scholarly journals Celovit pristop k izobraževanju zaposlenih

1995 ◽  
Vol 1 (1-2) ◽  
pp. 19-24
Author(s):  
Milena Ažman
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Human Resources Development ◽  
Resources Management ◽  
Resources Development

Poudarjen pomen izobraževanja zaposlenih in razvijanja njihovih sposobnosti v podjetju kot širšem slovenskem prostoru je izhodišče prispevka. Že bežna primerjava dejavnosti tega področja v naših podjetjih in razvitejših deželah kaže na pomembne razlike. V tuji literaturi in praksi se izobraževanje zaposlenih vključuje v »upravljanje človeških virov« (Human Resources Management) oziroma v »razvoj človeških virov« (Human Resources Development). Prispevek povzema, kaj ta dva pojma obsegata in iz katerih izhodišč izhajata. Za koncept »Upravljanja s človeškimi viri« sta bistvena dva pogleda na zaposlene. Po prvem vidiku predstavljajo zaposleni množico posameznikov z različnimi potenciali in sposobnostmi, pri čemer je odgovornost menedžerjev, da čim bolj izrabijo in razvijajo te potenciale. Drug vidik pa je ekonomskega značaja, zaposleni predstavljajo del kapitala organizacije, ki ga je treba »vzdrževati« in vanj vlagati. Znotraj tega koncepta se je uveljavil koncept »razvoja človeških virov« (Human Resources Development), ki poudarja hotenje in zaupanje v razvoj ljudi. V konceptu je izobraževanje pojmovano kot dejavnost, ki pomaga razvijati sposobnosti posameznikov, pomembne za dosego standardov in ciljev sedanjega ali prihodnjega dela, ter tako podpira razvoj delovne kariere zaposlenih. Hkrati ima izobraževanje značilnost vlaganja, kar močno poudarja njegovo ekonomsko funkcijo.

scholarly journals MANAJEMEN PENGEMBANGAN SDM KEPENDIDIKAN BERMUTU DI PERGURUAN TINGGI

2008 ◽  
Vol 8 (3) ◽  
pp. 289
Author(s):  
Nur Ali Rahman
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Central Office ◽  
Education Institution ◽  
Human Resources Development ◽  
Contemporary Society ◽  
Central Office Administrators ◽  
Resources Management ◽  
Individual Human

<p><span lang="EN-GB">The evolving culture of our contemporary society continues to have an ongoing and profound effect on the practice of educational human resources management in university, because a good society can be performed through a good performance of individual. Human resources with a good performance can be a product of an excellent university. In realities, the excellent universities are changed by the good human resources including educational staffs, practicing central-office administrators and building principals who want to become more familiar with the field of human resources management. This article tries to discuss the management of quality educational human resources development in university. The effort to develop the quality of an education institution should start with the mapping of education resources which gears into several strategies in accordance with the condition of the institution. Furthermore, such an effort is oriented to meet the need of the institution.  </span></p><p><span lang="EN-GB"><br /></span></p><p><span lang="EN-GB">Budaya masyarakat kontemporer kita yang terus berkembang terus memiliki efek yang terus berlanjut dan mendalam terhadap praktik pengelolaan sumber daya manusia pendidikan di universitas, karena masyarakat yang baik dapat dilakukan melalui kinerja individu yang baik. Sumber daya manusia dengan kinerja yang baik bisa menjadi produk universitas unggulan. Kenyataannya, universitas unggulan diubah oleh sumber daya manusia yang baik termasuk tenaga kependidikan, praktisi kantor pusat dan kepala sekolah yang ingin lebih mengenal bidang pengelolaan sumber daya manusia. Artikel ini mencoba membahas pengelolaan pengembangan sumber daya manusia pendidikan yang berkualitas di universitas. Upaya pengembangan kualitas lembaga pendidikan harus dimulai dengan pemetaan sumber daya pendidikan yang disesuaikan dengan beberapa strategi sesuai dengan kondisi institusi. Selanjutnya, upaya semacam itu berorientasi untuk memenuhi kebutuhan institusi.</span></p>

scholarly journals The Fusion of Competence and Integrity Problems in Transformation of Public Human Resources Management Model

2020 ◽  
Vol 9 (2) ◽  
pp. 185
Author(s):  
Dahlan Dahlan ◽  
Fatmawada Fatmawada
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Transformation Process ◽  
Management Model ◽  
Human Resources Development ◽  
Resources Management

The limited quality of human resource management in the Biak Numfor Regency in Papua requires fundamental transformation. Based on available data, the determinants that reject the transformation process include two categories, namely, lack of competence and integrity. This study uses a post-positivistic interpretive phenomenological philosophy that emphasizes the meaning and descriptive process to understand the process of transformation. Local government leaders who are not trustworthy in applying the concept of human resource management based on the Cakar thesis latently significantly affect the integrity of the domestic apparatus. That has an impact on the lack of credibility of the Biak Regional Human Resources Development Agency. In short, increasing the competency of human resources as an effort to produce adequate human resources in this region becomes an important key for successful transformation. 

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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