scholarly journals factores del recurso humano que inciden en el funcionamiento de las pymes manufactureras de Tehuacán

2020 ◽  
Vol 4 (3) ◽  
pp. 60-67
Author(s):  
Armando Heredia González ◽  
María Elena Heredia Mendoza ◽  
Luis Carlos Ortuño Barba ◽  
Renato Emilio Ortiz Saucedo
Keyword(s):  
Factor Analysis ◽  
Human Resource ◽  
Recursos Humanos

En la actualidad el recurso humano se ha venido constituyendo en un baluarte en el funcionamiento de las PyMES (Pequeñas y Medianas Empresas), el presente estudio tiene como objetivo realizar un análisis de los factores que están incidiendo en el comportamiento de los recursos humanos y su repercusión en el desempeño de las PyMES. De los hallazgos encontrados a través del análisis de factor se observa el involucramiento de los recursos humanos en las fases del proceso administrativo y productivo haciendo más eficiente el desempeño de las empresas. Abstract Currently the human resource has been a bulwark in the functioning ofSMEs (Small and Medium­sized Enterprises), this study aims to carryout an analysis of the factors that are affecting the behaviour of humanresources and their impact on the performance of SMEs. Of the findingsfound through factor analysis is observed the involvement of humanresources in the phases of the administrative and productive processmaking the performance of companies more efficient.  

Evaluating the impact of human resource planning programs in addressing the strategic goal of the firm

2019 ◽  
Vol 16 (5) ◽  
pp. 659-682 ◽  
Author(s):  
Debarun Chakraborty ◽  
Wendrila Biswas
Keyword(s):  
Factor Analysis ◽  
Competitive Advantage ◽  
Human Resource ◽  
Resource Planning ◽  
Equation Modeling ◽  
Content Type ◽  
Analysis And Design ◽  
Succession Plan ◽  
The Impact ◽  
Strategic Goal

Purpose Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues. Design/methodology/approach A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables. Findings The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization. Originality/value The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.

scholarly journals El desempeño adaptativo: implicaciones para la gestión de recursos humanos en el sector público

2021 ◽  
pp. 8-29
Author(s):  
Alexander RODRÍGUEZ LÓPEZ ◽  
Nekane BALLUERKA LASA ◽  
Arantxa GOROSTIAGA MANTEROLA ◽  
Imanol ULACIA ARAMENDI
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Design ◽  
Career Management ◽  
Adaptive Performance ◽  
The Public ◽  
Recursos Humanos

Laburpena: Jardun moldagarria funtsezkoa da erakundeentzat, inguruneko eskaeretara egokitzeko gaitasuna ezinbestekoa delako, batez ere krisi-garaian edo aldaketa teknologiko, ekonomiko edo laboralen garaian. Artikulu honek jardun moldagarria kontzeptuaren berrikuspen teorikoa ematen du, bai eta beste konstruktuekin eta antolaketa-elementuekin duen harremanarena ere, Ployhart eta Bliese-ren (2006) eta Park eta Park-en (2019) ereduetan oinarrituta, bai eta konstruktu hori ebaluatzen duten tresnena ere. Eremu publikoan giza baliabideak kudeatzean jardun moldagarriak dituen inplikazioak aztertzen dira, bereziki hautaketaren, prestakuntzaren, karrera-kudeaketaren eta lanpostuen diseinuaren arloan. Resumen: El desempeño adaptativo es un constructo clave para las organizaciones porque la capacidad de adaptación a las demandas del entorno es vital, especialmente en tiempos de crisis o cambios tecnológicos, económicos o laborales. Este artículo aporta una revisión teórica del concepto de desempeño adaptativo, de su relación con otros constructos y elementos organizacionales en base a los modelos de Ployhart y Bliese (2006) y Park y Park (2019), así como de los instrumentos que evalúan dicho constructo. Se analizan las implicaciones que tiene el desempeño adaptativo para la gestión de recursos humanos en el ámbito público, especialmente en materia de selección, formación, gestión de carrera y diseño de puestos de trabajo. Abstract: Adaptive performance is a key construct for organizations because the ability to adapt to the demands of the environment is vital, especially in times of crisis or technological, economic or labor changes. This paper provides a theoretical review of the concept of adaptive performance, its relationship with other constructs and organizational elements based on the models of Ployhart and Bliese (2006) and Park and Park (2019), as well as the instruments that evaluate the construct. The implications of adaptive performance for human resource management in the public sector are analyzed, especially in terms of selection, training, career management and job design.

A multiple-criteria approach to human resource management assessment in organizations with respect to industry

Kybernetes ◽  
2017 ◽  
Vol 46 (3) ◽  
pp. 419-432 ◽  
Author(s):  
Vesna Čančer ◽  
Simona Šarotar Žižek
Keyword(s):  
Factor Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Multiple Criteria Decision Making ◽  
Multiple Criteria ◽  
Human Resource Managers ◽  
Holistic Model ◽  
Content Type ◽  
Resource Managers

Purpose This paper aims to develop a multiple-criteria model for the assessment of human resource management (HRM), focusing on groups of organizations with respect to industry. Design/methodology/approach The approach presented in this paper follows the framework procedure for multiple-criteria decision-making based on the Quantified Dialectical Systems Theory. It considers the factor analysis results in structuring the problem. By considering several experts’ judgments already when measuring the importance of criteria, it enables respondents to omit those sets of criteria for which they are neither experts nor responsible. Findings The paper shows that the factor analysis results can also be used in structuring the multi-dimensional concept in multiple-criteria model for assessing HRM – a step forward to multi-methodology. The obtained aggregate values show human resource managers the key success and failure factors to adopt an integrated/requisitely holistic and innovated strategy related to HRM in organizations. Research limitations/implications The approach presented in this paper helps managers in developing and implementing a requisitely holistic model of HRM, adapted to several groups of organizations, such as with respect to their industry, in any country. Practical implications This paper provides recommendations for HRM in organizations. Originality/value This paper fills the gap in the research on multiple-criteria HRM assessment in organizations with respect to their industry by developing a multiple-criteria model for the assessment of HRM in groups of organizations, with application based on their industries.

Tour Conductor Playfulness: Conceptualizing and Scale Development

2020 ◽  
Vol 60 (1) ◽  
pp. 197-207
Author(s):  
Tien-Ming Cheng ◽  
Mei-Tsun Chen ◽  
Cheng-Ho Wu
Keyword(s):  
Factor Analysis ◽  
Content Analysis ◽  
Confirmatory Factor Analysis ◽  
Human Resource ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Future Research ◽  
Tourism Research ◽  
Confirmatory Factor ◽  
Depth Interviews

The purpose of this study is to conceptualize a construct of Tour Conductor Playfulness (TCP) and establish a set of reliable and valid measures for TCP. The construct of TCP introduces a new concept in tourism research, while also extending the application of playfulness theory. TCP also can help businesses train employees and serve as a tool for human resource management. Study 1 produced initial items through in-depth interviews and content analysis, and study 2 conducted two sample collections. First, an exploratory factor analysis was performed by investigating 253 tour conductors, and four factors were identified: playful guiding, enthusiastic guiding, creative guiding, and engaged guiding. Second, this scale was validated with a new sample of 396 tour conductors. We verified the reliability of the TCP scale through confirmatory factor analysis, convergent validity, and discriminant validity to finally obtain 23 items. Implications and suggestions for future research are provided.

scholarly journals Análisis de los factores determinantes de la eficacia organizativa desde la dirección estratégica de recursos humanos

2008 ◽  
pp. 129
Author(s):  
Nuria González Álvarez
Keyword(s):  
Firm Performance ◽  
Human Resources ◽  
Human Resource ◽  
Positive Impact ◽  
Empirical Work ◽  
Strategic Human Resource Management ◽  
Significant Advance ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Recursos Humanos

La dirección estratégica de recursos humanos enfatiza la influencia de las prácticas de recursos humanos de alto compromiso sobre la eficacia organizativa. El objetivo de este trabajo es contrastar como el empleo de un conjunto de prácticas de recursos humanos de alto compromiso en el seno de una organización influye positivamente en los resultados que ésta consigue. Para ello, se dispone de una muestra de 258 empresas manufactureras españolas. Los resultados apuntan que la utilización de dichas prácticas de recursos humanos tiene un impacto positivo sobre los rendimientos corporativos. De esta forma, este trabajo aporta evidencia empírica para la relación entre las prácticas de recursos humanos de alto compromiso consideradas de forma global y el rendimiento organizativo para el caso de una gran muestra de empresas españolas pertenecientes a todos los sectores de actividad industrial, lo cual supone una avance importante en la investigación sobre recursos humanos en España donde existe una laguna importante de trabajos empíricos que aborden esta cuestión.<br /><br />Strategic human resource management highlights the influence of the high commitment human resource practices on firm performance. The aim of this study is to analyse how the use of high commitment human resources practices influences, in a positive way, on the firm performance. For this purpose, a sample of 258 Spanish manufacturing companies has been used. The results indicate that the use of the raid human resources practices have a positive impact on corporate performance. In this way, the main implication of this study is that provides empirical evidence for Spanish firms of the relationship between high involvement human resource practices and performance. This represents a significant advance in human resources research in Spain, where there is a significant gap in empirical work studying this subject.<br />

scholarly journals Clústeres universitarios: ¿estrategia eficaz para el fomento del espíritu emprendedor en los alumnos de pregrado? / University clusters: effective strategy for enhancing entrepreneurship spirit in undergraduate students?

2020 ◽  
pp. 7-21
Author(s):  
Regina Garza Roche ◽  
Francisco Gerardo Barroso Tanoira ◽  
Edgar Román Canul Homá ◽  
Carola H. Rivera Cuellar ◽  
Ángel Carrillo Cervera ◽  
...  
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Undergraduate Students ◽  
High Impact ◽  
Knowledge Generation ◽  
Effective Strategy ◽  
Effective Strategies ◽  
Entrepreneurial Spirit ◽  
Human Resource Training ◽  
Recursos Humanos

El presente trabajo identifica las estrategias que emplean diversas instituciones de educación superior para fomentar el espíritu emprendedor en sus estudiantes de pregrado, así como el involucramiento de diferentes actores de la sociedad, a través de la formación de clústeres universitarios que permitan resultados de alto impacto en emprendimiento, innovación y solución a problemas sociales. Esto es posible a través de la formación de recursos humanos, pensamiento disruptivo, generación de conocimiento y vinculación con los sectores productivo, académico y gubernamental. Las conclusiones indican que los clústeres universitarios son estrategias eficaces para el fomento del espíritu emprendedor. ABSTRACT: This document identifies the strategies used in diverse higher education institutions for enhancing entrepreneurial spirit in their undergraduate students, as well as the involvement of different actors of society through university clusters formation that allow high impact in entrepreneurship, innovation and solutions to social problems. This is possible through human resource training, disruptive thinking, knowledge generation and links with the productive, academic and governmental sectors. The conclusions show that university clusters are effective strategies for enhancing entrepreneurial spirit.

scholarly journals A STUDY ON EMPLOYEE MOTIVATION AT WORK PLACE WITH REFERENCE TO BSNL, KADAPA

2020 ◽  
Vol 5 (5) ◽  
pp. 18-25
Author(s):  
T.Navaneetha ◽  
K.Bhaskar
Keyword(s):  
Factor Analysis ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Motivation ◽  
Work Place ◽  
Statistical Tools ◽  
Chi Square ◽  
Long Time ◽  
Chi Square Test ◽  
New Strategies

Employee motivation at work place is an important area in human resource management that contributes to the performance of the employees. Many organizations are planning new strategies and ways in order to safeguard their employees. Better motivators at work place makes the employees feel satisfied and put more efforts to increase the productivity and profitability of the company. The study analyses the opinion of employees on motivational factors at work place and basing on the response, the statistical tools like factor analysis and chi-square test are applied. The results of the study are very useful to every company which needs to manage its employees and make them satisfied at work place. The study helps in retaining the employees in the company for a long time.

scholarly journals Designing a Strategic Human Resource Management Model in the Ministry of Science with Emphasis on Strategic Thinking

2021 ◽  
pp. 5764-5780
Author(s):  
Mahboobeh Bahrampour
Keyword(s):  
Factor Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Structural Equations ◽  
Strategic Thinking ◽  
Strategic Human Resource Management ◽  
Management Model ◽  
Statistical Population

The present study aimed to design a strategic human resource management model in the Ministry of Science with emphasis on strategic thinking. The statistical population of the present study consisted of two groups, the first group included experts familiar with the subject under study and the second group included faculty members at universities in the southeast region of the country (Kerman, Sistan and Baluchestan, Hormozgan). Stratified sampling method in line with the volume of classes was also performed. At last, a total of 340 questionnaires were completed and collected. Kaiser-Meyer-Olkin (KMO) criteria were used to ensure the validity of the data and to examine the accuracy of the sampling before the factor analysis. Based on the findings, the value of KMO on strategic thinking, strategic human resources management were 0.903 and 0.913, respectively, which is an acceptable value. Data were analyzed using SPSS software version 23 and AMOS version 23. In the present study, a significance level was considered 0.05. Statistical methods such as one-sample t-test, confirmatory factor analysis and structural equations were used to investigate the research questions. Results from the structural equation model demonstrated that there was a significant relationship between strategic thinking and strategic human resource management.

scholarly journals LA COLECCIÓN ICTIOLÓGICA DEL CENTRO INTERDISCIPLINARIO DE CIENCIAS MARINAS DEL IPN 1993-2011; CONSOLIDACIÓN Y SISTEMATIZACIÓN DEL ACERVO

2012 ◽  
Vol 27 (1) ◽  
pp. 51
Author(s):  
J. De la Cruz- Agüero ◽  
G. De la Cruz- Agüero ◽  
V. M. Cota -Gómez ◽  
M. A. Pacheco -Hoyo ◽  
A. González -Espinoza
Keyword(s):  
Human Resource ◽  
Scientific Information ◽  
Scientific Research ◽  
Data Bases ◽  
Digital Database ◽  
Dissemination Of Research ◽  
Human Resource Training ◽  
Recursos Humanos ◽  
Biological Inventory

Se documentan las acciones y logros en los últimos 18 años de la Colección Ictiológica (CI) del Centro Interdisciplinario de Ciencias Marinas del Instituto Politécnico Nacional (CICIMAR-IPN), periodo en cual se consolidó su acervo biológico, se depuró el inventario, se actualizó la nomenclatura, se desarrolló su base de datos electrónica y la publicación de la misma en Internet. Se detallan las actividades sobresalientes realizadas en el ámbito académico de la formación de recursos humanos, docencia, investigación, extensión y difusión de los resultados obtenidos. Se discute sobre la función de las colecciones biológicas y las tendencias para la diseminación de la información de las bases de datos. The Ichthyological Collection of the Centro Interdisciplinario de Ciencias Marinas, IPN 1993-2011; inventory consolidation and systematization We documented the actions and achievements of the Ichthyological Collection (CI) of the Centro Interdisciplinario de Ciencias Marinas, Instituto Politécnico Nacional (CICIMAR- IPN) during the last 18 years. In this period, the biological inventory was depurated, nomenclature was updated, and a digital database was developed and published online. Actions in the field of human resource training, lecturing, scientific research, extension and dissemination of research results are given in detail. The role of collections is discussed as well as the current tendencies of the dissemination of scientific information from data bases.

scholarly journals Differences in Work Values by Gender, Marital Status, and Generation: An Analysis of Data Collected from “Working Persons Survey, 2010”

2013 ◽  
Vol 3 (2) ◽  
pp. 28 ◽  
Author(s):  
Yutaka Ueda ◽  
Yoko Ohzono
Keyword(s):  
Factor Analysis ◽  
Marital Status ◽  
Human Resource ◽  
Metropolitan Area ◽  
Work Values ◽  
Future Research ◽  
Practical Applications ◽  
Tokyo Metropolitan Area ◽  
Monetary Rewards ◽  
Basic Work

Work values have received a significant amount of attention from organizational researchers. This study performed an exploratory factor analysis of data collected from working persons living in the Tokyo metropolitan area. It identified four basic work values: accomplishment, contribution, power and authority, and monetary rewards. This study also examined the effects of gender, marital status, and generation on work values. The results revealed that males had higher levels of work values than females, except for monetary rewards. Married persons demonstrated higher levels of work values than unmarried persons did. Age exerted complicated effects on each work value. This study proposes some implications for practical applications of the results for human resource management and provides suggestions for future research.

Sign in / Sign up

Export Citation Format

Share Document