scholarly journals A Study on Employees Opinion Towards Recruitment Procedure at Kotak Life Insurance In Madurai District

2021 ◽  
pp. 461-463
Author(s):  
S. Harun Nisha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Gender Inequality ◽  
Life Insurance ◽  
Research Study ◽  
Recruitment Procedure ◽  
Business Needs ◽  
Talent Acquisition ◽  
Business Requirements

Due to rising trend of enterprise eco-system, there is a need for more agile Human Resource Management (HRM) changing entire HR landscape. The requirements of client organizations are changing with each passing day which requires day-today solutions from providers of Human Resource Management (HRM) services. The focus of e-HRM is to provide readymade solutions as per changing business requirements in addition to challenges faced due to cut- throat competition by organizations viz. workforce diversity, gender inequality, talent acquisition & retention, effective HR utilization. The current paper studies fast growing bank and its changing business needs and thereafter emergence of e-HRM as solution-provider to its fast changing business needs. The research study is qualitative in nature.

Human Resource Management for the 21st Century Global Economy

2012 ◽  
pp. 322-335
Author(s):  
Julianne Seely
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Economy ◽  
Business Performance ◽  
Cultural Intelligence ◽  
System Thinking ◽  
Business Community ◽  
Global Marketplace ◽  
Talent Acquisition

The purpose of this chapter is to concentrate on Global Human Resource Management (GHRM) by demonstrating how the functional areas of Human Resource Management, such as talent acquisition, leadership capacity, training/development, and compensation/benefits, need to be fused with a higher level of strategic endeavor through cultural intelligence (CQ), system thinking, and the applications of related system archetypes. Understanding the role cultural intelligence plays in the global business community, knowledge of how systems and subsystems operate, and how variables impact the immediate landscape, as well as overall business performance, are the key drivers for competing successfully in the global marketplace.

Developing Workforce Planning Skills in Human Resource Management Courses: A Data-Driven Exercise

2021 ◽  
pp. 237929812110572
Author(s):  
Jessica L. Doll
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Students ◽  
Workforce Planning ◽  
Online Classroom ◽  
Face To Face ◽  
Talent Acquisition ◽  
Planning Concepts ◽  
Employment Data

Workforce planning is prevalent and recognized as a good strategic practice in many organizations. However, business students may have little experience with workforce planning or workforce analytics. The purpose of this article is to present a workforce planning exercise for use in a face-to-face or online classroom setting. In this exercise, students practice applying workforce planning concepts to calculate internal employment data, find and collect external employment data, and combine multiple, sometimes conflicting, data to make workforce predictions and recommendations for a hypothetical organization. This exercise is designed to help students develop career-relevant skills and is intended for use in human resource management, talent acquisition, talent management, staffing, and/or selection classes.

Human Resource Management for the 21st Century Global Economy

2012 ◽  
pp. 1335-1348
Author(s):  
Julianne Seely
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Economy ◽  
Business Performance ◽  
Cultural Intelligence ◽  
System Thinking ◽  
Business Community ◽  
Global Marketplace ◽  
Talent Acquisition

The purpose of this chapter is to concentrate on Global Human Resource Management (GHRM) by demonstrating how the functional areas of Human Resource Management, such as talent acquisition, leadership capacity, training/development, and compensation/benefits, need to be fused with a higher level of strategic endeavor through cultural intelligence (CQ), system thinking, and the applications of related system archetypes. Understanding the role cultural intelligence plays in the global business community, knowledge of how systems and subsystems operate, and how variables impact the immediate landscape, as well as overall business performance, are the key drivers for competing successfully in the global marketplace.

scholarly journals Employees’ education as an element of the Human Resource Management – Polish experience

2014 ◽  
Vol 15 (2) ◽  
pp. 11-21
Author(s):  
Halina Sobocka-Szczapa
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Lifelong Learning ◽  
Human Resource ◽  
Professional Training ◽  
Research Study ◽  
Educational Activity ◽  
Job Retention ◽  
Polish Experience

Abstract The importance of professional training cannot be overemphasized. In any organization, it is conducive to a better implementation of the tasks, and through it – increasing efficiency. For those directly involved – employees – lifelong learning is the premise of job retention. The aim of this paper is to present the results of research study – both quantitative and qualitative – describing ways in which employers may support employees’ educational activity.

Quantitative Analysis of Strategic Human Resource Management and Organizational Learning

2022 ◽  
pp. 59-85
Author(s):  
Chin Han Wuen ◽  
Fahmi Ibrahim ◽  
Kabiru Jinjiri Ringim
Keyword(s):  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Competitive Strategy ◽  
Research Study ◽  
Strategic Human Resource Management ◽  
Business Organizations ◽  
Organizational Ability

It is crucial for business organizations to maintain sustainability within the globalized market environment. However, the organizational ability of micro, small, and medium enterprises (MSMEs) is inadequate to generate sustainable competitive advantage. Moreover, strategic management theories are developed based on large business organizations which cannot be fully applied in MSMEs. From this knowledge gap, this research study addressed the core question of “Does strategic human resource management (SHRM) and organizational learning impact the sustainability of service-based MSMEs in Brunei Darussalam, with competitive strategy as mediator?” From a questionnaire survey of 275 service-based MSMEs, this research study confirmed SHRM and organizational learning to yield significant impact on organizational performance of service-based MSMEs. These results are partial significantly mediated by competitive strategy. From these findings, this research study extended the knowledge on resource-based view, contingency theory, and organizational alignment theory within the MSME context.

Training & Development With Reference At Aviva Life Insurance

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 83-89
Author(s):  
Motokuri Srigandha ◽  
Mrs. Sravanthi ◽  
Dr. Dolly Diyana David
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Life Insurance ◽  
Employee Training ◽  
Resource Development ◽  
Training Development ◽  
Specialized Function

Employee training is the important sub-system of Human Resource development. Employee training is a specialized function and is one of the fundamental operative functions for Human Resource Management.

scholarly journals An Analysis of the Corporate Social Responsibility and the Industry 4.0 with Focus on the Youth Generation: A Sustainable Human Resource Management Framework

2019 ◽  
Vol 11 (18) ◽  
pp. 5130 ◽  
Author(s):  
Annibal Scavarda ◽  
Gláucya Daú ◽  
Luiz Felipe Scavarda ◽  
Rodrigo Goyannes Gusmão Caiado
Keyword(s):  
Corporate Social Responsibility ◽  
Resource Management ◽  
Literature Review ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Research Study ◽  
Management Framework ◽  
Corporate Social

The global movement around themes like sustainability on its triple bottom line and industry 4.0 allows for the establishment of a ground of connection with corporate responsibility towards society. This current research study was developed between 1 March 2019 to 2 September 2019, through a literature review involving human resources and terms related to the concept of sustainability, industry 4.0, corporate social responsibility, and the youth generation. Its target audience is the world’s youth generation. Two proposals were created after the literature review and data collection, which allowed the elaboration of “an analysis of the corporate social responsibility and the industry 4.0 with focus in the youth generation: a sustainable human resource management framework.” Regarding conclusions, the authors of this research study contribute with theoretical and practical educational purposes to insert the youth citizen into society. This contribution also involves the work of companies on planning and preparing their staffs to develop activities in the communities in their neighborhood. Future studies are stimulated, which will allow the creation of new proposals to be presented, so that the nations can incorporate their youth people on the transitional job market and have a sustainable view for the future generations.

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