Chapter-36 Human Resource Department (HRD)

2009 ◽  
pp. 264-270
Author(s):  
SK Joshi
Keyword(s):  
Human Resource ◽  
Human Resource Department

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

scholarly journals Human Resource Management and Business Adaptability and Adjustability in Business Development

2017 ◽  
Vol 3 (2) ◽  
pp. 213
Author(s):  
Fanny YF Young
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Development ◽  
The Internet ◽  
Human Resource Managers ◽  
Continuity Planning ◽  
Human Resource Department ◽  
Resource Managers ◽  
Business Resilience

Business adaptability and adjustability is highly important for the business development. It was suggested human resource managers and executives could pay an important contribution to this area. The aim of this study was to search the literature to see how the human resource managers and executives can improve the business adaptability and change of the companies. The internet was searched using various search engines like Google Scholars, Proquest and Google using keywords like human resource management, business adaptability and adjustability and business resilience. All selected papers were individually studied and any relevant materials were identified. Result showed that there were roles of human resource managers and executives in building business adaptability and adjustability such as acting as strategic partners, employee sponsors or advocates, change mentors and there were contributions which include transition the human resource department to a profitability factor; making profit to the company and engaging in people-focused approach to business continuity planning for crisis.

scholarly journals An empirical study of organizational culture dimensions impacting employee’s performance in IT industry, Tamilna-du

2017 ◽  
Vol 7 (1.3) ◽  
pp. 133
Author(s):  
Karthik M ◽  
A Vasumathi
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Cultural Dimensions ◽  
It Industry ◽  
Human Resource Department ◽  
Culture Dimensions ◽  
The Impact

Every company has their own unique culture. Organizational culture is a set of norms, values, beliefs and vision that define how employees and managers intermingle within an organization. Irrespective of whether a preset list of company values present or not, an organization develops its own culture. However, organizations haven’t been paying as much attention to organizational culture until now. A 2015 study by Deloitte University Press found that 87% of the organizations surveyed now cite culture and employee engagement as their top challenges. Thus the current study aims at analyzing the impact of cultural dimensions on performance management in IT organizations. Analysis, conclusion and recommendations were drawn out based on the research and findings. The study found a significant association between experience of the respondents and their responses towards often getting reminder and warning to complete their tasks. The study has also found a significance variance between age of the respondents and the practices of Human Resource Department. The study has also found an association between variety of tasks being handled and employees’ performance. 

Talent development for top leaders: three HR initiatives for competitive advantage

2016 ◽  
Vol 24 (6) ◽  
pp. 4-7 ◽  
Author(s):  
Milton Mayfield ◽  
Jacqueline Mayfield ◽  
Cassandra Wheeler
Keyword(s):  
Best Practices ◽  
Organizational Performance ◽  
Human Resource ◽  
Workforce Planning ◽  
Organizational Outcomes ◽  
Organizational Leaders ◽  
Multiple Sources ◽  
Content Type ◽  
Human Resource Department ◽  
Development Processes

Purpose This paper provides guidelines for how leaders can use human resource department capabilities to improve organizational performance and related outcomes. Design/methodology/approach To develop these guidelines, existing best practices were examined and distilled into concise recommendations for organizational leaders. Findings Examination of best practices indicated three human resource areas for quality improvement in organizational outcomes: talent inventories, workforce planning and training/development processes. Originality/value This paper draws together multiple sources to provide ways for top leaders to better utilize existing human resource practices for improved workplace outcomes and strategic enhancements.

Ways to ease the expats’ stress

2016 ◽  
Vol 24 (1) ◽  
pp. 4-6
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Human Resource Department ◽  
Need For Support ◽  
Pertinent Information ◽  
Support Mechanisms ◽  
Practical Implications ◽  
Work And Life

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – The study findings provide insights to organizations and their human resource department professionals as to how expatriates and their families can be impacted by stress when trying to adjust to work and life in unfamiliar surroundings. The authors highlight the need for support mechanisms to ease transitions and reduce stressors. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals E-Recruitment in Practice: A Study on Jobseekers’ Perception in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 33-42
Author(s):  
Mohammad Rezaul Karim ◽  
Md. Shelim Miah ◽  
Asma Khatun
Keyword(s):  
Human Resource ◽  
Job Search ◽  
Perceived Usefulness ◽  
The Internet ◽  
Job Seekers ◽  
Human Resource Department ◽  
Online Recruiting ◽  
Search Tool ◽  
Use Of The Internet ◽  
Behavioral Intention To Use

The rapid growth and use of the Internet over the last several years has changed the way companies’ conduct of business activities, including the activities of human resource management. To attract and recruit best employees is one of the great challenges for Human Resource Department. Today online recruiting has become a significant tool for Human Resource Department. Bangladeshi companies also can recruit with their websites, job boards or resume banks, newspaper classified ads, and job boards. Online recruiting processes increase firms' competitive advantage through increased efficiency and lower costs and offers benefits and opportunities to jobseekers. This paper investigates the perceptions and behaviors of job-seekers concerning the use of the Internet as a recruiting source. 204 survey questionnaires were distributed to job seekers who are almost regularly using Internet for various purposes. The results showed that perceived usefulness and perceived enjoyment are positively and significantly related to the behavioral intention to use Internet as a job search tool. The study implies that the developers of online job sites need to provide additional useful functionalities or tools in the sites to help users for job search. The paper provides an insight for jobseekers to find employment by using Internet as a job search tool.  

scholarly journals Perancangan Program Apresiasi dan Penghargaan bagi Pegawai PT.X berbasis Web pada HRMS dengan metode Waterfall

2019 ◽  
Vol 2 (2) ◽  
pp. 133-144
Author(s):  
Wivadario Wilana
Keyword(s):  
Human Resource ◽  
Modelling Language ◽  
Unified Modelling Language ◽  
Human Resource Department

Apresiasi dan penghargaan karyawan merupakan salah satu faktor penting di dalam perusahaan, dikarenakan karyawan akan memiliki rasa bangga dan memberikan dedikasi penuh terhadap perusahaan. Human Resource Department pada PT. X memiliki banyak sekali modul-modul besar yang dapat dikelola menggunakan program, tetapi apresiasi dan penghargaan terhadap karyawan belum dapat dikelola secara program. Sehingga perancangan program dilakukan dengan metode perancangan dengan model Unified Modelling Language (UML) dan metode pengembangan yang digunakan adalah metode waterfall yang terdiri dari analisis, rancangan, implementasi dan pengujian terhadap program. Hasil dari penelitian diharapkan dapat memenuhi kekurangan yang selama ini PT. X butuhkan dalam mencatat apresiasi dan penghargaan karyawan secara terstruktur dan sistematis.

scholarly journals Personnel Management: Needs-oriented Recruitment Planning in Organizational Development

2021 ◽  
Vol 2 (1) ◽  
pp. 1-8
Author(s):  
Bianca Laiu ◽  
Sara Voicu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Development ◽  
Human Resource ◽  
Personnel Management ◽  
Raw Materials ◽  
Human Resource Department ◽  
Is Management ◽  
Workforce Productivity ◽  
A Company

This article aims to discuss personnel management in terms of needs-oriented recruitment planning aspects in organizational development. The determinant of the success of a company is human or labor. Even labor provides the largest contribution to the success of a company compared to other factors such as capital, raw materials or machinery. However, not all workers can become productive workers. This workforce must be selected, placed, trained and assessed for their achievements and given appreciation for every achievement that they have contributed to the company. If the conditions of a company allow it to provide benefits or insurance to each of its workers, this will increase the workforce productivity. During its development, the company will face increasingly complex manpower problems, thus human resource management must be carried out professionally by a separate department within a company, namely the Human Resource Department. Human Resource Management or better known as Personnel Management is management that specializes in the field of personnel or in staffing.

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