scholarly journals Theoretical Issues in Human Resources Management: From Taylorism to Theory Z

2021 ◽  
Vol 4 (3) ◽  
pp. 1-20
Author(s):  
Badom M.P. ◽  
Girigiri B.W.
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Management Theory ◽  
Work Organizations ◽  
Organizational Goals ◽  
Resources Management ◽  
Industrial Organizations ◽  
The Social ◽  
Theoretical Issues

The human resources of any given organisation are the greatest assets that should be managed in order to attain desired performance goals. Thus, human resources management is the bedrock of all management activities in any formal work setting. In the bid to achieve organizational goals, there is need to manage the human resources with established knowledge which scientifically related methods yield. This is termed human resources management theory which is a system of interconnected propositions that condenses and organizes the knowledge about the social world, nay work organizations and explains the workings of the work organizations. Secondary data were garnered to elicit information for the analysis of the paper which presents relevant theories of industrial organizations and critically analysed them so as to acquaint us with the knowledge and effectiveness of the theories. This is essentially a metatheoretical schema for theories adopted in the motivation of human resources in order to attain deeper understanding of theories of human resources management.

Pushing the Right Buttons?

2013 ◽  
Vol 4 (3) ◽  
pp. 16-37 ◽  
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

Strategic Optional for Sustainability in Human Resources Management in Tertiary Institution

2014 ◽  
Vol 34 ◽  
pp. 63-70
Author(s):  
Akpoyovwaire Samuel Mukoro
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Tertiary Institution ◽  
Organizational Goals ◽  
Tertiary Institutions ◽  
Resources Management ◽  
Human Organization ◽  
Tremendous Impact

Efficient human resources management in any human organization has a tremendous impact on employer’s morale, achievement of organizational goals and maximal productivity. Thus, the degree to which an organization achieves its goals depends greatly on how the human resources are effectively managed and utilized. Therefore, this paper examines the concept of human resources management, rationale for human resources management and the relevance of human resources in tertiary institutions. Finally, the paper discusses how best human resources could be managed and maintained to enhance personnel efficiency in tertiary institutions in Nigeria.

scholarly journals SCHOOL OF HUMAN RESOURCE MANAGEMENT AS THE BASIC FOR THE DEVELOPMENT OF MODERN BUSINESS STRATEGIES

2018 ◽  
pp. 03-07
Author(s):  
A. V. Tebekin
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Business Strategies ◽  
Quality Of Working Life ◽  
Social Partnership ◽  
Resources Management ◽  
The Social ◽  
Evolutionary Scheme ◽  
Modern Business

From the modern positions of market development, the place of the school of human resources management in the evolutionary scheme of the school of modern management is considered. Comparison of the model positions of the school of human relations and the model of the human resources school is given. The contents of the basic postulates of the school of human resources management are considered in detail, including: the attitude to the human factor as a source of the enterprise's income; creation of conditions for the development of each employee; integration of personnel policy of the enterprise into the general policy of the enterprise and into the social and economic policy adopted in the society; professional development and training of competent and interested employees; development of social partnership through democratization of governance; improving the quality of working life by enriching the content of work. The prospects of using these postulates in the formation and development of modern business strategies are shown. 

scholarly journals The Implementation of Human Resource of the Indonesian Table Tennis Federation (PTMSI) in Cilacap Regency

2019 ◽  
Vol 6 (5) ◽  
pp. 128
Author(s):  
Dian Imam Saefulah ◽  
Muchsin Doewes ◽  
Sapta Kunta Purnama
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Table Tennis ◽  
Organizational Goals ◽  
Resources Management ◽  
Verification Method ◽  
Research Show

Table tennis is a sport that uses small balls. The game is simple and it can be played by all ages. The movements are consistent in hitting, directing, placing the ball in difficult position on opponent’s table. Human resource management is the withdrawal, selection, development, maintenance and use of human resources to achieve both individual and organizational goals. The purpose of the research is to determine the application of human resource management in the Indonesian Table Tennis Federation (PTMSI) Cilacap. There were 35 people as the population of the research. The population was consisted of administrators, coaches, and athletes. There were 20 respondents of the research, consisting of 5 administrators, 2 coaches, and 13 athletes. The research uses a descriptive verification method using a questionnaire instrument. Each respondent gets different questions depend on the duties and responsibilities at PTMSI Cilacap Regency. The results of the research show that the implementation of human resources management at PTMSI Cilacap has been running well. This can be seen from the complete organizational structure and the clear purposes of the establishment of PTMSI Cilacap, as outlined in both vision and mission of PTMSI Cilacap. The management members of PTMSI Cilacap have worked well in accordance with the scope of work and responsibilities of each section. The management also do reorganization every four years. Besides, the management open recruitments for athletes and coaches with selection, according to the valid and formal guidelines. Furthermore, there is promotion for athletes and coaches who can achieve targets and there is also degradation for those who have bad performance.

scholarly journals Influence of Human Resources Management on Service Quality of Risk Business in Northwestern Nigeria

2017 ◽  
Vol 3 (1) ◽  
pp. 23-32
Author(s):  
Ahmodu-Tijani Ismail Shola ◽  
Zurina Bte Adnan ◽  
Shahrin Bin Saad
Keyword(s):  
Service Quality ◽  
Human Resources ◽  
Management Practices ◽  
Insurance Industry ◽  
Human Resources Management ◽  
Secondary Data ◽  
Service Industries ◽  
Insurance Companies ◽  
Resources Management

Purpose: Human Resources Management (HRM) practice displays a key function in customer satisfaction in the cognitive of service quality in selected insurance companies in Northwestern Nigeria. The significant of service industries are labour oriented where insurance sector is not an exception because their performance is determined by the quality of risk management services to their customers (Insured). This paper is aimed to investigate Human Resources Management Practices and Service quality in selected insurance companies in Nigeria. Methodology: The study adopts secondary data which review related literatures from journal articles and other literatures on assessment of the concepts. Finding: The paper finds that there is a significant relationship between Human resources management practices and service quality in the insurance industry. It also reveals that Human resource management practices directly affect overall service quality in terms of customer base, customer retention, overall profit, productivity and risk improvement to the customers. Implication: Organization having good HRM Practices will improve the quality of services provided and also improves performance and customers'loyalty.

scholarly journals Journal Citation: “Companies in Indonesia in the Vortex of Global Economic Disruption”

2021 ◽  
Author(s):  
Amabel Casta
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Comprehensive Analysis ◽  
Economic Uncertainty ◽  
Resources Management ◽  
Good Corporate Governance ◽  
Interpretive Paradigm ◽  
The Face

Given that developments in business concepts are heavily influenced and patterned by rapidly growing advancements in information technology, the best option for Indonesian businesses to thrive in the face of global economic uncertainty is to transform their business and human capital. However, as an organizational framework and to ensure stakeholder confidence, the innovative transition measures should refer to Good Corporate Governance. Companies in Indonesia must constantly create new values in all facets of their operations in order to improve efficiency and succeed in the market by gaining positive profits in this era of economic disruption. Human resources management is also very important. This study is qualitative research with the interpretive paradigm, based on reality or the phenomenon that occurs. The findings were in the form of comprehensive analysis according to the primary and secondary data that the researchers have successfully explored.

scholarly journals Vocational Identity Development and the Role of Human Resources Management. A Systematic Literature Review

2020 ◽  
Vol 16 (34) ◽  
Author(s):  
Elia Pizzolitto ◽  
Ida Verna
Keyword(s):  
Identity Development ◽  
Literature Review ◽  
Human Resources ◽  
Professional Identity ◽  
Human Resources Management ◽  
Vocational Identity ◽  
Professional Identity Development ◽  
Resources Management ◽  
The Social

The development and strengthening of employees’ vocational identity are critical issues in organizations. The absence of professional selfawareness could negatively affect the emotional status of individuals. Moreover, such a condition can lead to a worsening of organizational performance. For this reason, studying the connections between human resources management and identity development is essential. Data and method. This exploratory study performs a systematic literature review starting from SCOPUS and EBSCO Host databases to understand how literature debates these connections. Results. The majority of extracted articles belong to the following fields: human resources management, psychology, and organizational studies. The connections between these three fields represent a clear theoretical framework for understanding how literature debates professional identity development in organizations. The theories considered in the extracted articles are numerous, but the social identity theory and the social categorization theory are the most cited by the authors. Four main themes emerge from the content analysis: motivation, satisfaction, and well-being of employees; the “crisis” status of human resource management; professional identity development in the workplace; the career adaptation of individuals. Conclusions. This study allows confirming how the development of professional identity is critical in organizations. Although the literature shows a considerable interest in vocational identity and human resources management, this study reflects on the possibility of producing further in-depth examinations concerning the connections between these topics. Further studies should explore vocational identity development through a renovated strategic role of human resources management, no more limited to a bureaucratic partner.

The Extent of Social Contribution of Venture Capital Organisations to Funded Financed Companies

2019 ◽  
Vol 9 (10) ◽  
pp. 293-304
Author(s):  
Houda Dziri ◽  
Anis Jarboui
Keyword(s):  
Human Resources ◽  
Venture Capital ◽  
Social Performance ◽  
Human Resources Management ◽  
Venture Capitalist ◽  
Major Objective ◽  
Resources Management ◽  
The Social ◽  
Social Contribution ◽  
Financial Participation

The major objective lying behind the conduction of the present work lies in investigating the social advantages likely to be brought about by the venture capitalist to the funded firm. More specially, it treats the venturer’s financial contribution as based on a number of human resources management related practices. Overall, the reached results, relevant to a sample involving 150 companies proved to indicate that the financial participation of this mode of financial intermediation turns out to be partially associated with a social contribution. In effect, it has been discovered that a number of the advanced practices, suggested as social contribution relating measures, do not prove to stand as part of the changes targeted by the venture capitalist to take place in a bid to enhance the firm’s social performance, nor were they intended to further improve the added values already achieved. Actually, such a strategy could well reflect some special features characterize the Tunisian venture capital mode of financing.

Theoretical Basics for Building Economical and Effective Systems of Human Resources Management in Organizations (Lecture Two)

10.12737/5420 ◽  
2014 ◽  
Vol 3 (4) ◽  
pp. 34-39
Author(s):  
Кибанов ◽  
Ardalon Kibanov
Keyword(s):  
Human Resources ◽  
Goal Setting ◽  
Management System ◽  
Human Resources Management ◽  
Organizational Goals ◽  
Resources Management

We go on with publishing lectures on the new discipline of “Economics Of Human Resources Management”. The paper discusses theoretical basics for building economical and effective systems designed to manage human resources of an organization, namely, goal-setting and principles of establishing organizational goals and goals for human resources management system, identifying functions of the said systems, classification of systems for human resources management using as an example of one of subsystems of human resources management system.

Sign in / Sign up

Export Citation Format

Share Document