scholarly journals The Role of Higher Education in the 21 Century

2021 ◽  
Author(s):  
Violla Makhzoum ◽  
Lama Komayha
Keyword(s):  
Employee Engagement ◽  
Selection Process ◽  
Human Resource Managers ◽  
Development Programs ◽  
Difficult Situation ◽  
Virtual Workplace ◽  
Resource Managers ◽  
Managerial Implications ◽  
Hr Managers ◽  
First Time

When the economy is in such bad shape, any of us who has a job is fortunate. Human resource managers and practitioners are concerned with whether employees are contributing to the organization’s Strategy, goals, and priorities or not, as well as how to proceed with the recruiting and selection process, employee engagement, and training and development programs, as a consequence of the pandemic of Covid-19. Organizations all over the world are in a difficult situation; for the first time in history, the value of a barrel of oil dropped to less than zero on April 20, 2020; the only explanation for this is the ongoing global lockdown. The actual workplace has been transformed into a virtual workplace, and HR managers are now pondering how to effectively involve workers. The aim of this paper was to clarify how employee engagement affects organizational efficiency within Covid-19 pandemic and shed the light on all the factors and provide a set of managerial implications to the professionals.

scholarly journals The Impact of Covid-19 on Employees Engagement

2021 ◽  
Author(s):  
Moetaz Soubjaki
Keyword(s):  
Employee Engagement ◽  
Selection Process ◽  
Human Resource Managers ◽  
Development Programs ◽  
Difficult Situation ◽  
Virtual Workplace ◽  
Resource Managers ◽  
Managerial Implications ◽  
Hr Managers ◽  
The Impact

When the economy is in such bad shape, any of us who has a job is fortunate. Human resource managers and practitioners are concerned with whether employees are contributing to the organization’s Strategy, goals, and priorities or not, as well as how to proceed with the recruiting and selection process, employee engagement, and training and development programs, as a consequence of the pandemic of Covid-19. Organizations all over the world are in a difficult situation; for the first time in history, the value of a barrel of oil dropped to less than zero on April 20, 2020; the only explanation for this is the ongoing global lockdown. The actual workplace has been transformed into a virtual workplace, and HR managers are now pondering how to effectively involve workers. The aim of this paper was to clarify how employee engagement affects organizational efficiency within Covid-19 pandemic and shed the light on all the factors and provide a set of managerial implications to the professionals.

A Study on Use of E- Resources in Recruitment and Selection Process in 5 Star Hotels

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Arun Sherkar
Keyword(s):  
Selection Process ◽  
Hotel Industry ◽  
Human Resource Managers ◽  
Recruitment Process ◽  
Time Saving ◽  
Resource Managers ◽  
Negative Impacts ◽  
Recruitment And Selection ◽  
Hr Managers ◽  
Interviewing Technique

E- recruitment also known as online recruitment is widely used by the HR in the hotel industry. The main purpose is to reduce cost, maximize utilization of human capital and ease in recruitment process. There is various e- recruitment techniques adopted by various Human Resource managers for e.g. Naukri. com, monster.com and various interviewing technique such as Skype, video calling are just a few in the list. The study is aimed to analyze the various e-recruitment techniques used for various levels in management and its impact on the recruitment process of hotels. However this study does not cover the negative impacts of e recruitment. The data was collected with help of a questionnaire circulated to the various HR personnel of the hotel industry of Pune city. The findings of the study suggest that, E-recruitment is a boon to the hotel industry there are several benefits to the HR managers practicing it, to apply online, a wide market i.e. national and international borders, cost saving, time saving and reduced administrative work can be stated as a few findings of the paper.

scholarly journals HR Managers’ Roles & Contributions in Merger Processes

2011 ◽  
Vol 1 (1) ◽  
pp. 64 ◽  
Author(s):  
Khalil Al Jerjawi
Keyword(s):  
Organizational Change ◽  
Global Financial Crisis ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Merger Process ◽  
Strategic Role ◽  
Merging Process ◽  
International Mergers ◽  
Research Gap ◽  
Hr Managers

As companies have engaged in domestic and international mergers over the last few years in order to match the macroeconomic trends operating on a worldwide and more recently to cope with the current global financial crisis, human resource managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive and radical organizational change such as merging process. This study addresses and works on the existing research gap by investigating the roles of HR managers among the different roles which were defined at the fist by Dave Ulrich. This paper demonstrates that HR managers are an essential part of merger and that HR practices should be given an extensive emphasizing throughout such organizational change “the merger process”.

scholarly journals Employee Engagement Level and Its Key Determinants: a Study in the Context of Nepalese Media Sector

The Batuk ◽  
2020 ◽  
Vol 6 (1) ◽  
pp. 1-16
Author(s):  
Damodar Niraula
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Sampling Method ◽  
Analytical Tool ◽  
Participatory Culture ◽  
Human Resource Managers ◽  
Major Focus ◽  
Resource Managers

 This paper aims to measure the level of employee engagement and to propose employee engagement framework. Following two-step sampling method, a questionnaire survey was conducted among the employees of fifteen media houses. The results of the survey are analyzed with the help of SPSS 18 version. Majority of the employees of Nepalese media houses have been found being engaged to their job. The findings confirm that five HR practices: performance appraisal and recognition; participatory culture; working facility; communication; and job and resources are the determinants of employee engagement. Among those, performance appraisal and recognition, and participatory culture, should be the major focus of human resource managers to make the employees engaged. Additionally, the paper can serve as a reference and an analytical tool to researchers for expanding knowledge on the topic.

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kumar Biswas ◽  
Brendan Boyle ◽  
Sneh Bhardwaj
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Leadership Roles ◽  
Human Resource Managers ◽  
Content Type ◽  
Organisational Climate ◽  
Affective Attitudes ◽  
Resource Managers ◽  
Hr Managers ◽  
Organisational Factors

PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

Accountant’s Writing Skills: A Needs Analysis

2017 ◽  
Vol 1 (1) ◽  
Author(s):  
Noraziah Azizan ◽  
Nora Harun
Keyword(s):  
Human Resource ◽  
Writing Skills ◽  
Accounting Students ◽  
Human Resource Managers ◽  
Kuala Lumpur ◽  
Resource Managers ◽  
Bank Staff ◽  
Points Of View ◽  
Hr Managers ◽  
English Subject

The purpose of the present study is to examine the importance of key writing skills needed by accounting executives at the workplace. The results may benefit the syllabus designer to plan and to specify the syllabus content for English subject to enable accounting students to function well in their potential workplaces later. The study investigates from two different points of view; the opinions and expectations of HR managers and the opinions of employees/ staff (their experiences). Questionnaires were distributed to Human Resource Managers at 37 bank headquarters in Kuala Lumpur and 38 bank staff from selected banks. The findings show significant differences in the opinions of HR managers and employees regarding the writing needs of accountants at the workplace.

Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

scholarly journals Toxin Handlers and Burnout Among Human Resource Managers: Does Emotion-Focused Coping Make a Difference?

2021 ◽  
Vol 74 ◽  
pp. 91-107
Author(s):  
Panteha FARMANESH
Keyword(s):  
Coping Strategies ◽  
Group Analysis ◽  
Human Resource Managers ◽  
Female Managers ◽  
Resource Managers ◽  
Tourism Sector ◽  
Hospitality Sector ◽  
Tourism And Hospitality ◽  
Hr Managers ◽  
A Company

Toxin handlers are a vital constituent for organizations as these individuals tend to absorb disruptive emotions and feelings of other members of staff. However, as they carry this burden, they are prone to emotional exhaustion, which can lead to burnout on personal levels. This is a matter of critical importance for HR managers as they are commonly the ones, who deal with such struggles within a company. This current research addresses the issue of burnout for toxin handlers in the tourism sector with the inclusion of coping strategies as a mediating factor by gathering data from a number of 180 HR managers within tourism and hospitality sector. A multi-group analysis and PLS-SEM approach was used to test the hypothesized model. It was found that female managers exhibited a difference to their male counterparts in handling toxin through emotion-focused coping strategies. Current results have shown that female managers in HR departments perform better in handling charged emotions of employees and provide solutions for their staff. This is while coping strategies can act as a mediating element for toxin handlers to defuse their exhaustion that is accumulated through constant interacting with negative emotions.

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