SUPPORT TO THE DECISION MAKING PROCESS IN HUMAN RESOURCES MANAGEMENT IN SOFTWARE PROJECTS BASED ON SIMULATION MODELS

2013 ◽  
Vol 12 (01) ◽  
pp. 5 ◽  
Author(s):  
Simone Dornelas Costa ◽  
José Luis Braga ◽  
Luiz Antônio Abrantes ◽  
Bernardo Giori Ambrósio
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Human Resources Management ◽  
Simulation Models ◽  
Decision Making Process ◽  
Software Projects ◽  
Resources Management

The Importance of Administrative Leadership in The Context of Development of Human Resources: A Descriptive Analytic Study

2021 ◽  
Vol 4 (3) ◽  
pp. 248-273
Author(s):  
Asem Ali Hasan Al-sharafi ◽  
Ibrahim Fahad Sulaiman
Keyword(s):  
Decision Making ◽  
Communication Network ◽  
Human Resources ◽  
Human Resources Management ◽  
Administrative Leadership ◽  
Decision Making Process ◽  
Sociological Research ◽  
Resources Management ◽  
Leadership Impact ◽  
Different Levels

Sociological research in the field of human resources management focuses on identifying mechanisms that determine worker’s behaviour. Leadership can be noticed only on this level, as it plays a major role in organising relationships between individuals in a given society. We attempt in this article to expose some methods that could allow a better leadership impact on human resources and a perfect cooperation in order to accomplish tasks, to organize and bring workers into decision making process and to set a communication network on different levels in addition to motivating workers in order to achieve the set goals.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

2015 ◽  
Vol 6 (3) ◽  
pp. 20-33 ◽  
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Inference System ◽  
Resources Management ◽  
Strategic Human Resources

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

Fuzzy Systems ◽  
2017 ◽  
pp. 647-662
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

OCCUPATIONAL BURNOUT AMONG POLICE OFFICERS AS A CHALLENGE FOR HUMAN RESOURCES MANAGEMENT

2021 ◽  
Vol 22 (2) ◽  
pp. 101-114
Author(s):  
Sylwia Kostrzewa
Keyword(s):  
Social Support ◽  
Decision Making ◽  
Human Resources ◽  
Work Environment ◽  
Police Officers ◽  
Human Resources Management ◽  
Sociodemographic Factors ◽  
The Other ◽  
Occupational Burnout ◽  
Resources Management

The aim of the article was to demonstrate that occupational burnout is one of the problems in human resources management. The authors’ own research conducted among 99 police officers focused on identifying burnout individuals and determining which sociodemographic factors differentiate the state of burnout. Furthermore, the research attempted to identify factors related to the workplace, work environment and the lack of social support which may contribute to occupational burnout. The obtained results demonstrated that among the respondents there were people who had reached a high score for burnout. Sociodemographic factors, such as: age, job seniority, and rank influence the level of occupational burnout. On the other hand, the factors related to the workplace and work environment in the form of: low level of remuneration, lack of participation in decision making, sensing lack of recognition and negative assessment by others, might be predictors of this phenomenon. Moreover, based on the evaluation of research results, it was found that police officers felt social support.

scholarly journals DUKUNGAN SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN TERHADAP PENGAMBILAN KEPUTUSAN DI BKPP KABUPATEN SUKOHARJO

2019 ◽  
Vol 16 (2) ◽  
pp. 10-21
Author(s):  
Riana Isti Muslikhah
Keyword(s):  
Decision Making ◽  
Information Systems ◽  
Human Resources ◽  
Input Data ◽  
Management Information Systems ◽  
Human Resources Management ◽  
Management Decision ◽  
Data Input ◽  
Management Information ◽  
Resources Management

Abstrak: Dukungan Sistem Informasi Manajemen Kepegawaian terhadap Pengambilan Keputusan di BKPP Kabupaten Sukoharjo. Tujuan penelitian ini adalah untuk (1) Mengetahui implementasi Sistem Informasi Manajemen Kepegawaian di BKPP Kabupaten Sukoharjo, (2) Mengetahui dukungan informasi yang dihasilkan oleh Sistem Informasi Manajemen Kepegawaian dalam pengambilan keputusan bidang kepegawaian di BKPP Kabupaten Sukoharjo, (3) Mengetahui kendala dalam implementasi Sistem Informasi Manajemen Kepegawaian di BKPP Kabupaten Sukoharjo. Penelitian ini menggunakan metode penelitian kualitatif. Hasil penelitian menunjukkan bahwa (1) Dalam proses penerapan SIMPEG di BKPP Kabupaten Sukoharjo terdapat sub sistem pengumpulan data, sub sistem input data, sub sistem pengolahan data dan sub sistem output informasi, serta didukung oleh komponen-komponen pendukung yang terdiri dari hardware (perangkat keras), software (perangkat lunak), database, sumber daya jaringan dan brainware (SDM). (2) Informasi yang dihasilkan oleh SIMPEG di BKPP saat ini sudah mampu mendukung dalam pengambilan keputusan penempatan, mutasi dan pensiun pegawai, (3) Kendala yang dihadapi dalam penerapan SIMPEG di BKPP Kabupaten Sukoharjo yaitu: keterbatasan anggaran dan keterlambatan dalam input data. Kata kunci: Sistem, Informasi, Manajemen, Keputusan, Kepegawaian Abstract: Human Resources Management Information System Support for Decision Making in BKPP Sukoharjo Regency. The purposes of this study were (1) to know the Implementation Human Resources Management Information Systems in BKPP  of Sukoharjo Regency, (2) know the support information generated by Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency in the field of staffing decisions. (3) know the obstacles in the Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency. This study used qualitative research methods. The results showed that (1) In the Implementation Human Resources Management Information Systems in BKPP of Sukoharjo Regency there are sub data collection systems, sub system of data input, data processing sub-systems and sub systems output information, and supported by supporting parts consisting of hardware, software, databases, netware and brainware (2) The information generated by Human Resources Management Information Systems at BKPP of Sukoharjo Regency are now able to support decision making in placement, transfer and retirement of employees, but not fully support in the implementation of management staffing in the BKPP of Sukoharjo Regency. (3) The obstacle that is encountered in implementation of the Human Resources  Management Information Systems in BKPP of Sukoharjo Regency are : limited budget and delays in data input. Keyword: System, Information, Management, Decision Making, Human Resources

scholarly journals Measurement of Employees on Human Resources with Fuzzy Logic

2021 ◽  
Vol 11 (2) ◽  
pp. 1-7
Author(s):  
Zehra Demirel ◽  
Ceren Çubukçu
Keyword(s):  
Artificial Intelligence ◽  
Decision Making ◽  
Fuzzy Logic ◽  
Human Resources ◽  
Human Resources Management ◽  
Rule Base ◽  
Resources Management ◽  
Fuzzy Logic Method ◽  
Increase Productivity ◽  
The Right

Artificial intelligence, which is the indispensable technology of our age, has started to gain a place in many institutions. Institutions give great importance to human resources management because hiring the right employee for the job will increase productivity within the organization. When recruiting personnel for the position, human resources face difficulties such as measuring the success levels of applicants and deciding whether they are suitable. In this study, in order to provide solutions to the difficulties encountered, a decision-making mechanism is created by using the fuzzy logic method, which is one of the artificial intelligence techniques. This decision-making mechanism measures the performance of people applying for recruitment. While measuring performance, all applications are taken into consideration, and a rule base is formed according to graduation status and experience. The system, which is based on this rule base, evaluates people according to the inputs and finds out their success levels in return. According to the results, it is decided whether the persons are suitable for the position sought. When human resources departments in corporations are combined with artificial intelligence technologies, an advantage will be achieved in the competitive environment between corporations.

scholarly journals Business Intelligence for Human Capital Management

2020 ◽  
Vol 11 (1) ◽  
pp. 38-49
Author(s):  
Maria José Sousa ◽  
Ivo Dias
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Human Resource ◽  
Business Intelligence ◽  
Human Resources Management ◽  
Human Resource Managers ◽  
Resources Management ◽  
Resource Managers ◽  
Human Resources Managers ◽  
Effective Decision Making

This article presents the results of an exploratory study of the use of business intelligence (BI) tools to help to make decisions about human resources management in Portuguese organizations. The purpose of this article is to analyze the effective use of BI tools in integrating reports, analytics, dashboards, and metrics, which impacts on the decision making the process of human resource managers. The methodology approach was quantitative based on the results of a survey to 43 human resource managers and technicians. The data analysis technique was correlation coefficient and regression analysis performed by IBM SPSS software. It was also applied qualitative analysis based on a focus group to identify the impacts of business intelligence on the human resources strategies of Portuguese companies. The findings of this study are that: business intelligence is positively associated with HRM decision-making, and business intelligence will significantly predict HRM decision making. The research also examines the process of the information gathered with BI tools from the human resources information system on the decisions of the human resources managers and that impacts the performance of the organizations. The study also gives indications about the practices and gaps, both in terms of human resources management and in processes related to business intelligence (BI) tools. It points out the different factors that must work together to facilitate effective decision-making. The article is structured as follows: a literature review concerning the use of the business intelligence concept and tools and the link between BI and human resources management, methodology, and the main findings and conclusions.

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