scholarly journals Adoption of Human Resources Management Policies for Practices: Harvard Model versus Religious Model

2018 ◽  
Vol 7 (1) ◽  
pp. 51
Author(s):  
Oginni Babalola ◽  
Erigbe Patience ◽  
Ojo Afolabi ◽  
Laosebikan, ‘Sola ◽  
Ogunlusi, ‘Femi
Keyword(s):  
Human Resources ◽  
Process Model ◽  
Human Resources Management ◽  
Resources Management ◽  
Business Organisation ◽  
Commitment Cost ◽  
Management Policies ◽  
Model Versus ◽  
Core Issues ◽  
Better Than

The paper set out to explore two different models of Human Resources Management as a policy for practice that will be adequate for adoption by any organisation. The Harvard and Religious models were the two models critically examined vis – a – vis their implications on the practice of Human Resources Management (HRM). It was revealed that Harvard model of HRM is a content model as it is contingent on specific core issues (work system, reward system, employees’ influence and flow of people) in human resources management while Religious model of HRM is a process model as it is based on identification of relationship among components units (management and employees) Harvard model of HRM as a policy is embedded in the organisation through congruence, commitment, cost effectiveness and competence and Religious model of HRM is anchored on value based ideology through morality, honesty, sincerity, fairness and integrity. The two models are practicable but Harvard model of HRM has no exception to a particular party in business organisation while Religious model of HRM is averse to development of trade union in organisation. Therefore, the adoption of the two models will make world of work conducive, however, Harvard model of HRM aligned more with the nature and belief of business. However, combination of the two models to give a contingency – hybrid model will make the workplace to be better than adopting one of the models. 

DEVELOPMENT OF A PROCESS MODEL OF HUMAN RESOURCES MANAGEMENT IN THE QUALITY MANAGEMENT SYSTEM OF THE ORGANIZATION

2020 ◽  
pp. 43-50
Author(s):  
T. P. Mozhaeva
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Management System ◽  
Process Model ◽  
Swot Analysis ◽  
Quality Management System ◽  
Human Resources Management ◽  
International Standards ◽  
Dual Nature ◽  
Resources Management

The article describes an approach to the development of a model of human resources management in the quality management system (QMS) of the organization on the basis of their dual nature and process approach in the interpretation of international standards ISO 9000:2015.The analysis of scientific views on the specifics of human resources. The ambiguity of the nature of human resources and in this regard the heterogeneity of personnel processes. The expediency of design of personnel processes on the basis of integration of such tools as methodology IDEF0, functional cost analysis (FSA), PDCA cycle is proved. In the context of risk-based thinking, an algorithm of personnel risk management based on SWOT analysis and statistical justification of the results is proposed. The application of the proposed approach will ensure the correct modeling of human resources management processes in the QMS.

scholarly journals Alveolars International Human Resources Faux Pas: Their History And One Managers Influence

2008 ◽  
Vol 4 (3) ◽  
pp. 35-42
Author(s):  
Nivia A. Navia ◽  
Bahaudin G. Mujtaba
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Employee Morale ◽  
Resources Management ◽  
Hr Practices ◽  
International Human Resources ◽  
International Human Resources Management ◽  
Management Policies ◽  
International Human

The purpose of this case is toinstill inthe reader the importance of human resource management policies and practices and how they contribute to an international companys competitiveness. International Human Resources Management (IHRM) and sound HR practices should be present at all levels within the context of strategic business objectives, culture, and resources management constraints. This case willshowcase Alveolar International, Inc., an international corporationthat specializes in the manufacturing and sales ofdental implants. It will include an overview and history, an analysis of their management constraints,some examples of non-compliance of HR practices within the firm and itseffect on employee morale, and lastly, the actions that should have been taken place from an IHRM perspective. An explanation will be provided as to how these very same blunders could have potentially contributed to the sale of the company and, furthermore, the takeover of Alveolar ina recent merger. The analysis is provided to the reader from the perspective of an employee of the corporation as well as a researcher. It should be noted that for the protection of employers and employees, the identities and names of those involved have been changed.

scholarly journals THE OPERATIONAL EFFICIENCY OF CHINA'S TOP TEN COMMERCIAL BANKS

2021 ◽  
Author(s):  
XIONG-HUI ZHANG ◽  
SI-QI YUAN
Keyword(s):  
Human Resources ◽  
Technical Efficiency ◽  
Commercial Banks ◽  
Human Resources Management ◽  
Foreign Banks ◽  
Scale Efficiency ◽  
Resources Management ◽  
Dea Model ◽  
Management Capabilities ◽  
Better Than

Based on DEA model, this paper shows that the performance of China's top ten commercial banks is better than that of foreign banks in China, and that of joint-stock commercial banks is better than that of state-owned commercial banks. China's top ten commercial banks can improve their pure technical efficiency and scale efficiency by strengthening their loan management capabilities, developing diversified business, rationally adjusting their scale and paying attention to human resources management.

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