scholarly journals Criteria for Measuring the Efficiency and Effectiveness of Human Resources Management Strategy and its Relation to Institutional Performance at Al Rajhi Bank at Al Qassim in Saudi Arabia from the Employees’ Point of View

2017 ◽  
Vol 12 (10) ◽  
pp. 111
Author(s):  
Abdullah M. Alwehabie
Keyword(s):  
Human Resources ◽  
Positive Relationship ◽  
Employee Performance ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resource Planning ◽  
Point Of View ◽  
Institutional Performance ◽  
Resources Management ◽  
Efficiency And Effectiveness

The study aimed to identify the efficiency and effectiveness of human resources management strategies in Al Rajhi bank at Al Qassim, namely human resource planning, selection and recruitment, employee performance evaluation, training of employees and their relation to institutional performance. The study population consisted of (17) branches of Al Rajhi bank at Al Qassim and the study sample consisted of (4) branches of Al Rajhi bank. The study found the following results: There is a positive relationship between the efficiency and effectiveness of human resources planning strategies at Al Rajhi bank and its institutional performance. There is a positive relationship between the efficiency and effectiveness of selection and recruitment strategies at Al Rajhi bank and its institutional performance, as well as a positive relationship between the efficiency and effectiveness of staff training strategies and their institutional performance. Among the recommendations of the study are to analyze the strengths and weaknesses of the internal environment, opportunities and threats to the external environment, and to analyze, describe and classify the functions of the organizational structures of Saudi banks in general and Al Rajhi Bank in particular.

Staff management strategies at power engineering companies

2021 ◽  
Vol 3 ◽  
pp. 52-55
Author(s):  
Alexey Hakimov
Keyword(s):  
Human Resources ◽  
Management Strategy ◽  
Employee Performance ◽  
Human Resources Management ◽  
Management Strategies ◽  
Power Engineering ◽  
Staff Management ◽  
Resources Management ◽  
Power Substation ◽  
A Company

Staff management strategy includes a plan on how to optimize employee performance within a company. Other than being compensated fairly, employees need to feel valued, be given feedback, and provided with growth opportunities. This paper examines human resources management problems and strategies at power engineering companies. As an example, 220 kV power substation has been reviewed in regards of staff managing methods and possible solutions. Certain employee management methods, i.e. employee surveys, ratings, and certification have been suggested in order to reduce the incidence of electrical violations during the operation of substations and increase workplace wellbeing at power engineering companies.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

Teaching Human Resources Management Using SAP

2011 ◽  
pp. 129-137
Author(s):  
Satish P. Deshpande ◽  
Andrew Targowski
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Employee Performance ◽  
Human Resources Management ◽  
Resource Planning ◽  
Resource Information ◽  
Strategic Role ◽  
College Of Business ◽  
Business Curricula

Information technology has become a critical component for human resource (HR) profes-sionals. Human resource information systems (HRIS) have helped many HR departments automate routine processes, eliminate unnecessary work, and play a strategic role in driv-ing employee performance. Many IT ?rms are now forming alliances with universities to popularize their products. This chapter ?rst investigates the utility and the choice of vari-ous HRIS options available to an organization. Next, it evaluates the utility of universities forming alliances with enterprise resource planning (ERP) ?rms to enrich their business curricula. Finally, the experiences of a college of business at a large university in Midwestern United States with the implementation of IT in the Human resource management (HRM) curriculum are examined.

scholarly journals A Model to Measure the Performance of Human Resources in Organisations

2018 ◽  
Vol 28 (1) ◽  
pp. 57-73
Author(s):  
Magnolia Tilca ◽  
Elisabeta Mare ◽  
Anca Apatean
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Performance Indicator ◽  
Employee Performance ◽  
Human Resources Management ◽  
Point Of View ◽  
Business Strategies ◽  
Economic Point ◽  
Weighted Arithmetic ◽  
It Systems

Abstract The economic crisis, demography, technology, globalization etc. are all factors which will influence the organizational structures and business strategies. A new business strategy will require, among others, that passive Human Resources Management (HRM) change into an active one with a decisive influence upon business. The vision of an active HRM requires that HR information (IT) dedicated systems assist human resources managers in their decision-making. The existing IT systems predominantly manage the salary calculations and, possibly, the employee's professional development, two of the tasks that a human resources manager has to pursue. However, tasks such as assisting, consulting and engaging the human resources in the organization are equally important. IT systems must also develop into these directions. The present paper proposes a solution to measure the performance of human resources by creating an employee performance indicator (EPI). The paper first describes the economic phenomenon involved in the HR performance process, then the mathematical model is formulated, the algorithm is implemented, the solution of the model is analysed from a technical and economic point of view, and finally the decision is made. We use the weighted arithmetic mean to compute the EPI indicator and the correlation formula to establish the degree of relevance between the EPI indicator and the variables involved in the model. An implementation in R is given.

Finding, training, and keeping best service workers

2012 ◽  
Vol 2 (4) ◽  
pp. 1-3
Author(s):  
Martin Dandira
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Human Resources Management ◽  
High Turnover ◽  
Content Type ◽  
Resources Management ◽  
Frontline Workers ◽  
Travel And Tourism ◽  
Internal Customers ◽  
The Way

Subject area Organisational behaviour, business reengineering and management of change, human resources management. Study level/applicability This case study is intended for undergraduate and post-graduate management degrees. It includes courses on organizational behaviour, human resources management, marketing, business management, travel and tourism and strategic management. Case overview Zim-Zum Welcome Hotel is a hotel in Zimbabwe in the travel and tourism sector. It was facing high turnover of employees and this was affecting the business through continuous hiring and training. The organization decided to introduce changes completely changing the way it does things, focusing on satisfying employees as well as customers. The new approach yielded favourable results, labour turnover dropped significantly and business improved greatly. In an effort to improve service, and increase profit, Zim-Zum has begun radically changing the way it hires, trains and deploys frontline workers. Management also examined how waiters and waitress do their job and concluded that there was supposed to be a division of labour between them and culinary staff. Management of Zim-Zum believe that companies that excel at managing frontline workers understand that excellent service is more than just a transaction. Expected learning outcomes Students can focus on: the importance of redesigning work so that superior service satisfies both the employee and the customer; human resources management is an important factor in improving employee performance and business performance; the importance of external and internal customers in improving company performance.

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