From the Unusual to the Useful: Digital Platforms and Co-Working Spaces as Instruments for Human Resource Management in Emerging Economic and Organizational Environments

In this present economic situation, the use of freelance workers, whose role in organizations runs side by side with that of full time workers, is becoming increasingly more important. The joint presence of these two very different forms of human resource, represents an important challenge to Human Resource Management, which has to adequately exploit the qualities of those who work within the organization, irrespective of the type of contractual ties they may have. Managerial literature has come up with limited contributions on this topic and without finding effective solutions to the integrated management of such an assortment of human resources. In this paper we contribute to fill this literature gap by proposing a conceptual model concerning how using digital platforms and co-working spaces may facilitate the company’s human resource management. This particular model outlines how these two instruments can assist the work of HR managers, especially with the conception and implementation of recruitment and motivational processes.

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E-HRM in Competence Recognition and Management

Encyclopedia of Human Resources Information Systems ◽

10.4018/978-1-59904-883-3.ch044 ◽

2009 ◽

pp. 293-300

Author(s):

Marko Kesti ◽

Antti Syväjärvi ◽

Jari Stenvall

Keyword(s):

Information Systems ◽

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Leadership Studies ◽

Organizational Environments ◽

Resource Information ◽

Current Topic ◽

Management Context

The human resource management (HRM) can be structured according to different key perspectives (e.g., Stone, 2002). One viewpoint concerns the applications and information technology-based human resource information systems (HRIS) that can be seen as an additional solution to carry out the successful human resource management. The historical perspective of the current topic shows how organizations have had various management information systems and decision supportive systems. Both of these have direct links to human-computer interaction and human behavior (e.g., Zhang & Dillon, 2003). In management context, however, demand for successful HRM is challenging as human resources are led in specific situations (Hershey, Blanchard, & Johnson, 2000) and managed in changing organizational environments (Sashkin & Sashkin, 2003). Leadership studies have shown that management should be accompanied with the widerange of managerial options. Hence, as one element of e-governance, there is need for advanced electronic human resource management (e-HRM) systems that are acceptable and effective (rf. Stone, Stone-Romero, & Lukaszewski, 2006).

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Problems and Measurements for Electronic Human Resource Management in Chinese Universities

Applied Mechanics and Materials ◽

10.4028/www.scientific.net/amm.411-414.2892 ◽

2013 ◽

Vol 411-414 ◽

pp. 2892-2896

Author(s):

Bin Wang ◽

Yan Zhao Qi

Keyword(s):

Resource Management ◽

Staff Development ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Information Technologies ◽

Case Managers ◽

Chinese University ◽

Hr Managers ◽

Development And Management

Researches on university human resource management have been a popular topic in China. University is a major locus of human resources. In information age, firms increasingly incorporate information technologies (IT) into human resource management (HRM) to cope with technological challenges[1]. HR managers achieve their goals by using analyzed information produced by IT. Besides, with IT evolving, HRM has entered into electronic-HRM (e-HRM) era with characteristics of self-service and intranet. Since e-HRM is gaining more attention nowadays, it is necessary to introduce e-HRM to the human resource management in universities. HRM in universities is of important significance for the development of the universities. In this case, managers should research on human resources development and management in universities practically. They should study university staff development and management issues. To understand human resource management in Chinese university with the overall situation, this article uses literature analysis to analyze university e-HRM in China. Then points out the electronic human resource management problems that Chinese university needs to solve. It also advises some counter measurements for the problems.

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Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

Kajian Bisnis STIE Widya Wiwaha ◽

10.32477/jkb.v23i1.203 ◽

2017 ◽

Vol 23 (1) ◽

pp. 52-63

Author(s):

Titik Nurbiyati

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Development Program ◽

Productivity Improvement ◽

Participant Satisfaction ◽

Effective Manner ◽

Human Labor ◽

Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

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Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

BAKTIMAS : Jurnal Pengabdian pada Masyarakat ◽

10.32672/btm.v2i2.2138 ◽

2020 ◽

Vol 2 (2) ◽

pp. 123-127

Author(s):

Jasmani Jasmani ◽

Noryani Noryani ◽

Yossy Wahyu Indrawan ◽

Reni Hindriari ◽

Lia Asmalah

Keyword(s):

Higher Education ◽

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Community Service ◽

Organizational Goals ◽

Service Activity ◽

The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management

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G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽

10.26643/think-india.v22i3.8390 ◽

2019 ◽

Vol 22 (3) ◽

pp. 705-713

Author(s):

REKHA FRANCIS C

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Major Part ◽

Working Environment ◽

Social Conscience ◽

Corporate World ◽

Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

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Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

Jurnal ULTIMA InfoSys ◽

10.31937/si.v6i1.274 ◽

2015 ◽

Vol 6 (1) ◽

pp. 12-19

Author(s):

Angellia Debora Suryawan ◽

Marlene Martani ◽

Mahenda Metta Surya

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Support System ◽

Performance Indicator ◽

Management Support ◽

Key Performance Indicator ◽

Literature Study ◽

Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)

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Reinventing Public Personnel Administration as Strategic Human Resource Management

Public Personnel Management ◽

10.1177/009102609302200406 ◽

1993 ◽

Vol 22 (4) ◽

pp. 565-578 ◽

Cited By ~ 7

Author(s):

Donald Klingner

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Work Force ◽

Strategic Human Resource Management ◽

Public And Private ◽

Asset Development ◽

Position Management ◽

Personnel Administration

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.

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Human Resource Management in Consulting Projects

10.33920/pro-3-2102-04 ◽

2021 ◽

pp. 36-44

Author(s):

I. V. Korneeva

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource

Recently, in business, the importance of human resources in companies and projects has been emphasized. The backbone of almost any organization or project is its employees. It is necessary to take into account a whole list of aspects in order to competently manage human resources.

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Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم الاقتصادية والإدارية والقانونية ◽

10.26389/ajsrp.d220620 ◽

2021 ◽

Vol 5 (1) ◽

Author(s):

Bader Yahya Alshahrani, Adullah Ali Alammar

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Statistical Significance ◽

Human Resources Management ◽

Relative Weight ◽

Main Tool ◽

Private Hospitals ◽

Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

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