scholarly journals The Important of Training and its Impact on the Performance of Employees in Banking Sectors (Abu Dhabi – UAE) to Rise Efficiency

2017 ◽  
Vol 11 (9) ◽  
pp. 138
Author(s):  
Burhan Mahmoud AwadAlomari Alomari ◽  
AlaEldin Mohammad Hasan Awawdeh ◽  
Main Naser Alolayyan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
Creativity And Innovation

The study aims at measuring the impact of human resource management practices on creativity and innovation with the presence of competencies as an intermediary variable. The study highlights the importance of human resource management practices for UAE banks and explores the role of human resource management practices in enhancing the creativity and innovation of employees. To achieve this goal, six UAE banks were selected as a study area. A questionnaire was designed and distributed to a random sample of 150 respondents. The analytical, descriptive method was used for analysis. Data analysis and testing were carried out using SPSS.Some of the most important outcomes of this study are: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. Compensation, benefits, employment, training and development, also have a positive effect on creativity. Human resource management practices have a positive impact on training. The study recommends that giving the UAE banks the priority of human resource management practices is of great importance in their dimensions according to the scale of human resource management practices that are interested in achieving innovation and creativity for employees within the banks. The further studies are suggested related to human resources management practices and creativity and innovation because of their impact on achieving competitive advantage.

scholarly journals Training Impact on the Human Resources Performance

2020 ◽  
Vol 55 (3) ◽  
Author(s):  
Abdulkareem Abdullah Husin Alharthy ◽  
Nurazmallail Bin Marni
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Department Of Education ◽  
Abu Dhabi ◽  
Human Resource Management Practices ◽  
The Impact

The study aims to measure the impact of training on the performance of human resources in the Department of Education and Knowledge in the Emirate of Abu Dhabi. In particular, this study underscores the importance of human resource management practices for in the Emirate of Abu Dhabi’s Department of Education and Knowledge by designing and distributing a questionnaire to a random sample. As a research methodology, the analytical, descriptive method was used for analysis in this study, whereas data analysis and testing were carried out using SPSS. Some of the most important outcomes of this study are as follows: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. In addition, compensation, benefits, employment, training and development are also known to have a positive effect on creativity, whereas human resource management practices have a positive impact on training. Further studies concerning the country’s Department of Education and Knowledge in the Emirate of Abu Dhabi are suggested related to human resources management practices, creativity, and innovation to better understand their impact on achieving competitive advantage.

scholarly journals The Impact of Human Resources Management Practice amidst COVID-19

2020 ◽  
Vol 1 (1) ◽  
pp. 1-3
Author(s):  
Froilan D. Mobo
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Task Force ◽  
Human Resources Management ◽  
Management Approach ◽  
Resources Management ◽  
The Impact

The Novel Corona Virus COVID-19 made a huge impact in most private and government institutions with regards to their Human Resource Management Practices, especially in terms of how employees will work during the time of the pandemic. As per the InterAgency Task Force on COVID-19 Philippines there is a need to observe Social Distance and proper quarantine protocol to avoid from the infections of the widespread virus. The Civil Service Commission Philippines and the other government agencies release a memorandum on the operational process of manpower during the pandemic situations. As a result of their discussion they have come-up with a new approach with regards to operational procedures on Human Resources. Most of the Human Resource Management Officer arranged a Work From Home Scheme while others on a 50% capacity of manpower to report for work depending on the quarantine protocol set by regions or provinces. New Best Practices will be applied in the coming New Normal in terms of Human Resources Management Approach.

scholarly journals The Impact of Human Resource Management Practices on the Role of Individuals in Implementing the Global Institutional Excellence Model E.F.Q.M. at organizations. Descriptive and analytical study: أثر ممارسات إدارة الموارد البشرية على دور الأفراد في تطبيق نموذج التميز المؤسسي العالمي E.F.Q.M. بالمنظمات – دراسة تحليلية توصيفية –

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Fatima Mohammed Ibrahim Al-Rakhis
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
Institutional Excellence ◽  
The Impact

This study aimed to identify the impact of human resource management practices on the role of individuals in applying the global institutional excellence model، depending on descriptive theoretical analytical approach. The results showed a relationship between human resource management practices and the role of individuals in applying the global institutional excellence model. In addition to the impact of traditional and modern practices of human resources management in activating the role of individuals towards the application of this model. One of the most important recommendations of the study is to develop human resources management activities and organizational competencies in a manner appropriate to the nature of institutional excellence and linking the functions and roles of individuals and the standards of institutional excellence.

scholarly journals The impact of human resource management practices on person– job fit: the mediating role of human resources agility at Jordanian airlines companies

2021 ◽  
Vol 11 (1) ◽  
pp. 113-131
Author(s):  
Maher Al-Nawasrah ◽  
Khaled Khalaf Alafi
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Survey Method ◽  
Job Fit ◽  
Human Resource Management Practices ◽  
Study Population ◽  
The Impact

This study aims to analyze the impact of the human resources management practices on adapting person- job fit, with the existence of human resource agility as a modified variable in Jordanian airlines, The researcher relies on the descriptive and analytical approach, The study population consist of all employees of the Jordanian airline companies, within the upper and middle administrative levels, whose number is (185) individuals. Due to the study small population number, the researcher adopted the entire study population as a sample for the study and in the comprehensive survey method. The results showed that human resource management practices has a statistically significant effect on person- job fit, human resource management practices effect at the agility of human resources, and agility of human resources effect at the person - job fit in the Jordanian airline companies. The results showed that human resource agility improves the impact of human resource management practices on person- job fit. The study recommended that Jordanian airlines maintain the continuity of interest in human resource agility and alignment of the individual with his job, in addition to human resource management practices in all its dimensions and the use of tools to ensure that the level of interest in them does not decline or decline.

scholarly journals The Effect of Human Resource Management Practices on Deposit Money Bank Employee Productivity

2021 ◽  
Vol 2 (3) ◽  
pp. 22-29
Author(s):  
Ekoeng Kalechi ◽  
Ịheanechọ Jemielu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Resource Planning ◽  
Employee Productivity ◽  
Substantial Impact ◽  
Human Resource Management Practices ◽  
The Impact

The research studied the impact of human resource management techniques on the productivity of Nigerian deposit money institutions. The information for this research came from structured questions that were delivered to chosen deposit money institutions in Yola Metropolis. There were 193 questionnaires distributed in all, however only 166 were successfully recovered and examined. In order to estimate the effects of human resource management practice on employee productivity in the selected organization, the study used descriptive statistics and the multiple regression technique. The correlation coefficient was also used to test the extent to which human resource management is related to employee productivity. Human resource planning (HRP), recruitment and selection (RS), staff training and development (TRD), and performance appraisal (PA) were found to have a positive impact on employee productivity in the selected deposit money banks in Nigeria and were properly signed, implying that they were in line with the study's theoretical expectations. At the 5% level, the F-statistics 5.242014, which examined the combined significance of the parameter estimations, was deemed statistically significant, as evidenced by the associated probability value of 0.025272. This means that in the chosen deposit money institutions in Nigeria, all of the model's variables were jointly and statistically significant in determining employee productivity. Finally, this study found that human resource management practices in Nigerian deposit money institutions had a favorable and substantial impact on employee productivity

Praktyki edukacyjne podejmowane przez uczestników XV edycji konkursu Lider Zarządzania Zasobami Ludzkimi

2015 ◽  
Vol 37 (3) ◽  
pp. 23-33
Author(s):  
Anna Rogozińska‑Pawełczyk
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Main Trend ◽  
Coherent System ◽  
Hrm Practices

Effective management of human resources is one of the basic conditions for competitiveness. Organizations recognize the strategic role of human capital and management team is complemented by special efforts in this field. Scientists often have proved the existence of the relationship between high levels of applied human resource management practices and business performance and the evidence presented to the positive impact of the recognition of these practices in a coherent system, giving synergies. Based on the experience of the XV Edition of the Human Resources Management Leader Competition, one of the oldest functioning on the Polish market in the field of human resource management, an attempt to identify the main trend of the modern educational practices of HRM in organizations operating in Poland. Keywords: human resource management, HRM practices, competitions in the field of HRM, HRM standards, educational HRM practices.

scholarly journals The impact of human capital management factors and conservation culture on the energy efficiency of industrial interprises

2018 ◽  
Vol 11 (3) ◽  
pp. 287-295
Author(s):  
N. R. Kelchevskaya ◽  
E. A. Kirikova
Keyword(s):  
Energy Efficiency ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Structural Equations ◽  
Industrial Enterprises ◽  
Human Resource Management Practices ◽  
The Impact

In recent years, there has been a noticeable increase in implementation of business models based on the principles of sustainable development in order to provide harmonious joint development of human resources, organizational culture and technical production systems. In this paper we analyze the impact of human resource management practices, the energy saving culture and employee knowledge in the field of energy efficiency on the ability of Russian industrial enterprises to achieve energy management goals. The methods used include factor analysis and modeling of structural equations (SEM); the authors developed a questionnaire for measuring the influence of internal intellectual factors: human resources, culture, and knowledge on the energy efficiency of industrial production. For the first time in the literature, based on the SEM method, the impact of human resource management practices on energy performance has been assessed. The empirical base of the research includes the materials of a managers and technical specialists survey in 14 Russian industrial companies in the period from 2016 to the spring of 2017. The results of the analysis show that employee training, the development of energy efficiency competencies and the internal exchange of knowledge on energy conservation issues have a significant impact on the achievement of energy policy objectives by enterprises.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

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