ADAPTATION OF A HUMAN RESOURCES MANAGEMENT PROCESS BASED ON THE SUPPORT OF A SOFT-WARE TOOL ADAPTACAO DE UM PROCESSO DE GERENCIA DE RECURSOS HUMANOS A PARTIR DO APOIO DE UMA FERRAMENTA DE SOFTWARE

2021 ◽  
Author(s):  
LUCAS TAVARES MONTEIRO ◽  
SANDRO RONALDO BEZERRA OLIVEIRA
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Management Process ◽  
Resources Management ◽  
Recursos Humanos

Selecting the Project Teams’ Members. A Challenging Human Resources Management Process for Laboratory Research

2011 ◽  
Vol 495 ◽  
pp. 159-162 ◽  
Author(s):  
Evangelia N. Markaki ◽  
Damianos P. Sakas ◽  
Theodoros Chadjipantelis
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Project Manager ◽  
Project Team ◽  
Project Teams ◽  
Laboratory Research ◽  
Management Process ◽  
Team Members ◽  
Resources Management ◽  
The Way

The aim of our paper is to focus on the way a project manager chooses the appropriate members of his team in order to develop hi - technological project for a laboratory research in different sectors (business, hi-technological, financial, societal, political). Our aim is to focus on the differences and the challenges that hi - technological project team members have in laboratory research.

scholarly journals PECULIARITIES OF THE HUMAN RESOURCES MANAGEMENT PROCESS IN SERVICE ORGANIZATIONS - RESEARCH RESULTS

2020 ◽  
pp. 457-484
Author(s):  
Tijana Savić Tot ◽  
◽  
Vilmoš Tot ◽  
Marija Runić Ristić ◽  
Maja Aleksić ◽  
...  
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Service Organizations ◽  
Service Process ◽  
Management Process ◽  
Resources Management ◽  
Advantages And Disadvantages

Service organizations have, over the years, been constantly faced with increasing customer demand, growing competition, digitalization, and numerous changes in the business environment to which they must adapt in order to survive in the marketplace. As the main specificity of service organizations is reflected in the “intangibility” of their services, for customers who are participants in the service process and for employees who directly depend on the quality of service, service process and customer satisfaction, defining appropriate activities of Human Resources Management process, which manages employees, undoubtedly represents a priority that provides a competitive advantage. This paper will present the results of the research on the characteristics of eight selected sub-processes in the process of Human Resource Management in service versus production organizations of Rasina district, in order to define their specifics and point out their advantages and disadvantages.

Igualdade de género e práticas de gestão de recursos humanos

2014 ◽  
Author(s):  
Carla Silva
Keyword(s):  
Human Resources ◽  
Gender Equality ◽  
Management Practices ◽  
Human Resources Management ◽  
Personal Life ◽  
Resources Management ◽  
Recursos Humanos ◽  
Work Family ◽  
The Universe

Assuming that there are asymmetries and imbalances between women and men in the organizations, motivated by difficulties in reconciling professional, family and personal life, which if overtaken by conciliatory human resources management practices may generate benefits for workers and companies, this work intends to present a case study to evaluate the contribution of human resources management for the promotion of gender equality, in terms of reconciling professional, family and personal life. In this manner, we aim to characterize the human resources management practices promoting gender equality in the port setor company, and to analyze the perception and the difficulties that workers have in reconciling work, family and personal life. The preparation of this case study required the use of several techniques to collect qualitative data through analysis of public documents of the company, and techniques to collect quantitative data by applying a questionnaire to the universe of company workers. With this research a series of relevant results were obtained, which can help human resources management to further contribute to the needs of reconciling professional, family and personal life, and contribute to promote benefits for the organizations in the implementation of practices enhancing gender equality.

scholarly journals Russian Aviation Business: Critical Areas For Benchmarking

2011 ◽  
Vol 2 ◽  
Author(s):  
Natalia Vepreva
Keyword(s):  
Best Practices ◽  
Human Resources ◽  
Production Systems ◽  
Human Resources Management ◽  
Personnel Development ◽  
Management Process ◽  
Chain Management ◽  
Resources Management ◽  
Critical Areas ◽  
To Come

Russian aviation business has faced a challenge. There are only two ways to proceed - either to change quickly and effectively or stay and slowly loose positions. Best practices of production systems creation from 3 world famous production companies were analyzed in order to come to the result, which is a basic fundament for production system. Fundament consists of four major columns living under major ideologies: first, supply chain management, production and internal logistics processes with supplier-customer ideology, second, human resources management process with deployed function of personnel development, third, quality management process serving and steering the production process and forth, management structure adjusted according to the process value-based approach.

scholarly journals GESTIÓN DE RECURSOS HUMANOS EN LAS MIPYMES DE COMUNICACIONES Y TRANSPORTES EN EL ESTADO DE TABASCO

2014 ◽  
Vol 19 (55) ◽  
pp. 131-138
Author(s):  
Wendy Vanessa Oropeza Ruiz
Keyword(s):  
Human Resources ◽  
Random Sampling ◽  
Representative Sample ◽  
Human Resources Management ◽  
Data Gathering ◽  
Systematic Random Sampling ◽  
Resources Management ◽  
Economic Census ◽  
Competitive Success ◽  
Recursos Humanos

RESUMEN Objetivo: Conocer la gestión de recursos humanos que influye en el éxito competitivo de las MIPYMES de comunicaciones y transportes del estado de Tabasco y cómo se encuentra con respecto a otros estados del país. Material y método: El estudio fue dirigido a las MIPYMES de los subsectores de comunicaciones y transportes del estado de Tabasco y los resultados se obtuvieron de una muestra representativa de 81 empresas, mismas que fueron analizadas por tamaño y antigüedad. Como marco muestral se tomó el censo económico del INEGI 2004, posteriormente actualizado con el censo económico 2009, del cual se determinó la muestra de los subsectores, por medio de un muestreo aleatorio sistemático. La recolección de datos se llevó a cabo a través de un cuestionario diseñado ex profeso utilizado en las entrevistas. Para la comparación con otros estados del país, se tomaron los resultados de estudios análogos al presente. Resultados: La práctica menos utilizada en las MIPYMES de los subsectores estudiados es la promoción de personal, sin importar el tamaño y la antigüedad de la empresa; y la más aplicada es la capacitación del personal. Se ha comprobado que los procesos de gestión de recursos humanos de las MIPYMES de comunicaciones y transportes del estado de Tabasco son bajos en comparación con otros estados del país tomados como referencia. ABSTRACT Objective: To know the human resources management that influences the competitive success of the Communications and Transportation MSMEs in the state of Tabasco and what is its status regarding to other states in the country. Material and method: The study was aimed to the MSMEs of the communications and transportation subsectors in the state of Tabasco, and the results were obtained from a representative sample of 81 companies which were analyzed by size and age. As a sampling frame, the INEGI 2004 economic census was considered, afterwards, it was updated with the 2009 Economic Census, and from this last one it was determined the sample of the subsectors by means of a systematic random sampling. The data gathering was held through an expressly designed questionnaire used in the interviews. For the comparisons with other states in the country, the results of similar studies were taken. Results: The least used practice in the MSMEs of the studied subsectors is the promotion of personnel, regardless the size and age of the company, and the most used practice is the training of the personnel. It has been found that the processes of human resources management in the SMEs of the communications and transportation subsectors in Tabasco are low compared to other states that were taken as reference.

scholarly journals Recursos Humanos frente às exigências contemporâneas de mudanças no ambiente de trabalho / Human Resources in view of the contemporary demands of changes in the work environment

2021 ◽  
Vol 15 (57) ◽  
pp. 872-887
Author(s):  
Paola Rodrigues Martins ◽  
Ana Lúcia De Paula Ferreira Nunes
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Literature Search ◽  
Human Resources Management ◽  
Office Work ◽  
Home Office ◽  
Resources Management ◽  
Management Processes ◽  
Administrative Area ◽  
Recursos Humanos

Resumo: Este artigo busca entender a área administrativa dos Recursos Humanos (RH) e as exigências do uso de home office no ambiente do trabalho frente às mudanças resultantes da pandemia do Covid-19. O principal objetivo é analisar os benefícios e os desafios da adoção do home office sob a perspectiva de profissionais do departamento de Recursos Humanos mediante as mudanças que impulsionaram este trabalho nas empresas. O estudo partiu dos seguintes questionamentos: quais os principais impactos da pandemia do Covid-19 na gestão de Recursos Humanos? Como as empresas se adaptaram às mudanças impostas? A metodologia escolhida para responder essas questões foi uma pesquisa bibliográfica, foram identificadas realizada em dez publicações de maior relevância ao tema, através de artigos publicados no período de 2020 e 2021. A linha de pesquisa resultou na conclusão que durante a pandemia da Covid-19, uma das áreas que mais sofreu impacto foi a do trabalho, contudo, apesar das barreiras, o trabalho em home office foi absorvido nas empresas impulsionando a área de Recursos Humanos no sentido de modificar seus processos de gestão de pessoas. Palavras-chave: Empresas. Pandemia. Recursos humanos. Home office. Abstract: This article seeks to understand the administrative area of Human Resources (HR) and the requirements of the use of home office in the work environment in view of the changes resulting from the Covid-19 pandemic. The main objective is to analyze the benefits and challenges of adopting the home office from the perspective of professionals in the Human Resources department through the changes that drove this work in companies. The study was based on the following questions: what are the main impacts of the Covid-19 pandemic on Human Resources management? How have companies adapted to the imposed changes? The methodology chosen to answer these questions was a literature search, which were identified in ten publications of greater relevance to the topic, through articles published in the period 2020 and 2021. The line of research resulted in the conclusion that during the Covid-19 pandemic , one of the areas that suffered the most impact was work, however, despite the barriers, home office work was absorbed in the companies, boosting the Human Resources area in order to modify its people management processes. Keywords: Companies. Pandemic. Human Resources. Home office.

Once Again on Personnel Management Paradigm and Philosophy

2015 ◽  
Vol 4 (2) ◽  
pp. 6-8
Author(s):  
Кибанов ◽  
Ardalon Kibanov
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Human Resources Management ◽  
Training System ◽  
Management Process ◽  
Professional Literature ◽  
Resources Management ◽  
Basic Features ◽  
And Training ◽  
Management Theories

Basic features of the personnel management paradigm are considered along with the groups of management theories on which the paradigm is based. A suggestion is made to rename in Russian professional literature the group of “human resources” theories into “resources of human” to avoid ambiguity in the interpretation of the essence of these theories. The terminology of the personnel management sphere is clari ed.The substitution of “personnel management” concept with “human resources management” distorts the content of the personnel management process; hence sometimes equates person to the resource. Essentially the person is not a resource, but the bearer of resources (intellectual resources). A human is the creator of the resources he produces for constructive activity. The article characterizes the factors in uencing personnel in the process of labor activity, reveals the essence of the concept of “hard management”, and provides basic features of philosophy of personnel management in Russian organizations. The development of science and training system in personnel management is evaluated.

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