scholarly journals Human Resources Remain Our Biggest Assets

2021 ◽  
Author(s):  
Shiksha Gallow
Keyword(s):  
Human Resources ◽  
Qualitative Analysis ◽  
Research Study ◽  
Working Environment ◽  
Retention Model

This chapter analyses employees as human assets by investigating various retention theories. It is imperative that employers do not treat employees like “cogs in the wheel” but rather understand what factors would retain these individuals. The working environment in any organisation is important, as it has to be conducive to attaining a competent and successful workforce. The chapter focuses on a research study conducted evaluating what makes employees remain in an organisation. From the findings a conceptual retention model was developed which would assist employers in retaining staff and ensuring they are treated as human assets. The retention model was based on both a quantitative and qualitative analysis, and many themes and theories have been included in this model.

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

Think India ◽  
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.

Analysis of Manpower Capability Needs in Business Process Outsourcing (BPO) for Tobacco Industry: A Case study on BPO industry in Clark Pampanga, Philippines.

2021 ◽  
Vol 7 (5) ◽  
pp. 2916-2923
Author(s):  
Feng Shuo ◽  
Qi Yao ◽  
Gualberto A. Magdaraog
Keyword(s):  
Human Resources ◽  
Business Process ◽  
Tobacco Industry ◽  
Research Study ◽  
Business Process Outsourcing ◽  
Qualitative Research Study ◽  
Quantitative And Qualitative Research ◽  
Insight Into

Objectives: The study focus on the capability needs of Business Process Outsourcing (BPO) employees for tobacco industry.The study is a quantitative and qualitative research study. It used a survey questionnaire to gather data needed for analysis. The respondents of the study were 50 employees of BPO companies in Clark Pampanga Philippines,where BPO industry is a trend. The findings show an up-to-date picture of BPO industries in Clark Pampanga and an insight into BPO human resources capabilities needs for tobacco industry. It may let Tobacco companies analyze own employee management system with increased precision. They still enabled us to define employment perspective and the challenges tobacco companies are facing, to identify the current BPO human resources capability issues and the long-term human resources trends for Tobacco industry. Together, they provide an exact depiction for the Tobacco industry and valuable foresights to both its employees and employers.

scholarly journals EVALUASI SISTEM PEMBINAAN, PENATAUSAHAAN, DAN PENGAWASAN PENGELOLAAN BARANG MILIK DAERAH PADA BPK-BMD DI PEMERINTAHAN KABUPATEN MINAHASA

2017 ◽  
Vol 12 (2) ◽  
Author(s):  
Astrid Claudia Sumual ◽  
David Paul Elia Saerang ◽  
I Gede Suwetja
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Qualitative Analysis ◽  
Asset Management ◽  
Financial Management ◽  
Analysis Method ◽  
Management Area ◽  
Administration And Supervision ◽  
Implementation Management ◽  
Descriptive Qualitative

The management of local asset is part of the regional financial management. Since the enactment of regulation of asset management area is expected to be a reference and strength of local government in managing its regional asset. To apply the system in accordance with Permendagri No.19 year 2016 supervision and coorperation required to carry out the process of recording asset at SKPD level as well as management of regional assets including BPK BMD Minahasa district. The purpose of this study is to find out how the application on the system of coaching, administration, and supervision of goods in the management of local assets in BPK BMD Minahasa whether in accordance with Permendagri No.19 year 2016. The method used in this research is descriptive qualitative analysis method. The results showed that the implementation management of local asset, especially the coaching, administration, and supervision of assets in BPK BMD Minahasa accordance with Permendagri No.19 yaers 2016. Not yet supported IT equipment that has not been compatible with that asset user and the lack of human resources becomes an obstacle asset management in BPK BMD Minahasa.Keywords: asset, coaching, administration, supervision

scholarly journals Dominant work motives of Russian employees in the second decade of the 21st century

2021 ◽  
pp. 91-97
Author(s):  
M.V. Prokhorova ◽  
◽  
V.S. Kravchenko ◽  
A.E. Barankina ◽  
O.S. Shamina
Keyword(s):  
Qualitative Analysis ◽  
21St Century ◽  
Work Motivation ◽  
Descriptive Statistics ◽  
Working Environment ◽  
The Core ◽  
Negative Work ◽  
Work Motives ◽  
Low Wages ◽  
Non Parametric

Revealed are dominant work motives of Russian employees in the second decade of the 21st century. The authors are based on a two-modal concept of work motivation, the foundations of which were laid by F. Herzberg, highlighting positive and negative labor motivation as independent structures. It was elicited that the core of positive labor motivation is the following: high wages, interesting work, stable and reliable work. In the structure of negative labor motivation, the dominant motive is low wages, the second and third levels are formed by unstable and unreliable work, poor working environment. The study, which was attended by 759 respondents, had being conducted from 2012 to 2020. The questionnaire “Ranking of positive and negative work motives” (RPOM) was applied to collect data. Their processing was carried out using methods of descriptive statistics, non-parametric U test, Mann-Whitney, as well as qualitative analysis.

Working Life in Oxford

2017 ◽  
Author(s):  
Nick Wilson
Keyword(s):  
Human Resources ◽  
Social Life ◽  
Physical Space ◽  
Working Life ◽  
Working Environment ◽  
The People ◽  
The Press ◽  
New Buildings ◽  
Printing House

The chapter relates the developments in the working environment of OUP staff, concentrating on the Oxford buildings, and assessing what impact the alterations and expansions to the physical space of the Press had on the people who worked there. New buildings allowed the concentration of publishing activities in one location after the closure of the London Business and the Printing House; the redevelopment of Walton Street introduced a new staff restaurant, museum, library, and conference facilities as well as new offices, making the site a showplace for visitors and providing staff with a large democratic space. These changes were paralleled by changes to the structure of the Press, which required and were driven by the growing professionalism of the staff, particularly within administration, human resources, and marketing. OUP has always encouraged an active social life for its staff and the chapter highlights some of their sporting, musical, and dramatic activities.

Using human resource activities to implement sustainability in SMEs

2016 ◽  
Vol 23 (3) ◽  
pp. 652-670 ◽  
Author(s):  
Christina Langwell ◽  
Dennis Heaton
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resource ◽  
Empirical Research ◽  
Design Methodology ◽  
Research Study ◽  
Structured Interviews ◽  
Content Type ◽  
Qualitative Research Study ◽  
Practical Implications

Purpose – The purpose of this paper is to examine how small- and medium-sized organisations that were already participating in recognised sustainability programmes in Iowa, USA, in how they were utilising activities normally associated with human resources (HRs) to implement sustainability – activities included communication, engagement, incentives and recruitment and retention. Design/methodology/approach – The authors were interested in how small- and medium-sized enterprises (SMEs) were utilising HR functions to implement sustainability. This was an exploratory, qualitative research study utilised semi-structured interviews to obtain data. Findings – Based on the findings, some of the functions are being utilised more than others, with some activities not being implemented at all. Research limitations/implications – This research offers empirical research on how sustainability is achieved in SMEs. Practical implications – This paper outlines some practical methods that any SME could utilise to help implement sustainability within an organisation. Originality/value – This paper adds empirical research on how SMEs are implementing sustainable practices into their operations by using activities normally associated with the HR department.

scholarly journals Does work discipline affected by the working environment and work motivation?

2021 ◽  
Vol 5 (1) ◽  
pp. 13-23
Author(s):  
Muhammad Gilang Rizky Taohid ◽  
R. Achmad Drajat Aji Sujai ◽  
Nugi Mohammad Nugraha
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Work Motivation ◽  
Working Environment ◽  
Employee Discipline ◽  
Verification Methods ◽  
Determining Factors ◽  
Calculation Results ◽  
Main Factor ◽  
And Task

Introduction. Human resources are the main factor, because with their main importance, namely as the activator and determinant of the agency, which is in charge of regulating the agency nets from start to finish. Even though the position of human resources in an agency is central, human resources themselves have many limitations and shortcomings that the agencies must pay attention to, so that human resources themselves are maximized in carrying out their duties assigned by the agencies themselves. Work discipline is one of the determining factors for the success of achieving the goals of an agency / company. Good employee discipline will accelerate company goals, while degenerating discipline will become a barrier and slow down the achievement of company goals. Aims and Task. This study aims to analyze and describe the influence of the work environment and motivation on the Work Discipline of the State Civil Apparatus, Panyileukan District. The population is 60 State Civil Servants, Panyileukan District, Bandung City. The method used in this research is descriptive and verification methods with a quantitative approach, in which the analysis uses the SPSS version 20 program package. Results. Based on the calculation results show that the variables of work environment and motivation to work discipline. Adjusted R square 0.336 shows that the influence of these two variables is 33.6% and the remaining 66.4% is influenced by other factors described by the researcher. Through the results of partial hypothesis testing, it is found that the work environment has a significant effect on Work Discipline Adjusted R by 0.333, indicating that the Work Environment has an influence of 33.3% and the remaining 76.7% is influenced by other factors, while motivation has a significant effect on discipline Adjusted R work of 0.014 shows that motivation has an influence of 1.4% while the remaining 98.6% is influenced by other factors. Conclusion. This study provides an insight that the work environment and motivation have a significant effect on work discipline, which means that work discipline will follow the work environment, and motivation is the same as a work environment that is constant.

scholarly journals Working Environment: How Important is it to Make Your Employees Happy

2019 ◽  
Vol 9 (1) ◽  
pp. 6505-6509
Keyword(s):  
Human Resources ◽  
Job Performance ◽  
Healthy Food ◽  
Working Environment ◽  
Organizational Productivity ◽  
High Quality ◽  
Quality Work ◽  
High Quality Work ◽  
And Performance

Human resources with high levels of happiness will impact organizational productivity and performance. Employees spend most of their day working in the organization, so it is obvious that working environment is a significant factor that affects employees' emotional and job performance. The findings of this study showed that working environment highly contributed to the employees’ happiness with a min value of 3.010. Subsequent findings indicated that the quietest working environment influenced workers to produce high quality work. Although the findings showed that the respondents were satisfied with their current working environment, some respondents still expected further improvements in terms of facilities such as healthy food at the cafeteria and extended nursery services from infants to four-year-olds

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