scholarly journals Formation of Emotional Climate in Human Resource Management

2020 ◽  
pp. 67-73
Author(s):  
Sigitas Vaitkevicius ◽  
Palmira Papsiene
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Global Market ◽  
Team Work ◽  
Work Efficiency ◽  
Emotional Climate ◽  
Organizational Goals ◽  
Maximum Work ◽  
Interdisciplinary Integration

Research is concentrated on efficient human resource management while pursuing organizational goals and benefits for every employee and organization as a whole. Under the requirements of global market, managers expect their subordinates to be effortlessly managed, confident, dynamic in completion of assigned tasks, and ensuring maximum work efficiency. Such a possibility is theoretically analysed in this article by employing deductive thinking in interdisciplinary integration. The article describes the formation of employee emotional climate, which has impact on employee behaviour in individual as well as in team work, based on application of human resource evaluation factor with contribution of manipulations. Hypothetical presumptions resulted in assumptions that have shown dominance of disjunction (or); it means that interaction between alternatives is impossible. Therefore, logical interactions were prepared on the basis of deductive thinking by usage of Law (or principle) of the Excluded Third. These logical interactions resulted in models of emotional climate formation. 

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

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 

Transformational Human Resource Management

2022 ◽  
pp. 340-357
Author(s):  
Ikramul Hasan ◽  
MD. Nazmul Islam ◽  
Mohammad Ashraful Ferdous Chowdhury
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Efficiency ◽  
Organizational Alignment ◽  
Organizational Goals ◽  
Management Concept ◽  
Potential Factors ◽  
Positive Effect ◽  
Potential Moderator

Human Resource Management plays an essential role for attaining organizational goals. Nowadays, practitioners, researchers, and academicians around the world are emphasizing to transform and reshape the practice of human resource. However, very few research works have been done in the area of Transformational Human Resource Management (T-HRM). Hence, the aim of this chapter is to propose an integrated framework of T-HRM and organizational efficiency. In light of that, this study has proposed potential factors of the T-HRM. Secondly, this study presented positive effect of the factors of T-HRM on organizational efficiency management. Concept of knowledge management has introduced as a potential mediator, and ICT and organizational alignment has presented as a potential moderator of this study. Finally, knowledge of this study will provide better insights on T-HRM for ensuring organizational efficiency.

scholarly journals HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS

2010 ◽  
Vol 8 (1) ◽  
pp. 51-65 ◽  
Author(s):  
Eugenijus Chlivickas ◽  
Palmira Papšienė ◽  
Arnas Papšys
Keyword(s):  
Operating System ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Global Market ◽  
Strategic Human Resource Management ◽  
Active Part ◽  
New Approach

The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

scholarly journals Mengelola Sumber Daya Manusia (Nurul Annisa 90500120061)

2021 ◽  
Author(s):  
Nurul Annisa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Goals ◽  
Good Management

Human resources are one of the most important factors that cannot even be separated from organizations, both institutions and companies. Human resources are also a determining key development of the company. Basically, human resources are people who are employed in an organization as a driver to achieve organizational goals. So to achieve this goal there needs to be good management. In this paper, we present a discussion of the notion of human resource management, the function of human resource management, the implementation of human resource management, the objectives of human resources and the scope of human resource management with various references.

scholarly journals The Implementation of Human Resource of the Indonesian Table Tennis Federation (PTMSI) in Cilacap Regency

2019 ◽  
Vol 6 (5) ◽  
pp. 128
Author(s):  
Dian Imam Saefulah ◽  
Muchsin Doewes ◽  
Sapta Kunta Purnama
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Table Tennis ◽  
Organizational Goals ◽  
Resources Management ◽  
Verification Method ◽  
Research Show

Table tennis is a sport that uses small balls. The game is simple and it can be played by all ages. The movements are consistent in hitting, directing, placing the ball in difficult position on opponent’s table. Human resource management is the withdrawal, selection, development, maintenance and use of human resources to achieve both individual and organizational goals. The purpose of the research is to determine the application of human resource management in the Indonesian Table Tennis Federation (PTMSI) Cilacap. There were 35 people as the population of the research. The population was consisted of administrators, coaches, and athletes. There were 20 respondents of the research, consisting of 5 administrators, 2 coaches, and 13 athletes. The research uses a descriptive verification method using a questionnaire instrument. Each respondent gets different questions depend on the duties and responsibilities at PTMSI Cilacap Regency. The results of the research show that the implementation of human resources management at PTMSI Cilacap has been running well. This can be seen from the complete organizational structure and the clear purposes of the establishment of PTMSI Cilacap, as outlined in both vision and mission of PTMSI Cilacap. The management members of PTMSI Cilacap have worked well in accordance with the scope of work and responsibilities of each section. The management also do reorganization every four years. Besides, the management open recruitments for athletes and coaches with selection, according to the valid and formal guidelines. Furthermore, there is promotion for athletes and coaches who can achieve targets and there is also degradation for those who have bad performance.

scholarly journals Business in Technological, Marketing and Social Perspectives: A Progress in Strategic and Human Resource Management

2019 ◽  
Vol 85 ◽  
pp. 21-26 ◽  
Author(s):  
Pei Hua Fu ◽  
Tchamy Jonathan ◽  
Najma Bano
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Global Market ◽  
Influential Factor ◽  
Research Review ◽  
Technology Infrastructure ◽  
Social Perspectives ◽  
Goods And Services

Progress in globalization has made many nations to see China as a fast-growing country in terms of technology, infrastructure, manufacturing and production of goods and services. In spite of these developments, there is still a room of research for resolving the uneven distribution of income which has caused political and socio-economic problems in the country. The purpose of this paper is to determine the role of Human Resources Management and Talent Management in bringing improvement in enterprise capabilities to stand in the market. The method adopted in this paper is the systemic literature reviewer focused on the qualitative analysis of studies focused on strategic and human resource management. This research review finds that these human-related managements are crucial requirement to build company capabilities. However, as the the company keeps growing, performance and development of employee need to keep up to cover up the global market. Giving some guidance, training, and practice may be one of the proper investments in developing the capabilities. Customer loyalty is an influential factor in the performance of the company.

scholarly journals International human resource management and organizational learning

2005 ◽  
Vol 50 (167) ◽  
pp. 171-198
Author(s):  
Biljana Bogicevic-Milikic ◽  
Ana Aleksic
Keyword(s):  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Human Resource ◽  
Transfer Of Learning ◽  
Relevant Literature ◽  
Global Market ◽  
Global Companies ◽  
Important Challenge ◽  
International Hrm

Global companies are pressed by the need to simultaneously manage globally since they consider the whole world as their own market, and locally, because the global market consists of various different and weakly connected market segments. The need to be global and local at the same time presents, perhaps the most important challenge for management of global companies in 21st century. Searching this balance presents also an important challenge for human resource management (HRM), regarding the ways of accomplishing it. HRM is expected to contribute to achievement of global competitive advantage worldwide efficiency, local responsiveness, as well as transfer of learning within global organizations. The transfer of learning gains on its importance as many authors see it as the main motive of establishing global companies. However, regardless of recognized significance of organizational learning for global companies, international HRM literature simply lacks studies related to transfer of learning, recommendations about how to develop this organizational ability, how to improve it and measure, and how to provide permanency of the learning process. Therefore, the aim of this paper is through reviewing the relevant literature, to shed light on different aspects of the responsiveness-integration paradigm and its implications on the transfer of learning in global companies.

scholarly journals The Application Prospects of Blockchain Technology in Human Resource Management

2020 ◽  
Vol 4 (4) ◽  
pp. 167
Author(s):  
Jingting Lai
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Rapid Progress ◽  
Work Efficiency ◽  
Job Market ◽  
Blockchain Technology ◽  
Depth Analysis ◽  
The Times ◽  
Application Prospects

<p>With the development of the times and the rapid progress of science and technology, blockchain technology has been widely used in various industries. With the intensification of social competitiveness, the employment situation in the job market in recent years is more severe. For employers, using blockchain technology to help human resource management can improve work efficiency while saving related resource costs. Therefore, blockchain technology has also been widely used in human resource management. This article will conduct a more in-depth analysis and research on the application prospects of blockchain technology in human resource management in the future.</p>

scholarly journals A Coaching Skills and Strategies Managers Utilize for Employee Improvement and Retention

2018 ◽  
Author(s):  
Bob Barrett
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Working Relationships ◽  
Need Assessment ◽  
Organizational Goals ◽  
Coaching Skills ◽  
Coaching Training ◽  
Evaluation Of Coaching

While managers and supervisors may be hired for certain variety of skills sets, abilities, and knowledge, not all of these workers may be educated or trained to be workplace coaches or mentors may or may not have the tolerance and patience for such a role.  However, Human Resource Management professionals in the workplace need to realize that there may be a need for coaching training and skills enhancement workshops to prepare today’s workforce managers.  The key for success in this area is to conduct a need assessment for the workers and managerial staff to determine what is needed from today’s workplace coaches in terms of needed skills sets and strategies to be utilized by them to help enhance, motivate, monitor, and evaluate the human capital working for today’s organization. Next, the development and design of a coaching program can be instrumental in moving today’s managerial workforce from general coaches to more specialized coaches to help develop and today’s workforce, as well as help strengthen their own skills sets and knowledge in order to help obtain better results of organizational goals, as well as develop stronger working relationships and bonding with the workers.  Equally important, today’s workers need to exert an equal amount of effort and participation in a coaching environment in order to gain better outcomes in terms of performance and efficiency.  This presentation will focus on the creation of better coaching programs and evaluation of coaching relationships and outcomes.

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