scholarly journals The Adoption of e-HRM: A View of a Telecommunications Company in Zimbabwe

2021 ◽  
pp. 1-13
Author(s):  
Vusumuzi Maphosa
Keyword(s):  
Developing Countries ◽  
Human Resources Management ◽  
Principal Component ◽  
Records Management ◽  
Resources Management ◽  
Administrative Costs ◽  
Sustained Competitive Advantage ◽  
Objective Factor ◽  
Effectiveness And Efficiency ◽  
Case Design

The 21st-century has witnessed the catalytic effect of Information Technology (IT) on organisational operations through increased robustness and sustained competitive advantage in the knowledge economy. Technology’s disruptive diffusion has not sparred the human resource practice; thus, this study investigates the adoption of electronic Human Resources Management (e-HRM) by a telecommunications-based organisation in Zimbabwe. The study utilised a quantitative case design using a questionnaire targeting 130 managers and supervisors. In meeting the study’s objective, factor analysis using principal component analysis and varimax rotation was conducted. The results show that the three constructs had a direct impact on the adoption of e-HRM. The respondents agreed that e-HRM had automated employee records management and improved communication between employees and managers, increasing productivity. Identified benefits from the results include lowering administrative costs, delivering state of the art HRM services, enabling HR staff more time to focus on strategic reorientation, increasing HRM effectiveness and efficiency, and facilitating the scouting of the best talent globally. The respondents noted that aligning e-HRM processes to the HRM function had some restraints, such as unwillingness to accommodate change, confidentiality and security of personal records through hacking. The study generates new knowledge for benchmarking as Zimbabwean organisations endeavour to embrace e-HRM. The study contributes literature on e-HRM adoption, which appears scant in developing countries such as Zimbabwe. More research on e-HRM adoption in developing countries provides practical and theoretical implications for the HRM practice and the research community. Future studies could involve several organisations for more generalisability of the results.

scholarly journals Implementation of a quality approach in Human Resources Management within the Moroccan university

2016 ◽  
Vol 6 (7) ◽  
Author(s):  
Rachid ELKACHRADI
Keyword(s):  
Quality Assurance ◽  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Higher Education System ◽  
Effectiveness And Efficiency ◽  
Set Up ◽  
Hr Function ◽  
The University ◽  
Quality Approach

The university reform in Morocco introduced principles of quality assurance into the Higher Education System. In this regard, the law 01-00 has set up a device which is mainly articulated around the establishment of a system of accreditation of training and the establishment of a global system of evaluation in the whole system. However, Human Resources Management, the keystone of any change project, is not put at the center of the operationalization of reform projects. In our research, we will look at the factors that impede the operationalization of the principles of quality assurance to improve the effectiveness and efficiency of the HR function. Based on the results obtained within the framework of this exploratory study, we let's propose the key determinants for the implementation of a quality approach in Human Resources Management within Moroccan universities.

Employee involvement in the public administrative sector: an exploration of the engagement drivers in Cameroon

2019 ◽  
Vol 86 (4) ◽  
pp. 765-781
Author(s):  
André Tioumagneng ◽  
Issofou Njifen
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Public Service ◽  
Management Practices ◽  
Human Resources Management ◽  
Work Organisation ◽  
Public Officials ◽  
Resources Management ◽  
The Public ◽  
Work Involvement

In many developing countries, despite the efforts made to roll out New Public Management, public service quality is still more of an ideal than a reality. Employee disengagement emerges time and again in reflections on the causes of the problem, without, in most contexts, having any precise explanations. The article sets out to identify the engagement drivers likely to secure the effective involvement of public officials tasked with providing the public administrative service. To do this, an empirical study is conducted in Cameroon. The analysis makes use of both statistical inference and content analysis. Its results tell us that the involvement of public officials is linked, in particular, to work organisation, human resources management practices and the recognition of their potential by their superiors. Points for practitioners This study identifies some major current issues. For anyone involved in human resources management, work involvement is a competitive tool that creates value. It is considered as one of the general objectives that staff management practices should help to achieve. A high-quality public service requires particular attention to be granted to work involvement. The study reveals many employee engagement drivers that can boost the performance of public administrations, particularly in developing countries.

scholarly journals Human Resources Management in Government: Case study of Vietnam

2019 ◽  
pp. 1-13
Author(s):  
Do Phu Hai
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Public Management ◽  
Best Practice ◽  
New Public Management ◽  
Human Resources Management ◽  
Resources Management ◽  
New Public ◽  
The Right

This article is represented for a case study about human resources management in government of Vietnam. The research objective is to assess the existing system of human resources management in government of Vietnam and find out the direction of human resources management in government. The research demonstrated a moving from the existing system to the professional system from internal weaknesses and external challenges of the human resources management in Government of Vietnam. A combination of career based system and position based system is the right strategy for Vietnam as well as developing countries. Key elements of position based system and new public management should be adopted with a best practice of competency based human resources management framework which is very productive for Vietnam and developing countries.

Conflicting Values in Organizations: Local Versus Intruder Managerial Values

2020 ◽  
Vol 8 (2) ◽  
pp. 24
Author(s):  
Boufeldja Ghiat
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Cultural Values ◽  
Human Resources Management ◽  
Resources Management ◽  
Managerial Values ◽  
Western Countries

Developing countries are making great efforts to break out the cycle of underdevelopment, relying on a strategy of importing technology and management methods from Western countries. However, this did not produce the desired results, which pushed for the study of the reasons for this problem. The researcher has relied on collecting data for this paper, on his experience over the years, as a manager in some production and service enterprises. Several visits were carried out to enterprises and interviews were carried out with workers, supervisors, and managers, which led to the conclusion of the importance of cultural values in organizations. The divergence between imported management methods and the lack of training about managing cultural values are among the most important obstacles to effective human resources management.

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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