Historical and sociological analysis of the professional modernization process under conditions of online learning and digital transformation (case study of ASEAN countries)

The purpose of the article is to analyze international experience in transforming the professional and qualification structure of ASEAN countries in the process of industrial policy modernization. The leading research method for this problem is historical-systemic and historical-sociological methods which allow for a complex analysis of the structure, functions, morphology and genesis of this process. The study presents a structural and functional model of transformation of professional and qualification structure of ASEAN countries during the period of economic modernization in 1967-1990, its role in the course and results of the industrial revolution in these countries and its further digital transformation. Practical significance: the results of the analysis allow assessing and using international experience in the implementation of methods of management of the national economy's human resource system under the conditions of FIR and transition from export-oriented industrialization to reindustrialization and digitalization.

A Cross-Level Examination of the Relationship of Strengths-Based Human Resource System With Employee Performance

Given the great significance of employees’ strengths to employees’ optimal functioning, strengths-based human resource (HR) system has gradually reaped HR researchers’ attention. However, to date, there remains a lack of evidence supporting the effectiveness of strengths-based HR system. Therefore, this article aimed to bridge the gap in the literature by empirically testing the cross-level relationships between strengths-based HR system, employee strengths use, and supervisor-rated employee performance (i.e., task performance and innovative behavior). Data from 205 employees working in 56 organizations in China were collected at three points in time from different sources. The results of multilevel path analysis showed that strengths-based HR system has a positive relationship with employee strengths use, and employee strengths use is positively related to supervisor-rated employee task performance and innovative behavior. More importantly, strengths-based HR system had a positive relationship with employee task performance and innovative behavior via employee strengths use.

The Impact of Human Resource Information System on Human Resource Management: A Case Study of Bank of Baroda Dharwad City

Human Resource system isn't a brand-new thought currently. it's gained large quality among companies round the world. It plays a significant role in Human Resource management with in a bank. Human Resource management with plays a big role in managing the manpower of any banks. Ineffective Human Resource management with might cause insignificant variety of workers. Thus, HR planning permits cheap management with of human resource in a bank. the key aim of this paper is to focus the impact of Human Resource information system on Human Resource management activities. The results of paper recommend that Human resource Information system play a really important role in effectiveness of HR managementfunctions in abank.

Political Behaviours of Internal Auditors in the Indonesian Public Organisation

Political behaviours are common in a workplace, including in a public organisation. However, political behaviours are like a double-edged sword. They could support the management, but on the other hand, they could also turn into a negative side which generates some drawbacks and inhibits the effectiveness of management. This research focuses on types, causes, impacts, and solutions of internal auditors’ political behaviours. We used the phenomenological methodology and qualitative approach. Interviews were conducted with ten auditors from various backgrounds to ensure the validity of the findings. This research revealed four main conclusions. First, there are two types of political behaviour, namely defensive political behaviour and impressive management. Second, the causes of political behaviour are individual and organisational. Third, the political behaviour could impact intrapersonal auditors, interpersonal relationship, and organisation as a whole. Fourth, this research indicates solutions to encounter the problems by improving the human resource system and organisational culture.

Perangkat Sumber Daya Manusia

Setiap organisasi khususnya perusahaan memerlukan data yang bersifat riil dari setiap tingkatan manajemennya. Data tersebut disusun dan dikelola dalam sebuah sistem informasi. Salah satu sistem informasi terpenting pada perusahaan adalah Sistem Informasi Sumber Daya Manusia/Human Resourches Information System (SISDM/HRIS). Setiap perusahaan besar pastilah memiliki sistem informasi sumber daya manusia (human resource information system). Sistem sumber daya manusia membantu bisnis dalam mengembangkan susunan kebutuhan kepegawaian, mengidentifikasi potensi-potensi karyawan baru, menyimpan arsip karyawan, menjejaki pelatihan, keterampilan, dan prestasi kerja karyawan, dan membantu para manajer mengembangkan rencana yang sesuai dengan kompensasi dan pengembangan karir karyawan. Sistem perusahaan dapat membantu bisnis untuk mengkoordinasi susunan kepegawaian mereka dengan aktivitas produksi dan penjualan dan sumber daya keuangan. Sumber daya manusia bertanggung jawab untuk menarik, mengembangkan, dan memelihara satuan kerja perusahaan.Kata Kunci : Perangkat Sumber Daya ManusiaAbstract Every organization, especially companies, needs real data from every level of management. The data is arranged and managed in an information system. One of the most important information systems in the company is the Human Resources Information System (SISDM / HRIS). Every large company must have a human resource information system. The human resource system helps businesses develop employee staffing needs, identify potential new employees, keep employee records, track employee training, skills and work performance, and help managers develop plans that match employee compensation and career development. Enterprise systems can help businesses to coordinate their staffing arrangements with production and sales activities and financial resources. Human resources are responsible for attracting, developing, and maintaining company work units.Keyword : Human Resource Information System