Sample records for employee-oriented human resource
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Turner, R.; Huemann, M.; Keegan, A.
2008-01-01
As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work environment, where additional pressures can be imposed on the employee from fluctuating work-loads, uncertain requirements, and multiple role demands. These pressures can create issues for employee well-be...
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Turner, R.; Huemann, M.; Keegan, A.
2008-01-01
As part of a wider study into human resource management (HRM) practices in project-oriented organizations, we investigated the issue of employee well-being. Project-oriented organizations adopt temporary work processes to deliver products and services to clients. This creates a dynamic work
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Hornung, Severin; Glaser, Jürgen
2009-04-01
Building on previous research, further evidence for the potential of home-based telecommuting as an employee-oriented human resource practice is provided from a study in the German public administration. Survey data from 1,008 public employees were analyzed using structural equation modeling. Mean age of the sample was 43.6 yr. (SD = 8.8 yr.), and 27.5% (277) of the participants were women. Analysis supported the roles of higher Autonomy and lower Work-Family Conflict as psychological mediators between Telecommunication Intensity and both Job Satisfaction and Quality of Life. Implications for the design of flexible working arrangements are discussed.
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The Effects of Human Resources Training on Employee Performance in Business
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Kerem KAPTANGİL
2012-12-01
Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.
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Human Resource Development Practices as Determinant of HRD Climate and Quality Orientation
Hassan, Arif; Hashim, Junaidah; Ismail, Ahmad Zaki Hj
2006-01-01
Purpose: The aim of the study was to measure employees' perception of human resource development (HRD) practices, to explore whether ISO certification leads to any improvements in HRD system, and to examine the role of HRD practices on employees' development climate and quality orientation in the organization. Design/methodology/approach: A total…
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The Role of Human Resource Management in Employee Motivation
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Muhammed Kürşad ÖZLEN
2014-05-01
Full Text Available The main objectives of this study are to present the condition of Human resources management in Bosnian and Herzegovinian companies. Therefore, the developed survey questionnaire is conducted through the employees of Bosnian companies. Data was obtained from surveyed 193 employees, and descriptively analyzed using SPSS software. The results identified low level of human resources management in Bosnia and Herzegovina. It can be suggested that Bosnian companies should develop their human resources strategies and functions and enhance the motivation of their employees in order to get more benefit.
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Human Resource Orientation and Corporate Performance.
Lam, Long W.; White, Louis P.
1998-01-01
A study of 14 manufacturing firms found significantly better financial performance among those that strongly emphasized recruitment, compensation, and training and development (a human resource orientation). Human resource development that helped sustain competence combined with that orientation to form a valuable competitive advantage. (SK)
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The Impact of Human Resource Management Practices on Employee Turnover
Ozoliņa-Ozola, I
2014-01-01
The aim of this research was to identify the human resource management practices that are effective for employee turnover reducing. For this purpose the methods of document analysis and expert survey were used. On the basis of analysis of the scientific literature retrieved from academic databases the human resource management practices, which were mentioned in connection with employee turnover, were detected and described its effect on employee turnover. By conducting two separate expert sur...
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Influence of employees' service-oriented behavior on service quality
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Vučković Jelisaveta
2015-01-01
Full Text Available In order to constantly improve the quality of service program, organizations in tourism industry, have to pay special attention to managing employees' behavior, especially those in the first line of service provision and their direct superiors. Encouraging the employees towards service-oriented behavior is greatly determined by the adequate and consistent implementation of human resources management instruments. The subject of this research is an empirical examination of relations between employees' behavior in the service providing process and service quality. This research was conducted during 2012, in a five-star hotel 'Izvor', situated in Arandjelovac.
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HUMAN RESOURCE MANAGEMENT AND EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE NIGERIAN BANKING INDUSTRY
Omotayo Adewale OSIBANJO; Oladele Joseph KEHIDE; Abolaji Joachim ABIODUN
2011-01-01
The paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction; and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was t...
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Employee reactions to human resource management and performance in a developing country
Karsten, Luchien; Ghebregiorgis, F.
2007-01-01
Purpose - This paper seeks to examine employee reactions to human resource management (HRM) and performance. It placed employees on a centre stage in analysing HRM to provide theoretical insights. Design/methodology/approach - To explore the theme, a survey of 252 employees drawn from eight
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Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry
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Osibanjo, Omotayo Adewale
2012-06-01
Full Text Available The paper examines the effect of human resources management (factors on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage.
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New Employee Orientation, Division of Personnel and Labor Relations,
understanding work rules and procedures, provide you with the resources you need, as well as guide you through Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Personnel Memoranda Personnel Rules Policies and Procedures Recruitment Services Reports Sections Director's
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Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria
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Chijioke Esogwa Nwachukwu
2017-06-01
Full Text Available Purpose of the article: The role of microfinance banks (MFBs in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees by implementing a robust HRM practices.
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Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective
Peterson, Shari L.
2004-01-01
This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…
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Lestari Margatama
2017-01-01
Full Text Available Human Resources Information System is a Decision Support System that provides necessary information regarding human resources in an organization. Web-based e-HR is one of the best practical solution in human resources management that allows employees to focus more on their job instead of HR administration procedures. By implementing Employee Self Service (ESS it is expected that worker satisfaction can be improved and in turn will also improve employees’ performance. The web-based ESS is characterized by personalized information approach which offers personal and management services on information access and structured workflow process. The object covered in this research is HR administration of PT. BCP to create and implement ESS with system prototype development and UML modeling tool. The resulting system is designed to quickly access the information and company procedures to shorten the time for BCP’s employee administration and documentation
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Work orientations in the job demands-resources model
Demerouti, E.; Bakker, A.B.; Fried, Y.
2012-01-01
Purpose – This study aims to examine the role of instrumental vs intrinsic work orientations in the job demands-resources (JD-R) model. Design/methodology – Using a sample of 123 employees, the authors investigated longitudinally whether an instrumental work orientation moderates the motivational
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Boon, C.; Belschak, F.D.; den Hartog, D.N.; Pijnenburg, M.
2014-01-01
How employees spend their work time can have important consequences for organizations. Although some research has examined the relationship between human resource management (HRM) and employee absence, we know less about whether HRM also affects employees’ time allocation at work. This study
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Liviu ILIES
2017-12-01
Full Text Available The purpose of this study is to show a series of results obtained during a research whose objective was the elaboration of an analysis and assessment model of human resources management practices in order to identify the factors that determine the performance of the management system for the purpose of perfecting it, within the organizations in the processing industry in Romania. The study aims to show the importance of the influence that the human resources practices have on the employees attachment towards the organizations they are a part of. The research has as base quantitative methods of analysis, therefore, as a tool for gathering data was used the survey based on questionnaire, composed of sets of simple questions, using a measurement scale of the agreement of Likert type, from 1 to 5 (1 = total disagreement - 5 = total agreement. The study is based on questioning a number of 463 employees within 27 companies in the processing industry in Romania. Among the main conclusions obtained, we mention that, the perception of the questioned employees on the human resources practices within the analyzed organizations is relatively good, respectively the attachment of the employees towards the organizations is also relatively good. We have identified that there is a strong and positive association between the human resources practices and the employees attachment, therefore, the organizations questioned need to make efforts in order to improve the human resources practices for consolidating the employees attachment.
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Fatema Nusrat
2018-01-01
Full Text Available As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240 working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees, and employees participation in decision making.
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Kalshoven, K.; Boon, C.T.
2012-01-01
In this multi-source study, we examined the link between ethical leadership, human resource management (HRM), employee well-being, and helping. Based on the Conservation of Resources Theory, we proposed a mediated moderation model linking ethical leadership to helping, which includes well-being as
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Assessing New Employee Orientation Programs
Acevedo, Jose M.; Yancey, George B.
2011-01-01
Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…
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Cecile Gauche
2017-11-01
Full Text Available Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout. Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout. Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being. Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis. Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources. Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being. Contribution: This study contributes to the limited research available in the South African context
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Hughes, Claretha; Lusk, Stephanie L.; Strause, Stephanie
2016-01-01
All employees within the workplace must be treated fairly and equitably including those with disabilities who may require accommodations that serve to increase access to and maintenance of competitive employment. Human Resource Development (HRD) researchers and practitioners have experience in accommodating employees with disabilities but are now…
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The effects of human resource flexibility on human resources development
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SeidMehdi Veise
2014-08-01
Full Text Available Human resources are the primary factor for development of competitiveness and innovation and reaching competitive advantage and they try to improve corporate capabilities through various characteristics such as value creation, scarcity and difficulty of imitation. This paper investigates the effect of human resource flexibility and its dimensions on human resource development and its dimensions. The survey was conducted using descriptive-correlation method that intended to describe how human resource flexibility was effective on human resource development. Questionnaire was tool of data collection. The statistical population included one hundred employees of the Electric Company in Ilam province, thus census method was used. Reliability of the questionnaire was measured via Cronbach's alpha equal to 0.96. The findings revealed that flexibility and its dimensions were effective on human resource development and dimensions of it. As a result, human resource flexibility should be considered for development of human resources and employees with the highest flexibility should be selected.
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The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency
R Steyn; A Grobler
2014-01-01
This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA) in that specific organisation. A number of studies have shown that effective human resource (HR) practices correlate with positive employee attitudes (EA).The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitu...
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Human Resource Management: Accountability, Reciprocity and the Nexus between Employer and Employee
Charlton, Donna; Kritsonis, William Allan
2009-01-01
The article addresses teacher retention challenges employers are experiencing in the quest to effectively meet standard human resource management practices. The quality of the employer-employee relationship forms the foundation upon which effective management practices thrive. Teachers who remain in education value students and their personal…
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Service orientation of the restaurant employees
Gagić, Snježana; Vuković-Jovičić, Ana; Petrović, Marko D.
2017-01-01
The service orientation program developed for restaurant employees can be a competitive advantage for a restaurant operation. Service orientation has been characterized as the disposition of employees to be helpful, thoughtful, considerate, and co-operative towards customers. Customer-oriented behaviors include: helping customers; helping customers to assess their needs; offering service that will satisfy those needs; describing services accurately; avoiding deceptive manipulations; and avoid...
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An Exploratory Study of the Role of Human Resource Management in Models of Employee Turnover
Ozolina-Ozola, Iveta
2016-01-01
The purpose of this paper is to present the study results of the human resource management role in the voluntary employee turnover models. The mixed methods design was applied. On the basis of the results of the search and evaluation of publications, the 16 models of employee turnover were selected. Applying the method of content analysis, the…
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Human resource management and unit performance in knowledge-intensive work.
Kehoe, Rebecca R; Collins, Christopher J
2017-08-01
To clarify the potential value of a targeted system of human resource (HR) practices, we explore the unique effects of a relationship-oriented HR system and the more commonly studied high commitment HR system on unit performance in the context of knowledge-intensive work. We develop theoretical arguments suggesting that the high commitment HR system contributes to unit performance through its positive effects on employees' collective organizational commitment, general and firm-specific human capital, and access to knowledge. We argue that the relationship-oriented HR system contributes to unit performance through its positive effects on employees' collective access to knowledge by fostering a social context and interpersonal exchange conditions which support employees' ongoing access to knowledge flows within and outside their unit and broader organization. Based on unit-level data collected from a matched sample of employees and managers in 128 units in the science and engineering division of a large hydroelectric power organization, our results suggest that the targeted, relationship-oriented HR system is related to firm performance and may complement a broader, high commitment approach to managing knowledge workers. Specifically, the positive relationship between the high commitment HR system and unit performance is mediated by employees' collective organizational commitment, firm-specific human capital, and access to knowledge in other organizational units; whereas the positive relationship between the relationship-oriented HR system and unit performance is mediated by units' access to knowledge within the unit, in other units, and outside the organization. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
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Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh
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Abdus Salam Sarker
2017-05-01
Full Text Available In the first growing banking sector like Bangladesh, there are 56 banks offered financial services with different stratagem and always looking for faster growth through employee performance by all means. Performance assessment is highly important while achieving the goals of the organization and determining the individual contributions to the organization. The purpose is to measure the effect of human resource (HR practices on the employee performance in banking sector of Bangladesh. The research has performed through a sample survey on convenience sampling based data set about 328 different levels of employees from the banks in different locations of Bangladesh. A structured questionnaire was used to collect primary data related to some HR issues namely- institutional Commitment and motivation, Employee relations, Compensation, Physical Work Environment, Training & Development, Promotion, Job Satisfaction (independent variables and the employee performance (dependent variable of the designed banks. The study revealed that all the HR practices except compensation and training & development have significant impact on the employee performance in the banking industry of Bangladesh. The findings of study provide a clear guidance to the banking practitioners/policy makers to take further steps in achieving the organizational goal through the employee performance.
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Zdenko Stacho
2017-11-01
Full Text Available In order to achieve the greatest possible equivalence between human resources in a company and desired organisational culture elements declared by a company, it is necessary to interconnect activities within individual functions of human resource management with desired values, attitudes and work behaviour. Such an interconnection is crucial for a positive response of employees to a suitable organisational culture, its embedding in their behaviour and subsequent sharing and spreading of organisational values. This paper will specifically define individual activities related to the adaptation of employees which need to be carried out in this regard. Based on a research conducted between 2011 and 2013, the paper will also define the present state and level of focus of organisations operating in Slovakia on both organisational culture as a whole and organisational culture in the context of employee adaptation.
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The role of employees and human resource management in creating brand values
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Virijević-Jovanović Saša
2017-01-01
Full Text Available Regarding the definitions of brand, which indicate that the purpose of branding is to create long-term relationships with consumers, brand management can be defined as the process of building consumer loyalty towards the brand. A brand is more than just a product. Practice shows that branded products have been built on for many years, by raising the level of quality, and creating a special relationship with consumers. In the process of creating loyal customer there is a great importance of human resources whose skills, competence and empathy influence the brand positioning. Considering the importance of human resource management, the paper explores the role of employees in the process of creating brand value.
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Nader Boroumand
2013-01-01
Full Text Available There is an overwhelming need to focus on the human capital and the role of this important resource on organizations’ systems. In addition, there is a need for study on human resource development and participative management system. This would not be an interesting topic for study, if it were not a comparative study in the field of human capital and participative management system. Two important sectors were selected for the study i.e., Gas and Car parts companies. Gas Indian Ltd in Delhi (GAIL and the National Gas Company of Isfahan, Iran; and also, two manufacturers of car parts in India and Iran, named Sona Group Company (in India and Atlas Pump Sepahan (in Iran were selected. The objectives of the study were associated with the role of some important human resource factors in participative management system. Objectives of the study are as follows: The role of communication, employees compassion, employees sentiment, reward system and training in participative management system, also if there were any significant difference on the impact of mentioned variables in Indian and Iranian organizations from the perspective of employees. The questionnaires were distributed among randomly selected employees and the researcher collected responses through the questionnaires of employees. Analysis of data was based on the SPSS (Statistical Package for the Social Sciences. Three levels of analyses were computed: 1.Descriptive analyses 2. T-Test 3. Correlation analyses. The general observations associated with attitudes of Indian and Iranian employees about hypotheses are presented in this paper.
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Rogelberg, Steven G; Reeve, Charlie L; Spitzmüller, Christiane; DiGiacomo, Natalie; Clark, Olga L; Teeter, Lisa; Walker, Alan G; Starling, Paula G; Carter, Nathan T
2007-03-01
To examine the effects of euthanasia rates, euthanasia practices, and human resource practices on the turnover rate among employees with euthanasia responsibilities at animal shelters. Cross-sectional original study. 36 shelters across the United States that employed at least 5 full-time employees and performed euthanasia on site. By mail, 1 survey was sent to each shelter. Surveys were completed by a senior member of management and were returned by mail. Questions assessed characteristics (eg, euthanasia rates) and practices of the animal shelter, along with employee turnover rates. By use of correlation coefficients and stepwise regression analyses, key predictors of turnover rates among employees with euthanasia responsibilities were investigated. Employee turnover rates were positively related to euthanasia rate. Practices that were associated with decreased turnover rates included provision of a designated euthanasia room, exclusion of other live animals from vicinity during euthanasia, and removal of euthanized animals from a room prior to entry of another animal to be euthanized. Making decisions regarding euthanasia of animals on the basis of factors other than behavior and health reasons was related to increased personnel turnover. With regard to human resources practices, shelters that used a systematic personnel selection procedure (eg, standardized testing) had comparatively lower employee turnover. Data obtained may suggest several specific avenues that can be pursued to mitigate turnover among employees with euthanasia responsibilities at animal shelters and animal control or veterinary medical organizations.
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Tatjana Stanovcic
2016-12-01
Full Text Available Previous scholars argue that human resource practices advance valuable knowledge what could be reflected positively on innovations. Accordingly, we empirically investigate whether human resource related practices such as top management support and regularity of employees meetings are related to profit generated by the innovation activities. Using survey data of Montenegrin firms, we find that firms in which top management supports employees' idea and have regular employees meetings related to innovation activities are likely to report higher profit generated by innovations. Therefore, our results underline the crucial role of human resource practices in the process of innovation that generates profitability for firms.
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Lee, Yunsoo; Shin, Heh Youn; Park, Jiwon; Kim, Woocheol; Cho, Daeyeon
2017-01-01
Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain. The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: "Human Resource…
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Employee Orientation and Job Satisfaction among Professional Employees in Hospitals.
Jauch, Lawrence R.; Sekaran, Uma
1978-01-01
This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…
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DEFF Research Database (Denmark)
Nielsen, Kjeld; Nielsen, Peter
2014-01-01
that management give employees discretion in the work organization (human resources are seen as an investment), that motivate and involve employees and create well-being among employees. So, management practices commitment strategies shape well-being among employees. This idea of management challenges the ability...... of the organization to persist, especially when organizational and technical changes have to be implemented by employees. So, the question is: How do HRM strategies connect to the employee’s well-being? The analytical results presented shortly in the paper build on data from project Meadow (Employee and Employer...
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Wang, Mo; Burlacu, Gabriela; Truxillo, Donald; James, Keith; Yao, Xiang
2015-07-01
Organizations worldwide are currently experiencing shifts in the age composition of their workforces. The workforce is aging and becoming increasingly age-diverse, suggesting that organizational researchers and practitioners need to better understand how age differences may manifest in the workplace and the implications for human resource practice. Integrating socioemotional selectivity theory with the performance feedback literature and using a time-lagged design, the current study examined age differences in moderating the relationships between the characteristics of performance feedback and employee reactions to the feedback event. The results suggest that older workers had higher levels of feedback orientation on social awareness, but lower levels of feedback orientation on utility than younger workers. Furthermore, the positive associations between favorability of feedback and feedback delivery and feedback reactions were stronger for older workers than for younger workers, whereas the positive association between feedback quality and feedback reactions was stronger for younger workers than for older workers. Finally, the current study revealed that age-related differences in employee feedback orientation could explain the different patterns of relationships between feedback characteristics and feedback reactions across older and younger workers. These findings have both theoretical and practical implications for building theory about workplace aging and improving ways that performance feedback is managed across employees from diverse age groups. (c) 2015 APA, all rights reserved).
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Human resource practices and affective organisational commitment: A sectoral comparative study
Renier Steyn; Magda L. Bezuidenhout; Anton Grobler
2017-01-01
Orientation: Organisational commitment (OC) is often depicted as a desirable employee attitude and relates to organisational performance. Little research has been carried out on the (Human Resource) HR practices–OC relationship within the South African context, and specifically with regard to this relationship across various sectors. Research purpose: The purpose of this contribution is to specify the HR practices–OC relationship, within South Africa, and specifically across various secto...
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Orientation and Integration of New Employees in an Organization Hotel
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Daniel Dăneci-Pătrău
2016-01-01
The aim of this study is to highlight the role and importance of the integration process,orientation and training of new employees within an organization hotel. To achieve was analyzedprofessional orientation program for new employees in the department reception at Hotel DaliConstanta, offering a guide to best practices be reflected in the behavior of employees to hotelguests in the future.
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Customer orientation among employees in public administration: a transnational, longitudinal study.
Korunka, Christian; Scharitzer, Dieter; Carayon, Pascale; Hoonakker, Peter; Sonnek, Angelika; Sainfort, Francois
2007-05-01
The relation between ergonomic principles and quality management initiatives, both, in the private and public sector, has received increasing attention in the recent years. Customer orientation among employees is not only an important quality principle, but also an essential prerequisite for customer satisfaction, especially in service organizations. In this context, the objective of introducing new public management (NPM) in public-service organizations is to increase customer orientation among employees who are at the forefront of service providing. In this study, we developed a short scale to measure perceived customer orientation. In two separate longitudinal studies carried out in Austria and the US, we analyzed changes in customer orientation resulting from the introduction of NPM. In both organizations, we observed a significant increase in customer orientation. Perceived customer orientation was related to job characteristics, organizational characteristics and employee quality of working life. Creating positive influences on these characteristics within the framework of an organizational change process has positive effects on employee customer orientation.
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Moke, Oeri Lydia; Muturi, Willy
2015-01-01
Human Resources Audit measures human resource outputs and effectiveness under the given circumstances and the degree of utilization of human resource skills. The purpose of the study was to assess the effect of Human resource Audit on employee performance in secondary schools in Nyamache Sub County. The specific objectives for the study included…
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Employee Orientation: A Process, Not a Program.
Zemke, Ron
1989-01-01
No or poor orientation can reduce new employees' effectiveness and contribute to dissatisfaction and turnover, costing the company money. The orientation programs of large companies such as Disney, Texas Instruments, and Corning Glass are successful due to high expectations, supervisor and senior management involvement, anxiety reduction, and…
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Enhancing wellbeing of employees through corporate social responsibility context
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Dežmar-Krainz Karmen
2015-01-01
Full Text Available During last 25 years technological development has accelerated the globalization process which has caused dramatic changes within and across organization. Business performance is varying, complex, global and is changing faster than ever before. over the time, society expectations have changed, changes have affected customers, partners and employees as well. In order to retain on the global market, organizations integrate corporate social responsibility into their business performance with the objective to reinforce their competitiveness. In the knowledge economy, where knowledge is a significant resource and the demand for more highly skilled workers has increased, employees became the most important and in fact the only remaining realistic challenge of competitive ability. Workplace wellbeing refers to mental, psychological or emotional aspect of employee's life. The awareness of management on the employees' wellbeing which takes into consideration the employees satisfaction, health and professional development is an effective approach in strengthening of an organizational performance. The aim of this paper is to analyze and assess how socially responsible orientation also incorporated in strategic human resource management can contribute to the achievement of wellbeing of employees. Strategic management of human resources includes the necessary coordination between various employees' health and performance aspects. This contributes to the balance between private and working life. Social responsible activities coordinated through strategic human resource management significantly influence the employees' wellbeing as well as competitiveness of the organization. .
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The effects of temperature on service employees' customer orientation: an experimental approach.
Kolb, Peter; Gockel, Christine; Werth, Lioba
2012-01-01
Numerous studies have demonstrated how temperature can affect perceptual, cognitive and psychomotor performance (e.g. Hancock, P.A., Ross, J., and Szalma, J., 2007. A meta-analysis of performance response under thermal stressors. Human Factors: The Journal of the Human Factors and Ergonomics Society, 49 (5), 851-877). We extend this research to interpersonal aspects of performance, namely service employees' and salespeople's customer orientation. We combine ergonomics with recent research on social cognition linking physical with interpersonal warmth/coldness. In Experiment 1, a scenario study in the lab, we demonstrate that student participants in rooms with a low temperature showed more customer-oriented behaviour and gave higher customer discounts than participants in rooms with a high temperature - even in zones of thermal comfort. In Experiment 2, we show the existence of alternative possibilities to evoke positive temperature effects on customer orientation in a sample of 126 service and sales employees using a semantic priming procedure. Overall, our results confirm the existence of temperature effects on customer orientation. Furthermore, important implications for services, retail and other settings of interpersonal interactions are discussed. Practitioner Summary: Temperature effects on performance have emerged as a vital research topic. Owing to services' increasing economic importance, we transferred this research to the construct of customer orientation, focusing on performance in service and retail settings. The demonstrated temperature effects are transferable to services, retail and other settings of interpersonal interactions.
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Aggarwal, Upasana; Bhargava, Shivganesh
2009-01-01
Purpose: The purpose of this paper is to review and synthesise literature on the role of human resource practices (HRP) in shaping employee psychological contract (PC). Based on this review, a conceptual framework for examining the relationship between HRP and PC and their impact on employee attitudes as well as behaviour has been put forward for…
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Bal, P.M.; Lange, A.H. de
2015-01-01
This study investigated the effects of flexibility human resource management (HRM) on employee outcomes over time, as well as the role of age in these relations. Based on work adjustment theory and AMO theory, it was predicted that availability and use of flexibility HRM would be positively related
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Veth, Klaske N.; Van der Heijden, Beatrice I. J. M.; Korzilius, Hubert P. L. M.; De Lange, Annet H.; Emans, Ben J. M.
2018-01-01
This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time. PMID:29755386
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Veth, Klaske N; Van der Heijden, Beatrice I J M; Korzilius, Hubert P L M; De Lange, Annet H; Emans, Ben J M
2018-01-01
This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader-member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees ( N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.
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Directory of Open Access Journals (Sweden)
Klaske N. Veth
2018-04-01
Full Text Available This two-wave complete panel study aims to examine human resource management (HRM bundles of practices in relation to social support [i.e., leader–member exchange (LMX, coworker exchange (CWX] and employee outcomes (i.e., work engagement, employability, and health, within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228. Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+ outcomes over time.
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KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION
Directory of Open Access Journals (Sweden)
Yanti Yanti
2009-05-01
Full Text Available The Human Resources Division of a company is a vital division. Most of the time, they perform their work manually, and therefore creating limitations to their capacity. The knowledge contained is very important for human resources development and subsequently for developing the company. In order to manage this knowledge well, the company shall require a knowledge management system. This knowledge management system would be a solution to be used for the company to manage all knowledge contained in that particular division. Phases in designing knowledge managements starts from analyzing knowledge sources of the company, knowledge identification and definition, and determining knowledge goals. Knowledge management systems contain many functions such as collecting, recording and managing the knowledge and sharing this to all related employees easily. The company may also use knowledge management systems to share and inform employees regarding updates of information, news and/or activity regarding the employees themselves. Information from knowledge management systems may also be used by employees to monitor their performance and thereby increasing it. Knowledge management systems may also help employees in their learning activities.Keywords: knowledge management, human resources, employee
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Overview of Trends Shaping Human Resource Management for ...
African Journals Online (AJOL)
Human Resource Management (HRM) is a strategic and coherent approach to the ... effectively, human resources will make a substantial impact on firm.s performance used. ... resource managers do and the models for engagement of human capital. ... education, training, skills, and expertise of an organization.s employees.
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Human Resources practices and workplace environmental support
Directory of Open Access Journals (Sweden)
Noel Ngwenya
2014-01-01
Full Text Available The key to retaining employees lies on the organization’s capability of supporting employees by understanding and answering to their intrinsic motivators. It is important for employees to perceive a positive and valuing attitude of the organization toward them in order to have greater motivation for staying in the organization. Such condition for employee retention is based on the social exchange theory which holds that the exchange relationship between employer and employee goes beyond exchange of impersonal resources such as money, information, and service. One of the leading challenges in creating attractive and supporting working environment has be implementing effective human development strategies to enhance organizational performance and employee commitment. Therefore, managing human resources plays a crucial role in a process of increasing organization, starting from line managers who need to be aware of factors that motivate their subordinates to make them perform well, ending up with human resources professionals who have to understand motivation to effectively design and implement reward structure and systems. In employment situation, as in personal relationships, commitment is a tow-away street. If employers want committed employees, they need to be committed employers. Committed employees do better work than uncommitted ones and organizations with committed workers do better financially than organizations with uncommitted ones. Employers need to determine what is responsible for this disparity. Many employees perceive that employers do not value loyalty and are willing to sacrifice workers to maintain the financial bottom line. Employees points to decades of downsizing, rightsizing, and re-engineering as the evidence that employers treat them as expendable commodities when times get tough (Bragg, 2002.
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Employee commitment in MNCs: impacts of organizational culture, HRM and top management orientations
Taylor, Sully; Levy, Orly; Beechler, Schon; Boyacıgiller, Nakiye Avdan; Boyacigiller, Nakiye Avdan
2006-01-01
This paper examines the impact of organizational culture and HRM system on employee commitment of core employees in multinational companies (MNCs). In addition, it identifies two top management team orientations global orientation and geocentric orientation that are seen as contributing uniquely to employee commitment in international firms. We found strong overall support for the model. The results also suggest that High Performance Work Practices have a positive impact on commitment r...
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Haafkens, Joke A; Kopnina, Helen; Meerman, Martha G M; van Dijk, Frank J H
2011-05-17
Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should address in developing job retention
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Directory of Open Access Journals (Sweden)
Meerman Martha GM
2011-05-01
Full Text Available Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs and human resource managers (HRM. Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health
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Quality in Human Resource Practice
DEFF Research Database (Denmark)
Nielsen, Kjeld
Abstract: Quality in Human Resource Practice – a process perspective The purpose of this article is to establish criteria for what quality in human resource practice (HRP) actually means. The general thesis is that quality in human resource practices is shaped within social processes in the HRM...... areas (recruitment, training, work environment etc.). Initially the concept of quality is defined in general on the basis of selections from the HRM literature, and then related to human resource practice. The question posed in the article is then answered using examples from case studies of human...... resource practice in industrial and service-related work processes. The focus in these studies is directed at behavioural processes between managers and employees, especially at individual and group level. The conclusion is that quality in human resource practice can be considered to be a social process...
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van den Born, Floor; Peltokorpi, Vesa
2010-01-01
This article focuses on the degree of alignment among multinational company (MNC) strategic orientation, human resource management (HRM) practices, and language policies. On the one hand, the authors propose that the coherent, tight alignment among the HRM practices, language policies, and MNC
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Liao, Hui; Subramony, Mahesh
2008-03-01
Pursuing a customer-focused strategy in manufacturing organizations requires employees across functions to embrace the importance of understanding customer needs and to align their everyday efforts with the goal of satisfying and retaining customers. Little prior research has examined what factors influence employee customer orientation in manufacturing settings. Drawing on the attraction-selection-attrition model, upper-echelons theory, and contingency theories of leadership, this study investigated the joint influences of functional roles' proximity to external customers and the senior leadership team's customer orientation on employee customer orientation. Hierarchical linear modeling results based on data obtained from 4,299 employees and 403 senior leaders from 42 facilities of a global manufacturer operating in 16 countries revealed that employees occupying customer-contact roles had the highest level of customer orientation, followed by employees occupying production roles, and then by those in support roles. In addition, there was a positive relationship between the senior leadership team's customer orientation and employee customer orientation for all 3 functional roles. The positive relationship between the senior leadership team and employee customer orientation was the strongest for employees in support roles, suggesting that lower levels of proximity to external customers may create a greater need for leadership in developing employees' customer-oriented attitudes. Copyright 2008 APA
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Directory of Open Access Journals (Sweden)
Nasurdin Aizzat Mohd.
2015-01-01
Full Text Available Increasing competition within the hospitality industry has recognized the importance of service quality as a key business differentiation strategy. Proactive involvement of employees is a vital component of the service delivery, which in turn, enhances customer satisfaction and loyalty. Hence, hospitality organizations, particularly hotels, need to encourage their employees to perform voluntary behaviors that go “beyond their call of duty”. These behaviors are referred to as service-oriented organizational citizenship behaviors (hereafter labeled as SO-OCBs. A review of the literature indicates that an organization’s human resource management (henceforth labeled as HRM practices are instrumental in establishing the tone of the employee-employer relationship, which subsequently affects employees’ display of discretionary functional service-related behaviors. Specifically, high-performance HRM practices can nurture a relational employment relationship, leading to internalization of organizational values and goals. This, in turn, would induce employees to engage in greater SO-OCBs. However, conceptual and empirical work explaining the mechanism by which high-performance HRM practices relate to SO-OCBs remains scarce. Therefore, this paper aims to construct a model linking a set of high-performance HRM practices (selective hiring, communication, appraisal, and reward and SO-OCBs. Identification with organizational values and goals is posited as a mediator in the proposed relationship. A discussion of the literature to support the proposed framework is furnished.
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Operations of human resources engagement
Δημητρέλη, Αλεξάνδρα
2017-01-01
This current study, attempts to shed light on the relationship between HR Operations and employee engagement by testing the relationship empirically. More specifically, it looks at how employee engagement could be embedded into day-to-day human resources operations. Employee engagement is a topic that is repeatedly being discussed in most of the HR forums, articles and journals in the recent past. Employers recognize that truly engage and motivate employee’s produce impressive levels of in...
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Human Resource Management Practice Tourism and Hotel Industry
Directory of Open Access Journals (Sweden)
Al Hrou S.A.
2014-01-01
Full Text Available Due to the importance of human resources management (HRM in promoting competitiveness in tourism and hotel industry, this review intend to enhance the understanding of practical issues of HRM more importantly since it involve organizing the management of human resources, with respect to accomplishment of organizational objective further more it shows that the issues either related to external factors, which include technological change, legislation and regulation, and national culture, globalization, or internal factors including size, industry and sector characteristic and structure of an organization, strategy and past practice of HRM. On the issue of human resources capability training, this research review recommend provision of array of opportunity for capability building and conducive working environment to promote productivity. Also worth considering, employee, employer relationship, Other variables such as attitude and productivity of employees, relationship between employees and employers, increase and decrease in financial assets should be taken into account.
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Grizzle, Jerry W; Zablah, Alex R; Brown, Tom J; Mowen, John C; Lee, James M
2009-09-01
This empirical study evaluated the moderating effects of unit customer orientation (CO) climate and climate strength on the relationship between service workers' level of CO and their performance of customer-oriented behaviors (COBs). In addition, the study examined whether aggregate COB performance influences unit profitability. Building on multisource, multilevel data, the study's results suggest that the influence of employee CO on employee COB performance is positive when the unit's CO climate is relatively high and that the constructs are unrelated when unit CO climate is relatively low. In addition, the data reveal that unit COB performance influences unit profitability by enhancing revenues without a concomitant increase in costs. The study's results underscore the theoretical importance of considering cross-level influencers of employee-level relationships and suggest that managers should focus on creating a climate that is supportive of COBs if their units are to profit from the recruitment, hiring, and retention of customer-oriented employees.
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Directory of Open Access Journals (Sweden)
Ingrid L. Potgieter
2018-06-01
Full Text Available Orientation: Managers and human resource practitioners who are concerned about managing talent as a critical resource need to recognise how employees’ job embeddedness relates to their commitment foci within the organisation. By understanding this relationship, gaps can be identified and talent can be managed optimally. Research purpose: The purpose of the study was, firstly, to establish whether a significant relationship exists between job embeddedness and a set of commitment foci and, secondly, to identify the variables that contribute the most to the relationship. Motivation for the study: Organisations increasingly devote more attention to initiatives that enhance the commitment and job embeddedness of their employees in order to assist in the design of a sound talent management plan to close the talent gaps. Research approach, design and method: A quantitative approach was used in this study, utilising a cross-sectional survey design to achieve the objective of the study. Descriptive statistics, Pearson’s product-moment correlations and canonical correlation analysis were conducted. The participants were primarily black women at an early stage of their career, who were employed in the human resource management field in a professional capacity. Main findings: The results indicated that job embeddedness significantly and positively accounted for the variance in organisational and occupational commitment foci of the participants. Practical and managerial implications: Human resource practitioners and managers need to consider how the job embeddedness of employees – specifically female employees – affects their commitment foci in developing talent management plans as part of the organisational strategy. Conclusions: The findings of the study provided empirical confirmation of theoretical views on the psychological aspects that keep employees embedded in their jobs and how these aspects relate to their commitment foci.
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Directory of Open Access Journals (Sweden)
Mashallah Valikhani Dehaghani
2013-03-01
Full Text Available Human resource management plays an essential role on the success of any business units such as utility firms. In this paper, we present a study to investigate the effects of different human resource management on employee performance. The proposed study is applied on one of gas distribution units in province of Charmahal-Bakhtiari, which is located west part of Iran. There were 161 people working for this firm where 75 employees were working in center of province and 86 employees were working in other sides of province. Cronbach alpha is calculated as 0.83, which is well above the minimum desirable limit. The study uses Pearson correlation test to investigate the effects of Hiring system, Training system, Job design, Organizational relationship and Share ownership programs on employee performance. The results of our survey indicate that job design is the most important technique for employee management followed by training system, organizational relationship and share ownership programs.
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Directory of Open Access Journals (Sweden)
Małgorzata Adamska-Chudzińska
2015-05-01
Full Text Available The paper explores the link between work-related prosocial orientation of organizations and professional capabilities of employees suggesting that the prosocial orientation impacts the level of professional capability and proactive engagement. The article applies three main methods: literature studies, in-depth questionnaire surveys and multi-person method of assessment. The applied sub-measures for both leading constructs were formed and collinearity was tested using linear correlation coefficient. In prosocial environments psychological predispositions as essential aspects of personality and determinants of human behaviour, activate and stimulate professional activity. The implementation of a prosocial orientation leads to significant growth in professional capability and can influence employees’ entrepreneurial behaviour. An important aspect of employee proactive behaviour is building an internal policy based on prosocial mechanisms. Effective stimulation of prosocial and proactive attitudes and actions requires the creation of an environment where activities are realized alongside social values and with respect for individual personal determinants of activity. Considerations and findings presented in the paper contribute to the area of determinants of effective and lasting proactive employee development. The use of the multi-person method can be considered valuable in behavioural research in entrepreneurship.
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20 CFR 628.215 - State Human Resource Investment Council.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...
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Human Resource Reforms in Public Administration: The Importance of the Reward System
Directory of Open Access Journals (Sweden)
De Freitas Bradley Christopher
2017-08-01
Full Text Available Human resource management encompasses administrating and managing human resources or otherwise known as employees. The HR or Human Resources department of any company, whether it be public or private, deals with the day to aspects pertaining to employees, from the recruitment process to probably the most important aspect for any employee; remuneration and benefits. The importance of finding a perfect equilibrium between monetary and non-monetary incentives is crucial in obtaining an efficient work environment, as well as increasing productivity and employee motivation. Having an administrative background or knowledge is essential for any HR manager, in order to detect and implement the most beneficial reward system for both implicated parties.
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Directory of Open Access Journals (Sweden)
MUNTEANU ANCA-IOANA
2013-07-01
M. Porter highlights the important role of human resources within an organization, considering that in any business there are potential sources for obtaining competitive advantage. It comes from the ability of firms to master better than its rivals competitive forces. Any subdivision organizational structure and any employee of the organization, no matter how far away lies the strategy development process, contributing to gaining and maintaining competitive advantage.
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Zhang, Heyun; Zhao, Huanhuan; Liu, Jingxuan; Xu, Yan; Lu, Hui
2015-01-01
Previous studies on reducing employees' cyberloafing behaviors have primarily examined the external control factors but seldomly taken individual internal subjective factors into consideration. Future orientation, an important individual factor, is defined as the extent to which one plans for future time and considers future consequences of one's current behavior. To explore further whether and how employees' future orientation can dampen their cyberloafing behaviors, two studies were conducted to examine the relationship between employees' future orientation and cyberloafing behaviors. The mediation effect of employees' objective and subjective self-control between them was also examined. In Study 1, a set of questionnaires was completed, and the results revealed that the relationship between employees' future orientation and cyberloafing behaviors was negative, and objective self-control mediated the relationship. Next, we conducted a priming experiment (Study 2) to examine the causal relationship and psychological mechanism between employees' future orientation and cyberloafing behaviors. The results demonstrated that employees' future-orientation dampened their attitudes and intentions to engage in cyberloafing, and subjective self-control mediated this dampening effect. Theoretical and practical implications of these findings are also discussed.
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Huang, Qihai; Xing, Yijun; Gamble, Jos
2016-01-01
Organisational resilience can be promoted through human resource management (HRM) practices that enhance individual employees’ well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shop floor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands–resources mode...
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Human resource management in international organizations
Directory of Open Access Journals (Sweden)
Sonja Treven
2001-01-01
Full Text Available In the paper, the author first presents various approaches to the management and recruitment of employees in subsidiaries that the company has established in different countries. Then, she turns her attention to the basic functions of international human resource management, among them recruitment and selection of new employees, development and training of employees, assessment of work efficiency, as well as remuneration of employees. As the expatriates are often given special attention by their work organizations, she concludes the paper with the description of the additional challanges occurring in the management of these employees.
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Directory of Open Access Journals (Sweden)
Martin Šikýř
2013-03-01
Full Text Available Based on summarizing the results of the global research on human resource management and the author’s dissertation research on best practices in human resource management, the paper attempts to explain the essence of the positive relationship between best practices in human resource management and organizational performance and competitiveness. It supports the assumption that the essence is the optimal system of human resource management, based on proven best practices in job design, employee selection, performance management, employee compensation or employee training, that enables managers to achieve expected organizational performance and competitiveness by achieving desired employee abilities, motivation and performance. The author's dissertation research verified the theoretical assumptions about application of best practices in human resources management and through a questionnaire survey examined the views of executives and HR managers from Czech TOP 100 companies or the best employers in the Czech Republic.
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Butcher, Jennifer; Kritsonis, William Allan
2007-01-01
Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…
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The Need for Inclusion of Human Resources Accounting in the ...
African Journals Online (AJOL)
Toshiba
terms of skill, sex etc. for effective human resources planning, control and management. ... accounting system to provide human resource accounting for its managers. ... A similar effort in disclosing human resource information in the financial ... Estimate the effect of managerial actions on employees' morale, productivity and ...
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Cha, Suk-Bin
1995-01-01
This study attempted to relate service orientation discrepancy between employees and managers to employees' affective reactions in the restaurant industry. To fulfill this purpose, this study developed a new model and tested it by conducting an empirical analysis of restaurant employees. Specifically, this study examined the relationships among service orientation discrepancy (SOD), service employees' role conflict (RC), role ambiguity (RA), job satisfaction (US), and organizational commitmen...
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Building human resources capability in health care: a global analysis of best practice--Part II.
Zairi, M
1998-01-01
This paper is the second from a series of three, addressing human resource practices using best practice examples. The analysis covered is based on the experiences of organisations that have won the Malcolm Baldrige National Quality Award (MBNQA) in the USA. The subcriteria covered in this benchmarking comparative analysis covers the following areas: human resource planning and management; employee involvement; employee education and training; employee performance and recognition; employee wellbeing and satisfaction. The paper concludes by reflecting on the likely implications for health-care professionals working in the human resource field.
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Mazon, L; Trevizan, M A
2000-08-01
This paper aims at disseminating the experience of recruiting and selecting human resources in a psychiatric hospital in the city of Ribeirão Preto, a philanthropic institution with one hundred and four beds that assists pharmaco-dependent patients with mental problems. It presently has eighty-four employees and a high staff turnover in different sectors. As trainees, we realized that the high turnover impaieds the development of activities at the organization as well as prevented a better care delivery to clients. Therefore, we were invited to integrate a team that was made responsible for the recruitment and selection of human resources for this institution. After these procedures and the respective follow-up by those in charge of different sectors, our purpose is to reduce the turnover, implement larger institutional engagement and more synchrony among employees, reduce expenses and bureaucratic activities related to hiring and laying off personnel, reduce operational work and implementing more assisting activities in terms of planning, orientation, execution and evaluation.
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Özden AKIN; Hayat Ebru ERDOST ÇOLAK
2012-01-01
The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies wh...
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Strategic Imperative of Human Resource Leadership Competencies
Rajini, G.; Gomathi, S.
2010-01-01
Using multiple constituencies approach, variances in competencies in human resource leadership have been studied as this is becoming highly significant in India's globalisation efforts. Previous research in leadership orientation focused on localisation of human resource competencies rather than its globalisation. For this, human resource…
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Management of Human Resources in CNCAN
International Nuclear Information System (INIS)
Ghinea, P.; Goicea, C.
2014-01-01
Human Resources Policy is a system of goals, principles, methods and criteria for staff undertaking work that is common to all employees. The content of HR policy: – Provide highly skilled workforce; – Training and raising staff qualifications; – High motivation of staff; – Ensure proper working conditions; – Promoting young employees. Recruitment and selection of personnel is the activity of identifying people who are eligible for a certain position. This activity takes place within the management of human resource, and it should be a continuous one. Recruitment and selection of personnel can be done both in the internal and external environment to the organization. Key challenge is to achieve initial competence, and then sustainability, of Human Resources to support for a safe, secure and sustainable nuclear power programmes. This requires the coordination, and cooperation, of all national stakeholders (government, education sector, industry, international bodies). Issues related to staff recruiting: – Experience requirements for specialist jobs is high (minimum 5-10 years); – In Regulatory Body, the percent of Graduates is higher than 50%, but specialist Technicians still needed (nuclear engineers)
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Human Resource Development in Changing Organizations.
London, Manuel; Wueste, Richard A.
This book is intended to help managers and human resource professionals understand organizational change and manage its effects on their own development and that of their subordinates. The following topics are covered in 11 chapters: organizational change, employee motivation, new managerial roles, human performance systems, upward and peer…
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Directory of Open Access Journals (Sweden)
Muafi
2017-12-01
Full Text Available Human resources have become one of strategic issues of Islamic banking in Indonesia. Islamic bank is important to have a good human capital, who has specialized knowledge and expertise related to Islamic aspects. The quality of human resource that is bad will affect the organization to grow unhealthy and also the employee performance. This research aims to test and analyze the role of human capital that affect the healthy organization and the employee performance. This research was conducted on all employees of Islamic banks in the Province of Daerah Istimewa Yogyakarta (DIY and East Java. The reason is because nowadays, Islamic banking in Indonesia is experiencing a slowdown growth of business performance, especially market share so that it needs human capital with good quality. Sampling technique is using purposive sampling. Bank employees came from Islamic bank, government bank, and private bank. The result concludes that human capital (HC has significant positive effect on the improvement of employee performance (EP and healthy organization (HO. Meanwhile, healthy organization (HO has significant positive effect on the improvement of employee performance (EP. Healthy organization mediates the relationship between human capital and employee performance.
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Human resource management and career planning in a larger library
Directory of Open Access Journals (Sweden)
Jelka Gazvoda
1997-01-01
Full Text Available Human resource management is presented as a managerial function which is used to develop potential abilities of the employees to achieve organizational goals.Different perception of the employees is essential - people working in the organization are treated as capital and not as an expenditure. In human resource management the most important view of the employees is their potential growth and professional development, training for acquiring new responsibilities and encouragement for innovation. Library management is becoming more and more complex as the result of introducing new technologies. For this reason libraries need well trained people with potentials to modernize library performance and to overcome the conflict between the traditional organizational culture and the requirements of the modem technologically developed environment. The author presents different techniques of active human resource management, which can be used in larger libraries where an appropriate number of employees exists to realize different programmes with. These are programmes for education, staffing,career planning, stimmulation and reward systems, job redefinition and enrichment,and other forms of internal segmentation.
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Big Hat, No Cattle: Managing Human Resources, Part 2.
Skinner, Wickham
1982-01-01
The author discusses why business has difficulty in motivating its employees and proposes a new approach to developing human resources. Discusses mistaken premises, personnel and supervision, setting a long-term goal, changing management's philosophy, and selling human resource development as a company priority. (CT)
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Directory of Open Access Journals (Sweden)
Özden AKIN
2012-12-01
Full Text Available The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies which are the members of Istanbul Chamber of Industry (ICI. Analyses show that workforce planning has a significant effect on employee productivity and sales, but no significant effect on employee turnover rate. The results also show that employee turnover rate is negatively associated with employee productivity and sales.
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International transfer of employee-oriented CSR practices by multinational SME’s
de Jong, Dirk Johan
2009-01-01
Will multinational SMEs use internationalisation to achieve labour cost savings at the expense of employees both in their home country and abroad or will they transfer their existing employee-oriented practices to their foreign subsidiaries? This paper argues that the answer to this question is
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Mind Mapping on Development of Human Resource of Education
Fauzi, Anis
2016-01-01
Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…
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The Recent Trend in a Human Resource Management Journal: A Keyword Analysis
Directory of Open Access Journals (Sweden)
Muhammed Kürşad Özlen
2014-07-01
Full Text Available Continuous changes in technology, economic, social and psychological understandings and structures have influence on both Human Resources and their management. Organizations approach their human capital in a more sensitive way in order to win the loyalty and commitment of them, while increasing profit and maximizing the efficiency/effectiveness of its work power. Human Resources Management helps achieving these goals by recruiting, training, developing, motivating and rewarding employees. Therefore, the identification of current research interests is essential to lead them in defining organizational human resources strategies. The main purpose of this research is to identify top rated factors related to Human Resource Management by analyzing all the abstracts of the published papers in a Human Resource Management journal from the beginning of 2005 till the end of 2012. As a result of analyzing the keywords of all abstracts, the frequencies of the keyword categories are identified. Except the keywords related to Human Resources (17.6%, it is observed that the studies for the period consider the following: Employee rights and their career (18.3%, management (14.6%, contextual issues (10%, organizational strategies (9.5%, performance measurement and training (9.5%, behavioral issues and employee motivation (5.7, organizational culture (5.4%, technical issues (4.1%, etc. It should be noted that the researchers (a mainly stress on practice more than theory and (b consider the organization less than the individual. Interestingly, employee motivation is found to be less considered by the researchers. This study is believed to be useful for future studies and the industry by identifying the hot and top rated factors related to Human Resource Management.
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HUMAN RESOURCES AND HUMAN RESOURCES STRATEGY – STRATEGIC PARTNERS OF AN ORGANIZATION
Directory of Open Access Journals (Sweden)
MUNTEANU ANCA-IOANA
2015-03-01
Full Text Available This work is purely theoretical, based on information in the literature, but also on their correlations. The text does not have a generalized, but are personal opinions and conclusions. The objective of this paper is to present particular emphasis to be placed today on the implications of human resources of an organization and human resources strategy have on vital processes within any organization, namely strategic planning, implementing changes and achieve competitive advantage. Organizations should have easily adaptable employees with skills needed to meet customer needs and adapt to permanent changes in the environment in real time. The goal of any organization is to attract more customers to get a favorable market position and competitive advantage against competitors. To achieve these goals, the role and importance of human resources in an organization has evolved into a considerably. Being accepted as a strategic partners of the organizations, human resources begin to be involved in determining strategy, decision-making on the organization as a whole. The emphasis in this paper on presenting the importance of human resources and human resources strategy in an organization, the special role that they have in supporting the overall strategy of the organization through strategic planning, implementation of organizational changes that are so necessary to adapt company's current customer requirements, can be a focal point for business and cause awareness among key stakeholders in a company, the need straightening attention to the foregoing
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Motivation and policies of human resources management in the organization
Directory of Open Access Journals (Sweden)
Jovanović Goca
2017-01-01
Full Text Available Organizations today operate in an uncertain environment, accompanied by constant change and technological innovation. The greatest impact on performance as the key feature of human resources business. Motivation and employee satisfaction becoming the basis of a modern organization. Motivated employees today represent a strategic resource which confer a competitive advantage of the organization.
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INVESTMENT ASPECT IN MATERIAL INCENTIVE OF HUMAN RESOURCES
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Potasheva Galina Anatol’evna
2017-03-01
Full Text Available Value of intellectual resources in modern economy due to which the assets of human resources became one of the factors of formation of value of systems on the basis of their investing, is considered. Adequate evaluation of employees’ activities as one of the basic resources will make it possible to meet competition under conditions of "survival" through periodic formation of socio-economic profile and stimulation of investment in human resources on the basis of the following technologies: formation of a balanced scorecard system, creation of a mechanism of formation and distribution of labour compensation funds, use of the golden section principle. Establishment of wages according to the golden section principle contributes to the stability and commitment of employees and increase of efficiency of investments in human resources, provided that it doubles the sales volume and should accordingly increase the wages of each employee by a factor of 1.62. Statistical analysis demonstrated that organizations that work using the golden section principle increased the labour productivity on average by 10-20 %, augmented the turnover by a factor of 1.3–1.5, minimized the costs by 15-20 %. Application of the golden section technology creates conditions necessary for economic growth on the basis of efficiency of investments in human resources.
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Human Resources Operational Data Store Core Services
Social Security Administration — This database contains only a very small subset of the Human Resources Operational Data Store data. It supports the SSA Employee and Office Data Retrieval (SEODR)...
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Human resource management approaches in Spanish hotels: An introductory analysis
Marco-Lajara, Bartolomé; Úbeda García, Mercedes
2013-01-01
Although Spain is one of the most important tourism destinations in the world, Spanish tourism firms need to be more competitive in order to continue attracting citizens from other countries and human resource strategies can help. The present study aims to identify the specific human resource practices applied by hotels. The variables of interest are those related to human resource profile (number of employees, nationality and sex) and to human resource strategies (recruitment, hiring and tra...
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Electricity sector human resources review
Energy Technology Data Exchange (ETDEWEB)
Facette, J. [Canadian Association of Technicians and Technologists (Canada)
2005-07-01
The electricity industry is expanding, with new supply and infrastructure development equivalent to 35 per cent of existing capacity over the next 20 years. This paper examines the preliminary results of a human resources sector review providing industry specific labor force data. The key objectives of the review were to develop detailed industry profiles, identify root causes of human resources issues, identify industry best practices and develop a human resources strategy for the Canadian electricity sector. Estimates of current employment were provided, with age of employees, retirement projections, regional projections and estimated supply/demand gaps. Current shortages were identified, including wind energy technicians. The paper also identified a declining Canadian born labor force and a concurrent dependence on immigrants. A project research methodology was provided with a list of participating major employers. tabs., figs.
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Directory of Open Access Journals (Sweden)
Dilhani Anuradha Akuratiya
2017-08-01
Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.
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Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver
2013-11-01
Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. (c) 2013 APA, all rights reserved.
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Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick
2012-11-01
This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. (c) 2012 APA, all rights reserved.
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The new employee: proper orientation and training go a long way toward job success.
Ehrhardt, P
1999-01-01
Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.
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HUMAN RESOURCES ACCOUNTING ACCOUNTING FOR THE MOST VALUABLE ASSET OF AN ENTERPRISE
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Motoniu Ioan Dumitru
2010-12-01
Full Text Available Employees are the most important assets of an enterprise and its success or failure depends on their qualifications and performance. Human resources are not properly evaluated because the enterprises consider the wages, actually an investment in the qualification and improvement of the staff as expenditure and and not as an investment in the most important asset of an enterprise the human capital. The current accounting system is not able to provide the actual value of employee capabilities and knowledge. This indirectly affects future investments of a company, as each year the cost on human resource development and recruitment increases. Human resource accounting is a direct part of the social accounting and aims to provide information on the evaluation of one of the most important components of the organization, namely human capital. This article seeks to show the importance of human resources for an enterprise, what human resource accounting is, which would be its implications and what are its main objectives.
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Managing information technology human resources in health care.
Mahesh, Sathiadev; Crow, Stephen M
2012-01-01
The health care sector has seen a major increase in the use of information technology (IT). The increasing permeation of IT into the enterprise has resulted in many non-IT employees acquiring IT-related skills and becoming an essential part of the IT-enabled enterprise. Health care IT employees work in a continually changing environment dealing with new specializations that are often unfamiliar to other personnel. The widespread use of outsourcing and offshoring in IT has introduced a third layer of complexity in the traditional hierarchy and its approach to managing human resources. This article studies 3 major issues in managing these human resources in an IT-enabled health care enterprise and recommends solutions to the problem.
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Directory of Open Access Journals (Sweden)
Marko D. Petrović
2012-10-01
Full Text Available In recent years, researches of service industry put in the centre of many papers the phenomena of the relation between service orientation and work (job satisfaction of the employees in the service sector. It have been analyzed many factors that affect the quality of hotel services and opportunities to improve service processes. One of the most important factor of service quality in the hospitality industry is service orientation of employees. On the other side, if the employees are satisfied with the work they are motivated to satisfy customer needs. The purpose of the paper is to study connections and differences among the hotel employees in service orientation and work satisfaction. To determine these issues, we used service orientation scale, developed by Dienhart, Gregoire, Downey and Knight (1992 and work satisfaction scale developed by Lytle (1994. We expected three factor solution for service orientation scale and uni-factor solution for work satisfaction. The results will be discussed and some practical recommendations will be given.
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Lammintakanen, Johanna; Kivinen, Tuula; Kinnunen, Juha
2010-12-01
The aim of this study is to describe primary health care managers' attitudes and views on recruitment and human resource development in general and to ascertain whether there are any differences in the views of managers in the southern and northern regions of Finland. A postal questionnaire was sent to 315 primary health care managers, of whom 55% responded. The data were analysed using descriptive statistics and cross-tabulation according to the location of the health centre. There were few differences in managers' attitudes and views on recruitment and human resource development. In the southern region, managers estimated that their organization would be less attractive to employees in the future and they were more positive about recruiting employees abroad. Furthermore, managers in the northern region were more positive regarding human resource development and its various practices. Although the results are preliminary in nature, it seems that managers in different regions have adopted different strategies in order to cope with the shrinking pool of new recruits. In the southern region, managers were looking abroad to find new employees, while in the northern region, managers put effort into retaining the employees in the organization with different human resource development practices.
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Impact of socially responsible human resources policies on intellectual capital
Directory of Open Access Journals (Sweden)
Jesus Barrena-Martínez
2016-03-01
Full Text Available Purpose: This research focuses on the benefits that social responsibility can report on the area of human resources, examined the impact of a socially responsible configuration of human resource policies and practices in the generation value process for the company, and more specifically in its intellectual capital. Design/methodology/approach: The study performed a regression analysis, testing the individual effects of socially responsible human resource policies on intellectual capital, broken down into three main variables such as human, social and organizational capital. Findings: The results shed light on how the introduction of socially responsible aspects in the management of human resources can facilitate the exchange of knowledge, skills and attitudes human--capital; lead to improvements in communication, trust, cooperation among employees social-capital and, in turn, generates an institutionalized knowledge encoded in the own organizational culture –organizational capital–. Research limitations/implications: The study only provides information from large companies with over 250 employees. Practical implications: There are important implications in the measure of corporate social responsibility concerns in the area of human resources. Social implications: Also important intangible effects on non-economic variables are confirmed, such as intellectual capital. Originality/value: The value of the study lies in its novelty, testing socially responsible configurations of human resources as well as the direct effects of different policies on intellectual capital.
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Marketing Human Resource Development.
Frank, Eric, Ed.
1994-01-01
Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…
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Human resource management tool of motivation and employees job ...
African Journals Online (AJOL)
Chi-square and correlation-co-efficient statistical methods were used to test the hypotheses. The following were the findings of the study: 1. There is significant relationship of employees motivation on their job satisfaction (2) There is a cordial relationship between management employees relationship and employees job ...
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Directory of Open Access Journals (Sweden)
Caren B. Scheepers
2011-08-01
Full Text Available Orientation: Human resource practices influence the psychological contract between employee and employer and, ultimately, organisational performance. Research purpose: The objective of this study was to examine the effect of human resource practices on the types of psychological contracts in an iron ore mining company in South Africa empirically. Motivation for the study: Although there have been a number of conceptual studies on the effect of human resource practices on psychological contracts, there has been no effort to synthesise the links between these contracts and various human resource practices systematically. This study endeavoured to provide quantitative evidence to verify or refute conceptual studies on this relationship. Its findings could inform human resource strategies and, ultimately, the prioritisation of human resource practices to improve the cost-effective allocation of resources. Research design, approach and method: The researchers administered two questionnaires. These were Rousseau’s Psychological Contract Inventory (2000 and the Human Resource Practices Scale of Geringer, Colette and Milliman (2002. The researchers conducted the study with 936 knowledge workers at an iron ore mining company in South Africa. They achieved a 32% response rate. Main findings: The findings showed that most participants have relational contracts with the organisation. Another 22% have balanced contracts, 8% have transitional contracts whilst only 1% have transactional contracts. The study suggests that there are relationships between these psychological contracts and specific human resource practices. The study found that training and development was the most important human resource practice for developing relational and balanced contracts. Employees thought that they contributed more than their employer did to the relationship. The researchers developed a model to illustrate the influence of the various human resource practices on
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Ways of Human Resource Branding in Czech Agricultural Companies
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Hlavsa Tomáš
2015-09-01
Full Text Available Current demographic and economic conditions in individual countries lead to a significant increase in competition in the labour market. Every employer from all economic sectors wants to have competent and talented human resources and the fight for such employees becomes still harder. To attract and retain the best employees, it is necessary for the companies to build up a good employer brand that may appeal to talented employees. The article provides a picture of the current situation in employer branding in the agricultural, forestry, and fishing sectors in the Czech Republic and deals with the ways of its improvement. The investigation was conducted by means of a questionnaire survey covering 108 participating companies, and the methods of analysis, synthesis, deduction, and induction. The results have shown that the majority of agricultural companies (75.9% perceive knowledge continuity management as a trend that contributes to good employer branding. The major benefits arising from the encouragement of employer branding in agricultural companies include acquisition of new talented human resources (57.4% and retention of key employees (56.4%.
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Successful Employee Empowerment: Major Determinants in the Jordanian Context
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Khadra DAHOU
2018-05-01
Full Text Available Being the most important asset, the human resource represents today the source of the organizations’ sustainable competitive advantage. This focus on the employee as the organizations’ core of human capital management drives the current interest in empowerment. This paper explores the concept of employee empowerment and the main influential factors in implementing an empowerment initiative: job design, transformational leadership, decision-making authority, continuous training and development, sharing information, and self-managed teams. Using a hypotheses testing approach, this correlational cross-sectional field study investigates the influence of the six factors on the adoption of employee empowerment. Using a questionnaire method, data was collected from Jordanian commercial banks. The results of a multiple linear regression analysis revealed that sharing information, job design, transformational leadership and decision making authority have a positive effect on employee empowerment. Sharing information and adopting the appropriate job design inside the organization have the strongest influence in that fostering these initiatives would certainly make banks’ employees’ empowerment successful. The research provides insights into the perception of employee empowerment in the Jordanian context, specifically in the banking industry, a high service- oriented sector where empowering employees become a must for a better customer service
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Schmidt, Burkhard; Loerbroks, Adrian; Herr, Raphael; Litaker, David; Wilson, Mark; Kastner, Michael; Fischer, Joachim
2014-01-01
Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, pTransformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.
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Impact of organizational socialization towards employees' social adaptation
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Ratković-Njegovan Biljana
2014-01-01
Full Text Available The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.
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Employee motivation development opportunities seeking to reduce employee turnover
Pilukienė, Laura; Kšivickaitė, Gertūda
2014-01-01
In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.
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An Empirical Study on Low-Carbon: Human Resources Performance Evaluation.
Chen, Quan; Tsai, Sang-Bing; Zhai, Yuming; Zhou, Jie; Yu, Jian; Chang, Li-Chung; Li, Guodong; Zheng, Yuxiang; Wang, Jiangtao
2018-01-03
Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees' low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees' job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.
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Directory of Open Access Journals (Sweden)
Amalia Venera Todoruţ
2011-03-01
Full Text Available In this working paper I proposed to address/aproach issues of relationship and interdependence of human resources and management based on knowledges. I presented during the paper the new type of human resource management and new challenges which are noted in the current economic conjuncture and their influences on human resource management. We have also shown which is the new type of organizational culture and its impact on management based on knowledge. I focused also on the modalities how influence the management of human resources the management based on knowledge materialized in: the organization employee involvement, strong motivation and retention of employees in the firm based on knowledge, connection of management based on knowledges and the human resource management on the firm strategy, development of employees capacity and the intellectual capital, the creation and maintenance of learning practices widely used in business.
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Human resources as multiplier for a company's value
International Nuclear Information System (INIS)
Bornemann, Manfred
2010-01-01
On the basis of concrete examples this article demonstrates how knowledge of employees is integrated into value-added processes and how the status quo can be evaluated and developed in relation to strategic requirements. It will be shown why human resources are the strongest means concerning the implementation of measurements for a company's development and for the achievement of entrepreneurial objectives, and which challenges exist for the development of human resources in an increasingly skill-intensive performance routine. (orig.)
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Directory of Open Access Journals (Sweden)
Irfan Ullah
2013-08-01
Full Text Available It is generally believed that the impact of Human Resource Practices on internal customer satisfaction can create comparative advantage for the organizational performance. The main objective of this study was to find out the impact of Human Resource Practices on internal customer satisfaction and organizational effectiveness. The impact of human resource practices on the overall performance of organizations has been a leading subject of research and the results have been encouraging, indicative of positive relationship between Human Resource practices and organizational effectiveness. Data was collected through personally administered questionnaire-based survey from 290 banking personnel of Pakistan. Structural equation modeling was used to examine the anticipated model. The results showed that some Human Resource Practices appear to be linked to internal customer satisfaction and organizational effectiveness. The implications for practitioners were to modify and emphasize certain human resource practices, and to emphasize the role of internal customers for organizational effectiveness enhancement. These findings revealed the importance of internal customers in enhancing employee morale, organizational commitment, employee productivity, turnover rate and the organization’s ability to attract talent.
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The influence of facility design and human resource management on health care professionals.
Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle M
2015-01-01
Cost control of health care services is a strategic concern for organizations. To lower costs, some organizations reduce staffing levels. However, this may not be worth the trade-off, as the quality of services will likely be reduced, morale among health care providers tends to suffer, and patient satisfaction is likely to decline. The potential synergy between human resource management and facility design and operation was investigated to achieve the goal of providing cost containment strategies without sacrificing the quality of services and the commitment of employees. About 700 health care professionals from 10 acute-care hospitals participated in this cross-sectional study. The authors used structural equation modeling to test whether employees' evaluations of their physical work environment and human resource practices were significantly associated with lower job-related anxiety, higher job satisfaction, and higher organizational commitment. The analysis found that employees' evaluations of their physical work environment and human resource practices influenced their job-related feelings and attitudes. Perceived organizational support mediated this relationship. The study also found a small but positive interaction effect between the physical work environment and human resource practices. The influence of physical work environment was small, mainly because of the high predictive value of human resource practices and strong confounding variables included in the analysis. This study specifically showed the role of facility design in reducing job-related anxiety among caregivers. Preliminary evidence is provided that facility design can be used as a managerial tool for improving job-related attitudes and feelings of employees and earning their commitment. Providing a healthy and safe work environment can be perceived by employees as an indication that the organization respects them and cares about their well-being, which might be reciprocated with higher levels
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Sadatsafavi, Hessam; Walewski, John
2013-01-01
Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in
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Human Resource Accounting: Interests and Conflicts. A Discussion Paper. CEDEFOP Panorama.
Frederiksen, Jens V.; Westphalen, Sven-Age
This document examines the principles, use, and benefits of human resource accounting (HRA), which uses numerical and nonnumerical data on items such as costs and benefits of training, staff turnover, absenteeism, and the value of employees' knowledge to measure the value of human resources in enterprises. The introduction presents an overview of…
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Resource management: Hotel Zira human resource management department analysis
Directory of Open Access Journals (Sweden)
Petrović Jelena
2015-01-01
Full Text Available The world is changing at a fast pace in a number of different areas, economically, politically technologically and socially. All these facts have strong impact on how managers organize their work. Traditionally they focus on delivering efficiency through large bureaucracies which are hierarchical in nature, very much around process and stability. What this mitigates against perhaps it is innovation and flexibility. A demand is no longer predictable and service has to be equally flexible for demand that exists nowadays. The emergence of post bureaucratic organizations is about being leaner, flatter and being much more network-based. Within that network employees are being empowered to take responsibility for producing innovations themselves. In order to speed up the process it is critical to systematize the process of managing people in the back office. Human Resource Management strategies are being transformed by internal social networks and social human resource technologies to better collaborative, transition into social enterprises, and change the positioning of human resource departments from back office to front office activities. All of these subjects are applied and the case study of hotel Zira human resource department is explained and showed in detail with the specific questionnaire. One of the main challenges that human resource management is also facing is the talent management and the number one responsibility of leadership is how to manage talent, how to attract it, utilize and eventually retain it.
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Shamim, S.; Cang, Shuang; Yu, Hongnian
2017-01-01
Despite the acknowledged importance of knowledge management (KM), many employees avoid practicing KM at the individual level. This avoidance often leads to loss of the intellectual capital due to employee turnover. Many potential behavioural remedies are still untapped in the existing literature. This study extends the construct of knowledge oriented leadership (KOL) and examines its role in predicting KM behaviour among employees of the hospitality sector, at the individual level. It also in...
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Job resources and employee engagement : A cross-national study
Farndale, E.; Murrer, I.N.J.
2015-01-01
Purpose In light of increasing globalization of workforces, the purpose of this paper is to explore the moderating effect of country on the relationship between job resources and employee engagement. Design/methodology/approach Questionnaire responses from 19,260 employees of a large multinational
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Human Resource Management Practices, Job Satisfaction and Organizational Commitment
Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu
2014-01-01
The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....
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Penny Burton - Chief Human Resources Officer | NREL
with leadership experience in all human resources functional areas for both profit and non-profit over 50% employee growth. Burton brings over 30 years of progressive experience in various industries Pioneer Financial Industries where she was a member of the senior leadership team. During her time on the
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Kilijánová, Radka
2010-01-01
Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...
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Federal Supervisors and Strategic Human Resources Management
National Research Council Canada - National Science Library
1998-01-01
.... The premise of the report is that many of the problems that supervisors face in fulfilling their human resources management responsibilities spring from an organizational orientation towards short...
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Human resource management at 'AD Imlek Belgrade'
Directory of Open Access Journals (Sweden)
Samardžić Maja
2016-01-01
Full Text Available Human resources include overall human potential within an organization: the available knowledge and experience, usable skills and abilities, possible ideas and creations, the level of motivation and interest in the achievement of organizational objectives, etc. The objective of this paper is to highlight the role and importance of human resource management (HRM in achieving business success, based on the analysis of the most important theoretical and practical aspects of human resource management at the 'Imlek' Company. This study required the use of different methods and techniques such as: content analysis, case study, observation, testing and systemic approach. The study showed that sale of the Imlek Company products was widespread in the country and the region. An ongoing market advantage is achieved due to a high quality standard of products, and primarily due to an effective management of human resources. Company management should make formalization and unification, and implement a set of measures in order to improve discipline of the employees. Top workers should be motivated through incentives for performance and innovation.
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The Peculiarities of Human Resource Information Management Problems and Solutions
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Gražina Kalibataitė
2013-02-01
Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings. This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process
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The Peculiarities of Human Resource Information Management Problems and Solutions
Directory of Open Access Journals (Sweden)
Gražina Kalibataitė
2012-12-01
Full Text Available The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated. But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way. As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings.This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1 the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data; 2 the process
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Challenges of human resource management in the institutions for care of elderly people
Lepir, Lj; Šćepović, D.; Radonjić, A. R.
2017-05-01
Human resources are the most important resources of any work organization or institution. They are the bearers of the work process and are key in determining the quality of a product or service. The staff employed in an institution contributes with their work to its business success which is why the institution management should pay close attention to human resources management. Functionally, the successful management of social protection institutions implies the attainment of balance in the process of satisfying interests of beneficiaries, interests of the institution management (founder-owner), and interests of the employees (service providers to elderly people). Interests of beneficiaries (elderly people) who are placed in residential care are reflected in the need for high quality and accessible services. Interests of the institution management are recognized as the need to achieve economically sustainable and profitable institution. An interest of direct service providers (employed caregivers, social workers, etc.) is in the safe premises and good working conditions. The term “human resources” in institutions of social protection implies overall knowledge, skills, abilities, creative capabilities, motivation, loyalty and personal characteristics owned by employees in the institution. It is the overall intellectual and emotional energy of employees that the management can count on and that can be engaged to achieving the objectives of the institution. The objectives of human resource management in social protection institutions are related to providing capability with job demands, fulfillment of professional and optimal number of competent workers, improving socio-economic status of employees, ensuring full time engagement of workers, improving the quality of work conditions and work environment, creating and maintaining a flexible and adaptive potential of employees, reducing resistance and increasing the sensitivity of employees to changes in the
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Wang, Z M
1994-07-01
An experimental programme of group attributional training under team work system was conducted as part of human resource development in Chinese industrial enterprises. One hundred and ten shopfloor employees participated in the study. Among them, 58 employees took part in the factorial-designed experiment to find out the effects of attributions on performance, and 52 employees of ten work groups participated in the group attributional training programme twice a week for two months. The results showed that the group attributional training was effective in modifying employees' attributional patterns and enhancing group performance and satisfaction. On the basis of the results, an attributional model of work motivation is proposed, and its theoretical and practical implications for human resource management discussed.
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The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency
Directory of Open Access Journals (Sweden)
R Steyn
2014-01-01
Full Text Available This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA in that specific organisation. A number of studies have shown that effective human resource (HR practices correlate with positive employee attitudes (EA.The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitute antecedents to organisational performance. As HR practices are under the control of managers, EA and organisational performance can be optimised should managers engage in implementing effective HR practices. Arguments for the use of universalistic, contingency and configurational perspectives in the implementation of HR practices are found in academic literature. However, literature generally does not indicate which perspective is applicable to a specific organisation. To optimise the validity of the results the relationship between HR practices and EA in the selected travel agency is contrasted with that of nine other organisations. Although the overall results suggest a confirmation of the universalistic perspective, where all HR practices generally relate to the desirable EA outcomes, the configuration of HR practices which relate to desirable EA outcomes in the travel agency was unique. This supports a configurational perspective in the particular organisation. The HR practice of training and development was found to be the most important predictor of EA in this travel agency. The generalisation of these results should however be done with caution, as the results are based on only one sample. Managers of travel agencies are therefore urged to investigate the possibility of the implementation or sustainment of training and development initiatives as this HR practice seems to have the most profound influence on EA in such organisations.
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Improving of the management quality of human resources
Miceski, Trajko
2004-01-01
Improvement of the management quality of human resources is a continuous process, based on multidimensional concept of activities, with special emphasis on increasing the level of competence of the employees both in their working place and in additional activities in the decision making bodies.
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International Nuclear Information System (INIS)
Nguyen Xuan Hai; Nguyen Nhi Dien; Pham Dinh Khang; Pham Ngoc Tuan; Tuong Thi Thu Huong
2016-01-01
This report presents results of a research project “Improving practical training ability at Nuclear Research Institute oriented to nuclear human resource development within first phase”. In the frameworks of the project, a guiding document on 27 Ortec’s experiments was translated into Vietnamese. Several equipment are used in the experiments such as neutron howitzer, gamma counter, multi-channel analyzer and alpha-gamma coincidence spectroscopy were designed and fabricated. These products contributed to improving the ability of research and training of Training and Education Center, Nuclear Research Institute (NRI). (author)
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Conceptual modelling of human resource evaluation process
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Negoiţă Doina Olivia
2017-01-01
Full Text Available Taking into account the highly diverse tasks which employees have to fulfil due to complex requirements of nowadays consumers, the human resource within an enterprise has become a strategic element for developing and exploiting products which meet the market expectations. Therefore, organizations encounter difficulties when approaching the human resource evaluation process. Hence, the aim of the current paper is to design a conceptual model of the aforementioned process, which allows the enterprises to develop a specific methodology. In order to design the conceptual model, Business Process Modelling instruments were employed - Adonis Community Edition Business Process Management Toolkit using the ADONIS BPMS Notation. The conceptual model was developed based on an in-depth secondary research regarding the human resource evaluation process. The proposed conceptual model represents a generic workflow (sequential and/ or simultaneously activities, which can be extended considering the enterprise’s needs regarding their requirements when conducting a human resource evaluation process. Enterprises can benefit from using software instruments for business process modelling as they enable process analysis and evaluation (predefined / specific queries and also model optimization (simulations.
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Human Resource Development, Ethics, and the Social Good
Quinn, Floyd F.
2018-01-01
Businesses can achieve competitive advantage and better productivity and performance by attracting and developing exceptional employees, by caring for and listening to stakeholders, and by avoiding financial and reputational damage due to unethical and illegal behaviors. As a profession, human resource development (HRD) engages in practices that…
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NOTION, ELEMENTS AND EVALUATION OF HUMAN RESOURCES MANAGMENT IN SPORT
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Milorad M. Drobac
2009-11-01
Full Text Available Principal object of the author’s research in work is identification of notion, cru- cial elements and evaluation of human resources management in general and apart in sport. From the beginning of usage of term “human resources management”, we use foretoken “strategic” that has especially signified meaning. Strategic approach to the exploration of this problem points to the fact that human resources are from particularly significance for all forms of human organization (firms, associations, institutions etc., regardless are we talking about economy, social activity, politics, science, sport or any other area of human activity. Experience shows that, in our society, we mainly considered human resources management from the aspect of formulation and implementation of strategy in any shape and segment of altogether human activity, but we pay a little interest to the control, or in other words evaluation of human resources performance. What is attained in world rela- tions, on the human resources management plan, admonish and binds that we must ac- cept employees in our environment (it implies sport as an equal partner in management
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The role of learning and customer orientation for delivering service quality to patients.
Bellou, Victoria
2010-01-01
This study seeks to investigate the impact that learning orientation, internal and external customer orientation have on quality of care delivered to patients. Additionally, given the differences between managerial and non-managerial employees regarding organizational value perception and focus on the needs of internal customers and patients, the study aims to examine potential variations in these relationships. The study took place in ten out of 31 public hospitals operating in the five largest districts in continental Greece. Hospitals were chosen on a random basis. Out of 800 questionnaires that were personally administered, 499 usable responses were gathered. The extent to which employees create and use knowledge and focus on satisfying the needs of both internal customers and patients is indicative of the quality of care provided. In addition, only managerial employees believe that learning orientation reinforces quality of care. The fact that employees rated quality of care delivered to patients and that most employees had extended tenure should be taken into consideration when interpreting these findings. Top management needs to create a strong and clear culture that emphasizes learning, as well as internal customer and patient orientation, and infuse them among all organizational members. Moreover, human resource management policies should be aligned to meeting or exceeding patients' requests and expectations. The paper enhances existing knowledge with regard to the antecedents of offering medical care of high quality.
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The job demands-resources model of work engagement in South African call centres
Yolandi Janse van Rensburg; Billy Boonzaier; Michèle Boonzaier
2013-01-01
Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives. Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths throu...
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Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources
Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa
2011-01-01
This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…
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Social Media Impact on Human Resources Management Strategies
Directory of Open Access Journals (Sweden)
Angela-Eliza Micu
2016-01-01
Full Text Available The aim of this paper is to do a research of human resource management in Romania for the ITsector, and focus the attention to a couple of things like culture, trainings and the impact resultedon social media that this companies and their employees are producing. The use of social media has a huge impact on the quality of the work and also is contributing tostrengthen the relationships between employees. It can be a good resource in attracting new talentsand also promoting the company. This research used mined data from LinkedIn and other socialmedia and publicly available websites in order to statistically test hypotheses using the Pearsonchi-square method and successfully finding 6 strong correlations between data analyzed forRomanian software development companies.
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The Recent Trend in a Human Resource Management Journal: A Keyword Analysis
Muhammed Kürşad Özlen
2014-01-01
Continuous changes in technology, economic, social and psychological understandings and structures have influence on both Human Resources and their management. Organizations approach their human capital in a more sensitive way in order to win the loyalty and commitment of them, while increasing profit and maximizing the efficiency/effectiveness of its work power. Human Resources Management helps achieving these goals by recruiting, training, developing, motivating and rewarding employees. The...
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Exercise and sleep predict personal resources in employees' daily lives.
Nägel, Inga J; Sonnentag, Sabine
2013-11-01
The present study investigates the interaction of exercise and sleep on state-like personal resources in employees' daily lives. Further, the study examines the association between state-like personal resources and emotional exhaustion. We conducted a diary study over five consecutive working days (total of 443 days) with 144 employees who answered daily online surveys after work and before bedtime. Multilevel modeling showed that exercise after work was positively related to the next day's personal resources when sleep duration during the night time was longer compared to other nights. Furthermore, personal resources positively related to lower emotional exhaustion after work on the next day. This study demonstrates that exercise and sleep may help to renew personal resources. Results stress the importance of balancing exercise and sleep in daily life. © 2013 The International Association of Applied Psychology.
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EVALUATION OF PROFESSIONALISM IN HUMAN RESOURCES MANAGEMENT IN THE REPUBLIC OF MOLDOVA
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BÎRCĂ ALIC
2017-06-01
Full Text Available This paper refers to the specialisation of human resources management. Starting from the idea that, human resources specialists are responsible for a number of activities within organizations, it is necessary that they possess the knowledge and skills required to perform them. HR specialists must be able to apply the principles and practices of human resources to add to the success of their organizations. Beyond these requirements, a specialist in human resources must also be efficient on ethical, communication, consultancy, critical evaluation issues etc. Moreover, the article describes the range of skill that human resources specialists should possess. In addition, nowadays it is a must for human resources specialists to assume certain roles to efficiently perform the activities related to the human resources management. The article also shows the real situation in the specialisation of human resources management in the Republic of Moldova. Therefore, a study was conducted that aimed at linking the studies held by the employees from the human resources division to the importance of human resources management activities.
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DEFF Research Database (Denmark)
Sørensen, Hans Eibe
2011-01-01
This study contributes to the strategic marketing research by empirically investigating the role of customer orientation in explaining how firms leverage their specialized but vulnerable resources. The aim is thus to explore a subset of the means by which resources become valuable to the firm...... – the first criterion for a strategic resource. Hypotheses are developed and tested using CEO questionnaire responses from a sample of manufacturing firms and census accounting data. The results show that there is a strong link between industry-specific resources and return on assets for firms with high...... levels of customer orientation. We also report that firm-specific resources are unrelated to firm performance and that a customer orientation – investigated in isolation, may be detrimental to firm performance. Research and managerial implications are discussed....
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How Employee Turnover Affects Productivity
DEFF Research Database (Denmark)
Eriksen, Bo
Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...
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The remuneration system and productivity of human resources in the company
CRHONKOVÁ, Marie
2016-01-01
The main goal of this graduation theses named "The remuneration system of human resources in the company" is to evaluate the current system of remuneration and productivity of human sources in a company, that I chose and design a process that would lead to improvement in human resources achievments. In the practical part is charecterized the chosen company, in detail described its system of remuneration and structure of employees. On the basis of the observed data there are designed some chan...
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Employee Information Management System (EIMS)
US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...
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HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES
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POPESCU Dan
2011-12-01
Full Text Available The present research aims to establish and configurate human resources development strategies for the employees of small and medium-sized enterprises (SMEs that activate in the tourism field of activity (hotels and other accomodation establishments, restaurants, passenger trasnport, travel agencies, cultural turism agencies. As knowledge role in the contemporany economy is increasing and defining the economical and social context as knowledge-based ones, we shall consider the research frame as the knowledge-based economy. Moreover, in order to better highlight weaknesses and strenghts of the human resources management approaches and to define recommendations, our research theme is developped as comparative study: similarities and differences within SMEs human resources management practices in Romania and other European Union's country members (the example of Spain was considered.
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MSFC personnel management tasks: Recruitment and orientation of new employees
Brindley, T. A.
1980-01-01
In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.
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Putting your human resource department to work for you.
McConnell, C R
1991-06-01
As a staff function, human resources is organized as a service activity. Service activities render no patient care; they do not advance the work of the organization. However, they support the performance of the organization's work and in a practical sense become necessary. For example, if a pure service, such as building maintenance, did not exist, the facility's physical plant would gradually self-destruct. Similarly, without human resources to see to the maintenance of the work force, the overall suitability and capability of that work force will steadily erode. Recognize human resources for what it is--an essential service function required to help the organization run as efficiently as possible. Learn what the HR department does, and especially learn why the department does what it does. Provide input to the human resource department. Forge a continuing working relationship with the HR department, making it clear that you expect service from this essential service department. Challenge the HR department to do more, to do better, and to continually improve service--and put the human resource department to work for you and your employees.
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de Jong, Dirk Johan; de Graaf, Frank Jan
2011-01-01
This paper develops propositions on the added value of normatively-based, employee-oriented corporate social responsibility, specifically on the issue whether an individual owner-manager can add value within a foreign subsidiary by means of normatively-based, employee-oriented CSR. We suggest that
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Adult Education and Human Capital: Leadership from the Fortune 500.
Palmer, Teresa M.
1992-01-01
A survey of 333 Fortune 500 firms received 81 replies indicating that (1) two-thirds formally recognized the value of human resources; (2) most had changed corporate policy regarding human capital; and (3) most training was provided in the ares of new employee orientation, current job needs, customer relations, personal development, and…
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Human Resource Management And The Search For The Happy Workplace
Peccei, R.E.
2004-01-01
textabstractRiccardo Peccei (1945, Totino, Italy, D.Phil Sociology, Oxford University 1984) is Reader in Organisational Behaviour (OB) and Human Resource Management (HRM) in the Department of Management at King’s College London. His research interests include the study of the impact of HRM on organisational performance and employee well-being, the transformation of work and employment relations in the service sector, and the nature and consequences of employee empowerment, partnership and par...
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Personality Model in Human Resources Management
Jovan Zubovic
2008-01-01
This paper presents the new „Personality model” of managing human resources in an organisation. The model analyses administrative personnel (usually called management) in an organisation and divides them into three core categories: managers, executives and advisors. Unlike traditional models which do not recognise advisors as part of an organisation, this model gives to advisors the same ranking as managers and executives. Model traces 11 categories of personality traits for every employee, r...
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An investigation on factors influencing on human resources productivity
Directory of Open Access Journals (Sweden)
Masoumeh Seifi Divkolaii
2014-05-01
Full Text Available Human resources development is one of the most important components of any organization and detecting important factors influencing on human resources management plays essential role on the success of the firms. In this paper, we present an empirical investigation to determine different factors influencing productivity of human resources of Islamic Republic of Iran Broadcasting (IRIB in province of Mazandaran, Iran. The study uses analytical hierarchy process (AHP to rank 17 important factors and determines that personal characteristics were the most important factors followed by management related factors and environmental factors. In terms of personal characteristics, job satisfaction plays essential role on human resources development. In terms of managerial factors, paying attention on continuous job improvement by receiving appropriate training is the most important factor followed by welfare facilities for employees and using a system of reward/punishment in organization. Finally, in terms of environmental factors, occupational safety is number one priority followed by organizational rules and regulations.
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Analysis of Employee's Survey for Preventing Human-Errors
International Nuclear Information System (INIS)
Sung, Chanho; Kim, Younggab; Joung, Sanghoun
2013-01-01
Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses
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Human Resource Evaluation in Hotel Units
Directory of Open Access Journals (Sweden)
George Aspridis
2012-03-01
Full Text Available This paper aims at presenting and analysing the performance appraisalsystems and the human potential development in hotelunits. It aims at integrating and updating many aspects of performanceappraisal while concentrating on the hotel units systemto prove the importance of human resource evaluation in hotelunits and the procedure that is to be followed by the enterprisefor further development of hotel employees. HR evaluation analysisis presented through relevant theoretical background on theevaluation method and the presentation of the practical problematicalissues in order to create an image for a whole evaluationsystem of HR in Greek hotel enterprises.
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Role of employee benefits in the motivation of employees at H1.cz
Hrubá, Markéta
2012-01-01
This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...
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THE THEORY AND PRACTICE OF HUMAN RESOURCES MOTIVATIONS IN HOSPITAL UNITS
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C. BOTEZ
2013-12-01
Full Text Available Management of human resources represents the sci‑ ence of elaboration and implementation of the staff strat‑ egy and policy for a most efficient attainment of the objectives of an organisation. Motivation is one of the defining activities of human resource management, as it influences in a decisive way participation to the fulfillment of objectives, both by the extent of rewards or of material/ moral-spiritual sanctions, and by the motivation criteria applied. Motivation is defined as the sum of the internal and external energies which initiate, control and support an orientative effort for attaining an objective of the organ‑ isation, which will simultaneously satisfy one’s individual needs. The motivation function aims at stimulating the employees for reaching performance. It begins with the recognition of the fact that the individuals are unique natures, and that the motivational techniques should be adapted to the needs of each one in part. Individual moti‑ vation is maximum when the employee is conscious of his own competence, working within a structure which requires the best from his part and turns to good account his abilities. To be motivated in his activity, an individual should have the certainty that, by developing some activity, his own needs will be also fulfilled; one’s motivation as to the work he/she performs is determined by a series of moti‑ vational factors, of intrinsic (individual and extrinsic (organisational nature. Motivation is related to more pro‑ found feelings of growth and development; an increased particiption may indicate a higher level of motivation. Peo‑ ple are motivated or demotivated according to their inner state. Motivation is especially important in determining the behaviour, even if it is not the only element generating it; factors of biological, psycho-social, organisational and cultural nature may also have a certain influence.
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What do Social Processes mean for Quality of Human Resource Practice?
Directory of Open Access Journals (Sweden)
Kjeld Nielsen
2014-05-01
Full Text Available Well implemented human resource practice (HRP is linked to increased performance, innovation, and the well-being of both managers and employees. In the literature, a distinction between the hard and the soft HRM-models is drawn: the hard model focuses on employees as a cost, whereas the soft HRM-model treats them as a potential Nielsen (2008a. However, little is known about the informal aspects of HRP and which social processes actually lead to implementation success or failure. The purpose of this paper is to develop a concept of social processes between managers and employees that can increase the implementation and quality of HR-performance Two studies of HRP within two manufacturing companies are used to illustrate the pros and cons of this new theoretical concept from a performance perspective. Involvement, commitment, and competence development are identified as key aspects of the quality of HRP. Moreover, a good psychological working environment and systematic priority of HRP are essential contextual factors that can enable or hinder social processes. Otherwise, production pressure and power relations between managers and employees can hinder the implementation of the new concept. The concept of social processes can help HRP to contribute on social processes between managers and employees as important aspects of quality in work with human resources. However, the influence of team organization and the social processes between employees needs to be explored further.
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Don’t ask, don’t tell: Two views on human resource practices for people with disabilities
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Mukta Kulkarni
2010-12-01
Full Text Available In the present paper we explore how employees with physical disabilities and their human resource managers perceive practices aimed at entry, integration, and development of disabled employees. The results indicate that both sets of respondents want to treat people with disabilities as ‘regular’ employees and take attention away from disability. The results also indicate that employees would like to get additional help, but are afraid to ask. Employers do not offer additional support unless asked, not wanting to highlight the disability given fears of stigmatisation. Given this reluctance from both employees and employers, it is possible that people with disabilities remain an underutilised resource.
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Green Lean TQM Human Resource Management Practices in Malaysian Automotive Companies
Noor Azlina Mohd Salleh; Salmiah Kasolang; Ahmed Jaffar
2012-01-01
Green Lean Total Quality Management (LTQM) Human Resource Management (HRM) System is a system comprises of HRM in Environmental Management System (EMS) practices which is integrated to TQM with Lean Manufacturing (LM) principles. HRM is essential especially in dealing with low motivation and less productive employees. The ultimate goal of this system is to focus on achieving total human resource development that is motivated and capable to optimize their creativity to be a part of Green and L...
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Directory of Open Access Journals (Sweden)
Rebecca Tladinyane
2016-05-01
Full Text Available Orientation: As a resiliency resource, career adaptability relates to an individual’s ability to adapt to new work demands and is seen to impact various occupational outcomes such as engagement. Research purpose: The aim of the study was to determine the relationship dynamics between career adaptability (measured by Career Adapt-Abilities Scale and employee engagement (measured by Utrecht Work Engagement Scale. Motivation for the study: As a personal resource, career adaptability enables employees to deal with job demands, facilitating employee engagement. Limited research exists on the impact of career adaptability variables on employee engagement, bearing significant relevance in the current workforce. Research design, approach and method: A quantitative survey was conducted with a convenience sample (N = 131 of employees in an insurance company within South Africa. Main findings/results: Significant positive relationships were found between career adaptability and employee engagement. The results suggest that participants who have experienced higher employee engagement have better developed career adaptability skills. Practical implications: Managers and human resource practitioners need to recognise how people’s career adaptability influences their level of engagement in the organisation. Contribution: This research is the first to investigate the construct of career adaptability in an insurance company and the findings add to the existing career literature and provide valuable information that can be used to inform career development and engagement strategies. Keywords: career adaptability; career development; employee engagement; vocational guidance.
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Analisis of human resources managment in selected company
MELEG, Miroslav
2010-01-01
Bachelor thesis is focused on human sources as one of the most important part of operating organization. This work describe especially three elements of human resource management - rating, remunerating and motivating. Manpower is engine of organization. Managers have to approach individually to every employee. They have to catch requirements and experiences to regulate the system of leading manpower. Hidden potencial is almost in every person so it is necessary to educate them. That will be u...
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Human Resource management, Institutionalisation and Organisational Performance
J.P.P.E.F. Boselie (Paul); J. Paauwe (Jaap); R. Richardson
2002-01-01
textabstractThe relationship between Human Resource Management (HRM) and firm performance has been a hotly debated topic over the last decade, especially in the United States (e.g. Osterman, 1994; Huselid, 1995; MacDuffie, 1995). The question arises whether the domination of USA oriented models,
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Berber Nemanja
2014-01-01
Full Text Available The function very close to the training in the management of human resources is certainly the human resource development. Specifically, the employees acquire new knowledge, abilities and skills during the training process, but also gain new experiences through various business tasks during their working life, developing themselves both, in private life and in the professional sense. Human resource development is seen as the development of the expertise of people through organizational development and training of employees in order of improvement of the performances. In this paper authors explored the practice of carrier development in European countries. Research was based on data from international project, CRANET, in the period from 2008 to 2010. The authors presented data about the usage of techniques for evaluation of career development and investigated obtained results.
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Legal and Ethical Implications of Using Social Media in Human Resource Management
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Lu Zhang
2014-06-01
Full Text Available Now more than ever we live in a society saturated with technology and media. We are captured by the technology whirlwind such as the internet, instant messages, emails, and social media such as Twitter and Facebook. Technologies not only are changing the way people live, work, and interact with each other but also the way companies conduct their businesses. Social media no doubt is one of such technologies that enables companies to market their products and services in new and unique dimensions. Beyond marketing, social media is also changing the way human resource professionals recruit and select employees. Recruiting and selecting potential new employees using social media, is gaining popularity. There are even software programs that capitalize on the information available on social media sites to assist human resources professionals to source, screen, and track job applicants. Although there are many advantages in using social media networks to assist HR to select and filter job candidates, there are reasons for concerns. In this paper, we’ll examine the legal and ethical consequences of using social media in the area of human resource management. Keywords: Social Media, Facebook, Human Resources, Management.
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Emanoil MUSCALU; Silvana Nicoleta MUNTEAN
2013-01-01
The field of human resources requires the presence and action of several categories of persons and managerial structures interested in the quality of human resources and the activities developed by them. Besides managers and employees there are also the shareholders, the unions, the customers, the different national or local agencies, the local community, etc., with major interests regarding decisions in the human resources area. In order to harmonize their activities and achieve an optimal p...
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Nik Mutasim Nik Ab. Rahman
2013-09-01
Full Text Available Purpose: The purpose of this study is to explore and examines the theoretical frameworks of Islamic human resource management practices and trust in organization. Additionally, to investigate the extent to which Islamic HRM practices inspire and revival employees trust in organization.Design/methodology/approach: This study comprised sample of 236 Islamic Bank employees in Bangladesh. A cross-sectional research design was used to examine the relationship between Islamic Human Resource Management practices and trust. Data were gathered based on personal administered questionnaire.Findings and Originality/value: This study results show that knowledge, understanding and practices of Islamic principles, recruitment and selection, training and development, and reward system significantly related to the trust. But performance appraisal are found have insignificant relationship.Research limitations/implications: The data for this study are collected by self-administered questionnaire, a method with well-known shortcomings. Second, this study concentrated on the Islamic bank employees in Bangladesh.Practical implications: An important implication of this research is that the interesting findings give some insight to the management of Islamic bank to focus on improving Islamic Human Resource Management practices, in their all kind of management, as that could improve their trust in the bank.Originality/value: The findings are original and unique and are based on the literature from different researches. The results are based on a sample of Islamic Bank employees in Bangladesh. The research findings are useful to academics and management of Islamic bank all over the world.
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Research trends in the South African Journal of Human Resource Management
Charlotte Pietersen
2018-01-01
Orientation: A comprehensive framework for research in human resource management (HRM) in terms of fundamental knowledge orientations was found lacking. Research purpose: The aim was to perform a typological review of research trends in the field of HRM, specifically of publications in the South African Journal of Human Resource Management (SAJHRM). Motivation for the study: No previous research in the field of HRM in South Africa adopted a fundamental theory of knowledge. Researc...
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Ruel, Hubertus Johannes Maria; Bondarouk, Tatiana; Looise, Jan C.
2004-01-01
Human Resource Management (HRM of HR) executives are feeling pressured by the threat of a new development in recent years: Electronic Human Resource Management systems, also known as E-HRM. Consultants and other experts purport that this phenomenon will decrease the number of HRM employees, reduce
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Development of a Centralized Human Resource Information System of Cavite State University
Jeffrey F. Papa
2016-01-01
This study focused in the automation and improvement of the Human Resource services. This includes managing of employees’ records, facilitating requests and processing of leave credits in accordance to the Civil Service Commission (CSC) rules and regulation, tracking the employees' performance and skills, generating reports needed, and analyzing of employee information that will help in the decision making. This also includes attendance monitoring using biometrics, calculation of ...
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Do commitment based human resource practices influence job embeddedness and intention to quit?
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Debjani Ghosh
2015-12-01
Full Text Available This empirical paper provides evidence that commitment based human resource practices (CBHRP influence employees' turnover intentions by embedding newcomers more extensively into organisations. The study was conducted with 501 managers in 19 financial service organisations in India. Results reveal that CBHRP enable organisations to actively embed employees. The results also indicate that on-the-job embeddedness (on-the-JE is negatively related to turnover intentions and mediates relationships between CBHRP and employees' intention to quit.
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Stereotypes of older employees compared to younger employees in Slovenian companies
Rožman, Maja; Treven, Sonja; Čančer, Vesna
2016-01-01
Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...
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Ramatu Abdulkareem Abubakar
2014-09-01
Full Text Available Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.
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A resource oriented webs service for environmental modeling
Ferencik, Ioan
2013-04-01
Environmental modeling is a largely adopted practice in the study of natural phenomena. Environmental models can be difficult to build and use and thus sharing them within the community is an important aspect. The most common approach to share a model is to expose it as a web service. In practice the interaction with this web service is cumbersome due to lack of standardized contract and the complexity of the model being exposed. In this work we investigate the use of a resource oriented approach in exposing environmental models as web services. We view a model as a layered resource build atop the object concept from Object Oriented Programming, augmented with persistence capabilities provided by an embedded object database to keep track of its state and implementing the four basic principles of resource oriented architectures: addressability, statelessness, representation and uniform interface. For implementation we use exclusively open source software: Django framework, dyBase object oriented database and Python programming language. We developed a generic framework of resources structured into a hierarchy of types and consequently extended this typology with recurses specific to the domain of environmental modeling. To test our web service we used cURL, a robust command-line based web client.
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ROLE OF TRAINING COURSES IN MOTIVATING HUMAN RESOURCES IN THE NUCLEAR RESEARCH SUBSIDIARY OF PITESTI
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Carmen Gabriela SECARĂ
2014-06-01
Full Text Available With the globalization and industrialization of all areas of activity, it also increased the role of the individual within the organization, moving from being a mere employee to that of human resource, thus emphasizing their role and importance in the organization, which is why human resource management should pay special attention to people, to treat them professionally according to principles of human resource management. The main investment is human resource. Their motivation should be a constant concern for all organizations. Among motivating factors, an increasingly important role is training courses that are part of the extensive process of training.
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HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS
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Ewa Mazanowska
2015-01-01
Full Text Available Behaviourists believe human capital is seen as the potential in people. They believe that the human resource in the organization are intangible assets embodied in the employees, not the people themselves. Behavioral economics emphasizes that people aren’t owned by the company, only their abilities and skills made available to the employer on the basis of certain legal relations which holds it to manage these assets in a rational way. Recognition of behavioral economics also highlights the aspects of development and human capital perspective, which appear in the may resource Staff in the future. These may be limited to: raise, awareness of capacity, internal aspirations, motives. Human capital management is nothing but a recognition of the relevant characteristics of the potential held within the company Staff and correct its use. As a consequence, it can bring tangible benefits to the organization.
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FRUSTRATION OF WORKING AS A PROBLEM OF HUMAN RESOURCES MANAGEMENT
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Irena Ashtalkoska
2012-12-01
Full Text Available The development of human resources that finds an important practical application in enterprises from the developed world, account facts which refer to the conclusion that satisfaction of employee can greatly contribute to increasing productivity in enterprises and in states from whole world.Enterprises should assume appropriate measures which will be concentrated on reviewing the toolkit related to management staff, especially systems of payment and organization culture if they want to avoid negative consequences caused by dissatisfaction of employees in the workplace.
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New Kids on the Block: How To Recruit, Select, and Orient School Employees.
Anderson, Mark E.; And Others
A conference presentation on the recruitment, selection, and orientation of school employees are highlighted in this paper. Part 1 describes organizing strategies for recruitment and selection, such as defining administrative roles, assessing current practices, and scheduling. Practices for attracting capable teacher candidates are presented in…
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LINKING HUMAN RESOURCES STRATEGY WITH KNOWLEDGE MANAGEMENT STRATEGY TO DRIVE MEASURABLE RESULTS
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Otilia‐Maria\tBORDEIANU
2015-06-01
Full Text Available Today the human resources are seen as a very valuable asset to achieve long-term performance. Today we understand that every employee is required to learn throughout life, so to acquire new knowledge, to process such knowledge and possibly disseminate expertise with other members of the organization. The theory on human resources in various organizations has changed over time; recommendations have become more numerous, but there is no consensus on the subject. In other words, the permanent change which defines the competitive environment of business remains a type of constant when analysing the efficiency of human resources within companies; inter-individual relations (formal and informal and the values to which each employee relates remains crucial for any theoretical construction in this area. Principles and strategies applied by organizations yesterday could prove their inefficiency today; human resource strategies in organizations today should include a separate subcomponent, we believe, i.e. knowledge management (KM strategy. This is because the competitive advantage obtained or maintained by the company depends today, in large proportion, on the type, quality and value of knowledge possessed by the organization. Therefore, organizational strategy and thus the strategy of acquisition, developing and rewarding of human resources (HR should take into account this reality from the global environment. Moreover, in the current knowledge-driven economy, organizations must know how to develop and implement knowledge-based strategies to drive measurable business results. The goal of this paper is to describe a potential relation between the overall company strategy, HR strategy and KM strategy.
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Paul, Svenja
2013-01-01
How do human resource practices strengthen open innovation activities? This inductive study of six cases led to propositions exploring that question. I thereby investigated the role of human resource management in open innovation, specifically the relation between HR practices and an employee's willingness to embrace open innovation.
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Technological Innovation and Strategic Human Resource Management: Developing a Theory.
Gattiker, Urs E.
Technological innovation affects the structure and content of jobs. Research indicates that there is a need for a theory of technological innovation and strategic human resource management considering several factors, such as an employee's beliefs about the effect of technological innovations on the quality of work life and work content.…
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Strategic Human Resource Metrics: A Perspective of the General Systems Theory
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Chux Gervase Iwu
2016-04-01
Full Text Available Measuring and quantifying strategic human resource outcomes in relation to key performance criteria is essential to developing value-adding metrics. Objectives This paper posits (using a general systems lens that strategic human resource metrics should interpret the relationship between attitudinal human resource outcomes and performance criteria such as profitability, quality or customer service. Approach Using the general systems model as underpinning theory, the study assesses the variation in response to a Likert type questionnaire with twenty-four (24 items measuring the major attitudinal dispositions of HRM outcomes (employee commitment, satisfaction, engagement and embeddedness. Results A Chi-square test (Chi-square test statistic = 54.898, p=0.173 showed that variation in responses to the attitudinal statements occurred due to chance. This was interpreted to mean that attitudinal human resource outcomes influence performance as a unit of system components. The neutral response was found to be associated with the ‘reject’ response than the ‘acceptance’ response. Value The study offers suggestion on the determination of strategic HR metrics and recommends the use of systems theory in HRM related studies. Implications This study provides another dimension to human resource metrics by arguing that strategic human resource metrics should measure the relationship between attitudinal human resource outcomes and performance using a systems perspective.
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Lack of Commitment? Work Orientations of Finnish Employees in a European Comparison
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Teemu Turunen
2014-05-01
Full Text Available It has been argued that individuals’ employment commitment, that is, their commitment to work in general is crucial in today’s labor markets where life-long employment relationships are less frequently offered by organizations. In addition, employees’ organizational commitment, that is, their commitment to their own organization is also vital for organizations and firms, affecting many areas of importance to them. This article asks how Finnish employees rank in both employment commitment and affective organizational commitment compared with employees in 15 other European countries. The data were collected in 2005–2007 through the International Social Survey Program (ISSP, Work Orientation Module III. The results show Finnish employees scoring below European averages in both types of commitment when employee-level and organizationlevel factors are taken into account. Employment commitment was highest in Norway and affective organizational commitment highest in Portugal. The perceived intrinsic rewards of the job were the strongest predictor of employment and affective organizational commitment in most of the countries researched, increasing both these types of commitment. However, the perceived social relations between management and employees were found to be the most powerful determinant of affective organizational commitment in Finland, with perceived good relations adding to the affective organizational commitment of employees. The data were analyzed mainly by means of a general linear model procedure.
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The Influence of Human Resource Management Practices on Career Satisfaction: Evidence from Malaysia
Hee, Ong Choon; Cheng, Teo Yin; Yaw, Chang Chun; Gee, Wong Vee; Kamaludin, Siti Maryam; Prabhagaran, Jasveena R.
2016-01-01
The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices (Training and Development, Compensation and Benefit, Performance Management) and career satisfaction. Data was collected through questionnaire from 80 employees of various banks in Johor Bahru, Malaysia. The results of the regression analysis showed that training and development and compensation and benefitwere significantlyrelated to employee career satisfaction. Thefindings suggested t...
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Evaluation of Activity Recognition Algorithms for Employee Performance Monitoring
Mehreen Mumtaz; Hafiz Adnan Habib
2012-01-01
Successful Human Resource Management plays a key role in success of any organization. Traditionally, human resource managers rely on various information technology solutions such as Payroll and Work Time Systems incorporating RFID and biometric technologies. This research evaluates activity recognition algorithms for employee performance monitoring. An activity recognition algorithm has been implemented that categorized the activity of employee into following in to classes: job activities and...
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HUMAN RESOURCES MOTIVATION – AN IMPORTANT FACTOR IN THE DEVELOPMENT OF BUSINESS PERFORMANCE
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NICU IOANA ELENA
2012-07-01
Full Text Available It is well known that the people of a company are a strong resource for business and that the human resource function is valuable in assisting the workforce in order to accomplish the objective of the company. The productivity of a company is strongly related to its people and its strategies. Therefore, a powerful human resources management system has started to develop in Romania as well. The people that are hired in companies bring along a wide range of qualifications, abilities and knowledge, which might as well be useless to the company needs. Some of them identify with the company and are motivated in helping reaching goals, while others see the company as a vehicle meant to satisfy their own targets. This paper touches upon the importance of human resources motivation when it comes to accomplishing individual performances and, implicitly attaining organizational performances. Many human resources scientific researchers have discussed the subject of human resources motivation, have sought to understand what prompts people and how they have been motivated. The question ‘Why do we need motivated employees?’ is so often asked by chairmen. Motivated employees help the business survive and they are more productive. When aiming at efficiency, managers must understand what motivates the employees, according to their tasks. Of all the functions of a manager, motivating human resources is probably the most complex.
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Imamoğlu, E Olcay; Beydoğan, Başak
2011-01-01
The authors (a) explored the impact of individual differences in self-orientations (i.e., relatedness and individuation) of 383 Turkish public- and private-sector employees on their basic need satisfaction at work and their well-being (i.e., life satisfaction and psychological well-being); (b) considered differences in perceived autonomy- and relatedness-supportiveness of the work contexts; and (c) tested a model in which the relationship between self-orientations and well-being is partially mediated by the perceived supportiveness of the work context and the need satisfaction of employees at work, using structural equation modeling. Results suggest that self-orientations of employees predict their well-being both directly and indirectly through the mediation of perceived supportiveness and need satisfaction provided by the work context, which seem to vary according to sector type.
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The role of human resource management in the process of total quality management implementation
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Milovanović Vesna
2014-01-01
Full Text Available Total quality management (TQM is a holistic philosophy of striving for continuous quality improvement of all processes in the company. This requires the involvement of employees and encouraging them to make proposals, take responsibility and make decisions. Successful implementation of TQM is largely determined by the quality of human resources management (HRM, which should ensure employees' commitment to continuous process improvement. Previous studies worldwide have shown that the effects of this sophisticated philosophy depend on the motivation of employees, which is created through training and rewards, financial and non-financial. The aim of this paper is to present the way in which HRM determines the effectiveness of TQM implementation, and to provide guidelines for improving such effectiveness. The paper presents the results of empirical analysis in hotels in Serbia in order to determine the value of TQM factors related to human resources. The results show that hotels must firstly improve TQM staff factors before taking action to implement TQM philosophy.
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Mostafizur Rahman
2013-07-01
Full Text Available This paper aims to investigate the impact of HRMpractices on employee satisfaction in the pharmaceutical companies ofBangladesh. A structured questionnaire was developed and distributed amoung 108employees of four pharmaceuticals companies, whereas 96 employees answeredrightly. Statistical tools like z test, mean and proportion analysis was usedto assess the impact of HRM practices on employee satisfaction. The study revealsthat employees in pharmaceutical companies are satisfied with the recruitment andselection, and training and development policy and practices of pharmaceutical companies.On the other hand, employees are dissatisfied with the human resource planning,working environment, compensation policy, performance appraisal, and industrialrelations. The study suggests that the pharmaceutical companies should developproper human resource policy and given emphasis on proper human resourcepractices to enhance the satisfaction of their employees and build them effectivehuman resources.
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Practicing natural resource management with a policy orientation
Clark, Tim W.
1992-07-01
All natural resource managers want to contribute to successful conservation programs. Having and applying an explicit policy orientation is indispensable. The policy sciences are described and a case is made that, if natural resource managers utilize this set of conceptual and applied tools in their natural resource work, their effectiveness could be enhanced. The policy sciences offer a contextual, problem-oriented, and multimethod approach to meeting complex problems. Two kinds of knowledge are needed to solve problems—substantive knowledge about the resource and process knowledge about the decision and policy processes used to derive courses of management action. The interplay of science, analysis, and politics are examined. The wildlife management community is used to illustrate many points, including the important role implementation plays in the overall policy process.
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Development of a Centralized Human Resource Information System of Cavite State University
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Jeffrey F. Papa
2016-08-01
Full Text Available This study focused in the automation and improvement of the Human Resource services. This includes managing of employees’ records, facilitating requests and processing of leave credits in accordance to the Civil Service Commission (CSC rules and regulation, tracking the employees' performance and skills, generating reports needed, and analyzing of employee information that will help in the decision making. This also includes attendance monitoring using biometrics, calculation of tardiness and absences of employees, and processing and printing of payroll. The system is developed using Visual Basic.Net, as the main programming language, SQL Server 2008 for back end database, MS Word and MS Excel for all needed reports. Two (2 units of computers that served as server and client, network devices and finger print biometric scanner completed the set-up of the developed system. The developed system consists of three (3 major application software or modules such as the Human Resource Information System, the Fingerprint Attendance System and the Payroll Alert System. The Human Resource Information System is used in the processing of employee records of the HR office. The Fingerprint Attendance System is used for getting the employee’s time-in and time-out for their attendance. The Payroll Alert System is used in notifying the accounting staff to generate the payroll on time. Test results based on efficiency in terms of CPU and memory usage, processing speed and accuracy of data, and consistency of outputs turned out favorable to the system. Forty respondents composed of faculty and administrative personnel of Cavite State University rated the system as “Excellent” with an overall mean of 4.73. It signifies that the developed system is acceptable and functions according to its preferred specifications.
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Peter Mihaly
2014-01-01
Full Text Available Human work provided for tourists is an indispensible element and, in a sense, the very soul of tourism services, and its quality highly influences what image is formed of the travel. By today, the significance of qualified human resources in tourism has been more and more appreciated in Hungary, as one of the conditions of realising internationally competitive tourism is the presence and development of quality human resources. Language knowledge and professional knowledge can make employees more qualified and more in demand both abroad and in the Hungarian labour market. Based on international statistics, it can be stated that the main target countries of Hungarian employees are Germany, Great Britain and Austria. The majority of Hungarian employees in these countries find jobs in the catering sector. The present study was conducted in 2012 with the aim of surveying the target countries of finding employment in case of the Szeged human resources of tourism. 874 people working in the Szeged tourism sector were involved in the survey. The data of the participants were examined according to local touristic structure, age group and highest school qualifications. The survey included those as well who had qualifications in tourism and catering.
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Harun Demirkaya
2013-09-01
Full Text Available This study analyzes the social code of conduct as a determinant of ethical conduct on human resources practices in terms of strategic management and investigates how effective the factor of social conduct is in the human resources managers’ decisions and actions. As a result, it has been seen that human resources managers have a positive attitude towards the employees having advanced social conduct and confirmed that the employees having advanced social conduct have an advantage over their peers in many organizational practices beginning from the recruitment process.
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Developing Distributed System With Service Resource Oriented Architecture
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Hermawan Hermawan
2012-06-01
Full Text Available Service Oriented Architecture is a design paradigm in software engineering with which a distributed system is built for an enterprise. This paradigm aims at providing the system as a service through a protocol in web service technology, namely Simple Object Access Protocol (SOAP. However, SOA is service level agreements of webservice. For this reason, this reasearch aims at combining SOA with Resource Oriented Architecture in order to expand scalability of services. This combination creates Sevice Resource Oriented Architecture (SROA with which a distributed system is developed that integrates services within project management software. Following this design, the software is developed according to a framework of Agile Model Driven Development which can reduce complexities of the whole process of software development.
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Reza Behmanesh
2012-06-01
Full Text Available Development and management of human capital is an important task because it affects the performance of organization and hence the process improvements. However, it is necessary to deploy performance evaluation to prioritize improvable processes due to limited human resource, time and equipments. The objective of this research is to evaluate performance of the developed and managed human capital based upon the predetermined key performance indicators of American Productivity and Quality Center (APQC and to prioritize processes by Importance-Performance Analysis (IPA approach. As a case study, Esfahan Oil Refining Company (EORC has been studied. In order to analyze hypotheses, the state of human resource has been determined through data extracting among the best practice industries, and hence the strengths and weaknesses of the EORC have been identified. Finally, fuzzy numbers have been assigned to the Key Performance Indicators (KPIs and then the processes have been measured using the average value of its related KPIs. Consequently, the importance of the developed and managed human capital processes could be determined using the five points Likert spectrum. The reliability of the questionnaire has been determined by the Cronbach's Alpha of higher than 0.7, which is satisfactory. Findings imply that 10 out of 35 HCM processes in needs of improvement are prioritized as managing employee performance managing employee relations managing employee orientation and deployment developing and managing employee metrics developing and training employees managing employee communication managing human resource information systems (HRIS managing and maintaining employee data managing employee inquiry process and developing and managing time and attendance.
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Ethical human resource management: a critical analysis
Khan, Muhammad
2014-01-01
In modern day, Human Resource Management (HRM) is seen as a mere variant of management control aiming intentionally to ‘colonize’ the identity of the individual employee which points to the contradictions between the idealised HRM theories and its practice commonly referred to as the difference between rhetoric and reality. These critical analyses suggest that HRM reflects a historical shift in the way work is defined and managed and research has to be undertaken on how morality and ethics ma...
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Human Resource Predictive Analytics HRPA For HR Management In Organizations
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Sujeet N. Mishra
2015-08-01
Full Text Available Human resource predictive analytics is an evolving application field of analytics for HRM purposes. The purpose of HRM is measuring employee performance and engagement studying workforce collaboration patterns analyzing employee churn and turnover and modelling employee lifetime value. The motive of applying HRPA is to optimize performances and produce better return on investment for organizations through decision making based on data collection HR metrics and predictive models. The paper is divided into three sections to understand the emergence of HR predictive analytics for HRM. Firstly the paper introduces the concept of HRPA. Secondly the paper discusses three aspects of HRPA a Need b Approach amp Application c Impact. Lastly the paper leads to the conclusion on HRPA.
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An investigation on effective factors influencing employee performance: A case study
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Hamid Reza Alavi
2013-06-01
Full Text Available Human resources are considered as one of the key components of any organization to reach its objectives. Human resources help organization performance doing organizational duties and making employees’ improvement. Because of this, employee performance appraisal has changed to one of the most important issues for top managers. Performance appraisal is necessary to select useful strategies for increasing productivity of human resource management along with productivity of employee to get strategic targets. In this study, we extract effective factors on increasing of employee performance and subsequently, present some suggestions to managers of academic organizations. The study was performed on some employees who worked for Islamic Azad University in 2013. Cronbach alpha was equal to 99.4% for employee performance appraisal, which confirmed the overall survey. To recognize key factors we used path analysis technique too. The results of the study revealed that in this school, employee performance in practical field was higher than expected, but in terms of operational and behavioral fields, they were in the middle stage.
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ANCA-IOANA MUNTEANU
2015-02-01
Full Text Available This paper is purely theoretical, having as starting points both existing information in the literature and their correlations. The text does not have a generalized, but represent personal opinions and conclusions. Critically analyzing the definitions given in the literature the term "strategic human resource management ", we found that most of them referred to the involvement he has it in obtaining competitive advantage of an organization. Also, starting from the study of different approaches to strategic management of human resources, we can see that besides the role that obtain competitive advantage, it supports innovative activity of a company. So we can talk about a link between strategic management of human resources, innovation and achieving competitive advantage. By presenting how strategic human resource management can be implemented in an organization, its high performance practices for human resources, it demonstrates that they support employee creativity through free expression of ideas, involvement in decision making, resulting in the way to innovation and thus to obtain competitive advantage. This work, theoretical, was completed by a presentation that show the interdependencies that exist between the three think elements: strategic human resources management, innovation, competitive advantage.
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Multiplex network analysis of employee performance and employee social relationships
Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene
2018-01-01
In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.
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Perceptions of Chinese and Tanzanian employees regarding intercultural collaboration
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Claude-Hélène Mayer
2017-10-01
Full Text Available Orientation: Chinese organisations have a long tradition of operating in Tanzania, and even today, Tanzania is the gateway for Chinese interests entering sub-Saharan markets. Research purpose: The purpose of this article was to explore and understand the perceptions of Chinese and Tanzanian employees working in a private Chinese organisation in Tanzania. Motivation for the study: The authors would like to contribute to the discourse on Chinese and Tanzanian collaboration in southern Africa to improve context-based intercultural collaboration from a human resource management perspective. Research design, approach and method: The study used a case study approach within a hermeneutical research paradigm. Data were collected through semi-structured interviews and observation in a selected private Chinese organisation. Data were analysed by content analysis using Terre Blanche’s five-step model of content analysis. Main findings: The findings show that intercultural collaboration is a challenge for both Chinese and Tanzanian employees. Chinese employees share a mostly positive view of their organisation, while Tanzanians tend to be more critical. Members of both groups, however, feel that intercultural collaboration could improve if members of ‘the other group’ made recommended changes. Despite this, both groups adhere to their perceptions of ‘the other’ and maintain a favourable view of the self. Practical/managerial implications: Chinese organisations need to create opportunities for the improvement of intercultural collaboration by reflecting on the self and ‘the other’ in terms of understanding thought styles, experiences, knowledge, and the impact of cultural values on collaboration behaviour. As such, cultural knowledge-sharing might contribute to a sustainable long-term intercultural collaboration. Contribution: The study contributes to filling the gap of in-depth qualitative research on perceptions of Chinese and Tanzanian
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Analysis of Employee's Survey for Preventing Human-Errors
Energy Technology Data Exchange (ETDEWEB)
Sung, Chanho; Kim, Younggab; Joung, Sanghoun [KHNP Central Research Institute, Daejeon (Korea, Republic of)
2013-10-15
Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses.
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Linkage between psychological contract and employee retention ...
African Journals Online (AJOL)
... initiating organizational culture that promotes transparency on policies and procedures that effect employees and creating a humane work environment that accommodates cooperation, consensus and employees' participation. This is necessary if organizations need to maintain their vibrant and resourceful workforce that ...
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Human Resource Management: The need for theory and diversity
Weber, Wolfgang; Kabst, Rüdiger
2004-01-01
Human Resource Management as an academic discipline needs to be theoretically grounded, i.e. it requires support through theories, theory-driven empirical research and critiques. In doing so, different theoretical perspectives are addressed suggesting a problem-orientated theory selection which leads inevitably to theoretical diversity.
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Development of Human Resources Using New Technologies in Long-Life Learning
Directory of Open Access Journals (Sweden)
Micu Bogdan Ghilic
2011-01-01
Full Text Available Information and communication technologies (ICT offer new opportunities to reinvent the education and to make people and makes learning more fun and contemporary but poses many problems to educational institutions. Implementation of ICT determines major structural changes in the organizations and mental switch from bureaucratic mentality to customer-oriented one. In this paper I try to evaluate methods of developing the lifelong learning programs, impact to human resources training and development and the impact of this process on educational institutions. E-learning usage in training the human resources can make a new step in development of the education institutions, human resources and companies.
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DEFF Research Database (Denmark)
Knudsen, Mette Præst; Schleimer, Stephanie
should be hired. For the latter case, these employees’ individual careers must be developed internally once hired. The paper therefore carries important implication for the innovation management literature and related human resource practices at different organizational levels.......This study examines how manufacturing firms should organize their human resources by maximizing the value of individual employees for different forms of innovations. In particular, it examines the hiring, developing, and structural organization of human resources for optimizing different innovation...... the value of human resource hiring and developing practices for new product development success; organizations will find it more beneficial to invest predominantly in employees with the highest possible educational level, whilst for product-related service innovations; employees with more general skills...
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Peranan Komitmen Organisasi dan Employee Engagement terhadap Kesiapan Karyawan untuk Berubah
Directory of Open Access Journals (Sweden)
- Zulkarnain
2014-06-01
Full Text Available This study had two objectives, the first was to find out the role of organizational commitment and employee engagement to readiness for change. Second was to find out the determinants of readiness for change based on aspects of organizational commitment (i.e., identification, involvement, and loyalty and dimensions of employee engagement (i.e., organization, leadership, team member, job and individual. Self-administered questionnaires were used to measure the three variables. There were 206 plantation employees involved in this study. The result showed that organizational commitment and employee engagement contributed to employee readiness for change. This study also found two aspects of organizational commitment and two dimensions of employee engagement contributing to employee readiness for change. This study could be the guidelines for the policy makers in implementing policies of better human resources. Keywords: organizational commitment, employee engagement, readiness for change, plantation employees, human resource
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Human Capital Quality and Development: An Employers' and Employees' Comparative Insight
Directory of Open Access Journals (Sweden)
Neagu Olimpia
2016-09-01
Full Text Available The aim of the paper is to compare the employers' and employees' insights on human capital quality defining and human capital development at organisational level, based on a survey carried out in the county of Satu Mare, Romania. Our findings show that as human capital buyers, employers understand by human capital quality professional background and skills, professional behaviour and efficiency and productivity for the organisation. As human capital sellers, for employees human capital quality means health and the ability to learn and to be suitable to the job requirements. Regarding the opportunities to develop the organisational human capital, the views of employers and employees are very different when the level of discussion is international (macro-level. Employees consider that the international environment has a greater impact on human capital development in their organisation as the employers.
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Human Resource Management in COSO Internal Control: Integrated Framework
Uysal, Gürhan
2010-01-01
COSO perceives human resource management (HRM) as an organizational governance technic. Because COSO aims to increase efficency and effectiveness of business operations, reliability of financial reporting, and compliance with applicable laws and regulations. Therefore, for example, in COSO HRM policy and practices should enable organizations to achieve organizational goals and objectives. Moreover, HRM is to find out best-ability and capable employees for managerial positions. In addition, or...
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Horgan, Justine
2003-01-01
Does high performance human resource management deliver superior organisational performance and if so, how would this come about? Do these practices make a difference to employee work performance and cooperation? Could all companies, regardless of their context, benefit from these HR practices and
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Human resource management and performance in a developing country : the case of Eritrea
Karsten, Luchien; Ghebregiorgis, F.
This study investigates the relationship between human resource management (HRM) practices and organizational performance. Results based on a sample of 82 organizations from private and public sectors in Eritrea indicate that some of the practices have a significant impact on employee turnover,
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Lewis, Jeffrey S.; Geroy, Gary D.
2000-01-01
Discusses six entry points to initiate discussion of employee spirituality in management education: cross-cultural management, workplace diversity, leadership, team management, organizational culture, and human resource development. (SK)
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Flexible work designs and employee well-being: examining the effects of resources and demands
ter Hoeven, C.L.; van Zoonen, W.
2015-01-01
Advances in communication technology continue to expand the possibilities for redesigning work environments to allow for temporal and spatial flexibility. Although flexible work designs (FWDs) are typically launched with high expectations, recent research shows that FWDs also pose challenges to employees and can even impede employee well-being. Based on the Job Demands-Resources model, we argue that FWDs offer both advantages (FWD-related resources) and challenges (FWD-related demands) to emp...
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HUMAN RESOURCES MANAGEMENT IN ADVERTISING AGENCY
Directory of Open Access Journals (Sweden)
Cristina LEOVARIDIS
2009-01-01
Full Text Available The paper presents advertising agencies as a new type of knowledge-basedorganizations (knowledge-intensive organizations, whose essential resourceis its people with their competences, in conditions in which in the presentsociety knowledge is becoming the most important source of competitiveadvantage for current organizations. Such professional services firms have topractice a particular type of management, focused on their employees, onthier aspirations and satisfaction, therefore the component processes of thehuman resources management (recruitment, selection, integration, motivationetc. have a particularly important role in obtaining employees’ loyalty andincreasing their performance and consequently in the survival anddevelopment of the company. The empirical research used case studiesbased on in-depth interviews with managers in Bucharest advertisingorganizations, but also a survey through questionnaire sent by e-mail toadvertisers across the country, to provide a clear picture on thecharacteristics of human resources management in Romanian advertisingagencies.
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Riechmann, M; Stahl, K
2013-05-01
The aim of this study was the validation of a questionnaire specially developed for the German health-care market to measure workplace-related satisfaction of all employees in direct or indirect contact to patients. Beside this, its suitability for use in human resource and quality management was tested. Based on data from a postal survey of 38 054 employees from 37 hospitals a psychometric evaluation was done via exploratory factor analysis and reliability as well as regression analysis. For testing the capability to differentiate, subgroup analyses were conducted. 14 factors (Cronbach's alpha between 0.6 and 0.9) were extracted, explaining 44% of the variance. The factors leadership and organisational culture, conditions of employment, work load and relationship to direct line manager had the strongest influence on overall employee satisfaction. Age, gender, employment status, and senior position influence job satisfaction or relevant satisfaction-related factors. Psychometric properties, the ability to differentiate between employee groups and practicability render the questionnaire well suited for use in human resource and quality management of hospitals. © Georg Thieme Verlag KG Stuttgart · New York.
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Dr. Neha Sharma; Ms. Avni Sharma
2017-01-01
The success and the failure of any business as a matter of fact depend largely on the employees: thus human resources are very essential to the organization as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly and indirectly has an impact on their performance and development of the organization. De motivated employees under no circumstances will churn out decreased performa...
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Directory of Open Access Journals (Sweden)
Emanoil Muscalu
2016-10-01
Full Text Available The success or failure of an organization is intrinsically linked to how managers treat their employees. The role of motivation is not just to make people work, but to make them work well, causing managers to use in full physical and intellectual resources. Where there is motivation, there is productivity and performance, and people are happy. In other words, everyone wins. Motivation and retention are crucial in the success of not only at the organization level, but also at the level of any department, project or plan and, arguably, are one of the most important areas of responsibility of a manager.
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Martinaityte, Ieva; Sacramento, Claudia; Aryee, Samuel
2016-01-01
Drawing on self-determination theory, we proposed and tested a cross-level model of how perceived creativity-oriented high-performance work systems (HPWS) influence customer satisfaction. Data were obtained from frontline employees (FLEs), their managers, and branch records of two organizations (retail bank and cosmetics) in Lithuania. Results of multilevel structural equation modeling analyses revealed partial support for our model. Although perceived creativity-oriented HPWS related to crea...
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Human Capital Development Policies: Enhancing Employees Satisfaction
Wan, Hooi Lan
2007-01-01
Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…
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The job demands-resources model of work engagement in South African call centres
Directory of Open Access Journals (Sweden)
Yolandi Janse van Rensburg
2013-09-01
Full Text Available Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives. Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement. Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies. Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed. Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement. Practical/managerial implications: Both the content and
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The job demands-resources model of work engagement in South African call centres
Directory of Open Access Journals (Sweden)
Yolandi Janse van Rensburg
2013-09-01
Full Text Available Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives.Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement.Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies.Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed.Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement.Practical/managerial implications: Both the content and
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Impact of human resource practices on the organizational performance in nestle pakistan
International Nuclear Information System (INIS)
Tayyaba, A.; Fiaz, M.; Shoaib, M.
2015-01-01
This study analyses the contribution effect of HRM (Human Resource Management) practices such as T and D (Training and Development), R and S (Recruitment and Selection), PA (Performance Appraisal System), CPD (Career Planning and Development), CMP (Compensation) and EP (Employee Participation) on the employee performance in Nestle Pakistan. It also elaborates the impact of employee performance on the OP (Organizational Performance). The results conclude the significantly positive relationship of the HRM Practices with the OP with a considerable influence on employee performance as a mediator.300 respondents are selected for the analysis from target population of all the professionals, working on 1st and 2nd level management through random sampling. We proposed that the conceptual results of the study are highly significant for the practitioners and researchers for future research. (author)
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Impact of Human Resource Practices on the Organizational Performance in Nestle Pakistan
Directory of Open Access Journals (Sweden)
Asma Tayyaba
2015-01-01
Full Text Available This study analyses the contribution effect of HRM (Human Resource Management practices such as T&D (Training and Development, R&S (Recruitment and Selection, PA (Performance Appraisal System, CPD (Career Planning and Development, CMP (Compensation and EP (Employee Participation on the employee performance in Nestle Pakistan. It also elaborates the impact of employee performance on the OP (Organizational Performance. The results conclude the significantly positive relationship of the HRM Practices with the OP with a considerable influence on employee performance as a mediator.300 respondents are selected for the analysis from target population of all the professionals, working on 1st and 2nd level management through random sampling. We proposed that the conceptual results of the study are highly significant for the practitioners and researchers for future research
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Timing of nurses activities: human resources management
Directory of Open Access Journals (Sweden)
Hamid Hosein Poor
2016-11-01
Full Text Available Costs of human resources include a high percentage of hospital’s costs; therefore, determination of number of real and optimal employees needed for organizations is very important. In the meantime, the optimal organization of nurses, as the biggest human resource in health care organizations, is of great importance. The present study aimed to assess the distribution of nurses’ activities in shifts and the results of productivity in human resources management in Imam Khomeini hospital in Shirvan. The present cross-sectional study was conducted in 2016. All nurses, working in three shifts of morning, afternoon, and evening in emergency unit and general units of Imam Khomeini hospital, Shirvan, were enrolled into the study through census methods. The instrument, used in this study, was the checklist of timing activities and patients’ satisfaction from nurses. The statistical software SPSS was used for analysis. Mean age of employees in these two units/wards was 31 years and mean duration of work experience was 5.24 years, The difference was significant between the two wards. necessity of the work, especially in emergency unit, are issues that need more assessment and need to be adjusted. Given the high volume of non-care matters of nursing staff, including writing services, including completing paper records and work with HIS (Hospital Information System, which has been emphasized in several studies, new definition of service and use of artificial intelligence with high efficacy is proposed. The status of the available equipment, availability, and efficiency of digital equipment and hoteling state of wards and hospitals also play an important factor in the distribution of time of nursing care activities. Employment of nurses to perform non-nursing duties, because of the shortage of other classes or lack of their permanent presence and based on Although there were differences in standard time of direct and indirect care in emergency unit and
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Human-Oriented Leadership and Organizational Commitment in US Subsidiary Company Based in Sarawak
Directory of Open Access Journals (Sweden)
Azman Ismail
2016-11-01
Full Text Available This article was conducted to examine the relationship between human-oriented leadership (HOL and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment has enhanced employees’ commitment to the organization.
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Analysis of human resources in science and technology in ICT companies–case of Croatia
Directory of Open Access Journals (Sweden)
Jelena Horvat
2014-12-01
Full Text Available This paper integrates theories and findings of the level of tertiary educated workforce, the human resources in science and technology and skills that are desirable in employees from in the information and communication technologies (ICT sector. It is important to examine the real situation on the labor market in the ICT sector, which is often referred to as the key to overcoming the crisis and the future of national economy. Basic statistical elements, upon which to predict future demand for human resources in science and technology (HRST, are people who enter tertiary level of education (inputs or are already in the system (throughputs, but until graduation are not considered HRST’s (outputs. Analysis is based on a sample of 56 small companies in ICT sector in Croatia. This paper presents the overview of the situations of human resources in small companies ICT sector in Croatia. Existing literature on HRST, employee’s skills and ICT sector is reviewed in the light of this analysis, in order to better understand current employment structure and desirable competencies of future employees of small companies in the ICT sector in Croatia.
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Relationship between protean career orientation and work-life balance: A resource perspective
Direnzo, Marco S.; Greenhaus, Jeffrey H.; Weer, Christy H.
2015-01-01
The article of record as published may be found at http://dx.doi.org/10.1002/job.1996 Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work-life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work-life balance among a sample of 367 college-educated employees in the Unite...
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Competency-based training model for human resource management and development in public sector
Prabawati, I.; Meirinawati; AOktariyanda, T.
2018-01-01
Human Resources (HR) is a very important factor in an organization so that human resources are required to have the ability, skill or competence in order to be able to carry out the vision and mission of the organization. Competence includes a number of attributes attached to the individual which is a combination of knowledge, skills, and behaviors that can be used as a mean to improve performance. Concerned to the demands of human resources that should have the knowledge, skills or abilities, it is necessary to the development of human resources in public organizations. One form of human resource development is Competency-Based Training (CBT). CBT focuses on three issues, namely skills, competencies, and competency standard. There are 5 (five) strategies in the implementation of CBT, namely: organizational scanning, strategic planning, competency profiling, competency gap analysis, and competency development. Finally, through CBT the employees within the organization can reduce or eliminate the differences between existing performance with a potential performance that can improve the knowledge, expertise, and skills that are very supportive in achieving the vision and mission of the organization.
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Scotti, Dennis J; Harmon, Joel; Behson, Scott J
2009-01-01
This study assesses the importance of customer-contact intensity at the service encounter level as a determinant of service quality assessments. Using data from the U.S. Department of Veterans Affairs, it shows that performance-driven human resources practices play an important role as determinants of employee customer orientation and service capability in both high-contact (outpatient healthcare) and low-contact (benefits claim processing) human service contexts. However, there existed significant differences across service delivery settings in the salience of customer orientation and the congruence between employee and customer perceptions of service quality, depending on the intensity of customer contact. In both contexts, managerial attention to high-performance work systems and customer-orientation has the potential to favorably impact perceptions of service quality, amplify consumer satisfaction, and enhance operational efficiency.
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T. Usha Priya; T. Shakthi Eshwar
2014-01-01
In the current competitive business environment, the banking companies are facing a lot of challenges and among these issues, getting the right employees and retaining them is one of the most important ones. In addition, today, the benefit of human resource is measured to be one of the most important advantages of any organization; and in order to acquire the results with the highest efficiency and effectiveness from human resource, motivation of employee is very essential. In fact, employees...
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Increasing Awareness of Insider Information Security Threats in Human Resource Department
Burcin Cetin Karabat; Cagatay Karabat
2012-01-01
An insider threat for companies is defined as a threat caused by malicious user who is an employee company. In recent years, there are number of work on insider threats in information security technologies. These works shows that companies should increasingly and seriously should take into account these threats. Human factors in companies constitute one of the weakest links in information security technology and its products used in human resource (HR) management departments. In the literatur...
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Nuclear human resource projection up to 2030 in KOREA
International Nuclear Information System (INIS)
Min, Byung Joo; Lee, Man Ki; Nam, Kee Yung; Jeong, Ki Ho
2011-01-01
The prospects for growth of the nuclear power industry in Korea have improved remarkably as the demand for energy increases in stride with economic development. Meanwhile, as nuclear energy development is enhanced, nuclear technology has also improved evolutionarily and innovatively in the areas of reactor design and safety measures. As nuclear technology development in Korea advances, more human resources are required. Accordingly, the need for a well-managed program of human resource development (HRD) aimed at assuring needed capacities, skills, and knowledge and maintaining valuable human resources through education and training in various nuclear-related fields has been recognized. A well-defined and object-oriented human resource development and management (HRD and M) is to be developed in order to balance between the dynamics of supply and demand of the workforce in the nuclear industry. The HRD and M schemes include a broad base of disciplines, education, sciences, and technologies within a framework of national sustainable development goals, which are generally considered to include economics, environment, and social concerns. In this study, the projection methodology considering a variety of economic, social, and environmental factors was developed. Using the developed methodology, medium- and long-term nuclear human resources projections up to 2030 were conducted in compliance with the national nuclear technology development programmes and plans
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What do social processes mean for quality of human resource practice?
DEFF Research Database (Denmark)
Nielsen, Kjeld; Pedersen, Louise Møller
2014-01-01
Well implemented Human Resource Practice (HRP) is linked to increased performance, innovation, and the well-being of both managers and employees. In the literature, a distinction between the hard and the soft HRM-models is drawn: the hard model focuses on employees as a cost, whereas the soft HRM......-model treats them as a potential (Nielsen 2008a). However, little is known about the informal aspects of HRP and which social processes actually lead to implementation success or failure. The purpose of this paper is to develop a concept of social processes between managers and employees which can increase...... of the quality of HRP. Moreover, a good psychological working environment and systematic priority of HRP are essential contextual factors which can enable or hinder social processes. Otherwise, production pressure and power relations between managers and employees can hinder the implementation of the new concept...
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EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS
Directory of Open Access Journals (Sweden)
VNOUČKOVÁ, Lucie
2013-09-01
Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.
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Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model
van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.
2009-01-01
Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…
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An Exploratory Study of the Role of the Human Resource Information System Professional
Bradley, Sapora L.
2017-01-01
The increasing implementation of technology applications into the workplace has substantiated the need for adept professionals who can manage HR technology for employees and provide data about the organization. For some companies, these professionals are found within the human resources department. These information systems professionals combine…
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Strategic Human Resources Management
Directory of Open Access Journals (Sweden)
Marta Muqaj
2016-07-01
Full Text Available Strategic Human Resources Management (SHRM represents an important and sensitive aspect of the functioning and development of a company, business, institution, state, public or private agency of a country. SHRM is based on a point of view of the psychological practices, especially by investing on empowerment, broad training and teamwork. This way it remains the primary resource to maintain stability and competitiveness. SHRM has lately evolved on fast and secure steps, and the transformation from Management of Human Resources to SHRM is becoming popular, but it still remains impossible to exactly estimate how much SHRM has taken place in updating the practices of HRM in organizations and institutions in general. This manuscript aims to make a reflection on strategic management, influence factors in its practices on some organizations. Researchers aim to identify influential factors that play key roles in SHRM, to determine its challenges and priorities which lay ahead, in order to select the most appropriate model for achieving a desirable performance. SHRM is a key factor in the achievement of the objectives of the organization, based on HR through continuous performance growth, it’s a complex process, unpredictable and influenced by many outside and inside factors, which aims to find the shortest way to achieve strategic competitive advantages, by creating structure planning, organizing, thinking values, culture, communication, perspectives and image of the organization. While traditional management of HR is focused on the individual performance of employees, the scientific one is based on the organizational performance, the role of the HRM system as main factor on solving business issues and achievement of competitive advantage within its kind.
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International Nuclear Information System (INIS)
Kim, Bong Chul; Kim, Ji Hyun; Chung, Woon Kwan
2015-01-01
This study examines mutual perceptions between general public and nuclear plant employees on understanding nuclear policy communication applying the co-orientation model. The total of 414 responses were analyzed including 211 of the general public and 203 of plant employees. Results indicate that agreement between general public and plant employees is relatively high, in that general public tends to have negative evaluation to nuclear policy communication, but plant employees tends to have positive one. In terms of congruence, general public perceive that plant employees might have more positive evaluation than themselves, and nuclear plant employees perceive that general public might have more negative evaluation than themselves. Finally, in terms of accuracy, general public accurately estimate how nuclear plant employees perceive on policy communication, whereas nuclear plant employees unaccurately estimate how general public perceive on policy communication
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Energy Technology Data Exchange (ETDEWEB)
Kim, Bong Chul; Kim, Ji Hyun; Chung, Woon Kwan [Chosun University, Gwangju (Korea, Republic of)
2015-02-15
This study examines mutual perceptions between general public and nuclear plant employees on understanding nuclear policy communication applying the co-orientation model. The total of 414 responses were analyzed including 211 of the general public and 203 of plant employees. Results indicate that agreement between general public and plant employees is relatively high, in that general public tends to have negative evaluation to nuclear policy communication, but plant employees tends to have positive one. In terms of congruence, general public perceive that plant employees might have more positive evaluation than themselves, and nuclear plant employees perceive that general public might have more negative evaluation than themselves. Finally, in terms of accuracy, general public accurately estimate how nuclear plant employees perceive on policy communication, whereas nuclear plant employees unaccurately estimate how general public perceive on policy communication.
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Perancangan SIMRS Terintegrasi Modul Human Resource Development Pada Rumah Sakit Pendidikan
Directory of Open Access Journals (Sweden)
A.A Primaningrat Gita Puspita
2015-11-01
Full Text Available Human resources at the hospital consists of many kind of disciplines and professions that can be divided into Medical and Non-Medical Personnel. Management Information System Human Resource Development Module needed to accelerate and facilitate the processing of employee data and helpful for management decision making. The module also needs to be integrated with the Payroll Module to facilitate the process of Payroll and remuneration in the hospital. Stage of the system design was conducted by TAS (Total Architecture Syntesis, they are the determination of initial scope, determination of needs, determination of business processes, system design, and evaluation. Human Resource Development Module contains the data collection process, transfer, performance assessment, absences, schedulin, hiring, and reporting. Payroll module contains Payroll and remuneration. This work described by Data Flow Diagrams, Database Structure, and User Interface Design. This design can be used as guidelines for programmers in the manufacture of Hospital Information System are integrated.
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Capitalism, Identity Politics, and Queerness Converge: LGBT Employee Resource Groups
Githens, Rod P.
2009-01-01
Lesbian, gay, bisexual, and transgender (LGBT) employee resource groups have brought about substantial organizational change within corporations. Capitalist structures have enabled these changes to occur more quickly in the private sector than within the public sector. In this article, I explore how capitalism has converged with two approaches of…
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Human resource training and development. The outdoor management method.
THANOS KRIEMADIS; ANNA KOURTESOPOULOU
2008-01-01
In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD). For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development ...
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Handayani, Tri
2015-01-01
Human resources is one of the important aspect in the management. Thereover recruitment must be accommodate by management, in order to achieve the companys goal. Employees behavior at work will influence employees output. Currently, the company is not only recruit a permanent employees but also hire a temporary employee. The objectives of this research to measure if there are significant differences in work attitudes between permanent employees and temporary employee in the Bank Sulut. Th...
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THE ANALYSIS OF HUMAN RESOURCES MANAGEMENT (HRM IN MARITIME AFFAIRS
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Goran Vučur
2016-12-01
Full Text Available Specifics of human resources management in maritime affairs is reflected in the fact that part of the staff of enterprises is displaced on ships which represent a specific and isolated environment. Specifics of human resources management on ships are focused to decision-making in crisis situations, the deployment of personnel and work load, and giving orders to perform certain tasks. In this context it is necessary to examine the management of human resources which should include managing, motivation, rewarding, communication, education, advancement, decision-making and employee satisfaction in the specific environment. The aim of the research is to analyze the above stated parameters and connect them with the characteristics of companies in the sector of maritime logistics. The purpose of this paper is to provide an insight into the human resources management in companies involved in logistics in maritime transport i.e. delivery and transport of goods. Taking into account their differences, it can be concluded that companies in the maritime industry have different human resource management systems, which affects the company's business. The research methodology is based on the collection of data through questionnaires and databases created from them. The study included a total of 31 companies. According to the collected data, statistical analysis will be conducted which will be based on correlation and descriptive statistics. The analysis of the theoretical basis has not confirmed the existence of similar studies that take into account the observation of human resources management on ships. Therefore, it can be concluded that the research will be of interest for the field of business logistics as well as the whole scientific and professional community. Recommendations related to the current and future human resource management in maritime companies will be given in the conclusion.
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Tumbuan, Willem J.F. Alfa; Simanjorang, Monica Indrayanti
2016-01-01
An organization or companys best asset is human resource or in this case is employee, because employee performance is related to organization or companys performance. Performance allowance as a employees benefits program that is very important in order to realize the goal of the company. The type research is a quantitative research. The purpose of this research is to determine the effect of performance allowance and employee development in KPKNL Manado, simultaneously and partially. The...
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Rumokoy, Farlane S.; Lumempow, Irta
2015-01-01
An organization or companys best asset is human resource or in this case is employee, because employee performance is related to organization or companys performance. So, to improve employee performance, company needs people who have expertise and unique capabilities that are in line with companys visions and missions. The purpose of this research is to find out the effect of leadership style, organizational culture, employee development and training on employee performance in PT. PLN (...
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Enhancing Resources at the Workplace with Health-Promoting Leadership.
Jiménez, Paul; Bregenzer, Anita; Kallus, K Wolfgang; Fruhwirth, Bianca; Wagner-Hartl, Verena
2017-10-20
Leaders engaging in health-promoting leadership can influence their employees' health directly by showing health awareness or indirectly by changing working conditions. With health-promoting leadership, leaders are able to support a healthy working environment by providing resource-oriented working conditions for their employees to support their health. Changing working conditions in a health-supportive way can prevent possible negative consequences from critical working conditions (e.g., burnout risk). The present study examined the relationship between health-promoting leadership and the employees' resources, stress and burnout. To analyze our proposed model, structural equation modelling was conducted in two samples. The resulting model from the first sample of 228 Austrian workers was cross-validated and could be verified with the second sample (N = 263 Austrian workers). The results supported a model in which health-promoting leadership has a strong direct effect on the employees' resources and an indirect effect on stress and burnout, which was mediated by resources. The results indicate that health-promoting leadership describes the leaders' capability and dedication creating the right working conditions for their employees by increasing the employees' resources at the workplace. This in turn minimizes the risk of experiencing burnout.
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The worker of the future. A system outlines the competencies its employees will need.
Hill, K; Meyer, B
1998-01-01
In 1993, Sisters of Mercy Health System-St. Louis (SMHS), having asked itself what kind of employees it would need in the twenty-first century, established a Worker of the Future Task Force to develop tentative answers. The task force began by making projections concerning healthcare, studying the strategic plans of SMHS's members, and surveying its employees. It learned that the system should help workers see how change could benefit them. Next, the task force studied the cultural history of the Sisters of Mercy, developing from it Six Guiding Principles for the evaluation of employee performance. From these principles, the task force derived Twelve Competencies that SMHS will seek in future workers. In 1995 the system's education leaders, with the aid of an internal training organization, decided to develop 17 training modules based on these guiding principles and competencies. Since then, more than 85 SMHS employees have been trained to help coworkers develop customer service skills and other competencies. SMHS has also incorporated the competencies in its job descriptions and performance evaluations, added the Worker of the Future curriculum to its orientation program for new employees, and is currently developing Worker of the Future training sessions for human resources personnel who interview prospective employees.
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Directory of Open Access Journals (Sweden)
Shibiru Ayalew Melesse
2016-12-01
Full Text Available A large body of research suggests that high performance work systems (HPWSs that enhance employees’ competencies, and motivate them, leads to competitive advantage. HPWPs are radically not ‘new practices’; they have been around for many years and have already been adopted by various organizations. However, the link between HPWS adoption & firm performance is yet blurred. The aim of this paper was to examine the moderating role of employees’ HR attributions on the relationship between adoption of HPWSs and firm performance. The current paper argues that human resource (HR attribution of employees moderates the relationship between HPWS and firm performance such that the effective adoption of high performance work systems in an organization partly depends on the type of employees’ attributions (commitment versus control of HR practices in the company. More specifically, it is proposed that adoption of HPWS can be more effective in organizations where employees’ attributions of HR practices is commitment focus than in firms where employees’ attributions of HR practice is control focus. The study contributes to understanding the ‘black box’ of HRM-performance link. Theoretical and practical implications and future research directions are discussed.
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Indonesia's present status and needs of human resource development in nuclear field
International Nuclear Information System (INIS)
Ruslan, Jeni; Sagala, F.P.
2000-01-01
BATAN, started out as a governmental committee established in 1954, has a new organizational structure, based on Presidential Decree of 1998. BATAN has developed its researches in almost practically all-nuclear fields. The situation in Indonesia has been much influenced by the economic crisis, which still being faced by Indonesia. BATAN's strategic planning is described in four areas, those are: 1. Basic human needs, 2. Energy, natural resources and environment, 3. Industry, 4. Socio-cultural and institution. Priority has been given to fulfill, as well as to promote agriculture, health and the industry related to people's welfare, which may develop and improve the immediate needs of the people. In the meantime, we have made considerable investments in manpower development in anticipation of the introduction of nuclear power. BATAN, as of September 1999, has 3889 employees, 26 % of them have bachelor degree, 6 % hold master degrees, and only 2% hold doctoral degree, a total of 34 % employees with university education. Others 11 % have either non-vocational or vocational education beyond High School. The rest of 55 % have high school education or lower, they are administrative clerks (25 %) or technicians (30 %). In the human resources development, BATAN's Education and Training Center, in collaboration with some universities and other national/international institutions, is managing education and training programs for employees. To date, there are 43 BATAN employees studying in various universities in Japan, while another 42 employees are studying in six different countries. Research and Development that have more direct impact to the community will become a priority in the coming years. Without undermining the importance of basic research in advanced fields, we will expect to have more research on application to optimize utilization of research reactors and related facilities for the benefit of both the energy and non-energy sectors. (Tanaka, Y.)
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HOW CORPORATIONS MOTIVATE THEIR EMPLOYEES – HRVATSKI TELEKOM EXAMPLE
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Aleksandar Erceg
2016-07-01
increase competitiveness of the company. Their managers need to know who their employees are, what are their habits, what kind is their behavior in the company, whether they are willing to work in teams, their features and capabilities. Based on the answers to these questions, managers need to know which of the motivational techniques apply to individual employee in order to achieve the best result. This paper describes different motivation theories and shows the theoretical framework of human resource management through motivation and compensation programs based on practical example. As a practical example, Hrvatski Telekom (HT was chosen due to its compliance with the basic principles of human resource management including motivating employees which results in company success on Croatian telecommunication market.
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Stereotypes of older employees compared to younger employees in Slovenian companies
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Maja Rožman
2016-01-01
Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.
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The measurement of employee engagement in government institutions
Martins, N.; Ledimo, O.
2016-01-01
Employee engagement has consistently been rated as one of the top issues on chief executive officers’ lists of priorities and is a main focus of attention of both academics and human resources practitioners. A number of studies focus on employee engagement in the private sector, however there are relatively fewer studies that focus on employee engagement in government institutions. The aim of this study was twofold: Firstly, the validity and reliability of the employee engagement instrument f...
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Livne, Yael; Goussinsky, Ruhama
2018-03-01
Workplace bullying is a widespread and challenging problem in healthcare organizations, bearing negative consequences for individuals and organizations. Drawing on the job demands-resources theory, in this study, we examined the relationship between workplace bullying and burnout among healthcare employees, as well as the moderating role of job autonomy and occupational self-efficacy in this relationship. Using a cross-sectional design with anonymous questionnaires, data were collected from two samples of 309 healthcare employees in a mental health facility, and 105 nurses studying for their bachelor degree in health systems administration. The findings indicated that workplace bullying was positively related to burnout dimensions, and that this relationship was moderated by job autonomy and occupational self-efficacy resources. Job autonomy interacted with workplace bullying in predicting emotional exhaustion and depersonalization; the interaction of bullying with occupational self-efficacy significantly predicted depersonalization. These results underscore the importance of control-related resources in mitigating the harmful effects of workplace bullying on employees. Implications for research and managerial practices are discussed. © 2017 John Wiley & Sons Australia, Ltd.
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Analysis of the Effect of Employee Costs on Company Performance
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Željko Požega
2010-07-01
Full Text Available The goal of every economic entity is to accomplish an optimal system of compensation management and to reach maximum returns through optimal employee investment, raising their motivation and knowledge as well as developing their abilities and skills. In order to reach this goal of maximizing company performance it is necessary to systematically approach the management of human resources within a certain economic entity and to create the fairest material and non-material reward and punishment system by using compensation management methods. This in turn will bring about a positive working atmosphere in the company, where employees will rapidly and easily adjust to changes, interact and co-operate with one another at a high level. This research, which studies the effect of employee costs on company performance, is divided into three chapters. The first chapter provides a brief theoretical overview of the importance of compensation management in human resources administration and reaching business efficiency, i.e. the different possibilities of creating a reward and punishment system in a company which aims to organise an optimal working atmosphere. The second chapter demonstrates the applied methodology and illustrates the information from different companies, which has been used in this research and analysis. The information comprises statistical data of employee costs, income, profits and losses from a sample of companies from the Republic of Croatia in 2008. The third part deals with the analysis and interpretation of the research results which show the effect of employee costs on the income and company performance, also expressed per employee. The goal of this research is to test the hypothesis that companies with higher employee cost, i.e. with higher investment in human resources, on average obtain a higher income and a higher profit per employee and are more efficient and more successful on the market. From the given hypothesis, one can
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Hiromichi Shibata; Andrew Doyle
2006-01-01
The main role of the headquarters international human resources departments/business units of seven Japanese firms we researched is to manage the Japanese expatriates at their subsidiaries in Asia; they have little involvement with the management of local employees. The headquarters international human resources departments/business units at five researched American firms tend to maintain strong company value/mission that drives use of their performance appraisal/promotion systems for employe...
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Molleman, Eric; Emans, Ben; Turusbekova, Nonna
2012-01-01
Purpose - The purpose of this study is to analyze the relationship between the performance orientation of employees and self-promotion in the form of overstating one's performance. It is hypothesized that this relationship depends on task clarity and personalized responsibility.
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Minnesota anglers' fisheries-related value orientations and their stewardship of fish resources
Bruskotter, J.T.; Fulton, D.C.
2008-01-01
Research on natural resource-related values and value orientations has grown substantially over the past decade. However, existing studies have focused almost exclusively on value orientations related to wildlife and forests. This article reports data from two mail surveys of Minnesota anglers used to develop scales for measuring fisheries-related value orientations. We report results of regression analyses examining the relationship between anglers' value orientations and norms concerning fisheries stewardship and the use of technological aids to angling. Results indicate 10 items reliably measure three value orientations we termed utilitarianism, dominance, and protectionism. Regression analyses suggest anglers' stewardship norms are influenced by all three value orientation types, while support for the use of technological aids was related with protectionism and utilitarianism, but not dominance. Results suggest anglers' fisheries-related value orientations cannot be adequately captured using single domain scales. Implications for the study of natural resources-related value orientations are discussed. Copyright ?? Taylor & Francis Group, LLC.
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An empirical study on the effects of human resource supporting strategies on job satisfaction
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Mohammad Khodaei Valahzaghard
2012-08-01
Full Text Available One of the essential functions of human resource management is to take care of skilled employees. The process is normally divided into two categories: first category includes different activities such as having health and safety in working centers, performing healthy and sport programs and some other similar activities to save and improve employees' physical characteristics. The second group includes other important issues normally called benefit packages, which includes good health insurance and retiring plans. Whenever an organization provides good benefit package and supporting programs, there is a better job satisfaction among employee. In this paper, the effects of related services to support employee to reach job satisfaction and employee activities in one of Iranian banks called Mellat bank is investigated using 276 random samples. The results show that employees are relatively satisfied from the benefit package of the bank and they were relatively happy on working for such organization.
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The Impact of Basic Skills on Human Resource Management in the Retailing Industry.
McCord, Alice Bird
A recent survey of retailing firms, ranging from single stores to nationwide chains, showed that the most significant human resources challenge facing these organizations is how to attract and retain qualified employees. Faced with the many changes in the retailing industry and in the composition of the work force that have taken place over the…
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Strategy for preventing the waste of human resources
Jones, William E.
1992-05-01
Rapid technological advances and the declining educational preparedness of industrial workers has established a need for new training strategies and initiatives regarding human resource development. The productivity, competitiveness, motivation, and creativity of our people determines whether our business enterprises succeed or fail during the next decade. Due to a change process that many organizations have undertaken to become more competitive toward the year 2000, many of the previous styles of engineering leadership that involves the management of projects and human resources require new approaches. It is also important to recognize that technology has its limits and a broader focus to include the human aspects of accomplishing jobs over the long term is more critical than ever before. More autonomy and the responsibility for broader practices by the professional staff requires that the professional worker operate differently. Business planning and development of the organization's future strategic intent requires a high priority on the human resource linkage to the business plans and strategies. A review of past practices to motivate the worker toward higher productivity clearly shows that past techniques are not as effective in today's work environment. Many practices of organizational and individual leadership don't fit today's approach of worker involvement because they were designed for administrative supervisory control processes. Therefore, if we are going to organize a business strategy that prevents the `waste of human resources,' we need to develop a strategy that is appropriate for the times which considers the attitude of the employees and their work environment. Having worked with scientists and engineers for the majority of my twenty-five year career, I know they see and appreciate the logic of a formula. A formula fits when developing a future strategy because a formula can become a model to enhance balanced planning. In this paper, I want to
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PARAMETERS WHICH INFLUENCE EMPLOYEE SATISFACTION IN PUBLIC SECTOR IN THE REPUBLIC OF CROATIA
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Igor Klopotan
2018-06-01
Full Text Available Employees are one of key factors of success of a company and as such represent the most important resource of every organisation. In order to efficiently and effectively complete the tasks assigned to them, employees need to be motivated and satisfied with the work they do. Human resources management is a complex and demanding process and tasks administered by human resources manager are by no means simple. Parameters of employee satisfaction differ in public and private sector. Research indicates that direct financial rewards are not the most important parameter of employee satisfaction. Research conducted within this paper indicates that in the Republic of Croatia there are several relevant parameters of employee satisfaction and they are dependent on education, age, professional qualification level and length of service. Research results also indicate that informants are not of the opinion that salaries are based on work results. This research was a part of a bigger research conducted in public sector of the Republic of Croatia.
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Tišma, Sanja; Ozimec, Kristina
2007-01-01
Facing global trends, recognizing and retaining talented and perspective employees became an important issue in every public administration reform. Human resources management in public administration has a mission to help an institution to meet strategic goals by attracting, maintaining and managing employees more effectively. On its way to EU Croatia also has to cope with improvements and development of its public administration system with accent on HRM importance. Taking into account other...
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Drivers of Employee Motivation: Mediating Role of Job Satisfaction
Azeem, Sabeen
2016-01-01
Employee Motivation is a growing area of importance for the Human Resource Departments organizations of all sizes. Managing the workforce efficiently and effectively has become crucial in order to achieve excellent output from the employees which would lead to the attainment of organizational goals. This study aims to understand the influence of multiple motivational factors on employee motivation of employees of Bank A. Additionally, the mediating role of job satisfaction is elaborated which...
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Human Resource Management in Sports: A Critical Review of its Importance and Pertaining Issues
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Weerakoon Ranjan Kumara
2016-03-01
Full Text Available This paper will illustrate the meaning and importance of human resource management (HRM, human resource planning, and strategic human resource management, which are critically important for an organization’s effectiveness and must be effectively managed (Doherty, 1998. This study used the literature review method to acquire its final results. The relevant HRM literature review was done according to the purpose of the study. It used the purposive random sample method for selecting relevant literature. This study shows the current economic environment in the sports industry; the second part of the study critically analyzes the value of the strategic management of employees for the effective and efficient operation of sports organizations. It also critically evaluates human resource planning and other pertinent issues in terms of legislation, recruitment, selection, training, induction, and reward management from different international examples in sports management. Over the past few decades, increasing competition, globalization, and continuous changes in the market and in technology have emphasized the need to rethink the management of the organization and of human resources for the sake of overcoming significant challenges (Taylor et al., 2006. Therefore, managers should use strategic human resource management to overcome significant issues and to form well-planned strategies so that the organization may succeed.
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Modern human resources management practice in Peoples Republic of China
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Zakić Katarina
2017-01-01
Full Text Available This paper is dealing with the explanation of the development of human resources management (HRM in China through: explanation of reasons and time of formation and development of HRM in China; different types of HRM in different types of companies that are working in China; the Labor Law that defines HRM practice in China. Based on presented data, conclusions will be given about the development of HRM in China and challenges that are still expecting Chinese employers as well as Chinese employees in this area. Beside that, the degree of correlation between development of economy in Chi- na and development of management of human resources will be shown. The aim of this paper is to show that HRM is still developing in China, weather we are considering it as a scientific discipline or a business function within a company.
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Directory of Open Access Journals (Sweden)
Zahra Ghasemi
2016-01-01
Full Text Available Introduction: Human resources development is one of the most important components of any organization and detecting important factors influencing human resources management plays an essential role in the success of the firms. In this study, we investigated different factors influencing human resources productivity of Shiraz University of Medical Sciences staff. Method: The present research was a cross-sectional study. Sample size was calculated 208 individuals. To access information about the human resource productivity, a valid and reliable questionnaire was used. The data were analyzed using SPSS software. Pearson correlation was used for statistical analysis of the data (p=0.05. Results:The results showed that there was a statistically significant relationship (p-value<0.001 between human resources productivity and factors affecting the productivity of human resources (motivational factors, leadership style, creativity and innovation, general and applied education, and competitive spirit. Motivational factors (r =0.89 and general education (r =0.65 had the most and the least effects on human resources productivity. Conclusion: Considering the fact that motivational factors were the most effective factors on human resource productivity, we recommend that managers should care more than before about this factor; also, in order to motivate the employees, they should consider the staff’s individual differences.
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Human resource management in the construction industry – Sustainability competencies
Renard Yung Jhien Siew
2014-01-01
While environmental sustainability has been the subject of much debate in the last decade, it was not until recently that attention started to shift towards human resource management as an enabler for sustainability. Yet, this is still a relatively under researched area. Much is still unknown about the role of an individual worker in contributing towards sustainable development. This paper addresses the gap by proposing a framework to measure sustainability competencies of employees within...
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Holistic Approach for Human Resource Management in Industry 4.0
Hecklau, Fabian; Galeitzke, Mila; Flachs, Sebastian; Kohl, Holger
2016-01-01
To cope with knowledge and competence challenges related to new technologies and processes of Industry 4.0 new strategic approaches for holistic human resource management are needed in manufacturing companies. Due to the continuous automation of simple manufacturing processes, the number of workspaces with a high level of complexity will increase, which results in the need of high level of education of the staff. The challenge is to qualify employees to shift their capacities to workspaces wi...
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Directory of Open Access Journals (Sweden)
Mohamad Abdullah Hemdi
2006-01-01
Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.
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Impact of human resource management practices on nursing home performance.
Rondeau, K V; Wagar, T H
2001-08-01
Management scholars and practitioners alike have become increasingly interested in learning more about the ability of certain 'progressive' or 'high-performance' human resource management (HRM) practices to enhance organizational effectiveness. There is growing evidence to suggest that the contribution of various HRM practices to impact firm performance may be synergistic in effect yet contingent on a number of contextual factors, including workplace climate. A contingency theory perspective suggests that in order to be effective, HMR policies and practices must be consistent with other aspects of the organization, including its environment. This paper reports on empirical findings from research that examines the relationship between HRM practices, workplace climate and perceptions of organizational performance, in a large sample of Canadian nursing homes. Data from 283 nursing homes were collected by means of a mail survey that included questions on HRM practices, programmes, and policies, on human resource aspects of workplace climate, as well as a variety of indicators that include employee, customer/resident and facility measures of organizational performance. Results derived from ordered probit analysis suggest that nursing homes in our sample which had implemented more 'progressive' HRM practices and which reported a workplace climate that strongly values employee participation, empowerment and accountability tended to be perceived to generally perform better on a number of valued organizational outcomes. Nursing homes in our sample that performed best overall were found to be more likely to not only have implemented more of these HRM practices, but also to report having a workplace climate that reflects the seminal value that it places on its human resources. This finding is consistent with the conclusion that simply introducing HRM practices or programmes, in the absence of an appropriately supportive workplace climate, will be insufficient to attain
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Directory of Open Access Journals (Sweden)
Solaiman Chowdhury
2016-01-01
compensation policy, performance appraisal, and industrial relations. The study suggests that the pharmaceutical companies should develop proper human resource policy and given emphasis on proper human resource practices to enhance the satisfaction of their employees and build them effective human resources.
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Labor of love. A model for planning human resource needs.
Brady, F J
1989-01-01
Typically, the annual budgeting process is the hospital's only attempt to forecast human resource requirements. In times of rapid change, this traditional ad hoc approach is incapable of satisfying either the Catholic hospital's ethical obligations as an employer or its responsibilities to provide healthcare to the poor and suffering. Assumptions about future activity, including volume projections on admissions, patient days, and other services, influence the budgeting process to a large degree. Because the amount of work to be done and the number of employees required to do it are related, changes in demand for service immediately and directly affect staffing requirements. A hospital cannot achieve ethical human resource management or provide high-quality healthcare if inadequate planning forces management into a cycle of crisis-coping--reacting to this year's nursing shortage with a major recruiting effort and next year's financial crunch with a traumatic reduction in force. The human resource planning approach outlined here helps the hospital meet legitimate business needs while satisfying its ethical obligations. The model has four phases and covers a charge to the planning committee; committee appointments; announcements; the establishment of ground rules, focus, and task forces; and the work of each task force.
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An Empirical Study on Low-Carbon: Human Resources Performance Evaluation
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Quan Chen
2018-01-01
Full Text Available Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice.
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An Empirical Study on Low-Carbon: Human Resources Performance Evaluation
Chen, Quan; Tsai, Sang-Bing; Zhou, Jie; Yu, Jian; Chang, Li-Chung; Li, Guodong; Zheng, Yuxiang; Wang, Jiangtao
2018-01-01
Low-carbon logistics meets the requirements of a low-carbon economy and is the most effective operating model for logistic development to achieve sustainability by coping with severe energy consumption and global warming. Low-carbon logistics aims to reduce carbon intensity rather than simply reduce energy consumption and carbon emissions. Human resources are an important part of the great competition in the logistics market and significantly affect the operations of enterprises. Performance evaluations of human resources are particularly important for low-carbon logistics enterprises with scarce talents. Such evaluations in these enterprises are of great significance for their strategic development. This study constructed a human resource performance evaluation system to assess non-managerial employees’ low-carbon job capacity, job performance, and job attitude in the low-carbon logistics sector. The case study results revealed that the investigated company enjoyed initial success after having promoted low-carbon concepts and values to its non-managerial employees, and the success was demonstrated by excellent performance in its employees’ job attitude and knowledge. This study adopts the AHP method to reasonably determine an indicator system of performance evaluation and its weight to avoid certain human-caused bias. This study not only fills the gap in the related literature, but can also be applied to industrial practice. PMID:29301375
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Salanova, Marisa; Agut, Sonia; Peiró, José María
2005-11-01
This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N=342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N=1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation model in which organizational resources and work engagement predict service climate, which in turn predicts employee performance and then customer loyalty. Further analyses revealed a potential reciprocal effect between service climate and customer loyalty. Implications of the study are discussed, together with limitations and suggestions for future research. ((c) 2005 APA, all rights reserved).
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Determinants of human resource investment in internal controls
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Jong-Hag Choi
2013-09-01
Full Text Available Using the unique reporting environment in Korea, this study investigates the determinants of human resource investment in internal controls for 1352 listed firms disclosing the number of personnel who are in charge of internal control-related tasks (IC personnel from 2005 to 2008. We find that the number of IC personnel within a firm and several key departments increase with firm size, number of employees, complexity and for Chaebols, and decrease in rapidly growing firms. Additional analysis reveals that the factors influencing internal control systems have an accentuated effect on firms with relatively larger firm size.
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Halepota, JA; Irani, Z
2010-01-01
Human resource development is one of the important issues in the field of organisational behaviour. It affects employee performance in the organisation. Job satisfaction is one of the important issues in the developing country particularly for Pakistan. This study focuses on the employee perception towards job satisfaction. In this regard procedural justices, on job training, esprit de corps and job clarity variables have been examined. This study is a cross sectional study which ...
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Poell, R.F.; van der Krogt, F.J.
2017-01-01
Purpose Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of
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Poell, R.F.; van der Krogt, F.J.
2017-01-01
Purpose Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of
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Defense Human Resources Activity > PERSEREC
Skip to main content (Press Enter). Toggle navigation Defense Human Resources Activity Search Search Defense Human Resources Activity: Search Search Defense Human Resources Activity: Search Defense Human Resources Activity U.S. Department of Defense Defense Human Resources Activity Overview
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Directory of Open Access Journals (Sweden)
IOANA - JULIETA JOSAN
2011-04-01
Full Text Available The purpose of this paper is to analyze human resources in terms of quantitative and qualitative side with special focus on the human capital accumulation influence. The paper examines the human resources trough human capital accumulation in terms of modern theory of human resources, educational capital, health, unemployment and migration. The findings presented in this work are based on theoretical economy publications and data collected from research materials. Sources of information include: documents from organizations - the EUROSTAT, INSSE - studies from publications, books, periodicals, and the Internet. The paper describes and analyzes human resources characteristics, human resource capacities, social and economic benefits of human capital accumulation based on economy, and the government plans and policies on health, education and labor market.
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TRENDS IN NON-FINANCIAL MOTIVATION POLICIES OF EMPLOYEES
Directory of Open Access Journals (Sweden)
Costin Alexandru PANAIT
2018-05-01
Full Text Available The main purpose of the paper is to identify the main non-financial motivation strategies, to emphasize their advantages and disadvantages, as well as to involve the management in achieving the motivational objectives within the organizations. Studies in the field have shown that there are a number of factors of great importance in motivating the staff that managers need to consider in improving the company's performance. Motivating human resources is not a simple process, it is complex and continuous and managers need to find the optimal mix for motivating and performance-oriented employee. Appropriate motivation of employees is the main purpose on which good management of a firm is based. Practice shows that poor leadership quality is the main cause of employee dissatisfaction that is unsatisfied with their work. Motivating staff means creating opportunities for individual and team goals, responsibility, recognition, reward, etc. Motivation implies the totality of the internal and external motives of the personality, which condition the transformation of its development potential into real and functional psychological structures and is in itself a complex and cumulative psychological system. Most reward processes are based on philosophies and reward strategies and contain policy and strategy arrangements and contain policy arrangements, principles, practices, structures and procedures that are designed and managed to deliver and maintain the types and adequate levels of benefits and other forms of reward.
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Strategically oriented management and controlling of resource intensive projects
International Nuclear Information System (INIS)
Kemmeter, Sascha
2015-01-01
The book on strategically oriented management and controlling of resource intensive projects covers the following issues: frame of project management and project controlling, classification of the decommissioning of nuclear facilities as resource intensive projects, research design for case studies, results of the study of project management specific characteristics of decommissioning, reference model for the project management of nuclear facility decommissioning.
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Indregard, Anne-Marthe R; Ulleberg, Pål; Knardahl, Stein; Nielsen, Morten B
2018-01-01
Emotional dissonance, i.e., a discrepancy between required and felt emotions, has been established as a predictor of sickness absence in studies, but little is known about mechanisms that can explain this association. In order to prevent and reduce the impact of emotional dissonance on sickness absence, there is a need for greater attention to variables explaining when and how emotional dissonance is related to sickness absence. The overarching aim of this study was to examine whether emotional dissonance has an indirect association with sickness absence through exhaustion. In addition, we examined whether human resource primacy (HRP), which is the employer's degree of concern for human resources, moderates this indirect effect. A sample of 7758 employees, all working with customers and clients, were recruited from 96 Norwegian organizations. Emotional dissonance, exhaustion, and HRP were measured through surveys and then linked to registry data on medically certified sickness absence for the year following the survey assessment. Results showed that exhaustion is a mediator for the relationship between emotional dissonance and sickness absence. Furthermore, higher levels of HRP were found to reduce the positive association between emotional dissonance and exhaustion, and the indirect effect of emotional dissonance on sickness absence through exhaustion is found to be weaker when HRP is high. By testing this moderated mediation model, the current study contributes to the literature on emotion work by clarifying mechanisms that are crucial for the development of targeted interventions that aim to reduce and prevent sickness absence in client-driven work environments.
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Indregard, Anne-Marthe R.; Ulleberg, Pål; Knardahl, Stein; Nielsen, Morten B.
2018-01-01
Emotional dissonance, i.e., a discrepancy between required and felt emotions, has been established as a predictor of sickness absence in studies, but little is known about mechanisms that can explain this association. In order to prevent and reduce the impact of emotional dissonance on sickness absence, there is a need for greater attention to variables explaining when and how emotional dissonance is related to sickness absence. The overarching aim of this study was to examine whether emotional dissonance has an indirect association with sickness absence through exhaustion. In addition, we examined whether human resource primacy (HRP), which is the employer’s degree of concern for human resources, moderates this indirect effect. A sample of 7758 employees, all working with customers and clients, were recruited from 96 Norwegian organizations. Emotional dissonance, exhaustion, and HRP were measured through surveys and then linked to registry data on medically certified sickness absence for the year following the survey assessment. Results showed that exhaustion is a mediator for the relationship between emotional dissonance and sickness absence. Furthermore, higher levels of HRP were found to reduce the positive association between emotional dissonance and exhaustion, and the indirect effect of emotional dissonance on sickness absence through exhaustion is found to be weaker when HRP is high. By testing this moderated mediation model, the current study contributes to the literature on emotion work by clarifying mechanisms that are crucial for the development of targeted interventions that aim to reduce and prevent sickness absence in client-driven work environments. PMID:29670556
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Nuclear training as the integral part of managing of human resources
International Nuclear Information System (INIS)
Kazennov, A.Yu.; )
2010-01-01
The author reports on the personnel training that is one of important measures to achieve and maintain the required competence of various categories of nuclear facility employees, including nuclear power plants, and one of important activities in the framework of overall management system to improve organizational and human performance of a nuclear facility. The role of the IAEA in the assistance in the development of training systems for nuclear power plants is described, in particular the activity of the Technical Working Group on Managing Human Resources in the Field of Nuclear Energy (TWG-MHR) and The Education and Training Support Group (ETSG) [ru
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Human Resource Management and Human Resource Development: Evolution and Contributions
Richman, Nicole
2015-01-01
Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD…
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Economic Development and Development of Human Resources
Directory of Open Access Journals (Sweden)
Metod Černetič
1998-12-01
Full Text Available Černetič deals with certain dilemmas and problems related to employee training within companies, and discusses the complexity of the relationship between technological development and education, developmental gap between the developed and underdevdoped economies, and the goals of social development in Slovenia. Cernetič stresses that training programmes should above all provide flexibility of employment; the competitive edge of an entire state actually depends on effective use of human resources. Slovenia cannot exert any substantial influence on the global economy, it can only follow the main market trends. Knowledge is therefore of great importance, as the wealth of smaller nations is primarily based on the education level of their inhabitants.
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THE RELATIONSHIP BETWEEN SATISFACTION WITH LIFE AND EMPLOYEE ENGAGEMENT
Anton Vorina
2013-01-01
Modern organizations need dedicated employees who are engaged with their work. The theme of employee engagement has generated a great deal of attention among many human resource practitioners and academic researchers across the world. In this paper we present an analysis the relationship between satisfaction with life and employee engagement in a casual sample of 1006 respondents in Slovenia. Based on multipla linear regression analysis, we found that relation betwe...
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The impact of hotel employee satisfaction on hospitability performance
Laškarin Ažić, Marina
2017-01-01
Purpose − The hospitality industry is characterized by the complexity of managing guest experiences, which forces human resources managers to find new ways of managing relationships with employees and guests. Good relations in an organization (often displayed by organizational culture) are the main incentive for stimulating positive behavior among employees. The purpose of this paper is to examine factors related to employee satisfaction and hospitality in order to understand positive behavio...
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Employee Reward Systems in Organizations
Directory of Open Access Journals (Sweden)
Došenović Dragana
2016-06-01
Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.
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Gountas, Sandra; Gountas, John; Soutar, Geoffrey; Mavondo, Felix
2014-07-01
To explore the complex relationships between nurses' personal resources, job satisfaction and 'customer' (patient) orientation. Previous research has shown that nursing is highly intensive, emotionally charged work, which affects nurses' job performance and their customer orientation as well as patient or 'customer' satisfaction. This study contributes to the literature by examining how nurses' personal resources relate to their personal satisfaction and customer orientation and the relationships between them. Specifically, this study explores the effects of two facets of emotional labour (deep acting and surface acting), empathic concern, self-efficacy and emotional exhaustion on personal job satisfaction and customer orientation. We also test the moderating effects of inauthenticity and emotional contagion. A quantitative survey. Data were collected through a self-completion questionnaire administered to a sample of 159 Australian nurses, in a public teaching hospital, in 2010. The data were analysed using Partial Least Square analysis. Partial Least Square analysis indicates that the final model is a good fit to the data (Goodness of Fit = 0.51). Deep acting and surface acting have different effects (positive and negative) on job satisfaction and 'customer' orientation, self-efficacy has a positive effect on both and emotional exhaustion has a positive effect on customer orientation and a negative effect on job satisfaction. The moderating effects of emotional contagion and empathic concern, in the final model, are discussed. Understanding the complex interactions between personal resources, job satisfaction and customer orientation helps to increase service providers' (nurses in this study) personal satisfaction and 'customer' orientation particularly in difficult contexts. © 2013 John Wiley & Sons Ltd.
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A cohort study of employees of Eldorado Resources Limited
International Nuclear Information System (INIS)
Howe, G.R.; Abbatt, J.D.
1985-01-01
This study has determined the mortality experience of Eldorado Resources Limited employees between 1950 and 1980. This crown corporation is involved in the mining and processing of uranium products. An initial analysis shows significant excesses of lung cancer deaths at Port Raduim and Beaverlodge mines and a smaller, nonsignificant excess at the Port Hope refinery. The lung-cancer mortality has been analyzed as a function of radon-daughter exposure. This initial analysis is currently being refined to further develop estimates of excess risk
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Human resource development – A key factor for the sustainable development of Albania
Directory of Open Access Journals (Sweden)
Perlat Lame
2004-01-01
Full Text Available This article deals with the current situation of labor resources in Albania and its trends from the viewpoint of their contributions to the overall country progress. A real partnership between business and public institutions, the efforts to formalize the economy, to promote discipline and better application of international standards are considered key issues for the future country developments. The effective management of human resources and coordination could not be reached without profound structural and economic reforms, without free entrepreneurship initiative encouragement, and without mutual confidence between the employers and the employees.
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Dos and don’ts in human resources management a practical guide
2015-01-01
With this book, an international group of approximate 50 HR leaders, professors and senior consultants compiled their knowledge and experience in an easy-to-navigate format to allow busy HR executives finding exactly the advice they need. Re-inventing the wheel – unfortunately – still is a common practice in Human Resources Management. Traditional literature on HR fails to provide advice based on current, real-life experience and online forums lack a logical structure. Hence, there is a clear need for a resource with practical, structured and experience-based advice on Human Resources Management. The book also provides readers from other functional areas and job starters a realistic insight into today's HR management – be it as a personal career orientation or as a way to enrich their overall management knowledge.
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A fuzzy AHP approach for employee recruitment
Directory of Open Access Journals (Sweden)
Mohsen Varmazyar
2014-01-01
Full Text Available Human resource management plays an essential role on development of any business organization. Selection of employee normally depends on various criteria such as employee commitment, necessary skills, etc. Therefore, a good strategy to hire appropriate employee is a multi-criteria decision making (MCDM specially the ones, which could handle uncertainty, properly. In this paper, we present a method to use MCDM techniques for hiring employees. In fact, the present work proposes a Fuzzy Analytic Hierarchy Process (FAHP as one of the most popular multi-criteria decision making techniques. A computer application is developed where it receives the configuration of the employee selection problem, evaluates the candidates and ranks them using the appropriate voting system.
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Schmidt, C E; Gerbershagen, M U; Salehin, J; Weib, M; Schmidt, K; Wolff, F; Wappler, F
2011-06-01
The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.
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Employee-oriented leadership and quality of working life: mediating roles of idiosyncratic deals.
Hornung, Severin; Glaser, Jürgen; Rousseau, Denise M; Angerer, Peter; Weigl, Matthias
2011-02-01
Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.
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Goal Setting Theory: What It Implies for Strategic Human Resource Development
AVCI, Ömer
2016-01-01
Among numerous motivational theories, goal setting theory particularly can serve strategic human resource development practices. The goal-setting theory suggests that organizational goals have to be communicated clearly and the goals need to be specific enough. Another feature of goal-setting is that they need not be too easy or perceived to be impossible to fulfill. SHRD personnel should keep in mind that some employees prefer to work individually toward fulfilling a goal, while others prefe...
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Dr. K. Ramamurthi; Mr. Lambodar Saha
2017-01-01
Various strategic practices have already been established to promote the value of Human Resource Management in organizations. The Human Resource Management function is now considered as a strategic tool in the formulation and implementation of organizational strategies to attain its objectives. Automobile Industries are chosen as subjects for this study with specific aspects relating to various strategic human resource management practices and its impact on work-life balance and to determine ...
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Directory of Open Access Journals (Sweden)
A. B. Bakuradze
2013-01-01
Full Text Available The paper looks at the managerial resource values guaranteeing the effective functioning and development of any social institution. The main emphasis is on the asset management in educational sphere and optimizationopportunities of organizational processes. The human, logistical, technical, informational and time resources ofmanagerial activity are outlined and specified from the strategic perspective and effectiveness standpoint. The necessary criteria of a strategic resource are identified as the value, rarity, originality and indispensability. The author makes a conclusion about the priority of human resources in the value hierarchy of social organization in the era of information society. The paper demonstrates both the theoretical and practical ways and means of raising the effectiveness and efficiency of educational institutions, as well as the constant need for teacher’s training, retraining, and stimulation of self-education. The investment in human resources and motivating environment, aimed at developing the potential of academic staff and other employees of educational institutions, benefits both the managers and employees alike and leads to social partnership, harmony, and conciliation of economic and social interests within the organization.
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Janssen, O.; Van Yperen, N.W.
As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance
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Janssen, O.; Yperen, N.W. van
2004-01-01
As hypothesized, data form 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contract, a performance
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Diagnosis of employee engagement in metallurgical enterprise
Directory of Open Access Journals (Sweden)
B. Gajdzik
2013-01-01
Full Text Available In the theoretical part of the publication an overview of the definitions of employee engagement was conducted together with the analysis of the methods and techniques which influence the professional activity of the employees in the metallurgical enterprise. The practical part discusses the results of diagnosis of engagement in steelworks. Presented theories, as well as the research, fill the information gap concerning the engagement of the employees in metallurgical enterprises. This notion is important due to the fact that modern conditions of human resources management require the engagement of the employees as something commonly accepted and a designation of manufacturing enterprises.
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Humane Orientation as a New Cultural Dimension of the GLOBE Project
DEFF Research Database (Denmark)
Schlösser, Oliver; Frese, Michael; Heintze, Anna-Maria
2013-01-01
We validate, extend, and empirically and theoretically criticize the cultural dimension of humane orientation of the project GLOBE (Global Leadership and Organizational Behavior Effectiveness Research Program). Theoretically, humane orientation is not just a one-dimensionally positive concept about...... study used student samples from 25 countries that were either high or low in humane orientation (N = 876) and studied their relation to the traditional GLOBE scale and other cultural-level measures (agreeableness, religiosity, authoritarianism, and welfare state score). Findings revealed a strong...... correlation between humane orientation and agreeableness, welfare state score, and religiosity. Out-group humane orientation proved to be the more relevant subfacet of the original humane orientation construct, suggesting that future research on humane orientation should make use of this measure instead...
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The Prevalence and Distribution of Aging-Friendly Human Resource Practices.
Segel-Karpas, Dikla; Bamberger, Peter A; Bacharach, Samuel B
2015-07-01
The aging of the workforce in the developed world has prompted organizations to implement human resource (HR) policies and practices encouraging older workers to defer retirement. However, little is known about the prevalence of such practices, and the organizational factors associated with their adoption. In this study, we used data collected from 2008 to 2009 from a national probability sample of retirement eligible workers in the United States (N = 407) to assess the prevalence of aging-friendly human resource practices (AFHRP), and their organizational predictors. Results indicate that employee wellness programs, unpaid leave, and reassignment based on physical needs are among the most prevalent AFHRP. However, in the vast majority of enterprises, AFHRP are limited. Results also indicate that projected organizational growth and a focus on internal labor market practices are positively associated with the adoption of AFHRP. Organizational size and the degree of unionization, while positively associated with aging-friendly benefits, were inversely associated with flexibility practices. © The Author(s) 2015.
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Irene A. Boateng; Samuel Kanyandewe; Mary Sassah
2014-01-01
The working environment of employees has significant consequences for both individuals and organizations. It has the potential to affect the attitudes of employees. Considering the importance of human capital in the 21st century, many researchers and human resource practitioners have explained that companies focus on how to achieve the satisfaction of their employees. The primary purpose of this research paper is to investigate employees’ perception of their working environment and how the di...
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Exploring the Usefulness of Corporate Online Social Networks in the Human Resource Management
Directory of Open Access Journals (Sweden)
Slaviša Sovilj
2014-04-01
who represent the nodes of communication, but also provides a wealth of information on employees or those who are interested in the right jobs, who use social networks to post information about themselves. This paper explored the possibility of obtaining information relevant to the selection of internal human resources based on an analysis of corporate online social networks. Research methods are taken from the field of graph theory and social network analysis (SNA, whereas in addition to quantitative parameters of nodes also additional dimensions of data filtering are considered. This approach is called the extended SNA. In addition to demonstrating and explaining, the extended SNA has developed an application that simulates the communication between employees within a corporation, for the analysis and detection of suitable employees, and visualizes the results in the form of a graph.
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Poell, Rob F.; Van Der Krogt, Ferd
2017-01-01
Purpose: Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the internal labor market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of training effectiveness, participant motivation and…
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Nzyoka Yongo, Cyd W.
2016-01-01
Implementation and utilization of human resource information system (HRIS) though a very desirable prospect for many organizations, still remains a daunting task for many. This has been daunting because of prohibitive costs, security risks, top management resistance, employee attitudes, and so forth. Trends globally show that, organizations that…
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Key challenges of human resources for health in India
Directory of Open Access Journals (Sweden)
Priya Sinha
2016-01-01
and Conclusion The study provided insight into factors further leading to scarcity of human resources for health as attrition/emigration, which has received attention lately and more needs to be done for initiatives and policies to control attrition/emigration. It highlighted talent management strategy is used as effective retention tool by organizations across the world to deal with attrition/emigration. The study recommends study and analyses use of the talent management practices as effective retention tool for human resources for health in India. This needs comprehensive study of talent management practices useful in controlling attrition/emigration and promoting retention decision of employees.
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DEFF Research Database (Denmark)
Esbjerg, Lars; Grunert, Klaus G.; Buck, Nuka
In this paper we investigate the human resource management practices of five Danish grocery retail chains from the perspective of both retailers and employees. We present an analytical framework for analysing the social and institutional context of Danish retailing and interpret our case study...
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Directory of Open Access Journals (Sweden)
Sev Joseph Teryima
2016-07-01
Full Text Available The objective of the study is to investigate the Impact of Motivational Factors such as extrinsic, intrinsic rewards and social motivational on employee commitment and performance enhancement in profit oriented firms with a focus on selected Brewery Manufacturing firms in Nigeria. Data for this research is obtained from both primary and secondary sources. The sample size for the study is 280 from six (6 Brewery firms. Multiple Regression test was used in testing the two (2 formulated hypotheses. The study findings revealed that motivational factors such as Intrinsic, extrinsic and social motivation have a good relationship with employee commitment and performance enhancement in profit oriented firms especially Brewery manufacturing companies. Other findings were that lack of motivational incentives will lead to employee frustration in these companies. The study recommends that adequate and consistent provision of intrinsic, extrinsic and social motivational incentive packages to staff to facilitate employee commitment and high performance attainment is important at all times. The study also recommended that, establishing organizational objectives and goals by companies is a good starting point by management to know the essential motivational incentives that should be granted to employees for productivity attainment.
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Yetim, Nalan; Yetim, Unsal
2006-01-01
The primary purpose of this study was to determine whether cultural orientations which were pervasive and salient in the society of SMEs' entrepreneurs predict employees' job satisfaction. Paternalism, collectivism, individualism, power distance, uncertainty avoidance were assessed as pervasive and salient attributes for Turkish society. Data were…
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Human resource management ethics and professionals’ dilemma::A review and research agenda
Ekuma, Kelechi; Akobo, Loliya
2015-01-01
The global nature of competition, new and ever changing employee expectations, changing societal values and constant revisions of employment law have propelled human resource management (HRM) as one of the critical business function for continued organisational competitiveness in contemporary times. This increased importance of HRM has arguably added new set of responsibilities for HR practitioners with wide-ranging implications. In specific terms, the emergence of HRM as a useful tool for in...
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Directory of Open Access Journals (Sweden)
Joanna Żarnik Żuławska
2012-12-01
The study reveals examples of human resource management practices that encourage creativity among employees and productivity growth. The paper is an attempt to assess the relationship between the undertaken actions and the competitive edge of a company. The paper includes some examples of modern methods of personnel management, including the measures of their effectiveness.
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Human resource management in change – one reason: the European Union
Hannah HERLEMANN
2007-01-01
Times are moving fast, especially if political changes are coming up. Romania’s accession to the European Union is followed by several changes in the Human Resource Management; in Romania itself, but also in the other EU countries. Employees are moving beyond borders to work abroad and need to be caught and imbedded in the new working environment. Motivation is an important issue, but also other appeals for qualified staff to decide upon the move into a foreign European country. Further of im...
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ONDAY, Ozgur
2016-01-01
Talent management is one of the main management tools for 21st century human assets management (Cappelli, 2008) because the crucial resource for firms competing in this century is no longer land, capital, and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits related to the current technological boom. Talent management (TM) and Employee Engagement (EE) concepts have been extensively studied in management literature in t...
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Directory of Open Access Journals (Sweden)
Ciprian Obrad
2018-03-01
Full Text Available This article aims to show the extent to which socially responsible Human Resource Management practices are implemented in multinational companies. As more recent studies highlight, the manner in which companies in Romania presently comprehend the social responsibility of their actions is mostly aimed towards the social component of the outer environment in which they function and less towards their own employees. In Romania, at the moment, there are only a few studies that catalogue the efforts made by companies in order to become more responsible towards their employees, or in other words, studies that present Corporate Social Responsibility (CSR within its relationship with Human Resources Management (HRM. The research method we used for our case study was the semi-structured interview, applied on 32 respondents from the multinational companies carrying out their activities in the automotive sector in western Romania. Our study shows that multinational companies from the automotive sector are aware that CSR effects a series of long-term advantages, either externally—enhancing the company’s reputation and consolidating its brand as employer, its competitive advantage on the market, its media visibility—or internally—fostering an organizational culture that may generate greater engagement from its own employees, and financial advantages.
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Institute of Scientific and Technical Information of China (English)
2015-01-01
Centering on strategic objective of reform and development,CIAE formulated its objectives in human resource construction for the 13th Five-year Plan period,and achieved new apparent progress in human resource construction in 2015.1 Implementation of"LONGMA Project"
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The Relationship between Job Satisfaction with Burnout and Conflict Management Styles in Employees
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Mohammad-Hossein Safi
2016-06-01
Full Text Available Background and Objective: The organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 224 patients at the health center. Data collection tools consisted job satisfaction, job burnout and conflict management questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups.Results: The result indicates positive and significant relationship between job satisfactions with solution-oriented styles, job satisfaction has a negative and significant relationship with control strategy. Non confrontational strategy has not significant relationship with job satisfaction. Also, all of the components of job burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment have a significant negative correlation with job satisfaction, and solution-oriented strategy has a negative significant correlation with emotional exhaustion.Conclusion: According to the correlation of job satisfaction with burnout, control strategy and solution-oriented styles, managers can use efficient methods such as pay and benefits commensurate with ability and experience, training and professional improvement, freedom of action, the division of labor based on merit and ability, etc. affect their behavior and increase their efficiency and effectiveness in order to further the
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Analysing employers’ expectations of employee skills in the South African tourism industry
Directory of Open Access Journals (Sweden)
Faith N. Zwane
2014-03-01
Full Text Available Orientation: Owing to the nature of the tourism industry, which is highly service orientated, employees should possess certain skills such as self-reliance, people and certain specialist skills, and general employability when working in this industry. However, it seems that employees are not well enough prepared and equipped with these skills to satisfy the requirements of employers. Thus human resource practitioners need to provide more in-service training. Furthermore, there is a high turnover of employees, which adds pressure to the management of human resources. Research purpose: This study focused on comparing employers’ expectations of employee skills in the tourism industry and the skills acquired by learners in the Culture, Art, Tourism, Hospitality and Sport Skills Education Training Authorities’ (CATHSSETA programmes with regard to self-reliance, people and certain specialist skills, and general employability. Motivation for the study: Education, training and the creation of employment are amongst the key priorities of the South African government for improving the current labour situation in the tourism industry. However, the industry has complained that learners are not prepared for the workplace. Thus, it is important to determine the skills that are supposedly lacking. Research design, approach and method: Descriptive research, following a quantitative approach, was chosen, whereby questionnaires were distributed amongst tourism and hospitality employers listed with CATHSSETA (N = 217. A total of 141 (n = 141 completed questionnaires were received (a response rate of 65%. Between 2008 and 2012, 5633 learners participated in the CATHSSETA programmes. Descriptive statistics and t-tests were used to analyse the data. Main findings: Employers expect higher levels of competence than those which learners in the CATHSSETA programme can deliver. More specifically, employers indicate that learners lack skills in handling customers
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The Impact of Employee Satisfaction on the Release of Human Creative Potential
Directory of Open Access Journals (Sweden)
Damjana Dragman
2014-09-01
Full Text Available Research Question (RQ: Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace strongly affects their motivation at work and their effectiveness. Also personal praise from leaders influences employee satisfaction, which in turn also affect the release of human creative potential. Organization: Several factors affect employee satisfaction that is typical for the entire company. A special role is played by those who are responsible for creating a positive atmosphere within their working environment and encouraging employees towards increased creativity and efficiency. Society: Research shows that employee satisfaction significantly affects their performance. For this reason employees should create a pleasant working environment within the entire company and for good relationships with co-workers. Originality: The first such study conducted in the context of a particular department. Limitations/further research: The research study was carried out in only one department of one organization.
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Van Droogenbroeck, Filip; Spruyt, Bram
2016-07-01
Teachers are often thought to retire early and have more stress and burnout than other human service professionals. In this article, we investigate attrition intention amongst senior teachers and senior employees of six other blue- and white-collar occupational categories using the Job Demands-Resources (JD-R) model. We followed a two-step approach. First, analysis of variance and logistic regression analysis was used to assess differences in the level of job demands, resources, and attrition intention between occupations for male and female employees separately. Subsequently, multiple group path analysis was used to assess the invariance of the JD-R model across occupational groups and genders. We used representative data gathered in Flanders among 6,810 senior employees (45 years or older). Results indicate that there are differences in the determinants of attrition intention between men and women. The differences in attrition intention are minimal between occupations once controlled for job demands and resources. In addition, the JD-R model is largely invariant across white-collar occupations and gender. We provide support for both the energetic and motivational process of the JD-R model. © The Author(s) 2016.
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The evaluation of the link between talent and potential of human resources
Directory of Open Access Journals (Sweden)
Daniel Daneci-Patrau
2010-12-01
Full Text Available The term “talent”, assigned to distinctive employees was certainly the past years leitmotif. Nowadays, the organizations need performance and for this reason they turn their attention towards the instruments which help them discover and explore the potential in people. In a context in which the crisis affects directly the labor market and the employees are more and more afraid of the possibility of losing their jobs, the incertitude and the insecurity appear more often. Especially, in these times, the need for continuous feedback, particularly connected to the decisions taken by the management, to the results of the company, to the adopted strategy and the way in which it reflects itself in the employees’ activity, is felt by all employees, no matter their role or their position. In this article, I presented the personal profile of the successful manager and the execution stages with the related conclusions in an evaluation program for the potential of the human resources in a sales company.
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Human resource needs and development for the gas industry of the future
International Nuclear Information System (INIS)
Klass, D.L.
1991-01-01
The natural gas industry will confront many challenges in the 1990s and beyond, one of which is the development of human resources to meet future needs. An efficient, trained work force in this era of environmental concern, high technology, and alternative fuels is essential for the industry to continue to meet the competition and to safely deliver our product and service to all customers. Unfortunately, during this period there will be an increasing shortfall of technical personnel to replace those lost to attrition and a steady decline in the availability of new employees who are able to read, write, and perform simple math. Technological and government developments that will impact the industry and the skill levels needed by the industry employees are reviewed. In-house and external training of professional and nonprofessional personnel and the benefits and disadvantages of selected advanced training methods are discussed. Recommendations are presented that can help improve the training of gas industry employees to meet future needs. 22 refs
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Human resources management within the process management in small and medium-sized enterprises
Directory of Open Access Journals (Sweden)
Marie Duspivová
2013-01-01
Full Text Available Sector of small and medium-sized enterprises is regarded as the backbone of the economy and a driving force of innovation, employment and social integration. Development of the sector of small and medium-sized enterprises in the Czech Republic has a substantial impact on economic and social development of the country and its various regions. This article deals with the human resources management in small and medium-sized enterprises, because it is more than obvious recently that the prosperity of the organization is depended on human resources and management of them can determine not only whether the organizations succeed, but whether it will be able to survive in turbulent conditions in the present world. The main aim of this paper is to analytical describe the monitoring the process of human resources management in selected categories of enterprises by business activity and number of employees including statistical analysis of causal effects. Further to analytical describe the evaluation the process of human resources management and indicators of this process, which are monitored by small and medium-sized enterprises. To achieve this aim were used selected primary data collected in the project GAJU 068/2010/S titled “Process management and its possible implementation in small and medium-sized enterprises”.
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Minireview: Hormones and human sexual orientation.
Balthazart, Jacques
2011-08-01
Many people believe that sexual orientation (homosexuality vs. heterosexuality) is determined by education and social constraints. There are, however, a large number of studies indicating that prenatal factors have an important influence on this critical feature of human sexuality. Sexual orientation is a sexually differentiated trait (over 90% of men are attracted to women and vice versa). In animals and men, many sexually differentiated characteristics are organized during early life by sex steroids, and one can wonder whether the same mechanism also affects human sexual orientation. Two types of evidence support this notion. First, multiple sexually differentiated behavioral, physiological, or even morphological traits are significantly different in homosexual and heterosexual populations. Because some of these traits are known to be organized by prenatal steroids, including testosterone, these differences suggest that homosexual subjects were, on average, exposed to atypical endocrine conditions during development. Second, clinical conditions associated with significant endocrine changes during embryonic life often result in an increased incidence of homosexuality. It seems therefore that the prenatal endocrine environment has a significant influence on human sexual orientation but a large fraction of the variance in this behavioral characteristic remains unexplained to date. Genetic differences affecting behavior either in a direct manner or by changing embryonic hormone secretion or action may also be involved. How these biological prenatal factors interact with postnatal social factors to determine life-long sexual orientation remains to be determined.
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Directory of Open Access Journals (Sweden)
Emanoil MUSCALU
2013-07-01
Full Text Available The field of human resources requires the presence and action of several categories of persons and managerial structures interested in the quality of human resources and the activities developed by them. Besides managers and employees there are also the shareholders, the unions, the customers, the different national or local agencies, the local community, etc., with major interests regarding decisions in the human resources area. In order to harmonize their activities and achieve an optimal perspective within the evolution of Human Resource Management, special attention is paid to the strategy of human resources management. According to many specialists, strategies in the field of Human Resource Management show, in the first place, that personnel function adopts a broader perspective and a more dynamic view of human resources, which enables its full integration within the other functions of the organization. In the second place, strategies in the field of Human Resource Management designate the assembly of long term objectives concerning human resources, the main modalities of achieving them and the necessary resources which guarantee that the organization’s structure, value and culture as well as the utilization of its personnel contribute to fulfilling the general objectives of the organization. Therefore, we approached in this paper the problems of grounding and elaborating the Human Resource Management strategy, and we outlined their specific traits, as these are necessary aspects in order to emphasise at the end of our paper the correlation between the strategy in the field of Human Resource Management and the general strategy of the organization. Taking into account specialists and practitioners’ increased interest in knowing, substantiating and implementing strategies in the area of Human Resource Management, we consider that the aspects presented in this paper are modern issues and a starting pointing in solving the great problems of
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Employee Capital:Resource or Reoccurring Nightmare
Murphy, James Peter
2005-01-01
Employee capital need not be a reoccurring nightmare for bar owners if they create a system for managing their employee capital which deals with recruitment, placement, training and development for all hospitality staff members.
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Directory of Open Access Journals (Sweden)
Gisela Demo
2012-10-01
Full Text Available Given the strategic relevance of Human Resources Management (HRM in organizations and the lack of scientific instruments to measure employees’ perceptions about policies and practices of HRM, this study aimed to validate the Human Resources Management Policies and Practices Scale (HRMPPS through exploratory and confirmatory factor analysis using the maximum likelihood method. The study has a quantitative design, but also included qualitative analysis required for the development of a scale. Employees from various organizations composed a sample of 632 people. Scale reliability was assessed by Cronbach’s alpha and Jöreskog’s rho. A sixfactor model was generated showing high-reliability and good fit. Construct validity was provided through convergent and discriminant analyses. The factors were consistent with the literature review and explained about 58% of the construct’s total variance. This study contributes to the scientific production in the area of Human Resources Management since HRMPPS can be used not only in relational studies but also as an evaluation instrument by managers who wish to improve their employees’ well-being as well as organizational outcomes.
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The Impact of Employee Satisfaction on the Release of Human Creative Potential
Damjana Dragman
2014-01-01
Research Question (RQ): Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace str...
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Directory of Open Access Journals (Sweden)
Marina Klacmer Calopa
2015-05-01
Full Text Available This paper integrates theories and findings of the role of human resources management (HRM in the process of knowledge management (KM in the information and communication technologies (ICT sector in Croatia.In order to succeed, companies must prevent the loss of knowledge. Therefore, they must recognize the importance of human resources as the main factor of business. Only knowledge management enables knowledge sharing.Furthermore, applications of information technology (IT in the field of HRM can prevent the loss of knowledge and arise the transfer of knowledge among employees.For the purpose of this paper, a survey regarding human resource and knowledge management in IT companies is conducted in order to analyze the structure of HR and the importance of knowledge sharing in an organization.
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How to measure employee satisfaction
International Nuclear Information System (INIS)
Castillejo, A.
1998-01-01
Competitiveness is impossible without satisfied employees. Excellent organisations base their success on customer loyalty, providing products and services which exceed expectations, which are always increasing. For this reason it is necessary to continually improve the organisation's performance and, therefore the activities which lead to this performance. This is not possible to do without the involvement and commitment of the persons carrying out the activities: employees. The presentation places employee satisfaction within the EFQM Business Excellent Model. The persons most adequate for improving the activities carried out by the organisation are those most familiar with them: employees. To bring this about it is necessary to develop capacities, provide tools necessary for improvement, and provide adequate motivation; indeed, satisfy them. In a society such as today's human resources are the most valuable asset. The aim of the presentation is to introduce the Coopers and Lybrand-Galdano model to measure employee satisfaction, based on the comparison of expectations and perceptions with respect to the organisation. (Author)
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Schön Persson, Sophie; Nilsson Lindström, Petra; Pettersson, Pär; Nilsson, Marie; Blomqvist, Kerstin
2018-05-23
The aim of this study was to explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur?. Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. The design of the study was qualitative and exploratory. Qualitative interview studies were conducted with twenty-three healthcare employees in municipal healthcare. Thematic analysis was used to analyse the data. Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (i) Being personal - a close interpersonal relationship to a care recipient - and (ii) Colleague belongingness - a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were antecedents for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were antecedents for a sense of togetherness within the working group. The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in healthcare are vital resources that must be considered to create sustainable workplaces, and consequently improve the quality of care. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.
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Improve employee engagement to retain your workforce.
Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama
2016-01-01
Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.
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Janet Chew; Lanny Entrekin
2011-01-01
Employee retention is one of the challenges facing many business organisations today. Many industries are afflicted with high demand for specialised employees and are also suffering high levels of turnover. We have moved into a knowledge-based society where human capital is considered a key resource and a competitive business advantage. The high attrition rate of critical (core) employees is costly to corporations. Loss of these high talent employees results in the stripping of valuable human...
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Fuzzy Simple Additive Weighting Method in the Decision Making of Human Resource Recruitment
Directory of Open Access Journals (Sweden)
Budi Prasetiyo
2016-12-01
Full Text Available The Company is one of the jobs that was founded to reduce unemployment. The progress of a company is determined by the human resources that exist within the company. So, the selection of workers will join the company need to be selected first. The hardest thing in making a selection factor is the effort to eliminate the subjectivity of the personnel manager so that every choice made is objective based on the criteria expected by the company. To help determine who is accepted as an employee in the company, we need a method that can provide a valid decision. Therefore, we use Fuzzy Multiple Attribute Decision Making with Simple Additive Weighting method (SAW to decide to make in human resource recruitment. This method was chosen because it can provide the best alternative from several alternatives. In this case, the alternative is that the applicants or candidates. This research was conducted by finding the weight values for each attribute. Then do the ranking process that determines the optimal alternative to the best applicants who qualify as employees of the company. Based on calculations by the SAW obtained the two highest ranking results are A5 (alternative 5 and A1 (alternative 1, to obtain two candidates received.
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Employee Engagement and Organizational Behavior Management
Ludwig, Timothy D.; Frazier, Christopher B.
2012-01-01
Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…
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Bednall, T.; Sanders, K.; Runhaar, P.R.
2014-01-01
Employees' participation in informal learning activities benefits their workplace performance, and ultimately their long-term career development. While research has identified several individual- and organizational-level factors that promote participation, to date, the role of human resource
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Human resource training and development. The outdoor management method.
Directory of Open Access Journals (Sweden)
THANOS KRIEMADIS
2008-01-01
Full Text Available In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD. For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development will be presented. Basic theories and models will be analysed as well as the benefits earned and evaluation concerns about the effectiveness of such training programs.
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Craft, Kirby A.
2009-01-01
How can we train today's workforce with innovative technologies when families are surrounded by state-of-the-art video games and high-definition televisions? Human resource managers and administrators are faced with difficult challenges to prepare beneficial and relevant professional development exercises that engage the minds of their employees.…
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Directory of Open Access Journals (Sweden)
Gusti Kade Sutawa
2016-03-01
Full Text Available This study aims to test and analyze impact of human resource development on working motivation of hotel business workers in Bali, impact of human resource development on organizational changes of hotel business in Bali, impact of human resource development on the performance of hotel business in Bali, impact of working motivation against organizational changes in hotel business in Bali, impact of working motivation on the organizations performance of the hotel business in Bali, and impact of organizational changes against organizations performance of the hotel business in Bali. There were 170 respondents of star-rated hotel employees which were selected through purposive sampling technique. Structural Equation Modeling with the application Analysis of Moment Structure was used to analyze the data. The results show that empowerment of human resources (HR has positive and significant impact on working motivation, organizational changes, and the organization performance of hotel business in Bali, working motivation has positive and significant impact on organizational changes and the organization performance of hotel business in Bali and organizational changes have significant and positive impact on the organization performance of hotel business in Bali. Empowerment variables have the most powerful impact to support the improvement of organizational performance, followed by organizational changes and working motivation variables. The results indicate that human resource empowerment improves the performance of the hotel business in Bali. Therefore, human resource development need to be prioritized in order to improve organizational performance of star hotels in Bali.
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Human resource management practices stimulating knowledge sharing
Directory of Open Access Journals (Sweden)
Matošková Jana
2017-12-01
Full Text Available The major goal of the paper was to develop a theoretical framework that conceptualizes the indirect impact on human resource management practice on knowledge sharing in the organization. In the current competitive environment, the ability to use knowledge assets and to continuously renovate it is required for organizational success. Therefore, the field of human resource management should dedicate great effort to understanding how to enhance the knowledge flows within the organization. Theoretical indications were provided about HRM practices that influence the quality and quantity of knowledge sharing within an organization. Further, a conceptual model of relations between HRM practices and factors influencing knowledge sharing within an organization was introduced. It is supposed that HRM practices have direct impacts on personality traits of employees, organizational culture, characteristics of managers, and instruments used for knowledge sharing. Subsequently, these factors have direct effects on the perceived intensity of knowledge sharing. The paper offers 12 testable propositions for the indirect relation between HRM practices and knowledge sharing in the organization. The suggested model could assist future research to examine the influence of HRM practices upon managing knowledge is a more complex way. Via a theoretical contribution to the debate on the influence on HRM practices upon managing knowledge, the study contributes to further research development in this field.
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Crawford, Eean R; Lepine, Jeffery A; Rich, Bruce Louis
2010-09-01
We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistently positive, relationships among demands and engagement were highly dependent on the nature of the demand. Demands that employees tend to appraise as hindrances were negatively associated with engagement, and demands that employees tend to appraise as challenges were positively associated with engagement. Implications for future research are discussed. Copyright 2010 APA, all rights reserved
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The Evaluation Of An Insourced Employee Assistance Programme
Rajeshree Naicker; Christa Fouché
2003-01-01
Employers worldwide are appreciating the increasing need for maximum employee productivity and effectiveness in a global economy. In countries with labour and/or skill shortages, the strategic value of worker recruitment and retention is vital. Employers are thus utilising workplace services, such as Employee Assistance Programmes (EAPs) and other related programmes to enhance their overall Human Resources systems. However, the mere introduction of an EAP is not in itself sufficient to achiev...
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Directory of Open Access Journals (Sweden)
Kovačević Bojana
2012-01-01
Full Text Available The paper offers a concise summary of current problems including the impact of education on (dissatisfaction of human resources in tourism and hospitality industry. In recent years, many researches have been focused on the phenomena of the relation between level of education and job satisfaction of the employees in tourism organizations as it is well known that employee satisfaction enhance competitiveness and efficiency in business. A current issue was set as the fundamental goal in designing this paper, and the basic parameter of the research is employee satisfaction with business operations and working conditions, or to be more precise, examining the extent of (dissatisfaction with the given segments depending on the employees' educational level. This paper represents a synthesis of the electronic research, the analysis of available references, as well as the use of descriptive, analytical and synthetic methods, and it will result in a critical analysis and confirmation (denial of certain hypotheses.
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Atkins, P M; Marshall, B S; Javalgi, R G
1996-01-01
A strong relationship exists between employee satisfaction and patients' perceptions of the quality of their care, measured in terms of their intent to return and to recommend the hospital to others. Employee dissatisfaction can negatively affect quality of care and have an adverse effect on patient loyalty and, thus hospital profitability. Therefore, health care marketers should regularly measure employee satisfaction as one way to monitor service quality. Health care marketers must work more closely with their human-resource departments to understand and influence employees' work environment and maintain a high level of job satisfaction. Marketers also should place an increased emphasis on both employee and patient perceptions of satisfaction when developing internal and external strategic marketing plans and formulating future research.
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Human Resource Management in Virtual Organizations. Research in Human Resource Management Series.
Heneman, Robert L., Ed.; Greenberger, David B., Ed.
This document contains 14 papers on human resources (HR) and human resource management (HRM) in virtual organizations. The following papers are included: "Series Preface" (Rodger Griffeth); "Volume Preface" (Robert L. Heneman, David B. Greenberger); "The Virtual Organization: Definition, Description, and…
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Alfes, K.; Shantz, A.D.; Truss, C.; Soane, E.C.
2013-01-01
This study contributes to our understanding of the mediating and moderating processes through which human resource management (HRM) practices are linked with behavioural outcomes. We developed and tested a moderated mediation model linking perceived HRM practices to organisational citizenship
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Programme evaluation: Can it improve human resource management practice?
Directory of Open Access Journals (Sweden)
Johann Louw
2012-07-01
Full Text Available Orientation: This is the final article in the special edition on human resource (HR programmes and evaluation. Its starting point is that programme evaluation is the application of a wide range of social science research methods that provide credible information about the need, use, planning, effectiveness and cost of a programme. Research purpose: The purpose of this article is to review the other articles in this volume, and to draw out general conclusions about their contributions to knowledge in the field. Motivation for the study: If evaluations are undertaken in the HR domain in South Africa, they remain mostly unpublished, and thus cannot contribute to a knowledge base for the field. Research design, approach and method: This article provides a theory-based approach to programme evaluation. The seven articles were analysed in terms of two major functions of programme evaluation, namely to ask ‘How does a programme work?’, and ‘Does it work?‘ Main findings: Eight overarching themes are identified in the articles included in this volume. Practical/managerial implications: The evidence discussed here can be used to make better decisions, promote organisational learning, improve practice, and enhance employee wellbeing. Contribution/value-add: The main contribution of this concluding article is its argument that research and theory in this field can enhance the work of HR professionals, by providing evidence about how ‘good’ a programme is, and why it is good. This adds substantial value in a world characterised by accountability and evidence-based practice.
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Determinants of job motivation among frontline employees at hospitals in Tehran.
Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas
2016-04-01
Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ(2) (6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation.
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Employee perceptions of management relations as influences on job satisfaction and quit intentions
Frenkel, S.; Sanders, Karin; Bednall, T.
2013-01-01
In this paper we use a relational approach to investigate how employee perceptions of their relationships with three types of managers—senior, line, and human resource managers—are related to employees’ job satisfaction and intention to quit. Based on an employee survey (n = 1,533), and manager
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INTRODUCING WESTERN HUMAN RESOURCE MANAGEMENT PRACTICES TO CHINA: SHOPFLOOR WORKERS' PERSPECTIVES
Directory of Open Access Journals (Sweden)
Jos Gamble
2006-01-01
Full Text Available The management of host country employees is often portrayed as a particularly fraught dimension for multinational firms. The problems involved are considered exponentially greater when there are substantial institutional differences and 'cultural distance' between the host country and a firm's parent country, as is assumed to be the case for Western firms operating in China. Based upon detailed case study research conducted at a UK-invested firm in China between 1999 and 2003 and a comparative study of a Chinese state-owned firm, this paper explores the veracity of such assumptions. The findings indicate that Western human resource management practices can be transplanted successfully and questions the degree to which foreign-invested enterprises need to adopt 'the Chinese way of doing things'. Indeed, such practices can be innovative in the Chinese context and provide a competitive source of differentiation for multinationals as employees.
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Assessing impact of changes in human resources features on enterprise activities: simulation model
Directory of Open Access Journals (Sweden)
Kalmykova Svetlana
2017-01-01
Full Text Available The need for creating programs of human resources development is shown; the impact of these programs on organizational effectiveness is taken into account. The stages of development tools and HRD programs on the basis of cognitive modelling are disclosed; these stages will help assess the impact of HR-practices on the key indicators of organization activity at the design stage. The method of HR-practices’ pre-selection in professional development of the employees is represented.
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Job resources buffer the impact of work-family conflict on absenteeism in female employees
Demerouti, E.; Bouwman, K.; Sanz-Vergel, A.I.
2011-01-01
This study examines the relationship between work-family conflict and objective absenteeism 1 year later, by demonstrating that several job resources buffer the impact of work-family conflict on absenteeism. Female employees (N = 386) of a large financial services organization participated in the
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Directory of Open Access Journals (Sweden)
Lamprakis Athanasios
2018-03-01
Full Text Available Organisational justice is a key component in the practice of human resources management in any work environment. The aim of this research survey is to highlight the meaning and importance of organisational justice and its impact on employee engagement. To achieve this aim, except for the literature review, the survey examines the extent to which the distributive, procedural and interactional justice impact on work and organisational engagement, through a research in a certain Greek public organisation. As regards the statistical analysis of the research hypotheses, we used methods of the SPSS 17.00 statistical package. The results showed that the distributive justice significantly impacts on both types of engagement, while no effect was detected between procedural justice and the two types of engagement. The interactional justice was found to determine, partly, only the organisational engagement. The findings overwhelmingly verified the existing bibliographical references, resulting in a noteworthy empirical precedent which could contribute to the field concerning the impact that organisational justice exerts on certain aspects of organisational behaviour.
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Combining Human Resource and Stakeholder Management Perspectives
DEFF Research Database (Denmark)
Ravazzani, Silvia; Mormino, Sara
2015-01-01
This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity of comp...... and corporate learning in a stakeholder-oriented perspective can play a strategic role in supporting business strategy, providing organizations the resources to meet internal and external needs (Wilson, 2005) and to interconnect with their value network.......This paper explores collaborative learning activities involving HR and external stakeholders that organizations decide to plan and implement in order to obtain benefits in terms of knowledge sharing, stakeholder understanding and value creation. The increasing uncertainty and multiplicity...... of competitive pressures and stakeholder demands (Harrison, St. John, 1996) require organizations, and in particular HR, to take on a more strategic role aimed to build new capability and support the overarching business strategy (Ulrich, Beatty 2001). This study draws on Strategic Human Resource Management...
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Hüseyin YILMAZ
2016-01-01
The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants c...
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Human resources in innovation systems
DEFF Research Database (Denmark)
Nielsen, René Nesgaard
2007-01-01
Human resources in innovation systems: With focus on introduction of highly educated labour in small Danish firms This thesis has two purposes: (1) a ‘general' purpose to enhance our knowledge on the relationship between innovation, technological and organisational change, and human resources......, including knowledge and skills embodied in human resources, and (2) a more ‘specific' purpose to enhance our knowledge on introduction of highly educated labour, innovation, and upgrading changes in small Danish firms. Chapter 1 establishes the relevance of this research interest, and it also states...... stemming from human resources - such as insight, understanding, creativity, and action - are inherently important to all innovation processes. The chapter also suggests a tentative conceptual and analytical framework for studying human resources and their development within a system of innovation approach...
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Barriers to increased market-oriented activity
DEFF Research Database (Denmark)
Bisp, Søren
1999-01-01
and related activities still seem to attract relatively few resources is not answered by supplying another checklist or package of facilitators. Based on published conceptual writings and empirical studies this article makes an account of what the intra-organizational barriers may be to increased market......Most research on market orientation has dealt with assessing how market orientation behaviour is related to business performance. This work has established an intense market-oriented activity as significantly and positively related to business performance under most circumstances. In a maturing......-oriented activity. A framework of six generic domains is suggested: Organizational structure, human resource management, market-oriented activity competence, psychological climate, managers' personality characteristics, and individually held beliefs. A model is suggested inter-relating the domains....
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De Dreu, Carsten K W; Nauta, Aukje
2009-07-01
In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.
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Directory of Open Access Journals (Sweden)
Hisako Matsuo, Ph.D.
2013-07-01
Full Text Available Japanese corporations are characterized by distinctive management practices which have been nurtured in a culturally homogeneous environment. The transferability of these practices to foreign subsidiaries has been a subject of debate among management scholars. Drawing on resource dependence theory and institutionalism, this study examines the impact of homogeneity in management and parent company control on the degree of presence of Japanese human resource management (HRM in U.S. subsidiaries. The study uses Walton and Lawrence’s classification (reward, selection and promotion, employee influence mechanism, and job design to measure uniquely Japanese HRM and a sample survey of 138 U.S. subsidiaries of Japanese multinational corporations for data collection. A principal component analysis reveals that three dimensions of HRM (reward system, selection and promotion, and job design, rather than four, are salient among these establishments. An OLS regression analysis also reveals that the degree of homogeneity in management and parent company control has impact on the transfer of these dimensions of HRM. Some implications for future study are discussed.
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Importance of Beliefs, Attitudes and Values in the Frame of Human Resource Motivation
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Claudia MOISE
2014-06-01
Full Text Available The article deals with a complex and original field of analyse – the role that concepts such as beliefs, attitudes and values can entail in the modern human resources management techniques that are dealing with employee’s motivation. Nowadays employees have a complex approach regarding motivation. Especially when we speak about big organisations such as multinational companies, we will find complex jobs having many tasks and a complicated network of inter-relations within the organisation. In such cases, as we speak about middle and top management positions, employee’s motivation is relying on different types of motivation: intrinsic and extrinsic altogether. The substantiation of an efficient motivational strategy can be based on the link between beliefs, attitudes and values of the employees and their motivation development process.
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Subramony, Mahesh; Krause, Nicole; Norton, Jacqueline; Burns, Gary N
2008-07-01
It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale.
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Human Resources Performance in Service Encounters – A Customer Service Case Study
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Claudia GRIGORE
2011-06-01
Full Text Available Efficiency is generally defined as the extent to which resources or effort is employed in order to achieve a certain purpose or objective. As per an economic perspective, this term may also mean a minimum quantity of supplies which can generate a maximum result. But can we talk about efficiency in terms of human resources and their allocation to a specific task? And how one asses the activity of the employees when considering service encounters? This study aims to provide an answer to these two questions from an emotional labor perspective: individuals employ their emotional abilities in order to perform a certain job. This is a process under a commercial perspective: the wage represents the exchange value for these competencies.
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Simulation Modelling Approach to Human Resources Management: Burnout Effect Case Study
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Marjana Merkac Skok
2013-07-01
Full Text Available Human resources management has become one of the most important leverages in organizations for gaining competitive advantage. However, human resources management is in many occasions prone to nonlinear feedbacks with delayed effect. Burnout effect is one of the problems that are especially often faced by the experts in learning society. Burnout effect occurs because modern society is a fast-moving, achievement-oriented, very competitive and lead to many stressful situations, which individuals cannot handle always. We propose usage of system dynamics methodology in exploration of burnout effect, and its usage in learning of consequences of burnout effect. Several experiments have been conducted and presented which indicate increase and collapse behaviour in case of burnout experience by the individual. Experiments with the model explore the presence of burnout effect in several different situations, with different pace of its manifestations.
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Voorde, F.C. van de; Paauwe, J.; Veldhoven, M.J.P.M. van
2012-01-01
There is a lack of consensus on the role of employee well-being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee
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Determinants of job motivation among frontline employees at hospitals in Tehran
Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas
2016-01-01
Introduction Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. Methods This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. Results The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ2(6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation. PMID:27280000
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ORGANIZATIONAL STRATEGIC PLANNING OF HUMAN RESOURCES
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Nicoleta, BELU
2014-11-01
Full Text Available The strategic planning of human resources is an ongoing process closely connected to the mission, vision and goals of an organization. The need for strategic planning arises from the dynamism of social and economic life, with a proactive approach in any type of organization. The role of strategic planning of human resources is to "ensure the right man in the right place at the right time", as a human resource is the only one with a creative and innovative effect. Thus, there is a synergistic effect between an individual and the organization in which he/she operates, between a human resources strategy and an organization's overall strategy. The main objectives of strategic planning are ensuring the necessary human resources, suitability to an organization's nature and the effective use of human resources in achieving organizational objectives. Analyzing the necessary human resources according to an organization's objectives and linking them to the existing labour supply and demand, there is an absolutely essential balance in strategic planning. The benefits obtained therefore are undeniable and human capital is transformed into a true competitive advantage. The challenges generated by the changes that may occur at any time in any type of organization and which directly affect the existing human resources can be effectively managed through strategic planning.
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Minireview: Hormones and Human Sexual Orientation
Balthazart, Jacques
2011-01-01
Many people believe that sexual orientation (homosexuality vs. heterosexuality) is determined by education and social constraints. There are, however, a large number of studies indicating that prenatal factors have an important influence on this critical feature of human sexuality. Sexual orientation is a sexually differentiated trait (over 90% of men are attracted to women and vice versa). In animals and men, many sexually differentiated characteristics are organized during early life by sex...
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Key issues in human resource planning for home support workers in Canada.
Keefe, Janice M; Knight, Lucy; Martin-Matthews, Anne; Légaré, Jacques
2011-01-01
This paper is a synthesis of research on recruitment and retention challenges for home support workers (HSWs) in Canada. Home support workers (HSWs) provide needed support with personal care and daily activities to older persons living in the community. Literature (peer reviewed, government, and non-government documents) published in the past decade was collected from systematic data base searches between January and September 2009, and yielded over 100 references relevant to home care human resources for older Canadians. Four key human resource issues affecting HSWs were identified: compensation, education and training, quality assurance, and working conditions. To increase the workforce and retain skilled employees, employers can tailor their marketing strategies to specific groups, make improvements in work environment, and learn about what workers value and what attracts them to home support work. Understanding these HR issues for HSWs will improve recruitment and retention strategies for this workforce by helping agencies to target their limited resources. Given the projected increase in demand for these workers, preparations need to begin now and consider long-term strategies involving multiple policy areas, such as health and social care, employment, education, and immigration.
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BÎRCĂ ALIC
2017-11-01
Full Text Available This scientific approach refers to the relationship between the managers of human resources and linear managers on personnel management within the organization. In this context it is shown the importance of cooperation between the human resources managers and the linear managers on achieving the organizational performance.It is shown the degree of involvement of both the division of human resources and the linear and functional managers and in solving the problems of employees, but also in the implementation of different methods and procedure for the human resources. Also, in the case of the line and the functional managers, is important awareness of the need for their involvement in the activities related to the human resources management. Also, there are shown the possible risks that might face the organization in the case of a mismanagement of human resources management from the linear managers. In order to assess the level of networking of human resources managers with the linear managers and the functional organisations of the Republic of Moldova has been applied the sociological method-questionnaire, being used Likert scale.
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The Effect of Leadership Style on Motivation to Improve the Employee Performance
Hanifah, Hanifah; Susanthi, Novi Indah; Setiawan, Agus
2014-01-01
Human resources (HR) is one of the most important factor in an organization, especially for PT. PELNI, a prominent goverment-owned marine transportation company.This study aims to determine the factors which can improve the performance of employees at PT.PELNI. Upon getting feed back from 78 employees, it is obvious that the company has apparently been successful in motivating its employees to demonstrate good performance. Success indication can be seen from the regression coefficient X2 (Wor...
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The research and training of human resources to produce renewable resources of energy
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José Ernesto Rangel Delgado
2008-10-01
Full Text Available The prospective technique approach used as a context, this paper emphasizes the importance of a long term vision on the human resources development for renewable energies production. In the same sense it outlines the connection between the professions associated with the generation of renewable energy and the labor market. Results are presented on the research intellectual capacity of Mexico, highlighting, the public universities, specialized research centers, researchers, and the associated academic programs to renewable energies. Finally, it is presented the conclusions, and suggestions oriented to increase strategically, the renewable energies research for the technology development. Also it might incorporate our country towards the international market for renewable technologies, in the long term.
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Prenatal Influences on Human Sexual Orientation: Expectations versus Data.
Breedlove, S Marc
2017-08-01
In non-human vertebrate species, sexual differentiation of the brain is primarily driven by androgens such as testosterone organizing the brains of males in a masculine fashion early in life, while the lower levels of androgen in developing females organize their brains in a feminine fashion. These principles may be relevant to the development of sexual orientation in humans, because retrospective markers of prenatal androgen exposure, namely digit ratios and otoacoustic emissions, indicate that lesbians, on average, were exposed to greater prenatal androgen than were straight women. Thus, the even greater levels of prenatal androgen exposure experienced by fetal males may explain why the vast majority of them grow up to be attracted to women. However, the same markers indicate no significant differences between gay and straight men in terms of average prenatal androgen exposure, so the variance in orientation in men cannot be accounted for by variance in prenatal androgen exposure, but may be due to variance in response to prenatal androgens. These data contradict several popular notions about human sexual orientation. Sexual orientation in women is said to be fluid, sometimes implying that only social influences in adulthood are at work, yet the data indicate prenatal influences matter as well. Gay men are widely perceived as under-masculinized, yet the data indicate they are exposed to as much prenatal androgen as straight men. There is growing sentiment to reject "binary" conceptions of human sexual orientations, to emphasize instead a spectrum of orientations. Yet the data indicate that human sexual orientation is sufficiently polarized that groups of lesbians, on average, show evidence of greater prenatal androgen exposure than groups of straight women, while groups of gay men have, on average, a greater proportion of brothers among their older siblings than do straight men.
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Examining human resources' efforts to develop a culturally competent workforce.
Whitman, Marilyn V; Valpuesta, Domingo
2010-01-01
The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.
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QUALITY OF HUMAN RESOURCES IN THE CONSTRUCTION INDUSTRY
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Sofronov Daniil Sergeevich
2012-10-01
Full Text Available Human resources serve as the basis for development of the national economy, as a whole, and the construction industry, as its constituent part. The problem of inferior labor productivity within the framework of the national economy and its construction industry is considered in the paper. The author has identified the reasons why the productivity of the national economy and its construction industry is low. Low quality manpower is one of the reasons. Analysis of the statistical information has proven that the quality of the manpower in the construction industry is unsatisfactory. The author has also analyzed the relation between the construction industry development pattern and the quality of the manpower. Low manpower quality is a consequence of low personnel training and development expenditures assumed by local construction companies, if compared to the same assumed in the developed economies. Russian businesses do not invest any proceeds into their employees, as any employee may leave the company at any moment, and the employer will lose the investment. Therefore, the performance rate of the Russian construction industry cannot catch up with its western counterpart. The author also provides the analysis of the western personnel development concept. The author also makes his suggestions designated to reverse the unfavourable trend of the construction industry.
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20 CFR 638.500 - Orientation program.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Orientation program. 638.500 Section 638.500 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.500 Orientation program. The...
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de Graaf, Frank Jan
2014-01-01
By assessing four cases, this paper develops propositions about the transfer of employee oriented corporate social responsibility (CSR) practices within multinational SMEs. Specifically we explore whether an individual owner-manager can add value within a foreign subsidiary by means of
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Directory of Open Access Journals (Sweden)
Yusnaena Yusnaena
2015-05-01
Full Text Available Human resources play an important role in the organization of the company. Although supported by the infrastructure and sufficient financial resources, without the support of human resources who are competent in their respective fields of activities in the organization, the company will not run properly. It is proved that human resources are the key issue and have to be managed as well as possible, because as the key, human resources will determine the success of an organization's operational activities. Provincial Parliament stressed the need for employees who have emotional and spiritual balance accumulated in the form of morality working and able to work together in solid team work. It is necessary for emotional intelligence and spiritual intelligence. But the phenomenon in the field indicates the employee's performance is far from the desired expectation as there are many employees who are less concerned about jobs, less concerned about the peer delay - temporize absence of a sense of community work, is selfishness and want to win yourself all this illustrates the field of emotional intelligence oversight and intelligence spiritual so disturbing to the achievement of actual performance. This study is a descriptive study that compares the explanatory theories with circumstances that occur in the field. The sampling method selected is a total sampling technique. Data was processed using a multiple linear regression analysis formula. The results of this study conclude that the variables Emotional Intelligence have significant positive effect on employee performance in the Secretariat of the West Sumatra Provincial Parliament. The variable Spiritual Intelligence does not significantly influence the performance of employees of the West Sumatra Provincial Parliament Secretariat.
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Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company
Octaviannand, Ramona; Pandjaitan, Nurmala K.; Kuswanto, Sadikin
2017-01-01
In the digital and globalization era which are demanding for tech progress. Human resources need to work more closely and concentration. Small errors can lead to fatal errors that result in high costs for the company. The loss of motivation at work influences employee satisfaction and have a negative impact on employee performance. Research was…
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30 CFR 56.18006 - New employees.
2010-07-01
... New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE...
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THE RELATIONSHIP BETWEEN SATISFACTION WITH LIFE AND EMPLOYEE ENGAGEMENT
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Anton Vorina
2013-04-01
Full Text Available Modern organizations need dedicated employees who are engaged with their work. The theme of employee engagement has generated a great deal of attention among many human resource practitioners and academic researchers across the world. In this paper we present an analysis the relationship between satisfaction with life and employee engagement in a casual sample of 1006 respondents in Slovenia. Based on multipla linear regression analysis, we found that relation between satisfaction with life and employee engagement is statistically significant (F: 381.80, Sig.: 0.000. Among two evaluated multiple regression models, as the most appropriate, the multiple linear regression model with one regressors (satisfaction with life and sample size of 1006. We found out that the engagement of employee would increase if the satisfaction with life increase.
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Chosen Concepts of Human Resources Management
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Marcin W. Staniewski
2007-07-01
Full Text Available The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models and finishing on strategic human resources models (orthodox model and human resources architecture, proposed by R.G. Klimecki S. A. Litz and D.P. Lepak S.A. Snell.
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Participation of employees in the making of marketing decisions in enterprises in Serbia
Ravić Nenad; Kirin Snežana; Filipović Predrag
2016-01-01
Contemporary approaches to the analysis of business activities of modern organizational systems are focusing on human resources and considering them the most important property. Participation of employees in the decision-making process contributes to the improvement of company's performances, and also to the satisfaction and motivation of employees. Objective of this research paper is to point out to the significance of employees' participation in the making of strategic decisions in an enter...
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Driessen, Julia; Settle, Dykki; Potenziani, David; Tulenko, Kate; Kabocho, Twaha; Wadembere, Ismail
2015-08-31
To address the need for timely and comprehensive human resources for health (HRH) information, governments and organizations have been actively investing in electronic health information interventions, including in low-resource settings. The economics of human resources information systems (HRISs) in low-resource settings are not well understood, however, and warrant investigation and validation. This case study describes Uganda's Human Resources for Health Information System (HRHIS), implemented with support from the US Agency for International Development, and documents perceptions of its impact on the health labour market against the backdrop of the costs of implementation. Through interviews with end users and implementers in six different settings, we document pre-implementation data challenges and consider how the HRHIS has been perceived to affect human resources decision-making and the healthcare employment environment. This multisite case study documented a range of perceived benefits of Uganda's HRHIS through interviews with end users that sought to capture the baseline (or pre-implementation) state of affairs, the perceived impact of the HRHIS and the monetary value associated with each benefit. In general, the system appears to be strengthening both demand for health workers (through improved awareness of staffing patterns) and supply (by improving licensing, recruitment and competency of the health workforce). This heightened ability to identify high-value employees makes the health sector more competitive for high-quality workers, and this elevation of the health workforce also has broader implications for health system performance and population health. Overall, it is clear that HRHIS end users in Uganda perceived the system to have significantly improved day-to-day operations as well as longer term institutional mandates. A more efficient and responsive approach to HRH allows the health sector to recruit the best candidates, train employees in
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Effectiveness of resource-enhancing family-oriented intervention.
Häggman-Laitila, Arja; Tanninen, Hanna-Mari; Pietilä, Anna-Maija
2010-09-01
The purpose of the study was to assess the effectiveness of a resource-enhancing family-oriented intervention. There is very little empirical knowledge of how nurses working in a home context develop relationships with families, what methods they use to enhance families' resources and how such relationships affect the families' health outcomes. The study was designed as a descriptive service evaluation. A total of 129 family members from 30 families with small children participated in the study. Data were collected with family care plans and client reports in 2004-2005. Data were analysed by qualitative content analysis and by descriptive statistical methods. Resource-enhancing discussions were carried out in all family meetings. Other methods were video guidance, creation of a family tree and parents' role map, network collaboration, observation and parent-child group activity. The families needed support mostly in parents' health and well-being, coping with parenthood, upbringing and child care, parents' relationships, social relations and children's health and growth. The families had an average of five support needs at the beginning of the intervention and 1·8 needs at the completion. The families set on average 3·6 and achieved 4·5 goals during the family nursing process. The resource-enhancing family nursing can be used for supporting parenthood, the raising of and caring for the children, strengthening of social support networks, decreasing the need for support from the authorities and enhancing the parents' resources to manage the duties related to their work and studies. The study resulted in empirically based concepts that can be used in the future to construct instruments to evaluate the effectiveness of resource-enhancing family nursing from the perspective of families and family health. The findings add to our professional understanding of resource-enhancing family nursing. © 2010 Blackwell Publishing Ltd.
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Sinčić, Dubravka; Pološki Vokić, Nina
2007-01-01
Successful companies attach great importance to human resource management and internal communications, because they are aware of the value of those activities and of strategic advantage they can bring to the organization. They should also realize that it is necessary to live internal marketing philosophy, if they stream to offer quality products and services to both markets: internal and external. The idea of satisfied employees for the benefit of satisfied customers is accepted and developed...
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User Utility Oriented Queuing Model for Resource Allocation in Cloud Environment
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Zhe Zhang
2015-01-01
Full Text Available Resource allocation is one of the most important research topics in servers. In the cloud environment, there are massive hardware resources of different kinds, and many kinds of services are usually run on virtual machines of the cloud server. In addition, cloud environment is commercialized, and economical factor should also be considered. In order to deal with commercialization and virtualization of cloud environment, we proposed a user utility oriented queuing model for task scheduling. Firstly, we modeled task scheduling in cloud environment as an M/M/1 queuing system. Secondly, we classified the utility into time utility and cost utility and built a linear programming model to maximize total utility for both of them. Finally, we proposed a utility oriented algorithm to maximize the total utility. Massive experiments validate the effectiveness of our proposed model.
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The Influence of Social Networking Sites on Recruiting Human Resources in the Czech Republic
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Bohmova Lucie
2015-02-01
Full Text Available Background: This paper is focused on the usage of social networking sites (SNS for human resources departments in the process of hiring new employees. It also maps the development and influence of SNS on recruiter's behavior and customs. The main aim is to find out, whether SNS could/will replace traditional online job boards in the Czech Republic. The motivation for the research is to determine whether SNS can be used for serious and practical business purposes.
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Monitoring Employee Behavior Through the Use of Technology and Issues of Employee Privacy in America
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Mahmoud Moussa
2015-04-01
Full Text Available Despite the historic American love for privacy that has enhanced innovation and creativity throughout the country, encroachments on privacy restrain individual freedom. Noticeable, advances in technology have offered decision makers remarkable monitoring aptitudes that can be used in numerous tasks for multiple reasons. This has led scholars and practitioners to pose a significant number of questions about what is legitimate and illegitimate in the day-to-day affairs of a business. This article is composed of (a research about electronic monitoring and privacy concerns; (b definitions of, critiques of, and alternatives to electronic performance monitoring (EPM; (c motives behind employee monitoring and leadership behaviors; (d advice that makes monitoring less distressful; (e employee monitoring policies; (f reviewing policies and procedures; (g the role of human resource development (HRD in employee assessment and development; and (h conclusion and recommendations for further studies.
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Generating human resources in nuclear engineering in India: need of the hour
International Nuclear Information System (INIS)
Roy, Prateep
2010-01-01
With the fast growth of energy requirement scenario, particularly, in India with limited dependence on fossil power and increased emphasis on green power we have lots of nuclear power plant and associated projects in pipeline. This requires enormous human resources trained and qualified in nuclear engineering who will be engaged in all aspects of nuclear plant projects right from conceptualization, design, construction, development, operation, maintenance till decommissioning. As on today, Department of Atomic Energy (DAE) in Government of India is almost the only agency catering to this need. DAE grooms graduate engineers from various disciplines and postgraduates from sciences, specially, Physics and Chemistry. But, it takes enough financial resources and full 1-year duration past graduation from Indian Government. Even after imparting training to these freshly recruited DAE employees, sizeable chunk of the population quit DAE for better prospect such as higher studies abroad, management studies, IT profession etc. Also, the people trained in nuclear engineering are fewer in number than required and the gap would be increasingly large as time progresses and increasing number of nuclear plants would be constructed/operational. Comparatively larger number of engineering graduates currently produced in India are in Computer Engineering/Information Technology rather than in conventional disciplines like Civil, Mechanical, Electrical, Electronics and Telecommunications Engineering. This poses another problem of orienting/motivating the manpower in nuclear fields. Considering these problems the author proposes to produce and develop nuclear engineering graduates directly in the academic institutions which will help the nation in reducing the gap between the increasing demand of manpower in view of large number of nuclear plants in the pipeline and the availability of the nuclear engineers. Even large number of industries related to manufacturing and consultancy also
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Horgan, J.; Muhlau, P.
A central claim of strategic HRM is the notion that the way a firm manages its workforce affects its corporate performance. In particular, 'high performance human resource management', a systematic approach toward HR management consisting of internally consistent HR dimensions that develop the skill
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Lenz, Thomas L; Gillespie, Nicole D; Skrabal, Maryann Z; Faulkner, Michele A; Skradski, Jessica J; Ferguson, Liz A; Pagenkemper, Joni J; Moore, Geri A; Jorgensen, Diane
2013-03-01
A recent increase in the incidence of diabetes and pre-diabetes is causing many employers to spend more of their healthcare benefit budgets to manage the conditions. A self-insured university in the USA has implemented an interprofessional diabetes mellitus risk reduction program using its own employee faculty and staff experts to help fellow employees manage their diabetes and pre-diabetes. The interprofessional team consists of five pharmacists, a dietitian, an exercise physiologist, a health educator and a licensed mental health practitioner. In addition, the participant's physician serves as a consultant to the program, as does a human resources healthcare benefits specialist and a wellness coordinator. The volunteer program takes place at the worksite during regular business hours and is free of charge to the employees. The faculty and staff delivering the program justify the cost of their time through an interprofessional educational model that the program will soon provide to university students.
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Directory of Open Access Journals (Sweden)
Emmanuel Udekwe
2017-11-01
Full Text Available Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs are an integral part of many retailers. Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape. Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs. Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21 purposively selected employees in the two mentioned departments of both retail organisations. Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS. Practical
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Aken, Andrew Joseph
2010-01-01
This dissertation uses the logic embodied in Strategic Fit Theory, the Natural Resource- Based View of the Firm (NRBV), strategic human resource management, and other relevant literature streams to empirically demonstrate how the environmental orientation of a firm's strategy impacts their environmental performance and resultant financial…
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The Influence of Extrinsic and Intrinsic Motivation on Employee Perfomance at Bank Sulut Manado
Mundung, Shintya Ervina Donna; Pangemanan, Sifrid Pangemanan
2015-01-01
Motivation is the basic desire why people do job and performance of employee have a strong related with employee's motivation and the purpose of this study was to investigate how two variable of motivation (extrinsic and intrinsic motivation) based on Herzberg (1966) that affect employee performance, A conceptual framework based on Human Resources Management, was utilized to form 2 hypotheses predicting the causality between the different variables. After validating the scale to data gathered...
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Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol
2005-02-01
Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.
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Predicting The Exit Time Of Employees In An Organization Using Statistical Model
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Ahmed Al Kuwaiti
2015-08-01
Full Text Available Employees are considered as an asset to any organization and each organization provide a better and flexible working environment to retain its best and resourceful workforce. As such continuous efforts are being taken to avoid or extend the exitwithdrawal of employees from the organization. Human resource managers are facing a challenge to predict the exit time of employees and there is no precise model existing at present in the literature. This study has been conducted to predict the probability of exit of an employee in an organization using appropriate statistical model. Accordingly authors designed a model using Additive Weibull distribution to predict the expected exit time of employee in an organization. In addition a Shock model approach is also executed to check how well the Additive Weibull distribution suits in an organization. The analytical results showed that when the inter-arrival time increases the expected time for the employees to exit also increases. This study concluded that Additive Weibull distribution can be considered as an alternative in the place of Shock model approach to predict the exit time of employee in an organization.
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Job satisfaction and motivation: how do we inspire employees?
Alshallah, Sahar
2004-01-01
Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.
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Program-oriented approach to resource saving issues in construction materials industry
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Novikova Galina
2017-01-01
Full Text Available The construction as a sector of the economy is one of the largest consumers of energy resources, and the building materials industry is today one of the most energy-intensive construction industry. At the enterprises of the building materials industry the different approaches and methods are used to solve resource and energy problems. Energy saving is considered not as an complex approach in the enterprise activity, but as activity for the implementation of specific energy-saving projects, which have limitations in time and in resources. The authors suggest to use a softwareoriented approach to solving the problems of resource and energy saving. For practical application of program-oriented approach we offer to use a structuring method of the decision-making, not previously used to solve problems of resource and energy saving.
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National Inst. on Drug Abuse (DHHS/PHS), Rockville, MD.
This directory lists academic institutions, State offices of alcohol and drug abuse, and national organizations which offer drug, alcohol, and employee assistance program (EAP) educational resources. A matrix format is used. Entries include name, address, telephone number, and contact person. A dot appears directly under column headings which are…
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Integrating human resources and program-planning strategies.
Smith, J E
1989-06-01
The integration of human resources management (HRM) strategies with long-term program-planning strategies in hospital pharmacy departments is described. HRM is a behaviorally based, comprehensive strategy for the effective management and use of people that seeks to achieve coordination and integration with overall planning strategies and other managerial functions. It encompasses forecasting of staffing requirements; determining work-related factors that are strong "motivators" and thus contribute to employee productivity and job satisfaction; conducting a departmental personnel and skills inventory; employee career planning and development, including training and education programs; strategies for promotion and succession, including routes of advancement that provide alternatives to the managerial route; and recruitment and selection of new personnel to meet changing departmental needs. Increased competitiveness among hospitals and a shortage of pharmacists make it imperative that hospital pharmacy managers create strategies to attract, develop, and retain the right individuals to enable the department--and the hospital as a whole--to grow and change in response to the changing health-care environment in the United States. Pharmacy managers would be greatly aided in this mission by the establishment of a well-defined, national strategic plan for pharmacy programs and services that includes an analysis of what education and training are necessary for their successful accomplishment. Creation of links between overall program objectives and people-planning strategies will aid hospital pharmacy departments in maximizing the long-term effectiveness of their practice.
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Williams, C.; Lee, S.H.
2009-01-01
This paper analyses entrepreneurial orientation (EO) in multinational corporations (MNCs) and develops a new typology of MNC EO based on combining R&D and asset growth investment intensities as orthogonal resource allocations. A cluster analysis of US MNCs on these two dimensions reveals three types
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Rezaei, K.; Babaei, M.
2017-01-01
This study develops a model for knowledge socialization using sociability processes of human resources through an applied research approach. Two types of participants participated in this study. The first type included academic and industrial experts; the second type included employees and managers of Ansar Bank. Ten experts were asked to identify criteria and weigh the identified criteria. Using simple random sampling, the sample size was estimated at 207. Field and archival studies were use...
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ERGÜN, Emre; GAVCAR, Erdoğan
2013-01-01
The purpose of the study was to understand the recruitment and selection process of travel agencies' employees operating in Fethiye. The data was collected from the department managers hired in travel agencies operating in Fethiye and analyzed using the statistical package programs.According to the results, the selection criteria were different between incoming agencies and the agencies that were not incoming. Besides, there was another difference on the agencies that have human resource...
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Vladut, Anamaria; Vialle, Wilma; Ziegler, Albert
2016-01-01
Two learning resource-oriented motivational strategies for gifted educators are introduced: a homeostatic orientation that aims for balance and an allostatic orientation that aims at growth. In order to establish the empirical basis of these motivational strategies, two studies were conducted with samples of students from a specialized…
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HUMAN RESOURCE MANAGEMENT IN MULTIPROJECT ENVIRONMENT
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Vyara Slavyanska
2015-12-01
Full Text Available А monograph is presented, whose purpose is to justify the need to adapt the system for human resources management to a multiproject context and to propose alternatives for making appropriate amendments. First chapter "Human resources management as a function of general management" examines the relationship between human resource management and organizational effectiveness in the light of the perception of human resources as the main competitive advantage of the modern organization and the criteria for evaluating the effectiveness of the management of human resources. Special attention is paid to the content and structure of this system. Chapter Two "The multiproject organization as a modern working environment" is dedicated to the project management as a management concept and clarifies the essence of project management, the concept of the project lifecycle, criteria and critical success factors of the project. Emphasis is placed on the multiproject organization as a natural environment of project management by clarifying the nature and characteristics of this type of organization and positioning options for structural projects in it. The focus in the chapter “Specifications of human resource management in the multiproject environment" is the need for changes in the management of human resources and alternatives to adapt the system for managing human resources to conditions of the multiproject environment through specific changes in its content and structure. Chapter Four "Human Resource Management in the multiproject environment" presents the results of an empirical study. Based on the outlined conceptual framework of the study, specifying the purpose, objectives, methodology and tools, consistently carried out a comparative analysis of human resources management as a strategic organizational priority project activity as a strategic organizational priority, efficiency and basic problems of multiproject medium degree of adapting the system
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Work-Life Balance Practices Among Irish Hotel Employees:Implications for HRM
Farrell, Kathleen
2015-01-01
The aim of this paper is to examine work-life balance in the Irish hotel sector from an employee perspective with implications for HRM. 246 questionnaires from employees were returned which was a 22% response rate. Company benefits were not associated with numerical flexibility, but company benefits were associated with functional flexibility and work-life balance supports. This would suggest an integrated approach to human resource management (HRM), whereby some companies engage in a contemp...
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THE ROLE OF EMPLOYEES AND MANAGERS IN HOTEL INNOVATION - EVIDENCE FROM BRASOV COUNTY
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Nistor Razvan
2014-07-01
The first part of the article consists from a literature review for hotel innovation. Thus, the innovation processes could be very diverse due to the different approaches to new developed products or services from the tourism area. Within the hotel industry human resource has become one crucial element for innovation, mainly because of the increasing role of the customer-contact employee. Considering the specificity of the Romanian hotel industry we appreciate that emphasizing the human resource role could generate and sustain a competitive advantage in a more dynamic environment. Within human resource approach, we point out that training program for employees and managers’ expertise are important factors in sustaining innovation. Therefore, three hypotheses are stated. Two of them refer to the training programs while the last one to the managers’ expertise. All of them are confirmed by the study’s findings. The second part of the study consists of developing findings for the region of Braşov County based on the presented research methodology. We consider two dependent variables, innovation decision and innovation level, respectively. Our goal is to determine the correlations between those two and the explanatory variables referring to employees and managers- training, constant training, occasional training, manager’s experience and manager’s education. The results demonstrate the need for an articulated training process in the hotel industry with a stronger emphasis on managers from the view of making decision process. On the other side, the role of employees is obvious when these decisions should be implemented. Meanwhile, the interference between the two categories is more and more intense due to the increasing process of employee empowerment within the hotel industry area. Thus, innovation could become a more competitive weapon and a source of increasing efficiency, also.
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Job Satisfaction and Employee Turnover Intention: A Case Study of Private Hospital in Erbil
Govand Anwar; Inji Shukur
2015-01-01
Today it became a huge challenge for Human Resource Managers to retain the employees for longer time of period and decrease the rate of employee turnover. The main research objective is to find out the correlation between job satisfaction and employee turnover intention in private hospital in Erbil. A quantitative method was used to analyze the current study. 144 participants were involved in this study from private hospital in Erbil. The correlation between job satisfaction factor as indepen...
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Bronkhorst, Babette
2015-12-01
Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work-family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change. Copyright © 2015 Elsevier Ltd and National Safety Council. All rights reserved.
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Orientation and Integration of New Employees in an Organization Hotel
Daniel Dăneci-Pătrău
2016-01-01
The tourism industry is an industry of "labor" because the employees who work in direct contactwith customers depends on the success of the organization. Hotel staff is the image of anorganization, thus requiring a certain prestige from its standard defining the policy andorganizational culture of the company. Hence the role of integration employees in the hotel as afactor determining the quality work of the new employee, its performance and hence organizationalperformance. The aim of this...
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Enterprise Resource Planning Software in the Human Resource Classroom
Bedell, Michael D.; Floyd, Barry D.; Nicols, Kay McGlashan; Ellis, Rebecca
2007-01-01
The relatively recent development of comprehensive human resource information systems (HRIS) software has led to a large demand for technologically literate human resource (HR) professionals. For the college student who is about to begin the search for that first postcollege job, the need to develop technology literacy is even more necessary. To…
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Designing The Human Resource Scorecard as a Performance Measurement of Human Resource
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Erlinda Muslim
2016-08-01
Full Text Available Abstract. This study discusses the importance of performance measurement in a company because it can be used to assess the success of the company. The purpose of this study is to design and measure the performance of a MIGAS company using the Human Resource Scorecard approach by establishing the priority weight of strategic objectives and Key Performance Indicators on the Strategy Map through the Analytical Network Process. Results of this study are acquiring 16 strategic objectives, and 20 leading indicators and 17 lag ging indicators. Results of the priority weight show that the company is more focused on the operational perspective, then the financial perspective, strategic perspective, and the last is the customer perspective. From the design and measurement results obtained from this study, a plan of the Human Resource Scorecard design was created that can be used by the company. Keywords: performance measurement, human resource scorecard, strategy map, key performance indicator, analytical network process
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Twum, Sophia Araba
2015-01-01
Master's thesis in International hotel and tourism management Abstract Research shows that the hotel industry is noted for high rate of turnover. Again, diversity management practices have been found to be a good human resource tool helping to manage and retain diverse workforce. A lot of studies have been done on employee retention and diversity management separately but the two concepts are related therefore there is the need to look at them together. This thesis aims...
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Human resources evaluation in a marketing organization
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Gutić Dragutin
2009-01-01
Full Text Available This work is first of all part of authors' initiated thinking in which in a certain way they try to promote the idea and need to accept and develop the concept of human resources management by marketing managers. This work's subject matter deals with human resources evaluation in a marketing organization as an important and certain element of this management. A new approach with critical reference to the present state of theory and practice is explained, new solutions are offered and thorough, almost radical changes and turnarounds are supported. Marketing managers mostly reluctantly accept the evaluation system for their employees. They often say that this is not their basic job, that it unnecessarily and absurdly puts a burden on them, that it takes their time, or they think however that their goal is to increase sales, to extend the existing and enter new markets, to improve the relationship with buyers and consumers etc. Evaluation enables employees to understand clearly what they are expected and how their results will be evaluated. Each member of the organization wants to know and have feedback about his or her work. This assessment of his or her work is a basis for rewarding, job security, career development, promotion in the organization, improvement and professional training etc. Evaluation is not in the least easy and simple work. On the contrary, It is a matter of a very complicated work followed by many difficulties and different restrictions in practice. It is a fact that great part of failure and poor system lies in an approach systematically incomplete and taken for granted. The authors gave a thorough review of basic restrictions and difficulties that should be count on when evaluating the employees. They come from the evaluators themselves (marketing managers, unelaborated evaluation methodology, as well as insufficient and late information as a base for evaluation. Marketing managers efficiency evaluation is focused through
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Directory of Open Access Journals (Sweden)
İsmail BAKAN
2018-04-01
Full Text Available In a globalizing competitive business environment competitive advantage is an important source of human resources and because it is thought that the empowered employee will contribute more to the business, it is an important issue for today's business to reveal how to make a difference in the behavior of the empowered employees in the workplace because the empowered employee is thought to contribute more to the business The purpose of this study is to highlight the role of psychological empowerment in work-oriented behaviors. In order to achieve this aim, the relationships between psychological empowerment and work-related behaviors (Participatory Decision Making, Job Performance, Job Satisfaction, Work-Family Conflict, Family-Job Conflict, Role Conflict, Role Uncertainty were examined and then related to different levels of psychological empowerment, it was researched whether there was a significant difference in participants' perception of work-related behavior. Significant differences were found between participant decision making, job performance, job satisfaction, family-work conflict, role conflict, and role ambiguity perceptions, depending on the level of psychological empowerment of the teachers.These findings show that differences occur in work-related behaviors according to the level of psychological empowerment of employees, supports the literature which argues that psychological empowerment has significant influence on behavior.
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Achieving competitive advantage through strategic human resource management.
Fottler, M D; Phillips, R L; Blair, J D; Duran, C A
1990-01-01
The framework presented here challenges health care executives to manage human resources strategically as an integral part of the strategic planning process. Health care executives should consciously formulate human resource strategies and practices that are linked to and reinforce the broader strategic posture of the organization. This article provides a framework for (1) determining and focusing on desired strategic outcomes, (2) identifying and implementing essential human resource management actions, and (3) maintaining or enhancing competitive advantage. The strategic approach to human resource management includes assessing the organization's environment and mission; formulating the organization's business strategy; assessing the human resources requirements based on the intended strategy; comparing the current inventory of human resources in terms of numbers, characteristics, and human resource management practices with respect to the strategic requirements of the organization and its services or product lines; formulating the human resource strategy based on the differences between the assessed requirements and the current inventory; and implementing the appropriate human resource practices to reinforce the strategy and attain competitive advantage.
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Prüfer, Franziska; Joos, Stefanie; Miksch, Antje
2013-01-01
Although resource orientation, as a part of health promotion, should play a major role in general practice, the anchoring and realization of resource-oriented approaches remain small in Germany. The aim of this study was to analyze what resource orientation means to general practitioners (GPs) and develop strategies as to how this can be facilitated in GP practice. Within a qualitative research approach, 19 semi-structured telephone interviews were recorded, transcribed, and analyzed using qualitative content analysis. Within the interviews, the inclusion of the patients' individual resources is described as core competence of GPs. Supporting the patients' disease coping strategies and self-help were seen as important by GPs. However, perceptions as to which resources are considered to be fundamental ranged widely across the participant group. The results confirm the important role of resource-oriented approaches in general practice. However, a general definition of resource orientation is needed. In addition, working conditions for GPs need to be taken into account to ensure that these contribute to a healthy work-life balance. The need for GP training was identified to improve communication skills. Further integration of GPs in health promotion and communal structures would be beneficial.
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Directory of Open Access Journals (Sweden)
Franziska Prüfer
2013-01-01
Full Text Available Although resource orientation, as a part of health promotion, should play a major role in general practice, the anchoring and realization of resource-oriented approaches remain small in Germany. The aim of this study was to analyze what resource orientation means to general practitioners (GPs and develop strategies as to how this can be facilitated in GP practice. Within a qualitative research approach, 19 semi-structured telephone interviews were recorded, transcribed, and analyzed using qualitative content analysis. Within the interviews, the inclusion of the patients’ individual resources is described as core competence of GPs. Supporting the patients’ disease coping strategies and self-help were seen as important by GPs. However, perceptions as to which resources are considered to be fundamental ranged widely across the participant group. The results confirm the important role of resource-oriented approaches in general practice. However, a general definition of resource orientation is needed. In addition, working conditions for GPs need to be taken into account to ensure that these contribute to a healthy work-life balance. The need for GP training was identified to improve communication skills. Further integration of GPs in health promotion and communal structures would be beneficial.
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Implementating Information Technology in E-Human Resource Management
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Cristina-Dana Popescu (Mitu
2016-01-01
More and more organizations have been replacing face-to-face human resource managementactivities with electronic human resource management, which is considered as one of the keyfactors that every organization needs to focus. Considering that human resource management isone of the necessary needs of today’s business, the goal of this article is to establish the importanceof human resource management (HRM, to examine recent research in e-HRM in order to evaluatethe cumulated evidence on the relationship between HRM and e-HRM and to outline the impact ofe-HRM on human resource. Many specialists underlined the fact that human resource requiresmore attention and careful management than any other resource of an organization. This paperalso deals with the influence of Internet and information technology on work and human resourcemanagement.
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APPLICATION OF MODERN HUMAN RESOURCE MANAGEMENT ...
African Journals Online (AJOL)
Frederick Iraki
strategic perspective and constantly monitor and encourage the development of new skills and ... Human. Resource Management practices affect organizations productivity, corporate and financial ..... Exploring Human Resource. Management ...
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Human Resources Management: Onboarding Program and Trainer's Guide for Charter School Employees
Cook, Jeannette
2016-01-01
The applied dissertation project focused on the development of a comprehensive onboarding program and Trainer's Guide specifically developed for charter school management employees. Charter school education has grown significantly in the last several decades with over 6,100 charter schools that are currently serving students nationwide. Formal or…
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Thurston, Paul W., Jr.; D'Abate, Caroline P.; Eddy, Erik R.
2012-01-01
Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less…
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Energy Technology Data Exchange (ETDEWEB)
Martínez Vivar, R.; Sánchez Rodríguez, A.; Pérez Campdesuñer, R.; García Vidal, G.
2016-07-01
The purpose of this paper lies in the use of experimental way through empirical tools for identification of the set of variables and their interrelationships and influences on the human resources planning at the territorial level. The methodology used to verify the existence of the variables that affect the planning of human resources at the territorial level consists of two phases: a qualitative study of the variables that influence the planning of human resources, where the explicit variables are measured and / or implied raised in the literature analyzing the main contributions and limitations expressed by each of the authors consulted. Then it proceeds to confirmatory phase (quantitative) to prove the existence of the dimensions of the planning of human resources in the territorial level through the use of multivariate statistics through the combination of expert analysis and techniques of factorial grouping. Identification is achieved by using empirical methods, variables that affect human resources planning at the territorial level, as well as their grouping essential dimensions, while the description of a theoretical model that integrates the dimensions is made essential and relationships that affect human resource planning at the regional level, which is characterized by the existence of systemic and prospective nature. The literature shows two streams that address a wide range of approaches to human resources planning. The first is oriented from the business object and the second part of the management in highlighting a limited territorial level to address this latest theoretical development, an element that has contributed to the fragmented treatment of human resources planning and management in general at this level. The originality of this paper is part of the creation and adaptation, on a scientific basis of a theoretical model developed from the conceptual contribution of this process at the territorial level where the key variables that affect this
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Watanabe, Kazuhiro; Otsuka, Yasumasa; Inoue, Akiomi; Sakurai, Kenji; Ui, Akiko; Nakata, Akinori
2016-08-01
Physical inactivity is one of the major risk factors for dyslipidemia and coronary heart disease. Job resources have been identified as determinants of employees' vigor and physical activity habits. Our first purpose was to comprehensively analyze the series of relationships of job resources, through vigor and exercise habit (i.e., one aspect of physical activity), to serum lipid levels in a sample of Japanese employees in a manufacturing company. Our second purpose was to investigate sex differences in these relationships using a multiple-group path analysis. Data were collected from 4543 employees (men = 4018, women = 525) during a medical checkup conducted in February and March 2012. Job resources (job control, skill utilization, suitable jobs, and meaningfulness of work), vigor, exercise habit, triglyceride, high-density lipoprotein cholesterol (HDL-C), and low-density lipoprotein cholesterol (LDL-C) were measured cross-sectionally. Job resources and vigor were positively associated with exercise habit in both sexes. Exercise habit was inversely associated with triglyceride (-0.03 in men and -0.01 in women, ps jobs and meaningfulness of work. Higher levels of job resources were associated with greater vigor, leading to exercise habit, which in turn, improved serum lipid levels. Longitudinal studies are required to demonstrate causality.
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Sexual Minority and Employee Engagement: Implications for Job Satisfaction
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Myung H. Jin
2016-04-01
Full Text Available Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature. Using Kahn’s conceptual foundation of work engagement, this study examines whether high levels of work engagement lead to equally satisfying work experiences for members of the workforce regardless of their sexual orientation. Using the 2012 Federal Employee Viewpoint Survey (FEVS, authors find that while active engagement at work had positive influence on employee job satisfaction regardless of one’s sexual orientation, high level of engagement at work among LGBT employees was less strongly associated with job satisfaction than it was for those non-LGBT employees. Implications are discussed.
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[HUMAN RESOURCES MANAGEMENT BASED ON COMPETENCIES].
Larumbe Andueza, Ma Carmen; De Mendoza Cánton, Juana Hermoso
2016-05-01
We are living in a time with a lot of changes in which health organizations have more challenges to face. One of them is to recognize, strengthen, develop and retain the talent they have. Competency-based human resources management is emerging as a tool that contributes to achieve that aim. Competencies from the generic or characteristic perspective: personality traits, values and motivations, which are deeply rooted in the person. Through elaborating a competencies map for the organization, and identifying the job competencies profile, above all in key jobs, the employees know what it is going to expect from them. After, detect and cover the learning needs, it is possible to achieve better adjust between worker-job. The nursing unit manager is a key job because it is a link between management team and nursing team. The way that it is performed, it will have impact on the quality of care and its team motivation. So, the most adequate person who covers this job would have a part of knowledge, skills, attitudes and compatible interests with her job. Competency-based management helps identify both the potential and learning needs to performing this job.
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International Nuclear Information System (INIS)
Guelpa, Jean-Paul; Vogel, Wolfram
1982-12-01
The Republic of Ghana has no claimed uranium resources in the categories Reasonably Assured and Estimated Additional. The only occurrences known are within pegmatites and are of no economic importance. The IUREP Orientation Phase Mission to Ghana estimates that the Speculative Resources of the country fall between 15,000 and 40,000 tonnes uranium. The IUREP Orientation Phase Mission to Ghana believes that the Panafrican Mobile Belt has the highest uranium potential of all geological units of the country. The Obosum beds are the priority number two target. A three years exploration programme is recommended for a total cost of US $ 5,000,000. The Ghana Atomic Energy Commission and the Ghana Geological Survey provide a basic infrastructure for uranium exploration. Any future uranium development in Ghana should be embedded in a well defined national uranium policy. It is recommended that such a policy be draw, up by the Ghanaian authorities
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Diversity management: the treatment of HIV-positive employees.
Yap, Matthew H T; Ineson, Elizabeth M
2012-01-01
Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.
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Integral Approach to Continius Education of Employees - Part Two
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Milena Ažman
1995-12-01
Full Text Available Thc transition to the market economy emphasises the economic aspect of human resources and education. Nevertheless, initially human resources and education were considered as costs imposed on production. Gradually, over the last years, philosophy of the second stage postulating that investing in human resources is important, bas started to grow. Philosophy of investing into human potential, or developing it, is shown also in the existence of completely different applied models as compared with the previous practice in Slovenian organisations. A study conducted in a Slovene company and investigating individual qualitative indicators of employee education, has shown that it is possible through these models to exert an influence on the expected educational outcome. The app!ication of the complete model of HRD system bas made possible to discover educational sources and above ali the basic educational actin's and aims. Using the model as an analytic tool bas confirmed the need of introducing the complete HRD system into staff development and staff education practice.
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SURVEY REGARDING THE EFFECTS OF OCCUPATIONAL SEGREGATION BY GENDER UPON HUMAN RESOURCE MANAGEMENT
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DEMYEN SUZANA
2015-03-01
Full Text Available Theorists have designed over time the essential coordinates for human motivation, however, there are a number of differences between women and men in terms of, on the one hand, the interests, and on the other hand the skills, ability to work, level of dedication and so on. However, in addition to the delimitation criterion based on gender, later they can be identified differently from one individual to another, since each human being is different from his peers. Women's work is also in frequent occasions, differently appreciated from the one performed by men, and employee discrimination on the basis of gender is still present in some companies. The level of education, personality, areas of interest will be reflected differently according to gender analysis, and the existence of cultures and structures still "male" and "female", determines influences in the approach to human resource management
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Directory of Open Access Journals (Sweden)
Pratista Arya Satwika
2014-12-01
Full Text Available Globalization era demands high organization’s performance to survive. There are some human resource problems in Indonesia that indirectly influence individuals’ performance in the organization. This research aimed to determine openness to experience, organiza¬tional citizenship behavior (OCB and employee-oriented organizational culture as employee per-formance predictor. Ths was a field study that used a quantitative methodology. A questionnaire was used to collect data about open¬ness to experience, organizational citizenship behavior, employee-oriented organizational culture, and employee performance. Hypothesis test done with regression analysis toward 166 respondents resulted in the value of F=52,971 (p
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Humane Orientation and Corruption in Bank Lending
Directory of Open Access Journals (Sweden)
Siwapong Dheera-aumpon
2017-12-01
Full Text Available Corruption in bank lending can seriously adversely affect credit allocation. Besides banking factors, national culture can also affect the corruption of bank officials. Prior studies have shown that collectivism increases bank corruption. This paper aims to assess the effects of cultural dimensions, besides collectivism, on the corruption of bank officials. Instead of using Hofstede's cultural data, this paper uses the data from the GLOBE project which is more recent and reports more cultural dimensions than Hofstede’s. Using the data covering more than 3000 firms in 32 countries, this paper finds that humane orientation increases the corruption of bank officials. The effect of humane orientation on the corruption of bank officials is not only statistically significant but also economically relevant. The magnitude of its effect is relatively comparable to that of collectivism.
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Directory of Open Access Journals (Sweden)
Hüseyin YILMAZ
2016-12-01
Full Text Available The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants converter, and releasing autocratic leadership dimensions were determined. According to the analysis, the dependent variable with a significant level of research and positive leadership style has been determined that no relationships. Regression analysis revealed that the leadership of the relationship with the creative problem-solving capacity of democratic leadership in style when found to be stronger than other leadership styles, while the variable describing the career of the employee satisfaction level of the maximum it was concluded that the creative problem-solving capacity of the organization. Research in the context of human resources on the very important for organizations, leadership behavior, creative problem-solving capacity and career satisfaction studies analyzing the relationships between variables it seems to be quite limited. The discovery by analyzing the relationship between the aforementioned variables, can make significant contributions to knowledge in the literature and are expected to form the basis for future research.
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Challenging tasks: The role of employees' and supervisors' goal orientations
Preenen, P.; van Vianen, A.; de Pater, I.
2014-01-01
Research shows that challenging jobs stimulate employee learning and retention. Nevertheless, empirical knowledge on what influences the amount of challenging tasks employees perform in their job is lacking. In this study, we examined the extent to which the performance of challenging tasks is
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Managing Human Resource Learning for Innovation
DEFF Research Database (Denmark)
Nielsen, Peter
Managing human resource learning for innovation develops a systemic understanding of building innovative capabilities. Building innovative capabilities require active creation, coordination and absorption of useful knowledge and thus a cohesive management approach to learning. Often learning...... in organizations and work is approached without considerations on how to integrate it in the management of human resources. The book investigates the empirical conditions for managing human resources learning for innovation. With focus on innovative performance the importance of modes of innovation, clues...
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Directory of Open Access Journals (Sweden)
Mpho Makhubela
2016-11-01
Full Text Available Orientation: The implementation of performance management systems (PMSs and performance appraisals (PAs by public managers remains a challenge and necessitates an investigation into employees’ perceptions of the effectiveness of the PMS and the fairness of PA. Research purpose: This study investigated the association between employee involvement, performance-oriented culture, management commitment and the effectiveness of a PMS. Six factors that determine and influence employees’ perceptions of PA fairness were also investigated. Motivation for the study: Employees’ experiences of the implementation and practice of PMSs and PAs by public managers may differ from what is intended. The motivation for this study was to quantify employee perceptions of the effectiveness of a PMS and the fairness of PA to establish if there is a discrepancy between what is intended and how they are implemented and practiced. Research approach, design and method: This cross-sectional study conducted a census on a total population of 140 employees in a public sector institution. A questionnaire comprising three sections was used to collect data: Section A contained biographical questions, Section B comprised questions on the contextual factors that measure the perceived effectiveness of the PMS while Section C comprised questions related to the perceived fairness of PA. Main findings: The results show that employees perceive their PMS to be ineffective and their PAs to be unfair. The mean perception scores for PA fairness for the Assets and Facilities Department were significantly lower than those of the Human Resources Department. This is indicative of some deficiencies in the appraisal process in the Assets and Facilities Department. Respondents occupying general positions returned significantly lower mean scores for PA fairness compared to those in managerial and professional positions, which indicates serious shortcomings in their appraisal process. Practical
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HRD Interventions, Employee Competencies and Organizational Effectiveness: An Empirical Study
Potnuru, Rama Krishna Gupta; Sahoo, Chandan Kumar
2016-01-01
Purpose: The purpose of the study is to examine the impact of human resource development (HRD) interventions on organizational effectiveness by means of employee competencies which are built by some of the selected HRD interventions. Design/methodology/approach: An integrated research model has been developed by combining the principal factors…
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Understanding human resource management practices in Botswana's public health sector.
Seitio-Kgokgwe, Onalenna Stannie; Gauld, Robin; Hill, Philip C; Barnett, Pauline
2016-11-21
Purpose The purpose of this paper is to assess the management of the public sector health workforce in Botswana. Using institutional frameworks it aims to document and analyse human resource management (HRM) practices, and make recommendations to improve employee and health system outcomes. Design/methodology/approach The paper draws from a large study that used a mixed methods approach to assess performance of Botswana's Ministry of Health (MOH). It uses data collected through document analysis and in-depth interviews of 54 key informants comprising policy makers, senior staff of the MOH and its stakeholder organizations. Findings Public health sector HRM in Botswana has experienced inadequate planning, poor deployment and underutilization of staff. Lack of comprehensive retention strategies and poor working conditions contributed to the failure to attract and retain skilled personnel. Relationships with both formal and informal environments affected HRM performance. Research limitations/implications While document review was a major source of data for this paper, the weaknesses in the human resource information system limited availability of data. Practical implications This paper presents an argument for the need for consideration of formal and informal environments in developing effective HRM strategies. Originality/value This research provides a rare system-wide approach to health HRM in a Sub-Saharan African country. It contributes to the literature and evidence needed to guide HRM policy decisions and practices.
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Employee Retention Factors For South African Higher Education Institutions: A Case Study
Directory of Open Access Journals (Sweden)
F. G. Netswera
2005-11-01
Full Text Available The success of the most competitive companies throughout the world, including higher education institutions, lies in their highly skilled employees on which these institutions spend millions to retain. Literature reveals the cost of losing best employees to be enormous – beyond monetary quantification. Also worth noting is that the loss of one competent employee to a competitor institution strengthens the competitor’s advantage. This case study analysed human resources turnover data, and interviewed academic managers and employees in order to examine the possible employee retention factors for a higher education institution in South Africa. The findings reveal different institutional interests between institutional managers and employees. The former are concerned more about profits, business sustenance and justification for spending, while the latter are driven by introverted interests such as development, monetary rewards and personal fulfilment.
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Human Capital, Wealth, and Renewable Resources
Directory of Open Access Journals (Sweden)
Wei-Bin ZHANG
2014-05-01
Full Text Available This paper studies dynamic interdependence among physical capital, resource and human capital. We integrate the Solow one-sector growth, Uzawa-Lucas two-sector and some neoclassical growth models with renewable resource models. The economic system consists of the households, production sector, resource sector and education sector. We take account of three ways of improving human capital: Arrow’s learning by producing (Arrow, 1962, Uzawa’s learning by education (Uzawa, 1965, and Zhang’s learning by consuming (Zhang, 2007. The model describes a dynamic interdependence among wealth accumulation, human capital accumulation, resource change, and division of labor under perfect competition. We simulate the model to demonstrate existence of equilibrium points and motion of the dynamic system. We also examine effects of changes in the productivity of the resource sector, the utilization efficiency of human capital, the propensity to receive education, and the propensity to save upon dynamic paths of the system.
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A study of non-monetary rewards as a motivation tool for employee performance in Tesco
Alegbejo, Titilayo B.
2013-01-01
2013 dissertation for MSc in Human Resource Management. Selected by academic staff as a good example of a masters level dissertation. \\ud \\ud \\ud The aim of this study was to critically evaluate the impact of non-monetary rewards on employee motivation, to determine which non-monetary reward motivates employees in Tesco and to investigate the value of non-monetary rewards to employees. The survey design was adopted in this study and data was collected through the distribution of questionnaire...
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Physical and Emotional Stresses of Technology on Employees in the Workplace
Soylu, Ali; Campbell, Stefanie Snider
2012-01-01
This article presents how today's technology permeates the planning, organizing, staffing, leading, and controlling functions of human resources management. Certain industries or occupations are more reliant on technology and thus impose more physical and emotional stressors on employees. The effects of physical stressors and the physical…
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Employees' perceptions of justice in performance appraisals.
Vasset, Frøydis; Marnburg, Einar; Furunes, Trude
2010-05-01
Of all the tasks undertaken by human resource managers, performance appraisals (PAs) are one of the most unpopular among employees (Meyer 1991, Murphy and Cleveland 1995, Holbrook 2002, Jackman and Strober 2003). As PA guides and plans show (Fletcher 2004, CatalystOne 2010), PAs can be implemented in similar ways in organisations throughout Europe and developed countries elsewhere. But, if employees perceive PA processes as unfair, they may reject the usefulness and validity of the information they receive and so may not be motivated to change behaviour. This article concerns perceptions of organisational justice and explains the results of a study of perceived fairness in PAs among nurses and auxiliary nurses in Norway's municipal health service.
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High-field fMRI unveils orientation columns in humans.
Yacoub, Essa; Harel, Noam; Ugurbil, Kâmil
2008-07-29
Functional (f)MRI has revolutionized the field of human brain research. fMRI can noninvasively map the spatial architecture of brain function via localized increases in blood flow after sensory or cognitive stimulation. Recent advances in fMRI have led to enhanced sensitivity and spatial accuracy of the measured signals, indicating the possibility of detecting small neuronal ensembles that constitute fundamental computational units in the brain, such as cortical columns. Orientation columns in visual cortex are perhaps the best known example of such a functional organization in the brain. They cannot be discerned via anatomical characteristics, as with ocular dominance columns. Instead, the elucidation of their organization requires functional imaging methods. However, because of insufficient sensitivity, spatial accuracy, and image resolution of the available mapping techniques, thus far, they have not been detected in humans. Here, we demonstrate, by using high-field (7-T) fMRI, the existence and spatial features of orientation- selective columns in humans. Striking similarities were found with the known spatial features of these columns in monkeys. In addition, we found that a larger number of orientation columns are devoted to processing orientations around 90 degrees (vertical stimuli with horizontal motion), whereas relatively similar fMRI signal changes were observed across any given active column. With the current proliferation of high-field MRI systems and constant evolution of fMRI techniques, this study heralds the exciting prospect of exploring unmapped and/or unknown columnar level functional organizations in the human brain.
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Implementation of Android application for faculty employees
Directory of Open Access Journals (Sweden)
S. B. Purić
2015-06-01
Full Text Available The paper describes the functionality and implementation of applications for mobile phones used in the School of Electrical Engineering at the University of Belgrade in the daily work of faculty employees. The application uses a system’s shared data for financial and material accounting, human resources and teaching process. The system was implemented using a REST Web service, Google's model for Android REST client applications and Robospice technologies.
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Enhancing Resources at the Workplace with Health-Promoting Leadership
Directory of Open Access Journals (Sweden)
Paul Jiménez
2017-10-01
Full Text Available Leaders engaging in health-promoting leadership can influence their employees’ health directly by showing health awareness or indirectly by changing working conditions. With health-promoting leadership, leaders are able to support a healthy working environment by providing resource-oriented working conditions for their employees to support their health. Changing working conditions in a health-supportive way can prevent possible negative consequences from critical working conditions (e.g., burnout risk. The present study examined the relationship between health-promoting leadership and the employees’ resources, stress and burnout. To analyze our proposed model, structural equation modelling was conducted in two samples. The resulting model from the first sample of 228 Austrian workers was cross-validated and could be verified with the second sample (N = 263 Austrian workers. The results supported a model in which health-promoting leadership has a strong direct effect on the employees’ resources and an indirect effect on stress and burnout, which was mediated by resources. The results indicate that health-promoting leadership describes the leaders’ capability and dedication creating the right working conditions for their employees by increasing the employees’ resources at the workplace. This in turn minimizes the risk of experiencing burnout.
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Chlupová, Petra
2012-01-01
This master thesis combines corporate culture, corporate strategy, motivation and education of employees. Furthermore, there is also a focus on their interconnections. A real company Unicorn a.s. is presented in the second part -- owner's (Vladimír Kovář's) vision, goals and strategies. Moreover, there is introduced Unicorn's corporate culture, education of employees and human resources management. To check if the culture seems to be friendly and motivational to employees there was used a que...
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[Factors associated with job satisfaction of human resources in healthcare].
Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В
Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (pJob satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.
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Employee assistance program treats personal problems.
Bednarek, R J; Featherston, H J
1984-03-01
Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.
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International Nuclear Information System (INIS)
1985-01-01
A report has recently been published which describes the findings of the International Uranium Resources Evaluation Project (IUREP) mission to Portugal. The IUREP Orientation Phase mission to Portugal estimates that the Speculative Resources of that country fall within the range 20,000 to 80,000 tonnes uranium. The majority of this potential is expected to be located in intergranitic vein deposits and in pre-Ordovician schists, but other favourable geological environments include episyenites and Meso-Cainozoic continental sediments. The mission recommends that approximately US$25 million be spent on exploration in Portugal over the next 10 years. The majority of this ($18 million) would be spent on drilling, with a further $7 million on surface surveys and airborne radiometric surveys. It is the opinion of the IUREP Orientation Phase Mission that the considerable funding required for the outlined programme would most suitably be realized by inviting national or foreign commercial organisations to participate in the exploration effort under a partnership or shared production arrangements. (author)
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human resource valuation and the performance of selected banks
African Journals Online (AJOL)
USER
system not only helps ensure that employees have the skills they need to ... communicating the information to the interested ... Usang, Obal Usang Edet, Department of Accounting, University of Calabar, Calabar, Cross River .... use of internal promotion systems that focus on .... resource management as a control system is.
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International Uranium Resources Evaluation Project (IUREP) orientation phase mission report: Somalia
International Nuclear Information System (INIS)
Levich, Robert A.; Muller-Kahle, Eberhard
1983-04-01
The IUREP Orientation Phase Mission to Somalia suggests that in addition to the reasonably assured resources (RAR) of 5 000 t uranium and estimated additional resources (EAR) of 11 000 t uranium in calcrete deposits, the speculative resources (SR) could be within the wide range of 0 - 150 000 t uranium. The majority of these speculative resources are related to sandstone and calcrete deposits. The potential for magmatic hydrothermal deposits is relatively small. The Mission recommends an exploration programme of about US $ 22 000 000 to test the uranium potential of the country which is thought to be excellent. The Mission also suggests a reorganization of the Somalia Geological Survey in order to improve its efficiency. Recommended methods include geological mapping, Landsat Imagery Interpretation, airborne and ground scintillometer surveys, and geochemistry. Follow-up radiometric surveys, exploration geophysics, mineralogical studies, trenching and drilling are proposed in favourable areas
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Shu-Kun Lin
2013-01-01
The 11th Edition of Human Resource Management helps students understand and remember concepts through a straightforward and conversational writing style and a wealth of examples to clarify ideas and build interest. The authors provide a strong foundation of essential elements of Human Resource Management (HRM) as well as a clear understanding of how Human Resource Management links with business strategy. Through practical applications, the authors illustrate the importance of employees on eve...
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5 CFR 9901.231 - Conversion of positions and employees to NSPS classification system.
2010-01-01
... HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Classification Transitional... employee's career group, pay schedule, and band upon conversion. (d) Grade retention prior to conversion...
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Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.
Stedham, Yvonne; Mitchell, Merwin C.
1998-01-01
This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.
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Symes, Yael; Campo, Rebecca A.; Wu, Lisa M.; Austin, Jane
2016-01-01
Background Cancer survivors treated with hematopoietic stem cell transplant rely on their social network for successful recovery. However, some survivors have negative attitudes about using social resources (negative social network orientation) that are critical for their recovery. Purpose We examined the association between survivors’ social network orientation and health-related quality of life (HRQoL) and whether it was mediated by social resources (network size, perceived support, and negative and positive support-related social exchanges). Methods In a longitudinal study, 255 survivors completed validated measures of social network orientation, HRQoL, and social resources. Hypotheses were tested using path analysis. Results More negative social network orientation predicted worse HRQoL (p social exchanges. Conclusions Survivors with negative social network orientation may have poorer HRQoL in part due to deficits in several key social resources. Findings highlight a subgroup at risk for poor transplant outcomes and can guide intervention development. PMID:26693932
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Investigating of the effect of entrepreneurial orientations on formation of entrepreneurial identity
Directory of Open Access Journals (Sweden)
Manoochehr Parsian
2016-10-01
Full Text Available In today’s changing world, success belongs to the communities and organizations that make a significant relationship between scarce resources and capabilities of management and entrepreneurship of their human resource. In other words, societies and the organizations can move forward in the development path that, with creating the necessary conditions, equip their human resources to productive entrepreneurial knowledge and skills to conduct other organizations and community resources to create value and achieve the development, management. Formation of entrepreneurial identity plays an important role for the development of the entrepreneurial spirit in society. In this paper, given the importance of entrepreneurial identity, the role of entrepreneurial orientations based on Lampkin and Dess (1996 [Lumpkin, G. T., & Dess, G. G. (1996. Clarifying the entrepreneurial orientation construct and linking it to performance. Academy of Management Review, 21(1, 135-172.] is investigated on entrepreneurial identity of the municipality of Qom using a questionnaire consists of 18 items. The results show entrepreneurial orientation influences significantly on entrepreneurial identity.
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CHARACTERISTICS OF HUMAN RESOURCE PLANNING IN HEALTHCARE
Directory of Open Access Journals (Sweden)
Tsvetelina Mihaylova
2018-03-01
Full Text Available The planning may be determined as prediction and prognosis making of human resources in a long-term plan, in conformity with the aims of the particular healthcare institution. It is prepared by the medical manager based on different analyses and prognoses with the purpose of ensuring the needed number of human resources. The aim of the study is an exploration of some of the reasons for the shortage of human resources in the healthcare system. In order to be achieved the realization of the aim set, a task was assigned for analysis of the main aspects of human resource planning in the healthcare system. Data from available scientific sources on the subject were used; they were published in different scientific issues. The results from the study demonstrate that the human resource planning is usually determined by the volume of work, however, due to the specificity of the activities in the health care system, it is usually determined by the type of labour functions – basic, governing, assisting. The future needs of personnel are fully determined by the mission, strategy, and aims of the organization. A conclusion may be drawn that the human resource planning is a necessary condition for effective management of human resources, and it has a significant and decisive role in the prosperity of the particular hospital.
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30 CFR 57.18006 - New employees.
2010-07-01
... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006...
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Directory of Open Access Journals (Sweden)
Adisa Delić
2014-12-01
Full Text Available Contemporary business environment generates hyper changes and hyper competition, which is why enterprises are challenged to search for new sources to preserve and build competitive advantage in the global marketplace. In the theory and practice of management, the general view is that people and their knowledge are becoming a fundamental value in modern enterprises, and that successful human resource management is an important determinant of competitiveness. However, the importance of having specific knowledge and skills in the enterprises in Bosnia and Herzegovina (BiH is still not recognized and human resources of these enterprises are not treated in accordance with their importance. Therefore, the objective of this paper is to point to the state and prospects of human resource development in the enterprises in BiH in the context of improving their competitiveness. This paper includes the results of one part of the empirical research covering 120 enterprises from BiH. The research was conducted in order to identify and analyze the situation in the field of key phases of human resource management in these enterprises (job analysis, human resource planning, management and selection of human resources, training and human resource development, evaluation of work performance, selection and implementation of the reward system, and management of human resource fluctuation. Based on the results, it can be concluded that the human resource management in these enterprises is underdeveloped when viewed as a special managerial function or business function, but also when treated as a separate modern business orientation in which people and their knowledge are the key value in the enterprise. The study results also show inadequate organizational treatment of human resource management in the enterprises in BiH, considering that managers’ awareness about the importance of establishing a department of human resources in these enterprises is still not
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Lee, Lung-Sheng; Chen, Ya-Yan
In Taiwan, human resource development (HRD) is defined as the systematic education, training, and development employers provide for their employees as well as organizational development for corporations. A history of HRD development indicates that in the 1960s, the government began to implement planning measures for HRD in business and industry;…
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Satisfaction of Polish Bank Employees with Incentive Systems: An Empirical Approach
Directory of Open Access Journals (Sweden)
Kaźmierczyk J.
2017-10-01
Full Text Available This article considers employee satisfaction with incentive systems. Strict requirements for the efficiency of human resource management (HRM and internal public relations make it a major management problem. The importance of this study lies in the fact that incentives affect all stages of HRM. This work reports the results of an empirical survey of Polish bank employees, which was aimed to establish to what degree incentive systems met employees’ expectations, and to analyse the impact of such incentives on employee satisfaction. The authors advance the thesis that male bank employees are more satisfied with existing incentive systems than their female counterparts. The discussion is supported by empirical research based on a sample of 1, 920 Polish bank employees. The article is divided into five sections. The introductory section is followed by Section Two, which reviews employee motivation and analyses the above thesis. Section Three describes data sources and research methods, and Section Four presents findings and conclusions.
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Osondu, Chukwuemeka U; Aneni, Ehimen C; Valero-Elizondo, Javier; Salami, Joseph A; Rouseff, Maribeth; Das, Sankalp; Guzman, Henry; Younus, Adnan; Ogunmoroti, Oluseye; Feldman, Theodore; Agatston, Arthur S; Veledar, Emir; Katzen, Barry; Calitz, Chris; Sanchez, Eduardo; Lloyd-Jones, Donald M; Nasir, Khurram
2017-03-13
To examine the association of favorable cardiovascular health (CVH) status with 1-year health care expenditures and resource utilization in a large health care employee population. Employees of Baptist Health South Florida participated in a health risk assessment from January 1 through September 30, 2014. Information on dietary patterns, physical activity, blood pressure, blood glucose level, total cholesterol level, and smoking were collected. Participants were categorized into CVH profiles using the American Heart Association's ideal CVH construct as optimal (6-7 metrics), moderate (3-5 metrics), and low (0-2 metrics). Two-part econometric models were used to analyze health care expenditures. Of 9097 participants (mean ± SD age, 42.7±12.1 years), 1054 (11.6%) had optimal, 6945 (76.3%) had moderate, and 1098 (12.1%) had low CVH profiles. The mean annual health care expenditures among those with a low CVH profile was $10,104 (95% CI, $8633-$11,576) compared with $5824 (95% CI, $5485-$6164) and $4282 (95% CI, $3639-$4926) in employees with moderate and optimal CVH profiles, respectively. In adjusted analyses, persons with optimal and moderate CVH had a $2021 (95% CI, -$3241 to -$801) and $940 (95% CI, -$1560 to $80) lower mean expenditure, respectively, than those with low CVH. This trend remained even after adjusting for demographic characteristics and comorbid conditions as well as across all demographic subgroups. Similarly, health care resource utilization was significantly lower in those with optimal CVH profiles compared with those with moderate or low CVH profiles. Favorable CVH profile is associated with significantly lower total medical expenditures and health care utilization in a large, young, ethnically diverse, and fully insured employee population. Copyright © 2017 Mayo Foundation for Medical Education and Research. Published by Elsevier Inc. All rights reserved.
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ASSESSMENT OF HUMAN RESOURCES FOR REGIONAL INNOVATION ACTIVITY
Directory of Open Access Journals (Sweden)
R. R. Lukyanova
2010-03-01
Full Text Available The paper deals with the issues of human resource development regarding an innovation activity. Concepts of labor and human resources have been surveyed. An integral index for assessment of human resources for regional innovation activity has been developed and assessment of the Russian regions has been made on the basis of it. Development tendencies of modern human resources for innovation activity in Russia have been revealed.
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Towards Improved Human Resource Development In Nigeria ...
African Journals Online (AJOL)
Towards Improved Human Resource Development In Nigeria: Challenges And Prospects. ... Journal of Research in National Development ... Consequently, the paper recommended; improved investment in education, implementable policies on human resource development, involvement of private organization in human ...
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Impact of Training and Development on Employees Performance in Bosnia And Herzegovina
Serkan Bayraktaroglu; Emir Cickusic
2014-01-01
Companies today are forced to compete and to act professionally in those harsh times, so it is very important to have right employees for better company`s rating. It is crucial that staff needs to have better knowledge, skills and competencies. More and more companies are acknowledging Human Resources (training and development) as their main key for success and bigger focus is on employee – customer relation. Main objective of this study was to find out impact of training and development on e...
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10 CFR 1.39 - Office of Human Resources.
2010-01-01
... 10 Energy 1 2010-01-01 2010-01-01 false Office of Human Resources. 1.39 Section 1.39 Energy... § 1.39 Office of Human Resources. The Office of Human Resources— (a) Plans and implements NRC policies... agency's human resources; (b) Provides labor relations and personnel policy guidance and supporting...
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Petrović, Dragan M.; Puharic, Mirjana A.; Jovanović, Tomislav Ž.
2015-01-01
In this paper the model for preliminary estimation of number of employees in airline by using of artificial intelligence tools. It is assumed that the tools of artificial intelligence can be applied even for complex tasks such as defining the number of employees in the airline. The results obtained can be used for planning the number of employees, ie. planning the necessary financial investments in human resources, and may also be useful for a preliminary analysis of the airlines that choose ...
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Prenatal Exposure to Progesterone Affects Sexual Orientation in Humans
DEFF Research Database (Denmark)
Reinisch, June M.; Mortensen, Erik Lykke; Sanders, Stephanie A.
2017-01-01
Prenatal sex hormone levels affect physical and behavioral sexual differentiation in animals and humans. Although prenatal hormones are theorized to influence sexual orientation in humans, evidence is sparse. Sexual orientation variables for 34 prenatally progesterone-exposed subjects (17 males...... and 17 females) were compared to matched controls (M age = 23.2 years). A case–control double-blind design was used drawing on existing data from the US/Denmark Prenatal Development Project. Index cases were exposed to lutocyclin (bioidentical progesterone = C21H30O2; MW: 314.46) and no other hormonal...... preparation. Controls were matched on 14 physical, medical, and socioeconomic variables. A structured interview conducted by a psychologist and self-administered questionnaires were used to collect data on sexual orientation, self-identification, attraction to the same and other sex, and history of sexual...
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Energy Technology Data Exchange (ETDEWEB)
Bello, Madelyn
2008-09-05
privileges, benefits, and responsibilities of being an employee at Berkeley Lab. In this organization, as in the rest of the world, circumstances are constantly changing. Policies and procedures can change at any time, so it is advisable to keep apprised of these changes by checking in frequently to the electronic version of this Employee Handbook found at www.lbl.gov/Workplace/HumanResources/EmployeeHandbook.
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Issues about Human Resources Recruitment
Aurel Manolescu
2008-01-01
As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex a...
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Impact of organizational socialization towards employees' social adaptation
Ratković-Njegovan Biljana; Kostić Branislava
2014-01-01
The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizatio...
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Are Your Employees Retirement-Ready?
Vorchheiner, Alan H; Zaleta, Cynthia O
2016-01-01
Much of the discussion on the decumulation phase of retirement savings has focused on the lack of any lifetime annuities. But there is a whole range of options sponsors can employ to facilitate the generation of retirement income and bolster financial wellness. As U.S. employers show no sign of substantially increasing spending on compensation or benefits, it is imperative that human resources professionals help employees--particularly the retiring baby boomers--to maximize what they have saved. This article presents five first-step ideas toward achieving that goal.
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Directory of Open Access Journals (Sweden)
Chris W. Callaghan
2016-04-01
Research purpose: This article relates certain changes in HRM over time to the argument that there has been a shift from an industrial paradigm (on which many human resource [HR] systems, practices and theoretical frameworks are still based to a knowledge paradigm (of knowledge work, in which employee knowledge and skills offer compound advantages that are not substitutable which explains a great deal of the variance in changes of the field over time. Motivation for the study: It is argued that in order for the field to move forward, it may needto bring to the surface certain assumptions and differentiate between theoretical frameworkswhen dealing with knowledge work versus non-knowledge work. Research design, approach and method: This article offers a perspective of HR theory development over time. It is a conceptual/perspectives article and is not qualitative nor quantitative in nature. Further research will be able to test the ideas presented here. Practical/managerial implications: Managers and human resources managers need to differentiate between knowledge and non-knowledge work. The latter is associated with increased heterogeneity and complexity, and differences in power relationships, as knowledge work shifts power away from capital into the hands of skilled knowledge labour.
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Mäkikangas, A.; Bakker, A.B.; Aunola, K.; Demerouti, E.
2010-01-01
The aim of the present three-wave follow-up study (n=335) among employees of an employment agency was to investigate the association between job resources and work-related flow utilizing both variable- and person-oriented approaches. In addition, emotional exhaustion was studied as a moderator of
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A. Mäkikangas (Anne); A.B. Bakker (Arnold); K. Aunola (Kaisa); E. Demerouti (Eva)
2010-01-01
textabstractThe aim of the present three-wave follow-up study (n = 335) among employees of an employment agency was to investigate the association between job resources and work-related flow utilizing both variable- and person-oriented approaches. In addition, emotional exhaustion was studied as a
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TO STUDY THE EFFECTIVENESS OF TRAINING & DEVELOPMENT IN BANK EMPLOYEES OF JABALPUR CITY
Anjana Rai; Dr. Abhinica Sahu
2017-01-01
Training & Development is the major function of the Human Resource Management .The main objective of the training and development is to improve the performance and productivity of the employees. Training & Development means increasing an employee’s ability to perform through learning through improving the employee’s attitude or increasing his or her skills and knowledge.” I have collected the data from 60 employees (Assistant Manager and clerical staff) working in public sector and private se...
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Haafkens, J.A.; Kopnina, H.; Meerman, M.G.M.; van Dijk, F.J.H.
2011-01-01
Background: Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the
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Haafkens, Joke A.; Kopnina, Helen; Meerman, Martha G. M.; van Dijk, Frank J. H.
2011-01-01
Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by
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Directory of Open Access Journals (Sweden)
Zeeshan Hamid
2017-10-01
Full Text Available Small and medium enterprises (SMEs contribute substantially to the economic development, income generation, poverty reduction, and particularly job creation for both developed and developing economies. However, compared with large firms, SMEs face several challenges related to their performance and competitiveness. The role of human capital (HC and human resource practices (HR Practices in enhancing SMEs competitiveness and performance is vital but understudied areas. Therefore, the purpose of this study was to investigate the role of HC development between the relationship of high-performance work systems (HPWS and export-oriented SMEs performance. Quantitative strategy and cross-sectional survey method was used to collect data from 205 managerial staff through a self-administered structured questionnaire. HPWS had a significant positive impact on export-oriented SMEs performance. The findings of the study provide evidence that HC development plays a mediating role between HPWS and enterprises performance.
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The Role of New Hire Orientation Programs
Dunn, Steven; Jasinski, Dale
2009-01-01
A vital component of a firm's human resource management is its new hire orientation (NHO) program. The authors' review of extant literature suggests that NHO programs can be organized based on a reconceptualization of human capital. Using their typology, a firm can organize the role and scope of its NHO program, assign responsibility for the…
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Evidence-based human resource management: a study of nurse leaders' resource allocation.
Fagerström, Lisbeth
2009-05-01
The aims were to illustrate how the RAFAELA system can be used to facilitate evidence-based human resource management. The theoretical framework of the RAFAELA system is based on a holistic view of humankind and a view of leadership founded on human resource management. Nine wards from three central hospitals in Finland participated in the study. The data, stemming from 2006-2007, were taken from the critical indicators (ward-related and nursing intensity information) for national benchmarking used in the RAFAELA system. The data were analysed descriptively. The daily nursing resources per classified patient ratio is a more specific method of measurement than the nurse-to-patient ratio. For four wards, the nursing intensity per nurse surpassed the optimal level 34% to 62.2% of days. Resource allocation was clearly improved in that a better balance between patients' care needs and available nursing resources was maintained. The RAFAELA system provides a rational, systematic and objective foundation for evidence-based human resource management. Data from a systematic use of the RAFAELA system offer objective facts and motives for evidence-based decision making in human resource management, and will therefore enhance the nurse leaders' evidence and scientific based way of working.
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Human Resource Management in Russia: Some Unwritten Rules
Denisova-Schmidt, Elena
2011-01-01
In spite of the fact that Western companies have been actively developing the Russian market over the last twenty years, they are still faced with the Soviet-era heritage in human resource management. This paper gives an overview of the common Soviet human resource practices of the past. Understanding traditional human resource practices in the Soviet Union prior to the end of communism will help practitioners to design human resource management systems for Russia more effic...
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Directory of Open Access Journals (Sweden)
Susilo H.
2017-08-01
Full Text Available The challenge of Human Resource Management in Higher Education Institutions is how to plan, organize, and assess the performance of human resources so as to contribute as much as possible to the achievement of high quality education objectives. To answer these challenges, the role of Human Resources Information System (HRIS is needed to facilitate leadership both at the university and faculty level in preparing the needs planning and utilizing the advantages of human resources. This study aims to analyze the role of HRIS in human resource planning, especially in the stages of needs planning activities, recruitment and selection, human resources development, promotion and promotion, and assessment of work and remuneration. The output of research resulted in the form of HRIS-based human resource planning concepts for Higher Education Institutions. The research method was designed using qualitative descriptive approach. Data collection is done through observation technique and interview with research location in University of Brawijaya. The results show that the existing HRIS has not played an optimal role because the function of the system is still limited as a data gathering medium and the submission of employment reports that have not been able to contribute as a decision support system for leaders in HR planning.
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Employee benefits managers' opinions about addiction treatment.
McFarland, Bentson H; Lierman, Walter K; Penner, Norman R; McCamant, Lynn E; Zani, Brigid G
2003-01-01
Employee benefits managers arrange addictive disease treatment insurance coverage for the majority of people in the United States but little is known about these decision-makers. Managers were surveyed to learn their opinions about addiction treatment. Subjects were 131 people (61 percent female, 94 percent white, average age 46, average of 14 years in the human resources field). Managers were asked to rank health benefits (physical health, dental, alcohol-drug, vision, mental health, employee assistance program, and pharmaceuticals) on 15 dimensions. Managers ranked alcohol-drug abuse treatment worst on fiveitems and second to the worst on another four of the 15 dimensions. On the item considered most important by the managers, respondents noted that employees often (2.8) ask for improved physical health benefits but rarely do so for alcohol and drug (4.1) benefits (p < .001). Education of workers and payers will be needed to change opinions about treatment of addictive disorders.
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16 CFR 1000.22 - Office of Human Resources Management.
2010-01-01
... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Office of Human Resources Management. 1000... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources Management, which is managed by the Director of the Office, provides human resources management support to...
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Human resources management for a hospital pharmacy department.
Chase, P A
1989-06-01
The concepts of human resources management (HRM) are presented, and the application of HRM concepts to a hospital pharmacy department is described. Low salaries and poor working conditions had precipitated a mass exodus of pharmacists from a 650-bed, tertiary-care medical center. The newly hired director of pharmacy sought to rebuild the department by developing a three-stage HRM model consisting of needs forecasting, performance management, and advanced management systems. In the needs-forecasting stage, the strengths and weaknesses of departmental programs were determined through analysis of existing standards of practice, situational analysis, and financial analyses; the strengths and weaknesses of departmental employees were determined through the use of talent inventories, turnover analysis, analysis of time and leave records, reevaluation of the department's job classifications, performance and productivity evaluations, and productivity evaluations, and development of a philosophy of practice and mission statement. Needs and problems were addressed by examining each existing program and developing new policies and procedures, performance standards, quality assurance mechanisms, and productivity expectations. Personnel needs and problems were addressed by designing a system of differentiated career ladders, contracting with pharmacists for career moves, developing the skills of currently employed pharmacists, and implementing a succession planning model. The model has been in place for approximately three years and is beginning to yield the desired results. Application of HRM concepts to a hospital pharmacy department appears to have been successful in improving employee morale and in helping the department to meet goals of expanded and improved services.
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Employee Motivation, Recruitment Practices and Banks Performance in Nigeria
Directory of Open Access Journals (Sweden)
Adeola Mukarramah Modupe
2016-12-01
Full Text Available Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable
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Directory of Open Access Journals (Sweden)
Md. Tofael Hossain Majumder
2012-01-01
Full Text Available Dramatic advances of Information and Communication Technology (ICT, changing mix and personal values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hyper-competitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and development, management style, and job design and responsibilities. So, these HRM dimensions quality should be improved for the betterment of the bank’s success.
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42 CFR 486.326 - Condition: Human resources.
2010-10-01
... 42 Public Health 5 2010-10-01 2010-10-01 false Condition: Human resources. 486.326 Section 486.326 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... Organizations Organ Procurement Organization Process Performance Measures § 486.326 Condition: Human resources...