Human Resources Management Model based on Business Intelligence

2018 ◽  
Author(s):  
Glenn Maura-Ayquipa ◽  
Alex Ramirez-Lazaro ◽  
Pedro Shiguihara-Juarez
Keyword(s):  
Human Resources ◽  
Business Intelligence ◽  
Human Resources Management ◽  
Management Model ◽  
Resources Management ◽  
Model Based

scholarly journals Presenting a Green Human Resources Management Model in the Health Sector: A Grounded Theory

2020 ◽  
Vol 23 (1) ◽  
pp. 112-122
Author(s):  
Leila Pezhman ◽  
Mehraban Hadi Peykani ◽  
Mansoureh Pourmiri ◽  
◽  
◽  
...  
Keyword(s):  
Grounded Theory ◽  
Human Resources ◽  
Human Resources Management ◽  
Health Sector ◽  
Management Model ◽  
Resources Management

scholarly journals STRATEGIC HUMAN RESOURCES MANAGEMENT AND BUSINESS INTELLIGENCE SYSTEMS IN THE PURPOSE OF SOCIAL AND ECONOMIC DEVELOPMENT

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Helena Lajšić
Keyword(s):  
Economic Development ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Intelligence ◽  
Information Technologies ◽  
Human Resources Management ◽  
Non Profit ◽  
Resources Management

Interesting knowledge is gained by researching and re-examining how human resources management works in our region - the city. Human resource management in every business system becomes completely different from what it has been. It is no longer understood only as a mere functional activity, but as a new business philosophy to be implemented at all managerial levels. In this century, human resources are not only the key competitive advantage of any organization, but of every country. A holistic, coherent human resource management of the organization in order to ensure the maximum value added and the best positioning for the achievement of organizational strategic goals, in broad terms, leads directly to general socio-economic development and progress. One of the key functions of HRM is to spread the various components of the strategic plan to all employees in the organization. An important function of human resources management can and should be to provide information on the strategic readiness of human capital - whether and to what extent available human resources have the required knowledge, skills and motivation to support and implement an organization’s strategy. There is no efficient strategic management of human resources without the support of information technologies and information systems. The development of information technologies and information systems dramatically changes the management of human resources. The strategic readiness of information capital (IT and systems) is the most meaningful measure of the value of the information capital of the organization. The greatest availability of information capital in human resources management is measured by the level of development of online transaction processing systems, whether it is a module of an ERP system, or that it is HRIS (Human Resources Information Systems). Another technology that has even more strategic significance is BI (Business Intelligence) technology and BI decision support systems. A particular challenge is to examine the state of and opportunities for the development of human resources in profit and non-profit institutions in our narrower region. This scientific work will attempt to obtain the missing information on the content and method of human resources management in the profit and non-profit sector, observed in the context of information systems.

scholarly journals The Fusion of Competence and Integrity Problems in Transformation of Public Human Resources Management Model

2020 ◽  
Vol 9 (2) ◽  
pp. 185
Author(s):  
Dahlan Dahlan ◽  
Fatmawada Fatmawada
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Transformation Process ◽  
Management Model ◽  
Human Resources Development ◽  
Resources Management

The limited quality of human resource management in the Biak Numfor Regency in Papua requires fundamental transformation. Based on available data, the determinants that reject the transformation process include two categories, namely, lack of competence and integrity. This study uses a post-positivistic interpretive phenomenological philosophy that emphasizes the meaning and descriptive process to understand the process of transformation. Local government leaders who are not trustworthy in applying the concept of human resource management based on the Cakar thesis latently significantly affect the integrity of the domestic apparatus. That has an impact on the lack of credibility of the Biak Regional Human Resources Development Agency. In short, increasing the competency of human resources as an effort to produce adequate human resources in this region becomes an important key for successful transformation. 

scholarly journals Business Intelligence for Human Capital Management

2020 ◽  
Vol 11 (1) ◽  
pp. 38-49
Author(s):  
Maria José Sousa ◽  
Ivo Dias
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Human Resource ◽  
Business Intelligence ◽  
Human Resources Management ◽  
Human Resource Managers ◽  
Resources Management ◽  
Resource Managers ◽  
Human Resources Managers ◽  
Effective Decision Making

This article presents the results of an exploratory study of the use of business intelligence (BI) tools to help to make decisions about human resources management in Portuguese organizations. The purpose of this article is to analyze the effective use of BI tools in integrating reports, analytics, dashboards, and metrics, which impacts on the decision making the process of human resource managers. The methodology approach was quantitative based on the results of a survey to 43 human resource managers and technicians. The data analysis technique was correlation coefficient and regression analysis performed by IBM SPSS software. It was also applied qualitative analysis based on a focus group to identify the impacts of business intelligence on the human resources strategies of Portuguese companies. The findings of this study are that: business intelligence is positively associated with HRM decision-making, and business intelligence will significantly predict HRM decision making. The research also examines the process of the information gathered with BI tools from the human resources information system on the decisions of the human resources managers and that impacts the performance of the organizations. The study also gives indications about the practices and gaps, both in terms of human resources management and in processes related to business intelligence (BI) tools. It points out the different factors that must work together to facilitate effective decision-making. The article is structured as follows: a literature review concerning the use of the business intelligence concept and tools and the link between BI and human resources management, methodology, and the main findings and conclusions.

scholarly journals Tomorrow’s public hospital in Greece: Managing health care in the post crisis era

2016 ◽  
Vol 7 (1) ◽  
Author(s):  
Panos Minogiannis
Keyword(s):  
Health Care ◽  
Health Services ◽  
Human Resources ◽  
Public Hospital ◽  
Medical Profession ◽  
Human Resources Management ◽  
Management Model ◽  
Management Tools ◽  
Resources Management ◽  
Case Basis

<p>The management of the hospitals (defined<br />as the attempt for optimum performance<br />via appropriate cycles of planning, deciding,<br />evaluating, and reviewing), transcends all<br />the functional parameters of the production<br />and provision of health services. Tomorrow’s<br />public hospital in Greece demands a<br />new managerial approach. This approach<br />would sufficiently answer to the main four<br />problematic conundrum of today: the perverse<br />unaccountability of medical subjectivity, the<br />obsolete management model, the lack of<br />human resources management tools and the<br />unhealthy financing of hospitals. Tomorrow’s<br />hospital would respect the autonomy of the<br />medical profession while at the same time<br />would demand scientific accountability,<br />would utilize modern organizational tools<br />to manage its human resources in order to<br />produce effectively and efficiently quality<br />services and finally would measure its<br />performance on a case by case basis.</p>

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