INNOVATIONS IN HUMAN RESOURCE MANAGEMENT: GETTING THE PUBLIC'S WORK DONE IN THE 21ST CENTURY - edited by H. Sistare, M. Shiplett and T. Buss

2012 ◽  
Vol 90 (1) ◽  
pp. 276-278
Author(s):  
Ellen V. Rubin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Work Done

scholarly journals Careers and retention of staff in the 21st century world of work: Introduction to the special edition

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Melinde Coetzee ◽  
Hugh Gunz
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Special Edition

How to cite this article: Coetzee, M., & Gunz, H. (2012). Careers and retention of staff in the 21st century world of work: Introduction to the special edition. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 10(2), Art. #505, 4 pages. http://dx.doi.org/10.4102/ sajhrm.v10i2.505

scholarly journals Importance of Human Resource Management in 21st Century: A Theoretical Perspective

2014 ◽  
Vol 3 (3) ◽  
pp. 87 ◽  
Author(s):  
Hassan Danial Aslam ◽  
Mehmood Aslam ◽  
Naeem Ali ◽  
Badar Habib
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Management Practice ◽  
Theoretical Perspective ◽  
Human Resource Managers ◽  
Management Discipline ◽  
Hr Managers

Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with passage to time. Today the role of human resource management departments has become inevitable for 21st century modern businesses. This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literature analysis in order to present emerging issues, challenges and practices of human resource management discipline in context of 21st century. 

CRITICISM OF THE INTERGENERATIONAL DIVERSITY CONCEPT. TOWARDS DIVERSITY OF EMPLOYEES DUE TO AGE

2019 ◽  
Vol 20 (3) ◽  
pp. 241-294
Author(s):  
Łucja Waligóra ◽  
Agata Austen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Research ◽  
21St Century ◽  
Theoretical Basis ◽  
Research Gaps ◽  
Generational Diversity ◽  
Methodological Challenges ◽  
Motivational Needs

The diversity of employees in organizations has always aroused the interest of employers and specialists in human resource management. Interest in generational diversity has been gradually increasing since the turn of the 21st century. While many researchers support the concept of generation diversity, an increasing number of scientists question the validity of the idea that employees differ not only in age, but above all in values, approach to work or attitude to employer loyalty, have different motivational needs, and other competences. This article discusses the differences between individual, often appearing concepts: generation and cohort, intergenerational and multi-generational. Methodological challenges were also poin¬ted out when trying to thoroughly examine the differences between employees from different generations and between older and younger employees. The article also aims to verify the differences between generational diversity and employee diversity based on age. In addition, the article indicates the observation that the theoretical basis on the issue of generations, as well as previous empirical research, raise a lot of controversy and point to many substantive and research gaps, in contrast to the concept of employee diversity due to age.

SHRM Portals in the 21st Century Organisation

2011 ◽  
pp. 1904-1913
Author(s):  
Beverley Lloyd-Walker ◽  
Jan Soutar
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Strategic Human Resource Management ◽  
It Systems ◽  
Potential Benefits ◽  
Resource Function

The importance of people to organisational success has been recognised; the implications of this for human resource departments forms the basis for the content of this article. The ways in which information technology has been used to support changes in the human resource function are discussed, leading to an exploration of the role of strategic human resource management portals. The content of strategic human resource management portals is then outlined, and covers the range of information they currently provide and their future role. Finally, issues relating to implementation are addressed. The need for human resource practitioners to develop a greater understanding of technology and its potential benefits is discussed. This article concludes by reiterating the uses made of strategic human resource portals and by acknowledging the need to continue to strive for improvements in the implementation of IT systems.

Strategic Human Resource Management in the 21st-Century Organizational Landscape

2022 ◽  
pp. 296-323
Author(s):  
Cristina Raluca Gh. Popescu ◽  
Grigorios L. Kyriakopoulos
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
21St Century ◽  
Explanatory Power ◽  
Strategic Human Resource Management ◽  
Organizational Level ◽  
Unlimited Growth

These days, employability and sustainability in the Romanian marketplace are seriously challenged by the general economic development conditions, the continuously rising living standards, and the unfortunate imbalance and irregularities in the policies of labor markets. These defining factors mirror in this current research that focuses on describing the importance, implications, and specificities of human resource management (HRM) and strategic human resource management in the 21st-century organizational landscape, while seeking to pinpoint the considerable and valuable benefits brought by human and intellectual capital as drivers for performance management at the organizational level. The results of the study themselves possess the explanatory power of showing that human resources are the main assets of the organization, which decisively determines the potential for present and future line of action, since human resources have unlimited growth and development potential, even though they are regarded as extremely rare, highly valuable, yet difficult to insure or replace.

scholarly journals Teaching staff development by using competency-based human resource management approach: analyzing cases of Saigon University and University of Social Sciences and Humanities, Vietnam National University – Ho Chi Minh City

2020 ◽  
Vol 4 (1) ◽  
pp. First
Author(s):  
Tran Bao Ngoc ◽  
Le Thi Thanh Thuy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Teaching Quality ◽  
Ho Chi Minh City ◽  
Teaching Staff ◽  
Competency Based ◽  
And Training

The competency-based human resource management is a trend in the context of higher education reform in the 21st century. The quality of education is increasingly focused, and the improvement of the quality of educational managers and teaching staff becomes a goal in a university’s strategic plan. This leads to a necessary for universities to identify core competencies and build competency frameworks that are consistent with the institutions’ strategy to promote the implementation of innovation of all aspects of universities (Vakola, M., Soderquist, KE, Prastacos, GP, 2007). Depending on the socio-economic context and conditions of each institution, educational managers choose or combine paradigms of human resource management to enhance the efficiency in the development of quality of teaching staff, contributing to boosting universities’ capacity adapting for new requirements of education innovation. Based on the theory of human resource management, the paper analyzes the situation of human resource management, especially the development and training of teaching staff at two departments of 2 public universities in Ho Chi Minh City. Thereby, the paper proposes some suggestions for the implementation of human resource management based on competencies to improve the universities’  teaching quality and meet the requirements of fundamental and comprehensive innovation in the field of Viet Nam education and training in the 21st century.

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