scholarly journals Management of the State and Development of Human Resources of Industrial Enterprise in Accordance with the Dynamics of the Influence External and Internal Fac-tors

2021 ◽  
Vol 21 (2) ◽  
pp. 114-122
Author(s):  
K.A. Korennaya ◽  
◽  
O.V. Loginovskiy ◽  
V.V. Zakharov
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Strategy ◽  
Corporate Culture ◽  
Industrial Enterprise ◽  
Personnel Development ◽  
General Strategy ◽  
Technical Literature

The specifics of human resource management primarily consider the work with the personnel of enterprises and organizations, and the basic concept that existed earlier said that the human resource and personnel of enterprises and organizations are some expenses that need to be constantly repaid. Now, personnel-human resources are considered as the resources of the enterprise, and this approach is used to increase the understanding of the belonging of employees and more effective use of their competencies in the organization system. Respectively, as resources are one of the most important characteristics of the enterprise and personnel should be attributed to the resources necessary for the sustainable development and functioning of the enterprise. The general concept of human resource management provides for a set of certain beliefs and suggestions that are formed and focused in one company, so you can talk about the corporate culture, about specific factors that are accepted in the company, and are, in turn, also a certain resource. The aim of the study is to form an up-to-date approach to improving the efficiency of human resource management at an industrial enterprise. Materials and methods. As part of the materials and methods, it is necessary to note the analysis of approaches, methods and models of human resource management presented in the scientific and technical literature, as well as the results of their implementation in the practice of industrial enterprise management. Results. The article substantiates the main scientific provisions and the need to form a general strategy for personnel development, which forms employees' self-determination in the organizational structure of the enterprise and the vector of their development, and the management has a clear idea in the development of personnel management decisions. Conclusion. A vague formulation, the absence of a personnel development strategy or its inconsistency with the general strategy of the enterprise and the dynamics of the influence of external and internal factors creates some uncertainty, which further leads to the “turnover” of personnel and does not allow achieving the goals set by the management of the enterprise.

scholarly journals MAIN CHALLENGES OF HUMAN RESOURCES MANAGEMENT IN EMPLOYEE CAREER DEVELOPMENT

2019 ◽  
Vol 4 (7) ◽  
pp. 182-186
Author(s):  
KRISTINE ODISHVILI ◽  
MAIA NIKVASHVILI
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Human Resources Management ◽  
Clear Understanding ◽  
Resources Management ◽  
Product Service

It is known that the creation of a perfect product / service is directly connected to the qualification of the employees. Competition between companies has led to any organization that needs to constantly improve its product / service. The company can offer the novelty only through the employees. In addition, the process of establishing the novelty must be permanent. Thus it makes clear the need of management for the process. Obviously this is not easy because it is associated with the management of living people, with the development of creative skills, which is unpredictable. Witch is the responsibility of human resources management. The survey examines that the Human resource management must overcome for employee career development. In the article the discussion is about human resource management approaches to strategic management, development, motivation and corporate culture of employees. The structure of the article: introduction, researches review of the relevant direction, career development research findings, main challenges and recommendations. The study showed an interesting picture in terms of career development. We hope that the findings of this study will provide Human resources management specialists with a clear understanding of the challenges and will pay more attention to the career development of the employees. the problems and challenges.

scholarly journals PERSONAL MANAGEMENT CHALLENGES IN GEORGIAN COMMERCIAL BANKS

2018 ◽  
Vol 13 (1) ◽  
pp. 34-43
Author(s):  
Nana Shonia ◽  
Zurab Mushkudiani ◽  
Khatuna Shalamberidze ◽  
Natela Janelidze
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Commercial Bank ◽  
Commercial Banks ◽  
Human Resources Management ◽  
General Strategy ◽  
Resources Management ◽  
Personal Management

The aim of the research was to investigate the relation of Personal/Human Resource Management in Commercial Banks in Georgia. The effective, transparent and fair managing depends on many different factors and among them the personal/human resources management is one of the most important factors. The guarantee that the people who are properly chosen in the commercial bank, with appropriate skills, competencies and qualifications significantly increases their job effectiveness. It is remarkable that human resources management is being implemented differently in various countries. In some countries a special agency is created, which is centrally managed by the management of all human resources. While in some countries this practice is completely decentralized and each agency or department individually carries out personnel management. However, mainly mixed practices exist in the country where there is a central agency of human resources management, which defines the general strategy of human resource management, and directly implementing relevant activities such as selection and assessment. The results of the research allowed concluding that the main factor related to personal management in the commercial banks was the shortage of professionalism and financial resources. The lack of qualified staff was mentioned by the managers as an insuperable problem to introduce innovations as well. Keywords: commercial bank, personal management, innovative management, physiological climate.

scholarly journals Designing a human resource scorecard: An empirical stakeholder-based study with a company culture perspective

2020 ◽  
Vol 16 (4) ◽  
pp. 113-147 ◽  
Author(s):  
Hasan Boudlaie ◽  
◽  
Hannan Amoozad Mahdiraji ◽  
Sabihe Shamsi ◽  
Vahid Jafari-Sadeghi ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Thematic Analysis ◽  
Balanced Scorecard ◽  
Well Being ◽  
Strategic Goals ◽  
Strategy Map

Human resource management (HRM) in public organizations managed based on a balanced scorecard requires a different narrative on the map of strategic goals than in private organizations. However, this issue is not widely recognized and discussed. This study aims to identify strategic goals and outline an HRM strategy with a stakeholder approach from a corporate culture perspective based on a balanced scorecard by examining and highlighting areas that should be included in the revised narrative. This exploration was carried out through qualitative research, particularly a thematic analysis based on data from the Kish Free Zone Organization. Therefore, using the themes obtained, a human resources strategy map was presented based on a balanced scorecard. The six-step Clarke-Braun process and the three-step Attride-Stirling thematic classification method were combined into a thematic network, and a seven-step research process was created. Data was collected through interviews with stakeholders in the Human Resources (HR) unit. These stakeholders are (1) HR employees (2) employees of other entities (3) senior and middle management (4) family of employees (5) HR department of related companies (6) retirees, and (7) customers of this entity. To identify strategic goals and a human resource strategy map, 187 main topics, 39 organizational topics, and 12 global themes were identified after transcription of the interviews, including (1) the development of family policies (2) promoting the well-being, health, and well-being of employees (3) improving productivity HR department (4) promoting the human dignity of the staff (5) developing an organizational culture based on customer orientation and innovation (6) empowering employees (7) development HR information system (8) strategic recruitment and retention of employees (9) performance management and development employees (10) strategic transformation of HRM based on research and process reform (11) adjusting the allocation and use of the HR budget to the organization's strategy and (12) improving the accounting mechanism for the personnel budget. This study is innovative due to the proposed approach to redesign the strategy map and the balanced scorecard from a human resource management perspective, methodically, due to adopting a combined thematic analysis process and constructing related narratives and stakeholder approaches from a corporate culture perspective.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

2015 ◽  
Vol 6 (1) ◽  
pp. 12-19
Author(s):  
Angellia Debora Suryawan ◽  
Marlene Martani ◽  
Mahenda Metta Surya
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Support System ◽  
Performance Indicator ◽  
Management Support ◽  
Key Performance Indicator ◽  
Literature Study ◽  
Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in  accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)  

Reinventing Public Personnel Administration as Strategic Human Resource Management

1993 ◽  
Vol 22 (4) ◽  
pp. 565-578 ◽  
Author(s):  
Donald Klingner
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Force ◽  
Strategic Human Resource Management ◽  
Public And Private ◽  
Asset Development ◽  
Position Management ◽  
Personnel Administration

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.

Human Resource Management in Consulting Projects

2021 ◽  
pp. 36-44
Author(s):  
I. V. Korneeva
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource

Recently, in business, the importance of human resources in companies and projects has been emphasized. The backbone of almost any organization or project is its employees. It is necessary to take into account a whole list of aspects in order to competently manage human resources.

Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Bader Yahya Alshahrani, Adullah Ali Alammar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Relative Weight ◽  
Main Tool ◽  
Private Hospitals ◽  
Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

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