scholarly journals Declining Enrolment Sparks Certificate Review: Lessons Learned

2013 ◽  
Vol 23 (2) ◽  
Author(s):  
Susan Hutton
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Continuing Education ◽  
Human Resource ◽  
Review Process ◽  
Resource Constraints ◽  
Lessons Learned ◽  
Post Secondary ◽  
University Of Calgary ◽  
The University

The design of the Human Resource Management Certificate at the University of Calgary was the culmination of a two-year review process. Although the issue of declining enrolment initiated the review, many other issues became apparent. The process of informal and formal investigations that were undertaken are outlined, as are the actions taken. The challenges of resource constraints, collaborative investigation, the climate of competition in post-secondary institutions, and issues of credit transferability are highlighted along with the lessons learned. The process and results may benefit other continuing education programmers.

scholarly journals Impact of Information Technology on Human Resource Management Procurement Functions: A Case of A Nigerian University

2020 ◽  
Author(s):  
Isiaka Sulu Babaita ◽  
Amosa Jimoh Rafiu ◽  
Suleiman Ahmed Aremu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Studies ◽  
It Impacts ◽  
Initial Cost ◽  
Nigerian University ◽  
The University ◽  
Higher Institutions

Information Technology’s (IT) role in Human Resource Management (HRM) has attracted minimal interest and attention in the academia industry. The few empirical studies available did not examine the effect of IT on HRM on a comparative basis. Therefore, this study seeks to examine the nexus between IT and HRM procurement process in Nigerian Universities (education sector) with reference to the University of Ilorin. Other objectives are to:(i) examine the extent to which IT influences the HR procurement functions (ii) determine the nature of relationship that exist between/among IT tools and HR procurement functions. Questionnaire was served to the entire 50 members of the staff of the University HR department being census approach. Two hypotheses stated were tested using regression and correlation analysis. The findings revealed that IT has a significant effect on HR procurement functions and that IT tools and HR procurement functions are correlated. The study concludes that IT impacts strongly on HR Procurement activities. This study recommends that the management of Nigerian higher Institutions, inclusive of University of Ilorin, should consistently upgrade their HRIT software to cover a significant number of HR activities in line with the best HR practice as its long-term benefits exceed the pains of its initial cost.  

Undergraduate Programs in the U.S

2021 ◽  
pp. 114-138
Author(s):  
Steven D. Charlier ◽  
Lisa A. Burke-Smalley ◽  
Sandra L. Fisher
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business School ◽  
Management Education ◽  
Management Skills ◽  
Undergraduate Programs ◽  
The University ◽  
The U.S

Given the importance of human resource management skills both in management education and business in general, an empirical review of undergraduate human resource (HR) curricula and programs is needed. In this study, the authors provide an investigative analysis of the content taught across HR programs in the U.S. and the context in which HR programs operate. Specifically, data across 179 undergraduate “SHRM-aligned” HR programs were collected and analyzed to identify common as well as unique content and contextual attributes at the university, business school, and program levels. Against the backdrop of the study's findings, the authors step back and purposefully comment on how they believe HR education can best be moved forward. In total, this study seeks to inform stakeholders in HR education through a clearer picture of the current and potential future states of HR curricula within U.S.-based undergraduate management programs.

scholarly journals Lessons Learned from the Development of Open Educational Resources at Post-Secondary Level in the Field of Environmental Modelling: An Exploratory Study

2019 ◽  
Vol 9 (2) ◽  
pp. 103 ◽  
Author(s):  
Quazi K. Hassan ◽  
Khan R. Rahaman ◽  
Kazi Z. Sumon ◽  
Ashraf Dewan
Keyword(s):  
Lessons Learned ◽  
Open Educational Resources ◽  
Educational Resources ◽  
Environmental Modelling ◽  
Post Secondary ◽  
Creative Commons ◽  
Student Ratings Of Instruction ◽  
University Of Calgary ◽  
The University ◽  
The Impact

Open educational resources (OER) have become increasingly popular in recent times. Here, the aim was to synthesise the lessons learned through the development of OER materials for a university-level course called “environmental modelling”. Consequently, the topics of discussion included: (i) how to choose an appropriate creative commons license; (ii) ways of incorporating materials from other sources, such as publicly available sources, other open access materials, and an author’s own published materials if not published under a creative commons license; (iii) the impact of the developed OER in the field of environmental modelling; and (iv) the challenges in developing OER material. Upon developing the materials, we observed the following: (i) students enrolled in the course did not purchase textbooks; (ii) our OER materials ranked as one of the most accessed (i.e., number 7) materials according to the usage data that summed the number of file downloads and item views from PRISM (i.e., the hosting platform maintained by the University of Calgary); (iii) the students learned relatively better as per the data acquired by the University of Calgary’s universal student ratings of instruction (USRI) instrument; and (iv) other universities expressed interest in adopting the materials.

scholarly journals Learning outcomes in the field of human resource management in business administration studies in the context of implementation of European Qualifications Framework (EQF) - examples from University of Valencia, Spain, and University of Dubrovnik, Croatia

2018 ◽  
Author(s):  
Jose Rodolfo Hernandez-Carrión ◽  
Ivona Vrdoljak Raguž
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Learning Outcomes ◽  
Human Resource ◽  
Business Administration ◽  
Business Economics ◽  
Case Study Methodology ◽  
Study Programs ◽  
Contemporary Management ◽  
The University

The study carried out in this paper involves the analysis of the content of the competencies in the field of human resource management in order to adquire the key competences of the students that will be alligned with the needs of the labor market according to the European Qualifications Framework (EQF). The method of comparative analysis and case study methodology is used in the paper. This research compares teaching courses that include the acquisition of competences in the field of human resource management in business administration studies, one of the key areas of contemporary management, with examples from the Departament of Economics and Business Economics of the University of Dubrovnik (Croatia) and the Faculty of Economics of the University of Valencia (Spain). The study may be a contribution to better alignement and compatibility between study programs of economics and management in the countries and beyond. In order to get answers to the research questions, the paper analyzes the learning outcomes of the two observed universities.

Undergraduate Programs in the U.S

2018 ◽  
pp. 26-57
Author(s):  
Steven D. Charlier ◽  
Lisa A. Burke-Smalley ◽  
Sandra L. Fisher
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business School ◽  
Management Education ◽  
Management Skills ◽  
Undergraduate Programs ◽  
The University ◽  
The U.S

Given the importance of human resource management skills both in management education and business in general, an empirical review of undergraduate human resource (HR) curricula and programs is needed. In this study, the authors provide an investigative analysis of the content taught across HR programs in the U.S. and the context in which HR programs operate. Specifically, data across 179 undergraduate “SHRM-aligned” HR programs were collected and analyzed to identify common as well as unique content and contextual attributes at the university, business school, and program levels. Against the backdrop of the study's findings, the authors step back and purposefully comment on how they believe HR education can best be moved forward. In total, this study seeks to inform stakeholders in HR education through a clearer picture of the current and potential future states of HR curricula within U.S.-based undergraduate management programs.

Rethinking the strategic management of human resources: lessons learned from Covid-19 and the way forward in building resilience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dorothea Roumpi
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Lessons Learned ◽  
Organizational Resilience ◽  
Content Type ◽  
The Way

Purpose Numerous empirical studies and meta-analyses have offered ample evidence for the relationship between the strategic management of human resources and a variety of important organizational outcomes, such as individual- and firm-level performance. The outbreak of the COVID-19 pandemic, however, steered the discussion away from the traditional performance-related outcomes of the strategic human resource management and brought to the fore the importance of resilience. The purpose of this paper is to identify areas in which strategic human resource management can help organizations to become more resilient. Design/methodology/approach On the basis of a brief overview of the different phases of the COVID-19 pandemic and its impact on the management of human resources, this conceptual paper uses the Ability-Motivation-Opportunity framework as the backbone for the development of suggestions for the strategic management of employees to create and maintain organizational resilience. Findings A series of actionable suggestions regarding the way forward in building organizational resilience through the effective and ethical management of employees are presented and discussed. Specifically, the importance of using flexibility-oriented human resource management systems is highlighted. This “flexibility-orientation” involves all functions of human resource management, such as selection, training and compensation. Originality/value The proposed suggestions can benefit organizations by offering actionable recommendations regarding the management of human resources by taking stock of lessons learned during the COVID-19 pandemic.

Differences in Approach to Building a Professional Career among Representatives of Generations BB, X, and Y

2020 ◽  
Vol 133 (2) ◽  
pp. 9-25
Author(s):  
Alicja Smolbik–Jęczmień
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Online Survey ◽  
New Technologies ◽  
Survey Method ◽  
Survey Questionnaire ◽  
Professional Career ◽  
The Subject ◽  
The University

The article looks at the issue of different approaches to building a professional career among selected representatives of the Baby Boomer, X, and Y generations who graduated from the University of Economics in Wroclaw. Based on the study of literature that is available on the subject as well as empirical research, an attempt was made to identify basic expectations and attitudes towards work as exhibited by the examined graduates and to present recommendations for human resource management practitioners. The research was conducted in 2017 using the diagnostic survey method with an online survey questionnaire that was made available at the University of Economics. The results of the study indicate that there exist identifiable differences in approach to building a professional career that depend on generation association. Moreover, building what is known as cross–generational solidarity should be pursued in teams diversified in terms of age. This should be done with reference to various areas of the professional career—something respondents felt was missing. Representatives of the older generations, who hold valuable knowledge as well as experience and worldly wisdom, should act as mentors for younger coworkers. And vice versa, younger generations might assist their older colleagues in filling their competence gap in new technologies.

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