scholarly journals KEY PROBLEMS OF STAFF MANAGEMENT AT ENTERPRISES AND THEIR SOLUTIONS WAYS

10.23856/3201 ◽  
2019 ◽  
Vol 32 (1) ◽  
pp. 11-17
Author(s):  
Oleksandr Temchenko ◽  
Nataliia Shevchuk ◽  
Tatyana Morhun
Keyword(s):  
Economic Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Staff Management ◽  
Labor Resources ◽  
The Impact

The article is devoted to the research of the problem of staff management in modern enterprises. The impact of efficient human resource management on economic development of enterprises is considered. The peculiarities of the formation of the management system of labor resources of the organization in the conditions of uncertainty of demand and sales of goods are revealed.

scholarly journals Pengaruh Sistem Manajemen Sdm Berbasis Kompetensi Dan Penilaian Prestasi Kera Terhadap Kinerja Karyawan Pada PT. Inducomp Dewata Denpasar

2020 ◽  
Vol 2 (2) ◽  
pp. 46-58
Author(s):  
Amirah Amirah ◽  
Ni Made Yudhaningsih
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management System ◽  
Work Performance ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Competency Based ◽  
The Impact

This research aims to find out the impact of competency-based human resource management and work performance appraisal towards the employees’ performance of PT. Inducomp Dewata. As much as 270 employees became the population of this analysis and it took only 73 respondents as the sample. Simple random sampling technique used as the tool to collect the samples. The method used to analyze the data were validity check, reliability check, multiple regression analysis and t check and f check. Partial research result shows that there is no effect of competency-based human resource management system variable (X1) towards employees’ performance variable (Y) of PT. Inducomp Dewata Denpasar. On the other hand, there is a positive yet significance effect of the variable from work performance appraisal (X2) towards employees’ performance (Y) PT. Inducomp Dewata. According to simulants research results, it shows the is a significance effect from the variable of competency-based human resource management system and the variable of work performance appraisal towards employees’ performance of PT. Inducomp Dewata Denapasar with f-value f-table (26.991 3.13) and sig (0.000). PT. Inducomp Dewata should improve the work performance appraisal system and evaluate the work performance assessment regularly in order to know the needs of employees’ training and development as well as motivated the employees’, which will produce the better work performance of the employees’ in the future.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

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