scholarly journals The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources

2019 ◽  
Vol 11 (20) ◽  
pp. 5785 ◽  
Author(s):  
José-Luis Rodríguez-Sánchez ◽  
Antonio Montero-Navarro ◽  
Rocío Gallego-Losada
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
New Technologies ◽  
Selection Process ◽  
Geographical Location ◽  
Sustainable Competitive Advantage ◽  
Hr Management ◽  
Recruitment And Selection

Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.

Human Resources as Manager of the Human Imprint

2009 ◽  
pp. 457-463
Author(s):  
Charmine E.J. Härtel
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
Intellectual Capital ◽  
New Technologies ◽  
Holistic Approach ◽  
Pivotal Role ◽  
Organizational Systems ◽  
Use Of Technology ◽  
Effective Use

Knowledge is the currency of the new economy and consequently information is power. For this reason, it is a business imperative to grow and shape intellectual capital. Human resource management (HRM) plays a pivotal role in creating and growing intellectual capital and embedding it within organizational systems. Previous studies in HRM have demonstrated the connection between technological innovation and HRM in two conspicuously different ways. Specifically, some have illustrated how HR strategies can enhance technological innovation in organizations (Gloet & Terziovski, 2004; Jiménez-Jiménez & Sanz-Valle, 2005) while others have shown ways in which HR functions can be aligned and made more efficient by the effective use of technology (Ashbaugh & Miranda, 2002; Broderick & Boudreau, 1992; Bussler & Davis, 2001/2002). In this article, a more holistic approach is taken in viewing technology as both an input and an outcome of effective HRM. To this end, the aim here is to provide a description of some of the key ways in which HRM can enhance the development, implementation, and success of new technologies as well as how HRM can enhance its own value through the use of new technologies.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Challenges and priorities in talent management during the global pandemic caused by COVID-19

2021 ◽  
Vol 5 (2) ◽  
pp. 94-103
Author(s):  
Luba Tomcikova ◽  
Nella Svetozarovova ◽  
Jana Coculova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Slovak Republic ◽  
Selection Process ◽  
Talent Management ◽  
The Past ◽  
Significant Relationships ◽  
Global Pandemic ◽  
Human Resources Managers ◽  
Recruitment And Selection

The paper deals with the talent management issue as one of the effective human resource management practices during the global pandemic caused by COVID-19 and points to the main challenges and priorities in the research area. Talent management has undergone a dynamic development in recent years. It has recently become a frequently discussed concept among business and academics alike and one of the priorities of the modern management of all companies. The paper also presents the results of research carried out on a sample of 137 human resources managers. Respondents who participated in the questionnaire survey are human resources managers in companies operating in the Slovak Republic at national and international markets. Data were collected using the online questionnaire. For the research, two research hypotheses were established. The hypotheses aimed to determine whether there are statistically significant relationships between the scale of talent recruitment and selection process over the past year; the change in the management and organizational style of the company during the COVID-19 pandemic; the existence of the statistically significant relationship between the budget allocated to talent management and headhunting practices over the last year. The hypotheses were verified using correlation analysis and the methods of inductive statistics. Testing the statistically significant relationships verified hypothesis H1. It confirmed the existence of statistically significant relationships between the scale of the talent recruitment and selection process over the past year and the change in management and organization of the company during the COVID-19 pandemic. The hypothesis H2 was rejected. It stated the absence of statistically significant relationships between the budget for talent management in the organization during the COVID-19 pandemic and the competition for qualified talent for the last year. The questionnaire survey results pointed how human resources managers in companies operating in the Slovak Republic perceive the situation associated with the current COVID-19 pandemic. The findings identified the pandemic impact on talent management and how human resources managers see human resource management's future and priorities.

scholarly journals New Technologies in the Recruitment Process

2018 ◽  
Vol 15 (2) ◽  
pp. 25-33
Author(s):  
Celina Sołek-Borowska ◽  
Maja Wilczewska
Keyword(s):  
New Technologies ◽  
Selection Process ◽  
Recruitment Strategy ◽  
Selection Strategy ◽  
Main Task ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Impact ◽  
Modern Technologies

Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.

scholarly journals Sustainable Competitive Advantage Needs Green Human Resource Practices: A Framework for Environmental Management

2018 ◽  
Vol 22 (3) ◽  
pp. 424-442 ◽  
Author(s):  
Lívia Almada ◽  
Renata Borges
Keyword(s):  
Sustainable Development ◽  
Competitive Advantage ◽  
Human Resource ◽  
Pollution Prevention ◽  
Future Research ◽  
Organizational Sustainability ◽  
Sustainable Competitive Advantage ◽  
Integrative Framework ◽  
Hr Practices ◽  
Hr Management

Abstract The aim of this theoretical essay is to analyze the role of human resource (HR) management to achieve organizational sustainable competitive advantage (SCA), through the Natural Resource Based View (NRBV) perspective. We performed an exploratory-descriptive bibliographic research. We first provide key definitions to identify SCA, such as sustainability, sustainable development, and organizational sustainability. We then developed a theoretical framework integrating HR practices with NRBV strategies (pollution prevention, product stewardship, and sustainable development) in order to achieve SCA. As results, a set of propositions regarding HR management and sustainability are offered to be empirically analyzed in future research. The major contribution of this study is to offer an integrative framework of HR practices and NRBV strategies. This paper also adds value to managers by presenting ways to implement HR management for organizational sustainability achievement.

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

E-HRM As a Human Resource Management Tool in the Digital Economy

2021 ◽  
pp. 73-77
Author(s):  
Elena Mitrofanova ◽  
Aleksandra Mitrofanova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Bank ◽  
Management Tool ◽  
Online Support ◽  
Hr Management ◽  
Productive Activities ◽  
Management Processes

The article substantiates the need to create a new model of a personnel management system - electronic human resource management, which is an advanced business solution that provides full online support in the management of all processes, actions, data and information necessary for human resource management in a modern company, it is determined the essence and content, the goal, objectives, levels of electronic human resource management are shown, functions and results are shown, methods and opportunities for the implementation of electronic human resource management are proposed. It is shown that the introduction of electronic human resource management increases the efficiency of HR management processes by concentrating information about personnel in a centralized data bank, speeding up information processing, reducing errors and the amount of duplicate work, reducing less productive activities in the field of human resources and its reorientation to strategic tasks.

Multi-Criteria Selection of Wind Turbine Using TOPSIS Approach

2020 ◽  
Author(s):  
Shafiqur Rehman ◽  
Salman A. Khan ◽  
Luai M. Alhems
Keyword(s):  
Wind Turbine ◽  
Wind Farm ◽  
Selection Process ◽  
Geographical Location ◽  
Real Data ◽  
Maximum Energy ◽  
Decision Criteria ◽  
Topsis Approach ◽  
Selection Of

Abstract The recent revolution in the use of renewable energy worldwide has opened many dimensions of research and development for sustainable energy. In this context, the use of wind energy has received notable attention. One critical decision in the development of a wind farm is the selection of the most appropriate turbine compatible with the characteristics of the geographical location under consideration in order to harness maximum energy. This selection process considers multiple decision criteria which are often in conflict with each other, as improving one criterion negatively affects one or more other criteria. Therefore, it is desired to find a tradeoff solution where all selection criteria are simultaneously optimized to the best possible level. This paper proposes a TOPSIS (The Technique for Order of Preference by Similarity to Ideal Solution) based approach for multi-criteria selection of wind turbine. Three decision criteria, namely, hub height, wind speed, and net capacity factor are used in the decision process. A case study is shown on real data collected from the Aljouf region located at an altitude of 753 meters above sea level in the northern part of Saudi Arabia. Seventeen turbines with rated capacities ranging from 1.5 GW to 3 GW from various manufacturers are evaluated. Results indicate that Vestas V110 turned out to be the most appropriate turbine for the underlying site.

The Role of Human Resource Management in Agriculture Sector Enterprises

2020 ◽  
pp. 378-400
Author(s):  
Nemanja Berber ◽  
Agneš Slavić
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
World Wide ◽  
New Technologies ◽  
Human Resources Management ◽  
Practical Implementation ◽  
Agriculture Sector

Agribusiness firms are faced with several challenges like globalization, internationalization of business, the introduction of new technologies, especially the digitalization process, higher competitiveness of foreign agribusiness firms, etc. One of the very important challenges is the effective management of human capital. Although it is one of the most important management activities in each firm, human resource management (HRM) in the agribusiness sector is still unexplored in terms of scientific research and practical implementation. This chapter explores the nature and specifics of human resources management in agribusiness enterprises, and presents the practice of the basic and most important HRM activities in agribusiness firms in Serbia, on the example of 12 organizations that were investigated. The methodology used in the research is based on a theoretical investigation of available literature and data from worldwide databases but also from Cranet project, one of the largest and well-known, world-wide HRM projects.

Overlaying Human Resources Principles to the Goal

2018 ◽  
Vol 8 (1) ◽  
pp. 20-34 ◽  
Author(s):  
Brian J. Galli
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Process Management ◽  
Theory Of Constraints ◽  
Manufacturing Plant ◽  
Management Implications ◽  
Profit Margins ◽  
Hr Management ◽  
Management Expert

This article analyzes the book The Goal: A process of Ongoing Improvement by E. Goldratt and J. Cox to discuss human resource management implications. The book helped organizations increase profit margins through process management. The book focuses on a manufacturing plant that was unprofitable because of ineffective machines (bottlenecks). However, with the mentorship of a management expert (Jonah), the business turned around to become profitable. The book outlines critical messages to managers while helping break out of the conventional way of thinking and take actions towards success. Goldratt and Cox promote the theory of constraints to improve productivity and profitability in an organization, as will be discussed in this article. Also, there is a critical book analysis and how it relates to HR Management is discussed. The article also addresses the principles applied to make the plant successful as well as the role human resource played in the overall factory management.

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