scholarly journals Define the Process of Human Resource Integration in Cross-Border Acquisitions: Evidence from Chinese Oversea Acquisitions

2021 ◽  
Author(s):  
Wenjia Chang-Howe
Keyword(s):  
Human Resources ◽  
Mergers And Acquisitions ◽  
Human Resource ◽  
Critical Incident ◽  
Success Factors ◽  
Integrated Approach ◽  
Point Of View ◽  
Integration Process ◽  
Dominant Position ◽  
Critical Success

This research focuses on integration during and after mergers and acquisitions where one firm (Chinese) has a dominant position in comparison with another (Western firm). Using the critical incident approach, 30 interviews were conducted with representatives of 13 firms that have undergone Chinese-Western mergers and acquisitions (M&As) during the period from 2005 to 2019. This study aims to analyse the HR integration process in pre-and post-acquisition to determine the critical success factors, and present a framework that determines the success or failure factors and the actions required. The findings have important implications for an organisation post-acquisition phenomenon from a human resource point of view. As a result, it presents an overview of this critical post-HR integration phenomenon and posits that using an integrated approach from the human resources perspective is essential to ultimately enhance the acquisition integration success rate.

scholarly journals Perancangan Model Hirarki Keputusan dan Sistem Basis Data pada Sistem Informasi Sumber Daya Manusia Sub-Sistem Rekrutmen dengan Metode Berjenjang

2013 ◽  
Vol 4 (1) ◽  
pp. 240
Author(s):  
Eka Miranda ◽  
Julisar Julisar
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Human Resource ◽  
Success Factors ◽  
Process Efficiency ◽  
Resource Information ◽  
Critical Success ◽  
Hierarchical Decision ◽  
Decision Making System ◽  
Two Phases

Management of employees as a resource is essential to enhance the effectiveness of employee’s performance, and the process efficiency of for organizations or companies. Possible problems related to the management of human resources need to be diagnosed which one to be solved as a priority. The problem is how to design the decision making model to help the Human Resource Department in determining the criteria for recruitment which can be used to take decisions on recruitment of human resources. This research aims to design a model of decision making systems and databases to support accuracy of decision making in human resource information system to create high loyalty and productivity so that the productivity of the company can be further improved. The research is divided into two phases: collection as well as analysis of data and design model. Specifically target to be achieved in this research are to identify the critical success factors of the model of decision making system for recruitment and develop models of decision-making system. The results obtained from this research are hierarchical decision models using analytical hierarchy process and its database design for the recruitment sub-system of human resource.

Factores de éxito en las webs de contenidos audiovisuales. Análisis cualitativo comparado

2021 ◽  
Author(s):  
Susana Fernández-Lores ◽  
Gema Martínez-Navarro ◽  
Diana Gavilán
Keyword(s):  
Success Factors ◽  
Formal Analysis ◽  
Qualitative Comparative Analysis ◽  
Point Of View ◽  
Key Factors ◽  
Ticket Sales ◽  
Critical Success ◽  
Analysis Technique ◽  
Evolution Of Technology ◽  
Content Recommendation

The evolution of technology and the digital empowerment of society have led to the proliferation of Audiovisual Content Webs (ACWs) where users can share information and experiences, along with other commercial resources. ACWs have led to significant changes in the way users can select and access audiovisual content. The design of these websites combines various features, including a user community, streamed content, ticket sales, and recommendations, among others. Each ACW has a specific profile with respect to the mentioned variables. The aim of this study is to identify the critical success factors for a ACW, i.e., which features and the form they should take to attract followers, thus increasing the capacity to prescribe and broadcast content. Using qualitative comparative analysis (QCA), a formal analysis technique that allows the identification of combinations that produce a certain result, a sample of the 12 most representative cinema websites in Spain is analyzed. The results indicate that the incorporation of content recommendation systems and the connection with streaming platforms through which the content can be accessed are key factors in the success of these ACWs. This work contributes academically to the knowledge and explanation of audience behavior in the new audiovisual scenario. From a professional point of view, relevant design suggestions are offered to platform creators. Finally, the limitations of this work are described, and future lines of research are considered. Resumen La evolución de la tecnología y el empoderamiento digital de la sociedad ha dado lugar a la proliferación de webs de contenidos audiovisuales (WCA) donde los usuarios comparten información y experiencias, junto a otros recursos comerciales. Las WCA han provocado cambios significativos en la forma en la que los usuarios pueden seleccionar y acceder a los contenidos audiovisuales. En su diseño, estas webs combinan varias prestaciones: comunidad de usuarios, contenidos en streaming, venta de entradas o recomendaciones, entre otros. Cada WCA presenta un perfil específico respecto a las variables descritas. El objetivo del presente trabajo es identificar los factores críticos de éxito de una WCA, es decir las prestaciones y la forma que deben adoptar para captar seguidores, aumentando con ello capacidad de prescripción y difusión de contenidos. Mediante el análisis cualitativo comparado (QCA), técnica formal de análisis que permite la identificación de combinaciones que producen un determinado resultado, se analiza una muestra de las 12 webs de cine más representativas en España. Los resultados indican que la incorporación de sistemas de recomendación de contenidos y la conexión con plataformas en streaming desde las que poder acceder a los contenidos son factores claves del éxito. El trabajo contribuye académicamente al conocimiento y la explicación de la conducta de la audiencia en el nuevo escenario audiovisual. Desde el punto de vista profesional se ofrecen sugerencias relevantes de diseño para los creadores de plataformas. Por último, se describen las limitaciones del trabajo y se plantean futuras líneas de investigación.

scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

scholarly journals The effectiveness of talent management strategies in the development of human resources teaching from the point of view of the leaders and members of the faculty of Taibah University

2019 ◽  
Vol 3 (15) ◽  
Author(s):  
Badrya Abdullah Al-Skran
Keyword(s):  
Professional Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Management Strategies ◽  
Resource Development ◽  
Talent Management ◽  
Point Of View ◽  
The University ◽  
Open Question

The study aimed to identify the effectiveness of talent management strategies in human resource development at the University of Taibah, And to develop the necessary scientific solutions and recommendations, which can contribute to enhancing the effectiveness of talent management strategies in human resource development. Using the descriptive approach, study sample consisted of 67 leader, the leader of the 95 representing the entire community of the original study, and88member of the faculty members out of 365. The study relied on questionnaire tool, included thirty-eight parts, distributed over four axes, polarization, the discovery, the professional development, and the retention. In addition to an open question. The study found a range of results, which are; The general grade of the effectiveness of talent management strategies in human resources development at the University of Taibah from the perspective of leaders and members of the faculty average, is a mean 3.13.The polarization strategy is the most effective in the talent management in the development of human resources at the University of Taibah, a mean 3.35. The second was professional development with an average (3.17) and third discovery with an average of (3.09) The retention strategy came to be the least strategy in the talent management effectiveness in human resource development at the University of Taibah, a mean 2.93.In light of the results , a number of recommendations and suggestions.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

Quality and Human Resources, Two JIT Critical Success Factors

2021 ◽  
pp. 267-287
Author(s):  
Jorge Luis García-Alcaraz ◽  
José Luis Rodríguez-Álvarez ◽  
Jesús Alfonso Gil-López ◽  
Mara Luzia Matavelli de Araujo ◽  
Roberto Díaz-Reza
Keyword(s):  
Human Resources ◽  
Critical Success Factors ◽  
Success Factors ◽  
Critical Success

Text mining for human resources competencies: Taiwan example

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chih-Hung Chung ◽  
Lu-Jia Chen
Keyword(s):  
Text Mining ◽  
Human Resources ◽  
Success Factors ◽  
Course Design ◽  
Data Sets ◽  
Job Market ◽  
Content Type ◽  
Entry Level ◽  
Critical Success ◽  
Job Advertisements

Purpose The purpose of this study is to explore the capabilities required by entry-level human resources (HR) professionals based on job advertisements by using text mining (TM) technique. Design/methodology/approach This study used TM techniques to explore the capabilities required by entry-level HR professionals based on job advertisements on HR agency 104’s website in Taiwan. Python was used to crawl the advertisements on the website, and 841 posts were collected. Next, the author used TM to explore and understand hidden trends and patterns in numerous data sets. Findings The results of this study revealed four critical success factors (specific skills, educational level, experience and specific capabilities), five clusters and ten classifications. Practical implications The results can aid HR curriculum developers and educators in customizing and improving HR education curricula, such that HR students can develop capabilities required to secure employment in the current HR job market. Originality/value Our results may facilitate the understanding of the current trends in the HR job market and provide useful suggestions to HR curriculum developers for improving training and professional course design, such that students’ competitiveness is enhanced and professional capabilities improved.

scholarly journals Corporate growth through mergers and acquisitions: Viable strategy or road to ruin?

1987 ◽  
Vol 18 (1) ◽  
pp. 10-20
Author(s):  
P. Brews
Keyword(s):  
Mergers And Acquisitions ◽  
South African ◽  
Success Factors ◽  
Ad Hoc ◽  
The United States ◽  
Merger And Acquisition ◽  
Critical Success ◽  
Corporate Growth ◽  
African Context ◽  
Acquisition Strategy

Corporate growth through mergers and acquisitions is strategy adopted by many South African companies to achieve their growth objectives. However, research in both the United Kingdom and the United States of America has found that most mergers and acquisitions do not meet expectations. Many fail and are divested, at considerable human and financial cost. To date, little research on the viability of growth through mergers and acquisitions has been done in South Africa. In the light of this, in-depth interviews were recently held with 20 senior South African executives, concerning the practices adopted by their organizations in the execution of mergers and acquisitions. This article presents the findings of the research in three specific areas: the formulation of a merger and acquisition strategy; the formulation of an acquisition profile; and the viability and critical success factors in adopting a growth through mergers and acquisitions strategy. Broadly speaking, it was found that the sample interviewed had a good understanding of the acquisition profile, but tended to be less focused in their reasons why their organizations elected to pursue a growth through merger and acquisition strategy. In addition, mergers or acquisitions seem to be more successful in the South African context than in other countries, where similar research has been conducted. A number of reasons for success or failure enumerated in the literature were confirmed. The main finding was that corporate growth through mergers and acquisitions can be either a viable strategy or road to ruin. Companies that systematically plan and manage their merger or acquisition programmes are likely to be successful; ad hoc approaches are likely to fail. The article provides aspects of a framework within which such a merger or acquisition programme may be structured to ensure success.

scholarly journals Continuous improvement initiatives for dynamic capabilities development

2020 ◽  
Vol 11 (1) ◽  
pp. 125-149
Author(s):  
Leopoldo Gutierrez-Gutierrez ◽  
Jiju Antony
Keyword(s):  
Continuous Improvement ◽  
Dynamic Capabilities ◽  
Success Factors ◽  
Future Research ◽  
Total Quality ◽  
Dominant Position ◽  
Content Type ◽  
Critical Success ◽  
The Usa

Purpose This study aims to analyse the existing literature on continuous improvement (CI) initiatives and dynamic capabilities (DCs) development to explore the question whether CI initiatives foster development of DCs in organisations. Design/methodology/approach A systematic literature review (SLR) was undertaken. Four databases were included in the structured searches (EBSCOhost, Web of Knowledge, Scopus, ProQuest and Emerald Insight), 19 studies were finally included and analysed in detail. Findings The results obtained identify issues such as a growing trend in the publication of studies, the dominant position of the USA and the predominance of empirical papers. The literature was classified according to whether it presents CI as a DC in itself, as an enabler of DC or as a result of the DC. The main critical success factors to be implemented in CI initiatives (CII) were also identified, to enhance the development of DCs. Finally, based on the analysis of the specific DC literature, ten theoretical propositions for possible future research have been developed. Originality/value CII such as Lean Management, Six Sigma and Total Quality Management have been widely implemented in organisations. Despite their reputation, the effects of these initiatives on long-term benefits remain debated, this motivates the SLR of CII and DC. The DC theory tackles the question of how firms can sustain their advantage and profits in the long term, making this perspective ideal for tackling controversy on the benefits of CII.

scholarly journals Characteristics and critical success factors for implementing problem-based learning in a human resource-constrained country

Curationis ◽  
2015 ◽  
Vol 38 (1) ◽  
Author(s):  
Karen R.N. Giva ◽  
Sinegugu E. Duma
Keyword(s):  
Nursing Education ◽  
Human Resource ◽  
Critical Success Factors ◽  
Success Factors ◽  
Problem Based Learning ◽  
Successful Implementation ◽  
Political Commitment ◽  
Resource Constrained ◽  
Critical Success ◽  
Nursing College

Background: Problem-based learning (PBL) was introduced in Malawi in 2002 in order to improve the nursing education system and respond to the acute nursing human resources shortage. However, its implementation has been very slow throughout the country.Objectives: The objectives of the study were to explore and describe the goals that were identified by the college to facilitate the implementation of PBL, the resources of the organisation that facilitated the implementation of PBL, the factors related to sources of students that facilitated the implementation of PBL, and the influence of the external system of the organisation on facilitating the implementation of PBL, and to identify critical success factors that could guide the implementation of PBL in nursing education in Malawi.Method: This is an ethnographic, exploratory and descriptive qualitative case study. Purposive sampling was employed to select the nursing college, participants and documents for review.Three data collection methods, including semi-structured interviews, participant observation and document reviews, were used to collect data. The four steps of thematic analysis wereused to analyse data from all three sources.Results: Four themes and related subthemes emerged from the triangulated data sources. The first three themes and their subthemes are related to the characteristics related to successful implementation of PBL in a human resource-constrained nursing college, whilst the last themeis related to critical success factors that contribute to successful implementation of PBL in ahuman resource-constrained country like Malawi.Conclusion: This article shows that implementation of PBL is possible in a human resource-constrained country if there is political commitment and support.

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