Journal articles on the topic 'Degree Discipline: Human Resource Management'
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Swetha, Merla. "An Analysis of Green Human Resource Management." Journal of Computational and Theoretical Nanoscience 17, no. 9 (July 1, 2020): 3883–89. http://dx.doi.org/10.1166/jctn.2020.8979.
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The goal of this survey is to investigate green human asset the executive’s practices of associations dependent on the present literature. In this rapid developing field, it is commonly seen that the present writing must be expanded extra from the point of view of elements of individual asset the executives it uncovers that a great part of the olden times analysis concentrated on couple of elements of Human Resource Management, for example, enlistment, preparing and advancement, execution assessment and reward the board in incorporating ecological administration with Human Resource Management however Human Resource Management has progressively probable and degree in increasing association’s natural execution. Henceforth this audit consolidates various elements of HRM to explore the separate green human resource management rehearses under the 12 elements of HRM, for example, Work configuration, Work examination, Human asset arranging, Enrollment choice, Acceptance, Execution assessment preparing and improvement, Remunerate the executives, Discipline the executives, wellbeing and security the board and representative associations. The commitment of this analysis lies in expanding the extension and perceptiveness of green human resource management in emerging economic condition execution of association.
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Кибанов and Ardalon Kibanov. "LECTURES ON DISCIPLINE “MOTIVATION AND STIMULATION OF LABOUR ACTIVITY” (part 5)." Management of the Personnel and Intellectual Resources in Russia 2, no. 2 (April 10, 2013): 0. http://dx.doi.org/10.12737/264.
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Митрофанова and Elena Mitrofanova. "Lectures on discipline “motivation and stimulation of labour activity” (part 6)." Management of the Personnel and Intellectual Resources in Russia 2, no. 3 (July 1, 2013): 38–43. http://dx.doi.org/10.12737/544.
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BEDEIAN, ARTHUR G., DAVID E. CAVAZOS, JAMES G. HUNT, and LAWRENCE R. JAUCH. "Doctoral Degree Prestige and the Academic Marketplace: A Study of Career Mobility Within the Management Discipline." Academy of Management Learning & Education 9, no. 1 (March 1, 2010): 11–25. http://dx.doi.org/10.5465/amle.2010.48661188.
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Bruce Tracey, J. "A review of human resources management research." International Journal of Contemporary Hospitality Management 26, no. 5 (July 8, 2014): 679–705. http://dx.doi.org/10.1108/ijchm-02-2014-0056.
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Purpose – The purpose of the paper is to present a review of the human resources (HR) research that has been published over the past ten years in discipline-based and hospitality-specific journals and identify key trends and opportunities for advancing future research. Design/methodology/approach – The paper takes the form of a critical review of the extant literature in the general HR management and hospitality HR management fields. Findings – A comparison of the findings shows a substantial degree of overlap in the themes and results that have been generated to date. However, several hospitality studies have identified a number of variables that appear to be particularly relevant for labor-intensive, service-focused settings. As such, context-specific factors should be considered in efforts to advance our understanding about the ways in which hospitality HR systems may impact a wide array of individual and organizational outcomes. Originality/value – The results offer a foundation for advancing future hospitality HR research.
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Rowland, Susan, and Daniel Blundell. "Discipline predicts Work Integrated Learning (WIL) practice in Science courses." Journal of Teaching and Learning for Graduate Employability 12, no. 2 (September 6, 2021): 222–59. http://dx.doi.org/10.21153/jtlge2021vol12no2art1237.
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Australian mathematics and science students have low participation in WIL, posing implications for student employability. To better understand this problem we examined the industry-placement and coursework-incorporated WIL offered across the Faculty of Science at a large research-intensive university. The aim of the study was to provide an evidenced discussion of the types and amounts of WIL that different disciplines offer their students. A matrix was used to measure the inclusion of WIL activities in 265 courses (units of study) across all undergraduate programs in a Faculty of Science. The results, which show comparisons between disciplines, year levels, and class sizes. Indicate that a high proportion of courses incorporate WIL, but that some disciplines are significantly more likely to incorporate WIL than others. This study provides important insights into how science students in different disciplines and in different levels of their degree are prepared for the workplace. As we consider how to address graduate employability through integrating WIL in university STEM coursework, this study provides evidence-based justification to initiate reflection about pedagogy.
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Maples, Glenn, Ms Bette Harris, and Ms Anna M. Greco. "Using A 360-Degree Appraisal Approach To Re-Design Advising Programs." Contemporary Issues in Education Research (CIER) 3, no. 1 (November 5, 2010): 1. http://dx.doi.org/10.19030/cier.v3i1.156.
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Over the past 30 years, researchers have repeatedly demonstrated the need to improve academic advising. Nonetheless, at many Universities academic advising remains a neglected endeavor—poorly measured, managed and rewarded. This paper considers the implementation of an academic advising program which parallels the 360-Degree feedback approach drawn from the Human Resources Management discipline. The details of the program are outlined and preliminary results of the program, which literally transformed academic advising at our institution, are discussed.
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Rubin, Yury B., Elena V. Alekseeva, Michail V. Lednev, Danila P. Mozhzhukhin, Anna Yu Pogorelova, Olga N. Potapova, and Tatiana A. Puzynya. "Bachelor degree university program: common context of learning entrepreneurship courses." Journal of Modern Competition 15, no. 2 (May 26, 2021): 88–100. http://dx.doi.org/10.37791/2687-0657-2021-15-2-88-100.
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The article is devoted to the internal context dependence of the training courses studied under the entrepreneurship program in the bachelor’s degree. Unlike other approaches, the authors extend the context dependence to any training courses included in the training program. Approaches to the study of the management cycle of training courses by future entrepreneurs are analyzed. Using the example of structuring the content of the training course “Human Resource Management”, it is shown how the training program should be oriented to form the general professional competencies necessary for graduates to have a successful career in entrepreneurship. The article has practical significance, since the developed approach to teaching disciplines was successfully used in real business in competitive conditions, as well as theoretical significance, due to the contribution of the conclusions obtained in the article to the development of scientific ideas about the place of entrepreneurship in the educational process and the connection with the taught disciplines of the management cycle with the training of future entrepreneurs. The use of this article can also help educational organizations, including universities and colleges, to develop educational programs in which the content of management disciplines would be focused on teaching entrepreneurship as a profession. What has already been implemented in the practice of the Synergy University.
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Barbarà-i-Molinero, Alba, Rosalía Cascón-Pereira, and Ana beatriz Hernández-Lara. "Professional identity development in higher education: influencing factors." International Journal of Educational Management 31, no. 2 (March 13, 2017): 189–203. http://dx.doi.org/10.1108/ijem-05-2015-0058.
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Purpose In the last few years, the interest on professional identity development (PID) and the factors that influence PID has become central in higher education (HE) literature. However, the knowledge developed in this domain has focussed on a factor at a time and on a degree or discipline, thus being difficult to have a general picture of all the factors that influence the development of professional identity in HE. The purpose of this paper is to try to go further by proposing a systematic and integrative conceptual framework on the factors that influence PID of HE students. Design/methodology/approach To identify the influencing factors on PID the authors used primary and secondary data sources. In particular, the authors first conducted a thorough literature review to identify the influencing factors on PID already studied, and second the authors conducted a qualitative pilot study through four Focus Groups to identify new factors not acknowledged before. Findings The resulting integrative conceptual framework considers the following categories of influencing factors on PID: social experience, educational context, perceived congruence with the profession, demographic characteristics, professional image, professional experience, personal development and self-engagement. Research limitations/implications The proposed framework constitutes a roadmap for future research on career development and counselling to develop in order to enhance PID at university. Nonetheless, this proposed conceptual framework needs to be validated with empirical data. Originality/value This paper integrates all the existing knowledge on the influencing factors on PID from different disciplines by constructing a conceptual framework to be validated with further research.
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Milliken, Hannah, Bonnie Dean, and Michelle J. Eady. "The value of embedding work-integrated learning and other transitionary supports into the first year curriculum: Perspectives of first year subject coordinators." Journal of Teaching and Learning for Graduate Employability 12, no. 2 (March 22, 2021): 51–64. http://dx.doi.org/10.21153/jtlge2021vol12no2art979.
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The first year of university, also known as the first year experience (FYE), is a crucial time for students as they learn a range of new practices that enable them to study and pursue a discipline or profession of interest. The function of this transitionary time however in relation to providing both a successful transition into university as well as an orientation to the profession is under-developed. Work-integrated learning is a leading pedagogy in tertiary institutions to build student’s career-readiness by applying theory within work experiences. However, despite the growth of WIL across discipline contexts, little is known about the prevalence and impact of WIL practices within the first year of tertiary study. The purpose of this study was to explore the perspectives of those who design and facilitate first year subjects on the value of embedding WIL and other transitionary supports into the first year curriculum. A qualitative case study was employed, with interviews from ten first-year subject coordinators within a single degree and institution. The findings reveal three crucial areas of transition in the first year: Transition into learning, Transition into being a student, and Transition into becoming a professional. Recommendations centre on benefits of a whole-of-course approach to transition and WIL for developing students with the necessary knowledge and skills to succeed both at university and into the workplace.
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Bugaj, Justyna M., Małgorzata Budzanowska-Drzewiecka, and Paulina Jędrzejczyk. "Generation Y Employee Career Engagement: Research Results for Poland and Germany." Zarządzanie Zasobami Ludzkimi 149, no. 6 (December 31, 2022): 26–43. http://dx.doi.org/10.5604/01.3001.0016.2044.
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Generation Y career development has been analyzed by both researchers and practitioners. It often necessitates determining the degree of employee engagement in different career behaviors. This can be measured using the Career Engagement Scale introduced by Hirschi in 2014. In the present study, the scale was used to determine the degree of career engagement among representatives of Generation Y from two culturally different markets (Poland and Germany) and to identify the potential differences in engagement relative to gender and country where the respondents build their careers. An online survey was conducted among a group of 772 Polish and German men and women for that purpose. The results demonstrated an average degree of career engagement among respondents, regardless of gender and country. However, there were differences with respect to various career–related behaviors, particularly in terms of (1) serious thinking about personal values, interests, abilities, and weaknesses, and (2) voluntarily participating in further education, training, or other activities in support of the career. Both males and females from Germany are more proactive in these areas as compared to respondents from Poland. The paper was prepared from the perspective of Management and Quality Sciences in the sub–discipline of Human Resource Management.
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Schiek, Dagmar. "Comparing Labour Laws in the EU Internal Market: A Social Actor Perspective." International Journal of Comparative Labour Law and Industrial Relations 33, Issue 1 (February 1, 2017): 171–94. http://dx.doi.org/10.54648/ijcl2017008.
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The discipline of comparative labour law suffers from a dual crisis: comparative law may seem irrelevant if nation states are pushed back by ever accelerating globalization, and labour law may be rendered irrelevant by the digitalized economy. This article argues that, since states are becoming interdependent instead of superfluous, and work remains a dependent quantity, there is a future for comparative labour law. This future requires an even higher degree of interdisciplinarity with a strong recovery of disciplinary (doctrinal) research. This article develops a social actor-centred approach for comparing labour law and policy in the context of economic integration beyond states, as pursued by the European Union. A comparative project relating to collective labour rights in the EU internal market is outlined as an example of this methodology.
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Teece, David J. "Dynamic capabilities as (workable) management systems theory." Journal of Management & Organization 24, no. 3 (January 24, 2018): 359–68. http://dx.doi.org/10.1017/jmo.2017.75.
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AbstractIn management studies, systems theory is an underexplored construct consistent with the dynamic capabilities framework. The systems approach received attention from management scholars in the middle of the last century, but, since then, has been largely abandoned. Meanwhile, academic disciplines have continued to narrow their focus. The capabilities and systems frameworks both adopt a holistic view that calls for all elements of an organization to be in alignment, and both recognize the importance of some form of learning for the purpose of adaptation. Dynamic capabilities go further by recognizing that organizations not only adapt to the business environment, they often try to shape it, too. While systems theory emphasizes internal stability over time and homogeneity across similar systems, dynamic capabilities include an explicit role for management/leadership that allows systemic change to start from within, which is the source of heterogeneity across firms. Dynamic capabilities are part of a system that includes resources and strategy. Together they determine the degree of competitive advantage an individual enterprise can gain over its rivals.
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A. Blair, Carrie, Charles Allen Gorman, Katherine Helland, and Lisa Delise. "The smart leader: examining the relationship between intelligence and leader development behavior." Leadership & Organization Development Journal 35, no. 3 (April 29, 2014): 241–58. http://dx.doi.org/10.1108/lodj-06-2012-0078.
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Purpose – The purpose of this paper is to examine the relationship between intelligence and behavior during leader development. Design/methodology/approach – As part of a leader development program, a variety of measures are collected, including measures of intelligence and measures of performance (e.g. assessment center performance, a 360-degree appraisal). The participants are given performance feedback from a variety of sources then asked to form developmental goals. The goals are examined for goal quality and goal-feedback correspondence, and examined in relation to intelligence. Findings – Intelligence was positively related to goal-feedback correspondence. Intelligence was also related to goal quality after controlling for variance attributed to professional discipline. Research limitations/implications – Personality, gender, age, and other variables were not included in this study. Other factors, such as the cultures of the organizations from which the individuals hailed, were also not included. Moreover, the conclusions were based on the behaviors exhibited in one leader development program. Future research should address these limitations. Practical implications – Leader development is expensive and is becoming more popular. The results of this research could help organizations better determine who is likely to benefit from the investment in leader development. Originality/value – In addition, a unique method is presented in the study for measuring leader development behavior based on goal quality and goal-feedback correspondence. Generalizability theory is applied in order to determine the reliability of the measures.
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I. Norton Jr, William, Monique L. Ueltschy Murfield, and Melissa S. Baucus. "Leader emergence: the development of a theoretical framework." Leadership & Organization Development Journal 35, no. 6 (July 29, 2014): 513–29. http://dx.doi.org/10.1108/lodj-08-2012-0109.
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Purpose – The purpose of this paper is to develop a theoretical framework to explain how leaders emerge in teams that lack a hierarchical structure. This framework emphasizes the perceptual processes through which team members determine whether or not an individual fits with the task, the group, and the situational context. Design/methodology/approach – This paper builds on prior leadership research to develop a theoretical framework of emergent leadership, a testable model, and research propositions. Findings – The authors suggest that team members’ perceptions of leadership fit depend on the potential leader's domain competence, fluid intelligence, willingness to serve, credibility, and goal attainment. A conceptual framework is developed to suggest these attributes combine to create perceptions of leadership fit that must correspond to the degree of stress in the situational context, which varies according to task criticality and time compression. The framework suggests that an individual perceived by team members to exhibit characteristics that fit with the situation will likely emerge as the leader. Research limitations/implications – This paper focusses on emergent leadership, but does not address which path to leadership may be best. Future research may also address group dynamics (i.e. cohesion or group potency) and the implications for leader emergence. Originality/value – This research contributes to the discipline by suggesting a potential path of leader emergence in multiple contexts of situational stress and leader behaviors.
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Collins, Joshua C. "Leveraging Three Lessons Learned From Teaching an HRD Undergraduate Diversity and Inclusion Course: An Autoethnography of One Professor’s Perceptions." Advances in Developing Human Resources 19, no. 2 (February 1, 2017): 157–75. http://dx.doi.org/10.1177/1523422317695227.
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The Problem As a field, human resource development (HRD) is still in the early stages of figuring out the best ways to make the fundamental theories and practices of our discipline more accessible and useful to traditionally aged undergraduate students. Concurrently, the nature of jobs and careers are changing, and on a grand scale, bachelor’s degrees tend to no longer yield the same opportunities they used to. There is a growing expectation that new college graduates will be, among other things, savvy with/toward diversity and social justice, yet we know little about how HRD undergraduate programs function to prepare students to meet this demand. The Solution The purpose of this autoethnographic exploration was to detail and reflect upon one professor’s perceptions of the experience of teaching a diversity and inclusion course to HRD undergraduates at a predominantly White institution (PWI). Findings revealed three lessons learned: (a) valuing student expertise; (b) recognizing and counteracting implicit bias, both in the self and students; and (c) challenging student assumptions. The Stakeholders All of us would benefit from an enhanced understanding of how undergraduates can contribute to diversity and our understanding of inclusivity in the field of HRD. The stakeholders of this article are HRD faculty, undergraduate students, and department and program administrators, as well as anyone who works in an organization that hires or is considering hiring new graduates into HRD positions.
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Lammers, Cornelis J. "Sociology of Organizations Around the Globe. Similarities and Differences Between American, British, French, German and Dutch Brands." Organization Studies 11, no. 2 (April 1990): 179–205. http://dx.doi.org/10.1177/017084069001100202.
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Sociological thought on organizations exhibits considerable similarity with respect to modes of analysis: most studies of organizations represent either the model of a socio-cultural system, or a conglomerate of interest groups, or a mixture of the two. Furthermore, certain basic types such as the traditional organization, the 'classic' and the 'flexible bureaucracy' recur in one form or another in various typologies, theories or treatises. These and other types reflect three ubiquitous dimensions (traditional/modern, hierarchical/democratic, mechanical/organic) of sociological thinking on organizational forms and processes. The sociology of organizations consists of a hard core to which national varieties add their own local products. The sociology of organizations as developed in the U.S., the U.K., France, the Federal Republic of Germany and the Netherlands is characterized with reference to the model(s) and types emphasized in these countries. Furthermore, the degree of 'Americanization' (cosmopolitanism?) and of 'ethnocentrism' (localism) of organizational sociology in these five countries is illustrated by data on the references occurring in textbooks in use in the nations in question. It is concluded that the more the sociological approach to organization becomes popular as a point of view, the less viable it is in the form of a specific, well organized sociological sub-discipline.
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Belkhamza, Zakariya, and Syed Azizi Wafa. "Validating the organizational context measure for collective learning: a managerial action perspective." Learning Organization 21, no. 4 (May 6, 2014): 222–42. http://dx.doi.org/10.1108/tlo-02-2012-0012.
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Purpose – The purpose of this paper is to validate an instrument for the Ghoshal and Bartlett model and operationalize its four attributes into a multidimensionality instrument questionnaire. This study operationalizes the four attributes, namely, discipline, support, trust and stretch, into a multidimensionality instrument questionnaire and tests this instrument's validation using data from 317 Malaysian Multimedia Super Corridor-status companies. Design/methodology/approach – This paper follows the procedures of building a scale measure. This was carried out in three main stages. The first stage is the generation of scale items. The purpose of this stage is to identify and analyze items based on intensive literature review. The second stage is the assessment of face validity to ensure the correspondence between the individual items and the constructs intended to measure. The final stage is the statistical validation, which includes the assessment of validity and reliability of the introduced instrument. Findings – The paper introduces 23 multidimensional questionnaire items, which contribute to organizational context dimensions. The statistical analysis that followed the conceptual development shows that the presented instrument has good psychometric properties. The validity and reliability of the scale were presented and discussed. Research limitations/implications – This paper suggests that these organizational context dimensions can be investigated with a high degree of confidence, especially when applied to organizations with different climate. To improve the robustness of the model, additional testing in different contexts and cultures may be necessary. Future research may also test the validity of the instrument using larger sample data. Practical implications – The measure offers researchers a comprehensive and flexible approach to the assessment of organizational context and collective learning from a managerial action perspective. This measure may be useful for a broad range of research interests, enabling researchers to investigate some theoretical propositions related to managerial action, such as the relationship between organizational climate and organizational performance. The measure also helps to establish the relationship between organizational context and collective learning in the organization. Originality/value – This study helps to fill the gap in the development of the organizational climate through both conceptual and empirical work. There is therefore a need for a measured, testable instrument to facilitate the empirical evaluation by the modern organization. This measure also contributes toward a better understanding of the managerial role. This managerial role has an imperative role in crafting the behavior of the organization’s members, developing collective learning through distributed initiatives and mutual cooperation.
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Kruggel, Alexander, Victor Tiberius, and Manuela Fabro. "Corporate Citizenship: Structuring the Research Field." Sustainability 12, no. 13 (June 30, 2020): 5289. http://dx.doi.org/10.3390/su12135289.
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Corporate citizenship, which is firms’ societal engagement beyond customer and shareholder interests, is a prominent topic in management practice and has led to extensive research. This increased interest resulted in a complex and fragmented scholarly literature. In order to structure and map the field quantitatively, we conducted a temporal analysis of publications and citations, an analysis of the productivity of involved disciplines, an analysis of the productivity of publication forms including journal impact factors, an author productivity and citation analysis, a co-author analysis, an article citation analysis, an article co-citation analysis, and a keyword co-occurrence analysis. Results of these bibliometric analyses show that corporate citizenship research seems to have been in a phase of stagnation since 2014 and shows a rather low degree of interdisciplinarity. Papers are predominantly published in high impact journals. Authors show little collaboration with other researchers. Current research relates to other business ethics topics, addresses philosophical foundations, and starts to relate to human resource management and organization studies.
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Bjaalid, Gunhild, Rune Todnem By, Bernard Burnes, Aslaug Mikkelsen, and Olaug Øygaarden. "From silos to inter-professional collaboration: A mixed methods case study utilizing participating action research to foster multidisciplinary teams in a day care surgery department." International Journal of Action Research 15, no. 3-2019 (December 6, 2019): 217–36. http://dx.doi.org/10.3224/ijar.v15i3.04.
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This single case study reports on the establishment of a multidisciplinary day care surgery at a Norwegian University Hospital utilising participating action research design principles drawn from sociotechnical theory. Data was collected through mixed methods including stakeholder analysis, document studies, observations of meetings, semi-structured interviews and participating group methods. The senior management at the hospital had decided to implement a department that diverged from organising around professional disciplines, and this decision evoked strong resistance among several professional groups in the first phases of this project. This case follows the implications of the decision to establish a multidisciplinary day care surgery through re-organising location, staff and management structures. The findings suggest that the hospital achieved the vision of creating an efficient multidisciplinary work environment, reducing the culture of tribalism between professions, and creating a work environment with a high degree of knowledge transfer. This case describes how action research can be used to reduce organisational silos and to improve multidisciplinary co-operation.
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Falfushynska, Halina I., Bogdan B. Buyak, Grygoriy M. Torbin, Grygorii V. Tereshchuk, Mykhailo M. Kasianchuk, and Mikołaj Karpiński. "Enhancing digital and professional competences via implementation of virtual laboratories for future physical therapists and rehabilitologist." CTE Workshop Proceedings 9 (March 21, 2022): 355–64. http://dx.doi.org/10.55056/cte.125.
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Being popular world-wide, virtual laboratories enter into different fields of education and research and practitioners have to be responsible for choosing the most suitable and then adapt them to particular field. The aim of the present work was to assess the effectivity of the implementation of Praxilab, Labster, and LabXchange virtual laboratories as the powerful digital tool into teaching protocols of “Clinical and laboratory diagnostics” discipline for physical therapists and rehabilitologist. We have carried out the online survey for 45 students enrolled in physical rehabilitation degree program. About 70\% surveyed students reported that implementation of virtual laboratories in “Clinical and laboratory diagnostics” discipline met individual learning needs of students, helped acquired digital skills (25\%), and supported them to stay ahead of the curve. The virtual lab applications, not only assisted harness students fair against lack of practical skills, but also brought about a new dimension to the classes and helped overcome digital alienation and gain their digital skills and abilities. Indeed, a virtual lab can’t completely replace the experimental work and teacher’s explanation, but it might support teaching activities of a modern mentor and learning activities of a modern student. Almost all of surveyed students (82\%) expected that in near future the virtual laboratories would take the dominant place in the education market due to possibility of students’ pre-train the key points of practical activities before real experiments in lab and better understand their theoretical backgrounds. Thus, this study is intended to contribute to utilization of virtual labs by students enrolled in study physical therapy/physical rehabilitation with expected efficiency.
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Oesterreich, Thuy Duong, and Frank Teuteberg. "The role of business analytics in the controllers and management accountants’ competence profiles." Journal of Accounting & Organizational Change 15, no. 2 (June 3, 2019): 330–56. http://dx.doi.org/10.1108/jaoc-10-2018-0097.
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PurposeIn recent years, the rise of big data has led to an obvious shift in the competence profile expected from the controller and management accountant (MA). Among others, business analytics competences and information technology skills are considered a “must have” capability for the controlling and MA profession. As it still remains unclear if these requirements can be fulfilled by today’s employees, the purpose of this study is to examine the supply of business analytics competences in the current competence profiles of controlling professionals in an attempt to answer the question whether or not a skills gap exists.Design/methodology/approachBased on a set of 2,331 member profiles of German controlling professionals extracted from the business social network XING, a text analytics approach is conducted to discover patterns out of the semi-structured data. In doing so, the second purpose of this study is to encourage researchers and practitioners to integrate and advance big data analytics as a method of inquiry into their research process.FindingsApart from the mediating role of gender, company size and other variables, the results indicate that the current competence profiles of the controller do not comply with the recent requirements towards business analytics competences. However, the answer to the question whether a skills gap exist must be made cautiously by taking into account the specific organizational context such as level of IT adoption or the degree of job specialization.Research limitations/implicationsGuided by the resource-based view of the firm, organizational theory and social cognitive theory, an explanatory model is developed that helps to explain the apparent skills gap, and thus, to enhance the understanding towards the rationales behind the observed findings. One major limitation to be mentioned is that the data sample integrated into this study is restricted to member profiles of German controlling professionals from foremost large companies.Originality/valueThe insights provided in this study extend the ongoing debate in accounting literature and business media on the skills changes of the controlling and MA profession in the big data era. The originality of this study lies in its explicit attempt to integrate recent advances in data analytics to explore the self-reported competence supplies of controlling professionals based on a comprehensive set of semi-structured data. A theoretically founded explanatory model is proposed that integrates empirically validated findings from extant research across various disciplines.
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Pádár, Katalin, Béla Pataki, and Zoltán Sebestyén. "Bringing project and change management roles into sync." Journal of Organizational Change Management 30, no. 5 (August 14, 2017): 797–822. http://dx.doi.org/10.1108/jocm-07-2016-0128.
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Purpose Change management (CM) and project management (PM) literatures examine the key roles (change agent, project manager, project or change sponsor) played during projects or changes only from their respective points of view. They do so even in cases where projects and changes occur at the same time – or are so-called change projects. In such cases, effective management should utilize both scientific fields’ bodies of knowledge (BoK). The purpose of this paper is to unfold how and in which domain(s) typical roles of the two disciplines correspond to each other. Design/methodology/approach This paper is a systematic, bi-disciplinary meta-review that simultaneously studies relevant literature on roles performed during projects and changes. The common domain of CM and PM was identified; the systematic review and comparison of role definitions followed. Findings This paper examines and illustrates the correspondence of 7 CM and 14 PM roles; e.g., “sponsor” refers to the same role and “change agent” and “project manager” are corresponding ones, referring to the same role up to a certain degree. Research limitations/implications This paper does not provide an exhaustive overview of various instances of different role (and stakeholder) interpretations. Practical implications Findings should facilitate the better management of changes that require CM-type and PM-type capabilities and actions. Originality/value As a result of the meta-review, two CM roles were re(de)fined. Linking PM and CM roles provides common ground on which practitioners of both fields can rely. A step-by-step tool for the identification of such cases in practice, when both types of roles should be played and both BoK can be utilized complementarily, was developed.
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Kitschelt, Herbert. "Four theories of public policy making and fast breeder reactor development." International Organization 40, no. 1 (1986): 65–104. http://dx.doi.org/10.1017/s0020818300004483.
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The recent revival of the discipline of political economy challenges purely economic explanations of economic growth, technological innovation, and sectoral change. This approach recognizes that political actors, institutions, and strategies to organize the economic process together shape the economic development of industrial societies. Whereas economists have emphasized determinants of growth such as savings and investment rates, degrees of domestic and international competition in an industry, or the supply of labor, the new political economists view the political definition of property rights, the nature of state intervention in the economy, the resources of politically mobilized groups, and political actors' belief systems as critical determinants of economic transformations. Both economists and political economists, however, share the assumption that actors are rational; they pursue their interests in a calculated manner within a given system of institutional constraints.
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Knode, Tom. "Technology Focus: Health, Safety, and Environment (August 2021)." Journal of Petroleum Technology 73, no. 08 (August 1, 2021): 55. http://dx.doi.org/10.2118/0821-0055-jpt.
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In some respects, the prospect of returning to some degree of normality is evident on the horizon. However, climate and the future of energy show little sign of a return to prepandemic normalcy. The future of our energy system is being transformed, and oil and gas are crucial for energy stability as well as the transformation. One of the miracles over the past year has been the accumulated knowledge around the human genome and application of this science to the rapid development of efficacious vaccines. As within oil and gas, humans can rise to the challenge to solve complex problems when identified. This is playing out as we see societal drivers around climate change and net-zero carbon emissions. Over the past year, SPE produced 11 events focused on the energy transition and continued the development of the Gaia Sustainability Program initiated by the SPE Health, Safety, Environment, and Sustainability (HSES) discipline. It is now a thriving community of SPE members across all disciplines committed to enabling and empowering all members and other interested parties who wish to engage in the alignment of the future of energy with sustainable development. An on-demand library of Gaia Talks and other resources has been built using the strategic programming framework (www.spe.org/en/gaia). Advances in our understanding and application of technology, and the development of those who can use it to better the world, are highlighted in the selections made for this month’s Technology Focus—genome sequencing of invasive species, technology to identify fatigue, and development of human capital for the industry in Kazakhstan. We must not forget the key element in any strategic improvement of performance: the human being. This starts with developing human capital at the university level. The industry is also working on progressing our understanding and application of human factors and human performance. As mentioned in the October 2020 JPT, the oil and gas industry has formed the Human Performance Oil and Gas (HPOG) alliance modeled after the very successful Dropped Objects Prevention Scheme program. The return to a more-normal life also means that our traditional conference model can reengage membership. Face-to-face meetings accelerate networking and the transfer of knowledge, which is core to the SPE mission. Events focusing on HSES this year include a planned in-person gathering the first week of November: HSES Focus on the Future—Responding to Changes and How the HSES Function Will Grow (3–5 November). This event will primarily cover health, environment, and sustainability with one panel on land transportation safety. It is strategically planned for the same week and at the same hotel in Fort Worth, Texas, where the American Institute of Mining, Metallurgical, and Petroleum Engineers will hold its first Joint Congress on Safety (1–3 November). A key element in building strategies within the SPE HSES discipline is the future of the function. Leading the efforts around this will be the newly formed HSES Executive Advisory Committee (EAC). This EAC, led by Fawaz (Fuzzy) Bitar, senior vice president of HSE and carbon at BP and former chair of the International Association of Oil and Gas Producers, includes HSE leadership from various upstream operators and contractors and will help with guidance and direction for SPE HSES Technical Director Annamaria Petrone. The EAC will hold a meeting and participate in plenary panels during the SPE HSES event in November. Recommended additional reading at OnePetro: www.onepetro.org. SPE 202737 6×6 Occupational Health Hazard Risk Rating Matrix: A Useful Tool in the Determination of Risk Levels of Workplace Health Hazards by Bufford Ang, Abu Dhabi National Oil Company, et al. OTC 30840 Self-Certification and Safety Compliance for Robotics Platforms by Osama Farouk Zaki, Heriot-Watt University, et al. SPE 201312 Long-Term, Periodic Aerial Surveys Cost-Effectively Mitigate Methane Emissions by Sri Sridharan, Pioneer Natural Resources, et al.
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Deželan, Tomaž, Danica Fink Hafner, and Mateja Melink. "First-job educational and skill match." International Journal of Manpower 35, no. 4 (July 1, 2014): 553–75. http://dx.doi.org/10.1108/ijm-05-2013-0103.
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Purpose – The purpose of this paper is to examine the education-job match of political science graduates from Slovenia, as well as from selected EU countries, in the context of other disciplines. In the frame of contested theoretical approaches, the implications of matching the knowledge that is acquired during education to the skills that are needed on the job are also examined. Design/methodology/approach – Using the REFlex HEGESCO database, as well as other secondary data, the wider disciplinary and contextual environments are presented. Disciplinary and contextual mapping is followed by binary logistic regression of primary data collected from Slovene political science graduates. Based on the results, the authors determined the validity of certain theoretical premises of human capital, credentialist, and assignment approaches, specifically regarding education-job matching. Findings – In terms of graduate education-job match, the results indicate that the relevance of the sector of employment relates to educational as well as skill match. The results also indicate that matched candidates utilize the skills acquired during the education process to a greater degree, which adds weight to the assignment theory's presumption. The effect of formal credentials is relevant, because graduates with Bologna degrees, despite having attended programs with virtually identical curricula at the same institution, are significantly less matched when compared to non-Bologna graduates. Accordingly, the effect of the change to the structure of the system of higher education (HE), which is amplified by the period effect of the economic crisis, implies a serious change to graduates’ opportunity structure. Practical implications – The study should motivate a re-examination of the teleological purpose of the study by professional associations in the state. It should also motivate the adjustment of the study programs to the new conditions graduates face and strengthen the educator-employer relationship to make the latter cognizant about the study programs and the skills of graduates. In addition, the study should provide grounds for a critical discussion about the implications of governmental austerity measures on the public sector. Originality/value – The paper provides new insights into the early careers of political scientists and social scientists at large. It also offers early evidence on the effect of the Bologna's HE reform and indications about the early career achievements in a crisis-struck post-communist country.
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K. Mittal, Satish, and Rajesh Pillania. "Business research in India." Journal of Management Development 33, no. 2 (February 4, 2014): 68–74. http://dx.doi.org/10.1108/jmd-12-2013-0156.
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Purpose – The purpose of this paper is to study the progress of research on business research in India and identify the key disciplines, journals, articles, authors, and institutions. Design/methodology/approach – Bibliometric analysis using data for articles published from the ISI Web of Knowledge databases consisting of the ISI Web of Science (1899-present) consisting of Science Citation Index Expanded (SCI-expanded), Social Sciences Citation Index (SSCI), and Arts & Humanities Citation Index (A&HCI); BIOSIS Previews (1969-present); CABI: CAAAB Abstracts (1910-present); MEDLINE (1950-present); Zoological Record (1864-present); and Journal Citation Reports (1999-2008). Findings – There is growing number of research literature on the theme and more so post 2002. Among the journals, the most prolific, measured by number of articles published are Management Decision, International Journal of Human Resource Management, Harvard Business Review, and Journal of International Marketing and the top ten percent of the journals are responsible for 36 percent of all publications. Similarly the top seven authors are responsible for about 15 percent of all publications and the top ten institutions account for 30 percent of all publications. This highlights that few journals, authors, and institutions are dominating the research arena of business research in India. Research limitations/implications – Despite its high degree of objectivity, bibliometric analysis has a subjective dimension (Van Raan, 2003) since the researcher had to make choices on the search terms, the time period used, etc., and while the data set is comprehensive, is it not exhaustive as many new journals are not part of SSCI (Pillania and Fetscherin, 2009; Pillania, 2011). Practical implications – The study undertakes a multi-disciplinary review of literature on business research in India. It identifies the key disciplines, journals, articles, authors, and institutions on business research in India. It is a ready reference for practitioners and future researchers on the subject. Originality/value – This study has made an attempt to study and document the literature on business research in India.
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Houtzagers, Gijs. "Business models for the human resource management discipline." Empowerment in Organizations 6, no. 7 (November 1998): 187–96. http://dx.doi.org/10.1108/14634449810242675.
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Bandara P.M.G.R.I, Kumarasiri R.D.S.R, Silva H.C.M, and Herath A.M.T.N. "Human Resource Management System." International Journal of Engineering and Management Research 12, no. 4 (August 31, 2022): 125–53. http://dx.doi.org/10.31033/ijemr.12.4.16.
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The main focus of the essay, "Human Resources Management System," is on controlling the administrator of a company's human resources department. The systems and procedures at the intersection of human resources and management are referred to as a human resource management system (HRMS).technology (IT) with human resources management (HRM). It combines HRM as a discipline, especially its fundamental HR actions and procedures related to information technology, as opposed to data processing programming. Systems developed into enterprise resource planning (ERP) software packages and established procedures. This paper's major goal is to make it easier for the administrator to keep track of everyday activities including attendance, projects, work, appointments, etc. This essay discusses the steps involved in identifying the personnel, tracking their hourly attendance, and figuring out their actual payable hours or days. This document should keep track of every employee's time spent working for the firm so that it may be used to evaluate performance. Based on that, transfers, dismissals, and promotions are possible.
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Sakban and Rika Aryani. "DICIPLINE MANAGEMENT STRATEGY." JURNAL ISLAMIKA 3, no. 2 (December 1, 2020): 24–35. http://dx.doi.org/10.37859/jsi.v3i2.2118.
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ABSTRAK
In a organization, good of education organization and also other organization, human resource represent central factor and very required by a[n organization. Without existence of human resource, organizational will not mean something. Therefore, human resource require to be managed by professional so that organization can expand productively, and employees can work better. Employees performance influenced by various factor, for example: activity environment, leadership, activity motivation, as well as activity discipline. Activity discipline represent conscious attitude or readiness a employees to do and adhere specified orders. Employees with activity discipline which is good to be expected can execute and finish work becoming its responsibility effectively and efficient and also on time. As for discipline management strategy shall be as follows 1) its clear Decision formula, its sensible order, publicized, and run neglectlessly 2) Its fair execution by using enunciated law and commemoration 3) Leadership of accomodated supervision at discipline orders 4) uniform and fair execution.
Keyword: Strategy Management, Management, Management Discipline
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Bodnenko, Dmytro M., Halyna A. Kuchakovska, Oleksandra V. Lokaziuk, Volodymyr V. Proshkin, Svitlana H. Lytvynova, and Olha H. Naboka. "Using the Yammer cloud service to organize project-based learning methods." CTE Workshop Proceedings 9 (March 21, 2022): 245–58. http://dx.doi.org/10.55056/cte.118.
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The article reveals and interprets the key features of project-based learning based on cloud-based services: social activity; convenient communication in a team during the project implementation and at the resulting stage; open educational space; self-learning and self-improvement; use of interdisciplinary links to combine students of different years of study (1--4 degrees of the first (bachelor's) level and students of the second master's level) to joint research teams to study through research; purposeful motivation of cognitive and research activity of students within the discipline with the use of interdisciplinary connections; formation of digital literacy of students. The advantages and disadvantages of the Yammer cloud service are presented and a comparative analysis of this service with similar cloud services is performed. Examples of using Yammer in professional project activity are given. The stages of using project methods using the small group method are analyzed and detailed: initiation; planning; conducting/implementation; presentation; assessment/defense.
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Aslam, Hassan Danial, Mehmood Aslam, Naeem Ali, and Badar Habib. "Importance of Human Resource Management in 21st Century: A Theoretical Perspective." International Journal of Human Resource Studies 3, no. 3 (August 31, 2014): 87. http://dx.doi.org/10.5296/ijhrs.v3i3.6255.
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Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with passage to time. Today the role of human resource management departments has become inevitable for 21st century modern businesses. This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literature analysis in order to present emerging issues, challenges and practices of human resource management discipline in context of 21st century.
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Aslam, Hassan Danial, Mehmood Aslam, Naeem Ali, Badar Habib, and Madiha Jabeen. "A Historical View of Human Resource Management Practice: Literature Review." International Journal of Human Resource Studies 3, no. 2 (August 31, 2014): 126. http://dx.doi.org/10.5296/ijhrs.v3i2.6254.
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Managing human resource was always an important concern for managers in any organization. Today, human resource management proves one of the main stream departments in modern businesses. This paper aims to focus at history of this management function. This theoretical research narrows down the literature and presents detail analysis of the origins of human resource management discipline. Author has elaborated various researches and literature resources in order to understand the history of human resource management theories and focus on various theories, models and frameworks on which this discipline was started off in history
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Katou, Anastasia A., and Pawan Budhwar. "Human resource management and organisational productivity." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 244–66. http://dx.doi.org/10.1108/joepp-06-2015-0021.
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Purpose – The purpose of this paper is to present robust evidence about the effects of human resource management (HRM) systems on organizational productivity, by mixing both distal objective and proximal subjective measures, and by proposing an estimation method that employs hard HRM data. Design/methodology/approach – The purpose of the study is achieved via a simultaneous equations system that has been estimated and simulated, based on an augmented Cobb-Douglas production function, which innovatively has been transformed from static to dynamic, using both economics-based literature and literature from the HRM discipline. Findings – The study supports the view that HRM has a positive impact on productivity, through employee skills, attitudes, and behaviour. Additionally, the study finds that a 10 per cent increase in the extent of the systematic use of HR practices will lead to a 3.27 per cent increase in the total production, and that employee compensation and incentives play the most important role in improving production efficiency. Further, the study finds that for each additional year of systematic use of HR practices, total production will be increasing by 0.07 per cent per annum. Practical implications – The findings of the study suggest practitioners that competitiveness (expressed by increased productivity) will be increased not by reducing costs, as a result of dismissing employees or decreasing wages, but instead by improving productivity as a result of increased compensation and incentives, and improved training and development. Originality/value – The key output of the paper is the development of a sophisticated model that links an HRM system to a production system, through intermediate HRM outcomes, and the extension of the “generalised method of moments” as a systems estimation method that should be used for curing possible misspecification and common method bias problems in the HRM discipline.
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Yong, Jing Yi, M. Y. Yusliza, and Olawole Olanre Fawehinmi. "Green human resource management." Benchmarking: An International Journal 27, no. 7 (June 13, 2019): 2005–27. http://dx.doi.org/10.1108/bij-12-2018-0438.
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Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.
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Streumer, Jan N., and Piet A. M. Kommers. "Developments in the emerging human resource development discipline." International Journal of Human Resources Development and Management 2, no. 1/2 (2002): 1. http://dx.doi.org/10.1504/ijhrdm.2002.001013.
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Roback, Thomas H. "Personnel Research Perspectives on Human Resource Management and Development." Public Personnel Management 18, no. 2 (June 1989): 138–61. http://dx.doi.org/10.1177/009102608901800204.
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This article addresses the state of research contributions over the past several decades in human resource management and development. Specific research agendas in learning, HRD planning, career development, training, discipline, and evaluation and transfer of training were also investigated. Particular research patterns focusing on public personnel perspectives were emphasized and analyzed. Recommendations for establishing a research agenda for the future were recommended.
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Galli, Brian J. "What Human Resource Management Can Teach The Goal." International Journal of Service Science, Management, Engineering, and Technology 9, no. 4 (October 2018): 26–36. http://dx.doi.org/10.4018/ijssmet.2018100102.
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Human resource management is a key element in the production process of many companies operating in the global business environment. The need for proper functioning and personal discipline resource with a high level of competency determines whether the company achieves its goals. It is the concern of every manager to ensure there are adequate controls and treatment of human resources that work with positive energy to drive the organization in the right direction. A successful implementation of human resource requirements will enable the company to work towards economic production and proper transformation towards higher standards. A study of The Goal by Eli Goldratt reveals the relevant points that should be considered in creating management strategies that make proper use of human resources to achieve higher levels of profitability and overall success in the global business environment.
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Schmidtke, Carsten, and Peng Chen. "Component Theories for Human Resource Development in China." International Journal of Adult Vocational Education and Technology 7, no. 4 (October 2016): 35–53. http://dx.doi.org/10.4018/ijavet.2016100103.
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Chinese scholars have not yet achieved consensus on the specific theories that should be part of a Chinese HRD theory base. A review of the Chinese HRD literature has identified four theory domains frequently mentioned as a possible foundation for the discipline: management, economics, sociology, and psychology/learning. Considering Swanson and Holton's (2009) argument that theory is important for any emergent discipline, the purpose of this paper is to help ignite the discussion on a theoretical foundation by going beyond the level of domains and proposing an initial core of theories for HRD in China. The proposed theories were chosen because of their fit with the four theory domains, with Deng Xiaoping's guidelines for the development of the Chinese economy and its human resources, and with the Chinese cultural context.
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Primecz, Henriett. "Positivist, constructivist and critical approaches to international human resource management and some future directions." German Journal of Human Resource Management: Zeitschrift für Personalforschung 34, no. 2 (March 1, 2020): 124–47. http://dx.doi.org/10.1177/2397002220909069.
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International human resource management has become a mature discipline in the last 30 years. As a sub-discipline of social sciences, international human resource management is characterised by paradigmatic divisions. The aim of this review article is to map the presence of three dominant social science paradigms in the field. Four major journals which publish relevant studies of international human resource management have been analysed in order to give an overview of the paradigmatic state of play. After investigating 1649 articles, it is evident that positivist studies prevail, whereas constructivist works are in a minority. Critical approaches to international human resource management are largely absent in these journals. This paper presents examples of each type of research and explains the decisive characteristics of each paradigm. Finally, future directions are outlined: (1) more paradigm reflexivity is required, (2) non-mainstream (namely, constructivist and even critical) research is needed, and (3) new paradigmatic directions are recommended. Newly introduced paradigms or multiparadigm studies should be undertaken.
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Singh, Lata Bajpai, and Anita Singh. "Workplace discipline for an employee’s resilience at Indian bank." Emerald Emerging Markets Case Studies 8, no. 3 (September 24, 2018): 1–25. http://dx.doi.org/10.1108/eemcs-08-2016-0179.
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Subject area Human resource management, Employee relations, Strategic human resource management. Study level/applicability The given case study is to be used by graduate and post-graduate students of Management in the courses of Human Resource Management & Employee Relations. The case may also be used for the discussions on the concepts such as discipline, disciplinary enquiry, grievance settlement procedure, workplace counseling and strategic human resource management. Case overview The given case study is hypothetical in nature and meant for academic purpose and classroom teaching. In the given case study, the authors present a grievance settlement mechanism of a banking sector organization. The case study is about a grievance and its settlement of a sales executive in the branch office through the involvement of other senior officials at the workplace. The case study is useful to understand the significance of disciplinary issues, grievance settlement and domestic enquiry and counseling at the workplace. Expected learning outcomes The learning objective of the case is to make students understand the significance and various aspects of employee relations at the workplace. It aims at making students familiar with the requirement of discipline, focus on grievance settlement procedure and conducting disciplinary inquiry. The case study further has purpose to make students learn about the importance of counseling and be familiar with steps in counseling for handling real-life situations in their career. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.
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Horwitz, F. M. "Human resource management in a siege economy." South African Journal of Business Management 18, no. 3 (September 30, 1987): 168–75. http://dx.doi.org/10.4102/sajbm.v18i3.1014.
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There is a paucity of published work on the implications of a siege economy in South Africa on the management of human resources. Existing organizational policies and strategies may be inadequate in coping with rapid environmental change and a high degree of uncertainty. This paper focuses on an identification of extra- and intra-organizational demands which could confront the business sector and individual companies in the next three to five years. A critical analysis of these demands is offered. Recommendations and conclusions are provided in respect of the strategic adaptive responses required by organizations.
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Opatha, H. H. D. N. P. "Towards a Generic Model of Human Resource Management." International Business Research 14, no. 7 (June 16, 2021): 58. http://dx.doi.org/10.5539/ibr.v14n7p58.
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This theoretical basic research paper was written in order to accomplish three research objectives: (1) to perform a brief description of selected popular models of Human Resource Management (HRM) developed by various scholars or authors; (2) to revisit and review the model of HRM developed by me in 2009; and (3) to introduce a generic model of HRM with an adequate theoretical base. It revealed that at least five popular models exist in the literature of HRM and they were briefly reviewed. The relevant review done with regard to the model developed locally as the first model of HRM in 2009 revealed that it is an internally focused but comprehensive and distinct model with a necessity of incorporating forces which exist in internal and external environments. Finally, a generic model of HRM which is composed of seven interrelated components such as internal environment, external environment, HRM fields and functions, HRM outcomes, organizational outcomes, HRM academic and professional factor, and feedback through evaluation was developed and presented by using several common theories, perspectives, arguments and logical beliefs. Hopefully the generic model will be a significant value addition to the existing local as well as international body of knowledge of HRM which is a highly recognized academic discipline and an established practice.
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B, Omprasad Reddy. "Human resource management practices and employee engagement - a key to organizational success in 21st century-a theoretical analysis." Journal of Management and Science 11, no. 4 (December 31, 2021): 35–38. http://dx.doi.org/10.26524/jms.11.40.
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Humans are social being, we seldom live and work in isolation,Whether consciously or unconsciously we are always in interaction with other people and we are continually planning,developing,managing and ceasing our relations with others.These relations do not appear out of nowhere.They depend on our actions and our ability to manage ouractions.However, Dealing with peopleis probable the most difficult thing we will ever encounter in life. Moreover, the business environment today is not clear than yesterday.Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with due course of time. In an organization,HR has become an important strategic partner and the management of the same has become a challenging task for HR managers.Now a day, the role of human resource management departments has become indispensable for 21st century modern businesses.This article particularly focuses on changing role of human resource management practices in 21st century. This theoretical paper aims to highlight the importance of human resource managers, HR practices and its influencing factors on employee engagement. The literature analysis has been conducted to present emerging issues, challenges and practices of human resource management discipline in context of 21st century.
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Dean, Bill B. "Integrated Cropping Systems—A Multi-discipline Degree." HortScience 31, no. 4 (August 1996): 568a—568. http://dx.doi.org/10.21273/hortsci.31.4.568a.
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Washington State Univ. Tri-Cities offers a new agricultural degree program titled Integrated Cropping Systems. It is intended to provide a basic education on the fundamentals of crop production and the environmental context in which crops are grown. Courses are offered at the upper division level to interface with the lower division courses offered at local community colleges. The curriculum is composed of courses in environmental science, ecology and conservation as well as crop growth and development, crop nutrition, plant pathology integrated pest management and others. Students need to meet the same requirements as those at other Washington State Univ. campuses in regards to the general education requirements. The purpose of the Integrated Cropping Systems program is to provide an educational opportunity for agricultural professionals and others in the region who are unable to commute or move to the main campus location. The curriculum provides the background needed for such occupations as grower/producer, crop scouting, sales representative and other entry level agricultural professions. It will supply credits toward certification through the American Registry of Certified Professional Agricultural Consultants (ARCPACS). Integrated Cropping Systems is a unique agricultural curriculum designed to help agriculturists integrate their production practices into the local ecosystem in a way that the environment does not incur damage. It emphasizes the use of environmentally conscience decisionmaking processes and sound resource ethics. The program will graduate individuals who have heightened awareness of the impact agricultural practices have on the ecosystem in which they are conducted.
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Korneeva, I. V., and E. M. Konischeva. "Efficiency of project human resources management: problems and solutions." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 11 (November 1, 2020): 8–24. http://dx.doi.org/10.33920/pro-3-2011-01.
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Currently, the problem of effective project human resource management is relevant in any company, as not only the creative and social component of the project participants, but also the final results depend on a well-developed human resource management system. The efficiency of human resource management is determined by the degree of implementation of the overall project goals.
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Ghiorghita, Eugen, and Adam Grzegorczyk. "KNOWLEDGE MANAGEMENT AS A STRATEGIC BUSINESS RESOURCE." Journal of Economic Development, Environment and People 6, no. 2 (June 30, 2017): 63. http://dx.doi.org/10.26458/jedep.v6i2.536.
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The development of a knowledge-based economy means that today's businesses face many of the new challenges of adapting to the changing environment. Since the early 1990s, knowledge management became not only an academic discipline, but more than that, an effective way to assure the continuous improvement of the organization. The search for competitive advantages led companies to focus on the complex philosophy of intellectual capital and its connected concepts: human capital, structural capital, organizational capital, intellectual property, and last but not least, relational capital. The present article puts forward a short insight into the complexity of the ever changing and evolving system of knowledge management various concepts.
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Cooksey, R. W., and G. R. Gates. "HRM: A Management Science in Need of Discipline." Asia Pacific Journal of Human Resources 33, no. 3 (March 1, 1996): 15–38. http://dx.doi.org/10.1177/103841119603300303.
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Safitri, Mega, and Nuri Aslami. "ANALYSIS OF HUMAN RESOURCES MANAGEMENT IN REGIONAL OFFICE VI BKN MEDAN." MARGINAL : JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES 1, no. 3 (April 6, 2022): 37–42. http://dx.doi.org/10.55047/marginal.v1i3.164.
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The purpose of this study is to describe and analyze human resource management using IPASN (Professional Index of State Civil Apparatus) indicators, which include educational qualifications, competencies, performance, and discipline for ASN (State Civil Apparatus) personnel at Regional Office VI BKN Medan. The research is being conducted on Regional Office VI BKN Medan. The qualitative descriptive methodology was employed in this investigation. Regional Office VI BKN Medan has performed admirably in terms of human resource management. Human resource management strategy development, as well as vision and mission statements, are carried out in accordance with business requirements. Control utilizing multiple media and stage selection to achieve human resources certified to the ISO 9001 standard in 2015. At Regional Office VI BKN Medan, human resource management is carried out by performing management functions such as planning, organizing, mobilizing, and supervising, although not all of them can be implemented. One of them is budget planning, which is not is not accommodated every year.
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Carić, Marko, Radivoj Prodanović, Amina Khoja, and Jovana Gardašević. "Human resources management in domestic agricultural enterprises." Ekonomija: teorija i praksa 15, no. 2 (2022): 14–32. http://dx.doi.org/10.5937/etp2202014c.
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The aim of this paper is to identify key human resource management activities in domestic agricultural enterprises and their scope, as well as accompanying problems. The research used a quantitative method, ie. a written structured survey was conducted via the Internet. The survey included 64 companies, and 29 or 43% responded. The results of the research show that domestic agricultural companies mainly carry out human resource management activities. In 17% of companies, a professional manager is hired, while in most directors they are superior to employees. Furthermore, the research found that most attention is paid to rewarding, motivating, training employees and managing safety at work, while job evaluation, socialization, cooperation with educational institutions and measuring employee satisfaction are of secondary importance. Personnel problems such as low motivation, work discipline, disturbed interpersonal relations, employee turnover, engagement of seasonal workers and lack of interest in training were expressed. An effective personnel policy can prevent staffing problems and improve productivity. We advise companies to consider investing in a quality manager, who would deal exclusively with human resources.