Journal articles on the topic 'HR profession'
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1
Nayak, Anand, and L. Prabhakar. "HR Competencies: Taking the HR Profession to the Next Level." NHRD Network Journal 3, no. 4 (October 2010): 86–93. http://dx.doi.org/10.1177/0974173920100417.
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Ulrich, Dave, Jon Younger, Wayne Brockbank, and Michael D. Ulrich. "The State of the HR Profession." Human Resource Management 52, no. 3 (May 2013): 457–71. http://dx.doi.org/10.1002/hrm.21536.
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Ulfsdotter Eriksson, Ylva. "Global HRM standards as boundary objects: a device to enhance legitimacy and status." Personnel Review 46, no. 6 (September 4, 2017): 1089–103. http://dx.doi.org/10.1108/pr-01-2016-0013.
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Purpose In 2016, the International Organization for Standardization (ISO) introduced new standards for human resource management (HRM). The purpose of this paper is to describe and explain the significance that human resource (HR) professionals attribute to global HRM standards, what outcomes they envisage for the profession and organizations, and what influences engagement in the standardization project. Design/methodology/approach The analyses interpret the relationship between standards, professions, and organizations by combining theories of professions with concepts from institutional theory. The study is ethnographic and consists of observations of meetings and interviews with eight participants from the Swedish committee participating in the ISO project. Findings HR professionals consider HRM standards positive for the profession’s legitimacy, status, and development, which are also considered beneficial for organizations. However, difficulties in recruiting participants and organizations to the standardization project may prevent positive exchanges for the profession, and point to a weak interest in HRM issues from the HR professionals themselves. Research limitations/implications The generalizability of the results is somewhat limited due to the small sample size. Nevertheless, the study provides insights into how HR professionals reason about their profession and professionalization. Practical implications Gaining insights into the forthcoming global standards for HRM is important for HR professionals. These standards may be implemented in organizations worldwide and affect how HRM is conducted, and therefore also have a profound effect on the profession. Originality/value The ISO’s targeting of a specific occupation is unique. The paper contributes with the knowledge on how professionals relates to standardization of the given field.
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Romanova, I., E. Gurova, and N. Laas. "«I Like to Solve Complex Problems.» How HR Managers Assess Themselves in the Profession (Survey Results)." Management of the Personnel and Intellectual Resources in Russia 11, no. 1 (April 20, 2022): 51–58. http://dx.doi.org/10.12737/2305-7807-2022-11-1-51-58.
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The article presents the results of a study of the professionalism of personnel managers of domestic companies. Studied their perception of themselves as a professional and their own attitude to the chosen profession; specifics of professional communication and lifestyle; understanding the social and personal significance of the profession; personality changes under the influence of the profession, belonging to a professional culture. The study showed an understanding of the value to the chosen profession, a positive assessment of the respondents to their profession and the way of life associated with it, prevailing positive emotions in relation to their profession. The profession is attractive for respondents not only in material terms. In general, the respondents believe that it has a positive impact on their personality. Socio-psychological characteristics dominate in the structure of the respondents' professionally important qualities. In general, the HR managers we interviewed consider themselves professionals, while admitting a lack of knowledge for the implementation of their functional tasks.
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Жильцов, Vladimir Zhiltsov, Пахомов, and A. Pakhomov. "Issues of HR-Experts Professional Development in the USA." Management of the Personnel and Intellectual Resources in Russia 3, no. 6 (December 15, 2014): 23–25. http://dx.doi.org/10.12737/7296.
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The paper is concerns problems of professionalization HR-experts in USA. Information on structure of professional organizations in the eld of HR practices
and ways to outreach HR-experts are described. Of special interest is the assessment of HR-experts performance, undertaken on the basis of Friedson’s model.
Of interest is also description of methods, HR-experts currently use to assess their own performance and speci cs of professional training. As the authors show,
the need for entry control to the profession in terms of certi cation or acquiring higher education I relatively weak. The very fact of low entry barrier for HR
practices may relate to low recognition of signi cance of HR-activities by public and business community. Despite the claims of the US HR-experts that they
enjoy some autonomy of operation, in fact they tend to consider their work as being intrinsically controllable by their professional organization.
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Solovyova, Svetlana V., and Natalia V. Solovova. "Codes of ethics for the profession of the HR manager." Vestnik of Samara University. Economics and Management 13, no. 1 (April 1, 2022): 88–94. http://dx.doi.org/10.18287/2542-0461-2022-13-1-88-94.
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The focus of the article is on the problems of ethical regulation of professional activities of an HR manager. The purpose of the article is to explicate the ethical principles and norms of the professional activity of a personnel management specialist through the analysis of the ethical codes of HRM. Professional processes in personnel management are considered in the broad context of ethical transformations in the economy and the industrial revolution 4.0 / 5.0, including through an appeal to the phenomenon of new ethics, which causes serious changes in the value bases of business processes. Conflicts and difficulties are identified in theoretical research, real practices of moral and value regulation in professional HRM communities. The article presents the results of a theoretical study of the topic: the definition of the category "ethical code of the profession" is given, its components are shown, and possible grounds for the typology of ethical codes are highlighted. Based on the analysis of the codes of professional associations (AHRI, CIPD, CPHR, SHRM), the regulatory principles and norms that organize the activities of HRM are explicated; the conclusion is made about the value of ethical codes as a form of recognition of the dignity and reputation of the profession associated with human resource management. The semantic core of the HRM Code of Ethics is: its structure (built around the principles of professional ethics, articulates a system of requirements and norms, designates the area of responsibility); the principle of professionalism as the core of the ethical regulation of professional relations in personnel management (high competence combined with responsibility); the values of the first order (honesty, justice, legality, confidentiality, inclusiveness and tolerance) are highlighted, their connection with the processes of ethical transformation of the information society is shown.
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Clare Gillon, Anne. "Does OD practice within the HR profession in the UK reflect the academic rhetoric?" Leadership & Organization Development Journal 32, no. 2 (March 8, 2011): 150–69. http://dx.doi.org/10.1108/01437731111112980.
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PurposeThe purpose of this paper is to critically examine whether organizational development (OD), as described in academic writing on the topic, is reflected in practice in the Human Resources (HR) profession in the UK. This research aims to compare the results of an exploratory investigation to establish the main elements of OD practice in this professional group with academic definitions.Design/methodology/approachThe approach applied in this paper comprises a review of the academic literature on OD combined with an exploratory study by way of content analysis of job advertisements for OD professionals within the UK HR profession. Comparison between what the literature suggests companies should seek in the way of OD practice within the HR profession and the operationalisation of what they are actually requiring (deduced through the content of job advertisements) forms the basis of the methodology.FindingsWhile there are features of the academic definitions which do appear prominently in practice (in particular “change management”), there are also significant differences. In particular OD roles in practice in the HR profession appear to be much less likely to be of a consultancy orientation. Also striking is the apparent lack of emphasis on culture and behavioural issues. Within the UK HR profession, the lack of clarity in contemporary definition of OD may underpin the disparate use of terminology.Research limitations/implicationsThe data collected in the preliminary research are from a small‐scale investigatory study; therefore this limits the opportunity to draw robust generalised conclusions.Originality/valueDespite the increasing use of “OD” in the UK HR profession, there is no widely recognised description of what it encompasses within that community, while much of the “theorising” on OD to date has been descriptive/prescriptive. In this paper, a contrast between the academic rhetoric on OD and the reality of the practice within the HR profession has been presented, through comparing the literature with the findings from the preliminary research.
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Rucci, Anthony J. "Should HR survive? A profession at the crossroads." Human Resource Management 36, no. 1 (1997): 169–73. http://dx.doi.org/10.1002/(sici)1099-050x(199721)36:1<169::aid-hrm27>3.0.co;2-5.
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Hempel, Paul S. "Preparing the HR profession for technology and information work." Human Resource Management 43, no. 2-3 (2004): 163–77. http://dx.doi.org/10.1002/hrm.20013.
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Benuyenah, Vic, and Bistra Boukareva. "Making HRM curriculum relevant – a hypothetical practitioners’ guide." Journal of Work-Applied Management 10, no. 1 (June 4, 2018): 93–100. http://dx.doi.org/10.1108/jwam-09-2017-0026.
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Purpose Despite business schools teaching human resources management (HRM) for several decades, the skill set of graduates today fails to match the requirements of the industry. Although some attempt has been made to make the HRM curricula relevant, in most cases, a large gap exists between the subject, its assessment and the industry demands. The purpose of this paper is to illustrate the changing trends in the field of HR and present ideas that will guide modern HRM curriculum development. Design/methodology/approach The paper draws on professional experience of the authors in teaching and developing HR curricula as well as literature illustrations from work-based learning. Findings To achieve relevancy, HR curricula need to focus more on professional work-based skills that are pertinent to the contemporary workplace and re-structure exam formats to be in line with skills required in the HR profession. Research limitations/implications There is an opportunity to test the ideas expressed in this paper empirically; this can normally be done through a triad focus group including employers, students and teachers. Originality/value The paper is predicated on the mismatch between the teaching and assessment of some HR subjects and the needs of the contemporary HR profession.
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Pandey, S. "Reflective Commentary on the HR Profession Via the Dilemma Perspective." NHRD Network Journal 10, no. 2 (April 2017): 10–17. http://dx.doi.org/10.1177/0974173920170204.
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Suvalova, Tatyana. "Requirements for HR Specialist 2022." Management of the Personnel and Intellectual Resources in Russia 11, no. 1 (April 20, 2022): 59–63. http://dx.doi.org/10.12737/2305-7807-2022-11-1-59-63.
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The consequences of remote communication, the expansion of the information space, the shortage of talents have changed the requirements for professionals in the field of HR. "Hard" skills fade into the background. Today, such qualities as empathy, diplomacy, sociability, stress resistance, honesty, openness, ethics, etc. are more in demand. Employers are increasingly focusing on the soft skills of an HR specialist. The purpose of the study is to analyze the modern requirements for HR practices put forward by the labor market in 2022. The article focuses on innovation tendencies, technical culture, analytics in the field of personnel management, storage of electronic records. Particular attention is paid to working with business documents. HR professionals place a high value on ethical practice, placing it on par with communication skills in terms of the core competencies applicable to the profession. The role of branding is noted.
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Свистунов, Vasiliy Svistunov, Кибанов, Ardalon Kibanov, Коновалова, and Valyeriya Konovalova. "Basis for Development of Professional Standard for HR Management Specialist." Management of the Personnel and Intellectual Resources in Russia 3, no. 5 (October 10, 2014): 31–37. http://dx.doi.org/10.12737/5791.
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The article outlines the need to develop professional standards for an HR Manager, the purpose of its development and application, structure, and requirements
for its content. HR Manager must have a comprehensive knowledge, formed by the junction of multiple sciences: economics, management, sociology, psychology,
confl ict management, business ethics, cultural studies, pedagogics, labor law as well as ergonomics, psychophysiology, professiology, psychophysiology,
professional activity, labor economics, sociology and psychology of labor statistics. All this should be refl ected in the Standard draft. In organization there is
no other professional (except for the Personnel Manager), who would have accompanied the entire working life of the employee. This is the uniqueness of
profession; he/she must have not only professional knowledge, but general as well. Objects of HR Manager professional activity are considered and the place
of the HR Manager standard in the system of Personnel Management standards in defi ned. The article provides a concrete example of the development of the
standard, which refers to a generalized labor functions: control of strategy of personnel policy and workforce planning in the organization. On the example
discussed in some detail work functions of this generalized function of labor, labor actions necessary skills and knowledge (competencies).
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Matvienko, Oksana, and Michael Tsyvin. "HR-manager: profession "the person — sign system" in the educational specialty "Information, library and archival affairs"." Вісник Книжкової палати, no. 7 (July 29, 2021): 13–17. http://dx.doi.org/10.36273/2076-9555.2021.7(300).13-17.
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The relevance of the study is due to the contradiction between the common understanding of HR-manager as a profession belonging to the type "person — person", and a wide range of information-analytical tasks and functions of HR-manager in corporate and outsourcing. The revealed contradiction motivates to consider this profession as "the person — sign system" and needs the substantiation of preparation on a specialty "Information, library and archival business" as the expert of documentary and information profile.
The article substantiates the possibility and expediency of specialization of HR-manager in the specialty 029 in accordance with the tasks of information and analytical direction, which appear in the modern field of personnel management.
For the first time the article substantiates the compliance of professional tasks of HR-management specialists with the competence parameters of the specialty "Information, library and archival affairs" and the expediency of developing an interdisciplinary educational program for training HR-specialists within the specialty "Information, library and archival affairs".
It is concluded that the multifaceted and multidisciplinary activities of the HR specialist covers such subject areas as human resource management — information and analytical activities — documentary communications (documentation of personnel management), which form a generalized object of his activity.
Specialization in the field of HR-analytics in the specialty "Information, library and archival affairs" is adequate to the essence of the IBAS specialty, documentary-informational and social-communicative concepts of its theoretical and methodological bases, as well as methods, techniques and technologies used in the subject area. specialty 029, special (professional, subject) competencies, the content of which is defined by the Standard of Higher Education in the specialty "Information, library and archival affairs".
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Zheltoukhova, Ksenia. "New ways of working: what is the real impact on the HR profession?" Strategic HR Review 14, no. 5 (October 12, 2015): 163–67. http://dx.doi.org/10.1108/shr-08-2015-0064.
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Purpose – This paper aims to introduce the concept of shared-value and propose how it could be applied in the field of human resource management (HRM). Design/methodology/approach – Conceptual paper presenting key ideas. Findings – The ability to connect the interests of people and the business is seemingly within the remit of human resource (HR), yet the people management function has been slow to implement the shared-value creation idea. A principles-based approach to HRM, underpinned by a body of knowledge, is proposed as the way forward. Originality/value – While many other professions have adopted a principles-based approach to setting standards of good practice, the development of principles of human capital management is nascent. This paper discusses the feasibility of this approach for the HR profession.
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Mahdane, Afri, Musa Hubeis, and Sadikin Kuswanto. "Pengaruh SKKNI dan Kompetensi SDM terhadap Pengembangan SDM di Unit Profesi SDM dalam Menghadapi Era MEA." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 13, no. 1 (April 9, 2018): 1. http://dx.doi.org/10.29244/mikm.13.1.1-9.
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Manpower or HR expert or professional desired by the company, then to improve the competence of human resources, the government has formulated the Indonesian National Work Competency Standards (SKKNI) in various fields one of them in the field of MSDM. SKKNI is nationally applicable as a reference for the provision of professional education and training (training), competency test and professional certification in the field of MSDM. This standard has been endorsed by the minister of labor and transmigration on September 9, 2014. SKKNI contains competencies related to HR management that are relevant to different types of business. Data collection in this research using survey method involving 51 respondents with purposive sampling technique. Data analysis in this research is done by using SEM method. The results of this study show that SKKNI has no significant effect on human resource competence and HR professional development, human resource competence has significant effect on Company Policy but human resource competence has no significant effect to HR professional development, company policy has significant effect to the development of HR profession
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Alasingachar, Vasudevan. "Navigating Organisation in Times of VUCA: Implications for the HR and OD Profession." NHRD Network Journal 12, no. 2 (April 2019): 145–50. http://dx.doi.org/10.1177/2631454119851990.
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This article addresses two vectors of VUCA interwoven in the narratives, a summary of personal theories about VUCA. Such theories are anchored and arise from experiential learning in my practice as HR/L&D and OD consultants over the past four decades. The implication for HR and OD profession is to consider their relevance when organisations navigate VUCA. Next is the culling out of the specific learning about HR and OD interphases that has worked in my experience, supported by examples and metaphors. The premise I put forward as conclusion are: In order to be at the centre stage of partnering with business, HR and OD have to complement and innovate new-age VUCA strategies. VUCA competencies with appropriate metrics are in the formative stage. The competencies are emerging from the real-time stories of consultants, companies and academia (TATA 26/11 and DuPont safety mandate). Only when HR and OD integrate and work together can the future of leadership or start-up entrepreneurs learn from their insights to ‘thrive in VUCA’.
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Davidson, Paul, Jane Tsakissiris, and Yuanyuan Guo. "A Systems Model Comparing Australian and Chinese HRM Education." Journal of Learning Design 10, no. 1 (January 10, 2017): 31. http://dx.doi.org/10.5204/jld.v9i3.263.
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<p class="Keywords">This paper compares HR education in Australia and in the People’s Republic of China (PRC). It explores implications for learning design in graduate HRM education in an increasingly globalised world. Beginning with a discussion of the HR profession and the competencies demanded for HR professionals and their accreditation, the paper takes an open systems perspective to argue that to provide optimal HR education (the transformation process) for the HR graduate (the product output) requires resource inputs from academe, from professional associations, and from industry. HR education comprises topics in the theory and process of HRM, general business knowledge and skills, and pedagogy that extends to industry experience and assessment and reporting. A comparison of Australian and Chinese curricula indicates similarities in terms of approximate programme weightings of general business units, core HRM, and elective units. It is recommended that curriculum design take into account the need to remain research-based academically yet industry-focused, in the context of an international workplace. A key to this is the collaborative input by academe, regulators, professional associations, and industry. The content and process is examined, with implications for education design. </p>
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Черняк, Т., and T. Chernyak. "Assessment of the Engagement of Future HR Managers As a Factor Successful Professional Development." Management of the Personnel and Intellectual Resources in Russia 8, no. 3 (August 19, 2019): 44–50. http://dx.doi.org/10.12737/article_5d1db24dabe452.19754891.
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The article is devoted to the currently relevant topic of involvement in activities, but not the organization’s personnel, but future HR-managers in their learning process. The article presents various theoretical approaches to the defi nition of the concept of «involvement», «involvement of students», «student engagement», and also analyzes the factors infl uencing the degree of involvement of students in the learning process. A brief review of the literature on the study of the problem of involvement is given, the purpose of which is to form a general idea of the relevance and diffi culties in assessing involvement. The author off ers the experience of assessing the level of involvement of future specialists in the fi eld of personnel management in the process of their study at the university as an important factor in their successful development in a future profession. The author presents the results of a comparative analysis of changes in the level of involvement of students in the situation of using diff erent teaching methods in different years of study. The article focuses on the problem of the formation of professional competence of future HR-managers in the process of their training, and the connection of training success with involvement as a factor of motivation and increased interest in future professional activities. The article has a practical orientation, since studying the involvement of students in training will make it possible to adjust both the content and methods of training future HR managers taking into account not only the requirements of the Federal State Educational Standards of Higher Education, the professional standard of a personnel management specialist, the requirements of employers, but also the needs of the students themselves.
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Atena, Faragalla, and Adriana Tiron-Tudor. "Gender as a Dimension of Inequality in Accounting Organizations and Developmental HR Strategies." Administrative Sciences 10, no. 1 (December 30, 2019): 1. http://dx.doi.org/10.3390/admsci10010001.
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Considering the increasing number of women entering the accounting profession, it is timely to explore the inequalities that still exist and consider what policy processes continue to forge inequalities between men and women. Through a systematic literature review (SLR) of accounting and management journals during the period 1994–2017, we assessed the different dynamics that have shaped inequalities between men and women, presenting both the employee and employer perspectives of professional enhancement. The study was framed around conceptualizations of gendered organizations and highlighted how cultural and social practices impact men and women differently. Our study found there are still organization practices that have profound gendered effects. Our study shows that there are contemporary human resource (HR) practices of recruitment, selection, and advancement; perceptions of visibility and invisibility at work; motherhood and childcare responsibilities; and finally, discourses of the glass ceiling that constitute organization and societal barriers that limit women’s career progression. Most importantly we reveal that constraints nowadays are similar to those identified in the 90s. We explored these gendered constructions and suggest relevant HR strategies that can aid women’s advancement.
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Long, Choi-Sang. "Examining Human Resource Competencies and Their Relationship to the Success Factors of HR Profession." Journal of Service Science and Management 01, no. 03 (2008): 259–65. http://dx.doi.org/10.4236/jssm.2008.13029.
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Motornyi, I. D. "Improving the effectiveness of additional professional education of Metro transport security inspectors." Transport Technician: Education and Practice 3, no. 3 (September 28, 2022): 312–20. http://dx.doi.org/10.46684/2687-1033.2022.3.312-320.
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Provision of railway transport and subways with qualified personnel is always in the sphere of close attention of specialists.On example of the Moscow Metro Security Service and in conditions educational regulatory framework modernization it is analyzed organizational, scientific and pedagogical activities during the period of new profession formation “Metro Transport security Inspector”.It is shown that the specifics of the work of a transport security inspector in the inspection area is the constant readiness for a sudden encounter with a danger of various kinds. In these conditions, important factors of successful activity are the psychological readiness to work in an extreme situation and practical experience of actions to protect facility from acts of terrorism.Evaluation methods and techniques are proposed which allow, on the one hand, to increase the skills level, and on the other hand, to assess the residual knowledge and abilities of employees in the form in form professional skill competitions and demonstration exam during internship.Evaluation methods allowing to assess the knowledge, skills and abilities of workers in form professional skill competitions and demonstration exam are proposed.Development trends of additional professional education for some professions of the transport security forces are analyzed.It was noted importance of the internship, which should become the final element of training (practice) in the relevant profession, as well as the basis for HR procedures (conclusions) to determine the professional suitability of trainees.The basic requirements for assessing the professional suitability of trainees for work as inspectors of the metro transport security are formulated.
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Zainal Mutaqin, Jejen, and Chaerudin Chaerudin. "THE IMPACT OF COMPETENCY, ORGANIZATIONAL CAREER MANAGEMENT AND PERFORMANCE APPRAISAL TOWARDS CAREER PATH ADVANCEMENT ON MILLENNIAL HR PROFESSION WITH ASSIST FROM ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLE." Dinasti International Journal of Education Management And Social Science 2, no. 1 (November 18, 2020): 106–19. http://dx.doi.org/10.31933/dijemss.v2i1.601.
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These research aims to disclosed and analyzed those influence from competency, Organizational career management and Performance appraisal towards Career path Advancement on millennial HR profession with assist of organizational commitment as intervening variable. These research population were workers / HR profession with category of millennial ages in companies around Jabodetabek with research sample was taken by random sampling as many as 218 people. Data obtained from distributed questionnaires result with analysis methods by SEM using the SmartPLS version 3.2.8 program and The results showed that those variables of competency, organizational career management, and performance appraisal had positive and significant influence against Career path advancement. Alongside with Organizational commitment variable were also positively and significant mediated of those variables towards Career path advancement.
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Meisinger, Susan R. "The four Cs of the HR profession: Being competent, curious, courageous, and caring about people." Human Resource Management 44, no. 2 (2005): 189–94. http://dx.doi.org/10.1002/hrm.20063.
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Juarez-Tarraga, Amable, Cristina Santandreu-Mascarell, and Juan A. Marin-Garcia. "What are the main concerns of human resource managers in organizations?" Intangible Capital 15, no. 1 (May 8, 2019): 72. http://dx.doi.org/10.3926/ic.1342.
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Purpose: This study examines whether high involvement work programs (HIWP) are included in, and respond to, the priorities of HR managers in organizations. We analyze reports to identify the main concerns for managers, and compare the solutions implemented to address them, to evaluate the extent to which HIWP are adopted to meet these challenges.Design/methodology/approach: To conduct this study we carried out a systematic literature review, selecting reports by consulting firms and human resource management associations.Findings: Our key findings from this research suggest that HIWP are used as a lever for change to meet the challenges faced by HR managers in organizations, the most urgent of which are talent management and improving leadership.Research limitations/implications: The paper identifies possible lines of research that respond specifically to the interests of the professional ambit and would be better appreciated by HR managers in companiesPractical implications: The issues raised are relevant to HR professionals, allowing them to compare their priorities against those of managers occupying similar positions, and to view a selection of the most commonly used programs to solve priority problems. This enables HRMs to plan ahead and prepare by providing them with an overview of the most important challenges they have to face.Originality/value: On the one hand in the professional arena, as they provide professionals with an overview of the challenges they face, so they can plan optimal HR management programs, work methods geared and identify improvement opportunities. And on the other hand, in the academic sphere, our study opens possible future research lines that may contribute to the development of the profession, identify research lines that genuinely address the concerns of professionals and could help reduce the gap that some researchers have identified between the academic and professional spheres.
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Титов, Vladimir Titov, Суханова, and Gulshat Sukhanova. "To the Source of Profession. Part One: The problems of Periodization of the Management History." Management of the Personnel and Intellectual Resources in Russia 4, no. 4 (August 17, 2015): 5–15. http://dx.doi.org/10.12737/13234.
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Knowing of the history of profession is the basis of career self-identifi cation. The authors off er a series of research devoted to the study of the origin and evolution
of such concepts as administration, management and HR-management. The fi rst part will study the problem of periodization of the history of management
as a science, practices and phenomenon. The following parts of the work draw special attention to the evolution of HR-manager as a profession.
The educational and scientifi c literature on the history of management off ers diff erent variants of periodization. Each scientist has his/her own views not only
onthe criteria of periodization or on the point of origin but on the methodology of periodization in general. In this paper the authors attempted to compare
diff erent approaches and identify key problem areas in the process of periodization of the evolution of management theory and practice.
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Flynn, Stephen. "Overcoming the identity crisis in human resources." Human Resource Management International Digest 22, no. 2 (March 4, 2014): 1–3. http://dx.doi.org/10.1108/hrmid-03-2014-0037.
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Purpose – Dissects “partnership” and “strategy” in the context of the work of HR. Design/methodology/approach – Shows that it is not that HR is unclear about its role in the corporate world but that the exhortations of commentators are too simplistic. Findings – Reveals that the continuing and continual debate over HR's role is a product of the role conflict inherent in the HR profession itself. Emphasizes the importance of balancing the needs of employees with those of managers, which is at the heart of HR. Practical implications – Contends that divorcing the operational from the strategic denies the strategic the field intelligence that informs and proves strategy. The disparate, mundane operational tasks associated with HR specialists aggregate into the field intelligence that feeds their strategic perspective. Severing the connection between HR strategy and HR operations impoverishes any kind of strategic input available to HR. Social implications – Advances the view that managers and employees see their day-to-day requests as important and that these apparently mundane matters are the nuggets that inform HR's strategic input. Originality/value – Emphasizes that there is an organizational and employee aspect to every element of HR and that the HR specialist should accept both of these.
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Goate, Robert. "Peter Cheese, CEO of the Chartered Institute of Personnel and Development." OP Matters 1, no. 23 (September 2014): 3–7. http://dx.doi.org/10.53841/bpsopm.2014.1.23.3.
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In March 2014, Peter Cheese, chief executive of the CIPD, was keynote speaker at BPP University where he spoke of the challenges and opportunities facing the HR profession today. Following the event, Peter kindly agreed to be interviewed for OP Matters by its volunteer editor Robert Goate.
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Evseeva, Svetlana, Oksana Evseeva, Andrei Burmistrov, and Maria Siniavina. "Application of artificial intelligence in human resource management in the agricultural sector." E3S Web of Conferences 258 (2021): 01010. http://dx.doi.org/10.1051/e3sconf/202125801010.
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Digitalization of all spheres of life has become one of the main directions of development in many countries of the world. Artificial intelligence technology has a wide range of applications in various fields. The study aims to identify artificial intelligence usage in human resource management by analysing functions. Qualitative methods are used in the study. As the result, artificial intelligence tools were analysed by matching them on human resource management functions: recruitment, onboarding, assessment, training and development, talent management, salary system, culture and engagement management, management and leadership, misconduct and compliance. Artificial intelligence technologies provide many opportunities for modern companies. Study in detail companies using AI in HR functions and possible changes in the HR manager profession and role of HR in business are future research directions.
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Christopher, Chidi Odogwu, Ogunyomi, Olusiji Paul, and Adedehinbo Ekundayo Badejo. "Promoting Ethical Human Resource Management Practices in Work Organizations in Nigeria: Roles of HR Professionals." International Journal of Human Resource Studies 2, no. 2 (June 2, 2012): 116. http://dx.doi.org/10.5296/ijhrs.v2i2.1889.
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This paper has become imperative in view of the on-going Federal Government’s initiative in charting an ethical roadmap for Nigeria. Ethics permeates all aspects of our national life and human resource management profession is no exception. Ethics refers to the principle of conduct governing an individual or a group. This paper examines ethical HRM practices in work organisations in Nigeria and the roles of HR professionals in promoting ethical practices with a view to achieving employee well-being, satisfaction at work and organisational performance. Based on theoretical and practical insights, the authors x-ray an array of unethical human resource management practices in work organisations in Nigeria. To combat unethical HR practices in the workplace, the authors enjoin HR professionals in line with top management to put in place ethical policies and codes and to constantly embark on ethical training of workers at all level as well as the institutionalisation of whistle blowing policy in their organisations. Keywords: Ethics, Human Resource Management, Work Organisation, HR Professionals.
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Imbevaro, Silvia, Alberto Bortolami, Magdalena Mazurek, Paola Rescigno, Antonio Jirillo, and Maria Giacobbo. "Access to medical treatments in relation to the social status of the cancer patient cured at the Veneto Oncology Institute of Padua (IOV)." Journal of Clinical Oncology 31, no. 15_suppl (May 20, 2013): e12028-e12028. http://dx.doi.org/10.1200/jco.2013.31.15_suppl.e12028.
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e12028 Background: The NHS in Italy is a public system of universal nature that guarantees health care to all citizens. Few Italian studies relate the therapy received by a cancer patients with their socio-economic status, so we decided to analyze the situation of the IOV. Methods: It is an observational monoinstitutional study conducted on 886 patients (pts) treated at the IOV from May 2006 to December 2011. They were selected from the Onco-AIFA registry which is a national tool used to monitor anticancer high-cost therapies. The socio-demographic data were obtained from medical records.We verified if there are differences in access to treatments (number of diagnostic tests, chemotherapy treatments, specialist and follow visits) in association with the socioeconomic determinants. We analyzed the survival differences in connection with demographic and clinical characteristics.The statistical analysis was performed using the Kruskal-Wallis test and the Cox model. Results: There are 520 pts evaluable of the 886 pts selected: 42% suffering from colorectal cancer, 28% lung cancer and 30% breast cancer. The median age is 63 years (41% male). With regard to the profession the sample is divided as follows: 34% traders/artisans/workers, 25% technical professions/office workers, 14% highly specialized occupations, 25% retired/housewives. The statistical analysis shows no significant differences in the number of exams and medical services in relation to the profession, except one that regards the mean number of chemotherapy infusions (25 manual professions vs. 20 other professions, p = 0.007). The socioeconomic variables do not affect survival, unlike the age (hazard ratio [HR], 1.42, p <.001) and the type of cancer (HR, 0.72, p <.001). The average cost of benefits per pt is about 4.600,00 euro/year, there is a major expense for traders/artisans /workers compared to other professions (+19%). Conclusions: The analysis of the sample of cancer pts did not reveal significant differences if it comes to access to care, so the system does not seem discriminatory. Probably these differences are homogenized by the state of economic well-being enjoyed so far by pts of the IOV.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.1017/s1833367200003977.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Schuler, Randall, and Susan E. Jackson. "Human resource management and organizational effectiveness: yesterday and today." Journal of Organizational Effectiveness: People and Performance 1, no. 1 (March 4, 2014): 35–55. http://dx.doi.org/10.1108/joepp-01-2014-0003.
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Purpose – The purpose of the paper is to describe how the understanding of the relationship between human resource management (HRM) and organizational effectiveness (OE) has evolved during the past three decades and to provide examples how firms are using HRM to improve their OE today by addressing several challenges that result from a broader stakeholder model. Design/methodology/approach – This paper reviews the past and current work on the relationship between HRM and OE. Findings – This findings indicate that the relationship between HRM and OE is very different when comparing the past with the current work on the relationship between HRM and OE. A major reason for this is the current work on OE uses the multiple stakeholder model that accounts for many more stakeholders than the past work. Practical implications – Human resource (HR) professionals have the opportunity to demonstrate many ways by which HRM can influence OE, and not just solely on the basis of firm profitability. Thus the use of the multiple stakeholder model today offers the HR professional and the HR profession many more opportunities to demonstrate their importance and impact. Originality/value – A systematic review and comparison of the past and current relationship between HRM and OE using the multiple stakeholder model have not been using both the viewpoints of both academics and practitioners.
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Babiak, Halyna, Nataliya Kotys, and Dmytro Shushpanov. "PERSONNEL MANAGEMENT: CURRENT TENDENCIES IN HR-SERVICE DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 26 (December 2021): 80–86. http://dx.doi.org/10.35774/rarrpsu2021.26.080.
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The article is devoted to the problems of the development of modern trends in the activities of HR services. Goal. The study of modern trends in the development of the HR service, the processes of formation and efficiency of the company's personnel in the conditions of the latest challenges, as well as the development of recommendations for improving the activities of the HR service as a factor in increasing the efficiency of the organization/company. The results. It states that today, especially given the challenges of the pandemic, the main thing for any effectively functioning organization is to overcome the gap between the development of innovative strategies, on the one hand, and the proper use and development of human potential, on the other. In this context, an important place belongs to personnel management services. The article points to the disappointing trends of today, where HR services often still use outdated methods that do not produce effective results. Therefore, modern organizations should pay due attention to new trends in personnel activities. It is emphasized that the primary tasks of increasing the efficiency of the functioning of executive management structures are their staffing with employees who possess the necessary qualities for successfully mastering the chosen profession, creating a system that allows them to maintain and develop efficiency and reliability. The authors study modern trends in the development of personnel services. In particular, the development and possibilities of using trends by our organizations/companies in practice: artificial intelligence, cloud HR-platforms, chat-bots, team-building and recruiting marketing, which are developing abroad and can gain importance in Ukraine, are emphasized. An analysis of the processes of formation and effective use of the company's personnel in the conditions of the latest challenges was carried out. The article notes that the issue of personnel adaptation to new working conditions also plays an important role in the work of the HR service (such negative phenomena as the coronavirus pandemic additionally burden the newly hired employee). Recommendations aimed at improving the activities of the HR service as a factor in increasing the efficiency of the organization/company have been developed
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Williams, EdD, LRT, CTRS, FDRT, Richard, and Thomas Skalko, PhD, LRT/CTRS/FDRT. "Advocating for the profession: Your role in supporting HR 1906, the Access to Inpatient Rehabilitation Therapy Act of 2015." American Journal of Recreation Therapy 15, no. 1 (February 1, 2017): 9. http://dx.doi.org/10.5055/ajrt.2016.0095.
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Public policy advocacy is critical to the profession of Recreational Therapy. Currently, HR 1906, the Access to Inpatient Rehabilitation Therapy Act of 2015 has been introduced to the US House of Representatives. Essentially, if enacted into law, the bill will amend the Social Security Act to include Recreational Therapy among the therapy modalities that constitute an intensive rehabilitation therapy program in an inpatient rehabilitation hospital or unit. The designation of RT among the therapy modalities allows the rehabilitation treatment team to access RT services for use in the 3-hour rule.
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Chetouani, Sarah, and M. Saïd Balhadj. "L’influence De La Professionnalisation De La GRH Sur La Valorisation Du Métier De L’enseignant- Chercheur : Le Rôle De L’approche Compétence, Cas Des Enseignants Des Grandes Écoles Revue De Littérature Et Essai De Proposition D’un Cadre Conceptuel." European Scientific Journal, ESJ 13, no. 34 (December 31, 2017): 186. http://dx.doi.org/10.19044/esj.2017.v13n34p186.
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Teaching in universities is currently the main subject of this study, whereby the notions of professionalization and academic pedagogy is considered. The desire to promote the profession of university professor is remarkable as it comes against logics of recognition that are not very compatible. For this reason, particular attention must be paid to the human resource management policy concerning university professors in all aspects of their professional life: their careers, their training needs, their working conditions, and so on. It must also be thought out and focused on results and competitiveness, particularly with regard to the attractiveness and management of positions. This is with a view to ensure better professionalization of the public it trains. The originality of this paper lies in proposing a conceptual framework of reflection and analysis. It aims to understand to what extent the valorization of the profession depends on the professionalization of the HR practices through the setting up of a true competency approach. This approach aims at defining the skills profile of the Moroccan university professors who will serve to better guide and professionalize human resources management activities. Also, the study aims to replace pedagogy as the fundamental competence of the profile of university professor at the heart of the teaching-learning processes of the Moroccan higher education schools.
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Ozmen, Emre, and M. Atilla Öner. "Organizational behavior management strategy: thought leaders share their views on the HR profession and its direction for the future." Strategic HR Review 17, no. 4 (August 13, 2018): 215–17. http://dx.doi.org/10.1108/shr-08-2018-131.
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Pasquini, Erica, and Melissa Thompson. "Developing a Theory-Driven Intervention to Challenge Coach Thinking: A Case Study." Case Studies in Sport and Exercise Psychology 3, no. 1 (January 1, 2019): 26–32. http://dx.doi.org/10.1123/cssep.2018-0013.
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Coaching as a profession is a complex role that requires professional, interpersonal, and intrapersonal knowledge . In order for coaches to develop expertise in these areas, continued education can be beneficial. The case study presented focuses on the development and dissemination of a coach-education intervention designed to challenge coach thinking surrounding the coach-expectancy cycle. The coach-expectancy cycle is a well-researched model of coach behavior that follows a 4-stage cyclical pattern in which coaches develop biases based on their previous experiences. These biases then affect coach behavior toward athletes, which in turn affects athlete performance and motivation. Finally, athlete performance reinforces coach expectations. The authors developed a 2-hr theory-based intervention promoting mitigation of the cycle in a group of youth-soccer coaches. Theories used, the intervention, and practitioner reflections are discussed.
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Semin, Jessica N., Alena Skrundevskiy-Coburn, Lynette M. Smith, and Shireen S. Rajaram. "Understanding the Needs and Preferences of Domestic and Sexual Violence Education for Health Profession Students." Violence Against Women 26, no. 15-16 (December 5, 2019): 1876–96. http://dx.doi.org/10.1177/1077801219890420.
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This study examined health profession students’ comfort levels, perceived knowledge, attitudes, and preferences for domestic and sexual violence education at an academic medical center. Students indicated their perceived knowledge of community resources was poor, whereas comfort, attitudes, and perceived knowledge of the topic remained fair. A majority of students (83.2%) reported receiving less than 3 hr of training in their coursework, which remained consistent for students with more years of education. Students preferred content be incorporated into existing curricula or presented in lunch seminars. Study results reveal opportunities for improvement in domestic and sexual violence education.
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Okolie, Ugo Chuks, and Idongesit David Udom. "CHALLENGES OF HRM IN A GLOBAL BUSINESS ENVIRONMENT: A REVIEW AND RESEARCH AGENDA." International Journal of New Economics and Social Sciences 9, no. 1 (June 28, 2019): 183–96. http://dx.doi.org/10.5604/01.3001.0013.3042.
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This paper explores the various challenges of HRM and its practice in a global busi-ness environment. The roles and responsibilities of HR departments are transforming as the modern business faces pressures of globalization, hyper-competition in the markets, declining margins and changing consumer demands, workforce diversity, technological advances and changes in the political and legal environment. Today, global HR management has become a front-and-center issue for a wide variety of firms. Many larger corporations, and even smaller ones doing business in key interna-tional markets, now have full-time HR managers devoted solely to assisting with the globalization process. For the HR managers to thrive and be relevant in the global context, new roles and agenda for the profession should not focus on traditional HR activities such as recruitment and selection, training and development, and compensa-tion, but on its outcomes. There is presently an increasing interaction of national eco-nomic systems all over the world through the growth in international trade, invest-ment, and capital flows. This interaction is a worldwide drive toward globalization and a globalized economic system. Globalization, an inevitable and irreversible force is a new reality in which HR practitioners, enterprises and government are always on the lookout for new processes and innovations. This globalization process, therefore, necessitates an investigation into human resource management. The paper utilizes the methods of descriptive analysis and synthesis of the scientific literature and empirical investigation. The paper sums up with requisite conclusion and recommendations that will help HR professionals contribute positively to employees’ well-being and meeting organizational targets in a global business environment
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Kuznecov, S. "MODERN TRENDS OF HUMAN RESOURCES MANAGEMENT IN THE CONDITIONS OF INNOVATIVE DEVELOPMENT." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (January 31, 2021): 69–77. http://dx.doi.org/10.34220/2308-8877-2021-8-4-69-77.
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The new economy, the knowledge economy, is fundamentally changing the attitude towards the workforce. The concept of "personnel" first replaced the concept of "human resources", but today it is already "human capital". Thus, the “war for brains” becomes the mainstream of HR management. The profession of an HR manager in business entities comes to the fore, and it is on their actions that the effectiveness of not only the correct selection of personnel depends, but also the further path of each employee, up to painless dismissal, without causing negative consequences for the HR brand
Today VUCA-reality forces us to radically revise the existing classical approaches to human resource management. Stability replaces instability, predictability - uncertainty, simplicity - complexity, certainty - ambiguity. The flagship is the "Person-centered" approach in HR - management, when effective management does not respond to the position and the focus of attention is completely directed to a specific employee, to his emotions, feelings, problems, behavior, the possibility of combining "brains".
Thus, the process of human resource management of business entities needs effective management based on new trends in the full management cycle, taking into account the transformation of life associated with the introduction of a remote work format. Accelerated development and implementation of IT technologies is also reflected in the process of effective HR - management of business entities focused on innovative development.
This article examines modern trends in HR management at different stages, including adaptive management decisions that meet the conditions of remote work, allowing modern business to be competitive and occupy a leading position in the market.
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D, Mohanakumari, and R. Magesh. "Identifying The Competencies Possessed By The Engineering College Faculty In India." Restaurant Business 118, no. 4 (April 12, 2019): 68–71. http://dx.doi.org/10.26643/rb.v118i4.7642.
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The main intention of the Paper is identifying the competencies possessed by the faculty in engineering college and adequate skills of all the disciplines required and that plays a vital role in educational institutions.In this era, engineering education in India faces major challenges as it requires meeting the demands of technical profession and emerging job market. Researchers have created some universally desired, yet challenging skills for global workforce. Nowadays, technology changes rapidly, so we have to update our self-according to the changing world, i.e., infrastructure, content/domain knowledge, educators/HR trainers. Thus, our technical faculty members should necessary to learn the innovative approaches to teaching and learning, which in turn will require effective professional development for both new and experienced instructors alike. It is right time now to redesign our curriculam, pedagogy and make the pre-service teacher preparation programme mandatory part of technical higher education.
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Samal, Elena. "«Acme» as a Peak of Personal and Professional Development of a self-Actualizing Personality." Izvestiya of Saratov University. New Series. Series: Educational Acmeology. Developmental Psychology 2, no. 2 (2013): 129–34. http://dx.doi.org/10.18500/2304-9790-2013-2-2-129-134.
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The article discusses the problem of self-actualization of a personality in its professional activity and achieving the peak of its personal development. Based on the analysis of various psychological theories and concepts it is shown that achieving of “acme” by a personality is based on the desire to grow and develop professionally or on its desire for self-actualization. Self-actualization can be better seen during the periods of professional crisis, which activate the processes of professional self-determination of a personality. One of the types of crisis is the transition from the level of normative requirements to the level of professional competence. Judging by the example of results of some investigations it is proved that there are differences in attitude to profession and desire to grow and develop professionally in people with working experience under and over 5 years, which can be conditioned by the crisis mentioned above. The applied aspect of the problem under study can be realized in counseling practices of psychological services connected with professional growth, by HR professionals, with the aim of promotion and professional growth of employees, and in development of programs for development and harmonization of internal and external conditions for self-actualization of a person. Key words: self-actualization, potential, professional self-actualization, acme, professional development, professional crisis, achievement motivation, career orientations.
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Bahri, Andi. "Zakat as Tax on the Perspective of Islamic Law." HUNAFA: Jurnal Studia Islamika 14, no. 2 (December 31, 2017): 253–74. http://dx.doi.org/10.24239/jsi.v14i2.487.253-274.
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Zakat as one of the pillars in Islam with dimensions ubudiyyah, ijtimaiyyah and iqtishadiyyah. As a country with the largest Muslim population in the world, Indonesia will potential benefit in zakat management. Based on calculation, the number of Muslim population will produce more zakat to increase ummah well-being in the zakat is managed in professional and accountable ways. Majority of zakat management problems includes limited qualified human skills and human resources (HR) in zakat management. In addition, weak regulations has also resulted in slow improvment in the optimization of zakat management. As a solution to the chronic problem is to provide urgent solutions in the zakat management organization (OPZ). This includes the involvement of stakeholders (government) in regulating the mechanism of zakat management and promoting public education about the obligations of zakat contribution. The position of zakat profession in Islam has similar position with other zakat income. As the result, the most accurate term given to zakat profession is zakat income (kasab). While the position between zakat and tax, there are three arguments: First, zakat and taxes are equally paid by every taxpayer and zakat obligators. Second, a Muslim chooses either of the two instruments: paying zakat or paying taxes only. Third, a muslim chooses one between; zakat or taxes, and assume his/her choices are representative of both. If he/she pays taxes, then he/she considers the tax as zakat from his property.
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Busson, Amandine, Séverine Tual, Mathilde Boulanger, Marine Renier, Romain Pons, Clément Piel, Camille Pouchieu, et al. "O1A.2 Exposure to benzimidazole fungicides in agriculture and non-hodgkin lymphomas, overall and by subtypes, in the AGRIculture and CANcer (AGRICAN) cohort." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A2.3—A3. http://dx.doi.org/10.1136/oem-2019-epi.7.
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PurposeIncreased risks of Non-Hodgkin’s Lymphomas (NHLs) have been reported among farmers in several meta-analyses, with exposure to pesticides as the main explanation. Few studies investigated associations by NHL subtypes and considering specific pesticides. From the French agricultural cohort AGRICAN, we assessed the role of benzimidazole fungicides use on NHL risk, overall and for multiple myeloma (MM), Chronic Lymphocytic Leukemia/Small Lymphocytic Lymphoma (CLL-SLL) and Diffuse Large B-cell Lymphoma (DLBCL).MethodsNearly 1 82 000 participants affiliated in a health assurance system reported in the enrollment questionnaire (2005–2007) lifetime pesticide use with start and end year on 13 crops and were followed until 2013. Using the crop-exposure matrix PESTIMAT, associations between NHLs and benzimidazole fungicides exposure (overall and for benomyl, carbendazim, fenzaflore, thiabendazole and thiophanate methyl) were estimated using Cox models.ResultsAfter exclusion of prevalent cases, individuals with incomplete agricultural profession history data or a zero tracking period, 1,133 NHL incident cases were identified from cancer registries (269 MM, 244 CLL-SLL, 190 DLBCL). Nearly 20% of participants were considered exposed (median duration from 7 to 20 years according to active ingredient). Increased NHL risk was observed with exposure to benzimidazole, overall, on any crops (NHL: HR=1.13, 95%CI=0.94–1.37, 150 cases, no duration relationship). Moreover, borderline positive associations were reported on specific crops: wheat/barley (NHL: HR=1.23, CLL-SLL: HR=1.42), beets (DLBCL, HR=2.19) and rape (DLBCL, 2.32). Significant increased risks were reported with MM for use of thiophanate-methyl on wheat/barley (HR=3.46, 23 exposed cases, no duration relationship) and with DLBCL for all 4 benzimidazole used on beets (HR from 2.34 to 2.57 and for the 2 used on rape (HR=2.39 and 2.46), although based on respectively 7 and 6 cases.ConclusionThese findings suggest positive associations between incidence of specific NHL subtypes, and exposure to benzimidazole as a chemical family or specific ingredients in this family.
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Fathoni, M. Ivan Ariful, Gunardi Gunardi, Fajar Adi-Kusumo, Susanna Hilda Hutajulu, and Ibnu Purwanto. "Cox Proportional Hazard Regression Interaction Model and Its Application to Determine The Risk of Death in Breast Cancer Patients after Chemotherapy." International Journal of Statistics in Medical Research 11 (October 21, 2022): 105–13. http://dx.doi.org/10.6000/1929-6029.2022.11.13.
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Introduction: This research is based on medical record data of breast cancer patients who seek treatment at the Central General Hospital, dr. Sardjito Yogyakarta, from 2018-2021 has as many as 105 patients. Several risk factors for cancer include demographic factors, clinical factors, tumor factors, and therapy. These factors lead to different psychological states of patients, resulting in the rate of recovery and death of patients.
Objective: To determine the risk of death in breast cancer patients after chemotherapy.
Methods: The method used in this study is Cox Proportional Hazard survival analysis with an interaction model. The variables studied were age, marital status, profession, insurance, BMI, comorbidities, duration of chemotherapy, chemotherapy agent, chemotherapy type, and tumor size.
Results: The analysis results using SPSS software obtained the best hazard and survival model with four significant variables, namely the duration of chemotherapy, chemotherapy agents, chemotherapy types, and the interaction between BMI and chemotherapy types.
Conclusions: The most significant risk factor for death was palliative chemotherapy type with HR 27.195 and 3-5 chemotherapy agents with HR 4.997. Meanwhile, the long duration of chemotherapy and the interaction between lean BMI and palliative chemotherapy reduced the risk of death by HR 0.967 and 0.128, respectively.
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Ernawati, Ni Made, I. Wayan Basi Arjana, Ni Putu Lianda Ayu Puspita, Mihai Voda, and Samrat Hazra. "Human resource development for rural tourism: a green tourism approach." International Journal of Green Tourism Research and Applications 4, no. 2 (December 28, 2022): 50–57. http://dx.doi.org/10.31940/ijogtra.v4i2.50-57.
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This study aimed to analyze the current human resource (HR) condition in more established tourist villages in Bali, Indonesia, as well as developing a human resource development model that could assist the villages in developing HR for tourism. The research is a qualitative study using 2 sample groups the Community-based Tourism (CBT) management in 5 developed CBT villages in Bali, and the Academics who conducted community services in the villages. The results show that the human resources available are in various stages depend on the phase and the maturity of the CBT village. The 7 training modes suggested in the model could be carried out as a standalone or combined training methods as required that could be carried out by some parties. For a maximum result, these parties that assist villages should work in synergy to contribute in developing rural tourism. The green HR requirement revolves around understanding and practicing ‘green’ in daily life as well as at workplace and profession aiming for achieving the ultimate goal of making the Earth as a safe living place for many generations to come. It is expected that the results of the study could assist villages in developing rural tourism and be used as a reference for personals and officials conducting community service in villages.
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Ulrich, Dave. "From war for talent to victory through organization." Strategic HR Review 14, no. 1/2 (April 13, 2015): 8–12. http://dx.doi.org/10.1108/shr-01-2015-0004.
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Purpose – The purpose of this paper is to show that the human resource (HR) focus on “talent” has dominated the profession for the past 15 to 20 years. Much of this work draws on the research from the excellent study and book called The War for Talent. In this paper, the author proposes that victory (from any war) does not come from talent alone, but from the organization. Organization is defined as capabilities, or what an organization is known for and good at, and culture, which is a key capability. When HR professionals deliver both talent and organization, they build sustainable success that leads to victory. Design/methodology/approach – This paper offers a perspective on shifting HR focus from an exclusive emphasis on talent to one on talent and organization. The author gives many examples of where great individual talent does not lead to long-term success (e.g. in most team sports, the leading scorer is on the winning team about 20 per cent of the time). Findings – Once one identifies organization as a source of long-term success, it is critical to operationalize organization into a series of conscious choices. The paper defines culture as a key capability (along with other possible capabilities of speed [agility, flexibility, responsiveness and change], innovation, collaboration, efficiency and so forth). The author identifies specific wars that HR professionals and line managers can diagnose that create the right organization. Originality/value – Many have talked about parts of organization (culture, climate, systems, process, etc.). The author offers an original way to define organization capabilities and culture.
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Severin, Richard, Edward Wang, Adam Wielechowski, and Shane A. Phillips. "Outpatient Physical Therapist Attitudes Toward and Behaviors in Cardiovascular Disease Screening: A National Survey." Physical Therapy 99, no. 7 (March 18, 2019): 833–48. http://dx.doi.org/10.1093/ptj/pzz042.
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AbstractBackgroundScreening the cardiovascular system is an important and necessary component of the physical therapist examination to ensure patient safety, appropriate referral, and timely medical management of cardiovascular disease (CVD) and risk factors. The most basic screening includes a measurement of resting blood pressure (BP) and heart rate (HR). Previous work demonstrated that rates of BP and HR screening and perceptions toward screening by physical therapists are inadequate.ObjectiveThe purpose was to assess the current attitudes and behaviors of physical therapists in the United States regarding the screening of patients for CVD or risk factors in outpatient orthopedic practice.DesignThis was a cross-sectional, online survey study.MethodsData were collected from an anonymous adaptive online survey delivered via an email list.ResultsA total of 1812 surveys were included in this analysis. A majority of respondents (n = 931; 51.38%) reported that at least half of their current caseload included patients either with diagnosed CVD or at moderate or greater risk of a future occurrence. A total of 14.8% of respondents measured BP and HR on the initial examination for each new patient. The most commonly self-reported barriers to screening were lack of time (37.44%) and lack of perceived importance (35.62%). The most commonly self-reported facilitators of routine screening were perceived importance (79.48%) and clinic policy (38.43%). Clinicians who managed caseloads with the highest CVD risk were the most likely to screen.LimitationsAlthough the sampling population included was large and representative of the profession, only members of the American Physical Therapy Association Orthopaedic Section were included in this survey.ConclusionsDespite the high prevalence of patients either diagnosed with or at risk for CVD, few physical therapists consistently included BP and HR on the initial examination. The results of this survey suggest that efforts to improve understanding of the importance of screening and modifications of clinic policy could be effective strategies for improving rates of HR and BP screening.