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Journal articles on the topic 'Human resources'

To see the other types of publications on this topic, follow the link: Human resources.

Author: Grafiati

Published: 4 June 2021

Last updated: 30 July 2024

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1

Martins-Oliveira, Angele Tatiane. "Human Demand for Natural Resources." International Journal of Zoology and Animal Biology 5, no. 5 (2022): 1. http://dx.doi.org/10.23880/izab-16000406.

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The growing exponential curve representative of the world’s human population has driven the increase in demand for natural resources, which can be due to human needs and the contemporary way of life largely focused on capitalism

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2

Alomari, Ali Saeed. "The Role of Human Resources Information Systems in Improving the Performance of Human Resources Management." Indian Journal of Science and Technology 12, no. 35 (September 30, 2019): 01–06. http://dx.doi.org/10.17485/ijst/2019/v12i35/147859.

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3

Arorison, Robert L. "Book Review: Human Resources: Human Resource Implications of Robotics." ILR Review 38, no. 4 (July 1985): 673–74. http://dx.doi.org/10.1177/001979398503800426.

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4

Parameshwara, Parameshwara. "Emerging Trends in Human Resources Management." Indian Journal of Applied Research 4, no. 4 (October 1, 2011): 85–86. http://dx.doi.org/10.15373/2249555x/apr2014/23.

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5

Bilevičienė, Tatjana, Eglė Bilevičiūtė, and Gintarė Paražinskaitė. "Innovative Trends in Human Resources Management." ECONOMICS & SOCIOLOGY 8, no. 4 (December 20, 2015): 94–109. http://dx.doi.org/10.14254/2071-789x.2015/8-4/7.

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6

Sattarovich, Jumanov Tulkin. "HUMAN RESOURCES POLICY – CONCEPTS AND ANALYSIS." International Journal Of Law And Criminology 03, no. 06 (June 1, 2023): 71–75. http://dx.doi.org/10.37547/ijlc/volume03issue06-12.

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7

K Khairnar Sachin, Karishma. "Human Resources Prototype, Implementation and Development." International Journal of Science and Research (IJSR) 12, no. 6 (June 5, 2023): 1029–33. http://dx.doi.org/10.21275/sr23607171940.

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8

Fossas Olalla, Marta. "The resource-based theory and human resources." International Advances in Economic Research 5, no. 1 (February 1999): 84–92. http://dx.doi.org/10.1007/bf02295034.

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9

Ramapriya, M., and Dr S. Sudhamathi. "Models of Strategic Human Resource Management and Human Resources Policies." International Journal of Management Research and Social Science 7, no. 4 (January 2, 2021): 116–21. http://dx.doi.org/10.30726/ijmrss/v7.i4.2020.74022.

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10

Veise, SeidMehdi, Alireza Gholami, Leila Hassanaki, Hassan Rahimi Pardejani, and Alireza khairi. "The effects of human resource flexibility on human resources development." Management Science Letters 4, no. 8 (2014): 1789–96. http://dx.doi.org/10.5267/j.msl.2014.7.004.

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11

Hendrickson, Anthony R. "Human resource information systems: Backbone technology of contemporary human resources." Journal of Labor Research 24, no. 3 (September 2003): 381–94. http://dx.doi.org/10.1007/s12122-003-1002-5.

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12

Bloom, Robert, and Jacob Kamm. "Human Resources." Compensation & Benefits Review 46, no. 4 (July 2014): 219–22. http://dx.doi.org/10.1177/0886368714555453.

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13

Hodgkinson, Robert. "HUMAN RESOURCES." Facilities 6, no. 7 (July 1988): 9–14. http://dx.doi.org/10.1108/eb006450.

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14

White, Gary W. "Human Resources." Journal of Business & Finance Librarianship 5, no. 1 (September 1999): 41. http://dx.doi.org/10.1300/j109v05n01_05.

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15

Rothstein, Jules M. "Human Resources." Physical Therapy 75, no. 1 (January 1, 1995): 1–2. http://dx.doi.org/10.1093/ptj/75.1.1.

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16

Michels, Eugene. "Human Resources." Physical Therapy 75, no. 5 (May 1, 1995): 444–45. http://dx.doi.org/10.1093/ptj/75.5.444.

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17

Pandey, N. N. "Human Resources." Management and Labour Studies 37, no. 4 (November 2012): 323–35. http://dx.doi.org/10.1177/0258042x13484869.

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18

Julius, Daniel J. "Human Resources." New Directions for Higher Education 2000, no. 111 (2000): 45–54. http://dx.doi.org/10.1002/he.11105.

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19

Thotlani, Rekha. "Human Resources Management in Indian Call Center." Indian Journal of Applied Research 3, no. 1 (October 1, 2011): 70–71. http://dx.doi.org/10.15373/2249555x/jan2013/28.

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20

Lišková, S., and P. Tomšík. "Competency-based approach to human resources management." Agricultural Economics (Zemědělská ekonomika) 59, No. 11 (November 29, 2013): 496–504. http://dx.doi.org/10.17221/68/2013-agricecon.

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 The paper deals with the competency approach to human resources management. The approach is seen as one of the possibilities to effectively manage work performance. The paper focuses on defining the term competency, components of competency, types of competencies, and on identification of competencies. The paper also focuses on the competency models, their types, approaches to them, and the procedures of their creation. Finally, the paper summarizes the possibilities of the use of the competency approach in various spheres of management of human resources, and it describes the connection of the competency approach with the strategic management.  

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21

Hunko, Nataliia. "Factors Influencing the Formation of Human Resources." ECONOMICS & SOCIOLOGY 6, no. 2 (November 20, 2013): 65–72. http://dx.doi.org/10.14254/2071-789x.2013/6-2/6.

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22

Brauns, Melody. "Aligning Strategic Human Resource Management To Human Resources, Performance And Reward." International Business & Economics Research Journal (IBER) 12, no. 11 (October 29, 2013): 1405. http://dx.doi.org/10.19030/iber.v12i11.8179.

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In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and the future direction of Strategic Human Resource Management. Strategic Human Resource Management involves making those decisions that define the overall vision, mission, core values and objectives of the organisation, thus determining the most effective utilisation of its resources. Walker (1992: 16) states that Strategic Management enables managers to respond to environmental changes based on a defined business mission, vision and values. Strategies are directional plans that guide management actions in the pursuit of opportunities. In essence, strategies point the way for the most promising changes. They are plans that give direction and address people related business issues. Human Resource strategies are important because they help determine how to manage people in relation to business strategies. Strategic Human Resource Management aligns Human Resources, which is necessary for the success of the organisation.

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23

Rowland, Kendrith M. "Book Review: Human Resources: Human Resource Management: Contemporary Perspectives in Canada." ILR Review 39, no. 4 (July 1986): 617. http://dx.doi.org/10.1177/001979398603900436.

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24

Florin-Thuma, Beth. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Accounting." ILR Review 42, no. 1 (October 1988): 131–32. http://dx.doi.org/10.1177/001979398804200119.

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25

Волков, А. В. "Human resource management mechanism in the ecosystem of human resources partnership." Экономика и предпринимательство, no. 10(147) (February 21, 2023): 1210–14. http://dx.doi.org/10.34925/eip.2022.147.10.240.

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В статье представлен механизм управления человеческими ресурсами в экосистеме кадрового партнерства. Основное внимание уделено базовым и специальным профессиональным компетенциям HR-сообщества для повышения эффективности деятельности экосистемы кадрового партнерства. The article presents the mechanism of human resource management in the ecosystem of personnel partnership. The main attention is paid to the basic and special professional competencies of the HR community to improve the efficiency of the ecosystem of personnel partnership.

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26

Zakaria, Sabarudin. "Transforming Human Resources into Human Capital." Information Management and Business Review 2, no. 2 (February 15, 2011): 48–54. http://dx.doi.org/10.22610/imbr.v2i2.882.

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Human resource refers to the stock of productive skills and technical knowledge embodied in labor. It is tangible in nature. Many early economic theories refer to it simply as labor, one of the three factors of production, and consider it to be a fungible resource -- homogeneous and easily interchangeable. The goal of human resource management is to help an organization to meet strategic goals by attracting, and retaining employees and also to manage them effectively so that they deliver productive outputs. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organizationâ€™s employees, and the overall strategic direction of the company. Human capital instead, refers to the intangible aspect of human resources. It enhances the value of employees by striking a win-win goal for employers and employees. It focuses on the intrinsic value of each employee, where any expenditure on employees is regarded as an investment rather than an expense. The varying talents and motivations of employees are given cognizance so that incentives and working arrangements can be created to enhance each employee's contributions to organizational performance. This paper distinguishes human capital from human resources and how human resource may be transformed into human capital.

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27

Rahayu, Sri, and Cahya Budhi Irawan. "The Role of Human Capital Investment on Human Resources Performance in Indonesia." ASIAN Economic and Business Development 1, no. 1 (May 21, 2021): 128–31. http://dx.doi.org/10.54204/27761121.

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This study examines the role of human capital investment in the form of improving education and health services in Indonesia in order to improve the performance of Indonesia's human resources so that it can increase the income of Indonesians which is reflected in the encouragement of economic growth. This study uses secondary data from world banks and processed regression using the moving average autoregression method. We find that education and health investment are positively related to economic growth. This indicates that human capital investment in Indonesia is able to improve the performance of Indonesia's human resources so that it has the impact of encouraging Indonesia's economic growth.

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28

Mukhtorov, Botir, and Murodjon Ermatov. "METHODS OF EFFECTIVE HUMAN RESOURCE MANAGEMENT." International Journal Of Management And Economics Fundamental 03, no. 05 (May 1, 2023): 76–80. http://dx.doi.org/10.37547/ijmef/volume03issue05-10.

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Labor resources and their effective management are important factors in creating a perfect and competitive national economic system in the Republic of Uzbekistan. Therefore, the article covers issues such as the definition of the concept of "Management of human resources" and the study of the level of application of methods of effective management of human resources in Uzbekistan.

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29

MANTHEY, MARIE, and THOMAS M. JENKINS. "Human Resources or Human Assets?" Nursing Management (Springhouse) 20, no. 9 (September 1989): 17???22. http://dx.doi.org/10.1097/00006247-198909000-00005.

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30

Afilal, Mohamed, Hicham Chehade, and Farouk Yalaoui. "The Human Resources Assignment with Multiple Sites Problem." International Journal of Modeling and Optimization 5, no. 2 (April 2015): 155–60. http://dx.doi.org/10.7763/ijmo.2015.v5.453.

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31

Bhanabhai, Bhutadiya Narsungbhai, and Dr Manubhai G. Patel. "Human Resources Development in University Libraries of Gujarat." Indian Journal of Applied Research 3, no. 2 (October 1, 2011): 222–24. http://dx.doi.org/10.15373/2249555x/feb2013/75.

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32

ANTONY, M. RUBAN. "Trends Reshaping The Future of Human Resources Management." International Journal of Scientific Research 3, no. 4 (June 1, 2012): 1–2. http://dx.doi.org/10.15373/22778179/apr2014/216.

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33

MURTHY K.V.S.N, MURTHY K. V. S. N., KARTHIGA S. KARTHIGA.S, and Dr RAJANDRAN K. V. R. Dr. RAJANDRAN K.V.R. "The Management of Human Resources and Technological Change." International Journal of Scientific Research 3, no. 4 (June 1, 2012): 179–80. http://dx.doi.org/10.15373/22778179/apr2014/221.

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34

Shah, Dr Ghanshyam Prasad. "Human Resources Management Practices in Nepalese Commercial Bank." International Journal of Research Publication and Reviews 5, no. 4 (April 11, 2024): 4677–83. http://dx.doi.org/10.55248/gengpi.5.0424.1045.

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35

Mamaiashvili, Jemal. "OUTSOURCING AS AN ACTOR IN HUMAN RESOURCES MANAGEMENT." Economic Profile 18, no. 2(26) (December 19, 2023): 63–68. http://dx.doi.org/10.52244/ep.2023.26.06.

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Among all other resources, Human Resources are the most relevant in increasing the efficiency of companies' operations. Currently, the attitude towards the role and importance of Human Resources has changed significantly. As the issue of using modern information technologies and thinking in global categories becomes more active, special emphasis is placed on relationships with that personnel who can offer innovations to company leaders. In fact, they constitute the main core of the intellectual capital of production. The purpose of the article is to analyze the role and place of information technologies in the management (including strategy) of Human Resources. The subject of the research is outsourcing in personnel management. When does a company turn to outsourcing? This is the main issue around which many discussions and scientific disputes have been and are being conducted today in the scientific space. Research on Human Resources outsourcing in Georgia is still scarce. This article is a modest attempt to fill this gap. As a result of the study, both general and case-specific factors of Human Resources management that are currently relevant for Georgia were identified.

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36

Siddiqui, Dilnawaz A. "Human Resources Development." American Journal of Islam and Society 4, no. 2 (December 1, 1987): 277–94. http://dx.doi.org/10.35632/ajis.v4i2.2863.

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IntroductionThis paper seeks to define human resources development (HRD) as anecessary, if not a sufficient, tool for bringing about societal change in lessdeveloped countries (LDC‘s), and reflects upon different concepts of ”development,” including the Islamic view of it. Then, it reviews the status of educationin the Muslim World and moves on to describe the TALIM model ofHRD. In the end, a few salient features of the mechanism of this model aresuggested. Also, an HRD policy plan that needs to be implemented by theMuslim Ummah is included as an appendix.Human Resources Development (HRD)It can be easily argued that HRD has been an established tradition sincetime immemorial, as it is difficult to determine when individual apprenticeshipstarted. The well-developed ancient civilizations of China, India, Mesopotamiaand Egypt would have been impossible without an established tradition ofapprenticeship. In the West, however, HRD as an organized activity does nothave a long history. Here they have only recently begun to realize itssignificance. The West has now started to move from the stage of treatinglabor as a disposable element of production to a position where “human factor”is considered significant as both the planner and the beneficiary of thefruits of production.According to Knowles (1960) and Nadler (1970), HRD is a strategy ofdeveloping skilled manpower. Nadler (1mO) defines HRD as a series of organizedactivities, conducted within a specified time, and designed to producebehavioral change. According to him, it has four components: (1) employeetraining, (2) employee education, (3) employee development, and (4) nonemployeedevelopment ...

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37

Bâtcă-Dumitru, Corina-Graziella, Daniela-Nicoleta Sahlian, and Cleopatra Șendroiu. "Human Resources Budget." CECCAR Business Review 2, no. 8 (August 31, 2021): 10–17. http://dx.doi.org/10.37945/cbr.2021.08.02.

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38

Koor, Judy. "Managing human resources." College & Research Libraries News 47, no. 8 (September 1, 1986): 523–24. http://dx.doi.org/10.5860/crln.47.8.523.

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39

Badawy, Michael K. "Managing Human Resources." Research-Technology Management 50, no. 4 (July 2007): 56–74. http://dx.doi.org/10.1080/08956308.2007.11657452.

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40

Mcbain, Richard. "Human Resources Management." Henley Manager Update 14, no. 3 (March 2003): 24–34. http://dx.doi.org/10.1177/174578660301400303.

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41

Mcbain, Richard. "Human Resources Management." Henley Manager Update 14, no. 4 (June 2003): 23–35. http://dx.doi.org/10.1177/174578660301400403.

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42

Mcbain, Richard. "Human Resources Management." Henley Manager Update 15, no. 1 (September 2003): 20–32. http://dx.doi.org/10.1177/174578660301500103.

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43

Mcbain, Richard. "Human Resources Management." Henley Manager Update 15, no. 2 (December 2003): 24–35. http://dx.doi.org/10.1177/174578660301500203.

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44

Mcbain, Richard. "Human Resources Management." Henley Manager Update 15, no. 3 (March 2004): 23–34. http://dx.doi.org/10.1177/174578660401500303.

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45

Mcbain, Richard. "Human Resources Management." Henley Manager Update 15, no. 4 (June 2004): 21–34. http://dx.doi.org/10.1177/174578660401500403.

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46

Marco Lajara, Bartolomé, Francisco García Lillo, and Vicente Sabater Sempere. "Human resources management." Employee Relations 25, no. 1 (February 2003): 61–80. http://dx.doi.org/10.1108/01425450310453526.

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47

Coggburn, Jerrell D. "Outsourcing Human Resources." Review of Public Personnel Administration 27, no. 4 (December 2007): 315–35. http://dx.doi.org/10.1177/0734371x07301976.

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48

Rangarajan, Nandhini, and Dianne Rahm. "Greening Human Resources." Review of Public Personnel Administration 31, no. 3 (May 16, 2011): 227–47. http://dx.doi.org/10.1177/0734371x11408706.

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49

Badawy, Michael K. "Managing Human Resources." IEEE Engineering Management Review 36, no. 1 (2008): 117. http://dx.doi.org/10.1109/emr.2008.4490144.

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50

Travis, Lisa D. "Human Dissection Resources." Journal of Electronic Resources in Medical Libraries 11, no. 1 (January 2014): 46–52. http://dx.doi.org/10.1080/15424065.2013.876582.

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