Acquisition Of Human Resources Research Articles

공기업 인적자원관리 현황 분석 및 개선 방안에 관한 연구

The purposes of this case study are (a) to systematically review the current state of human resource management of Kangwon Land, which has been a subject of social interest among public enterprises for which previous studies have been relatively lacking, and (b) to find problems and seek improvement plans based on them. Data related to the human resource management status of Kangwon Land, the subject of the case study, was collected online using the institution’s homepage and public institution ALIO system. This study used the public sector strategic human resource administration (management) system map as a framework for the analysis. Focusing on the main components of human resource acquisition, movement, motivation, and performance evaluation, human resource management status and problems of Kangwon Land were reviewed step by step. Based on the research results, implications for the direction of human resource management of Kangwon Land were suggested, especially in terms of ethical human resource management. The direction of follow-up research to supplement the limitations of the study was discussed as well.

Stable isotopes of archaeological and modern semi-terrestrial crabs (Potamon potamios) provide paleoecological insights into brachyuran ecology and human resource acquisition in late Holocene Jordan

Archaeological remains of brachyurans (e.g. crabs) are often overlooked as potential paleoenvironmental and paleoclimatical proxies in contrast to other marine and terrestrial invertebrates such as mollusks and landsnails. The potential for fine-scale regional paleoclimate reconstruction based upon these organisms' behavioral ecology has yet to be examined. We present novel isotopic analyses of the remains of a semiterrestrial freshwater crab (Potamon potamios) endemic to southwest Asia recovered from the archaeological site of Khirbat al-Mudayna al-’Aliya (KMA). KMA lies on a southern tributary of the Wadi al-Mujib in the Hashemite Kingdom of Jordan, approximately 40 km east of the Dead Sea. Excavations here recovered architecture, artifacts, and ecofacts dating to a single-period occupation during the early Iron Age (∼1000 cal BCE). Oxygen and carbon isotopes from these brachyuran remains were analyzed in conjunction with a two-year isotopic and morphometric study of the modern potomonautid population near the archaeological site and at nearby wadi systems to assess whether the isotopic values of modern crab populations correlated with variables such as temperature, including isotopic study of the pools in which crabs were found. In turn, these data could be used to reconstruct paleoclimate or paleoenvironment in the archaeological population. The high correlation in oxygen isotope values between crab carapaces and the water of the pools in which they were sampled suggest that variability in isotopic values of crab specimens recovered from KMA is tracking ancient human capture of these organisms across potentially different pools. Further, intra-year variability in isotopic values in modern crab carapaces as well as the similarity of isotopic values across wadi systems with different environments suggest that P. potamios remains cannot be used as reliable paleoenvironmental indicators. The implications of this research will have significance for archaeologists and other researchers in the study of paleoenvironment and paleoecology, and bears upon human mobility, resource acquisition, and human-nonhuman animal relationships.

SOVERIGNITY OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATION EFFECTIVENESS AND DEVELOPMENT

Human Resource Management is a critical function in both the corporate and public sectors. The process addresses several operational objectives, including recruitment, providing proper training to the employee, selecting the employee, assessing the employee, motivating and maintaining a proper relationship with the employee, and ensuring the welfare and health of the employees in the organisation through laws enacted by the relevant state and country. Human resource management is the process through which an organisation makes use of its limited skilled staff. The fundamental goal is to make the most use of the organization's existing human resources. One of the primary goals of human resource management in the firm is to offer employees with a good working environment. The actions that promote the employee's dignity and growth in the organisation are referred to as the quality of work life. It enables employees to collaborate inside the organisation and the activities, adjustments, and improvements required for goal achievement, improving quality of life, and increasing organisational effectiveness. The purpose of this paper is to discuss the effects of human resource management on organisational performance and development. In recent times, organisations have focused not just on employees for work-related aspects, but also on an employee's overall well-being. Human resource management is comprised of four major functions they are Human resource acquisition, development, maintenance, and motivation. These are the fundamental elements or critical stages that assist an organization in achieving its objectives. It is a truth that the employee's life cannot be compartmentalised and that any disruption in the employee's personal life will disrupt the professional life as well. As a result, human resource management works for the overall growth of the employee by minimising stress and providing a healthy work environment.

Has Canada's 21st‐Century Grand Gender Convergence Stalled? Male and Female Income and Human Resource Stock Distributions Viewed Through an Equal Opportunity Lens

AbstractThe increasing similarity of male and female labor market roles in advanced economies over the past 50 years, dubbed the “Grand Gender Convergence” by Goldin (2014), appears to have stalled. Given commonality of preferences for work and human resource acquisition across the gender divide, women and men with similar human resources and efforts should have similar income distributions in a non‐discriminatory equal opportunity equilibrium. However, income convergence is a necessary but not sufficient condition for a “Grand Gender Convergence” as similarities in incomes could be achieved with differences in human resources and efforts given discriminatory rewards. In this study, using new tools for examining distributional convergence processes, the progress of Canada's 21‐st Century “Grand Gender Convergence” is examined in the context of an equal opportunity paradigm. While income convergence is almost universally apparent, human resource stock distributions appear to be diverging, with women having increasingly superior resources to men, evidence that the grand convergence is not progressing.

Framing ideas for new venture resources acquisition in crises: An fsQCA analysis

How should new venture ideas be framed in order to acquire human resources and gain support in times of crisis characterized by struggling or failing institutions and governmental organizations? To answer this question, we analyze 316 new venture ideas aimed at alleviating the COVID-19 crisis in 11 countries. We investigate different linguistic framing configurations and test their persuasive power for human resource acquisition. Our fuzzy-set qualitative comparative analysis (fsQCA) and linguistic analysis reveal that a “common enemy framing” is crucial for obtaining resources in crisis contexts. Non-profit venture ideas, specifically, may acquire resources via two additional paths: adding positive emotional content or using an entrepreneurial hustle framing with concrete calls to action. Our findings provide novel insights into entrepreneurial resource acquisition and idea framing during crises.

Public Health Strengths During the COVID-19 Response.

Public Health Strengths During the COVID-19 Response.

Why Become an Entrepreneur and Why It Matters? Effects of Motives on Entrepreneurial Outcomes

The papers included in this symposium aim to enrich and complement the growing literature on entrepreneurial motives from different theoretical and methodological perspectives. While all focus on understanding the links between motives and entrepreneurial outcomes, the papers apply behavioral, economic, social psychological, and cognitive lenses and use a variety of methods including qualitative, survey, linguistic, and experimental methods. Taken together, they offer evidence that the study of motives is important to enriching our understanding of several entrepreneurial processes, including employee entrepreneurship, serial entrepreneurship, business idea development, and financial and human resource acquisition. The goal of this symposium is to raise awareness and spark debate around the multiple ways in which motives matter to entrepreneurial outcomes. Spinning an Entrepreneurial Career: Uncovering Motivational Pathways to Venture Success Presenter: Hyeonsuh Lee; U. of Illinois at Urbana-Champaign Presenter: Sonali Shah; U. of Illinois at Urbana-Champaign Presenter: Rajshree Agarwal; U. of Maryland Saved by a Partner: Founder Intrinsic Motivation, Entrepreneurial Survival, and Partnership Gains Presenter: Jihae Shin; U. of Wisconsin, Madison Presenter: Yuna Cho; Yale School of Management Presenter: Laura Huang; Harvard Business School Ability, Preferences, and Employment in Early-Stage Technology Startups Presenter: Michael Roach; Cornell U. Presenter: Henry Sauermann; ESMT European School of Management and Technology Understanding the Relationship Between the Vocabulary of Local Entrepreneurs and Community Investors Presenter: Esther Leibel; Boston U.

Knowledge management and innovation performance in knowledge intensive organisations - the role of HR practices

Knowledge intensive organisations survive and sustain through effective knowledge management practices. The present study attempts to understand the interplay of knowledge management, human resource practices and innovation performance in knowledge-intensive organisations. In-depth interviews were carried out with five subject matter experts using semi-structured interview schedule for finalising the conceptual model. The model was empirically tested using a questionnaire on a sample of 152 respondents and the results are discussed. Organisation memory was found to be the most significant predictor of innovation performance followed by knowledge acquisition and knowledge integration. Separate parallel mediation analysis was carried out to see the influence of each KM practice on innovation performance via the four HR practices. Human resource acquisition was found to be the only HR practice that mediates the relationship between each of the KM practices and innovation performance.

Spatial Changes in Manufacturing Employment in Japan and Human Resource Acquisition Strategies in Peripheral Areas

Spatial Changes in Manufacturing Employment in Japan and Human Resource Acquisition Strategies in Peripheral Areas

What drives human resource acquisition and retention in social enterprises? An empirical investigation in the healthcare industry in an emerging market

Although healthcare is one of the fastest growing sectors in the world, it faces crucial shortages in human resource (HR) availability and retention. This challenge is worsened in social enterprises. In this research, we build on a multimethod and a multistudy approach. In the first study, using an exploratory qualitative study, we identify HR practices that influence HR acquisition and retention. Utilizing an institutional logics lens, we propose that market logic and community logic-driven HR practices influence a firm's ability to acquire and retain HR. In the second study, we test our hypotheses using primary data from 182 faith-based hospitals in India and a robust empirical model accounting for endogeneity. We find that while market logic-driven HR practices help with HR acquisition, community logic-driven HR practices help with HR retention. In the third study, through a simple field experiment, we showcase that, indeed, market and community logic-based HR practices are responsible for HR acquisition and retention.

The Effects of Team Human Resource Acquisition on Employee Well-Being

The Effects of Team Human Resource Acquisition on Employee Well-Being

CAD of human resource configuration in project scheduling for construction engineering applications

AbstractThe critical path method is the primary technique for project scheduling in construction engineering. However, the development of enterprises outside Taiwan has recently encountered difficulties in personnel dispatch and human resource acquisition. The management of time schedules without the consideration of human resource configuration may cause enterprises to make unrealistic decisions. Hence, the problems of project scheduling with limited human resources have been increasingly attracting attention from construction enterprises. Based on limited human resource configuration, this study uses computer aided design tool with a linear programming method to conduct a project scheduling for the optimal model with minimized costs for construction engineering applications. We find that the programming trial balance can effectively solve the problem of limited human resource configuration and compute the lowest construction costs. Specifically, the lowest cost obtained from the programming solution is RMB 25,315,752, which is RMB 1,920,632 lower than that in the former solution without resource constraints. Further, the scheduling procedure obtained by using the shortest path method connects with the programming trial balance to resolve the problem by changing the decision variables and relevant data, whose connection is easier and more convenient than under the pure critical path method. Moreover, according to the idea of CDIO engineering education, allowing the students to participate in scientific research project and scientific and technological innovation activities of different levels and types, it improves students’ learning capacity, innovation capability, cooperation capability, and engineering practical ability.

Human Resource Accounting and Shareholders Wealth Maximization: Empirical Study of Nigeria Quoted Manufacturing Firms

This study empirically investigated the relationship between human resource accounting and shareholders wealth maximization of selected quoted manufacturing firms in Nigeria from 2000-2016. Time series data was generated from the Annual Reports of the quoted firms. Twenty manufacturing firms were selected from the population of quoted manufacturing firms. Two multiple regression models were specified and estimated with the aid of Software package for social services (SPSS). Return on investment was modeled as the function of capital and revenue expenditure components of human resource accounting. The generated collinearity diagnostics result shows that the Eigen values that correspond to the highest condition index and variable constant are consistent with the rule of thumb. The Durbin Watson test shows absence of auto-correlation. From the expenditure component, we found correlation coefficient of 71.3%, R2 and the Adjusted R2 shows that 50.8% and 36.0%. The explanatory power of the predictor variables shows that all the independent variables have positive but insignificant relationship with return on investment of the manufacturing firms except cost of human resource acquisition. The revenue expenditure proved R2 and the adjusted R2 of 61.0% and 49.3% explained variation on return on investment. The coefficient of the independent variables proved that salaries, wages and bonus have positive relationship with return on investment of the selected manufacturing firms while commission and allowances have positive effect on return on investment. It concludes that human resource accounting has significant relationship with shareholders wealth maximization of the selected manufacturing firms. We recommend that all human capital expenditure should properly be accounted for and the need to investment on human capital of the firms.

Informal employment in China: recent development and human resource implications

A key feature contributing to the rapid economic development of China is the deregulation of the labour market and the dramatic growth in the use of informal employment. This paper reviews recent developments of informal employment in China and the role of institutional actors. It also examines the role of government policy and regulation in improving or worsening, directly and indirectly, the terms and conditions of those engaged in informal employment. The study contributes to the understanding of the situation of informal employment in China as one of the countries that contains the largest number and proportion, in relation to formal employment, of informal workers, not only in the semi‐ and manual skilled segment, but also increasingly extended to include highly educated workers, notably university graduates. It has implications for employment relations and social policy for foreign firms wishing to enter or already operating in China in terms of their human resource acquisition and management. The paper concludes that strong state intervention is necessary to uplift the employment prospect of workers in informal employment, particular in labour markets where workers hold weak bargaining power and are largely unorganised.

Examining Context in the Study of Human Capital

Insights from recent research emerging from the fields of strategy and human resource management suggest that the context in which human capital is embedded and deployed has important implications for value creation and capture in organizations. Our symposium seeks to build on this insight by showcasing research which explicitly considers the role of context in the study of human capital. We adopt a broad view of context, including papers which examine the roles of social, organizational, and strategic context as they relate to the creation and capture of value by human capital. Our goal is to highlight the variety of contextual considerations that influence the value associated with human capital, with the combination of papers included in this session demonstrating that context is more accurately viewed as the composition of a variety of tangible and intangible forces than as a single setting in which human capital is cleanly embedded. These papers offer broad insights into how an organization’s context influences the value creation and capture associated with multiple attributes of human capital and has implications for how organizations may best manage the human capital resource over an extended period of time (i.e., from human resource acquisition to departure).

PERSONAL CHARACTERISTICS OF INNOVATORS — AN EMPIRICAL STUDY OF ROLES IN INNOVATION MANAGEMENT

First and foremost, innovation is driven by people. These people have specific personal characteristics and fulfil designated roles in innovation management. We have conducted an empirical study among 190 employees in R&D departments of mature international firms from four different countries (Germany, U.S.A., Great Britain and Switzerland) currently working on innovation projects. Using multivariate analyses, we could identify personal characteristics associated with different roles people can take over the course of an innovation project. These roles are called expert, power, process or relationship promotor as well as champion. The identified personal characteristics exhibit a distinctive pattern in their combined occurrence for each role. Our results show a detailed picture of specific personal characteristics of individuals, so called innovators, necessary for successful innovation. Based on these findings, we derive recommendations for a targeted human resource acquisition and a better selection of employees for successful innovation teams.

The use of networks in human resource acquisition for entrepreneurial firms: Multiple “fit” considerations

This study proposes a multi-dimension, multi-contingent “fit” perspective for examining different practices adapted by entrepreneurial firms in acquiring human resources. We posit that while environmental constraints are important considerations for adapting recruitment practices through networks, strategic needs and interpersonal dynamics are the key drivers behind the evolution of such practices. As they transit from the startup to the growth phase, entrepreneurial firms utilize different network pools in search of diversity, yet cling to strong ties to find talents with common values and goals. Our findings carry important implications for future research in human resource management by integrating the macro- and micro-perspective, and at the same time, enhance the understanding of network effects and their strategic bearings in the entrepreneurial process, specifically in the acquisition of human resources.

Personnel Decisions: Cost Benefits And Opportunities For the Energy Industry

Abstract This article reviews current practice in personnel decision making in the energy industry, outlining the conditions under which it developed. Changes in today's environment are noted and the utility equation is introduced as an aid to understanding the dollar impacts of these changes. Recent developments that make it possible to tally up the dollar benefits of alternative recruitment and selection programs are explained. Results of utility analyses for the job of roughneck, c1erk.typist and assistant buyer are presented. The discussion points to human resource investment likely to have high net benefits and favorable return on investment for the energy industry. Introduction A recent article in this Journal(l) outlined human resource challenges facing energy industry managers. This article concerns the first one, the challenge of attracting, retaining and effectively utilizing human resources. Managers may long for the days when their biggest human resource problem was one of talking the few qualified applicants available for specialized or technical openings into accepting an offer from their organization. When the number of applicants approaches the number of openings, the personnel decision maker has few choices anyway. Those days are over for now at least, and today's challenges ask much more of the personnel decision maker. Now, sometimes many qualified applicants are available for new positions, vastly increasing both the opportunity for selecting top-notch performers and the bottom- line payoff that comes with hiring the cream of the crop. Unfortunately, personnel decision makers are also faced with the necessity of managing human resource reductions. The principles are the same, as is the opportunity to waste vast amounts of human capital. This paper is focused mainly on the process of bringing, new talent into the organization or Human Resource Acquisition (HRA), but the relevance to human resource reduction is also discussed. Structurally, section one reviews current human resource acquisition practice in the energy industry. Section two briefly outlines analytical techniques. Section three opens with a first look at applying the utility equation to the job of roughneck on an oil rig. Results of applying the utility equation to two other industry related jobs follow. Section, four offers recommendations for bringing HRA programs into line with their impact on the bottom line. Current Practice It is useful to break spending on HRA into two main types:recruiting andselection. Although they are often used interchangeably, recruiting is the process of generating an applicant pool. Selection is the process of gathering information from the applicants leading to decisions about who to hire. From recent discussions with energy industry personnel managers, there is a clear trend to spend the bulk of the HRA budget on the recruiting side. It is also useful to break spending down further into R&D and production. By this, I mean to distinguish money spent to develop new recruiting strategies (R&D) from money utilized in carrying out tried and true strategies (production).