Human Resource Experts Research Articles

Providing a model for understanding the phenomenon of employees' laziness among Iranian governmental organizations

The present study was to provide a model for understanding the phenomenon of employees' laziness among Iranian governmental organizations. This research is an applied one in terms of purpose and an exploratory-survey one in terms of approach. The statistical population of the research was selected among a group of experts in human resource composed of executive directors specializing in human resources who were interviewed in-depth. This selection and conduct of the interview continued until the theoretical saturation, and then stopped. In this study, the snowball sampling method was used. In this way, the first expert was selected according to initial investigations and surveys of the honorable supervisor. After completing the interview with the first person, he was asked to introduce other expert or experts who may be experts in the field of employees' laziness and contribute to the richness of the research model. This process continued until the researcher theoretical saturation. Eventually, 16 experts were interviewed. In this research, since the grounded theory method was used, the main tools for data collection were in-depth and unstructured interviews with human resources experts. Finally, after three stages coding include open, axial and selective, a conceptual model of research was designed based on the paradigmatic model.

Strategi Entrepreneurial Marketing Gocampus.Co.Id Dalam Memasarkan Perguruan Tinggi Swasta

This study aims to market private universities in Indonesia and help students in facilitating the search for university information even become the number one educational information resource in Indonesia, where the analysis used is Matrix Strategic Position and Action Evaluation (SPACE). The research method used is descriptive qualitative. The study was conducted by observation on the environmental conditions of the gocampus.com industry in general and specifically based on existing facts. Analysis method used in this research is entrepreneurial marketing analysis which include strategy: Guerilla marketing, ambush marketing, and word of mouth marketing strategy The result from SPACE matrix quadrant indicates that GoCampus position is in aggressive quadrant with score on horizontal axis of 3 and score on the vertical axis of 2.2. Strategies that GoCampus can run for expansion (growth) from the perspective of entrepreneurial marketing strategy can be applied with several types: Guerrilla marketing, word of mouth marketing, and Ambush marketing. Gocampus can implement an expansion strategy and improve on the strength of human resources (for example by increasing the expertise of human resources, making efficiency in human resources), and increasing Gocampus technology accessibility (eg accessible on smartphones, plug and play available on google play, and sponsorship of google play applications that have a large market share), so that the company's performance can improve, and Gocampus expands its business to increase market share (eg penetrate the international university market).

A Risk Management Strategy for Managing Critical Human Resource Changes in a Pediatric Heart Program

BackgroundRelocation, recruitment, or retirement of critical team members may lead to changes in the expertise pool that could threaten patient outcomes in a pediatric heart program. We developed a quality initiative aimed at risk management that uses risk-stratified case complexity and outcomes to guide a program during critical fluxes in the expert staff. The Ramp Down/Up protocol is a systematic, voluntary reduction in the complexity of cases performed, followed by a transparent and intentional escalation of case complexity. MethodsInstitutional Ethics Review Board approval for this quality initiative was obtained. Patient/caregiver consent for quality data collection is obtained at the time of hospital admission. Every surgical patient having their index cardiac surgical procedure at the Izaak Walton Killam (IWK) from January 1, 2003, to December 2015 is included. The Ramp Down/Up protocol evolved to have to 4 critical elements: (1) a trigger and a reduction in case complexity; (2) an external/objective expert observer; (3) an escalation in case complexity; and (4) data (qualitative and quantitative) collection and analysis. ResultsThe Ramp Down/Up protocol was used 3 times over a 12-year period to address critical expert human resource challenges. The protocol was used for variable duration (3.5-9 months). Patient operative mortality was benchmarked to the Congenital Cardiac Surgery database, and outcomes were stable during and after protocol employment. ConclusionsA quality initiative aimed at risk management has allowed 1 pediatric heart team to ensure that patient outcomes were maintained during critical human resource changes.

Training and Manpower Productivity in Nigeria Public Sector

The Nigerian public sector score-card over the years is equated to inefficiency and poor performance. This is owing to the understanding that public sector personnel are ill-equipped with necessary skills to turn around the fortune of the nation. This study therefore examined training and manpower productivity in Nigeria public sector: concerns and pathway for effectiveness. To achieve this, the study reviews literature on the concepts of training, manpower productivity, emergence and role of government in training and manpower productivity in Nigeria, and challenges of training in Nigeria public sector. This study utilized human capital and scientific management theory in order to build solid arguments for the discourse. It was therefore concluded that productivity in Nigeria public sector is contingent on proper manpower training and development. Hence, the study recommends the need to ensure that training is handled by competent human resources experts and practitioners for efficient results. Also, training and productivity-oriented organizations in Nigeria must be strengthened for effectiveness.

The Strategic Nature of the Employment Relationship

The strategic nature of employment relationship provides HRM professionals with information and direction that culminate into understanding, evaluating, and applying current thinking regarding the new employment relationships. In the current days, academic researchers have more and more extension with regard to the modern organizational dynamics. The significant focal point of this article is an examination concerning the degree to which there is an agreement in empirical literature in regard to strategic nature of employment relationship by procedurally evaluating the substance of applicable and comparable articles. The discussion herein integrates empirical conclusions from other studies, interprets the similitude and contrasts between the articles against those established in corporate period publications, thereby providing conclusions for the modern Human resource experts while also, suggesting areas of improvement for the modern business organizations. Keywords: Human resource practices, Strategic nature of employment relationship, Employer, psychological contract, organizations. DOI : 10.7176/EJBM/11-12-15 Publication date : April 30 th 2019

The Challenge of Recruiting Underrepresented Groups – Exploring Organizational Recruitment Practices in Sweden

The aim of this article is to explore organisational recruitment practices from human resources (HR) experts’ narratives and discuss the challenges of recruiting underrepresented groups in relation to these practices. From the HR experts’ narratives, we identify four organisational recruitment practices: the informal, the pragmatic, the standardised and the strategic. These practices consist of, for example, ‘subjective’ judgements versus ‘objective’ criteria and are construed in relation to different rationalities, which also give rise to various dilemmas in relation to underrepresented groups. From our analysis, there seems to be a paradox between enhancing diversity and counteracting discrimination. Organisational recruitment practices that are counteracting discrimination do not necessarily enhance diversity and recruitment practices that radically work with enhancing diversity can be seen as discriminatory. We thereby draw the conclusion that there is no effective practice for the recruitment of underrepresented groups in the labour market. This is a dilemma for HR experts and a challenge for the Swedish labour market in general.

Introduction to NJWLS 2019-1


 
 
 In this issue, we present four articles that illuminate working life in the Nordic coun- tries. These articles span a diverse area of work practices and accentuate different aspects of regulative mechanisms and policies that structure the unfolding of contemporary work in Norway, Sweden, Finland, and Denmark. The research examines the minute and subtle practices and narratives of human resource experts in Sweden that are active in organizational recruitment processes, and it explores pension schemes in Norwegian companies. In the articles, we learn about the temporary liminal spaces of professionals in Finland, and we get a review of the literature on employer strategies for preventing mental health related work disabilities (...)
 
 

Analisis Proses Formulasi Peraturan Daerah (Studi Pada Peran DPRD Lombok Barat Dalam Proses Formulasi Perda No 3 Tahun 2015 Tentang Pedoman Umum Pelaksanaan Pengarusutamaan Gender Dalam Pembangunan Di Kabupaten Lombok Barat)

Reform and regional autonomy are under way in the country and are expected to provide a more democratic life. One of them is the demands of the Regional People's Legislative Assembly (DPRD) to carry out its duties and functions in the regions, the wrong function of legislation, the formulation process of Regional Regulation (PERDA). The purpose of this study is intended to examine the role of the West Lombok Regional House of Representatives as one of the actors of Policy Formulation of PERDA. 3 of 2015 on General Guidelines of Gender Mainstreaming in Development in West Lombok Regency and the Factors Affecting it.
 The method used in this research is qualitative method with descriptive approach, the data in this research are primary and secondary data in the form of observation, interview and documentation.
 The results of this research indicate that the role of West Lombok Regency DPRD as one of the actors of PERDA Formulation is seen from its role in the drafting of Local Regulation, where most have been run in accordance with Standard Operating Procedures (SOP), following the procedure of drafting of Raperda and preparing Raperda. Other actors involved are Family Planning and Women Empowerment (BKBPP). Supporting Factors are in the form of budget as a form of support from the budget of APBD for the field of women's empowerment, facilities and infrastructure formation Raperda Initiative DPRD. While the inhibiting factor in the formation of Raperda Initiative is Human Resources (HR) Experts remain that are not yet available in the formulation of Raperda on Gender Mainstreaming.

Holistički pristup upravljanju stresom na radnom mestu

Workplace stress is a field of research interest of the academic community, but also of many human resource experts, since it has been realized that stress negatively affects the overall functioning of organizations and their business results. During the process of eliminating and/or reducing stress at the workplace, human resource experts should consider several factors and design adequate methods and techniques for stress management. The aim of this paper is to examine and point out the importance of a holistic approach to managing the issue of stress at the workplace. This paper presents methods and techniques for eliminating stress regarding the level at which they are applied (individual and organizational level) and regarding the time of the application (primary, secondary and tertiary). Stress management should be an integral part of organizational behavior and should include all business processes and activities in the organization.

The Issues and Challenges of Using Multimedia at a District Level, Specialized Girls’ College in Bangladesh

The use of multimedia in imparting education has inevitably been trendy owing to its multifold benefits which have been established and reinvestigated as inseparable teaching aid and tool in teaching-learning process. But This technological assisting component cannot be accorded in many of the institutions of Bangladesh due to several internal as well as external factors. This paper aims to highlight the emerging factors that beset in the institution of Bangladesh. This institutional study on the issues and challenges of using of multimedia in a district (urban area) level girls’ college projects a thorough realization of the difficulties what this types of attributive colleges face in Bangladesh. The resource constraint, the lack of motivation of the teachers, the lack of expert human resource, the insufficient digital tools and lack of multimedia-enabled class environment are found to be barriers and some guiding directives are also imposed in this paper that emerges through the interviews of the teachers and the Vice principal. Thus, the paper, in a miniature effort, tries to lay out the challenges the college of Bangladesh faces and highlight some remedial ways to cope up the challenges.

Maturity assessment of HRM processes based on HR process survey tool: a case study

PurposeThe purpose of this paper is to assess the maturity of human resource management (HRM) processes of the Sazehgostar Co. based on human resource (HR) process survey tool (PST) and provide solutions for them.Design/methodology/approachThe HR PST was adopted as the reference model. Data were collected through interviews with HR experts and reviewing organisational documents. A scoring system (based on RADAR logic) is introduced to score the interviews and documents.FindingsEach element of HR PST consists of ten maturity levels. The results of the assessment showed that the overall average of the organisation’s HRM processes maturity is at level 2. The process of data management and HR systems with a score of five received the highest score, and the organisational capability development, talent management and rewards and recognition processes with a score of 1 received the lowest score.Practical implicationsThese findings enable management and HR management to measure the quality of HR processes and help them to prioritise development actions.Originality/valueThe existing literature does not present empirical research in the field of the maturity of HRM. Also, the analysis method used in this study will help organisations to perform self-assessment and determine the maturity of their processes.

Analytical typology of multiprofessional primary care models

BackgroundThere is only limited evidence to support care redefinition and role optimization processes needed for scaling up of a stronger primary care capacity.MethodsData collection was based on a keyword search in MEDLINE, EMBASE and CINAHL databases. Three thousand, two hundred and twenty-nine documents were identified, 1851 met our inclusion criteria, 71 were retained for full-text assessment and 52 included in the final selection. The analysis process was done in four steps. In the end, the elements that were identified as particularly central to the process of transforming primary care provision were used as the basis of two typologies.ResultsThe first typology is based on two structural dimensions that characterize promising multiprofessional primary care teams. The first is the degree to which the division of tasks in the team was formalized. The second dimension is the centrality and autonomy of nurses in the care model. The second typology offers a refined definition of comprehensiveness of care and its relationship with the optimization of professional roles.ConclusionsThe literature we analyzed suggests there are several plausible avenues for coherently articulating the relationships between patients, professionals, and care pathways. The expertise, preferences, and numbers of available human resources will determine the plausibility that a model will be a coherent response that is appropriate to the needs and environmental constraints (funding models, insurance, etc.). The typologies developed can help assess existing care models analytically or evaluatively and to propose, prospectively, some optimal operational parameters for primary care provision.

SpaghettiLens: A software stack for modeling gravitational lenses by citizen scientists

Abstract The 2020s are expected to see tens of thousands of lens discoveries. Mass reconstruction or modeling of these lenses will be needed, but current modeling methods are time intensive for specialists and expert human resources do not scale. SpaghettiLens approaches this challenge with the help of experienced citizen scientist volunteers who have already been involved in finding lenses. A top level description is as follows. Citizen scientists look at data and provide a graphical input based on Fermat’s principle which we call a Spaghetti Diagram. This input works as a model configuration. It is followed by the generation of the model, which is a compute intensive task done server side though a task distribution system. Model results are returned in graphical form to the citizen scientist, who examines and then either forwards them for forum discussion or rejects the model and retries. As well as configuring models, citizen scientists can also modify existing model configurations, which results in a version tree of models and makes the modeling process collaborative. SpaghettiLens is designed to be scalable and could be adopted to problems with similar characteristics. It is licensed under the MIT license, released at http://labs.spacewarps.org and the source code is available at https://github.com/RafiKueng/SpaghettiLens .

HR on board! The implications of human resource expertise on boards of directors for diversity management

While prior board of director studies have considered the role of director occupational expertise in areas such as law and finance on the strategic actions of the firm, little consideration has been given to understanding the value that human resource expertise on boards of directors, or board HR expertise, can provide. Drawing upon agency and resource dependence theories, this study investigates the relationship between board HR expertise and the extent to which firms engage in diversity management. Furthermore, the moderating role of two organizational context factors—capital intensity and firm age—are considered, as these can highlight the degree to which firms strategically depend upon human capital. With a sample of 423 U.S. firms listed on the S&P 500 from 2002 to 2006, the findings indicate that firms with board HR expertise have stronger diversity management in comparison to firms lacking board HR expertise. Moreover, the positive effects of board HR expertise on diversity management decreases when firms’ capital intensity or age rises. This highlights the value that HR practitioners can provide in serving on boards of directors, and suggests that the magnitude of board HR experts’ influence hinges upon the firm's level of strategic dependence on human capital.

Determining Criteria of Human Resource Information System that Affect Human Resource Performance in Companies Using DEMATEL-Based ANP Method

Decision making in HR activities is delayed because of insufficient information. Human Resources (HR) and information system are the important roles in helping company HR works. Objective of this study is toidentifycriteria of Human Resource Information System (HRIS) that affect human resources in companies by using DEMATEL-based ANP (DANP) method.HRIS criteria are collected from several studies to be validated by experts in HR of manufacturing companies. The survey was conducted with 5 experts and their judgments are calculated in limit supermatrix. The limit supermatrix of DANP showed that 18 criteria in HRIS. This study obtained five most important criteria of HRIS in HR performance are high quality data presentation, quick and precise, accessible, information need in time, and fulfill needs of HR.

Qualitative content analysis of factors affecting the relationship of science development, technology development and economic growth

The present research tries to investigate the effective factors that affect the relationship among science development, technology development and economic growth using thorough literature review and qualitative content analysis. After investigating several articles and books, nine factors were identified as key factors which affect science development. In addition, nine factors of increasing the amount of patents, basic and applied researches growth, expert human resources growth (human resources development), growth of research and development (R&D) budget, GDP growth, improvement of industrial policy, commercial system improvement, technology legal environment development and technology infrastructures, facilities and equipment development were determined as effective factors on technology development. Furthermore, eight factors of population growth rate, GDP per capita growth, economic-political convergence, investment in R&D, workforce quality, ownership rights and other macroeconomic factors and science and technology infrastructures, facilities and equipment development were determined as effective factors on economic growth. Finally, 14 cofactors were determined for the relationship among science development, technology development and economic growth. The results will shed light for future research in the field.

Qualitative content analysis of factors affecting the relationship of science development, technology development and economic growth

The present research tries to investigate the effective factors that affect the relationship among science development, technology development and economic growth using thorough literature review and qualitative content analysis. After investigating several articles and books, nine factors were identified as key factors which affect science development. In addition, nine factors of increasing the amount of patents, basic and applied researches growth, expert human resources growth (human resources development), growth of research and development (R&D) budget, GDP growth, improvement of industrial policy, commercial system improvement, technology legal environment development and technology infrastructures, facilities and equipment development were determined as effective factors on technology development. Furthermore, eight factors of population growth rate, GDP per capita growth, economic-political convergence, investment in R&D, workforce quality, ownership rights and other macroeconomic factors and science and technology infrastructures, facilities and equipment development were determined as effective factors on economic growth. Finally, 14 cofactors were determined for the relationship among science development, technology development and economic growth. The results will shed light for future research in the field.

Evaluating the quality of professors’ teaching process based on students’ view and professors of Persian Gulf University

Evaluation forms a m jor criteri on in universi ties and higher educational institutes , for training expert human resources andproducing knowledge and technology. Also important is evaluation of the teaching quality, for the accredita tion and efficacyof a university and i ts academic faculties . This paper is a survey of the evaluation of teaching quality done based on surveying and comparing students ’ and professors’ views among the business management, industrial management, and accountingdepartments in Persian Gulf University (PGU), Bushehr. A research-structured questionnaire was applied to measure andevaluate the teaching quality. The statistical population comprised of 1280 PGU students, including 28 faculty members and 276 persons randomly selected based on stratification sampling method. Content analysis was used for validity whileChronbach’s Alpha was used for reliability (α = 0.92). Findings based on T-tes t, ANOVA and other tests showed severaleffective factors impacting the attitude and evaluation of the teaching process quality. Keywords: Teaching process, quality evaluation, Persian Gulf University.

Surveying the infrastructures required for implementation of e-learning in smart schools in Bushehr Province

Although today the evaluation is concerned as one of the most significant processes of management in all of organizations, this issue has been much more paid attention in universities and higher education institutes for training expert human resources and producing knowledge and technology. Also, the evaluation of teaching quality is one of the major criterion for accreditation any university and efficacy of that university's academic faculties as well. This paper is to survey the attitude towards the evaluation of teaching quality done based on the surveying and comparing students' and professors' views among three groups of business management, industrial management, and accounting departments in Persian Gulf University in Bushehr. This is a descriptive-surveying study, so a research-structured questionnaire was applied to measure and evaluate the teaching quality. Statistical population consisted of 1280 students studying in Persian Gulf University among which 276 persons were randomly selected based on stratification sampling method and 28 faculty members. Content analysis was used for validity and Chronbach's Alpha was also used for reliability(α=0.92). Findings, based on T-test, ANOVA, Regression Analysis, Factor Analysis, and Pearson's Correlation Coefficient, showed that the following indexes would be known as the effective factors on the attitude and evaluation of teaching process quality respectively: quality evaluation, satisfaction of evaluation results, keeping educational regulations, teaching style, applying education technology, student and professor exchange, awareness of evaluation goals, and entire satisfaction from research activities.
 Key words: Smart school, e-learning, software infrastructures.

Attending Weak Signals: The Prevention of Work-related Illnesses

This article examines the characteristics of communication among managers, human resource (HR) experts, and occupational health care specialists, as they deal with such informal information as weak signals in the prevention of work-related illnesses, using a theoretical framework in which the prevention of work-related illness is analogous to theory on crisis management. This is a qualitative study in which individual and focus-group interviews were conducted in a Swedish context with occupational health care specialists, managers, and HR experts. The results suggest that organizational solutions have failed and continue to fail at controlling workers’ health problems, although the main difficulty is not in identifying the ‘right’ individually oriented weak signals. Rather, it is upper management’s reliance on formal information (e.g., statistics and surveys) – because of the difficulty in supplementing it with informal information (e.g., rumors and gossip) – that makes it difficult to improve traditional health and safety work