Human Resource Management Issues Research Articles

Job Satisfaction among Government & Private School Teachers of District Anantnag

Job satisfaction is one of the most widely discussed issues in organizational behavior and Human Resource Management. In present study the researcher investigated the present level of job satisfaction among the private and govt. school teachers. In this research, 51 Govt. and 49 Private teachers, 100 in total, working in different govt. & private schools were examined in district Anantnag. The obtained data were analyzed based on the descriptive statistics using SPSS Version 20. Independent sample t-test has been used in this study to analyze the job satisfaction level among male & female teachers and Govt. & Private school teachers. The study revealed that there is no significant difference in the level of satisfaction of male and female teachers. Furthermore, it was again revealed that there is no significant difference in the level of satisfaction of Govt. and Private school teachers with respect to gender, marital status, residence etc.

Developing Bedrocks Management Concepts in the Period of Capitalism Formation (brief review of scientific papers)

Subject . Management as a science has not arisen from scratch. Management history is an integral part of human history and totals thousands of years. Reasonably a surge of interest to administration issues occurred after bourgeois and industrial revolutions alongside with the class of capitalists was developing. Since their earnings directly depend on how they administer their property. The subject of this work is the economists’ views of that time on the problems of enterprise management. Purpose . The purpose of the article is twofold. 1. To find out what the economists of the 18th and 19th centuries thought of running the enterprise, what problems they considered relevant. 2. The overwhelming majority of management textbooks rightfully begin with the presentation of concept and achievements of management scientific school. However, many thoughts and ideas of managing the enterprise effectively were formulated much earlier. Therefore, the second goal of the article is to reveal the contribution of scientists of this period to the later science of management. The management thought topics of the capitalism development period have not been fully presented in the Russian science. The given article does not claim to cover the topic in detail, but is an attempt to contribute to filling this scientific gap. Methodology . Examination and analysis of the economic works of 18th and 19th centuries (by both scientists and practitioners), their views systematization on the problems of enterprise management. Results . In the result of the analysis it has been shown that the scientists and practitioners of that period realized the necessity of planning, organizing, accounting and controlling at an enterprise. They considered the issues of human resources management and motivation, social responsibility of business. The concept of entrepreneur and the entrepreneur professional capacities were widely discussed. Conclusions . The foundations of management as a science were laid due to consideration of a wide range of issues by scientists and entrepreneurs of that period. These investigations became a basis for further development of management (both as a social phenomenon and as a science) in the 20th century.

Process control and quality performance: the role of shop-floor leadership practices

Human Resource Management issues are a crucial factor in the effective implementation of tools and practices in the field of Quality Management. Our study addresses this issue by considering the existence of complementarities between Process Control (PC) and two shop-floor leadership practices (i.e. Shop-Floor Contact (SFC) and Supervisory Interaction Facilitation (SIF)), directed to promote contact and interaction between middle managers and supervisors with blue collar workers to explain quality performance, which is measured by Quality of Conformance (QC) and Customer Satisfaction (CS). The data used in this study were gathered from 317 manufacturing plants, with more than 100 workers, operating in 10 countries all over the world. Our results confirm the positive effects that PC practices have on both QC and CS. In addition, we observed that leadership practices moderate the relationship between PC and quality performance measures. Specifically, it seems that the SFC interacts with PC to improve CS; whereas, SIF can be an aid for PC to increase QC.

THE MODEL OF PERFORMANCE BASED EVALUATION OF CIVIL SERVANTS IN VIETNAM

The performance-based evaluation and payroll systems for government employees formed in the late 1980s in many developed countries. Survey results on strategic human resource management in the 29 OECD countries show that these systems are applied based on individual performance evaluation and one third of OECD countries have developed a performance management system for senior civil servants. This article introduces legal regulations and the application of the performance-based evaluation model for civil servants in Vietnam.The author uses analytical method to justify the significant implications that the research poses in the improvement of the civil servant management regime in Vietnam. The author focuses on researching and clarifying status of the evaluation work after the Law on Cadres and Civil Servants came into force in 2010, points out the shortcomings and causes to formulate renovation and improvement proposals. At the same time, expert method is used by the author to seek advice from managers and experts on human resources management and related issues, identifying the prerequisites for applying the performance-based evaluation system in Vietnam.The author also uses sociological survey method, questionnaire form for civil servants working in four-level authorities. At central level, there are Ministries, including the Ministry of Home Affairs, the Ministry of Health, the Ministry of Labor, Invalids and Social Affairs, the Ministry of Finance, the Ministry of Justice, the Ministry of Agriculture and Rural Development, Ministry of Natural Resources and Environment, the Office of the Government, the State Bank, the State Audit; Localities include provinces: Hai Duong, Ninh Binh, Bac Giang, Hung Yen, Cao Bang, Quang Ninh, Quang Nam, Hue, Daklak, Daknong, and cities under central control: Ha Noi, Hai Phong. The surveyed localities are selected on the basis of ensuring representative for localities with urban and rural characteristics; delta and mountainous areas. Results of this survey support the analysis and evaluation of the situation part.

Adoption of Human Resources Management Policies for Practices: Harvard Model versus Religious Model

The paper set out to explore two different models of Human Resources Management as a policy for practice that will be adequate for adoption by any organisation. The Harvard and Religious models were the two models critically examined vis – a – vis their implications on the practice of Human Resources Management (HRM). It was revealed that Harvard model of HRM is a content model as it is contingent on specific core issues (work system, reward system, employees’ influence and flow of people) in human resources management while Religious model of HRM is a process model as it is based on identification of relationship among components units (management and employees) Harvard model of HRM as a policy is embedded in the organisation through congruence, commitment, cost effectiveness and competence and Religious model of HRM is anchored on value based ideology through morality, honesty, sincerity, fairness and integrity. The two models are practicable but Harvard model of HRM has no exception to a particular party in business organisation while Religious model of HRM is averse to development of trade union in organisation. Therefore, the adoption of the two models will make world of work conducive, however, Harvard model of HRM aligned more with the nature and belief of business. However, combination of the two models to give a contingency – hybrid model will make the workplace to be better than adopting one of the models.

Manifestation of the Need to Realize One’s Abilities Working for the Sake of Others in Akmenė District Elderships

Manifestation of the Need to Realize One’s Abilities Working for the Sake of Others in Akmenė District Elderships

Work–Life Conflict of Globally Distributed Software Development Personnel: An Empirical Investigation Using Border Theory

While a key motivation for globally distributed software development (GDSD) is to harness appropriate human capital, ironically, scant attention has been paid to addressing the human resource management issues faced by information technology (IT) professionals involved in this context. One particularly challenging human resource issue is that of work–life conflict (WLC) of the IT professionals involved in GDSD, who routinely experience overlaps and conflicts between their work and personal life domains. While WLC concerns are relevant in almost any contemporary environment, the GDSD context adds several layers of challenges arising from issues such as time differences, requirements instability, and the use of certain systems development methodologies. Recent research indicates that WLC issues go beyond individual concerns and are of strategic importance for talent retention. To develop a deeper understanding of these recognized challenges, we utilize Border Theory as a metatheoretical framework to develop and empirically test a model of organization-related and GDSD-related antecedents of WLC. In addition, we examine the impacts of WLC on job-related outcomes. Our study adopts a mixed-methods design, where an exploratory case along with a review of the literature is used to develop the research model. The model is then tested using a survey of 1,000 GDSD workers in three countries. We believe that our findings are not only of theoretical interest for the information systems discipline but also potentially helpful in improving the working conditions of the GDSD workforce. The online appendix is available at https://doi.org/10.1287/isre.2017.0734 .

MANAJEMEN SUMBER DAYA MANUSIA ISLAM: SEJARAH, NILAI DAN BENTURAN

Human resource management (HRM) in Western perspectives continue to be questioned in the East, especially from academics. There is hope to implement religious teachings in the organizational sphere. Generally, this paper discusses issues in HRM, questioning the extent to which Islam (text and context) governs people in organizations. Putting forward the literature sourced from the pages of Ebsco and Emerald using the keywords Islamic Human Resources Management. Found 96 journals, but only 21 contained the themes we meant. Then read intensively, make mapping, determine the main ideas of each journal, and group ideas based on themes. These themes were discussed: the internalization of Islam in HRM, values in HRM, developments in Muslim countries, and the challenges of HRM. This paper found religion entered the organizational realm not far after the discussion of industrial psychology was discussed. Using framework of 'the management theory jungle', the role of religion in organizations can be explained. HRM is a Western product that emerged after the industrial revolution. The argument positions Islam as a regulator of halal-haram restrictions on human activities in the organization. Furthermore, the cultural phenomenon above religion is also a hot issue. Managers know, understand, and acknowledge the goodness of Islam, but not yet for practice. So far, the expert study of HRM is still merely exploring values based on four sources, namely the Qur'an, Hadith, Ijma ', and Qiyash. Need best practice research, so that later it will be able to bring up the HRM curriculum.

Issues of human resources management in the enterprises of the machine-building complex of the Tyumen region

This article, the authors have considered theoretical-methodological and practical aspects of human resource management in the process of restructuring enterprises of the machine-building complex of the Tyumen region. Based on the study of the evolution of theories concerning the human factor in the economy, the systematization and generalization of the provisions contained therein, the system of categories in the field of human resource management is substantiated. The basic principles of such management have been identified and supplemented, the tasks facing the enterprise management have been clarified, new tools for human resource management have been proposed, to ensure the completeness, continuity and validity of the decisions made in the field of human resources management in the restructuring of industrial enterprises.

Banking Business Process Management Implementation

Scholars and practitioners in the fields of Business Process Management (BPM), performance measurement and business information systems tend to use different approaches for implementing BPM Programs without arguing about the quality strategy set to ensure successful implementation and adoption. This lack of quality standards makes it difficult for researchers and practitioners to build on each other's work. The purpose of this article is to present a model for a BPM Program implementation in the banking sector. The authors' four steps implementation model is based on a quality strategy monitoring the different phases of the entire procedure. Through this work, they aim to identify the key characteristics of a BPM system as well as open a debate on what are the necessary and sufficient conditions for the full implementation of a BPM Program. The authors review the relevant literature and present their BPM implementation approach. Based on their research, they presented a case study on the implementation of a BPM program in a Greek bank. Some of the subjects discussed included the integration plans for the projects, Human Resources management issues, and other concepts for the improvement of the bank's processes. The main part of the case study was the integration themes that the bank in question had identified and separated in order to produce a viable and continuous plan for the full implementation of the projects. The analysis in this paper provides an approach that researchers could use as a reference framework in their efforts for implementing BPM Programs in general and more specifically in banking sector.

Conditions for workplace learning in professional work

PurposeThis paper aims to examine and discuss learning conditions for teachers, in the context of choice and decentralisation reforms.Design/methodology/approachThis article is based on analyses of 30 interviews with Swedish upper secondary teachers focusing on their experiences of their conditions for learning.FindingsThis paper shows how teachers at upper secondary level identify their subjects as the most important to learn more within. Secondly, we also show that spatial and temporal aspects of organisation of work seem to influence the conditions for subject learning, where the interviewees in many ways contrast their own view to how they describe their work being organised.Research limitations/implicationsOur findings may have currency for other professional groups with similar governance-contexts, and teachers in other similar governance-contexts.Practical implicationsThese findings indicate the need to further develop workplace learning strategies founded upon the understanding of schools as workplaces, taking occupational values into account. Furthermore, these strategies should be seen as a core Human Resource Management issue, as they can potentially enhance the work environment, thus increasing the profession’s attractiveness.Originality/valueWe show that spatial and temporal aspects of organisation of work seem to influence the conditions for the sought after subject learning, and that the teachers and the school management seem to identify with different and clashing ideals in terms of what, when, how and with whom to learn.

A general theory of springboard MNEs

The springboard view has become one theoretic lens to analyze emerging market multinationals (EMNEs) in the past decade. A decade after its first introduction in 2007, new developments offer keen insights on these firms and MNEs in general that aggressively engage in critical asset-seeking. We compare this view with other IB theories, highlighting their differences as well as complementarity. We articulate unique strengths and weaknesses of EMNEs, including their vulnerability and complexity caused in part by home country institutions. We discuss amalgamation, ambidexterity, and adaptation advantages that differentiate springboard MNEs from more established advanced country MNEs, and explain why and how springboard acts should be analyzed along with global competitiveness augmentation. We introduce an upward spiral concept to advance our understanding of linkages between springboard and post-springboard activities, and explain some critical cross-cultural and human resource management issues in the process. To help continued research on springboard MNEs, we highlight macro- and micro-management issues that are particularly worth exploring.

Global HRM standards as boundary objects: a device to enhance legitimacy and status

PurposeIn 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/approachThe 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.FindingsHR 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/implicationsThe 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 implicationsGaining 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/valueThe 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.

Core of HR Strategy: System Thinking and HRM

Research topic of study is to discuss system approach in strategic HRM. It assumes system approaches as core of HR strategy. This study presumes that task performance is key to human resource management. Technical field knowledge increases task performance. Society for Human Resources Management, USA, applies technical HR knowledge for HR professionals in their certification programs. Research question is how various issues of HRM have an impact on effectiveness of HRM. Research methodology contains in-depth literature review to discuss research topic and agenda. Further, study explores various issues related with HRM (Human Resource Management) field. They are personnel management, task performance, economical impact of HRM, and intellectual capital. Firms may compete in isomorphism context by intellectual capital policy. Personnel management is application of implementing organizational jobs by personnel as a traditional method. Task performance is key to employee’s individual and department performance, and impact of HRM on economy may be observed on talent management and intellectual capital. There are three case studies in paper. Therefore, case study methodology is used in the study. This study mentions importance of system approach in strategic HRM field. In conclusion, PM is interested with organizational jobs, and HRM focuses on employees, and performance, which is aligned with resource-based view theory.

Development of a multi-scenario approach to intelligent management of human resources in the field of medicine

The issues of human resource management in the field of medicine were studied and the strategic importance of the human factor and its intellectual potential in improving the quality of health indices were shown. The potentials of using intelligent technologies in management of medical specialist demand and offer adequately reflecting the rapidly changing situation at the labor market were observed. For that purpose, the procedure of intelligent management of demand for and supply of medical personnel was developed. The models of interaction of demand and supply from the standpoint of individual labor market participants (medical specialists and employers) and their behavioral strategies were offered. Formulation of the problem of making a decision concerning the choice of a proper policy of matching supply of and demand for medical specialists reducible to the fuzzy pattern recognition was given. The pattern recognition is based on a fuzzy situational analysis and determining the degree of similarity of fuzzy situations. The degrees of fuzzy inclusion and fuzzy equality were used as the criterion of degree of proximity of two fuzzy situations. The multivariate nature of supply and demand relationship was shown, possible scenarios of their matching were offered and a procedure of decision-making for employment of medical specialists was elaborated. A phased implementation of the multi-scenario procedure of managing demand and supply was carried out by the example of solving the problem of real selection and recruitment of medical specialists for concrete vacancies. The advantage of this approach consists in ensuring possibility of making decisions adequate to the current situation in the human resource management in medicine and its practical implementability. The procedure can be used in management of human resources in various sectors of economy with adaptation to their features.

How Do Investments in Human Resource Management Practices Affect Firm-Specific Risk in the Restaurant Industry?

Despite the importance of achieving a competitive advantage in human resources in the restaurant industry, restaurant firms often hesitate to make significant investments in human resource management (HRM) practices because of outcome uncertainty, operational issues, and limited financial resources, among other issues. Building upon the strategic human resource management (SHRM) literature, the current study attempts to better understand the HRM issues in the restaurant industry and investigate the effects of HRM practices on a firm’s risk. More specifically, we explore the separate effects of positive and negative HRM practices on firm-specific risk (i.e., unsystematic risk) in the restaurant industry. Our findings demonstrate that positive HRM practices have a nonsignificant relationship with firms’ unsystematic risk, but negative HRM practices have an inverted U-shaped relationship with unsystematic risk, supporting the stakeholder theory, theory of desensitization, and slack resource theory.

Micro-entrepreneurs, Dependent Contractors, and Instaserfs: Understanding Online Labor Platform Workforces

The rapidly growing number of people who find work via online labor platforms are not employees, nor do they necessarily fit traditional conceptualizations of independent contractors, freelancers, or the self-employed. The ambiguous nature of their employment status and its implications for worker well-being have attracted substantial controversy, but to date most empirical research in this area has focused on the market efficiency of a single platform rather than on workers themselves and related human resource management issues. Research progress will require understanding how online labor platform work differs from other types of nonstandard employment arrangements, as well as critical differences across labor platform firms in how work and workers are managed. This paper proposes a conceptual classification framework to facilitate research on the attitudes, experiences, and outcomes of workers who use these platforms. We explore how labor platform firms’ operational choices shape how control is allocated across workers, clients, and the firm, and how they influence workers’ autonomy, incentives, and degree of economic dependence on the firm. Implications for theory development, research, and managing worker–firm relations are discussed.

SOME ISSUES OF IMPROVING THE QUALITY OF THE LABOR RESOURCES IN THE REPUBLIC OF KAZAKHSTAN

This article deals with the problems of formation of quality labor resources in conditions of innovative development of the economy. On the basis of investigated experience of developed countries, the authors determined that the successful implementation of the program of innovative development of the state is possible in the presence of qualified labor resources for the preparation of which is necessary to modernize an existing system of the professional education. Economic development in the modern world is characterized by the defining role of technological progress. Innovative activity at the present stage of development becomes one of the most important system factors of economic growth, an increase of competitiveness of a domestic production, providing economic security of the country. Investigating Human Resource Management issues in Kazakhstan, this volume looks at the current state of Human Resource practice within Kazakhstan enterprises; its various problems and possible solutions. Following a detailed introduction into the current economic developments taking place in Kazakhstan, the article examines the new role of the Human Resource department in Kazakhstan enterprises, and the influence of national politics on Human Resource practice. The paper identifies positive and negative factors affecting the human potential of economic sectors of Kazakhstan. The authors disclosed structural elements of human potential: basic capacity and technological potential. The paper defines a set of target indicators influencing the formation of elements of human resources in the country. Also on the basis of the research, conclusions and offers, the recommendations for the involvement and training of qualified personnel for the innovation economy, which have scientific and practical value.

СТРАТЕГИИ И ПОЛИТИКИ АНТИКРИЗИСНОГО УПРАВЛЕНИЯ ПЕРСОНАЛОМ

High relevance of the issues of crisis human resources management requires the formation of appropriate scientific and methodological tools. In this regard, based on the analysis of human resources management practices of Russian organizations in the context of the crisis, a typology of human resources management strategies and policies is proposed that ensure the viability and post-crisis recovery of the organization, including strategies for personnel diversification, staffing, efficiency and staff consolidation. This typology is designed to build a system of preventive crisis human resources management and provides tools for implementing anti-crisis measures in accordance with the specifics of the crisis stages and their impact on employees.

Catatan Studi Evolusi Manajemen Sumberdaya Manusia Strategik

This study is a short review and concise note of the article Lengnick-Hall et al. (2009) about his article entitled “Strategic human resource management: The evolution of the field.” This study examines the evolution and chronological processes of developing strategic human resource management literature. There are seven themes in strategic human resource management. The study also discusses current and future trend issues in strategic human resource management. Finally, this paper provides a strategic human resource management research note.