Organizational Human Resource Research Articles

Human Resource Planning in Nepalese Business Enterprises

Human resource planning is a process of determining organization’s future human resource requirements and course of action needed to satisfy those needs to achieve organizational objectives. It also ensure and determines that it has right number and right kinds of people at right places, at right time performing work in the organization effectively and efficiently for which they are most economical and useful . It tries to keep balance between organizations human resource supplied with required stable and capable people when they are demanded. This article deals with the concept, objectives, relevance of human resource planning. More ever it also identifies benefit to be taken by the use of human resource planning and highlights the human resource planning practices in Nepalese business enterprises.Academic Voices, Vol. 3, No. 1, 2013, Pages 24-27 DOI: http://dx.doi.org/10.3126/av.v3i1.9986

Factors Effecting Job Satisfaction of Employees working in Private Organizations: A Case of Pakistan

The job satisfaction of employees has been a focal point of private organizations and also a source of attention for researchers in recent times. May be, this is because of relations between organizational outcomes and job satisfaction matters. This study informs about relationships between biographical variables and job satisfaction of private organizations because job satisfaction of private organizations employees may be concerned with the personal attributes such as age, gender and years of experience. Objective of the study is the improvement of organizational Human Resource Management system regarding worker’s job satisfaction, so Correlation, Regression and Analysis of Variance tests were conducted to test the data. Some of management variables, which were, Compensation, Empowerment, Work Place, Appraisal System, Management Behavior, Motivation, Clear Goals of Organization and Training and Development shown a positively correlation with employee’s job satisfaction. Implications for these factors and their connection with job satisfaction is argued, limitations of the study and future research recommendations are presented. Data was collected through a questionnaire. To test the research hypothesis, Correlation was conducted. Biographical differences specially gender, age and experience were related to many job satisfaction variables. We explore the effects of organizational aspects on employee’s satisfaction which leads to productivity.

병원 재직자들의 직무배치와 개인성과간의 관계에서 자기효능감의 매개효과 검증

의료기관에서는 경영성과를 높이기 위해 우수한 직원을 선발하는 일에 큰 관심을 두고 있다. 채용된 직원은 직무배치를 통해 주어진 업무를 수행하게 되는데 기존연구에서는 직무환경이 개인의 직무능력 지각과 개인성과에 어떻게 영향을 미치는지 연구가 미비한 상황이다. 따라서 본 연구에서는 병원에 근무하는 보건계열 재직자들을 대상으로 134부의 설문을 수집하여 이들의 직무배치에 따른 개인-직무적합성과 자기효능감, 개인성과간에 어떠한 관계가 있는지 실증적으로 분석해보고자 하였다. 구체적으로 개인-직무적합성과 개인성과 간의 관계에 있어 자기효능감의 매개효과를 검증하였다. 본 연구의 가설검정결과 첫째, 개인-직무적합성은 자기효능감의 하위요인인 자기조절감, 자신감, 과업도전감 모두에 유의한 영향을 미치는 것으로 나타났고 둘째, 자기효능감 중 자기조절감, 자신감은 개인성과에 영향을 미치는 것으로 나타났다. 셋째, 개인-직무적합성은 자기조절감을 완전 매개하여 개인성과에 영향을 미치는 것으로 나타났고 자신감을 부분 매개하여 개인성과에 영향을 미치는 것으로 나타났다. 이러한 연구결과는 자기효능감 연구를 환경요인으로 확장한 이론적 시사점을 지니며 병원조직의 인적자원관리 측면에서 실무적 시사점 및 연구의 한계를 논의하였다. To improve management performance, medical institutions have great attentions to selecting the good employee. Through job placement, recruited employee performing a given task, previous studies have lack of research, how job environment affects the individual perception of job ability and individual performance. Therefore, targeting at the health care professional employees who work in the hospital, 134 questionnaire data collected, this study performed an empirical study on the relationship between person-job fit, self-efficacy and individual performance. Specifically, mediating effect of self-efficacy between person-job fit and individual performance was verified. The results indicate that first, person-job fit appeared to affect significantly to the sub-factor of self-efficacy (self-adjustment, confidence, goal-difficulty). Second, among the self-efficacy sub-factor, self-adjustment, confidence appeared to influence to the individual performance. Third, self-adjustment was fully mediated between person-job fit and individual performance and confidence was partially mediated between person-job fit and individual performance. These findings have the theoretical implications that self-efficacy studies are expanded to environmental factors and practical implications and study's limitations are discussed in terms of hospital organization's human resource management.

Use storytelling to engage and align employees around your strategic plans

Purpose – The purpose of this paper is to help organizational and human resource leaders understand how to use storytelling to engage and align their employees around their strategic planning efforts. Design/methodology/approach – This paper lays out four guidelines organizations and human resource leaders can follow to help ensure their employees not only see the outcomes of their strategic planning efforts (e.g. strategic vision, brand positioning, mission, etc.), but also see themselves in those outcomes and, importantly, understand their role in bringing them to life. Findings – Storytelling is the way we most naturally communicate with each other as social and interconnected human beings. And yet, many organizations and organizational leaders never consider this timeless craft of humanity in their strategic planning efforts or recognize the role it can play in engaging and aligning employees around – and ultimately, implementing – the strategic vision and brand positioning that often result from those efforts. Organizations that embed storytelling into their strategic planning efforts effectively tap into their human nature to bring more meaning, focus and productivity not only to their work, but also their workforce. Originality/value – The concept of using storytelling to improve the impact and uptake of a company's strategic planning efforts will benefit organizational leaders and human resource executives who are responsible for the implementation of those plans and the engagement of their employees.

The lead assessor role in the ISO/IEC 17025:2005 accreditation of Brazilian calibration and testing laboratories by the General Coordination of Accreditation (Cgcre)

This work describes the human resources organization of the General Coordination for Accreditation (Cgcre) in Brazil, in which lead and technical assessors, both internal and external to the National Institute of Metrology, Quality and Technology (Inmetro), assess the competence of calibration and testing laboratories to the ISO/IEC 17025:2005 standard. The “Lead Assessor Project” is presented, which consists of an increase in the responsibilities of lead assessors, in such a way that the Division of Laboratories Accreditation (Dicla/Cgcre) can cope with the increasing demand for ISO/IEC 17025:2005 accreditation of Brazilian calibration and testing laboratories.

Assessing hospital disaster preparedness in Tehran: Lessons learned on disaster and mass casualty management system

Context: In crises, a lot of casualties and victims are referred to hospitals to receive health care services. Appropriate reaction to crises necessitates hospital readiness for such conditions. So, each hospital should have previously designed action plan for confronting the crises. Aims: This study aimed to determine the hospital disaster preparedness in Tehran and identify lessons learned on disaster and mass casualty management system. Settings and Design: A mixed qualitative and quantitative approach in hospital settings. Methods and Material: This descriptive- sectional study was performed in the 2013-2014. The 21 selected hospitals of Tehran comprised the study populations that were purposively selected. The Mass Casualty Disaster Plan Checklist was used for data collection. Also a part of data was gathered by focus group meetings with who were experienced. Statistical Analysis Used: The data analysis was performed using the IBM SPSS version 15 and ANOVA and Tukey tests. Results: The results showed that weakness of management and communications, structural problems, facility deficiencies, in appropriate organization of human resources, and budget inadequacy, were among the most important problems of hospitals in crisis. Conclusions: Hospital emergency incidence commanding systems is a standard system that can be used by all hospitals both in national and local levels. Using this system in hospitals, along with the systematic arrangement of human resources and exact distribution of managerial duties and developing a commanding unity can improve crisis management in hospitals.

Knowledge Cycling and Swift Transition: Organizing Human Resources in the Technical Consultancy

There are major changes currently underway for the organization of human resources in engineering-intensive industries, including a growing externalization of the workforce, novel employment contracts for experts, and the increasing use of hired consultants and contractors to handle increasingly fluctuating market demands and higher task uncertainties. These changes open up for a series of opportunities for researchers interested in investigating the role of the firm, the boundaries of the firm, and the capabilities of the firm. In this paper, we investigate, in further depth, the nature and capabilities of one player in the emerging market for human resources – the technical consultancy. In many ways, this economic actor has assumed responsibilities for the organization of human resources that are not possible to arrange for internally by their client firms, nor by the market. Based on in-depth case-study research spanning multiple organizational levels, this paper identifies two primary capabilities (swift transition and knowledge cycling) that seem unique for technical consultancies and that have not been discussed in any greater depth in prior research. The paper argues that these capabilities to a great extent explain the rapid growth of technical consultancies in all kinds of technology- based industries. The findings have implications for research into the organization of human resources and the linkages between organizational capabilities and organizational- individual levels.

Factors Affecting Monitoring Of the Strategic Plan: A Case of Kenya Seed Company

Organizations have recently seen the need of planning strategically in order to take stock of the benefits that accrue from having well crafted strategic plans. Kenya Seed Company is an expanding company. The purpose of this study was to establish the factors affecting monitoring of strategic plan at Kenya Seed Company plan. The Strategic Plan of reference was the one that covers the period 2013/2014 to2017/ 2018.The study was based on the following specific objectives: To find out the role of management on monitoring of strategic plans, to find out the role of resource allocation on monitoring of strategic plans ,to find out the role of organization structure on monitoring of strategic plans and to find out the role of communication in monitoring of strategic plans .The study undertook a case study design and targeted a population of 110 employees of Kenya Seed Company among them 54 employees were sampled out to participate in the study. The study adopted used questionnaires as the research instrument. Validity was ensured by asking for advice from the supervisors and other lecturers in the department while reliability was ensured by use of Cronbach's Coefficient Alpha. In data processing and analysis SPPSS was used in computation. Pearson's coefficient of correlation and factorial analysis were also used. Data was presented in tables. The study concluded that leadership is very important for the monitoring of a strategic plan and its implementation in an organization since it's an interpersonal dynamics about the process of influencing others and bringing diverse people together to do purposeful things. The organizational structure is also important in supporting the monitoring of the strategic plan. Communication especially the top-down also plays a key role in ensuring the monitoring of the strategic plan of an organization and finally that an organization's human resource also contributes immensely towards monitoring and implementation of the strategic plan. The study recommended that, management at the company should not only focus on providing leadership alone but also provide adequate resources needed for monitoring of the strategic plan and that the company's organization structure should also

Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340) and in Czech Republic (n = 109) focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

Change in Managers’ Conceptions of Human Resources in Organisations: Outcomes of an Intervention

Managers’ conceptions of the importance of human resources are essential for creating ‘attractive workplaces’.This paper examines an intervention method aimed at creating insight among managers in small andmedium-sized enterprises (SMEs) concerning the potential of human resources. The intervention method iscalled Focus Group Attractive Work (FGAW) and was conducted at eight enterprises in Sweden. Based on theanalysis, it is concluded that the intervention method seems to be thought-provoking and to facilitate changes inmanagers’ conceptions of the importance of human resources, albeit to different degrees. The researchcontributes to conceptual change literature by being implemented in a new context. In addition, the researchcontributes to management and HR literature by evaluating an intervention method and its ability to changemanagers’ conceptions of human resources.

The Value Of Human Resource Information Systems In Human Resource Management

In today’s organizations Human Resource Management has become one of the key resources of business organizations. The need to integrate Human Resource Management (HRM) with information systems has become a necessity as modern firms are realizing that their people and information resources are vital for their survival. This is the reason Human Resource Information Systems (HRIS) is now used extensively in all organizations irrespective of its size, tenure of establishment, complexities of operations etc. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS) This paper is an attempt to highlight the value of information systems in Human Resource Management. The study is conducted through analysis of secondary data from books, journals and reviews.

Matchmaking: community and business unit racial/ethnic diversity and business unit performance

Past studies examining how the match between organization and community racial/ethnic proportions influences performance have relied on the social categorization perspective on diversity, but have not offered strong significant results. However, the information and decision-making perspective on diversity suggests that organizational diversity fit based on variety, rather than a match of demographic proportions, leads to greater performance. This study considered both perspectives to test how both racial/ethnic proportions matching and diversity fit influence business unit financial performance. This was tested on a sample of 51 business units of a restaurant chain in the USA. The results show that business unit diversity was associated with higher performance in diverse communities but not in homogeneous communities. This suggests that racial/ethnic diversity is a valuable human resource conducive to greater performance but this is contingent upon community diversity. Implications for organizational diversity research and human resource management are discussed.

Empirical Study on Relations among Human Resource System, leadership Pattern and Organization Performance

Empirical Study on Relations among Human Resource System, leadership Pattern and Organization Performance

International human resource management strategies of Chinese multinationals operating abroad

Strategic international human resource management (SIHRM) is crucial for the effective leveraging of human resources in organizations to achieve the desired business strategies. There is a rich collection of studies on western multinational corporations (MNCs) in China, but few studies that explore the SIHRM of Chinese MNCs operating overseas. This study utilizes cross-level, in-depth interviews to analyse SIHRM of three large Chinese multinationals. The paper contributes to literature by addressing two contextual SIHRM issues, namely the characteristics of the SIHRM for Chinese multinationals and how their SIHRM orientation facilitates their international investment and operation. The findings indicate that organizational transformation is the starting point for latecomers matching their international HRM strategies. Their SIHRM approaches, such as forming learning organizations, reliance on host-country nationals, reconciling both home and host-country effects and promoting ‘best practices’, facilitate their international operations.

COMPETENCY ASSESSMENT OF PROFESSIONAL MILITARY SERVICE IN LITHUANIAN ARMED FORCES

Due to a dynamic environment, human resource competency evaluation and factors influencing its outcome are in constant change. Evaluation of human resource competency and factors influencing its quality are widely discussed subjects in scientific literature with ample controversial viewpoints. Various definitions, points of view and models makes it difficult to choose the best option when evaluating human resource competency and may be the source of the following problem: how to know that the chosen competency evaluation method will convey reality and deliver objective results that could be used as a basis for human resource development related decision making in the future. This study analyses different scientific views on the human resource competency evaluation process. The purpose of this study is to develop a conceptual model for competency evaluation of professional military service in the Lithuanian armed forces that would allow for human resource potential evaluation and form a basis in human resource development related decision making processes in organization. Multiple criteria assessment methods were used for identification and evaluation of factors influencing human resource competency. As a result of conducted research, authors developed the conceptual complex model for competency assessment of professional military service in the Lithuanian armed forces, which enables objective identification of human resource competency influencing factors and forms the foundation for decisions related with development of human resources in organization.

Leaning in and Leaning Back at the Same Time

The Problem The spirituality of work movement placed emphasis on the importance of meaning and purpose in work and the workplace. However, the spiritual dimensions of work-related learning remained largely undeveloped. Given recent economic developments that threaten to undo any gains achieved by this movement, it is important that human resource development (HRD) help individuals and organizations learn to engage in the inner learning that creates deep meaning and purpose in our work. The Solution This article locates work-related learning within the spirituality of work context. Using Jungian and post-Jungian psychology, the article provides a theoretical perspective for thinking about meaning and purpose in work-related learning and the key features of educational and organizational environments that foster such learning and development. The Stakeholders The perspective developed in this article will be helpful to teachers, trainers, and HRD practitioners involved in formal work-related learning programs, as well as coaches and developmental managers who seek to foster learning and development among their workers.

Work-related factors as predictors in the retirement decision-making process of older workers in the Netherlands

ABSTRACTThis article examines work-related factors and their impact on the retirement decision-making process. We particularly focus on organisational human resources policies and normative climate regarding retirement. Organisations create opportunities and conditions for career extension via their personnel instruments. The normative climate may encourage or discourage retirement. We use a ten-year follow-up study among 1,458 older employees in the Netherlands aged 50–59 at baseline. Results reveal that older workers are sensitive to social approval earned from their co-workers and supervisor. A social climate that supports working up to higher ages is an important requisite for reducing the attractiveness of the early retirement option. Retirement intentions, formed in the years prior to retirement, are shaped by workplace norms and supervisors' attitudes. Results indicate that in order to delay retirement, policy initiatives cannot be reduced to altering financial restrictions surrounding retirement but need to address the forces at the organisational level that channel workers out of employment.

International perspectives on organizational behavior and human resource management

International perspectives on organizational behavior and human resource management

Creative professional service firms: aligning strategy and talent

PurposeReliance on individual talent and motivation renders creative professional service firms (PSFs) highly dependent on their ability to attract and mobilise the right individuals. This paper aims to build an integrated framework showing firstly how creative industry PSFs can differ in their strategy for growth, and secondly how these alternative strategies for growth can influence the firm's approach to organising and the type of talent required.Design/methodology/approachThe findings are based on a series of interviews with managing directors, senior management and practitioners of architectural organisations in a single country, combined with an extensive literature review.FindingsThe authors' framework illustrates how the proposed growth strategies for creative PSFs are aligned to alternative professional talent profiles – a product portfolio strategy where the firm structures for efficiency aligned to a managerial talent profile, and an artistic competency strategy where the firm structures for creativity aligned to a technical talent profile.Research limitations/implicationsThe usual limitations apply in terms of generalisability of findings from case studies.Practical implicationsThe authors' proposed framework represents a novel attempt to help management of creative PSFs to align their growth strategies with human resource practice to achieve the firm's objectives, and provide valuable practical advice to managers on achieving this “fit”.Originality/valueBy linking the firm's strategy and structure to identify the organisation's human resource requirements, the authors provide a novel framework for how creative PSFs can attract and retain the type of talent profile and motivational characteristics best suited to perform consistently and contribute to achieving the firm objectives.

How to Create a Health Care Organization That Can Succeed in an Unpredictable Future

For those who manage organizations, it has been said that success does not come from predicting the future but instead comes from creating an organization that can succeed in an unpredictable future. Managers are responsible for creating such an organization. To do that, managers can apply management-related principles and methods. This article explains selected principles of organization structure, human resources, culture, decision making, and change management and how to apply them to health care organizations. If done well, that will help such organizations succeed in an unpredictable future.