Importance Of Human Resources Management Research Articles

Review of Human Resource Management in the Field of Public Management and Public Administration

The goal of this research is to elevate the importance of Human Resources Management within public management and administration. Many empirical studies published in academic journals between 2000 and 2019 corroborate this aim. The study's outcomes underscore variations among different disciplines and pinpoint shortcomings in particular nations. Furthermore, the findings provide directions for future research endeavors, proposing alternative theories, frameworks, research methodologies, and approaches to enhance the pertinence of Human Resources Management research in public sector contexts.

The effect of Human Resource Management on employee Performance – A Systematic Literature Review

Purpose – Human resources management is considered the heartbeat of organizations and institutions in the field of business administration in particular. Good management ensures the retention of employees who are creative and skilled. This affects the organization’s productivity, profits, and competitive position in the market. Aims – This paper aims to develop a suitable systematic review on the research literature that has been undertaken to investigate how on human resource management influences employee performance within an organization. Growth in employee performance, through good management and its practices is an important factor that affects the organization and its production. Design/methodology/approach – This systematic literature review, analysed publications and articles published over the past two decades (2005–2023) on the human resources management in Northern Cyprus. Based on the comprehensive research analysis of 18 articles, employees are motivated to perform effectively through commitment, loyalty, discipline, innovation and self-learning. Their performance has been thoroughly investigated in numerous research papers. Findings – All hypotheses were supported by data collected from 18 research papers that showed that human resources management works to improve employee roles and job performance and human resources management is considered a means to enhance the relationship with employees and develop them. Limitations of the study – The research is limited to studies on human resources management that were done in Northern Cyprus. Originality/value – This systematic review of literature is significant because it presents insights on the importance of human resources management in the realms of an organisation.

The importance of human resources management for recruitment and selection in banks in african countries

Human resource management is of great use within a company. This sector can be described as an association of skills and methods, policies, techniques and practices defined with the aim of managing internal behavior and strengthening human capital. On the other hand, the banking sector has grown and demands greater attention from employees. Therefore, the need for human resources management within banking organizations has become a relevant factor for the institution's good performance. With this in mind, the aim of this study was to assess the importance given to the resources sector by the employees of 4 bank branches, called BFA and BIC, both located in the Province of Bié, city of Kuito in the country of Angola. The choice of the country where the research was carried out was due to the lack of studies on human resources management and the ease of access to employees. The research was carried out using questionnaires made up of 10 simple, objective questions. The sample consisted of 50 bank branch employees, 25 from BIC and 25 from BFA. The data shows that the importance of the sector within organizations is explicit and abundant, as well as the evolution of recruitment and selection practices, in addition to the similarity in the management of both banks. Another factor identified in the results is that banks have increasingly used digital media in the employee selection and recruitment process and this is also part of the evolution of human resources management.

HUMAN RESOURCE MANAGEMENT IN MODERN ORGANIZATIONS - THE EXAMPLE OF „ALFA-PLAM“, VRANJE

The turbulent historical development of humanity indicates that people had the need for various types of organizational activities, and at the beginning these were groups. The association of people into groups was initially aimed at survival. Only united could they survive against animals in hunting and tribal wars. The group as a group of people enabled man to survive and go through different evolutionary stages. These are the first forms of organization that changed over time, and thus the goals of that organization. In the same way, individuals could not complete many tasks alone, so they were forced to join groups, so that by achieving common goals, they could more easily achieve personal goals. Basically, the purpose of their association was to achieve more with as little work as possible. From the above, it is clear that the "germs" of human resources management are related to the need of each group to have a leader at the head. The leader is the person from the group with the greatest personal authority to whom she has entrusted that role, expecting him to realize the interest of the group in the most efficient way. This is a man with strong abilities to organize people to achieve set goals, and today we call such people managers. In this paper, the modern approach to human resources management will be presented on the example of the well-known Vranje and Serbian company "Alfa Plam". The goal of the research is imposed by the topic of the work and is related to pointing out the importance of human resources management with special reference to the company "AlfaPlam" from Vranje, which has become a synonym for successful business because it consistently applies methods and procedures of human resources management. Namely, the company takes care of each of its employees, for which the human resources managers in the company are responsible. As a positive example, we state that on the company's website you can find CVs for each employee along with information about their progress in the company, training, bonuses received, and possible sanctions.Among the research methods used in the work were "desk" research methods as well as data collection through tests in the company itself. Through the research process, we came to the result that the company "Alfa Plam", which enjoys an international reputation, is successful in its work precisely because it consistently applies modern postulates of human resources management, while improving and consciously improving them.

Análisis del estado del arte sobre Gestión de equipos en Pyme

Effective team management is crucial for the success and growth of SMEs. This research aims to analyze the evolution of team management in SME projects between 2010 and 2020. Through a comprehensive bibliographic review methodology in the Scopus, and Web of Science databases, the main authors, most cited publications, associated factors, and methodologies used were identified. Selected original scientific literature, and review in English and Spanish, published between 2010 and 2020 for bibliometric analysis. The results highlight the importance of human resources management in achieving objectives and improving processes in SMEs. It is concluded that both individual management and team management are equally important for the proper functioning of SMEs

The Effect of Job Training, Reward, and Punishment on Employee Work Performance at the Indonesian Harmoni Healthy Traditional Health Center

Employee work performance is still a specific problem for each agency. The preliminary study on 1 staff manager that the number of customer visits has decreased in the last 3 years, in 2019 (552 people), 2020 (513 people), and 2021 (486 people), the satisfaction of 5 customers was 68% satisfied, 32% dissatisfied. The aim is to analyze the effect of job training, reward, and punishment on work performance. Methods one group pre-post test. The population was all employees at the Indonesian Harmoni Healthy Traditional Health Center, Malang including 10 therapists, 4 administrative officers, 2 cleaning services, total sampling, questionnaire, interview sheets, Wilcoxon using SPSS V.16. The results that the age of respondents was 20-35 years (56.2%), therapists 62.5%, male sex (62.5%), the employee's work experience <5 years (56.2%), work performance before training was bad (75%) after that was good (81.2%); work performance before giving rewards, punishments were bad (75%) after that was good (81.2%). The results showed work performance before or after job training (p=0.003), before, and after giving rewards, punishment (p=0.003). The conclusion showed the provision of training effects, rewards, punishments are significant. Therefore, the importance of human resources management which good as an effort to improve work performance.

The Importance of Human Resources Management to the Supply Chain Management

The purpose of this study was to examine the effect of human resource management on supply chain activities. Increasing the level of performance of human resources in the form of employee skills, employee incentives and employee participation affects the level of internal integration, supplier integration and customer integration in a company. This research uses quantitative research methods by distributing questionnaires to employees of PT. SPP whose results were analyzed using the structural equation model method with the application of SPSS AMOS. From the results of the analysis it was concluded that employee skills, employee incentives and employee participation have an influence on internal integration, supplier integration and customer integration.

Razvoj ljudskih resursa i inovativnost kao determinante unapređenja globalne konkurentnosti preduzeća

Human resources and innovation represent important elements of modern business processes. Business success depends primarily on human resources and business creativity in the current global business environment. In a competitive global economy, where other production factors (capital, technology, raw materials and information) can be copied, an organization's human resources become the only source of permanent competitive benefit. In that sense, business entities in a globalized environment have to do business differently. Those radically new conditions require innovation and special quality of human resources, and new knowledge and skills of all actors in the economic arena. Such a business environment requires inventiveness and creativity of the persons managing knowledge and information, who create entrepreneurial atmosphere and create organizations based on innovation and teamwork work to overcome problems that arise from fast organizational change and integration of countries into international economic environment. The primary goal is to provide a better understanding of the roles of human resources and innovation in the performance improvement and competitiveness of global organizations and be of practical use regarding the perception of the importance of human resources management and innovation in modern business.

Значення стратегічного управління людськими ресурсами для підприємств морського транспорту

The article emphasizes that many maritime accidents have been reported over the last few decades, due to the lack of skills of naval officers to control both resources and crisis. Consideration of human resources management is gradually seen as a core part of the human error management approach. The International Maritime Organization has raised the issue of the need to develop human resource management skills on board ships, but the standards of competence and criteria for their assessment have not been fully established. The article shows that most organizations recognize that their human resources are a source of competitive advantage. This recognition, coupled with increased environmental uncertainty, increased cost control and increased government regulation, have enhanced the strategic role of human resource management. It is emphasized that where human resources are a source of competitive advantage of the organization, their management plays a crucial role in providing "best practices" to the strategic planning process at the corporate level. Personnel planning provides another important link to organizational strategy, making critical work accessible and adding time to addressing staff shortages or redundancies. Another strategic value of the human resources function includes environmental scanning and competitive analysis to prove the role and importance of strategic human resource management for enterprise competitiveness. It has been proven that enterprise human resources are a source of competitive advantage and are proposed at the level of strategy development, aligning staff practices, policies and programs with organizational strategy so that desirable employee roles and behaviors support different strategies (eg innovation, quality improvement, cost reduction). The importance of human resources management in the formation of the organizational strategy of the company is established and the practice of strategic management of human resources of advanced enterprises is analyzed. The practical significance of the results obtained is to prove the role of human resources for strategic management. As a result, the involvement of human resources management in strategy formation has increased. It is recommended to use the appropriate components of the human resources planning procedure to address human resource shortages. The article underlines that another important aspect of strategy formulation is the international human resources strategy, which addresses the human resources issue of transferring them to the state as a result of international alliances. Consideration of the practice of applying international alliances has revealed the relationship between international company strategies and human resource planning, as there may be major differences in approaches to human resource management. Factors affecting the level of integration, which include industry differences, shifts in economic activity, technology change, and changing demographics, are considered. Finally, human resources managers must develop the personal skills necessary to participate in formulating a strategy.

İnsan Kaynakları Yönetiminde Etkin Bir Araç: Sendikalar

The labor factor of production -the human element- is both a physical and a mental force in order to achieve business objectives and ensure success. Using this power in the business world with intensive competition has increased the importance of human resources management. Unions that play a major role in human resources management has emerged as a dominant voice in labor relations and has become the main actor representing the worker. Today, in many countries unionization and membership have become a legal right, unionization has contributed to the challenge of the employee against the employer and the improvement of working conditions, and the workers have the opportunity to bargain collectively. In this study, a literature review was made, and an attempt was made to provide an intellectual commentary on trade union activities, how the worker acquired the right to trade union, the reason for joining the union and the gains.

A review on human resources management (HRM) theories and effective human resource management models

Human Resource Management (HRM) has become more important to strategic management, particularly as a result of its role in providing competitive benefit, advantage and the rush to competitiveness. Human Resources are seen as the available talents of people to an organization as potential contributors to fulfill the organization's mission, v ision, strategy and goals. Drastic changes occurred when machines and industry manufacturing methods were introduced in early 1900. Since machines and devices were introduced for manufacturing industries, laborers and workers expected very high output minimizing the labour cost. When a machine or device required several number of workers to operate its different functions, supervisory and control procedures were necessary and must for managing the workers owing to the factors like how different duties are assigned and allocated among workers, and to maintain worker relationships, communication, and job divisions. Factory authorities started to frame and design rules, regulations, work time schedule, job assignment methods and procedures, remuneration pay structures. They further designed proper and appropriate plans for getting a maximum output of the labour through job specialization. This trend was mostly influenced for the development of the theory called Scientific Management. Taylor (1856–1915) is called as the father of scientific management, who introduced several management principles and rules for organizations. This is one kind of first theoretical approaches for HRM during that period. The second theoretical approach of HRM is the human relation school developed by Mayo (1880–1949) and Roethlisberger through their Hawthorne research studies. The above theories are not classified as HRM theories, but they have a direct influence for the advancement and development of HRM theories. This review paper discusses on Human Resources Management (HRM) theories and effective human resource management models, HRM definition, nature of HRM, scope of HRM, role of HRM, importance of HRM, models and theories of HRM. Besides, HRM theories like universalistic theory, contingency theory, configurationally theory are discussed.

Strategische Personalarbeit ohne eigenständigen Personalvorstand?

WSI-Mitteilungen , Seite 140 - 149

STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN KURUMSAL PERFORMANSA ETKİSİ: İSTANBUL ÜNİVERSİTESİ’NDE BİR UYGULAMA

As the economical dimension of globalization, the differantiation of workforce structure and creation of knowledge workers as a factor of intellectual capital leads to the creation of differentiated human resources practices. Contrast to the past, the activities done at today’s workplace are changes according to the context and processes. Employees are needed to be able to gain more knowledge and expertise among their work statement. In today’s world, the basis of the success of many businesses are related with the effective, efficient and productive usage of human capital. As the rise of the importance of human factor for managment practices affected the concept and implementation of human resource maangement activities. Human Resources Management practices has gained importance as a strategic activity for all organizations. One of the most important reason to emphasize the strategic importance of human resources management, with different and valuable information created, that can provide a competitive advantage is the human factor. As a resource factor for organizations; human variable is one of the fact that can provide competitive advantage. In this study, strategic human resource management is analysed conceptually and the effects of strategic human resource management on organizational performance has been considered. To achieve these aims, a survey was conducted at the İstanbul University. Strategic human resources management and its sub-dimensions, analyzed among the effects on corporate performance. As a result of the analysis, the process of strategic human resources management was found to have a positive effect on corporate performance policies and corporate performance competition.

Place and importance of human resources management in hotel operations

As nowadays technology production is out of monopoly of certain countries, it also possible for countries that don’t have necessary equipment for technology production to acquire them by copying. In this context every other resource except human resources can be bought, substituted or acquired by various means. Human resource is hardest to acquire and the most expensive. The most important feature of the tourism sector whose importance is ever-growing today and the future is it being a service sector. Therefore, the only way to reach maximum quality of touristic products is manpower. Within hotel operations, running services and satisfying customers are largely provided by the effort of personnel. For this reason; human resources is very important for the efficiency of hotel operations. Operations that adopts a modern manner of management, practices human resource management techniques that ensures the employment of right person, in the right place and the right time. It is clear that competitive power increases by the correct planning of human resources in an operation. In hotel operations, “human” factor is the one that creates both the income and expenditure. Good management of human resources factor will ensure efficient use of manpower in businesses. In a sector such as hotel managements, that face-to-face relationships and the case of “service of a human to a human” happens densely, management of human resources is only possible by a Human Resources Management which requires special knowledge and skill in this field. Human resources management is a discipline that educates the personnel, improve their knowledge and skill, motivate and ensure them being satisfied with their work. For hotel operations to adopt and practice the mentality of human resources management will ensure their continued existence. Keywords: Place And Importance, Human Resources Management, Hotel Operations

Aspects Banging the Adequacy of HRM Hones Intended to Enhance Information Switch Over in CPCS for Human Health Care

This paper addresses the health care system from a global perspective and the importance of human resources management (HRM) in improving overall patient health outcomes and delivery of health care services. The significance of HRM hones for upgrading workers' capacity and inspiration to switch over information – rehearses that, thus, influence information switch over to backups inside cosmopolitan companionship (CPCs). In the decade since their praiseworthy article was distributed, a few commitments have been made highlighting the possibilities identified with the viability of HRM hones in CPCs, particularly those influencing an associations' absorptive limit. These possibilities incorporate nation level contrasts in HR frameworks, culturally diverse contrasts in acknowledgment of HR practices and individual-level elements influencing the viability of HRM hones. With an eye toward the future, I talk about these possibilities, giving careful consideration to the impact of the individual contrasts influencing workers' readiness to take part in information switch over. From the viewpoint of HRM, the current year's Decade Award article opened some critical entryways for future research; my objective for this analysis is to highlight them and the numerous that remain generally unexplored.

The importance of human resources management for small businesses in South Africa

The majority of SMEs fail in the first five years of operation (Cant and Ligthelm, 2003). Human resource management (HRM) has been identified as a crucial key success factor for SMEs in today’s world. This research study investigates small business owners’ perception of the importance of HRM. The objective of this paper is to determine the perceived importance of human resources (HR) among South African SMEs and the management of it. A questionnaire was constructed and judgement sampling was used to gather the responses of 88 small business owners. The research revealed that the majority of SMEs have HR practices of some sort in place, as well as areas to improve on HR practices. The challenge now is to further increase the adoption of HR management and practices among small businesses in South Africa to ensure their success, as they play a vital role in the South African economy. Keywords: South African SMEs, developing countries, human resource functions, human resources management, HR, HRM. JEL Classification: M19

Self-development model for improve leadership skills of executives managers: Comparison study in two different countries - Sri Lanka and China

In order to understand the importance of human resources management and to see how it is influenced by cultures and nations, this study is to compare in two really different countries such as Sri Lanka and China. The transition towards a socialist marketoriented economy has presented many challenges to both China and Sri Lanka. One of the key human resource challenges has been to develop business leadership skills in a flexible, timely and cost-effective manner. This paper focuses on the self-initiated approach to professional development that has been introduced by managers at a grassroot level to improve business leadership (referred to as self-development). Given the limited research on self-development in China and Sri Lanka, the intention of this paper is to enrich understanding of why managers in a complex and dynamic transitional environment undertake self-development activities. The findings of this study suggest that there is no ‘one-size-fits-all’ paradigm to understand self-development across contexts. First, the western model of leadership competencies at the different management levels do not necessarily fit the needs that managers are targeting in their self-development activities in China and Sri Lanka. Second, despite some similarities between China and Sri Lanka, the Chinese managers were more interested in technical leadership skills than the Sri Lankan managers whose self-development foci were centered on improving their moral standards. Such differences highlight each country’s stage of economic and social development while reinforcing the influence of contextual factors. It also suggests that self-development is best understood as a process within a specific context.

The psychological role of human resources management for upholding learning in a team

When it comes to helping managerial team members to learn and work together as a collective unit on a consistent basis, human resources management needs to be an interactive facilitator in designing formats that allows the team to be motivated in utilising their capacity and capabilities as a comprehensive dynamic force. Structures should be coordinated for managerial team members to be held accountable for their decisions and actions, and to obtain the flow of information for the purpose of exchanging knowledge and ideas with a psychological sense of security. This work provides a psychological approach model for human resources management to sustain learning by utilising a study on a manufacturing company that was trying to get its managerial team to perform with the company's philosophy and mission. The work points out to the importance of human resources management in upholding assurance for the team to learn with a strong trust in the process.

Learning organisation and human resources management practices: an exploratory research in medium-sized enterprises undergoing a lean implementation

Despite the fact that Lean Manufacturing (LM) implementation has been widely discussed in the literature, a reduced number of works focus on medium-sized enterprises (MEs). Such gap becomes more evident when searching for works exploring the dimensions of learning organisation (DLO) that surround LM implementation in MEs. This paper aims at assessing DLO maturity and the importance of human resources management (HRM) practices in MEs that are starting LM implementation. We verify the applicability of a method for assessing maturity levels of DLO and HRM practices in seven different MEs. The method was originally conceived for large enterprises well advanced in the lean implementation process; it combines concepts of HRM and organisational learning with lean implementation roadmaps. Adapting the method for application in MEs allows such companies to anticipate and minimise organisational learning problems by conducting appropriate HRM practices, leading to a more effective LM implementation. We conclude that the method is a suitable diagnostic tool for MEs, indicating which phases of the lean roadmap are better prepared to be implemented.

Future Strategies In Human Resources. Study Case: Romania

AbstractWithin this article we intend to make an overview of the situation of human resources training in Romanian companies. Taking into account that nowadays the entire world is suffering from the effects of the global economic and financial crisis, each country has different approaches related to the measures that have to be implemented to counter its effects. By taking into account the targets set by the European Commission in the “Europe 2020 strategy” for a smart, sustainable and inclusive growth the importance of human resources management and the way it can be involved to prepare a better response to a very turbulent market is emphasized more than ever. A new design of the human resources strategies is impetuously imposing itself as mandatory in this context. In the final part of this article, we will make a set of recommendations related to the future decisions in human resource management.