Human Resource Management Problems Research Articles

A dynamic model for assessing nonproduction (labor) losses of an enterprise

Larisa A. Ismagilova - Professor, Head of Department of Business Economics, Ufa State Aviation Technical UniversityAddress: 12, Karl Marx Street, Ufa, 450000, Russian FederationE-mail: Ismagilova_ugatu@mail.ruMarina V. Frants - Associate Professor, Department of Business Economics, Ufa State Aviation Technical UniversityAddress: 12, Karl Marx Street, Ufa, 450000, Russian FederationE-mail: tan-Marina@mail.ruMurat B. Kulmukhametov - Doctoral Student, Institute of Social and Economic Research, Ufa Scientific Center of Russian Academy of SciencesAddress: 71, October Prospect, Ufa, 450000, Russian FederationE-mail: murat.kulmuhametov@gmail.com The article deals with the problem of an enterprise’s human resource management. An enterprise’s human resources are described as a dynamic object of management with a great number of parameters specifying various aspects of its condition. The traditional techniques of human resources analysis are based, firstly, on retrospective analysis of data, and secondly, they take different aspects isolated from each other. The proposed managerial decisions are assessed from the point of view of their impact on separate parameters, but their synergetic effect is not assessed. These drawbacks may be eliminated through application of dynamic modelling including cognitive and flow modeling. Cognitive modeling identifies mechanisms responsible for system reaction on managerial and disturbing influences. A cognitive map of the problem of human resources management was made which includes lots of feedback loops, both reinforcing and balancing. This means, the control object is characterized by nonlinear dynamics and counterintuitive behavior. These features make it difficult to predict object reaction on managerial and disturbing influences. Within the overall issue of human resources management, this work reviews its particular aspect - the analysis of company’s nonproduction losses due to temporary disability of employees. The temporary disability of an employee is understood as his/her temporary inability to perform job duties because of health condition of either himself/herself or his/her family members. The temporary disability is considered to be partially controlled by the enterprise. A flow model is elaborated for assessing a company’s nonproduction losses caused by temporary disability of its employees, which can be used to optimize human resources management costs of an enterprise from the perspective of the cost-benefit ratio.

2.The Characters and Problems of Human Resource Management in the Hospitality Business

2.The Characters and Problems of Human Resource Management in the Hospitality Business

Система управления человеческими ресурсами предприятия на основе контролинга персонала

The article is devoted to the problem of human resource management in organizations. We consider a system of personnel management as the main condition of increase of efficiency of management of human resources in the organization. On the example of construction organizations the main results of the monitoring practices of human resource management are presented. Human resource management system based on the perspective of the tool – controlling staff is proposed.

Marketing-based human resource management strategy development

Chemical sector of Ukraine today operates in quite difficult conditions caused by economic, structural, institutional, market, technological changes and serious risks, which recently added. Due to economic downturn the enterprises of this sector faced with some significant human resource management problems such as negative outflow of qualified employees, problems with attraction of young specialists and retention of the existing employees. Ukrainian citizens don’t limit their job search with local employer but also they are ready to look for foreign employment opportunities. That is why it is crucially important to launch progressive and effective human resource management approaches in order to improve current situation at Ukrainian chemical sector employers. In the article the methodical approach to developing HR strategies based on marketing was offered as well as an assessment of companies using the proposed method was conducted. Methodical approach stipulates logical steps of managerial actions in order to assess the current state of human resource management within the company and develop an effective human resource strategy later. According to the developed tools, the overall assessment of the human resources management in the chemical industry enterprises of Ukraine was fulfilled. Based on the results of the analysis it was defined that the current state of the human resource management in researched companies significantly varies. Research investigations enabled to form recommendations regarding human resource management strategy formation for the enterprises with different needs.

Between vulnerable compliance and confident ignorance: Small employers, regulatory discovery practices and external support networks

This article investigates how, under what circumstances and with what consequences small employers take action to discover their regulatory obligations to employees. It complements and builds on existing research by switching the focus from substantive adaptations by employers to employment law to the prior issue of discovering regulatory requirements. This article contributes to the literature on small firms and regulation in several ways. First, employer discovery of regulatory obligations is profoundly shaped through social interaction with external support networks. Family and friends with human resource management (HRM)/legal expertise often play a crucial role in regulatory discovery. Second, regulatory discovery practices are influenced by the broader business contexts and, in particular, the incidence of HRM problems that leave employers exposed to the risk of litigation if handled badly. Third, the burden of discovering regulation is a dynamic phenomenon, fluctuating over time, rather than a stable, permanent condition.

Социальные факторы управления трудовыми ресурсами молодежи

The article presents the results of a sociological study of the problems of human resources management of youth in the conditions of the region. The results allowed the authors to identify the main trends in professional self-determination of the Russian youth and strategies for career orientation of graduates. Identified factors reflect a gap in the needs of economic development of regions in the labor force and training segments. The article suggests ways to solve this social problem, methods of retaining the most talented and highly qualified young professionals. An important area is the right professional self-determination at the stage of choosing the direction of training, as well as technologies for effective talent management solutions for regional development tasks.

A Measurement and Analysis Model of the Human Resource Management Capability Based on the Ideal Domain for Grey Correlation

This paper aims at solving existing problems in enterprise human resource management through measurement and analysis of enterprise human resource management capability. It proposes a measurement model for human resource management capability based on ideal domain of grey correlation. First, an improved measurement and analysis system for enterprise human resource management capability is proposed; then, positive and negative ideal domains for enterprise human resource management capability are constructed, and the management capability is measured and analyzed based on grey correlation analysis method to obtain the grey correlation coefficients and grey correlation degrees between the object-under-examination and positive and negative ideal domains respectively. Next, on the basis of comprehensive grey correlation, a human resource management capability model is proposed to measure human resource management capability. Finally, case study is carried out to examine the feasibility of the proposed model.

A TRIZ Approach to Human Resource Management

How to apply TRIZ approach to management areas, particularly in human resource management, is a subject worthy of study. Past TRIZ studies have shown that although the 40 principles of the invention with general fitness, but technical inventions in 39 technical parameters can’t be directly applied to the field of management, it needs to make different interpretations of the problem-specific management. In the study of contradiction matrix of management, determining management parameters is the primary research to construct a matrix of management conflict resolution. Purpose of this study was to investigate and analyze human resource management literature, through conflict management scenarios analysis, in order to create a human resource management conflicts matrix which is similar to the traditional techniques of conflict resolution in TRIZ matrix solution matrix. Making the separation principle and other innovative principles of the invention can be extended to human resources management areas, so that TRIZ tools in human resources management model can be effectively applied. This study analyzed two cases of human resources management, through scenarios events, this study resolves conflict management parameters (the optimal parameters, the deterioration of parameters) and use innovative principles to solve the human resource management problems.

The Implications of FedEx to Human Resource Management of Logistics Enterprises in Beijing

With the advent of the information age, the development of the logistics industry has produced more and more significant impact on our lives. This paper analyzes the problems in human resource management of logistics enterprises in Beijing and the good experience of Federal Express in human resource management as well as its inspirations to our logistics enterprises.

Management of Volunteering Human Resourcesin Sport Organisations

Abstract Management of volunteer human resources in sport organisations is an extended, interdisciplinary area covering various empiric researches. In Lithuania managing aspect of volunteer human resources in sport organisations is an uninvestigated phenomenon. Scarce fragmental research related to volunteers’ motivation could be found, however, this research was performed by researchers of social work, psychology issues etc. Subject analysis from managerial aspect is timely, relevant from scientific and practical standpoints. Problematic issue is concerned – what managerial activities of human resources are identified in sport organizations and how these activities should be controlled. Scientific problem – what problems of volunteer human resources management are identified in sport organisations and how they could be solved from managerial position. Research object: management of volunteer human resources in sport organisations. Research aim is to research the factors impacting management of human resources in sport organizations and prepare the model for human resources management in sport organizations. Research objectives: To review researchers’ attitude to volunteering as to an object of scientific research, revealing the variety of them. To reveal inter dependence aspects of volunteering and sport organizations. Having analyzed theoretical aspects, produce theoretical model for management of volunteer human resources in sport organisations. To make and describe empiric research logics and instrument for volunteer human resources management in sport organisations. To research the appliance of theoretic model for management volunteer human resources in sport organisations in Lithuania

Application of multifactorial regression analysis to improve the efficiency of human resource management

This article discusses the use of multifactorial regression analysis to solve problems to improve the efficiency of human resource management.The main aim of the article is to develop methods of using multifactorial regression analysis for quantitative studies of the efficiency of human resource management. Problems of human resource management at all times are highly relevant. Proper recruitment, evaluation, development of motivation systems are the key links in the chain of problems of increase of organization productivity. Application of statistical methods for HR analytics allows seeing the reserves of increase productivity, reducing turnover, etc. The developed technique allows identifying three key performance indicators of personnel management services; based on the characteristics of the contents of the factors influencing the HRM, select the private performance indicators for multivariate regression analysis and build a multifactorial regression model. The research results can be applied in practice of HR departments to improve the efficiency of personnel and the development of personnel policy.

Computing Cloud as the Tool Supporting Human Resources Management in Transnational Transport Corporation

In this article authors focused on problems, which transnational corporations come across in the area of resource management human, in particular in managing the development of employees and pointed, in what way application of cloud computing lets them reduce these problems and make the whole process more transparent. First two sections presented theoretical dissertations about problems of human resources management in transnational corporations and the application of cloud computing as the tool for increasing the flexibility and better employers management. A next part of the text is an analysis made on the basis of observation and documentation of causes and effectiveness of application of the cloud as a toll supportinghuman resources management in the international corporation.

Multicriteria HR Allocation Based on Hesitant Fuzzy Sets and Possibilistic Programming

We focus in this paper on posing and solving a problem of human resource management, namely allocating n people into m groups, such that each group satisfies minimal quality conditions. Each individual is evaluated for every quality by the expert who grades them using hesitant fuzzy numbers, thus enabling a more realistic mark giving method by avoiding artificially imposed accuracy. We compare results with crisp models of Lin and Gen and discuss the significance of fuzzy methodology.

Multi criteria optimization of human resource management problems based on the modified topsis method

В статье выделены специфические особенности задач управления человеческими ресурсами (УЧР), позволяющие идентифицировать их как задачи многокритериального анализа и принятия решений в нечеткой среде. Предложена обобщенная концептуальная модель принятия решений в задачах УЧР. Предложена модификация TOPSIS, заключающаяся в интегрировании в алгоритм принятия решений дополнительной компоненты, обеспечивающей расчет на основе метода анализа иерархий коэффициентов компетенций экспертов.

An Empirical Study on Work Perception and Turnover Intention of Foreign Pharmaceutical Factories Employees – Mediator in Affective Commitment

KEYWORDS Perceived Organization Support. Supervisor-Subordinators Guanxi. Organization Commitment ABSTRACT High turnover rate, especially of the first-line sales staff, has long been the most annoying problem of human resource management for pharmaceutical industries. Perceived organization support and organizational commitment are the key factors in work behaviors of employees, while supervisor-subordinators guanxi is also proven being able to affect work intention of employees in an enterprise. For this reason, the sales in foreign pharmaceutical factories are sampled as the research subjects in this paper. With questionnaire survey, 368 effective samples were used for testing the hypotheses with hierarchical regression analysis. The research findings show lower turnover intention of employees with higher perceived organization support or better supervisor- subordinators guanxi; besides, affective commitment presents mediating effects between employees and the organization. Therefore, we suggested business executives to maintain favorable interaction with the subordinates, and most importantly, to build employees' affection and feeling of dependency on the organization.

Application of Self-Gonfiguring Genetic Algorithm for Human Resource Management

Received 10.11.2014, received in revised form 02.12.2014, accepted 15.12.2014 This paper describes the problem of human resource management which can appear in many organizations during restructuration periods. The problem is simulated by a dynamic model, similar to a supply chain model with several ranks. The problem of finding the optimal combination of transition coefficients, including the fluctuation coefficients, is transformed into an optimization problem. To solve this problem, a self-configuring genetic algorithm is applied with several constraint handling methods. Additional constraints are defined in order to avoid undesirable oscillations in the system. The results show that this problem can be efficiently solved by the presented methods.

Lifelong Learning for Improving Customs Education System in Latvia and the World

Paper is devoted to actual problem of education and human resource management in field of customs administration and Latvian experience for solving crucial training problem – interaction of custom administration processes and relevant knowledge. Generally training organizers are developing own training programs following objectives of staff development strategies, but custom's community stakeholders - World Customs Organization and world customs administrations together with academics are looking for better training support mechanism, how to create contact points for university and customs internal training and to create qualitative business training programs in the customs area. The aim of research is to describe the mechanism of existing and potential training management. As the result of study the generalized approach for satisfaction of training needs for joint tax and customs administration worked out and proposals on the improvement of training management mechanism is offered. Research based on comparative analysis of literature and practical experience of custom education institutions.

Employee job satisfaction: A Study of Centaur Lake View Hotel

Nowadays, the number of hotels in India is increasing year by year due to the effect of tourism in the country. However, the employees’ turnover rate in hotel industry is increasing year by year also. There is not an easy way to maintain the employee loyalty in an organization to retain the employees. There are several variables that influence the employee loyalty in the hotel industry such as career development, compensation and rewards, job security and workplace environment. The researcher carried out the study owing to human resource management problems facing the hospitality organizations, specifically as they concern work force stability. The researcher was concerned at the rate at which workers in this sector switched over to other similar organizations on a regular basis. The main objective of this study was to determine the level of job satisfaction and its relationship on workers’ productivity in the hospitality sector. The study was carried out in the Centaur Lake View Hotel, Srinagar. This result indicated that workers’ job satisfaction plays a very crucial role in the workers’ productivity in the hospitality sector. The researcher conducted an exploratory research, where in the data was collected using self structured questionnaire and also some open ended questions through interview method and the data thus obtained was analyzed using basic descriptive statistics. The respondents were the employees of the Centaur Lake View Hotel. Based on the findings the researcher recommends that management of the hotel should endeavor to have a specific well defined man power plan or strategies, in terms of remuneration, fringe benefits, reward/Recognition schemes for staff members, training and development programs. This is to assist them in reducing dissatisfaction and increase the level of job satisfaction among Staff members, reduce employee turnover and also maximize profit. This study also describes the important role of employees for the company productivity and operation. Furthermore, several recommendations are proposed in the last part of this research for cultivating the employee loyalty towards the hotel industry which can help organizations in maximizing profits and improve the operation.

ROLE OF HUMAN CAPITAL IN TOURISM SECTOR – LITARATURE OVERVIEW

The aim of this study was to investigate the role of human capital in the tourism sector in Poland and an analysis of the importance of human capital in the tourism sector in the world, based on available literature data. In the tourism sector workers have to face the problem of human resource management in the Polish tourist industry and the tourism and hospitality education in Poland, which seem to be insufficient. The paper presents a conceptual framework that shows the relationship between human capital management and development of tourism. Production of high-quality human capital, will positively affect the development of tourism in Poland.

The Research on Human Resource Management Problem of Turkish Fast Food Company

The Research on Human Resource Management Problem of Turkish Fast Food Company