Proper Management Of Human Resources Research Articles

Sağlıklı ve Başarılı Oganizasyonlar Gerçekleştirmek için Yönetim Yaklaşımlarının İnsan Kaynakları Stratejileri Yönünden Analizi

Organizations that may want to have a healthy work environment and success can be able to realize that through having proper human resources management. The objective of the study was thus to investigate the management approaches that can be adopted by healthy and successful organizations in terms of human resources management strategies. The methodology of the study involved the use of secondary data to analyze the human resources management approaches and success of organizations in the long run. The specific areas that were analyzed involved the management of employees, the leadership approach, and organization structure. The findings showed that Walmart adequately managed its employees through its recruiting, training, and development of employees. The findings also revealed that a visionary and transformative leadership and a hierarchical functional organizational structure can result in a healthy and successful organization. The healthcare industry was also investigated to determine the critical factors that could result in a successful organization. From the analysis, it was also revealed that management of employees through training and a leadership that emphasized on emotional intelligence and transformational leadership was critical to realize a successful organization.

Preparedness of ICU networks for pandemics.

The recent COVID-19 outbreak has clearly shown how epidemics/pandemics can challenge developed countries' healthcare systems. Proper management of equipment and human resources is critical to provide adequate medical care to all patients admitted to the hospital and the ICU for both pandemic-related and unrelated reasons. Appropriate separate paths for infected and noninfected patients and prompt isolation of infected critical patients in dedicated ICUs play a pivotal role in limiting the contagions and optimizing resources during pandemics. The key to handle these challenging events is to learn from past experiences and to be prepared for future occurrences. Hospital space should be redesigned to quickly increase medical and critical care capacity, and healthcare workers (critical and noncritical) should be trained in advance. A targeted improvement of hospital and ICU protocols will increase medical care quality for patients admitted to the hospital for any clinical reasons during a pandemic.

Building a capable state through proper human resource management

Background: This article examines the possibility of building a capable state within an appropriate ethical framework and the required human capital spectrum available to a government. South Africa currently faces shortcomings in capability and systemic stasis because of weak political management. The existing research has pointed out the state’s capacity deficit as a major factor that undermines the social and economic progress of South Africa.Aim: The aim of this article was to look at government’s capability of building a capable, ethical and developmental state which is a crucial facilitator for the successful execution of government’s goals of achieving the targets of the 2030 National Development Plan. A developmental state that is going to develop the economy, create jobs and improve the conditions of society standard of living through proper human resource management.Methods: As the main tool for doing this research, this article relied heavily on secondary qualitative and quantitative data analysis. Secondary analysis is a study technique that uses pre-existing quantitative data or pre-existing qualitative research data to analyse or validate previous studies on new issues.Results: The findings point that capacity building is crucial. Fixing political control at the core should be the starting point.Conclusion: There seems to be a complete failure of a build-up towards a capable state in South Africa as the public service shows unevenness with local, provincial and national government capability challenges. A capable state can exist only when an affordable, effective and development-orientated public service can only grow and have a transformative function in order to correct past failures, where government is making drastic changes, enhance and have the requisite effect on society on its bad results.

The Relationship between Job Stress and Job Performance in Staff Staff of Shahid Sadoughi University of Medical Sciences in Yazd in 2019

Introduction: Job stress is considered as an integral part of work environments that always affects people's job aspects and can reduce the performance and productivity of employees in organizations. The aim of this study was to investigate the relationship between job stress and job performance in staff of Yazd University of Medical Sciences.
 Methods: The study method was cross-sectional-analytical. Staff were considered a statistical population. The sample size was estimated at 282 people. The study used two standard questionnaires, Philip L. Rice's (1992) job stress and Patterson's job performance. Data analysis was performed by SPSS software.
 Results: 242 employees participated in this study. 42.1% of the respondents were men and 57.9% were women. The Deputy for Management and Resource Development (22.7%) and the Deputy for Social Development (5.4%) had the highest and lowest number of participants, respectively. Job stress was achieved in high-level staff and low-level job performance. Also, the relationship between job stress and job performance was found to have a significant inverse relationship (R = -0.318).
 Conclusion: In order to increase employee job performance and reduce stressors, senior university administrators need to improve the work environment by improving communication and interpersonal relationships. Applying proper human resource management and social and motivational support, improving facilities and planning to provide appropriate physical conditions in the workplace can also play an important role.

How to handle patients with autoimmune rheumatic and inflammatory bowel diseases in the COVID-19 era: An expert opinion.

• A correct patient risk stratification is of paramount importance for the proper management of economic and human resources. • Clinical trials are crucial to assessing immunosuppressant prophylaxis and treatment to avoid overuse and treatment shortage. • Controlled studies may highlight a potential preventive role of immunosuppressant in the development of Covid-19 severe forms • Despite the risk of infection in rheumatic and gastroenterological diseases a conclusive link with COV-19 remains questionable

Analysis of organizational commitment in cooperatives in Ecuador

PurposeThe objective of this research is to analyse the affective organizational commitment in cooperatives in Ecuador. This was done by adapting and testing a measurement scale based on the one-dimensional model proposed by Porter.Design/methodology/approachField work was carried out, with a structured questionnaire being given to a significant sample of workers in Ecuadorian cooperatives (2,499 employees and heads of department). The scale was adapted through a structural equation model.FindingsThe results show that the adaptation of the measuring scale for affective organizational commitment using a one-dimensional vision is consistent for the cooperative sector. In addition, the analysis of the socio-demographic variables and the work position show that some of them have a statistically significant relationship with organizational commitment.Practical implicationsThe proposed scale can contribute to the management of human capital in cooperatives in Ecuador. It can also be used as a tool to support the national agency in charge of the cooperative sector in this country (Superintendencia de Economía Popular y Solidaria, “Superintendency of Popular and Solidarity Economy”). By applying this tool, social economy organizations in Ecuador can measure the level of their employees' affective commitment with the institution they work in. Using the results, the people in charge and the leaders of the organization shall be able to introduce strategies to develop this organizational variable that is crucial for the proper management of human resources and, therefore, to help to obtain the institutional purposes.Originality/valueThis research project presents a measuring tool that can discover the unique features of the cooperative sector in a developing country such as Ecuador as it provides a special framework for managing human resources in this sector. Additionally, in a cooperative organization many employees have different roles in the same company. This tool can be adapted for other kinds of cooperatives with different activities (financial and non-financial activities) in different sectors.

Influence of the presence of children taken care of in work motivation

Motivation is one of the most important aspects in human resources management. Motivated employees are often the difference between the good and great companies. The ever-complicating environment is demanding more and more from companies. In the current economical era, namely the human capital is the one thing, providing the requirements of the environment so that companies can afford to stay on the market. Therefore, everything linked to the proper human resources management should be examined in detail, which is the main purpose of the current study. Here we aim to examine the link between the number of children for which the respondents are required to take care of and the most valuable motivators in workplace motivation. We firmly believe that the preferred motivators are directly linked to the number of children, with which we describe as the stage of the life cycle for each respondent. First of all, in our article we would like to examine motivation as a part of the human resource management. Afterwards, we will examine the results from our survey, held among 595 respondents from various sectors of the Bulgarian economy. The survey was held in online format, guaranteeing the anonymity of the respondents. The larger part of the response group is part of a governmentally owned railway company.

Enhancing Motivation through Work Meaningfulness

Proper human resources management can strengthen an organization through strategic talent recruitment and adequate benfits, but employee motivation is also needed to limit absenteeism and ensure an organization is reaching its fullest potential. Research shows various methods that an organizational leader can take to motivate employees by connecting them closer to the meaning of their work. Using a case from former president John F. Kennedy and his relationship to NASA, this article illustrates one way work meaningfulness can be adapted to improve employee motivation for Extension agents.

The role of information technology on strategic HRM: Transformation of traditional mindset

The academic community and organizations practicing proper human resource management has experienced the transformation of conventional human resource management into a more strategy oriented, knowledge based human resource management termed as strategic human resource management. At present, HRM is not merely a department but also an inevitable strategic partner of the organizations. Information played a key role in this journey of this transformation with the support of technology and termed as HRIS. The management and use of HRIS have enriched the collection, store, utilization and sharing of information resources. The paper highlights the contribution of HRIS towards SHRM and argues that its appropriate management can add the value to SHRM. In addition, the paper also points out a few limitations of HRIS and how the future workplaces might look like. The paper is expected to contribute to the existing literature through some new directional and contributive discussions.

Human resources for health: A narrative review of adequacy and distribution of clinical and nonclinical human resources in hospitals of Iran.

Human resource supply is considered as one of the most vital factors in achieving organizational goals, and human resources are the most valuable factor in the production and delivery of services. Labor shortages and surpluses could downgrade the quality of services offered to patients. Considering the seriousness of this issue, this study aimed to investigate the status of human resources in Iran hospitals. The narrative review was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-analyses guidelines. The key terms "Human Resource," "Human Resource Management," "Staff," "Workforce," "Hospital," "emergency," "staff nursing," "medical," "clinical personnel," "administration," "physician personnel," "non clinical personnel," "hospital personnel," "human development," and "Iran" were used in combination with Boolean operators OR and AND. The Institute for Scientific Information's Web of Science, PubMed, Scopus, ScienceDirect, Ovid, ProQuest, Wiley, Google Scholar, and the Persian database were searched. The research findings revealed that Iran's hospitals have no uniform distribution of human resources. In spite of the concentration of labor forces in some positions (eg, laboratory, radiology, operating room, anesthesia, and midwifery), other positions occupied by physicians and nurses are experiencing serious shortages of human resources, affecting the quality of the provided services. With respect to the study findings, planning to compensate for staff shortages and achieving personnel standard levels as well as providing the grounds for training the heads of wards for proper human resource management and planning would lead to an increase in the efficiency and effectiveness of hospital activities.

Development of human capital in the context of improving processes in the enterprise

Human is the key resource of the organization, and proper human resources management, manifested primarily by matching knowledge, skills and attitudes of employees to the strategic goals of the company should lead to their transformation into human capital and the synergy effect of combining the qualities and strengths of employees intensifying the frequency of the innovative concepts. The main purpose of the article is to present the results of research conducted on a sample of 70 enterprises regarding the analysis of the extent of enterprises’ use of the potential accumulated within human capital to improve the implemented processes, including quality management. The research covered issues related to the impact of the functioning of the human resources management system on the company efficiency, the main factors supporting and hindering the functioning of this system, as well as problems and difficulties occurring both at the stage of implementing the system and its subsequent operation. The basic research tool was a questionnaire consisting of 23 questions of a closed nature supported by interviews conducted with representatives of the management. The article also includes a literature review on selected aspects of shaping and managing human capital and increasing the professional potential of employees as a result of systemic management of their competences.

Job Satisfaction as a Mediator of Justice towards Organizational Citizenship Behavior

Time goes rapidly and competition is getting tougher. It demands employees to give high performance in order to exceed work standard determined by the company. work system innovation in banking companies provide stimuli for employees both from basic employees to management level to always be active in and have advantages in understanding the job desk. Extra ordinary behavior, which is usually called. Organizational Citizenship Behavior, is expected to change mindset where employees do not only master one ability, but several abilities or skills beyond their job description. Therefore, the purpose of this study is to analyze the influence of Distributive and Procedural Justice on OCB through Job satisfaction. This research is descriptive and verivicative analysis. Descriptive research was conducted to obtain a description of Distributive Justice, Procedural Justice, Job satisfaction, and OCB. While verivicative research is done to know the relationship between variables through the calculation - statistical calculation. The method used is survey method. While the sampling technique is Saturated / Census Samples with 65 respondents. Data analysis in this study using the analysis of PLS (Partial Least Square) and found that the Distributive Justice, Procedural Justice has a significant influence on Job Satisfaction that impact on OCB. There are several researchers who have researched OCB from a human resource point of view. Contribution of this research is to help managers to formulate strategies and policy implementation related to the proper management of Human Resources And create new Human Resources with all the best ability to play an extra role in doing the job.

Development of Human Resources to Increase Policy Capacity in Public Sector

This research paper is based on the correlation between HRM practice and organizational performances. The influence of HRM practices on organizational performance has significant effects. The main objective of this paper is to explore the general practice of HRM programs and establish the influences of properly managing the human resources for better development of selected organizations. This study had surveyed four leading organizations with 300 total respondents, in which 80 workers are working on top managerial positions and the remaining 220 staff members are working on the core non-managerial position. The response rate was 97.98% that signifies the interest rate of staff in the development of effective HRM policies in their organizations.Targeted and convenience sampling techniques are used to drive the results for this study. The results of the survey showed that in those organizations where human resource management practices are poorly planned and implemented and managed by non-experts so called managers, programs and policies of these organizations are perceived poorly by their employees. The study also showed that the enormous benefits of sound human resource management which were highly appreciated by their employees. It was proposed that the organizations should devote a proper human resources management department through which competitive advantages could be created.This paper emphases the development of human resources to increase the capability of policy in the public sector. Therefor the main attention together with to encounter the challenges which are the great hurdles in the communal development and develop a mechanism for the improvement the public sector staff’s competency throughout the policy cycle. Psychological treatments and different physical training segments are adopted in three stages for improvement of staff’s competency. The first one is focusing on the individual’s competency development policy, and that people-oriented approach is crucial factor for achieving successful reforms. In the second stage, conventional means i.e. customary orthodox trainings and development methodologies are adopted for the development of staff’s competency in the ever changing environments.

MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

Are the Functional Factors of Human Resource Management Subsisting in the Ready-Made Garments (RMG) of Bangladesh? Theory Conflicts with Reality

<p>The Ready-made Garments sector (RMG) of Bangladesh is really a flaring one. However it is a burning and varied tale. This study is designed to test whether the functional factors of HRM in garments sector is really exist or not. The study portrait that, most of the garments violate the proper human resource management practices contrast with theoretical framework. The study also suggest that the government as well as all the concerned authority should come forward with considerable efforts to ensure proper human resource management practices for smooth running and sustainable development in this sector which will result in overall economic development of Bangladesh.</p>

Study on the Key Factor Parameters to Increase Productivity in Construction and Manufacturing Industries.

Proper management of human and non-human resources in construction and manufacturing projects can give-in considerable savings in time and cost. Construction and Manufacturing industry faces issues in connection with problems related with productivity and the problems are usually connected with performance of employees. The performance of employees is affected by many factors. In this paper a survey was made on respondents who are employed various projects of Saudi Arabia. The researcher developed a theoretical framework from the existing research which was used as a Model to collect and analyze the field data to test the hypothesis. In this research activity three predictors (commitment, job satisfaction and job performance) for determining the change in productivity. The results highlight that commitment and job performance (respectively) are the two predictors which are explaining 37% of variation in the productivity of the companies. The results also show that Job Satisfaction has no role in the prediction of productivity.

Rough Sets for Human Resource Competence Evaluation and Experiences

The evaluation of labor competences is an important activity for proper management of human resources. To assess labor competences, different techniques have been proposed, but these proposals represent invasive mechanisms so that its implementation affects the efficiency of the project, and do not store the experiences for further processing. The aim of this paper is to propose two alternative algorithms to recover the evidences of performance of human resources by identifying their relationship with labor competences, using rough sets and text distance. The experimental application of the algorithms demonstrated efficiency levels in line with the human evaluators and efficiency improvement in the evaluation process, compared with methods like 360 degrees.

Evaluation of Human Resource in Uttar Pradesh Power Corporation Limited

Present paper is an attempt to evaluate the status of human power management and impact of human power it. Proper human resource management is mandatory for Uttar Pradesh Power Corporation because all works here is accomplished with the help of man power. Success of any enterprise depends upon appropriate management of power of its Human Resource.

English

The presence of Civil Society in Greece is lean even though the cultivation of the values of social solidarity and volunteerism they are notably developed. It is necessary to avoid jeopardizing the main traits of Civil Society, which are independence, diversity and their effectiveness. According to professor D. Dimitrakos, the Civil Society is the intermediary space between the state and citizen, the retainer in the state and at the same time a space of free participation in a social and political entity. The citizen relies on this in order to perform his rights and on the other hand the society of citizens assists the state, provided that this functions within a frame of consensus. The Civil Society is a result of Western political philosophy and assisted in the abolition of slavery, in the emergence of the role of women, in formation of syndicalism, in the protection of people with disabilities and others. In the modern period, the term was first used by the philosophers Marx, Engels and Gramsci, in order to denote the private sphere of activity of individuals in the frame of society, contrary to the state’s sphere of activities. Surveys demonstrate that 30% of Europeans declare that they are willing to undertake voluntary action. Worldwide, there are around 19 millions workers in NGOs and countless volunteers. The human personnel comprise permanent personnel, circumstantial partners and volunteers. Citizens and especially those that have expertise in the areas they operate in, are eligible to become members of NGOs, in order to help promote their goals. In the globalized reality, which leads to increased competitiveness, proper management of human resources is particularly important for all the executives of NGOs. In this proposal we will try to show how NGOs can manage and develop their human potential. Key words: Non-Governmental Organization, human resource management, civil society, volunteer, volunteering.

The manufacturing microbe.

In all industrialized countries, the manufacturing industry appears to be in difficulty: the costs of maintaining skilled workers to do complicated technical tasks are becoming a major hurdle. The fact that a majority of the young professionals will spend their whole lives just typing in front of a screen is worrying plenty of sociologists, particularly because of the simple fact that our brains apparently are sparked to creativity by being involved in complex handling – read manufacturing – exercises (Sennett, 2014).