Enterprise Resource Management Research Articles

Digitalization of HR activities in industrial enterprises

The report substantiates the need for digital transformation of human resources management in industrial enterprises in order to be adequate to the dynamic development of technologies in the modern digital world. Based on the conducted research, the current state of the human resources management system in industrial enterprises and the degree of introduction of digitalization of HR activities were analyzed. The main problems and difficulties related to their digitalization are formulated, as well as guidelines for improving the management of human resources in the studied enterprises.

Planning, implementation and evaluation of enterprise resource management strategies

Introduction. The development of innovation strategy is carried out within the strategic management of the enterprise. The innovation strategy has a long-term character and is formed in accordance with the goals of the enterprise for the optimal redistribution of resources within the investment activity. The purpose of the research is to summarize the theoretical and practical aspects of planning, implementation and evaluation of strategies for managing the resource potential of enterprises to develop recommendations in the field of agriculture. Results. The conditions of implementation and content of strategic management are determined. Aspects are substantiated that influence the choice of innovation strategy of the enterprise. The importance of directions coordination of innovative activity within the enterprise is noted. The expediency of forming the concept of socio-economic adaptation of the agricultural enterprise to the innovative model of technological development is substantiated. The definition of "economic adaptation" is given. Restrictions are described that prevent the introduction of an innovative model of technological development in the activities of Ukrainian agricultural enterprises. The role of the quality of staff interaction is noted in the process of enterprise innovative development. The measures have been identified to eliminate the negative impact of the innovative model of technological development on enterprises in the agricultural sector. The application of the methodology of interests’ coordination in the development process of technical re-equipment projects at the agricultural enterprise is offered. The conceptual content and principles of socio-economic adaptation of the agricultural enterprise to the innovative model of technological development are characterized. It is proposed to determine the competitiveness of the enterprise as a result of its socio-economic adaptation. The main indicators for evaluating the result of such adaptation are described. The coordination role of enterprise subjects’ interests in the course of social and economic adaptation is noted. Keywords: competition, resource potential, agricultural enterprise, adaptation, strategic management, strategy, innovative model of technological development.

Reconstruction of Human Resource Management Under Big Data and Artificial Intelligence

In the big data and artificial intelligence (AI) era, enterprise human resource management can be carried out based on the management innovation of big data and AI management innovation to adapt to the new situations such as the increased diversification of labor relations, the decentralization and flattening of organizational management, and the individualized values of the new generation of employees, etc. Based on the maturity model of human resource management, the data demand of enterprise human resource management will present a development trend from individual, phenomenal, accurate and causal judgment to collective, regular, relevant and perceptual prediction, along with the transformation of human resource concept and management mindset. Compared with the “Small data”, big data and AI will drive the innovation of human resource management in enterprises from three aspects as follows: implementing the tagging of human resources to form “Digital portrait” of talents at the basic level, building the decision and feedback system of human resources at the implementation level, and facilitating the transformation of the management mindset from management and control to value empowerment at the strategic level.

An Analysis on Human Resource Management in Australia Small and Medium Enterprises

While it is widely known that human resource management (HRM) is vital to competitive success, discussion has rarely included small and medium-sized enterprises (SMEs) let alone SMEs in Australia. This neglect is surprising given that SMES play an important role in the development of every economy especially in Australia's economy. With the globalization of the world economy, knowledge, and information technology expanding, the survival and development of small and medium enterprises are facing more competition pressure. This has made the investment in human resources a necessity in such a way that helps small and medium enterprises be able to resist the challenges they face in the hostile environment they operate in. If managed effectively and efficiently, human resources management can play a critical role in achieving the objectives and goals of any and all enterprises. This paper analyzes the many different issues faced by human resource management in Australia's small and medium enterprises such as recruitment, performances, succession planning, Time Management, Skill Management, Training and at the same time provides countermeasures which would contribute to the lasting succession and progress of small and medium enterprises.

NSE Stock Monitoring using Robotic Process Automation

The core objective of the project is to automate the backend office work of monitoring stocks daily. The project uses “Robotic Process Automation” to download the daily stock values from NSE website, feed the data into an Excel Sheet and send it to the required recipient through E-mail. Software for robotic process automation (RPA) is designed to perform basic tasks across applications just like human workers. A process with multiple steps and applications is taught to the software robot, such as taking received forms, sending a receipt note, verifying the completeness of the document, uploading the form in a folder, and updating a spreadsheet with the form name, the date submitted, etc. Like deep learning, with some support from programmers, the software robots used in robotic process automation are programmed by the employees to do the tasks in a specific workflow. The software is not learning on its own or trying to adapt new efficiencies or new insights such as tools for enterprise resource management (ERM). RPA acts as a remote worker assistant by clearing up the burdensome, simple tasks that eat up part of the day of each office worker.

ERP System Implementation: Planning, Management, and Administrative Issues

Motivation: In the modern computing and business world computerization, automation and Enterprise Resource Planning (ERP) system has become the backbone in both public and private sector organizations throughout the world. IT departments in organizations are playing major role in controlling the financial activities, procedures, business, and administrative operations. Problem: In this study, we have analyzed and examined the major issues which an organization could face while starting the ERP project. Objectives: This study will also discuss the significant elements which are crucial for an organization when they move towards the ERP system. Adopting the ERP system for an organization is not only a highly difficult task, but is also an expensive process. Therefore, the organization cannot afford the failure of this implementation plan. Solutions: Moreover, this study is also about the solutions regarding management and administrative plans as well as it helps to design comprehensive controls and procedures for the ERP system implementation project. The issues in the structure, functions, culture, human resource, and procedures of organizations are focused on the study and discussion is made to find out the solutions to control these issues during the implementation process. The study covers the issues regarding implementation plans, project management, and selection or designing of these systems and determines the role of different teams and workforce during the implementation process and after carrying out the process in the business environment. Keywords: Enterprise Resource Planning, Success Factors, Administrative & Management Issues and Challenges, CSF (Critical Success Factors), CFF (Critical Failure Factors).

Human Resource Management and Corporate Culture in Small Enterprises: Case of Ukraine

Human Resource Management and Corporate Culture in Small Enterprises: Case of Ukraine

Strategic human resource management in small and medium enterprises

Strategic human resource management in small and medium enterprises

Strategic human resource management in small and medium enterprises

Small and medium enterprises (SMEs) are seen as one of the main drivers of economic growth in the modern economy that is characterised with free markets, private ownership, entrepreneurship, and a major change in the basic approach to business and management. As a result, human capital is regarded as the most important asset, and therefore, in order to grow and prosper, SMEs need to embrace the strategic approach to the human resource management (HRM) which should, in return, increase their competitiveness and responsiveness to the market changes. The aim of this study was to analyse the influence of strategic human resource (HR) practices on organisational performance. The results of hierarchical regression used to test the hypothesis supported the relationship between strategic HR practices and business performance. The findings presented in this study were used for making recommendations to the SMEs' managers in the Federation of Bosnia and Herzegovina.

Increase of productivity in small and medium-sized enterprises in Thailand

The purpose of this research was to study the association of human resource management and the increase of productivity of small and medium-sized enterprises in Thailand. The study was conducted in the sample group which included owners of 269 small and medium-sized enterprises in Thailand using questionnaires. The statistics used in the research were frequency, percentage, mean, standard deviation, One-way ANOVA, multiple correlation analysis, and multiple regression analysis. The research revealed that the association between human resource management and productivity increase of small and medium enterprises in Thailand was found at a relatively high level. When testing the impact of human resource management on productivity, it was found that human resource management in the areas of recruitment, rewarding, and the protection and maintenance of human resources have an impact on productivity increase of small and medium-sized enterprises in Thailand.

Status and Analysis of Formal and Actual Human Resource Management, Financial and Policy Autonomy of State-Owned Enterprises in Pakistan

This paper studies the formal and actual human resource management (HRM) autonomy, financial autonomy and policy autonomy of the state owned enterprises (SOEs) of Pakistan and points out the differences that exist between them. It also identifies behind the lack of autonomy of SOEs and proposes multiple recommendations though which this gap can be bridged. Both quantitative and qualitative data was collected to carry out this study. Quantitative data was collected from 40 randomly selected SOEs using a close-ended questionnaire while 20 semi-structured interviews were carried out to collect qualitative data. Descriptive statistics was used to see the number of SOEs having different levels of HRM autonomy, financial autonomy and policy autonomy. It was found that a very less number of SOEs were completely autonomous in different aspects of HRM, financial management, policy formulation and its implementation. Excessive political intervention, dependence on government for resources, lack of power of Security and Exchange Commission of Pakistan (SECP) and poor performance of SOEs along with numerous other reasons were identified as causes behind this lack of autonomy. Multiple recommendations have also been proposed to overcome this issue. Keywords: Autonomy, State Owned Enterprises, Human Resource Management Autonomy, Financial Autonomy, Policy Autonomy, Task Autonomy, Securities and Exchange Commission of Pakistan, Companies Ordinance 1984, Public Sector Companies (Corporate Governance) Rules 2013. DOI : 10.7176/PPAR/10-1-01 Publication date: January 31 st 2020

Evaluation of the Effect of Chemotherapeutic Drug Training on Mobile Terminal for Neuro-Oncology Nurses Based on Kirkpatrick’s Model

Background: Since there has been training, there has been discussion about the effect of training. But training evaluation is not systematic until Kirkpatrick came up with the training evaluation model in 1959. At present, the prevailing model in the systematic summary of training evaluation is still The Kirkpatrick’s model. This model was further improved in 1994, more responsive to contemporary needs, and thus widely used all over the world. At the beginning, it was widely used in human resource management of enterprises. In recent years, this model has been gradually used in the medical field to evaluate the effect of medical training. The Kirkpatrick’s model has a systematic, integrated and persuasive evaluation system for trainees. It has good effects in the pre-service nurse training, the professional image and code of conduct nurses training, and the geriatric nurse training. At present, there are few studies on the chemotherapeutic drug training of neurologist nurses in China. In clinical work, nurses’ cognitive and practical behaviors of chemotherapeutic drug protection and drug extravasation prevention and treatment are insufficient. It directly harms the health of nursing staff and increases the complications of chemotherapy, increases pain of tumor patients, delays or interrupts chemotherapy, and aggravates the economic burden of patients. Especially, Chemotherapeutic drugs for neuro-oncology have particularity and necessity of urgent training. Objective: To investigate the effect of chemotherapeutic drug training through mobile terminal for neuro-oncology nurses based on the Kirkpatrick’s model. Methods: The training content and evaluation questionnaire for chemotherapeutic drugs were designed by nursing management personnel and senior nurses in our department according to the guidelines and common diseases requiring chemotherapy in the department. The content includes the basic knowledge of neuro-oncology chemotherapy, pharmacological knowledge, toxic and side effect of chemotherapy, etc., which are regularly pushed through the mobile terminal-WeChat. Forty nurses participated in the training and the effect is evaluated by Kirkpatrick’s model. Result: After the training, 100% of nurses were satisfied with the training content and 97.5% with the training form. The scores of nurses in learning level such as basic pharmacological knowledge, drug configuration and exposure, drug treatment and infusion, observation of toxic and side effects, and treatment of drug extravasation were significantly higher than those before the training (P

ШЛЯХИ ПІДВИЩЕННЯ ЕФЕКТИВНОСТІ ВИКОРИСТАННЯ ФІНАНСОВИХ РЕСУРСІВ ПІДПРИЄМСТВА

The article discusses ways to improve the efficiency of use of financial by an enterprise. It was stated that in order to effectively manage the enterprise resource potential, it is necessary to form the subject's mission; building goals of the enterprise; analysis of external factors (identification of potential threats and opportunities) and internal environments; assessment of resource efficiency, which should include a set of indicators and criteria to further determine the optimal direction of enterprise resource management and control as a basic and necessary step to build a system of effective management of enterprise resource potential. It is determined that the important directions of formation of the system of effective management of the use of resource potential are: use of labor resources; ensuring the stability of formation and efficiency of use of internal and external financial resources; development of innovation processes and their implementation. The problem of managing the formation and use of financial must be analyzed at a strategic, tactical and operational level. In order to ensure an effective solution to the economic and social problems of the enterprise, it is necessary to learn how to distribute financial and choose the best options for increasing capital both from external and internal financial resources. The created model of increase of efficiency of use of financial on an example of Concern Viytorgservice is considered. So, the Concern is a state-owned economic association based on state property in the form of a concern. The concern belongs to the sphere of management of the Ministry of Defense of Ukraine. Under the terms of the agreement, a significant increase of the revenue part of the Voentorgservice Concern (hereinafter referred to as Concern) is planned, taking into account the possibilities in the future, and above all taking into account the real, to date, state of financial and economic activity of the Concern. It is known that to improve the financial well-being of the company requires rational, economical use of available financial resources. For this reason, the article focuses on the concept of efficient use of financial resources Therefore, the Group needs to take a comprehensive approach to managing its financial resources.

Virtuous circle: Human capital and human resource management in social enterprises

AbstractThe majority of the extant research on human resource management (HRM) draws conclusions based on evidence from for‐profit organizations. In response to calls for the exploration of HRM in different contexts, this study focuses on understanding HRM in the context of social enterprises. The unique context of social enterprises and their unique workforce raise questions about the direct applicability of frameworks developed from examining HRM in for‐profit organizations. The narratives provided by 20 CEOs, HR directors, and managers of social enterprises in the United Kingdom highlight the importance of “ethics of care” as the core of the HRM‐related decisions in the “third sector.” In addition, we identify five distinct workforce categories and propose a typology of differentiated HRM systems that enable social enterprises to achieve their dual mission. Finally, we propose a “virtuous circle” model, highlighting “ethics of care” as the main driver for organizational outcomes, using differentiated HRM systems that better serve their needs.

Towards a hybrid model? A systematic review of human resource management research on Chinese state-owned enterprises (1993–2017)

Over the past two decades, there has been a proliferation of research on human resource management (HRM) in Chinese state-owned enterprises (SOEs) as a result of the wide-reaching state-sector reform of the late 1980s. This article aims to provide a systematic review of literature on this topic and capture the nature of HRM in Chinese SOEs, both in research and practice. The article draws on 178 studies from 43 English academic journals over a period of 25 years (1993–2017). In analysing this literature and by taking stock of theoretical frameworks, research methods, themes and analysis of academic articles in this area, we have gained a number of insights. The study has found that the research methods used have shifted from qualitative and interpretive methodology toward quantitative and sophisticated modelling. A further insight is that there has been a relatively heavy reliance on institutional theory in the earlier studies reviewed, and since then a switch towards organizational behaviour perspectives. The level of analysis has moved from macro to micro level and thematic foci have become more diverse and complex. We highlight a number of avenues, theoretical and empirical, for future studies in this field.

Environmental Protection Responsibility of Enterprises: Green Human Resource Management

In recent years, with environmental problems such as climate warming and air pollution becoming more and more prominent, more and more attention has been paid to the sustainable development of enterprises from all walks of life in the world. Therefore, the concept of green human resources management has been put forward by relevant experts. This paper mainly reviews the existing literature on green human resource management. Starting from the formation of the conceptual meaning, this paper explores the inevitability and results of the theory’s emergence and development sums up the practice of green human resources management in enterprises in recent years, including recruitment and selection, training and development, performance pay, employee relations, and looks forward to the future research direction of green human resources management.

Application of Information System in Human Resource Management

With the development of China's economy, more and more Chinese companies have appeared. And with the emphasis on the role of human, these companies are paying more and more attention to human resource management. The development of informatization has brought many benefits to the human resources management of enterprises. This article focuses on the concept and advantages of human resource information systems, and how to scientifically establish a human resource management system.

Environmental-oriented development of enterprises of agricultural industry and advanced training of personnel in agricultural environmental management

The directions of the ecological-oriented development of enterprises of the agro-industrial complex have been analyzed through the implementation of the principles of rational resource consumption. The purpose of the article is to form the scientific basis for the effective use of non-renewable resources by enterprises of the agro-industrial complex in modern economic conditions. A study has been conducted on the causes of waste accumulation in agricultural enterprises and the stages of the greening mechanism of the enterprise functioning have been analyzed. The mechanism of greening the functioning of an enterprise has been considered on the basis of an analysis of the stages, which implies the consistent introduction of technologies and equipment, which makes it possible to reduce the negative impact of agricultural enterprises on the environment.On the basis of the developed general strategy of the enterprise in the field of resource consumption, two models of resource management of an agricultural enterprise have been presented through the use of insourcing and outsourcing tools. The model using insourcing tools assumes the reorientation of the company’s own assets, that are not used in production activities for the cleaning and processing of secondary resources. The model with the use of outsourcing tools assumes the involvement of third-party organizations for the collection and processing of waste in secondary resources. The range of effective implementation of the proposed models in the activities of an agricultural enterprise has been determined. The importance of advanced management training in the field of agricultural economics in the interests of sustainable development of the agro-industrial complex has been denoted and proposals from the State University of Management (SUM) in this area have been presented. The Department of Environmental Management and Environmental Safety has proposed the preparation of masters for the implementation of all activities stipulated by the educational standard in the field of agro-ecological management. The structure of the proposed educational program “Agroecological Management” contains disciplines (modules) of a theoretical and applied nature, that are relevant for the study by specialists of the agro-industrial complex in accordance with the need to solve modern environmental problems.

Strategic Human Resource Management in Small and Medium Enterprises: Challenges and Opportunities

This article provides a snapshot of the challenges and opportunities of emerging small and medium enterprises. It initially provides a brief overview of the categorisation of SMEs across the globe and alludes to the theoretical rationale for the attraction and challenges experienced by a small firm. Further on, it provides reasons for studying this set of organisations. Strategic and practical concerns in the areas of employee attraction and selection, managerial and leadership development, and engagement and retention of talent are elaborated.

A strategy for human resources management in enterprises

The essence of modern problems in the field of human resource management is revealed. It is proved that the development of personnel strategy and its implementation allow the company to improve the efficiency of personnel use. There are formed the stages of formation of strategic personnel management. The directions of the implementation of management activities for the effective formation and use of personnel potential are developed. The authors proposed a general concept for developing a personnel management strategy for an enterprise. As a result of the research, it was established that the methods of forming the strategy for managing the personnel potential of an enterprise should be based on the active use of modern opportunities. Effective personnel policy in the system of strategic personnel management is one of the tools for managing business processes.