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Search Results: 1 - 10 of 18690 matches for " Human Resource "
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Human Resource Outsourcing in Banking Sector: Case Study of UBA Bank-Guinea  [PDF]
Teng Qian, Kouyate Boh Aisaata, Miao Miao
Open Journal of Business and Management (OJBM) , 2019, DOI: 10.4236/ojbm.2019.71017
This paper is a mixture of desk and field study. The paper focused on Human Resource Outsourcing in Banking sector looking at UBA Bank of Guinea. Based on literature review and empirical evidence corrected through inter-views from UBA Bank officials, the paper defines outsourcing concept, and highlights impact of outsourcing on organization, and on employees. The re-searcher then delves in issues areas looking at Human resource models, and then highlights strategic reasons advanced for outsourcing; while discussing economic reasons for outsourcing, vendor selection and decision making in outsourcing process. The paper concludes presenting factors that may influ-ence human resource outsourcing decisions.
A Study on Developing the Role of Human Resource Information Systems for Good Leadership  [PDF]
Harini Methuku, Hatim Ramadan
American Journal of Industrial and Business Management (AJIBM) , 2013, DOI: 10.4236/ajibm.2013.35057

The research is a human and context oriented study in the field of information systems (IS), human resource information systems (HRIS), leadership, human resource management (HRM) and tacit knowledge are focused in the study. HRIS and leadership are two main concepts of the research, whereas HRM provides an application area and managerial activities of leadership for HRIS. Tacit knowledge is used to describe and interpret actions that make leadership activities, sensitive and successful. The theoretical framework consists of when thinking and acting in the current way, what kind of information systems it produces, and when thinking and acting in another way, what kind of information systems it creates. The framework has its base on thinking and acting in a conventional, routine and stereotyped way, which hinders the process of observing, finding out, applying and using alternative thoughts and actions although they might provide useful and innovative solutions or activities for IS design. The main idea is to understand, interpret and to describe the phenomenon of the activities of good leadership and the phenomenon of the role of HRIS in the case organizations.

The Role of Electronic Human Resource Management in Contemporary Human Resource Management  [PDF]
Li Ma, Maolin Ye
Open Journal of Social Sciences (JSS) , 2015, DOI: 10.4236/jss.2015.34009
Abstract: More and more organizations have been replacing face-to-face human resource management activities with electronic human resource management, E-HRM for short. E-HRM facilitates the HR function to create dynamic and operational capabilities and contributes greatly on HRM effectiveness. This article elaborates on E-HRM in detail on the following aspects: Introduction of E-HRM, types of E-HRM, role of E-HRM, factors influencing utility, effectiveness of E-HRM, determinants of attitude towards E-HRM and the context for E-HRM in China, and it is expected to help people understand E-HRM more comprehensively and systematically.
The Role of Human Resource Information System in the Process of Manpower Activities  [PDF]
Ama F. Karikari, Peter Agyekum Boateng, Evans O. N. D. Ocansey
American Journal of Industrial and Business Management (AJIBM) , 2015, DOI: 10.4236/ajibm.2015.56042
Abstract: The evolution of technology has encouraged organizations to use human resource information systems (HRIS). HRIS is perceived to contribute to the effectiveness of manpower activities (human resources planning) in organizations. This paper interviewed two HRIS managers in the hospitality industry in Greater Region (Ghana) to identify the benefits, contributions and the challenges of HRIS. It was revealed that HRIS identified unfilled positions, accurately analyzed each job position and its job title in the organization, providing insight into organizational training needs, selected the right persons to be trained at the right time, evaluated the effectiveness of training programs and made faster and better decisions about successor ranking. It was therefore concluded that HRIS played a major role in the management of human resources. Organizations should integrate HRIS with other organizational systems to facilitate speedily sharing of information and decision making.
Impact of Information System on Transformation of Human Resource Performance: An Exploratory Study in Oromia Radio and Television Organization  [PDF]
Tanjim Tomanna, Dawit Yadeta Gerbi, Md. Altab Hossin, Shiyun Zhang
Journal of Human Resource and Sustainability Studies (JHRSS) , 2018, DOI: 10.4236/jhrss.2018.61025
Abstract: In the last few decades, emerging hyper-competitive era has increased the demand of information system and technology on human resource management for competitiveness. The revolution of information system and technology is completely and rapidly redefining the way of things are done in almost every field of human activity. Many firms are looking for utilizing the two elements (human resources and information system) as strategic weapons to compete. In particular, information system is demonstrated for human resource management that referred as human resource information system (HRIS). The HRIS is an integrated system mostly used to collect data, govern, record and to deliver and present data for human resource and hence promotes and transforms appropriateness of transforming human resource performance. This paper focuses on the impact of information system on transformation of human resource performance, the case of Oromia radio and television organization in Ethiopia. Both literature studies and interviews were done in this study to accrue information.
Human Capital and Inappropriate Behavior: Review and Recommendations  [PDF]
David D. Van Fleet
Journal of Human Resource and Sustainability Studies (JHRSS) , 2018, DOI: 10.4236/jhrss.2018.64042
Abstract: Human capital is vital to the successful operation of any organization, the quality of which is threatened by inappropriate organizational behavior. Reducing or eliminating such behavior is critical. Organizations must establish a positive atmosphere that guarantees the rights of all employees to a workplace free from all forms of inappropriate behavior. Morrison proposed eight “people-focused principles of management” that would enable managers to activate and fully utilize the human capital in their organizations. This preliminary study suggests that adopting those principles would benefit organizations.
Examining Human Resource Competencies and Their Relationship to the Success Factors of HR Profession  [PDF]
Choi-Sang Long
Journal of Service Science and Management (JSSM) , 2008, DOI: 10.4236/jssm.2008.13029
Abstract: This study examines competencies of Human Resource (HR) professionals in the manufacturing companies of Malaysia. The Human Resource Competency Survey (HRCS) model is used in this study. The competencies that are examined in this study are business knowledge, strategic contribution, HR delivery, personal credibility and HR technology. All these competencies will be tested whether or not they are significantly related to a firm’s performance. Furthermore, researcher wanted to study the relationship of these competencies with variables such as experience, education level, firm’s size and salary of the sample. The sample employed here consists of HR professionals from Malaysian manufac-turing companies in Johor, the southernmost state of Malaysia.
A study of the Acceptance of Material Incentives and Non-Material Incentives in Agri-Business Companies  [PDF]
Ming Fang, Yan Qi, Xun Liu, Yan Wang
Open Journal of Social Sciences (JSS) , 2014, DOI: 10.4236/jss.2014.29025

As a vital part of an organization, human resources management has been drawing broad attention both industrially and academically. Motivation is a significant content of HRM, which can be divided into material incentive and non-material incentive. This paper investigated the Chinese agri-business companies’ motivation methods and gave suggestions. This paper uses questionnaire and statistical analysis to explore and confirm that agriculture companies should pay attention not only to material incentive, but also non-material incentive. A Chinese agri-business company has been chosen for study.

Study on Determining Factors of Employee Retention  [PDF]
Bodjrenou Kossivi, Ming Xu, Bomboma Kalgora
Open Journal of Social Sciences (JSS) , 2016, DOI: 10.4236/jss.2016.45029
Abstract: Employees are the most valuable assets of an organization. Their significance to organizations calls for not only the need to attract the best talents but also the necessity to retain them for a long term. This paper focuses on reviewing the findings of previous studies conducted by various researchers with the aim to identify determinants factors of employee retention. This research closely looked at the following broad factors: development opportunities, compensation, work-life balance, management/leadership, work environment, social support, autonomy, training and development. The study reached the conclusion that further investigations need to be conducted regarding employee retention to better comprehend this complex field of human resource management.
Rough Sets for Human Resource Competence Evaluation and Experiences  [PDF]
Surayne Torres López, Gilberto Fernando Castro Aguilar, Iliana Pérez Pupo, Pedro Pi?ero Pérez, Laynier Piedra Diéguez
Applied Mathematics (AM) , 2016, DOI: 10.4236/am.2016.712116
Abstract: 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.
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