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Search Results: 1 - 10 of 19829 matches for " human resources. "
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Review of Human Resource Management Function of Front Line Manager  [PDF]
Yingying Liu
Open Journal of Business and Management (OJBM) , 2017, DOI: 10.4236/ojbm.2017.54056
Abstract:
Front Line Managers (FLMs) are the managers of staff at the grass-roots level at the forefront of performing management activities, who play an important role in the achievement of enterprise’s whole objective and the implementation of enterprise plan to the individual staff and first-line staff. With the development of management practice, FLMs are beginning to shoulder part of the human resources management responsibilities. The paper summarizes the research status of human resource management function of FLMs from the perspective of human resources management, and outlooks the future research direction.
Design and Implementation of the Human Capital Report: The Case of the Biomedical Branch of the University of Florence  [PDF]
Cristiana Parisi, Paola Rossi
Theoretical Economics Letters (TEL) , 2016, DOI: 10.4236/tel.2016.64068
Abstract: The purpose of this paper is to develop a Human Capital Report focused on the competency profile of the key employees. Employing the case study of Biomedical Branch of University of Florence, we have designed a strategy map centred on key stakeholders: students, university, didactic and research centres, businesses. Furthermore, we have designed a model for the management of human resources, integrating two different approaches: individual and organic. On the basis of this model, semi-structured interview was carried out to obtain rich data on the current competences of key employees, divided in three personal characteristics for each strategic theme: knowledge, skills, aptitudes. The results of our analysis show where the competences of the key personnel are lacking, the strategic initiatives to take in the future, and the lead indicators to use for measure the effects of the initiatives. This study contributes to the previous literature, describing how university institutes can measure the human capital readiness.
A Brief Study on the Problems and Development Countermeasures of China’s International Trade Talents Training  [PDF]
Ruichao Zhang, Hongshan Liu, Jiajing Zhang
Modern Economy (ME) , 2017, DOI: 10.4236/me.2017.812104
Abstract: Since the 1990s, it gradually becomes a new approach in the field of international economics to study trade activities from the perspective of human resources. Many scholars believe that the gap of income inequality between two countries increasing or decreasing depends on the trade pattern between the two countries, but in the final analysis, it depends on the state of human capital allocation in both countries. Therefore, human resources are of great significance to the international trade. With China’s opening-up policy to the outside world becoming deeper and deeper, there is an increasing demand for international trade talents, and the skilled talents in international economic and trade fields have become scarce talents. However, at present, many universities’ international trade graduates find it difficult to get employed, and companies just lack talents in that fields. The main reason for this phenomenon is that the international trade talents trained in colleges and universities are out of touch with the social needs, which caused the phenomenon that graduates majored in international trade can’t be used by companies and companies lack talents in the field of international trade but dare not employ the graduates. To study this phenomenon, this paper finds that the teaching objective is not clear in colleges and universities; most colleges and universities pay much attention to theoretical teaching instead of practical teaching and lack teacher allocation. What’s more, the curriculum is not reasonable enough. So the colleges and universities should take some measures; they should cultivate talents to be familiar with international business processes and specific operations, international trade negotiation and communication skills, and to be familiar with international trade laws and practices. They also should guide students to get some professional
The Motivation and Performance in the Human Resource of a University Organization in the State of Morelos  [PDF]
Augusto Renato Pérez Mayo, Fernando Romero Torres, Nohemí Roque Nieto
Open Journal of Business and Management (OJBM) , 2018, DOI: 10.4236/ojbm.2018.63051
Abstract:
This article presents the results of the level of motivation and its impact on the performance of administrative workers of a university organization in the State of Morelos. Motivation is the impulses that give intensity, direction and effort to a person to achieve a goal. These impulses are affected by needs and desires, by skills, work knowledge, disposition, traits, emotions, moods, beliefs and values in the context of work, and determine behavior and performance. The study is quantitative-descriptive, field-based, and is supported theoretically under the guidance of Maslow, McGregor, Herzberg, McClelland, Vroom and of course the theory of Motivational and Hygiene Factors of Herzberg. They applied a total of 67 surveys. We conclude that the workers have a degree of dissatisfaction with regard to working conditions: lack of tools, resources and adequate equipment to carry out their work, facilities constantly adapted to carry out the work and not well distributed physically to work efficiently, ventilation conditions, cleanliness, poor hygiene, lighting and comfort.
Technology Development via Human Resources Exploitation: Evidence from Southeast Asian Countries  [PDF]
Shih-Chien Chien
Technology and Investment (TI) , 2012, DOI: 10.4236/ti.2012.34030
Abstract: The purpose of this article is to summarize and integrate the articles appearing in this special issue within the unique technology development (TD) and human resources (HR) of Southeast Asian countries. This paper examines how the synergy between TD and HR can lead to improved national economic performance. We proposed that better HR exploitation can sustain the capabilities of TD. Thus, the detail indexes are first evaluated with each category, which constructs the basic meanings of TD and HR. Consequently, the contexts of TD are clustered by different patterns with similar attributes in each nation. Each pattern can monitor the performance of HR in specific TD pattern. In this empirical study, we discover that the leading three countries (Singapore, Malaysia, and Thailand) have a strong positive rank correlation between TD and HR; In contrast, the rest of countries are poor rank correlation with regard to the two categories. These results mention that the level of TD, which depends on HR exploitation, is an important indicator of technological capability and even a proof of economic growth. We also examine the TD policies with strategic grid and offer a better road path of TD to follow, not only for those type countries to retune their policy, but also to parallel development in HR areas—such as the level of education upgrading, labor force environment improving, man power utilizing. Finally, Southeast Asian countries should calibrate feasible HR when use it to elaborate TD.
Training Needs Assessment at Assir General Educational Directorate, Saudi Arabia  [PDF]
Ikhlas I. Altarawneh, Amal Ibrahim Ahmed Aseery
American Journal of Industrial and Business Management (AJIBM) , 2016, DOI: 10.4236/ajibm.2016.62018
Abstract: The aim of the current study is to explore the current management and practices for Training Needs Assessment (TNA) process at Assir General Educational Directorate (AGED) in Abha, Saudi Arabia. It aims also to shed the light on the most important concerns, problems, and challenges that face Training and Development (T & D) processes and programs and to propose practical suggestions and recommendations to improve TNA process and practices and overcome T & D problems and challenges in AGED. The study adopted the quantitative deductive approach through a survey research strategy. A self-administrated questionnaire which was constructed based on previous studies was the main data collection method used to capture the data from almost all the administrative female supervisors (70) working at AGED. The findings of this study show that: in spite of the importance of identifying and assessing training needs of individuals, the majority of the study participants have never identified training needs for the people that they supervise. They do not rely on systematic techniques when identifying trainees; however, they use their own subjective manners. Moving individuals from one work place to another; low morale of individuals; students’ dissatisfaction; increasing complains and lack of skills were among the most important indicators of training needs. Lectures, guidance and supervision, group discussions and practical show were the most common T & D techniques and used methods. Main challenges of T & D were: the inability to identify training needs, insufficient numbers of qualified training centers, lack of motivation to participate in T & D because of the lack of support from the external environment such as (family, friends, etc.) and lack of time and budget to support the training processes. The study has made significant contributions to the body of knowledge at academic and practical levels and has come up with good recommendations to improve management of TNA, which will affect the effectiveness of T & D processes and programs in AGED; all were presented in the final chapter of this dissertation.
Research on GF Company Training System  [PDF]
Mingyue Gao
Journal of Human Resource and Sustainability Studies (JHRSS) , 2017, DOI: 10.4236/jhrss.2017.53014
Abstract: With economic globalization and the constant deepening of Chinese market economic reform, there occurs increasingly fierce competition among enterprises. Due to unique values, scarcity and inimitably organized classical characteristic, the human resources of modern enterprises become an integral component of modern enterprises’ competitiveness. How well human resources support the core capacity and competing advantages of an enterprise depends on employees’ core expertise and skills that create values for clients. The training system that is oriented on corporate strategies and core capacities is thus an important basis for cultivating and improving corporate employees’ core knowledge and skills. In this paper, we select GF company as the research object, making full use of human resource management related theory, literature research, case method, interview method to put forward an optimization design of GF company training system.
The Effect of Applying Human Resources Information System in Corporate Performance in the Banking Sector in Jordanian Firms  [PDF]
Mohammad Al-Tarawneh, Haroon Tarawneh
Intelligent Information Management (IIM) , 2012, DOI: 10.4236/iim.2012.42005
Abstract: This paper aimed to demonstrate the impact of the effectiveness of the Application of human Resources Management System in Corporate Performance which perspective of workers in the Banking Sector in Jordanian Firm, and to achieve the purpose of the study questionnaire was developed to measure the impact of the effectiveness of the Applica-tion of human Resources Management System in Corporate Performance, and the sample consists of the study (500) employees in the banking sector, and used statistical methods appropriate to answer the study questions and test hy-potheses. The study found asset of results, including: 1) There is a significant effect between the quality of the output of human resources information system and institutional performance in banking sector in the Jordanian firm. 2) There is a statistically significant effect between motives and corporate performance in the banking sector in the Jordanian firm. 3) There is a significant effect between training and organizational performance in the banking sector in the Jordanian firm. The study was presented a set of recommendations, including: activating the role of human resources information system, where still the information system performs the function of traditional supply the decision maker authorized one to read the outputs historical information when they want, either directly or after completing a series of routine procedures that enable it, without that, this applies to access information system to avoid problems that many occur later. Must go beyond human resources information system (HRIS) traditional role in the process of selection and appointment of the new human resource to work in the organization, which is merely providing information to decision makers about the people who stepped forward to fill a job order that differentiation among those application. That the ambitious goal of that system to provide a base for data (data bank) includes all of the details of the employment available in the market.
Human resources quality as a factor for competitive power of organizations
Zlateva-Petkova Tsanka
Marketing ì Mened?ment Innovacìj , 2011,
Abstract: Present article examines the actual questions for the essence and role of human resources quality for increasing competitive power of organizations. Paper presents also the methodology and the aim of the research, the concrete tasks and results of implemented research in factories from machine-building branch in Bulgaria.
Human resources development in Nigerian commercial banks: An empirical investigation
Olalekan Anthony Sotunde,Akeem Salami
Management Science Letters , 2012,
Abstract: Human resources development is one of the management functions that are aimed at maximizing the return on the investments. It is a combination of training and education that ensure continual improvement and growth of all stakeholders. The growth witnessed in banking sector of Nigeria has been attributed to many factors among which are the human resources available. The influx of human resources into the banking sector from different disciplines and observed restrictions on employees have necessitated the need for human resources development. Therefore, an attempt is made with this research to investigate the human resources development situation in the sector, with a study of one thousand employees of different commercial banks selected, randomly. Data was collected with a well structured questionnaire and analyzed using descriptive statistics. Hypotheses formulated were tested with t-test and the result shows that manpower from different disciplines are employed in Nigerian banking sector, the sectors has absorbed many from labour market, the new entrants are trained at inception, an average employee in commercial bank hardly has time for personal development effort.
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