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Author: Coretta Abiyah
Publisher: GRIN Verlag
ISBN: 3668832919
Category : Business & Economics
Languages : en
Pages : 105
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Book Description
Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called "personnel administration. It is said that personnel administration exist since the 1920’s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970’s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860’s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions.
Author: Coretta Abiyah
Publisher: GRIN Verlag
ISBN: 3668832919
Category : Business & Economics
Languages : en
Pages : 105
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Book Description
Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner. Human resource management was formally called "personnel administration. It is said that personnel administration exist since the 1920’s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970’s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge. Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals. Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution. The first form of HRM was known as industrial welfare in the 1860’s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions.
Author: Phooi Yue Mak
Publisher:
ISBN:
Category : Organizational behavior
Languages : en
Pages : 82
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Book Description
Author: Jayaranjani Sutha
Publisher:
ISBN: 9781799848028
Category : Organizational effectiveness
Languages : en
Pages :
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Book Description
"This book examines the applications of human resource management theories in practice and provides evidence-based strategies that enhance various aspects and performance of individual employees as well as SMEs as a whole. It also explores the different phases of the SMEs' attributes, culture, business processes, and performance"--
Author: Bagabo John
Publisher: GRIN Verlag
ISBN: 3346177041
Category : Business & Economics
Languages : en
Pages : 105
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Book Description
Master's Thesis from the year 2020 in the subject Business economics - Business Management, Corporate Governance, grade: Very Good, University of Lay Adventists of Kigali (UNILAK), course: PROJECT MANAGEMENT /M&E, language: English, abstract: The primary objective of this study is to assess the effect of Human Resource Development practices regarding the productivity of an organization The author aims to investigate the impact of Human Resource Development practices that are implemented in the financial institution BPR ATLAS MARA. Furthermore, the level of organization productivity of the employees of BPR ATLAS MARA is evaluated and the relationship between Human Resource Development practices and organization productivity in BPR ATLAS MARA examined. The management of Human Resource Development practices is an effective way of achieving organizational productivity. It has been discovered that most organizations are not performing well in this area and as a result have been experiencing a decline in productivity as well as failure in achievement of their goals and objectives.
Author: Dr. Eyong Ako
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Human Resource Management practices have gain enormous interest by the researchers due to its influence on worker retention. It is therefore imperative for organisations to institute appropriate measures to keep treasured workers. Effectual implementation of HRM practices can help organisations to retain their scarce and skilled workers. Organisations in all sectors are operating in highly competitive environment which requires that these institutions retain their core employees in order to gain and retain competitive advantage . It is against this background that the main endeavor of this research is to identify HR practices that affect workers retention in the public sector of Cameroon. The role of the human resources management in employee retention is critical since there practices impact directly on the employees' feelings about the organization.This paper sought to find out the influence of human resources management on staff retention in the public sector of Cameroon. The study was purely based on literature review. From the review of several empirical studies it was established that human resources practices significantly influences intention to leave of staff and hence there is need to embrace the practices that promotes staff retention.After analysing the data, the ensuring findings revealed that in spite of the results it still has a lot of setbacks coming from the methodology used, time, respondents and geographical limitations. From this conclusion, this study hopes to recommends the change of centralised leadership, eliminating discrimination and bias, installing a systematic and fair reward system, and providing compensation benefits and allowances such as medical insurance.
Author: Ken N. Kamoche
Publisher: Routledge
ISBN: 1351767933
Category : Business & Economics
Languages : en
Pages : 293
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Book Description
This title was first published in 2000: This book examines critically the theory and practice of Human Resource Management. It discusses some of the contemporary debates about the nature of Human Resource Management and attempts to offer conceptual clarity into this organizational phenomenon. The book effectively captures both the theoretical and practical issues in Human resource management - issues which are too often treated as separate. By examining Human Resource management with a variety of 'analytical lenses' Ken Kamoche's book takes the reader on an enjoyable and intellectually stimulating 'paradigmatic journey'.
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781091656666
Category : Business & Economics
Languages : en
Pages : 418
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Book Description
What will be human resource department's positive influence to bring to organization's benefits? I assume that HRD is a more influential role at the point of strategy formulation and is becoming on of the key determinants of business strategy. Due to this rapidly changing business environment fator, it requires a dynamic strategy planning process and flexible use of resources . So, I assume that HRD is a formative role in both the strategic planning process and in developing innovative, competent human resources in large size organization.In fact, human resource department can bring various benefits to large size organizations. Some benefits may be calculated, e.g. raising productive bumber, reducing employee turnover number, but other some benefits may only be feeling, e.g. improving employee engagement performance, building positive employee work attitude, building employee loyalty and organizational warming culture. So, if one large organization has one effective HR department, it can help the organization to achieve above these any one of aims easily. Moreover, every human resource department ought have HR management strategy, it includes these elements: planning HR needs, staffing organizations based on HR needs, compensating and motivating employees, appraising employee behaviors, enhancing potential e.g. training and development, maintaining effective work relationships and work environment. Meeting current needs to every department staff, e.g. what are the application to the position's minimum requirement, whether the applicants need to raise skill level, knowledge, expertise, education level to apply the position. Forecasting when the department will have staff number shortage challenge ot excessive staffs number, it needs to plan when to need to reduce the staff number to some positions in the department before the deparment feels that it does not need extra employees in short time. Succession HR planning to ensure year organization can provide skillful training and learning knowledge to avoid talent employees and organizational knowledg lost. increasing maximum utilization of individuals to achieve organizational objectives, supervising employees to work efficiently and effectively in all levels.Hence, HR department role is advisor. It needs to provide advice and services in the following areas. On an ongoing basis: maintenance of HR records, recuitment, selection, orientation, training and development, compensation and benefits, administration, employee counselling and labour relations. All HRM functions are interrelated as well as each function affects other areas. The functions include how to manage every employee's performance, it is one goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of mployees, teams as well as how to achieve formal system of performance as team task performance, how to achieve compensation to all rewards that individuals receive as a result of their employment.
Author: Sabiu Malam
Publisher:
ISBN:
Category :
Languages : en
Pages : 18
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Book Description
Numerous factors have been considered as the factors influencing employee performance in organization. Some of these factors includes, organizational culture, job satisfaction, employee commitment, emotional intelligence, personality, organizational citizenship behavior among others. While some studies considered human resource management practices (HRM practices). However, some of these studies used individual practice while others used group practices. Despite these studies, however, studies attempted to consider the influence of HRM practices and employee performance have reported mixed findings; therefore, a moderating variable is suggested. This paper proposes employee engagement as potential moderator to stimulate the relationship between HRM practices and employee performance.
Author: Tareq Mejhem
Publisher:
ISBN: 9783668796249
Category :
Languages : en
Pages : 16
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Book Description
Document from the year 2018 in the subject Business economics - Personnel and Organisation, grade: 92%, language: English, abstract: This study is an attempt to assess the effectiveness of using HRMS in human resources directorate at the Ministry of Interior in terms of availability, integration, ease of use, and time saving. Descriptive approach was applied in this research. In order to collect primarily data, a self-completed questionnaire was designed and distributed and received 100 in-house respondents. The participants are from the human resources directorate forming a mixture of managers, officers, policemen, and civilian employees. For descriptive statistics, SPSS was applied. Based in the findings of this study, the conclusions are as follows: The HRMS is effective and can improve the Ministry's employees' performance and the Ministry has benefited greatly from it in terms of availability, integration, ease of use, and time saving. However, it needs further technical improvements, information-related enhancements, teamwork communication, and end-of-service delivery to customers. Key Words: Availability, Integration, Ease of Use, and Time Saving.
Author: Ken Kamoche
Publisher: Routledge
ISBN: 0203633768
Category : Business & Economics
Languages : en
Pages : 221
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Book Description
As rival economies mature, attention shifts to new frontiers - such as Africa. Yet academic debate often neglects the complexities of this diverse continent, and the challenges faced by both multinational companies and domestic companies; particularly those in the Human Resource (HR) field. This is a refreshing new book that boldly tackles the HR challenges in countries spanning the African continent, examining the impact of contextual factors on the development of HR practices. Taking a regional approach to the subject, it featuring chapters on 11 different countries, including South Africa, Mauritius, Tanzania, Ethiopia, Tunisia and Libya, and has been written and edited by those with expert knowledge of the continent. It offers a fresh perspective on a growing subject area, showing how to develop techniques and practices that reflect the real needs of workers in Africa, and providing a balanced analysis of the area. Valuable not only to students and researchers in international management, human resources, organization theory and cross-cultural management, this topical and much-needed study is also critical reading for managers of multinational companies and domestic managers in Africa.
