Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Line and staff, responsibility of hrm lecture_ 02 classabir hossain
Authority is the right to make decisions, to direct the work of others, and to give orders.
Authority refers to the rights inherent in a managerial position to give orders and expect the orders to be obeyed.
Authority was a major tenet of the early management writers, the glue that held the organization together.
It was to be delegated downward to lower-level managers. Each management position has specific inherent rights that incumbents acquire from the position's rank or title.
Authority is related to one's position and ignores personal characteristics. When a position of authority is vacated, the authority remains with the position.
Line Authority
Staff Authority
Functional Authority
Line Manager
Staff Manager
Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Line and staff, responsibility of hrm lecture_ 02 classabir hossain
Authority is the right to make decisions, to direct the work of others, and to give orders.
Authority refers to the rights inherent in a managerial position to give orders and expect the orders to be obeyed.
Authority was a major tenet of the early management writers, the glue that held the organization together.
It was to be delegated downward to lower-level managers. Each management position has specific inherent rights that incumbents acquire from the position's rank or title.
Authority is related to one's position and ignores personal characteristics. When a position of authority is vacated, the authority remains with the position.
Line Authority
Staff Authority
Functional Authority
Line Manager
Staff Manager
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Meaning of Human Resources
Human resources can be understood in terms of employing people, developing their resources,utilizing,maintaining and compensating,their services and in tune with the job and organizational requirements with the view to contribute to the goals of the organization goal ,individuals goals.
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Meaning of Human Resources
Human resources can be understood in terms of employing people, developing their resources,utilizing,maintaining and compensating,their services and in tune with the job and organizational requirements with the view to contribute to the goals of the organization goal ,individuals goals.
Growing Impact of Human Capital Analytics on modern economy: A Generic overview:iosrjce
The term Human Resource Management is used to describe the entire workforce of an organization.
Through the etymological meaning has got its recognition gradually. A paradigm shift is worth mentioning in
this regard when the connotation of "personnel management" related to industrial psychology, welfare
management started to digress and it evolved in to "Human Resource Management. The Co-relation is also
evident from economic perspective too. The four factors of production comprise the entire gamut of economics
and one such variable "Labor" is highly predominant factor. The purpose of writing this article is to highlight
the growing importance of proper workforce planning in relation todata analysis in various domains such as
healthcare in the United States, the public sector in Europe, retail in the United States and manufacturing and
personal-location data globally, the economy as a whole is dependent on manpower, the biggest backbone of a
nation leveraging on the right talent.
Human Capital Management Influencing on Organizational Productivityijtsrd
The present day decrease in various Economic of the world has finished in human capital increasing more extensive essentialness expanding globalization at immersion of occupation commercial centre for additional time and investing more exertion each progressed and developing accentuating on human capital improvement to get into the overall Arena human capital advancement is one of the essential response for this the business need to make speculations crucial resources for the developing having more noteworthy impact on execution this paper assessment sway on human capital have direct effect on organization execution from wherein is fundamental perspectives shapes generally speaking execution is considered in expressions of financial and nonfinancial by and large execution at some point or another this paper proposes and introductory model that clarifies pursuing among human capital and firm execution. Prof. Rekha D. M | Reshma B ""Human Capital Management Influencing on Organizational Productivity"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23771.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23771/human-capital-management-influencing-on-organizational-productivity/prof-rekha-d-m
How Intellectual Capital Effects Firm’s Financial PerformanceHendra Gunawan
This study examined the effect of intellectual capital on the financial performance of the company. Independent variables consisted of structural capital efficiency (SCE), human capital efficiency (HCE), capital employed efficiency (CEE) control variables used in this research are the size and leverage. The population of this study are non-financial companies listed on the Indonesian Stock Exchange (BEI) 2014. Samples were selected using purposive sampling method and obtained 232 companies. This study using simple regression analysis and descriptive statistics for the analysis of the data processed by SPSS 22. Results showed that HCE has negative effect on the financial performance, SCE has significant positive effect on financial performance, and CEE has significant positive effect on financial performance. The limitation in the study is sample that are used only limited to the non-financial sector companies listed on the Indonesia Stock Exchange 2014. Future studies are expected to use other measurements to measure intellectual capital and value of the company, and further research is also expected to increase the research data and select other industrial sectors.
Role of work life balance on employee productivity: a survey of commercial ba...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. The banking industry has produced best trading results although characterized by lack of flexibility, high work pressure and longer working hours. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of Work life balance on employee productivity. The study adopted a survey design with a focus on 536 bank employees drawn from the different job cadres. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools upon which analysis was undertaken using Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and thereafter presentations of findings was done using tables. The findings of the study indicated that effective work life balance leads to employee productivity r= .538 which was significant at p (0.00) < α (0.05). The study concluded that the non-financial motivation strategies influence employee productivity in commercial banks. The study recommends use of surveys and other evaluation methods to better understand the different needs of different employees to enable provision of customized work life balance.
After readingwatching the attachments, share your views on the foll.docxmilissaccm
After reading/watching the attachments, share your views on the following question:
If you were considering an international assignment, which of the expatriate selection criteria would be of greatest
Answer Only (200-300 Words)
ATTACHMENTS:
1. First article:
Expatriate Selection Criteria
The demand for expatriate employees is growing rapidly. Companies, repeatedly report that one of their top strategies is to “deploy” more staff on international assignments.” Selecting someone for an international assignment depends on a variety of different employment factors, including the extent of contact the business will have with local citizens and the government and the degree to which the foreign environment differs from the home environment. The magnitude of differences between the political, legal, socioeconomic, and cultural systems of the host country and those of the home country should also be assessed. Even companies that believe they have selected the best candidates frequently experience high expatriate failure rates. Poor cultural fit is a major reason why assignments fail. A lack of expatriate support from headquarters is another major cause. Yet another big factor is a spouse’s inability to adjust to his or her new surroundings. Today, more companies are preparing families by offering them cultural and language training.
2. Second article:
Strong HR Leads to Better Business Performance Worldwide
By Roy Maurer 12/19/2014 Permissions
Companies with strong people management capabilities such as talent and leadership management and HR strategy and datadriven insights show significantly better financial performance than companies that are weaker in those areas, according to a new report released by the Boston Consulting Group (BCG) and the World Federation of People Management Associations (WFPMA).
The report titled How to Set Up Great HR Functions: Connect, Prioritize, Impact is the latest in BCG’s annual Creating People Advantage series, which explores emerging trends in HR.
In this year’s survey, 3,507 respondents from 101 countries participated, representing a variety of industries. In addition, 64 HR and nonHR executives at leading companies around the world were interviewed.
The Society for Human Resource Management (SHRM) collaborated with BCG and WFPMA on data collection efforts in the U.S., China and India. In the U.S., 319 SHRM members completed the survey. In China, SHRM collected 71 responses. SHRM India worked with the National HRD Network in India to collect 112 responses.
“As part of SHRM’s ongoing involvement and commitment to the WFPMA, we’ve participated in the survey every two years in an effort to generate data worldwide, and this year we were able to assist in getting more countries into the mix,” said Howard Wallack, SHRMSCP, vice president for global business development at SHRM. “The biannual results consistently show that there are more commonalities of HR and business challenges across regions that u.
The debate over excellence, reputation, CSR and their impact on performance rages in the academic and professional communities.
Professionals responsible for intangible assets and those in charge of finance are a good reflection of this dual reality that frequently makes Board members and Management Committees take difficult decisions that don’t benefit both parts the same way.
In 2013, a research was held in Japan in order to shed light to explain the mechanisms that affect financial performance and, more specifically, identify which of these mechanisms are related to corporate reputation. It concluded that corporate value is constituted by four factors: organizational value, social value, business value and commercial value. Eventually, those companies that pay more attention to organizational and social value achieve greater commercial and business value.
This document analyzes the factors that constitute those values and the steps needed to improve reputation. It also explains relations between different factors of corporate reputation and financial performance in mathematical terms.
Innovation is the factor that truly relates corporate reputation to business success. The factors that improve both economic results and reputation are the ability to lure resources and expand internationally. That’s why companies need to bring best talent and state-of-the-art technologies on board.
In this document, it is explained the case of ING Direct in Australia to show the contribution of corporate reputation to financial results.
By using Net Promoter Score (NPS) (an index developed by U.S.-based Professor Reichheld which stands for a positive or negative correlation between the number of promoters and the number of detractors), ING Direct was able to measure the impact of its brand strategy on the Australian market. The company achieved a high recommendation level reflected in the exponential growth of deposits, funds and assets.
Good economic results impact reputation and sustain it over time. However, as in the example of ING Direct and many other companies, a good reputation is able to improve financial results as well as the competitive and economic position.
The purpose of this individual assignment is to encourage you to e.docxoreo10
The purpose of this individual assignment is to encourage you to explore and begin developing your own approach to financial counseling. You will consider your assumptions about the nature of individuals and how they change behavior. To begin this process, an article presenting an overview of the major traditional and contemporary theories of the helping relationship is provided (see in Week 9 Module: Theories in Counseling). Addressing the following questions will assist you in developing your personal theory. Integrate the answers into your paper, where possible.
-What is your view of human nature?
-What are some of your specific concerns or fears regarding your work as a beginning financial counselor?
-Personal Strength and weakness you may bring to the financial counseling process.
-Basic assumptions and explanations about how a change in behavior can come about?
-How do you typically deal with your crisis situation? With your own personal problems?
-How would your approach or theory assist in your anticipated work setting?
With those points in mind, write a 4-6 pages paper (Times New Roman, 12pt, Double Space) that articulates your approach for helping others. Throughout your paper, indicate how your views on helping are similar to and different than the theories presented in the reading and in references you find to support your paper. Include a list of references you use.
Expatriate Selection Criteria
The demand for expatriate employees is growing rapidly. Companies, repeatedly report that one of their
top strategies is to “deploy” more staff on international assignments.” Selecting someone for an
international assignment depends on a variety of different employment factors, including the extent of
contact the business will have with local citizens and the government and the degree to which the
foreign environment differs from the home environment. The magnitude of differences between the
political, legal, socioeconomic, and cultural systems of the host country and those of the home country
should also be assessed.
Even companies that believe they have selected the best candidates frequently experience high
expatriate failure rates. Poor cultural fit is a major reason why assignments fail. A lack of expatriate
support from headquarters is another major cause. Yet another big factor is a spouse’s inability to adjust
to his or her new surroundings. Today, more companies are preparing families by offering them cultural
and language training.
If you were considering an international assignment, which of the expatriate selection criteria would be
of greatest concern to you. Share your views.
Figure 15.4 (page 588) Expatriate Selection Criteria
1 | P a g e
Strong HR Leads to Better Business Performance Worldwide
By Roy Maurer
12/19/2014
Permissions
Companies with strong people management capabilities such as talent and leadership management and
HR strategy and datadriven insights s ...
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
Human Resources Management activities through Strategic Entrepreneurial Approach Iranian Oil Companies, A Case Study. Researchers in the field of strategic human resources have argued that organizations can effectively influence the interaction, behavior, relationships and motivation of employees (CHRISTOPHER J & SMITH, 2006). Entrepreneur organizations are not exempt from this issue. Entrepreneur organizations often are young organizations with the adoption of new responsibilities and challenges of entering an unknown industry must learn ways to gain legitimacy in the industry. In this way human resources of organizations, often because of the small size of the organization, are facing quantitative restrictions that can assist the organization in search of new opportunities, competitive advantages, and success in the market. The importance of human resources in entrepreneur organizations is even more than the legitimacy and acceptance in business and shortcomings (Cardon & Stevens, 2004, p. 297). In particular, people with entrepreneurial attitude has high social skills, including social understanding, effective management, confidence, etc. and are capable of making landscapes
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
Organizational Behaviour Research: A Critical Analysisiosrjce
The paper examines the current trend in OB research. It looks into the different dynamics in public
and private sector, it analyses the transformational change in Indian organizations. It also reflects the future
directions inresearch focus.
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this report includes the Iran financial markets and institutions. the report is compiled includind secondary dat from different sources such as articles, website, newspaper, books, etc.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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Article: Intellectual capital and business performance
1.
2. CRITICAL REVIEW OF THE ARTICLE
TITLE: INTELLECTUAL CAPITAL AND BUSINESS PERFORMANCE IN THE
PORTUGUESE BANKING INDUSTRY
AUTHOR: Maria do Rosário Cabrita, Nick Bontis (2008).
INTRODUCTION
This article theme is to find the intellectual capital effect of business performance in
Portuguese banking industry. The purpose of this research is to examine the interrelationships and interactions among intellectual capital components and business
performance in the Portuguese banking industry.
A past research shows that component of value creation have also changed. Inventory
cannot help in value creation until it is utilize in an effective manner. Similarly knowledge
is not important until it is used with other financial and non financial resources in a
productive way. It is also mentioned that harmonization of different types of resources
and interaction among them provide a higher intellectual.
Intellectual capital defines as the knowledge that can be transforms into value creation.
Another research shows that intellectual capital is important driver of value creation. So
in this research we focus on intellectual capital effect on business performance and
effect of intellectual capital component on value generation.Previous research shows a
positive relationship between intellectual capital and business performance.
PURPOSE OF RESEARCH
The purpose of our study is:
Examine interrelationships among intellectual capital
components and business performance
Test interaction effects among intellectual capital components
and business performance.
3. CONCEPTUALIZING INTELLECTUAL CAPITAL
Three elements of intellectual capital drag out from the literature that are its intangibility,
the fact that it creates value and the growth effect of collective practice.
In this article author used the work of Bontis (1999) as a base paper and utilize the
dimensions of Bontis to measure intellectual capital and its component for performance
of business.
In this article three dimension of intellectual capital is used which are:
Human capital
Structural capital
Relational capital
And two drivers:
trust
culture
HUMAN CAPITAL
Human capital is defined as a source of sustainable competitive advantage, investment
in human beings improves markedly the quality of work. It is also act as a driver of
national economic activity.
Previous research shows that increased training of employees may lead to higher
productivity and enhanced creativity, resulting in satisfied and loyal clients. Team work
is believed to increase innovation, productivity and speed-to-market.
Human capital is based on four elements:
Genetic inheritances
Education
Experience
Attitudes about life and business
STRUCTURAL CAPITAL
Structural capital is defines as a valuable strategic asset, which is comprised of nonhuman assets such as information systems, routines, procedures and databases.
The most advanced banking institutions already employ sophisticated systems to
assess risk management. A research shows that information quality is more related to
improvements in work environment.
4. RELATIONAL CAPITAL
Relational capital is the knowledge embedded in relationships with customers,
suppliers, industry associations or any other stakeholder. Relational capital can be
measured as a function of longevity.
Relational capital also includes market orientation. Previous research shows a positive
relationship between market orientation and business performance, new product
performance, innovation or learning organization.
The concept of relational capital was extended to include ‘stakeholder orientation’ items.
Another research demonstrate that market orientation is a necessary condition to
knowledge management orientation. Competitive intelligence is a market orientation
dimension.Researchers generally agree that the rejuvenation of intellectual capital
inside the firm, requires a sense of alignment with relational to protect the organization
from market consequences.
Culture is the glue that holds together the firm. It evolves over time, from the deep
knowledge of the organization’s internal capabilities, vision, traditions and values. Trust
is a fundamental construct to organizational life.
HYPOTHESES
H1. Human capital is positively associated with structural capital.
H2. Human capital is positively associated with relational capital.
H3. Structural capital is positively associated with relational capital.
H4. Structural capital is positively associated with business performance.
H5. Relational capital is positively associated with business performance.
H6. Relational capital positively moderates the relationship between the human capital
and business performance.
H7. Structural capital positively moderates the relationship between the human capital
and business performance.
H8. Relational capital positively moderates the relationship between the structural
capital and business performance.
5. DATA COLLECTION AND ANALYSIS
This research uses quantitative method of research and is an exploratory form of
research. Data is collected through questionnaire. Total sample size is 53 banks of
Portuguese and data is collected from atleast managers or directors within the
organization.
Spss statistical software is used for data analysis and regression, Kolmogorov-Smirnov
test for normality; and Cronbach’s alpha test for reliability is used.
First the survey instrument is tested by using PLS (Partial least square) and pilot test
shows that the survey instrument is reliable and valid. The value of Cronbach’s alpha
greater than 0.93 which shows that the instrument is reliable and acceptable.
In this research each component of questionnaire is tested by using varimax technique
which shows that all the elements of questionnaire are reliable and valid because the
value is greater than 0.40.
Finally the test applied on hypothesis shows that H1 to H5 are acceptable and
supported and H6 to H8 are not supported.
CONCLUSION
The result shows that human capital is positively related with the structural capital,
human capital is also positively related with relational capital. Human Capital (HC) has
important effects on both structural capital (0.755) and relational capital (0.391). Human
capital influences relational capital not only directly (0.391) but also indirectly through
the structural capital.
Structural capital is positively related with relational capital. Structural capital and
relational capital is positively associated with business performance.
Relational capital is not positively moderates relationship between the human capital
and business performance. Structural capital is also not positively moderate relationship
between the human capital and business performance. In last relational capital is not
positively moderates relationship between the structural capital and business
performance.
The explanatory power (R2) of model 45.4%, some indication that intellectual capital
components interact to influence business performance.
6. STRENGTH
Another important conclusion in this study is that the results of the Portuguese
study confirm similar results found by Bontis in Canada and Bontis et al. in
Malaysia.
Market orientation concept into the intellectual capital phenomenon may also
provide a better understanding of the market orientation.
Contribution of this study relates to human resource management.
WEAKNESS
This research is
only done on
one country
Portuguese.
This research is
only focus on
one industry
banking industry
of country.
In this research
only three
dimension of
intellectual
capital is used.
It is
recommend
ed that
senior
bankers
utilize an
intellectual
capital
framework
when
evaluating
the assets of
a potential
target.
It is argue
that a
thorough
understandi
ng of the
strategic
importance
of
intellectual
capital may
also
encourage
banks to
financially
support the
growth of
Portuguese
knowledge
intensive.
FUTURE IMPLICATION
There is an
immense
opportunity
for
interdisciplin
ary and
crossfunctional
learning.
We suggest
that defining
human
capital as
part of
intellectual
capital helps
organization
s understand
how
employees
create value.
Further
research is
needed to
investigate
whether
these
findings
generalize to
other
countries
and other
industries.
A
longitudinal
study should
be
undertaken
to
determine if
the
associations
identified in
this paper
hold over
time.