In the research, shared values and labor competences are linked with incidence for all teachers and managers. Its objective is to enable skills and abilities in the field of securities and competency ...management for managers and other entities, human resource managers in particular, consultants, researchers and trainers, for their effective and efficient introduction in the practice of educational organizations for the achievement of competitiveness. For the realization of this work, theoretical methods such as analysis-synthesis, induction-deduction, historical-logical and the dialectic were applied. From the empirical level, observation, interview and survey were used.
Employers are required to get expert advice whenever needed to ensure a safe work environment. Providers of Occupational Health Services (OHS) could be such experts, but their services are usually ...used to provide health-related support to individuals, not preventive Occupational Health and Safety Management (OHSM) or other group-focused interventions.
To investigate how contracts with OHS providers in Sweden are established and implemented.
Written OHS contracts were reviewed, and follow-up interviews were conducted with Human Resource (HR) managers, management, safety representatives, and OHS professionals in seven organizations.
Generally, the HR departments drew up the contracts with the OHS providers. The contracts were not integrated with the companies' occupational health and safety management. Managers lacked knowledge on how to utilize services offered by their OHS provider. Terms and conditions of contracts were found to be inconsistent with services actually utilized.
The procurement and implementation process promotes reactive rather than preventive interventions. Employers should include managers and safety representatives in procurement- and implementation processes and define relevant and measurable goals regarding the collaboration.
•Online fuzzy based system for employee performance appraisal (PA) is proposed.•Fuzzy Logic technique was used to model the system with PA attributes as inputs values.•An experimental study shows ...that the proposed system is 78.0% efficient.•The system is capable of providing accurate, timely and cost effective PA predictions.•The system is capable of promoting social–economic stability in organizations.
The evaluation of employees’ performance is geared towards assessing individual’s contribution to the attainment of organizational goals. Performance appraisal (PA) is a key tool in an organization due to its potency to either make or mar such organization. Irregular standards for human resource PA, tribal sentiment, emotional status of assessors, and delay in appraisal processes among others are the key problems of the conventional methods of appraising employees’ performances in an organization. This research therefore proposes an online fuzzy based decision support system for human resource PA. The proposed system incorporates an efficient computational technique which handles the delays and bias associated with the orthodox performance appraisal system in organizations. The fuzzy inference system developed in this research uses Mamdani technique, Center of Gravity Defuzzification approach and takes as input the key attributes considered when appraising the performance of an employee. An experimental study of the proposed system was conducted using the dataset of academic staff. Standard statistical technique was used to measure the accuracy level of the System and the result shows that the proposed system has 0.78 probability (78%) of predicting accurately the appraisal status of an academic staff.
According to the characteristics of human resources managers' competency and the research of relevant literatures at home and abroad, a competency evaluation method of human resources managers based ...on multi-granularity linguistic variables and VIKOR method is proposed. Firstly, the evaluation indicator system based on the competency of human resources managers is constructed. Then, by converting the evaluation information of different experts in different granularity to the same granularity by two-semantics, the comprehensive evaluation values can be obtained by integrating information of different experts. Further, the objective weights of the evaluation indexes were determined by the entropy method and an evaluation method were proposed based on the VIKOR method. Finally, an application example is given to illustrate the evaluation procedures of the developed approach and to demonstrate their practicality and effectiveness.
This study uses the job demands-resources model and multiple role theory to gain an understanding of the "toxin handling-well-being" relationship. "Toxin handlers" are empathetic managers willing to ...try to address pain and suffering in organizations (Frost, 2007). We use data from semistructured, in-depth interviews with HR managers to investigate the impact of the toxin handling role on well-being. The interviews indicate that toxin handling does not necessarily lead to the toxin handler's ill health, because factors such as organizational and personal resources can influence that relationship. Further, toxin handlers can face very different toxin handling demands. These differences in the toxin handler's resources and demands can lead to the full spectrum of possible health consequences of toxin handling (from decreased to enhanced health) for different toxin handlers.
In information technology (IT) service industry, essential task of a human resource (HR) manager is to form an efficient team involving different job roles from a pool of candidates who can satisfy ...business requirements. For this purpose, the HR department performs candidate recruitment and selection process. This article attempts to develop a mathematical and reliable approach using the analytic hierarchy process (AHP)-linear programming (LP) for building an efficient software project team by breaking the interview process of candidate selection into two parts. In the first phase, interviewers are responsible only for evaluating candidates based on different parameters. In the second phase, HR manager collates all data from the selection process and then applies proposed mathematical model to make final decision on candidate selection or rejection. The proposed application of AHP into team formation will improve the decision-making process involved in hiring when multiple interviewers assess candidates through interview. Finally, decisions are taken for finalizing team by incorporating all financial and strategic constraints using LP.
L'objet de cet article est d'étudier la gestion du risque lié aux ressources humaines en tant que dispositif interne de contrôle organisationnel. En nous appuyant sur différents entretiens dans de ...multiples secteurs, nous mettons en exergue plusieurs constats clés de recherche : la gestion du risque RH est un processus qui appelle â plus de structuration et elle reste un sujet complexe de mise en œuvre au regard de la grande diversité des risques compris derriere cette catégorie « risque RH ». Nos résultats de recherche abondent dans le sens de l'importance de mobiliser des cadres théoriques plus forts et plus enracinés dans la pratique. Nous mettons aussi en avant l'intéret d'étudier le risque RH en sciences de gestion, au-delâ des études spécifiques â une catégorie de risque unitaire.
Nous proposons une réflexion sur la gestion des ressources humaines (GRH) sociétale et le développement durable (DD). Nous constatons que peu de chercheurs se sont attardés à la dimension sociétale ...de la GRH et aux interactions qui s'opèrent entre la GRH et le DD. Réfléchir sur ces interactions pourrait mener à une pratique plus responsable de la GRH et à la construction d'un capitalisme plus « raisonnable ». Cette étude empirique se veut une opérationnalisation du cadre théorique de John R Commons qui mobilise l'institutionnalisme pragmatiste et ses concepts de transaction et de futurité. Nos principaux résultats montrent que les pratiques de GRH des entreprises étudiées ont été façonnées par les valeurs du DD et qu'il est possible d'envisager des pratiques plus « responsables » pouvant avoir des impacts au-delà de l'organisation. En considérant la GRH autant comme un sujet et un acteur du DD, nous pouvons alors l'envisager comme véritable force de changement.
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