Showing 6 results for Human Resource
Mir Mehdi Seyyed Esfahani,
Volume 26, Issue 1 (3-2015)
Abstract
In today's competitive market, quality has an important role in manufacturing system. The manufacturers attempt to maintain their production system in a proper condition to produce high quality products. One of the key factors to achieve this goal is maintenance policy. Most studies on maintenance focused on machines and less attention has been paid to human resources as the most important factor in manufacturing system. In this paper we propose a mixed integer nonlinear model to schedule the maintenance of machines and rest of human resources based on reliability factor. This model aims to minimize the cost of machines and human resources idleness and products quality cost. The performance of proposed model was examined by two instances and the obtained results indicated this model can provide efficient and effectiveness work and rest schedule for machines and human resources in manufacturing systems.
Hadi Teimouri, Kouroush Jenab, Sam Khoury,
Volume 27, Issue 1 (3-2016)
Abstract
The main objective of the present survey is to conduct a comparative analysis of the challenges of the performance evaluation system in two private and public sectors and their impact on effectiveness of human resources management practices. This survey was conducted using the field-descriptive method. The historical study method was used to collect theoretical subjects and the field study method was applied to answer the research questions and confirm or reject the research hypotheses. Statistical population of the research included all experts and managers at various levels in two private and public sectors of the petrochemical industry. Cluster-stratified sampling method in two phases was utilized. According to the results of the present survey, there is a significant difference among identified challenges in the performance evaluation system in two private and public sectors of the petrochemical industry. Results demonstrate that the effectiveness level of human resource management practices in the performance evaluation system is higher than the average level in the public sector, effectiveness level of human resource management practices in the performance evaluation system is lower than the average level in the private sector of the petrochemical industry, and there is a significant difference between the effectiveness level of human resource management practices in the performance evaluation system in two private and public sectors of petrochemical industry. Studying the impact of existing challenges in the performance evaluation system on effectiveness of human resource management practices shows existence of a significant and reversed relation among the existing challenges in the performance evaluation system and effectiveness of human resource management practices in this regard.
Rasol Jamshidi,
Volume 27, Issue 3 (9-2016)
Abstract
Most manufacturers use human-machine systems to produce high-quality products. Dealing with human-machine systems is very complicated since not only machines should be utilized in proper condition but also appropriate environment should be provided for human resources. Most manufacturers have a maintenance plan for machines but many of them do not have a proper work-rest schedule for human resources. Considering this fact we emphasis on human role in human-machine systems maintenance and propose a mathematical model that obtains the optimal work-rest schedule for humans based on fatigue-recovery models and the optimal maintenance policy for machines based on reliability level. The performance of proposed model was examined by some instances and the obtained results indicate this model can provide effective maintenance policy for human-machine systems.
Mehwish Adeeb,
Volume 33, Issue 3 (9-2022)
Abstract
The purpose behind this research work is to develop a GREEN performance metrics for wider firms. The metrics for wider firms is developed by using the nine independent and one dependent variable. The five independent variables include job position, recruitment, selection, training and development, performance assessment, rewards, team formation, organizational culture management and organizational learning management. The dependent variable is perceived performance. The instruments that are used for data collection include questionnaires and survey forms. The sample size is 200 out of which actual respondents are 150. The SPSS is used for analysis. Regression analysis, descriptive analysis and correlation are run to find the relation and impact of one variable over other and with perceived performance. Findings include the development of GREEN performance metrics for wider firms. The future studies may include the formation of green teams, employee motivation to be green, GHRM in services sector, GHRM and organizational culture management etc.
Atallah Alsharah,
Volume 34, Issue 4 (12-2023)
Abstract
In developing countries, Human Resources (HR) is considered one of the most important factors that lead to the improvement and successful organization of employee performance. Human Resources Management (HRM) practices play an effective role in this performance, as this is evident through the impact of talent management on HRM practices, which leads to increasing and improving the production process for employees and making them possess high quality. Given the importance of this topic, the current study aims to determine the impact of the moderating role of Talent Management (TM) on HRM practices, which include good training, recruitment, performance evaluation, and remuneration system, on the institutional performance (IP) of Jordanian pharmaceutical companies. The study population includes employees of 13 pharmaceutical companies listed on the Amman Stock Exchange in Jordan. A random sample of 250 employees was taken. An electronic questionnaire was sent to the employees via e-mail. The 216 valid questionnaires were found, and the response rate was 86%. Two approaches, descriptive and analytical, were used due to their suitability to the nature of this work. The results obtained indicated that there is a significant positive impact of HRM practices (recruitment, training, performance evaluation, and remuneration system) on IP in Jordanian pharmaceutical companies. In addition, it was found that there is a positive impact of the moderating role of TM on the relationship between HRM practices and IP in these companies. Our study recommends that HRM practices can be used as strategic tools to align with long-term goals, invest in high-potential employees, provide performance growth opportunities, and create a collaborative work environment.
Atallah Alsharah,
Volume 35, Issue 1 (3-2024)
Abstract
Green human resources management (GHRM) represents the process of generalizing and incorporating various environmental practices in the field of HR policy and is considered one of the most important elements of supporting sustainable development. Therefore, companies today must flexibly determine pro-environmental HR practices and the extent of their impact on sustainable development. This study aimed to determine GHRM practices for Jordanian service companies listed on the Amman Stock Exchange to promote sustainable development. The study data was collected using the analytical and descriptive methodology. A random sample was selected including 383 administrative employees in 139 Jordanian service companies. Data were collected using an electronic questionnaire and analyzed using the Statistical Package for the Social Sciences (SPSS). The statistical results showed that there is a strong positive relationship to the impact of GHRM in promoting sustainable development for Jordanian service companies. Based on the results, the study recommended the necessity of service companies adopting the concept of GHRM and its impact on sustainable development. It also recommended that the organization should actively work to promote constructive transformation within societal institutions and spread knowledge and awareness related to the impact of GHRM on sustainable development and thus call for its advancement.
