CENTRE FOR GRADUATE STUDIES: Managing Human Resources

A skilled, competent, and motivated nursing workforce is crucial for a well-functioning health care system. Nurses’ professional activities done on a regular basis, their workload, and occupancy are related to the patient’s health status, dependence level and care needs. Therefore, managing human resources in nursing by effectively distributing nurses’ working time and monitoring their workload for safe and high quality care, managers should rely on the severity of patients’ health status and their independence level. In this article the results on how nurses’ working time depends on patients’ independence are provided. The research was carried out at a regional hospital, in departments of medical profile. The time-and-motion study was implemented with 72 observations made in total, which amounted to 777.2 hours of nursing time.

With poorly trained staff, persistently dogged behavior and obsolete organizational structure, official business in the public sector universities in Khyber Pakhtunkhwa are governed in an orthodox fashion. Over the years, management of human resources in these organizations has not received the desired level of attention. Literature is replete with studies in the HR domain with a focus on the corporate sector. However, limited research can be found addressing HR in the public sector universities. This empirical study investigates how the HR system is designed and functioning in the public sector universities in Khyber Pakhtunkhwa.

The study emphasizes on identifying and overcoming Covid-19 challenges, faced by human resource management (HRM) while managing personnel in organized retail stores. Data for this study were drawn from a review of secondary sources on practical insights about Covid-19 challenges, suggesting tangible solutions to solve them, which should be addressed at the earliest to ensure successful retail operations avoiding unexpected chaos created by the Covid-19 pandemic. [ABSTRACT FROM AUTHOR]

The culture industry and its human resources have been little researched in Latvia, yet research on the culture industry is important, because the industry makes a significant contribution to economic growth by promoting employment and the development of competitive regions. The culture industry encompasses libraries, folk art, theatre, music, museums, the creative industry and other sub-industries, yet in recent years those working in all the culture subindustries faced various challenges, including: a low remuneration and insufficient monetary and non-monetary bonuses, resulting in lower job satisfaction and a high personnel turnover. Accordingly, the aim of the research is to develop recommendations for hiring and retaining human resources by examining challenges in managing human resources in the culture industry.

Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and role modeling, perceived ethical leadership is positively and significantly related to ethical behavior of individual members of global teams. Moreover, this study argues that perceived cultural intelligence (CQ) of leaders which consists of perceptions of members regarding leader’s cultural knowledge and skills on how to act ethically in different cultural contexts would moderate the relationship between ethical leadership and ethical behavior of individual members of global teams.

For many organizations and HR professionals, the events of 2020 have raised awareness of the importance of effective people management. Society for Human Resource Management (SHRM) research reveals that as of June 30, nearly 3 out of every 10 employers had implemented layoffs or furloughs. [...]perhaps we shouldn’t assume that depersonalization always indicates burnout; many HR leaders think depersonalization may be a valid tool for professionals as they cope with the pandemic—a scenario unlike any other in memory.

Use of technology in managing the human resource has seen a significant increase among small, medium, and large enterprises. How the technology is helping these organisations to deliver better HR services observes Lakshmi Murthy, Chief People Officer, ITM Group of Institutions, for Elets News Network (ENN).....

The human resource management role, in an academic setting, is traditionally considered to entail administrative functions and execute directives outlined in the organizational strategic plans.

The human resource management role, in an academic setting, is traditionally considered to
entail administrative functions and execute directives outlined in the organizational strategic plans.