Human resource management practices in quantity surveying firms
- Oke, Ayodeji, E., Aigbavboa, Clinton, O., Odia, Oamen, M.
- Authors: Oke, Ayodeji, E. , Aigbavboa, Clinton, O. , Odia, Oamen, M.
- Date: 2016
- Subjects: Human resource management , Mentoring , Nigeria
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/121834 , uj:20554 , Oke, A.E., Aigbavboa, C.O. & Odia, O.M. 2016. Human resource management practices in quantity surveying firms.
- Description: Abstract: Please refer to full text to view abstract
- Full Text: false
- Authors: Oke, Ayodeji, E. , Aigbavboa, Clinton, O. , Odia, Oamen, M.
- Date: 2016
- Subjects: Human resource management , Mentoring , Nigeria
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/121834 , uj:20554 , Oke, A.E., Aigbavboa, C.O. & Odia, O.M. 2016. Human resource management practices in quantity surveying firms.
- Description: Abstract: Please refer to full text to view abstract
- Full Text: false
Human resources management in the South African socio-economic context
- Authors: Abbott, Penny
- Date: 2012-10-30
- Subjects: Human resource management , Personnel management , Industrial sociology
- Type: Thesis
- Identifier: uj:10473 , http://hdl.handle.net/10210/7945
- Description: Ph.D. , The purpose of this study was to explore the lived reality of the work of Human Resource practitioners in South Africa in relation to the socio-economic context of their organisations and to consider how appropriate or not their responses might be to the impacts of that context on their work. This was explored through a qualitative study wherein interviews with 50 volunteer practitioners from all types of organisations spread across the country were conducted and compared to views of 17 informed commentators in this field. It was found that the work of Human Resource practitioners is signficantly impacted by social and economic factors external to the workplace, but that the current response by practitioners is probably not as appropriate as it could or should be. A role for human practitioners as “social activists” was identified and factors influencing whether such a role is played were explored. Frameworks of appropriate actions are proposed at both strategic and individual contributor level to support this role. The role of Human Resource professional bodies in addressing social issues in South Africa is challenged and a framework proposed to improve the extent to which leadership is given to Human Resource practitioners and to increase the visibility and voice of the profession in contributing to alleviation of societal problems. Recommendations for implementation of the proposed frameworks are proposed. One of the most significant recommendations is for Continuing Professional Development to provide coaching support based on Constructive-Developmental theory to enhance the ability of Human Resource practitioners to cope with the high levels of complexity that they encounter in their roles. Further research into a proposed model of influencing factors in the social activist role is recommended.
- Full Text:
- Authors: Abbott, Penny
- Date: 2012-10-30
- Subjects: Human resource management , Personnel management , Industrial sociology
- Type: Thesis
- Identifier: uj:10473 , http://hdl.handle.net/10210/7945
- Description: Ph.D. , The purpose of this study was to explore the lived reality of the work of Human Resource practitioners in South Africa in relation to the socio-economic context of their organisations and to consider how appropriate or not their responses might be to the impacts of that context on their work. This was explored through a qualitative study wherein interviews with 50 volunteer practitioners from all types of organisations spread across the country were conducted and compared to views of 17 informed commentators in this field. It was found that the work of Human Resource practitioners is signficantly impacted by social and economic factors external to the workplace, but that the current response by practitioners is probably not as appropriate as it could or should be. A role for human practitioners as “social activists” was identified and factors influencing whether such a role is played were explored. Frameworks of appropriate actions are proposed at both strategic and individual contributor level to support this role. The role of Human Resource professional bodies in addressing social issues in South Africa is challenged and a framework proposed to improve the extent to which leadership is given to Human Resource practitioners and to increase the visibility and voice of the profession in contributing to alleviation of societal problems. Recommendations for implementation of the proposed frameworks are proposed. One of the most significant recommendations is for Continuing Professional Development to provide coaching support based on Constructive-Developmental theory to enhance the ability of Human Resource practitioners to cope with the high levels of complexity that they encounter in their roles. Further research into a proposed model of influencing factors in the social activist role is recommended.
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Improvement of productivity and employee performance through an efficient human resource management practices
- Ngwenya, Lerato, Aigbavboa, Clinton
- Authors: Ngwenya, Lerato , Aigbavboa, Clinton
- Date: 2016
- Subjects: Human resource management , Human resource management practices , Productivity , Employee performance
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/93920 , uj:20408 , Citation: Ngwenya, L. & Aigbavboa, C. 2016. Improvement of productivity and employee performance through an efficient human resource management practices.
- Description: Abstract: The role of employees within organisations are very vital in the management and survival of any organisation; this is because their performance is influenced by a set of human resource management (HRM) practices. Similarly, the process of attracting, developing, and maintaining a talented and energetic workforce to support the organisational goals and objectives is the ultimate aim of HRM. Therefore, the aim of this study is to investigate the improvement of construction workers productivity through an efficient Human Resource Management practices. Hence, this research identified the HRM practices and comprehensively evaluated the impact of these practices on productivity and employee performance. The data used in this paper was derived from both primary and secondary sources. Twenty-eight structured questionnaires were distributed to the HR department of a construction company that was used for the study. A return rate of 100% was achieved since the respondents were purposively selected. The data received were analysed using the Statistical Package for the Social Science (SPSS). The result of the analysis showed certain HRM practices enhances productivity and employee performance in a construction company. Therefore, it is highly recommended that HRM practices are effectively implemented to enhance productivity and employee performance. Thus, obtaining and sustaining competitive advantage. Moreover, the study observed that happy and satisfied employees have higher performance, therefore making it easy for management to motivate them thus attaining the firm targets. The study contributes to the body of knowledge on the improvement of construction workers productivity through an efficient Human Resource Management practices.
- Full Text:
- Authors: Ngwenya, Lerato , Aigbavboa, Clinton
- Date: 2016
- Subjects: Human resource management , Human resource management practices , Productivity , Employee performance
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/93920 , uj:20408 , Citation: Ngwenya, L. & Aigbavboa, C. 2016. Improvement of productivity and employee performance through an efficient human resource management practices.
- Description: Abstract: The role of employees within organisations are very vital in the management and survival of any organisation; this is because their performance is influenced by a set of human resource management (HRM) practices. Similarly, the process of attracting, developing, and maintaining a talented and energetic workforce to support the organisational goals and objectives is the ultimate aim of HRM. Therefore, the aim of this study is to investigate the improvement of construction workers productivity through an efficient Human Resource Management practices. Hence, this research identified the HRM practices and comprehensively evaluated the impact of these practices on productivity and employee performance. The data used in this paper was derived from both primary and secondary sources. Twenty-eight structured questionnaires were distributed to the HR department of a construction company that was used for the study. A return rate of 100% was achieved since the respondents were purposively selected. The data received were analysed using the Statistical Package for the Social Science (SPSS). The result of the analysis showed certain HRM practices enhances productivity and employee performance in a construction company. Therefore, it is highly recommended that HRM practices are effectively implemented to enhance productivity and employee performance. Thus, obtaining and sustaining competitive advantage. Moreover, the study observed that happy and satisfied employees have higher performance, therefore making it easy for management to motivate them thus attaining the firm targets. The study contributes to the body of knowledge on the improvement of construction workers productivity through an efficient Human Resource Management practices.
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Proposing a maturity model for the management of human resource information
- Authors: Joseph, Renjini Mary
- Date: 2017
- Subjects: Human resource management , Human resource information , Human resource information system
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/259823 , uj:27345 , Citation: Joseph, R.M. 2017. Proposing a maturity model for the management of human resource information.
- Description: Abstract: The study explores how the use of human resource information in organisations can be optimised. An extensive literature review was conducted to explore how human resource information is used and managed in organisations. The study is qualitative in nature and employed semi-structured interviews. Interviews with 12 human resource practitioners and human capital consultants were analysed to understand the challenges they experience in managing human resource information. Findings of the study reveal that while organisations expect their human resource information systems to deliver high-level information regarding their people, the approach of organisations to human resource information and the systems used to manage such information may be unstructured. It was also observed that organisations cannot use human resource information at certain complex levels without mastering fundamental level(s). Based on the findings, a four-stage maturity model for the management of human resource information is proposed. The maturity model, when implemented, has the potential to provide organisations with a structured approach to managing and using human resource information, in a manner which will contribute to the optimal use of human resource information systems.
- Full Text:
- Authors: Joseph, Renjini Mary
- Date: 2017
- Subjects: Human resource management , Human resource information , Human resource information system
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/259823 , uj:27345 , Citation: Joseph, R.M. 2017. Proposing a maturity model for the management of human resource information.
- Description: Abstract: The study explores how the use of human resource information in organisations can be optimised. An extensive literature review was conducted to explore how human resource information is used and managed in organisations. The study is qualitative in nature and employed semi-structured interviews. Interviews with 12 human resource practitioners and human capital consultants were analysed to understand the challenges they experience in managing human resource information. Findings of the study reveal that while organisations expect their human resource information systems to deliver high-level information regarding their people, the approach of organisations to human resource information and the systems used to manage such information may be unstructured. It was also observed that organisations cannot use human resource information at certain complex levels without mastering fundamental level(s). Based on the findings, a four-stage maturity model for the management of human resource information is proposed. The maturity model, when implemented, has the potential to provide organisations with a structured approach to managing and using human resource information, in a manner which will contribute to the optimal use of human resource information systems.
- Full Text:
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