جستجوی مقالات مرتبط با کلیدواژه "electronic human resources management" در نشریات گروه "مدیریت"

Electronic human resources management is an opportunity to make human resources professionals more productive by freeing them from many routine tasks and tasks and focusing them on the strategic aspectsof their jobs.Therefore,it is necessary to systematically consider thechallenges faced by organizations and the measures theymust take to be more successful.Theaim of the current research is practical and it deals with presenting the model of electronic human resource management strategies based on the green behavior of employees in educational institutions.Thepresent research was conducted with a mixed approach(a combination of qualitative and quantitative methods), using thematic analysis,MaxQuda software, structural equations and SmartPLSsoftware.Thetools of data collection are interviews and questionnaires, and the sampling method in the qualitative part is purposeful judgment and in thequantitative part, it is simple random. Thestatistical population in the qualitative section included 25 experts and managers in educational institutions and in thequantitative section 202managers and employees of educational institutions.In thequalitative section, there are 8 main categories(green behavior of employees, green motivation of employees, green performance of employees, suitability of person to job, methodsof development of electronic human resources management, dynamic capabilities in electronic human resources management, preparation in electronic human resources management and acceptance of management electronic human resources) and 42concepts were identified.Theresults showed that electronic human resources management has a strong position in influencing the capabilities of employees, which leads to the green performance of employees,but it is necessary to strengthen the supporting factors of the fit of the person with the job and the motivation of theemployees.

Organizations with the organizational resilience approach in human resource management as the unit that has the most impact on the effectiveness of organizational growth can be the organization's ability to predict, avoid and adjust positively against disturbances and environmental changes, the consequences of this crisis in The field of human resources should be reduced by introducing the role of electronic management. At first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. Then, using the fuzzy Delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the AMOS method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. Then, using the fuzzy AHP method, the indicators were ranked. The statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. The results of the structural equation model showed the good fit of the model, and the results of the fuzzy AHP showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. Organization.

The purpose of this study is to provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management in the Iranian banking industry.

The present study was an applied research, the purpose of exploratory research was the type of quantitative and qualitative data and the field implementation method and questionnaire and interview tools.Delphi fan methods, Delphi fuzzy, fuzzy network process analysis, linear optimization method was used to optimize the establishment of human resource electronic backbone management in the banking industry and was used to analyze the data. And Excel was done.

The findings showed that 30 important components in six dimensions of organizational, environmental (government), process, cultural, technological and individual can be modeled and the component of "government laws" act as the cornerstone of the model and to begin the establishment Optimal human resource management system should be emphasized in the first place.

Optimization of the model of electronic human resource management deployment showed that the model in a state of 100% benefit with a combination of individual dimensions of 0.61, process 0.55 and organizational 58 0. and technological 0.62 and cultural 0.71 and environmental-economic is 0.52 which in comparison with the current situation has a gap of 0.11 in the individual dimension, 0.15 in the process dimension, 0.18 in the organizational dimension, 27 0.0 in the technological dimension, 0.26 in the cultural dimension and finally 0.13 in the environmental-economic dimension, which will optimize the establishment of electronic human resource management.

The main purpose of the present study is to investigate the impact of e-HRM on Intrapreneurship with the mediating role of information systems adoption. This research is a quantitative research and is a descriptive-survey research in terms of purpose. Data were collected using standard questionnaires and their validity and reliability were confirmed. The research data were analyzed by structural equation modeling using AMOS software. The results show the significant and positive impact of e-HRM on the two variables of information systems adoption and organizational entrepreneurship. The adoption of information systems also plays a mediating role in the relationship between e-HRM and Intrapreneurship.

This study examines the impact of information technology on human resource management practices in the insurance industry. The aim of this study is to investigate electronic human resource management (e-HRM) in top Iranian insurance companies. To achieve this, 12 top insurance companies were selected based on IMI ranking in 2014 (financial year of 2013). The companies and their websites were analyzed as the sample of Iranian insurance industry using content analysis methodology. The analysis was performed considering factors such as e-recruitment, e-learning, e-compensation, and e-reward and their related sub-factors. The results show that top insurance companies pay more attention to e-recruitment and e- training less attention to e-compensation and e-reward. Also, among the e-recruitment sub-categories, more emphasis were put on filling in the forms and among the e-learning sub-categories, training news announcement and holding online training have the highest frequency. Considering e-compensation sub-categories, the companies provided access to view payroll and welfare news on their websites with a weak level of performance. In general, it can be said that these companies does not have a desirable status from e-HRM point of view and have a limited number of e-HRM categories.