A Study of Bachelor's Degrees in Human Resource Management in Three Sri Lankan Leading State Universities

Opatha, H.H.D.N.P.

doi:10.13189/ujer.2019.071114

Cited by 4 publications

(3 citation statements)

References 7 publications

(8 reference statements)

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“…It focuses mainly on enhancing the standards of living of the labour force and facilitating the achievement of organizational success by effectively and efficiently managing that labour force. The Quality Assurance and Accreditation Commission of Sri Lanka has likewise not answered questions concerning the types of courses or subjects that need to be taught, how many courses should be included in the curriculum or the sequence of courses to be taught within semesters and years in HRM degree programs (Opatha, 2019). Many research studies have been done in areas such as Agriculture, Information Technology and Management Information Systems regarding the factors affecting the selection of areas of specialization (Fizer, 2013).…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

“…When considering bachelor's degrees in Business Management, most Sri Lankan universities focus on specialization in HRM. Therefore, when compiling the educational curriculum in HRM, appropriate location of the courses in the curriculum structure, availability of internship, duration of the internship, availability of independent study, duration of the independent study, coverage of the core skills set, availability of graduate profile and the intensity of the graduate profile should be considered under an objective evaluative framework (Opatha, 2019).…”

Section: Academic Factorsmentioning

confidence: 99%

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Factors Affecting the Selection of Human Resources Management as an Area of Specialization: A Conceptual Model

W.S.K¹,

M.K.V.R²,

W.G.G.M.J³

et al. 2020

IJHRS

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In modern times, the trends in students’ choice of specialization in the bachelor’s degree are changing rapidly. Therefore, this research study attempts to build a conceptual framework to uncover the relationship between students’ choice of specialization in Human Resources Management (HRM) and the factors that influence students’ decision making when selecting the area of specialization. This concept paper examines the independent variables (influential factors) which impact the selection of HRM as an area of specialization. The conceptualization supports the theoretical framework created to identify the personal factors, academic factors and social factors which lead to the selection of the area of specialization. The primary importance of this paper is that the conceptual framework can be used in other countries for academic purposes.

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Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Section: Academic Factorsmentioning

confidence: 99%

Factors Affecting the Selection of Human Resources Management as an Area of Specialization: A Conceptual Model

W.S.K¹,

M.K.V.R²,

W.G.G.M.J³

et al. 2020

IJHRS

View full text Add to dashboard Cite

show abstract

“…HRM is a recognized academic discipline as well as a recognized profession in Sri Lanka and in the world too. It provides many solutions to create and enhance success and progress of success of organizations; and it is the field that is concerned with improving the standards of living of people at work (Opatha, 2019 1 ). Opatha (2009) presents five reasons of why HRM is of very importance for an organization.…”

Section: Introductionmentioning

confidence: 99%

Towards a Generic Model of Human Resource Management

Opatha¹

2021

IBR

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This theoretical basic research paper was written in order to accomplish three research objectives: (1) to perform a brief description of selected popular models of Human Resource Management (HRM) developed by various scholars or authors; (2) to revisit and review the model of HRM developed by me in 2009; and (3) to introduce a generic model of HRM with an adequate theoretical base. It revealed that at least five popular models exist in the literature of HRM and they were briefly reviewed. The relevant review done with regard to the model developed locally as the first model of HRM in 2009 revealed that it is an internally focused but comprehensive and distinct model with a necessity of incorporating forces which exist in internal and external environments. Finally, a generic model of HRM which is composed of seven interrelated components such as internal environment, external environment, HRM fields and functions, HRM outcomes, organizational outcomes, HRM academic and professional factor, and feedback through evaluation was developed and presented by using several common theories, perspectives, arguments and logical beliefs. Hopefully the generic model will be a significant value addition to the existing local as well as international body of knowledge of HRM which is a highly recognized academic discipline and an established practice.

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Human resources development as an element of sustainable HRM – with the focus on production engineers

Piwowar‐Sulej

2021

Journal of Cleaner Production

145

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The concept of sustainability has been gaining importance and influencing the development of an approach towards employees referred to as sustainable HRM (SHRM). HR development is one of the principles of SHRM that should be implemented consistently along with other SHRM principles, which means, e.g., that the development of employees should be carried out having a long-term perspective in mind. It is crucial to acquire the so-called competencies of the future as the basis for implementing the idea of Industry 4.0. The purpose of the article is to present the development of human potential in an organization against the background of other detailed sustainable HRM principles, to be followed by confronting the theory and the research results on the development of future competencies referring to industrial engineers in Poland as the professional group responsible for implementing the idea of cleaner production and Industry 4.0. The Author analyzed the results of three research projects based on the survey method and representative data from Eurostat and Statistics Poland. The conducted research shows that industrial companies in Poland have more of a short-sighted perspective when it comes to developing the potential of their engineers. The HR development practices focusing only on current needs are not in line with the SHRM principles of a long-term perspective and flexibility. There is also a visible lack of employee participation in the process of making training-related decisions, which is another principle of sustainable HRM. In addition, environmental sustainability remains a neglected area of knowledge in terms of training, and the cooperation with external educational institutions is low. It results in certain implications for HR managers and educational institutions. The article also presents directions for further research.

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A Study of Bachelor's Degrees in Human Resource Management in Three Sri Lankan Leading State Universities

Cited by 4 publications

References 7 publications

Factors Affecting the Selection of Human Resources Management as an Area of Specialization: A Conceptual Model

Factors Affecting the Selection of Human Resources Management as an Area of Specialization: A Conceptual Model

Towards a Generic Model of Human Resource Management

Human resources development as an element of sustainable HRM – with the focus on production engineers

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