The Impact of Human Resource Management on the Competitiveness of Transport Companies

Batarlienė, Nijolė; Čižiūnienė, Kristina; Vaičiūtė, Kristina; Šapalaitė, Ingrida; Jarašūnienė, Aldona

doi:10.1016/j.proeng.2017.04.356

Cited by 50 publications

(40 citation statements)

References 6 publications

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“…Alidoust Ghahfarokhi et al (2014) concluded that one the most important strategies for the development of Iran's judo level is to utilize an integrated training system for the coaches across the country as well as promote their scientific and technical knowledge through local courses as well as foreign courses for which they could travel abroad (17). The results of the study conducted by Batarlienė et al (2017) and Kazakovs, Verdina, and Arhipova (2015) indicated that enhancing the scientific and technical knowledge of gymnastics coaches as a strategy has contributed greatly to helping gymnastics achieve a championship level (21,22). Our findings were consistent with the results of some other studies that suggested the importance of considering the role of human resource training and promotion in the improvement of the organizational performance (6,9,11,16,17,21,22).…”

Section: Discussionsupporting

confidence: 89%

“…The Hartwick College has also developed some questionnaires in order to evaluate the performance of coaches by the Head coaches, the department of physical education, the samelevel coaches, students and sports captains (27). The findings of the present study regarding the importance of performance evaluation of human resources in the development of human resources are consistent with the findings of some other studies (7,20,21,(27)(28)(29).…”

Section: Discussionsupporting

confidence: 88%

“…The results of the study conducted by Batarlienė et al (2017) and Kazakovs, Verdina, and Arhipova (2015) indicated that enhancing the scientific and technical knowledge of gymnastics coaches as a strategy has contributed greatly to helping gymnastics achieve a championship level (21,22). Our findings were consistent with the results of some other studies that suggested the importance of considering the role of human resource training and promotion in the improvement of the organizational performance (6,9,11,16,17,21,22). Among the identified indicators, the third priority for the development of human resources in judo was associated with the "performance evaluation of human resources".…”

Section: Discussionmentioning

confidence: 99%

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Human Resource Development Indicators for the Iranian Judo Federation

Noudehi

Dousti

Razavi

et al. 2017

Ann. Appl. Sport Sci

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Objectives. The aim of this study was to identify and prioritize human resource development indicators for the Iranian Judo Federation. Methods. The present study was a combined (mixed) research. The research population consisted of officials from the Federation, the national team coaches and members, delegation officials, university professors, and other experts (n=96). The sampling was purposeful and based on availability. The data were collected by both-interviews and a researcher-designed questionnaire. Its content validity was confirmed by 10 professors who worked in the field of sports management. The reliability of the questionnaire was obtained using Cronbach's coefficient alpha (α=0.79). Results. According to the study, the four factors (in order of priority) for the development of human resources were as follows: motivation, training and promotion, performance evaluation, and absorption of the human resources. Conclusion. According to the results, motivation is the most important factor for the development of human resources and the Judo Federation authorities need to focus attention on motivational strategies to enhance performance and develop their country's human resources in this particular sport.

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Section: Discussionsupporting

confidence: 89%

Section: Discussionsupporting

confidence: 88%

Section: Discussionmentioning

confidence: 99%

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Human Resource Development Indicators for the Iranian Judo Federation

Noudehi

Dousti

Razavi

et al. 2017

Ann. Appl. Sport Sci

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“…The first constraint (Equation 13) ensures that each activity is started just once in each project. Equations (14) and (15) show the start and completion time of each activity, respectively. Equation (16) states that activity cannot be started before its release time.…”

Section: Mathematical Modelmentioning

confidence: 99%

A multiobjective integrated multiproject scheduling and multiskilled workforce assignment model considering learning effect under uncertainty

Hematian

Esfahani

Mahdavi

et al. 2019

Computational Intelligence

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Today, organizations try to decline academically expenses using humans and resources in addition to rising managers and operators' satisfaction. Meantime, a very important step in the process of decision is the assignment of human resources, particularly in connection with research and development (R&D) projects in which the system is highly dependent on the capabilities of human resources. In this study, we tried all the assumptions that come true in the real world, considered a model for applied R&D projects to reduce costs and increase the efficiency of projects. Therefore, an integrated multiproject scheduling and multiskill human resource assignment model under uncertainty has developed for R&D projects. Furthermore, it is assumed that the activity processing time is related to human resources assignment that means the learning effect is considered. To demonstrate the proposed model efficiency, the various dimensions instance problem was solved accurately and efficiently in GAMS software, and the results have been reported. In addition, the proposed model is validated through the input parameter sensitivity analysis. The results indicate a suitable performance of the proposed fuzzy mathematical programming model is due to the complexity of the problem.

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“…kunci dalam mengubah keunggulan kompetitif menjadi keunggulan kompetitif yang berkelanjutan dengan mempengaruhi cara kerja karyawannya (Delery & Roumpi, 2017), Sumber daya manusia adalah aset penting atau paling kompetitif dari setiap organisasi (Batarliene, Čižiuniene, et al, 2017). Keberhasilan dan keefektifan suatu organisasi bergantung pada seberapa jauh upaya karyawan dari organisasi tersebut diakui oleh perusahaan (Eliphas, 2017), karena karyawan juga merupakan salah satu faktor yang dapat menentukan keberhasilan perusahaan (Lena, 2016), selain itu kepuasan kerja karyawan juga dapat berkontribusi untuk keberhasilan organisasi di dalam perusahaan (Maimako & Bambale, 2016).…”

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Analisis Pelatihan, Pemberdayaan Dan Kepuasan Kerja Pegawai Di Pt Bank Rakyat Indonesia Kantor Cabang Kuniingan

Putri

Nuryanti

Masharyono

2018

JBME

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Purpose - The purpose of this study is to analyze empowerment training and job satisfaction.The design / methodology / approach - The design of this study was cross sectional. This research uses descriptive approach with explanatory survey method. The employee analysis unit is 50 people. Data collection using questionnaire. The analysis technique used is descriptive technique by using frequency distributionFindings – Based on the results of research using descriptive analysis, the results obtained that training in the good category, empowerment in the good category, and job satisfaction in the high category.Originality - This study provides a basis for understanding the issues of the training and empowerment on job satisfaction. The difference of this research with previous research is on the object in PT. Bank Rakyat Indonesia Kuningan branch office, training variable, empowerment and job satisfaction, and references used by researchers with previous researchers.

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The Impact of Human Resource Management on the Competitiveness of Transport Companies

Cited by 50 publications

References 6 publications

Human Resource Development Indicators for the Iranian Judo Federation

Human Resource Development Indicators for the Iranian Judo Federation

A multiobjective integrated multiproject scheduling and multiskilled workforce assignment model considering learning effect under uncertainty

Analisis Pelatihan, Pemberdayaan Dan Kepuasan Kerja Pegawai Di Pt Bank Rakyat Indonesia Kantor Cabang Kuniingan

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