A risk perspective on human resource management: A review and directions for future research

Becker, Karen L.; Smidt, Michelle

doi:10.1016/j.hrmr.2015.12.001

Cited by 81 publications

(68 citation statements)

References 93 publications

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“…Alidoust Ghahfarokhi et al (2014) put emphasis on some other strategies for the improvement of Iran's judo including the creation and deployment of a monitoring and control system in the Federation and provincial boards as well as monitoring the activities of coaches (17). Agwu and Ogiriki (2014) and Becker and Smidt (2016) reported that regular evaluation of the employees' occupational needs as well as reviewing training methods can empower staff, thus leading to an increased level of productivity (8,25). O'Boyle (2015) has also presented a specific pattern for the assessment of coaches and young athletes that includes the assessment of contests, competitions, and team exercises (26).…”

Section: Discussionmentioning

confidence: 99%

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: Discussionmentioning

confidence: 99%

Human Resource Development Indicators for the Iranian Judo Federation

Noudehi

Dousti

Razavi

et al. 2017

Ann. Appl. Sport Sci

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“…Studying various authors and researchers, approaching to the content of the HR risk management process, shows that the most of authors equally approach consideration of risks management process content [5,10,12]. First of all, it concerns the sequence and the list of management stages.…”

Section: Literature Reviewmentioning

confidence: 99%

Human resource risk management in organization: methodological aspect

Митрофанова¹,

Konovalova²,

Митрофанова³

et al. 2017

Proceedings of the International Conference on Trends of Technologies and Innovations in Economic and Social Studies 2017

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Abstract-The complexity, dynamism and uncertainty of the socioeconomic status of both Russian and global economies generally form a significant number of risks that threaten the effective functioning and development of organizations. Moreover, the urgency of these problems is increasing in the conditions of economic stabilization and the outlook for development, when the degree of certainty and predictability of external factors is increasing, as well as the relative influence of internal organizational factors, among which the most important factors are related to the quality of personnel and the effectiveness of the personnel management system of the organization. Exactly these factors in modern conditions predetermine the success of achieving the strategic goals of the organization, but at the same time determine the emergence of human resources risks, which, in the opinion of experts, is defining the form of risk in the organization. The urgency of this problem has caused the need to develop the presented methodology for managing human resources risks. A distinctive feature of this methodology is the focus on prophylaxis and prevention of human resources risks. The methodology integrates various aspects of human resources risks management: types, levels, the significance, profiles of human resources risks, expected losses from risks, actions of human resources risk management. The methodology includes 5 stages: preparation, analysis, planning, organizing, control.Keywordshuman resources risk, personnel management, the sphere of risk occurrence, risk object, source of risk, damage to risk, methodology of HR risk management.

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“…A variety of models of human resource management explores a relation between the policy of a human resource department and company's management and the degree of job satisfaction and risk of employees' quitting [4]. Let us consider these factors in more detail.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

“…Given above studies [1][2][3][4][5][6][7][8][9][10][11][12][13], and taking into account a variety of indicators that affect staff turnover, the use of full automation for building a predictor will lead to the loss of information. For the purpose of objective risk assessment, it is necessary to engage specialists from a human resource department at different stages of prediction.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%