The Perception of Selected Risks Focused on Human Resources as Results of Cluster Cooperation: The Comparison Between Reality and Expectations of Small and Medium Enterprises

Havierniková, Katarína; Kordoš, Marcel

doi:10.2991/febm-18.2018.101

Cited by 2 publications

(1 citation statement)

References 11 publications

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“…People are a key component of a successful business operation, and therefore the role of human resources management in each organization is to ensure the highest possible efficiency within the human potential usage [12]. Additionally, the importance of human capital is also discussed in a number of studies, e.g.…”

Section: Introductionmentioning

confidence: 99%

Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

Caha

Urban

2020

SHS Web Conf.

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A frequent problem regarding human resources management in SMEs is that established rules are not followed. This is because managers either do not fully understand the rules or the importance thereof, or because of a lack of professional support or rigorous control by a human resources department. Another reason is that not all SMEs have personnel specialists or HR managers at their disposal, as a consequence of which the control and advisory role falls under the responsibility of line management. The solution to this conundrum may be the adoption of a personnel manual, a document that summarises best practice regarding human resources management based on the experience of professionally managed and financially prosperous small companies. This can be understood to represent a user-friendly methodological guide for the successful implementation of personnel management activities in SMEs by line managers, a guide which includes clearly defined methodological, control and advisory tasks and functions.

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Section: Introductionmentioning

confidence: 99%

Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

Caha

Urban

2020

SHS Web Conf.

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Interactive and process model of human resource risks in the health sector: A structural-interpretive modeling approach

Noorian-Zavare

Sadeqi-Arani

2022

jha

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Introduction: Today, the effectiveness of an organization is directly explained by the quality of its human resources. One of the most challenging issues that the healthcare sector faces is human resource management risks. The aim of this study was to present an interactive and process model and plot the structural relationships of human resource risks in the healthcare sector. Methods: This research was a quantitative research based on the structuralinterpretive modeling method. Participants included 19 managers and human resources experts of medical centers in Kashan and Aran-Bidgol, who were selected by purposive and snowball sampling. In this study, the structuralinterpretive modeling method was used to structure and plot the interactive relationships of 14 critical risks of human resources in the healthcare sector. Results: The 14 main risks of human resources in the health sector were classified into four levels using structural-interpretive modeling. Thus, the risks of 'perspective based on the non-strategic role of the human resources unit', 'perspective based on the inefficient performance of the human resources unit' and 'risk of selection and employment' are in the fourth level, and 'financial' and 'behavioral' risks are in the first level. Conclusion: According to the structural-interpretive modeling method, the risk of inappropriate attitude towards the role and performance of human resource management and the risk of hiring and using human resources, as key and critical risks, are the driving force behind other risks in the field of human resources in the health sector. Therefore, to manage and reduce other risks in the field of human resources, it is necessary that we manage them in the healthcare sector.

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The Perception of Selected Risks Focused on Human Resources as Results of Cluster Cooperation: The Comparison Between Reality and Expectations of Small and Medium Enterprises

Cited by 2 publications

References 11 publications

Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

Interactive and process model of human resource risks in the health sector: A structural-interpretive modeling approach

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