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Islam Faisal Bourini - One of the best experts on this subject based on the ideXlab platform.

  • Investigating the Relationship between Human Resource Information System and Strategic Capability among Employees: Jordan Case Study
    Journal of Advanced Social Research, 2011
    Co-Authors: Faisal Abdul Rahman Bourini, Islam Faisal Bourini
    Abstract:

    Information system is driving Human Resource HR’s transition from a focus on employee management to employee as a strategic capability. The information system role not only adds a valuable dimension to the Human Resource function, but also assists Human Resource department to be competent. This study investigates relationship between Human Resource information systems (HRIS) characteristic, appropriateness, and usefulness as independent variables and Employee strategic capability (ESC) as dependent variables. It attempts to examine the level of implementation of HRIS and ESC in private Jordanian companies in the service sector. The techniques were used to investigate the relations and impacts between variables are correlation and regression analysis. Moreover, researchers used descriptive analysis such; collinearity and normality analysis. The sample we choose is based on non-probability sample method, combining Human Resource managers, Human Resource directors, Human Resource professionals, and Human Resource Staff in companies based in Jordan. Using a survey questionnaire was sent to the selected sample. Findings of the study reveal that there is significant relationship between HRIS and ESC. The study also found that the level of HRIS utilization in Jordanian companies is low due to the system characteristic and appropriateness, where employee seems not to be satisfied with the current HRIS or maybe there are lacks of understanding of the system. Moreover, the finding of study indicates that the level of strategic capability of employees in Jordanian companies is high. Also the more usefulness of the system more satisfied and comfort employee whom reflect in their abilities to improve in term of decision making, commitment, creativity, responsibility, satisfaction.

  • Relationship between Human Resource Information System and Strategic Capability among Employees in Jordanian Companies
    2010
    Co-Authors: Islam Faisal Bourini
    Abstract:

    Information system is expected to drive Human Resource (HR)'s transition from a focus on Human Resource management to strategic capability of employee. The information system role not only adds a valuable dimension to the Human Resource function, but also assists Human Resource department to be competent. The study investigates relationship between Human Resource information systems (HRIS) and strategic capability. It attempts to examine the level of Human Resource information system and strategic capability in private Jordanian companies in the service sector. A survey questionnaire was sent to Human Resource managers, Human Resource directors, Human Resource professionals, and Human Resource Staff in companies based in Jordan. The findings of the study reveal that there is significant relationship between Human Resource information system and strategic capability. The study also found that the level of HRIS utilization in Jordanian companies is low in terms of characteristic and system appropriateness, where employee seems not to be satisfied with the current Human Resource information system or maybe there are lacks of understanding of the system. Moreover, the findings of study indicates that the level of strategic capability of employees in Jordanian companies is high for both dimensions of strategic capability; employee morale and employee capability, the respondents were high socialized within employee morale and they are committed to the company. Also Jordanian companies' gains new customers and they care about Human Resource through empowerment to lead employee to be able to make strategic decision.

Faisal Abdul Rahman Bourini - One of the best experts on this subject based on the ideXlab platform.

  • Investigating the Relationship between Human Resource Information System and Strategic Capability among Employees: Jordan Case Study
    Journal of Advanced Social Research, 2011
    Co-Authors: Faisal Abdul Rahman Bourini, Islam Faisal Bourini
    Abstract:

    Information system is driving Human Resource HR’s transition from a focus on employee management to employee as a strategic capability. The information system role not only adds a valuable dimension to the Human Resource function, but also assists Human Resource department to be competent. This study investigates relationship between Human Resource information systems (HRIS) characteristic, appropriateness, and usefulness as independent variables and Employee strategic capability (ESC) as dependent variables. It attempts to examine the level of implementation of HRIS and ESC in private Jordanian companies in the service sector. The techniques were used to investigate the relations and impacts between variables are correlation and regression analysis. Moreover, researchers used descriptive analysis such; collinearity and normality analysis. The sample we choose is based on non-probability sample method, combining Human Resource managers, Human Resource directors, Human Resource professionals, and Human Resource Staff in companies based in Jordan. Using a survey questionnaire was sent to the selected sample. Findings of the study reveal that there is significant relationship between HRIS and ESC. The study also found that the level of HRIS utilization in Jordanian companies is low due to the system characteristic and appropriateness, where employee seems not to be satisfied with the current HRIS or maybe there are lacks of understanding of the system. Moreover, the finding of study indicates that the level of strategic capability of employees in Jordanian companies is high. Also the more usefulness of the system more satisfied and comfort employee whom reflect in their abilities to improve in term of decision making, commitment, creativity, responsibility, satisfaction.

Emmanuel Ameyaw - One of the best experts on this subject based on the ideXlab platform.

  • mandatory pre employment medical examination the practice and the law is it justifiable
    Beijing Law Review, 2017
    Co-Authors: Adomakokwakye Chris, Alexander Oti Acheampong, Akwasi Antwikusi, Emmanuel Ameyaw
    Abstract:

    “An employee shall not in respect of any person seeking employment, or of persons already in his employment; discriminate against the person on grounds of gender, race, colour, ethnic origin, creed, social or economic status, disability or politics” (Section 14(e) of the Labour Act 651). The aim of this study is to evaluate the process of pre-employment medical report examinations, the law and the practice—in some public institutions in Kumasi. This study was conducted in two major public institutions in the Kumasi metropolis. The identities of respondents will remain confidential so as to maintain anonymity. Three groups of respondents were used in the study (Group 1: Employees who were employed within the past 5 years. Group 2: Eight medical doctors who have been mandated to conduct and write medical reports of prospective employees. Group 3: Ten senior Human Resource Staff members of the two aforementioned public institutions). Each group was asked specific questions related to the process of medical examinations and the laws of employment. Responses were analyzed and reported descriptively using SPSSII. All respondents from Group 1 were asked to submit to a medical examination commencing work. Sixty-five (65%) percent of respondents in Group 2 indicated that they were unaware of the job description of a prospective employee at the time of examination. All members in Group 3 indicated that the medical examination results of applicants are kept on their personal files, which are accessible to other Human Resource personnel. Based on the above section of the Labour Act of 2003, it is our assertion that there is no legal basis for the mandatory request of medical examination reports of prospective employees. Again, the medical reports do not always take into consideration the job description of the prospective employee. Therefore, reliance on a medical report to determine the fitness of a prospective employee for a particular job is not based on fair evaluation and thus not justifiable for the institutions studied.

  • Mandatory Pre-Employment Medical Examination—The Practice and the Law: Is It Justifiable?
    Beijing Law Review, 2017
    Co-Authors: Adomakokwakye Chris, Alexander Oti Acheampong, Akwasi Antwi-kusi, Emmanuel Ameyaw
    Abstract:

    “An employee shall not in respect of any person seeking employment, or of persons already in his employment; discriminate against the person on grounds of gender, race, colour, ethnic origin, creed, social or economic status, disability or politics” (Section 14(e) of the Labour Act 651). The aim of this study is to evaluate the process of pre-employment medical report examinations, the law and the practice—in some public institutions in Kumasi. This study was conducted in two major public institutions in the Kumasi metropolis. The identities of respondents will remain confidential so as to maintain anonymity. Three groups of respondents were used in the study (Group 1: Employees who were employed within the past 5 years. Group 2: Eight medical doctors who have been mandated to conduct and write medical reports of prospective employees. Group 3: Ten senior Human Resource Staff members of the two aforementioned public institutions). Each group was asked specific questions related to the process of medical examinations and the laws of employment. Responses were analyzed and reported descriptively using SPSSII. All respondents from Group 1 were asked to submit to a medical examination commencing work. Sixty-five (65%) percent of respondents in Group 2 indicated that they were unaware of the job description of a prospective employee at the time of examination. All members in Group 3 indicated that the medical examination results of applicants are kept on their personal files, which are accessible to other Human Resource personnel. Based on the above section of the Labour Act of 2003, it is our assertion that there is no legal basis for the mandatory request of medical examination reports of prospective employees. Again, the medical reports do not always take into consideration the job description of the prospective employee. Therefore, reliance on a medical report to determine the fitness of a prospective employee for a particular job is not based on fair evaluation and thus not justifiable for the institutions studied.

Ian Clark - One of the best experts on this subject based on the ideXlab platform.

  • strategic hrm as a budgetary control mechanism in the large corporation a case study from engineering contracting
    Critical Perspectives on Accounting, 2001
    Co-Authors: Ian Clark
    Abstract:

    This paper presents case study evidence of a rare attempt to make the corporate Human Resource function strategic. More significantly, the paper’s theoretical approach and the research questions it addresses examine the material beyond the confines of HRM discourse that emphasizes “strategic choice", integration or fit as received management strategies. Alternatively, the empirical, yet theoretically informed research questions suggest that strategic HRM necessarily de-skills the autonomy and discretion of many workers. Further, to be effective HRM must be diluted to reflect what is often (un)spoken budget and financial performance criteria that constitute an internal audit system. The theoretical arguments and empirical material presented in this paper appears relevant to a critically informed accountancy audience for two reasons. First, the case demonstrates how the language of financial management is diffused within other management fields such as HRM. Second, although the centralized system of performance management for project management appeared as a Human Resource innovation it intensified the significance of financial constraints on Human Resource Staff whose labour process was previously relatively autonomous.

Adomakokwakye Chris - One of the best experts on this subject based on the ideXlab platform.

  • mandatory pre employment medical examination the practice and the law is it justifiable
    Beijing Law Review, 2017
    Co-Authors: Adomakokwakye Chris, Alexander Oti Acheampong, Akwasi Antwikusi, Emmanuel Ameyaw
    Abstract:

    “An employee shall not in respect of any person seeking employment, or of persons already in his employment; discriminate against the person on grounds of gender, race, colour, ethnic origin, creed, social or economic status, disability or politics” (Section 14(e) of the Labour Act 651). The aim of this study is to evaluate the process of pre-employment medical report examinations, the law and the practice—in some public institutions in Kumasi. This study was conducted in two major public institutions in the Kumasi metropolis. The identities of respondents will remain confidential so as to maintain anonymity. Three groups of respondents were used in the study (Group 1: Employees who were employed within the past 5 years. Group 2: Eight medical doctors who have been mandated to conduct and write medical reports of prospective employees. Group 3: Ten senior Human Resource Staff members of the two aforementioned public institutions). Each group was asked specific questions related to the process of medical examinations and the laws of employment. Responses were analyzed and reported descriptively using SPSSII. All respondents from Group 1 were asked to submit to a medical examination commencing work. Sixty-five (65%) percent of respondents in Group 2 indicated that they were unaware of the job description of a prospective employee at the time of examination. All members in Group 3 indicated that the medical examination results of applicants are kept on their personal files, which are accessible to other Human Resource personnel. Based on the above section of the Labour Act of 2003, it is our assertion that there is no legal basis for the mandatory request of medical examination reports of prospective employees. Again, the medical reports do not always take into consideration the job description of the prospective employee. Therefore, reliance on a medical report to determine the fitness of a prospective employee for a particular job is not based on fair evaluation and thus not justifiable for the institutions studied.

  • Mandatory Pre-Employment Medical Examination—The Practice and the Law: Is It Justifiable?
    Beijing Law Review, 2017
    Co-Authors: Adomakokwakye Chris, Alexander Oti Acheampong, Akwasi Antwi-kusi, Emmanuel Ameyaw
    Abstract:

    “An employee shall not in respect of any person seeking employment, or of persons already in his employment; discriminate against the person on grounds of gender, race, colour, ethnic origin, creed, social or economic status, disability or politics” (Section 14(e) of the Labour Act 651). The aim of this study is to evaluate the process of pre-employment medical report examinations, the law and the practice—in some public institutions in Kumasi. This study was conducted in two major public institutions in the Kumasi metropolis. The identities of respondents will remain confidential so as to maintain anonymity. Three groups of respondents were used in the study (Group 1: Employees who were employed within the past 5 years. Group 2: Eight medical doctors who have been mandated to conduct and write medical reports of prospective employees. Group 3: Ten senior Human Resource Staff members of the two aforementioned public institutions). Each group was asked specific questions related to the process of medical examinations and the laws of employment. Responses were analyzed and reported descriptively using SPSSII. All respondents from Group 1 were asked to submit to a medical examination commencing work. Sixty-five (65%) percent of respondents in Group 2 indicated that they were unaware of the job description of a prospective employee at the time of examination. All members in Group 3 indicated that the medical examination results of applicants are kept on their personal files, which are accessible to other Human Resource personnel. Based on the above section of the Labour Act of 2003, it is our assertion that there is no legal basis for the mandatory request of medical examination reports of prospective employees. Again, the medical reports do not always take into consideration the job description of the prospective employee. Therefore, reliance on a medical report to determine the fitness of a prospective employee for a particular job is not based on fair evaluation and thus not justifiable for the institutions studied.