Search results for: human resource management and development

Authors: Hamidah Jantan, Abdul Razak Hamdan, Zulaiha Ali Othman

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Human Resource (HR) applications can be used to provide fair and consistent decisions, and to improve the effectiveness of decision making processes. Besides that, among the challenge for HR professionals is to manage organization talents, especially to ensure the right person for the right job at the right time. For that reason, in this article, we attempt to describe the potential to implement one of the talent management tasks i.e. identifying existing talent by predicting their performance as one of HR application for talent management. This study suggests the potential HR system architecture for talent forecasting by using past experience knowledge known as Knowledge Discovery in Database (KDD) or Data Mining. This article consists of three main parts; the first part deals with the overview of HR applications, the prediction techniques and application, the general view of Data mining and the basic concept of talent management in HRM. The second part is to understand the use of Data Mining technique in order to solve one of the talent management tasks, and the third part is to propose the potential HR system architecture for talent forecasting.

Keywords: HR Application, Knowledge Discovery inDatabase (KDD), Talent Forecasting.

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Authors: Sarah Majid Ansari, Serjosha Wulf, Matthias Görke

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In times of global warming and the increasing shortage of resources, sustainable production is becoming more and more inevitable. Companies cannot only heighten their competitiveness but also contribute positively to environmental protection through efficient energy and resource consumption. Regarding this, technical solutions are often preferred during production, although organizational and process-related approaches also offer great potential. This project focuses on reducing resource usage, with a special emphasis on the human factor. It is the aspiration to develop a methodology that systematically implements and embeds suitable and individual measures and methods regarding resource efficiency throughout the entire production. The measures and methods established help employees handle resources and energy more sensitively. With this in mind, this paper also deals with the difficulties that can occur during the sensitization of employees and the implementation of these measures and methods. In addition, recommendations are given on how to avoid such difficulties.

Keywords: Implementation, human factor, production plant, resource efficiency.

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Authors: Muhammad Fiaz, Naqvi Najam Abbas, Baseerat Rizwan, Yang Naiding

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This research contribution propels the idea of collaborating environment for the execution of student satellite projects in the backdrop of project management principles. The recent past has witnessed a technological shift in the aerospace industry from the big satellite projects to the small spacecrafts especially for the earth observation and communication purposes. This vibrant shift has vitalized the academia and industry to share their resources and to create a win-win paradigm of mutual success and technological development along with the human resource development in the field of aerospace. Small student satellites are the latest jargon of academia and more than 100 CUBESAT projects have been executed successfully all over the globe and many new student satellite projects are in the development phase. The small satellite project management requires the application of specific knowledge, skills, tools and techniques to achieve the defined mission requirements. The Authors have presented the detailed outline for the project management of student satellites and presented the role of industry to collaborate with the academia to get the optimized results in academic environment.

Keywords: Project Management, Academia-Industry Collaboration, Satellite, Aerospace

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Authors: Shaira Ismail

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The empirical studies on High Performance Work Systems (HPWSs) and their impacts on firm performance have remarkably little in the developing countries. This paper reviews literatures on the HPWSs practices in different work settings, Western and Asian countries. A review on the empirical research leads to a conclusion that, country differences influence the Human Resource Management (HRM) practices. It is anticipated that there are similarities and differences in the extent of implementation of HPWSs practices by the Malaysian manufacturing firms due to the organizational contextual factors and, the HPWSs have a significant impact on firms- better performance amongst MNCs and local firms.

Keywords: Firm Performance, High Performance Work Systems (HPWSs), Human Resource Management (HRM), Multinational Corporations (MNCs).

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Authors: L. Tirabeni, K. E. Soderquist, P. Pisano

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Our purpose is to investigate how the relationship between employees and innovation management processes can drive organizations to successful innovations. This research is deeply related to a new way of thinking about human resources management practices. It’s not simply about improving the employees’ engagement, but rather about a different and more radical commitment: the employee can take on the role traditionally played by the customer, namely to become the first tester of an innovative product or service, the first user/customer and eventually the first investor in the innovation. This new perception of employees could create the basis of a novelty in the innovation process where innovation is taken to a next level when the problems with customer driven innovation on the one hand, and employees driven innovation on the other can be balanced. This research identifies an effective approach to innovation where the employees will participate throughout the whole innovation process, not only in the idea creation but also in the idea definition and development by giving feedback in parallel to that provided by customers and lead-users.

Keywords: Employee-Driven Innovation, engagement, human resource management, innovative companies.

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Authors: M. Victor Jose, V. Seenivasagam

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This paper describes a logical method to enhance security on the grid computing to restrict the misuse of the grid resources. This method is an economic and efficient one to avoid the usage of the special devices. The security issues, techniques and solutions needed to provide a secure grid computing environment are described. A well defined process for security management among the resource accesses and key holding algorithm is also proposed. In this method, the identity management, access control and authorization and authentication are effectively handled.

Keywords: Grid security, Irregular binary series, Key holding mechanism, Resource identity, Secure resource access.

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Authors: O. A. Novitskaya

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The emerging markets of post-USSR countries have attracted Western multinational companies; however, weak institutions and unstable host country environments have hindered the implementation of successful management practices. The Ukrainian market, in light of recent events, is particularly interesting to study for its compatibility with Western businesses. This paper focuses on factors that can facilitate or inhibit the transfer of human resource management practices from Western headquarters to Ukrainian subsidiaries. To explain the national context’s effects better, a business systems approach has been applied to a qualitative study of 16 wholly owned Western subsidiaries, dissecting the reasons for a weak integration of Western practices in Ukraine. Results show that underdeveloped institutions have forced companies to develop additional practices that compensate for national weaknesses, as well as to adjust to a constantly changing environment. Flexibility and local responsiveness were observed as vital for success in Ukraine.

Keywords: Business system, HR practices, human resource management, multinational companies, Ukraine.

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Authors: Sema Müge Özdemiray

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In line with the new public management approach to provide effective and efficient services necessary to achieve the social goals of public institutions, employees must have the knowledge and skills required by the age. In conjunction with the transition from personnel management to human resources management, it is seen that there is a change in the understanding of in-service training, the understanding of "required in-service training" has switched to the understanding of "continuous in-service training". However, in terms of in-service training in Turkey, it seems to be trouble at the point of adopting to change. The main purpose of this study is to primarily create a conceptual framework of in-service training and subsequently determine, analyze and discuss the developments and problems faced by in-service training in Turkey in the transition from personnel management to human resources management. In accordance with this purpose, the necessary data of this study were collected using qualitative approaches. Observation and document analysis was used and content analysis was performed on the data gathered in the study. The results of this study, according to data such as the number of institutions requesting in-service training, allocated budget of in-service training, the number of people participating in such training, transition of personnel management to human resources management should not lead to a paradigm shift in Turkey’s understanding of in-service training, although this is compulsory for public institutions in accordance with the law in Turkey. In-service training in Turkish public administration is still not implemented effectively and is seen as a social activity for employees and a formality for institutions.

Keywords: Human resources management, in-service training, personnel management, public institutions.

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Authors: Anju Sharma, Seema Bawa

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Resource Discovery in Grids is critical for efficient resource allocation and management. Heterogeneous nature and dynamic availability of resources make resource discovery a challenging task. As numbers of nodes are increasing from tens to thousands, scalability is essentially desired. Peer-to-Peer (P2P) techniques, on the other hand, provide effective implementation of scalable services and applications. In this paper we propose a model for resource discovery in Condor Middleware by using the four axis framework defined in P2P approach. The proposed model enhances Condor to incorporate functionality of a P2P system, thus aim to make Condor more scalable, flexible, reliable and robust.

Keywords: Condor Middleware, Grid Computing, P2P, Resource Discovery.

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Authors: Goh Yen Nee

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This research aimed to find out the determining factors for ISO 14001 EMS implementation among SMEs in Malaysia from the Resource based view. A cross-sectional approach using survey was conducted. A research model been proposed which comprises of ISO 14001 EMS implementation as the criterion variable while physical capital resources (i.e. environmental performance tracking and organizational infrastructures), human capital resources (i.e. top management commitment and support, training and education, employee empowerment and teamwork) and organizational capital resources (i.e. recognition and reward, organizational culture and organizational communication) as the explanatory variables. The research findings show that only environmental performance tracking, top management commitment and support and organizational culture are found to be positively and significantly associated with ISO 14001 EMS implementation. It is expected that this research will shed new knowledge and provide a base for future studies about the role played by firm-s internal resources.

Keywords: ISO 14001 Environmental Management System, Malaysia, Resource based view, SMEs

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Authors: Daniel A. Montoya, Marta L. Tostes

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This investigation aims at analyzing and determining the relation between two very important variables in the human resource management: The organizational climate and the performance assessment. This study aims at contributing with knowledge in the search of the relation between the mentioned variables because the literature still does not provide solid evidence to this respect and the cases revised are incipient to reach conclusions enabling a typology about this relation.To this regard, a correlational and cross-sectional perspective was adopted in which quantitative and qualitative techniques were chosen with the total of the workers of the tourist service company PTS Peru. In order to measure the organizational climate, the OCQ (Organization Climate Questionnaire) from was used; it has 50 items and measures 9 dimensions of the Organizational Climate. Also, to assess performance, a questionnaire with 21 items and 6 dimensions was designed. As a means of assessment, a focus group was prepared and was applied to a worker in every area of the company. Additionally, interviews to human resources experts were conducted. The results of the investigation show a clear relation between the organizational climate and the personnel performance assessment as well as a relation between the nine dimensions of the organizational climate and the work performance in general and with some of its dimensions.

Keywords: Job performance, human resource management, organization climate, performance assessment.

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Authors: Ejaz Ali, Muhammad Younas, Tahir Saeed

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In this age of information technology, organizations are revisiting their approach in great deal. E-administration is the most popular area to proceed with. Organizations in order to excel over their competitors are spending a substantial chunk of its resources on E-Administration as it is the most effective, transparent and efficient way to achieve their short term as well as long term organizational goals. E-administration being a tool of ICT plays a significant role towards effective management of HR practices resulting into optimal performance of an organization. The present research was carried out to analyze the impact of moderating role of e-administration in the relationships training and performance appraisal aligned with perceived organizational performance. The study is based on RBV and AMO theories, advocating that use of latest technology in execution of human resource (HR) functions enables an organization to achieve and sustain competitive advantage which leads to optimal firm performance.

Keywords: Human resource management, HR function, e-administration, performance appraisal, training, organizational performance.

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Authors: Sarika Bahadure

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Sustainability starts with conserving resources for future generations. Since human’s existence on this earth, he has been consuming natural resources. The resource consumption pace in the past was very slow, but industrialization in 18^th century brought a change in the human lifestyle. New inventions and discoveries upgraded the human workforce to machines. The mass manufacture of goods provided easy access to products. In the last few decades, the globalization and change in technologies brought consumer oriented market. The consumption of resources has increased at a very high scale. This overconsumption pattern brought economic boom and provided multiple opportunities, but it also put stress on the natural resources. This paper tries to put forth the facts and figures of the population growth and consumption of resources with examples. This is explained with the help of the mathematical expression of doubling known as exponential growth. It compares the carrying capacity of the earth and resource consumption of humans’ i.e. ecological footprint and bio-capacity. Further, it presents the need to conserve natural resources and re-examine sustainable resource use approach for sustainability.

Keywords: Consumption, exponential growth, population, resources, sustainability.

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Authors: Sun Mei, Nagata Katsuya, Onoda Hiroshi

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With the resource exhaustion, bad affections of human activities and the awakening of the human rights, the corporate social responsibility became popular corporate strategy achieving sustainable development of both corporation and society. The issue of Guideline of Chinese Corporate Social Responsibility Report promotes greatly corporation to take social responsibility. This paper built the index system according to this guideline and takes the textile industry as an example, uses the analytical hierarchy process to identify the weightings of different responsibilities of corporation to guide the corporate social responsibility performance assessment.

Keywords: Sustainable development, analytical hierarchyprocess, index system, corporate social responsibility

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Authors: Olga A. Shvetsova

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The paper contains the different issues of competence management in industrial companies. The theoretical bases of human resources management and practical issues of innovative enterprises’ competitiveness are considered. The research is focused on the modern industrial enterprise changes management problems; it focuses on the effective personnel management of industrial enterprises on the basis of competence approach. The influence of organizational changes on the competence development is discussed. The need for development of the new technologies is mentioned, proposal is based on competence-based approach in personnel management including in the conditions of carrying out organizational changes; methods of acquisition and development of missing key professional competences are discussed; importance of key competencies in forming competitive advantage of the organization is mentioned.

Keywords: Competence model, development of industrial company, organizational changes, competitiveness, core competencies.

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Authors: Mona M. Salem, Khaled S. Al-Hagla, Hany M. Ayad

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The concept of urban metabolism has increasingly been employed in a diverse range of disciplines as a mean to analyze and theorize the city. Urban ecology has a particular focus on the implications of applying the metabolism concept to the urban realm. This approach has been developed by a few researchers, though it has rarely if ever been used in policy development for city planning. The aim of this research is to use ecologically informed urban planning interventions to increase the sustainability of urban metabolism; with special focus on land stock as a most important city resource by developing a system dynamic based DSS. This model identifies two critical management strategy variables for the Strategic Urban Plan Alexandria SUP 2032. As a result, this comprehensive and precise quantitative approach is needed to monitor, measure, evaluate and observe dynamic urban changes working as a decision support system (DSS) for policy making.

Keywords: Alexandria SUP 2032, DSS, ecology, land resource, LULCC, management, metabolism, model, scenarios, System dynamics, urban development.

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Authors: Abdel-Samad M. Ali

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Given the motivation of maps impact in enhancing the perception of the quality of life in a region, this work examines the use of spatial analytical techniques in exploring the role of space in shaping human development patterns in Assiut governorate. Variations of human development index (HDI) of the governorate-s villages, districts and cities are mapped using geographic information systems (GIS). Global and local spatial autocorrelation measures are employed to assess the levels of spatial dependency in the data and to map clusters of human development. Results show prominent disparities in HDI between regions of Assiut. Strong patterns of spatial association were found proving the presence of clusters on the distribution of HDI. Finally, the study indicates several "hot-spots" in the governorate to be area of more investigations to explore the attributes of such levels of human development. This is very important for accomplishing the development plan of poorest regions currently adopted in Egypt.

Keywords: Human development, Egypt, GIS, Spatial analysis.

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Authors: M. N. Hasnine, M. K. H. Chayon, M. M. Rahman

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Organizational tendencies towards computer-based information processing have been observed noticeably in the third-world countries. Many enterprises are taking major initiatives towards computerized working environment because of massive benefits of computer-based information processing. However, designing and developing information resource management software for small and mid-size enterprises under budget costs and strict deadline is always challenging for software engineers. Therefore, we introduced an approach to design mid-size enterprise software by using the Waterfall model, which is one of the SDLC (Software Development Life Cycles), in a cost effective way. To fulfill research objectives, in this study, we developed mid-sized enterprise software named “BSK Management System” that assists enterprise software clients with information resource management and perform complex organizational tasks. Waterfall model phases have been applied to ensure that all functions, user requirements, strategic goals, and objectives are met. In addition, Rich Picture, Structured English, and Data Dictionary have been implemented and investigated properly in engineering manner. Furthermore, an assessment survey with 20 participants has been conducted to investigate the usability and performance of the proposed software. The survey results indicated that our system featured simple interfaces, easy operation and maintenance, quick processing, and reliable and accurate transactions.

Keywords: End-user Application Development, Enterprise Software Design, Information Resource Management, Usability.

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Authors: Wichian Sriprachan, Chutikarn Sriviboon

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The objectives of this research were to study the management of local towns and to develop a better model of town management according to the Philosophy of Sufficiency Economy. This study utilized qualitative research, field research, as well as documentary research at the same time. A total of 10 local towns or Tambons of Supanburi province, Thailand were selected for an in-depth interview. The findings revealed that the model of local town management according to Philosophy of Sufficient Economy was in a level of “good” and the model of management has the five basic guidelines: 1) ability to manage budget information and keep it up-to-date, 2) ability to decision making according to democracy rules, 3) ability to use check and balance system, 4) ability to control, follow, and evaluation, and 5) ability to allow the general public to participate. In addition, the findings also revealed that the human resource management according to Philosophy of Sufficient Economy includes obeying laws, using proper knowledge, and having integrity in five areas: plan, recruit, select, train, and maintain human resources.  

Keywords: Management, Local Town (Tambon), Principles of Sufficiency Economy.

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Authors: Po-Hsiang Chiu, Torre Wenaus

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In the current Grid environment, efficient workload management presents a significant challenge, for which there are exorbitant de facto standards encompassing resource discovery, brokerage, and data transfer, among others. In addition, the real-time resource status, essential for an optimal resource allocation strategy, is often not readily accessible. To address these issues and provide a cleaner abstraction of the Grid with the potential of generalizing into arbitrary resource-sharing environment, this paper proposes a new Condor-based pilot mechanism applied in the PanDA architecture, PanDA-PF WMS, with the goal of providing a more generic yet efficient resource allocating strategy. In this architecture, the PanDA server primarily acts as a repository of user jobs, responding to pilot requests from distributed, remote resources. Scheduling decisions are subsequently made according to the real-time resource information reported by pilots. Pilot Factory is a Condor-inspired solution for a scalable pilot dissemination and effectively functions as a resource provisioning mechanism through which the user-job server, PanDA, reaches out to the candidate resources only on demand.

Keywords: Condor, glidein, PanDA, Pilot, Pilot Factory.

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Authors: Tomáš Ludík, Jiří Barta, Josef Navrátil

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Natural or human made disasters have a significant negative impact on the environment. At the same time there is an extensive effort to support management and decision making in emergency situations by information technologies. Therefore the purpose of the paper is to propose a design patterns applicable in emergency management, enabling better analysis and design of emergency management processes and therefore easier development and deployment of information systems in the field of emergency management. It will be achieved by detailed analysis of existing emergency management legislation, contingency plans and information systems. The result is a set of design patterns focused at emergency management processes that enable easier design of emergency plans or development of new information system. These results will have a major impact on the development of new information systems as well as to more effective and faster solving of emergencies.

Keywords: Analysis and Design, Business Process Modeling Notation, Contingency Plans, Design Patterns, Emergency Management.

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Authors: A. S. Salimzhanova, J. C. Sardinas, O. A. Yanovskaya

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The objective of this research work is to discuss the concept of “green growth” in the Republic of Kazakhstan introduced by its government in the “National Sustainable Development Strategy” with the objective of transition to a resource-efficient, “green economy.” We believe that emerging economies like Kazakhstan can pursue a cleaner and more efficient development path by introducing an environmental tax system based on resource consumption rather than only income and labor. The key issues discussed in this article are the eco-efficiency, which refers to closing the gap between economic and ecological efficiencies, and the structural change of the economy toward “green growth.” We also strongly believe that studying the experience of East Asian countries on “green reform” including eco-innovation and “green solutions” in business is essential to the case of Kazakhstan. All of these will raise the status of Kazakhstan to the level of one of the thirty developed countries over the next decades.

Keywords: Economic strategy, green growth, green solutions, natural resource management, environmental tax system.

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Authors: Dora Martins, Susana Silva, Cândida Silva

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Human Resources Management (HRM) has been recognized by academics and practitioners as an important element in organizations. Therefore, this paper explores the best practices of HRM and seeks to understand the level of participation in the development of these practices by human resources managers in the hospitality industry and compare it with other industries. Thus, the study compared the HRM practices of companies in the hospitality sector with HRM practices of companies in other sectors, and identifies the main differences between their HRM practices. The results show that the most frequent HRM practices in all companies, independently of its sector of activity, are hiring and training. When comparing hospitality sector with other sectors of activity, some differences were noticed, namely in the adoption of the practices of communication and information sharing, and of recruitment and selection. According to these results, the paper discusses the major theoretical and practical implications. Suggestions for future research are also presented.

Keywords: Human resources management practices, human resources manager, hospitality companies, Portuguese companies, exploratory study.

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Authors: Barbara Covarrubias Venegas, Sabine Groblschegg, Bernhard Klaus, Julia Domnanovich

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Research Objectives: The roles and activities of Human Resource Management (HRM) have changed a lot in the past years. Driven by a changing environment and therefore new business requirements, the scope of human resource (HR) activities has widened. The extent to which these activities should focus on strategic issues to support the long term success of a company has been discussed in science for many years. As many economies of Central and Eastern Europe (CEE) experienced a phase of transition after the socialist era and are now recovering from the 2008 global crisis it is needed to examine the current state of HR positioning. Furthermore a trend in HR work developing from rather administrative units to being strategic partners of management can be noticed. This leads to the question of better understanding the underlying competencies which are necessary to support organisations. This topic was addressed by the international study “HR Competencies in international comparison”. The quantitative survey was conducted by the Institute for Human Resources & Organisation of FHWien University of Applied Science of WKW (A) in cooperation with partner universities in the countries Bosnia- Herzegovina, Croatia, Serbia and Slovenia. Methodology: Using the questionnaire developed by Dave Ulrich we tested whether the HR Competency model can be used for Austria, Bosnia and Herzegovina, Croatia, Serbia and Slovenia. After performing confirmatory and exploratory factor analysis for the whole data set containing all five countries we could clearly distinguish between four competencies. In a further step our analysis focused on median and average comparisons between the HR competency dimensions. Conclusion: Our literature review, in alignment with other studies, shows a relatively rapid pace of development of HR Roles and HR Competencies in BCSS in the past decades. Comparing data from BCSS and Austria we still can notice that regards strategic orientation there is a lack in BCSS countries, thus competencies are not as developed as in Austria. This leads us to the tentative conclusion that HR has undergone a rapid change but is still in a State of Transition from being a rather administrative unit to performing the role of a strategic partner.

Keywords: Comparative study, HR competencies, HRM, HR Roles.

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Authors: Ivana Tadić, Željana Aljinović Barać, Nikolina Plazonić

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Living today in turbulent business environment forces companies to distinguish from each other, securing sustainable competitive growth and competitive advantage. The best possible solution is to invest (effort and financial resources) within companies’ different practices of human resource management (HRM), more specifically in employees’ knowledge, skills and abilities. Applying this approach companies will create enviable level of human capital securing its economic growth. Employees become human capital for their employers at the moment when they contribute with their own knowledge and abilities in creating material and non-material value of the company. The main aim of this research is to explore the relations between human capital investments and business excellence of Croatian companies. Furthermore, the differences in the level of human capital investments with regard to several companies’ characteristics (e.g. size of the company, ownership and type of the industry) are investigated.

Keywords:

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Authors: V. Musalimov, I. Stepanov, Y. Monahov, A. Safonov

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This report examines the current state of human gait simulator development based on the human hip joint model. This unit will create a database of human gait types, useful for setting up and calibrating Mechano devices, as well as the creation of new systems of rehabilitation, exoskeletons and walking robots. The system has many opportunities to configure the dimensions and stiffness, while maintaining relative simplicity.

Keywords: Hip joint, human gait, physiotherapy, simulation.

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Authors: O. Starineca, I. Voronchuk

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Human Resources (HR) selection and training have various implementation possibilities depending on an organization’s abilities and peculiarities. We propose to base HR selection and training decisions about on a competence-based approach. HR selection and training of employees are topical as there is room for improvement in this field; therefore, the aim of the research is to propose rational decision-making approaches for an organization HR selection and training choice. Our proposals are based on the training development and competence-based selection approaches created within previous researches i.e. Analytic-Hierarchy Process (AHP) and Linear Programming. Literature review on non-formal education, competence-based selection, AHP form our theoretical background. Some educational service providers in Latvia offer employees training, e.g. motivation, computer skills, accounting, law, ethics, stress management, etc. that are topical for Public Administration. Competence-based approach is a rational base for rational decision-making in both HR selection and considering HR training.

Keywords: Competence-based selection, human resource, training, decision-making.

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Authors: Raksha Sharma, Vishnu Kant Soni, Manoj Kumar Mishra, Prachet Bhuyan, Utpal Chandra Dey

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Grid computing is a group of clusters connected over high-speed networks that involves coordinating and sharing computational power, data storage and network resources operating across dynamic and geographically dispersed locations. Resource management and job scheduling are critical tasks in grid computing. Resource selection becomes challenging due to heterogeneity and dynamic availability of resources. Job scheduling is a NP-complete problem and different heuristics may be used to reach an optimal or near optimal solution. This paper proposes a model for resource and job scheduling in dynamic grid environment. The main focus is to maximize the resource utilization and minimize processing time of jobs. Grid resource selection strategy is based on Max Heap Tree (MHT) that best suits for large scale application and root node of MHT is selected for job submission. Job grouping concept is used to maximize resource utilization for scheduling of jobs in grid computing. Proposed resource selection model and job grouping concept are used to enhance scalability, robustness, efficiency and load balancing ability of the grid.

Keywords: Agent, Grid Computing, Job Grouping, Max Heap Tree (MHT), Resource Scheduling.

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Authors: C. Murat, T. Elifnaz

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Today, with globalization, human mobility has increased the interaction between countries significantly, and this contact has also increased the possibility of epidemics, although this contact has moved societies forward in terms of civilization. The coronavirus (COVID-19) epidemic, which caused the most loss of life from these epidemics, quickly swept the whole world with the effect of globalization. The coronavirus epidemic has affected the world economically as well as health problems. While some businesses around the world experienced an extraordinary increase in demand, some businesses temporarily stopped their activities or were forced to do so. Businesses affected by the crisis had to adapt to new legal regulations but had to make changes in matters such as working styles, human resources practices, and policies. One of the measures considered is the reduction of the workforce. The current COVID-19 crisis has created serious challenges for many organizations and has led to an unprecedented wave of termination notices. In this study, examples of companies that were affected by the pandemic process and changed their working policies after the pandemic were examined. This study aims to reveal the impact of the global COVID-19 epidemic on human resources policies and employees and how these situations will affect businesses in the future.

Keywords: COVID-19, human resource management, crisis management, business function.

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Authors: Shattyk Aliyev, Zhakypbek Altayev, Pirimbek Suleimenov, Asset Kuranbek, Zhamila Amirkulova

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Modern civilization has come in recent decades into a new phase in its development, called the information society. The concept of "information society" has become one of the most common. Therefore, the attempt to understand what exactly the society we live in, what are its essential features, and possible future scenarios, is important to the social and philosophical analysis. At the heart of all these deep transformations is more increasing, almost defining role knowledge and information as play substrata of «information society». The mankind opened for itself and actively exploits a new resource – information. Information society puts forward on the arena new type of the power, at the heart of which activity – mastering by a new resource: information and knowledge. The password of the new power – intelligence as synthesis of knowledge, information and communications, the strength of mind, fundamental sociocultural values. In a postindustrial society, the power of knowledge and information is crucial in the management of the company, pushing into the background the influence of money and state coercion.

Keywords: Information society, philosophy of power, management, globalization and innovation.

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