The Strategic Role of Human Resources Development in the Management of Organizational Crisis (original) (raw)
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Pakistan Business Review, 2017
Crises in organizations are not only multilayered but deeply rooted thus compromising their effectiveness. To sustain and compete in the global world, strategic approaches to manage these crises become inevitable. This study explores the existing body of theories on both organisational crises (operational, fraudulent and publicity), and the role of Human Resource practices in managing crises with an intent to develop a framework of application for utilising effective HRM practices in crisis management. We find that it is essential to assess the degree of change and complexity that a crisis might bring into work setting and a high level of awareness of the nature of crises management among employees enhances the chances of better management performance. By comprehending the nature of various crises, and uncertainty factors useful measures can be created to avoid and mitigate organisational crises.
THE ROLE OF HUMAN RESOURCES MANAGEMENT IN ORGANISATIONAL CRISIS MANAGEMENT
Organizations may encounter some crises in this era which can be out of control, as crises have become an important and influencing event in organizations, Because of the difficulties in gaining control of them as a result of abrupt and rapid changes in the external environment, it is a source of concern for both leaders of organizations and authorities. The most recent example is the current Covid19 epidemic, which has resulted in significant human misery and economic damage in various countries. As we know, every organization has a section for human resources management, and the success of any organization is counted by the efficiency and quality of human resource management. Human resource management practices and the effectiveness of organizational crisis management are two areas of knowledge that were and still the focus of many studies, however, the combination of them, as well as the examination of the link between them and the role that human resource management techniques play in crisis management efficacy, is a novel and essential topic. In this research paper, we tried to explore the role of human resource management in organizations' crisis management activities, we have found out that there is a correlation and impact of human resource management practices ineffectiveness of organizational crisis management facing organizations.
The Impact of Human Resources Management Practices as an Entry Point in Crisis Management
Journal of Asian Scientific Research, 2020
Human resources management (HRM) Crisis management Jordanian commercial banks Warning signals Damage containment Learning Readiness and prevention. This study aimed to explore the impact of human resources management practices (training, participating in decision-making, motivation, and controlling), trying to build theoretical and practical frame for the effect of human resource practices in fulfilling innovations. And trying to clarify the impact of these practices on crisis management. In addition to introduce suggestions and recommendations to the firms, and to future research in similar topics. The population consisted of the estimated 11 commercial bank employees, operating in Irbid province, out of a total 34 branches, and a randomized judgmental sample were taken from (80) employees working in human resources departments. (71) resolutions deemed fit for analysis recovered. The most important research findings that there is positive statistically significant influence for human resources management practices (training, participating in decision-making, motivation, and controlling)) in crisis management. The study recommends that outsourcing like consultants is another option, consultant that can lead the process. Contribution/ Originality This study aimed to explore the impact of human resources management practices (training, participating in decision-making, motivation, and controlling), trying to build theoretical and practical frame for the effect of human resource practices in fulfilling innovations.
Linking Crisis Management and Leadership Competencies: The Role of Human Resource Development
Advances in Developing Human Resources, 2008
The problem and the solution. Most executives are aware of the negative consequences associated with an organizational crisis and focus on communications and public relations as a reactive strategy. However, many neglect the other leadership responsibilities associated with organizational crises.This may result from lack of formal training and on-the-job experiences that prepare executives to lead crises. Executive who enable their organizations to recover from a crisis exhibit a complex set of competencies in each of the five phases of a crisis-signal detection, preparation and prevention, damage control and containment, business recovery, and reflection and learning. In this article, through the use of qualitative research design and the analysis of firms in crises, we examine leadership competencies during each phase of a crisis. In addition, this article links the important role of human resource development to building organizational capabilities through crisis management activities.
Politics & Security, Vol. 5, No. 3, , 2021
Human resource management is currently undergoing key changes. Like every element of social life, the role of effective work with staff is becoming key to vital for any organization. The development focuses on the possibilities by seeking a new vision for adapting human resource management to changes and dynamics of the environment, to obtain positive results in an organizational context. New approaches to governance have been gaining momentum in most developed countries in the last decade and cover both business and public administration.
The Role of Human Resource Management in the Face of Crises: Performance Measurement Analysis
International Journal of Academic Research in Business and Social Sciences
The purpose of this research is to determine the magnitude of the characteristics of intellectual production in the field of administrative crisis management. The bibliometric search indicators in the Scopus database allowed us to examine the articles published between 2012 and 2021, and how to take advantage of the similarities with the Vosviewer program. A total of 1134 publications from the Scopus database were examined. Furthermore, the study discovered that articles on administrative crisis management have been prevalent over the last decade.
Annals of Contemporary Developments in Management & HR (ACDMHR), 2019
The paper has attempted to examine a critical link between the strategic human resource management and crisis management. In this, the authors have taken a major drive to statistically test mediation and moderation simultaneously. Drawing upon the normal accident theory, the present study examined the link between strategic human resource management (SHRM) and crisis management through the mediation of organizational resilience. By adopting quantitative research approach, the data were collected from 176 HR managers of textile firms in Pakistan through survey method. The data were analysed by employing PLS-SEM technique. Results revealed that SHRM is positively linked with crisis management through the mediating effect of organizational resilience. In general, the results revealed that organizational resilience plays a key role in facilitating the relationship between SHRM and crisis management. The paper forwards notable implications for theory and practice followed by scope for future studies to enthusiastic scholars in the domain of HRM, strategic HRM and crisis management.
In Search of Good Practices in Strategic Human Resource Management in Times of Crisis
Globus, 2022
The article presents the results of a study of the new practices in strategic human resource management in the raw materials industry. An analysis of the approaches and models for adapting to the business challenges posed by the COVID pandemic is made. Conclusions have been drawn on the results achieved and the applicability of the different approaches to the stabilisation, business sustainability, efficiency, and normal running of the production process. The analyzed practices are applicable and useful in other industrial enterprises, which must adapt the work process to the new requirements and real opportunities for the work process.
The Role of Human Resource Development Competencies in Facilitating Effective Crisis Communication
Advances in Developing Human Resources, 2008
The problem and the solution. Effective crisis communication is one of the key components of effective crisis management, and this article describes key human resource development (HRD) competencies that facilitate crisis communication. Research from organization development, crisis management, and crisis communication is used to provide an integrated framework for studying crisis communication that emphasizes the role of HRD in coping with crises. A repertoire of techniques for crisis communication is provided, together with recommendations for companies seeking to enhance their firms' crisis management capacities through communication. Implications for HRD practice, theory, and research are provided.
The principal purpose of this study is to determine and evaluate the human resources practices of corporations that faced problems in the crisis, which was developed in recent years as a result of the financial crisis. This study concentrates on "human resources practices" because of the common opinion that "human resources" play a helping role in facilitating major organisational change programmes and various crisis period practices. The study was limited to the Turkish textile sector in order to attain the determined objective. In conclusion, when looking at the human resources practices of organisations in recent years we see that they cannot be called unsuccessful. It is observed that within the organisations in the sample group, in crisis periods, we encounter results that can be regarded as positive as well as some that can be regarded as negative from the employees' stand-point. Although reducing the number of employees can be qualified as a negative e...