Bøker av Sahra Setorg

Actualmente, os recursos humanos são o principal capital da organização. Apesar de terem recursos humanos competentes e dignos, as organizações precisam da capacidade de utilizar estes recursos. De facto, ao confiar no desempenho dos funcionários e na gestão do capital humano e ao fornecer métodos científicos e práticos, as organizações procuram aumentar a sua eficiência e eficácia. As tarefas de gestão de recursos humanos têm sido consideradas como uma das componentes mais importantes que afectam o desempenho organizacional. De facto, as organizações podem utilizar as tarefas estratégicas da gestão de recursos humanos tais como recrutamento, formação e desenvolvimento, participação, avaliação de desempenho e recompensa, a fim de melhorar o desempenho efectivo. As tarefas estratégicas de recursos humanos desempenham um papel vital para influenciar o desempenho da organização. Quando as organizações melhoram as actividades inovadoras, enfrentam mais incerteza e variação nos processos de trabalho. Nesta situação, estas organizações precisam de funcionários criativos e flexíveis, de arriscadores e de uma elevada tolerância à incerteza e ambiguidade. Por conseguinte, as organizações devem colocar mais ênfase na tarefa de recrutamento de empregados.

Oggi le risorse umane sono il principale capitale dell'organizzazione. Pur disponendo di risorse umane competenti e valide, le organizzazioni hanno bisogno della capacità di utilizzarle. Infatti, basandosi sulle prestazioni dei dipendenti e sulla gestione del capitale umano e fornendo metodi scientifici e pratici, le organizzazioni cercano di aumentare la loro efficienza ed efficacia. Le attività di gestione delle risorse umane sono state considerate come una delle componenti più importanti che influenzano la performance organizzativa. Infatti, le organizzazioni possono utilizzare i compiti strategici della gestione delle risorse umane, come il reclutamento, la formazione e lo sviluppo, la partecipazione, la valutazione delle prestazioni e i premi, al fine di migliorare le prestazioni effettive. I compiti strategici delle risorse umane svolgono un ruolo fondamentale nell'influenzare la performance dell'organizzazione. Quando le organizzazioni migliorano le attività innovative, si trovano ad affrontare maggiori incertezze e variazioni nei processi di lavoro. In questa situazione, queste organizzazioni hanno bisogno di dipendenti creativi e flessibili, propensi al rischio e con un'elevata tolleranza all'incertezza e all'ambiguità. Pertanto, le organizzazioni dovrebbero porre maggiore enfasi sul compito di reclutare i dipendenti.

Aujourd'hui, les ressources humaines constituent le principal capital de l'organisation. Bien qu'elles disposent de ressources humaines compétentes et dignes de ce nom, les organisations doivent être capables d'utiliser ces ressources. En fait, en s'appuyant sur les performances des employés et la gestion du capital humain et en fournissant des méthodes scientifiques et pratiques, les organisations cherchent à accroître leur efficacité et leur efficience. Les tâches de gestion des ressources humaines ont été considérées comme l'une des composantes les plus importantes affectant la performance des organisations. En fait, les organisations peuvent utiliser les tâches stratégiques de la gestion des ressources humaines telles que le recrutement, la formation et le développement, la participation, l'évaluation des performances et la récompense afin d'améliorer les performances effectives. Les tâches stratégiques des ressources humaines jouent un rôle vital en influençant la performance de l'organisation. Lorsque les organisations améliorent leurs activités innovantes, elles sont confrontées à davantage d'incertitude et de variations dans les processus de travail. Dans cette situation, ces organisations ont besoin d'employés créatifs et flexibles, qui prennent des risques et ont une grande tolérance à l'incertitude et à l'ambiguïté. Par conséquent, les organisations devraient mettre davantage l'accent sur la tâche de recrutement des employés.

Segodnq chelowecheskie resursy qwlqütsq osnownym kapitalom organizacii. Nesmotrq na nalichie kompetentnyh i dostojnyh chelowecheskih resursow, organizaciqm neobhodimo umenie ispol'zowat' äti resursy. Fakticheski, opiraqs' na äffektiwnost' raboty sotrudnikow i uprawlenie chelowecheskim kapitalom, a takzhe ispol'zuq nauchnye i prakticheskie metody, organizacii stremqtsq powysit' swoü äffektiwnost' i rezul'tatiwnost'. Zadachi uprawleniq chelowecheskimi resursami rassmatriwaütsq kak odin iz naibolee wazhnyh komponentow, wliqüschih na äffektiwnost' raboty organizacii. Fakticheski, organizacii mogut ispol'zowat' strategicheskie zadachi uprawleniq chelowecheskimi resursami, takie kak najm, obuchenie i razwitie, uchastie, ocenka raboty i woznagrazhdenie, dlq powysheniq äffektiwnosti raboty. Strategicheskie zadachi chelowecheskih resursow igraüt zhiznenno wazhnuü rol' wo wliqnii na äffektiwnost' deqtel'nosti organizacii. Kogda organizacii sowershenstwuüt innowacionnuü deqtel'nost', oni stalkiwaütsq s bol'shej neopredelennost'ü i wariatiwnost'ü rabochih processow. V ätoj situacii takim organizaciqm nuzhny tworcheskie i gibkie sotrudniki, iduschie na risk i obladaüschie wysokoj tolerantnost'ü k neopredelennosti i dwusmyslennosti. Poätomu organizaciqm sleduet udelqt' bol'she wnimaniq zadache podbora sotrudnikow.

Heutzutage sind die Humanressourcen das wichtigste Kapital einer Organisation. Obwohl die Unternehmen über kompetente und wertvolle Humanressourcen verfügen, müssen sie in der Lage sein, diese Ressourcen zu nutzen. Indem sie sich auf die Leistung der Mitarbeiter und die Verwaltung des Humankapitals stützen und wissenschaftliche und praktische Methoden bereitstellen, versuchen die Organisationen, ihre Effizienz und Effektivität zu steigern. Die Aufgaben des Personalmanagements gelten als eine der wichtigsten Komponenten, die die Leistung einer Organisation beeinflussen. In der Tat können Organisationen die strategischen Aufgaben des Personalmanagements wie Einstellung, Ausbildung und Entwicklung, Beteiligung, Leistungsbewertung und Belohnung nutzen, um die effektive Leistung zu verbessern. Die strategischen Aufgaben des Personalwesens spielen eine entscheidende Rolle bei der Beeinflussung der Leistung der Organisation. Wenn Organisationen ihre innovativen Aktivitäten verbessern, sind sie mit mehr Unsicherheit und Variation in den Arbeitsprozessen konfrontiert. In dieser Situation benötigen diese Organisationen kreative und flexible Mitarbeiter, die risikofreudig sind und eine hohe Toleranz für Unsicherheit und Mehrdeutigkeit aufweisen. Aus diesem Grund sollten die Unternehmen mehr Gewicht auf die Einstellung von Mitarbeitern legen.

Today, human resources are the main capital of the organization. Despite having competent and worthy human resources, organizations need the ability to use these resources. In fact, by relying on the performance of employees and human capital management and providing scientific and practical methods, organizations seek to increase their efficiency and effectiveness. Human resource management tasks have been considered as one of the most important components affecting organizational performance. In fact, organizations can use the strategic tasks of human resource management such as recruitment, training and development, participation, performance evaluation and reward in order to improve effective performance. The strategic tasks of human resources play a vital role in influencing the performance of the organization. When organizations improve innovative activities, they face more uncertainty and variation in work processes. In this situation, these organizations need creative and flexible employees, risk-takers and high tolerance for uncertainty and ambiguity. Therefore, organizations should put more emphasis on the task of recruiting employees.

In the hyper-competitive era, organizations are located in an environment that is characterized by increasing complexity, globalization and dynamism, so organizations face new challenges for their continuity and establishment, and overcoming these challenges requires more attention to the development and strengthening of skills and abilities. It is internal that this work is done through the foundations of organizational knowledge and intellectual capital that organizations use to achieve better performance in the business world. Knowledge and intellectual capital have been recognized as sustainable strategies for obtaining and maintaining the competitive advantage of organizations. On the other hand, any organization created with human power will not be able to survive without it. Therefore, recognizing the needs, motivations, inclinations, factors of satisfaction and dissatisfaction of employees as one of the competitive advantages of the organization is not only necessary, but also necessary to adopt correct policies, appropriate strategies and effective programs.