Social Media Integration into Contemporary Human Resource Management: A Qualitative Approach (Published)
This study explored the theme “social media integration into contemporary human resource management: a qualitative approach.” The study was guided by three research objectives which are; to determine whether human resource managers integrate social media in their practices; to ascertain the benefit of integrating social media into human resource management and to determine challenges associated with the integration of social media into human resource management. The study was built on the Theory of Creative Destruction and the population of the study comprised of human resource managers and academicians within Yola metropolis. The study adopted dual research methods which are the in-depth interview and integrative literature review design. The researcher interviewed human resources managers and academicians that specialized in human resource management until the results reached saturation point. Findings revealed that human resource managers have incorporated social media into contemporary human resource management. It was also found that social media platforms offer lots of benefits to human resource managers in their professional practices. However, it was unraveled that there are quite several disadvantages associated with the integration of social media into contemporary human resource management even though the advantages outweigh the disadvantages. Therefore, it was recommended among other things that there is the need for managers of human resources be aware of the right limits and boundaries when it comes to using social media for their professional practices.
Citation: Bello Deva Vincent (2022) Social Media Integration into Contemporary Human Resource Management: A Qualitative Approach, European Journal of Business and Innovation Research, Vol.10, No.6, pp.,71-77
Human Resource Accounting is receiving serious attention by Accountants all over the globe and this paper is a contribution to such debate. This study examines Human Resource accounting and its implication on Financial Statement. The study made use of secondary data in achieving its objective. Works of several Scholars were analysed to arrive at the objective of the study). Two models of accounting for Human Resource in the financial statement in Nigeria were recommended. The first being-The Capitalisation Model: All expenditure incurred in hiring a staff aside the cost of advertisement should be capitalized and amortised against revenue for 3 years.. The second recommendation is the Realisation model: Employee personal Ledger should be opened and debited with the cost of hiring such employee. The contribution of such employee should be tracked in the form of cost savings and revenue generation and should be credited to the employee personal ledger. At the end of the year, the balance on the personal ledger should be moved to the Financial statement as either an asset or a liability. In this case asset will emerge when the employee has a Credit balance while a liability will emerge when such employee has a debit balance.
A Critical Analysis of the Effectiveness of Human Resource Development Technique in the Non-Government Organisations of Balochistan (Published)
The development of human resource has been envisaged as organizational transformation in experience and knowledge which is deemed as vital for both individuals and organizations to fulfil the mandatory capability for organizational change and expansion. Contemporary approach towards the development of human resource has justified the compatibility of both organizational needs and individual’s objectives for the overall progression. This vividly discloses the separation of training process from the development as having longer term future for more tedious responsibilities. This activity is indispensible to tackle the additional and transformed responsibilities through enhanced experience or formal education. The development as an activity also extends to longer period of time in order to accept new horizons of growth and flourishing endurance for individuals and organizations. This paper attempts to explore the development techniques for human resource in the NGOs of Balochistan as being least developed province of Pakistan. It emphasizes the effectiveness of development techniques categorized in two different types of traditional and innovative groups. The study also reveals information about the current use of these techniques for human resource development in the NGO sector in order to evaluate the level of awareness about both types of techniques. In the perspective of research study, the categorization has been performed to analyse the effectiveness of development techniques through different angles. Moreover, the use of information technology as an aid in the development process has also been analysed in the organizations in order to evaluate the effectiveness of innovative techniques.The triangulation approach is adopted to study the variables and data collection which enables the researcher to critically analyze the problem through different aspects of conceptualization. This approach assists researcher to use a variety of sources and methods of information to verify and substantiate the data. Software-based analysis aids to achieve optimum accuracy in the research study while the analysis of semi-structured observations helps the qualitative data to verify and corroborate the information gained through interviews. Moreover, the secondary data has critically been analyzed that supports the investigated facts with evidences. In the end, the study presents a way forward as recommended framework for a development of human resource in the NGOs of Balochistan.