Table of HRM corporate building energy cost and use by fuel type. Limited to buildings which have been populated in the Portfolio Manager online tool.The purpose of this dataset is to allow third party stakeholders to understand the fuel composition and usage with HRM corporate buildings.Data was collected and compiled by HRM through billing data. Data may be incomplete and is not comprehensive; it does not include data for all HRM buildings. Metadata

PredictLeads Job Openings Data provides real-time hiring insights sourced directly from company websites, ensuring the highest level of accuracy and freshness. Unlike job boards that rely on aggregated listings, our dataset delivers unmatched granularity on job postings, salary trends, and workforce demand - making it a powerful tool for HR, talent acquisition, and market analysis.

Use Cases: ✅ Job Boards Enhancement – Improve job listings with, high-quality postings. ✅ HR Consulting – Analyze hiring trends to guide workforce planning strategies. ✅ Employment Analytics – Track job market shifts, salary benchmarks, and demand for skills. ✅ HR Operations – Optimize recruitment pipelines with direct employer-sourced data. ✅ Competitive Intelligence – Monitor hiring activities of competitors for strategic insights.

Key API Attributes:

• id (string, UUID) – Unique job posting identifier.
• title (string) – Job title as posted by the employer.
• description (string) – Full job description.
• url (string, URL) – Direct link to the job posting.
• first_seen_at (ISO 8601 date-time) – When the job was first detected.
• last_seen_at (ISO 8601 date-time) – When the job was last detected.
• contract_types (array of strings) – Employment type (e.g., full-time, contract).
• categories (array of strings) – Job categories (e.g., engineering, sales).
• seniority (string) – Job seniority level (e.g., manager, entry-level).
• salary_data (object) – Salary range, currency, and converted USD values.
• location_data (object) – City, country, and region details.
• tags (array of strings) – Extracted skills and keywords from job descriptions.

API example: https://docs.predictleads.com/v3/api_endpoints/job_openings_dataset

Collection of polygon feature class showing urban, suburban and rural areas. See HRM Tax Rates for more information.Metadata

This study aimed to advance our understanding of inclusive HRM in freelance employment. The following research question was studied: What does inclusive HRM in freelancers’ employment relationships entail, taking into account the organizational needs and freelancers’ psychological contracts? In a qualitative research design, consisting of semi-structured interviews with eight dyads of HR managers and freelancers we explore three themes: (1) organizational needs in freelance employment, (2) how inclusive HRM activities can fulfill the psychological contracts of freelancers, and (3) HR managers’ and freelancers’ perceptions of employment relationships. Based on the data collected by use of the interview guide, the anonymized transcripts are developed. Based on these transcripts, member checks were typed and sent to the respondents for approval. After the approval for each respondent was received, the data was coded resulting in a code book.

Rachmad, Yoesoep Edhie. 2021. Human Resource Management 5.0: Orchestrating Human Potential in the Age of Technological Ascendancy. Worldwide Book Hospitality and Tourism Publishing, Professional Bingley Special Issue, 2021. https://doi.org/10.17605/osf.io/37ufe

"Human Resource Management 5.0: Orchestrating Human Potential in the Age of Technological Ascendancy" by Yoesoep Edhie Rachmad, published in 2021 by Worldwide Book Hospitality and Tourism Publishing, Professional Bingley Special Issue, explores the vital role of Human Resource Management (HRM) in harnessing human potential amid rapid technological advancements. The book emphasizes the urgency of managing human potential effectively in the era of HR 5.0, where technology and human welfare are deeply interconnected. Definition and Basic Concepts The book begins by introducing HR 5.0, a concept that highlights the crucial role of humans in digital transformation, where technology is leveraged to enhance human well-being. This introductory section stresses the importance of HR in driving this transformation and sets the foundation for understanding the advanced HR strategies needed in this new era. Underlying Phenomena The motivation behind this book is the accelerated pace of technological progress and its profound impact on the workforce. The author underscores the need for HR to evolve from traditional, administrative roles to strategic, technology-focused functions. The book explores how these changes necessitate a shift in HR practices to manage human capital effectively in a technology-driven environment. Problem Statement The primary problem addressed by the book is the challenge of transforming HR practices to align with the demands of HR 5.0. It examines the integration of advanced technologies into HRM and the shift towards a more strategic and technologically adept HR function. The book aims to provide a comprehensive guide for HR professionals and organizations to navigate this transformation successfully. Research Objectives The book aims to provide an in-depth analysis of the evolution of HR functions and the impact of technology on HRM. It explores various advanced technologies such as AI, data analytics, and digital platforms that are transforming HR practices. The book seeks to offer practical strategies for HR professionals to adopt and implement these technologies to enhance HR processes and manage human potential more effectively. Indicators Key indicators of successful HR transformation in HR 5.0, as identified in the book, include improved efficiency and effectiveness in HR processes, enhanced employee engagement and satisfaction, effective talent management and development, and the ability to leverage data for strategic decision-making. The book also highlights the importance of balancing technological integration with a human-centric approach. Operational Variables Operational variables discussed in the book include the use of AI and machine learning in HR processes, data analytics for workforce insights, digital platforms for talent management and employee engagement, and automation of routine HR tasks. The book also considers variables related to employee outcomes, organizational culture, and the effectiveness of HR strategies in achieving organizational goals. Determining Factors Several factors are crucial for the successful implementation of HR 5.0 strategies, including technological readiness, organizational culture, leadership support, and employee acceptance. The author emphasizes the importance of continuous learning, innovation, and flexibility in adapting to new technologies and methodologies. Effective communication and change management strategies are also highlighted as key determinants of success. Implementation and Strategy The book outlines various strategies for implementing HR 5.0 practices. These include investing in technology and infrastructure, fostering a culture of innovation and continuous learning, and developing comprehensive training programs for HR professionals and employees. It also highlights the need for strategic alignment between HR practices and organizational goals, emphasizing the role of data-driven decision-making in enhancing HR effectiveness. Challenges and Supportive Factors The book identifies several challenges, including resistance to change, technological barriers, and the need for upskilling HR professionals. Supportive factors include the availability of advanced technologies, supportive leadership, and a culture of continuous improvement and innovation. The author calls for a balanced approach to address these challenges while leveraging supportive factors to maximize the benefits of HR 5.0 practices. Determining Factors of the Book The relevance and impact of the book are determined by its timely exploration of emerging HR trends, its comprehensive analysis, and its practical recommendations for HR professionals and organizational leaders. The book’s ability to address both the technical and human aspects of HR transformation contributes significantly to its importance. Research Findings The book presents several case studies demonstrating successful implementations of HR 5.0 strategies in various organizations. These include the use of AI for talent acquisition, data analytics for employee engagement, and digital platforms for continuous learning and development. These findings illustrate the tangible benefits of integrating advanced technologies into HR practices, providing evidence of their potential to transform workforce management. Conclusion and Recommendations In conclusion, the book emphasizes the vital role of HR in navigating the transition to HR 5.0. It advocates for the ethical and responsible adoption of advanced technologies, emphasizing the need for robust training programs and strategic alignment with organizational goals. The author recommends fostering a culture of innovation, investing in technology and infrastructure, and developing comprehensive change management strategies to ensure the successful implementation of HR 5.0 practices. "Human Resource Management 5.0: Orchestrating Human Potential in the Age of Technological Ascendancy" offers a detailed exploration of how HR can evolve to meet the demands of a technologically advanced society. It underscores the importance of innovation, ethical responsibility, and strategic implementation to harness the full potential of these transformative technologies.

Awalan Bagian ini memperkenalkan konsep HR 5.0 dan urgensi pentingnya mengelola potensi manusia di era kemajuan teknologi yang cepat. Bab 1: Landasan HR 5.0 Bab ini membahas landasan dari HR 5.0, yang menekankan peran pentingnya manusia dalam transformasi digital, di mana teknologi digunakan untuk meningkatkan kesejahteraan manusia. Bab 2: Evolusi Fungsi HR Bab ini menelusuri evolusi fungsi HR dari administratif hingga strategis, dan kemudian ke arah yang lebih teknologi-terfokus dalam konteks HR 5.0. Bab 3: Teknologi dalam Manajemen SDM Fokus bab ini adalah pada peran teknologi canggih seperti kecerdasan buatan, analitik data, dan platform digital dalam meningkatkan efisiensi dan efektivitas manajemen SDM di era HR 5.0. Bab 4: Strategi Mengelola Potensi Manusia Bab ini menyajikan berbagai strategi inovatif yang dapat diadopsi oleh HR untuk mengelola potensi manusia dengan efektif di era HR 5.0, termasuk penggunaan teknologi untuk rekrutmen yang lebih cerdas dan pengembangan karyawan yang lebih personal. Bab 5: Implementasi Praktis Bab ini memberikan panduan praktis tentang bagaimana organisasi dapat mulai menerapkan konsep HR 5.0 dalam praktik sehari-hari mereka, termasuk langkah-langkah konkrit untuk mengintegrasikan teknologi dalam proses HR. Kesimpulan Kesimpulan ini merangkum temuan utama dari buku ini, menekankan perlunya HR untuk menjadi pionir dalam mengelola potensi manusia di era kemajuan teknologi. Hal ini juga menegaskan bahwa, meskipun teknologi memainkan peran penting, keberhasilan HR 5.0 bergantung pada keseimbangan yang baik antara teknologi dan faktor manusia. Dengan demikian, buku ini bertujuan untuk memberikan wawasan yang mendalam tentang peran kunci HR dalam era HR 5.0 dan memberikan panduan praktis bagi para profesional HR untuk menghadapi tantangan dan peluang yang muncul dari kemajuan teknologi dengan lebih baik.

Explore the historical Whois records related to hrm-soft.net (Domain). Get insights into ownership history and changes over time.

Polygon representation of municipal cemetery boundaries and locations. Dataset should be used in conjunction with the Municipal Cemeteries Interred dataset. The data was created to assist in locating interred within the municipal cemeteries.At this time, only data for Mount Hermon Cemetery and Fairview Lawn Cemetery is only available. Data for the other cemeteries will be available in the future. Metadata

Explore the historical Whois records related to africa-hrm.com (Domain). Get insights into ownership history and changes over time.

Explore the historical Whois records related to hrm-abonnement.info (Domain). Get insights into ownership history and changes over time.

PurposeAlthough human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS).Design/methodology/approachTo examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations.FindingsThrough the comparison of confirmatory factor analysis (CFA) and exploratory structural equation modeling (ESEM) solutions, our results supported a nine-factor structure of participants’ responses to the HRM-VS and the measurement invariance of this solution across male and female employees. Specifically, they support that the HRM-VS items adequately capture core HRM values underlying independent HRM practices. Criterion-related validity was evidenced with respect to employees’ ratings of intrinsic and extrinsic job satisfaction.Research implicationsThe HRM-VS appears to represent a promising tool for research and intervention seeking to account for individual differences in the relative importance of various HRM practices, in order to devise more effective HRM systems.Practical implicationsThis new concise but complete measure could help better guide organizations in tailoring their strategic HRM.Originality/valueThis study introduces HRM values as a valid concept that characterizes what employees desire or consider to be important in relation to HRM practices.

Forecast: Total Number of Scientific Publications in Organizational Behavior and Human Resource Management in France 2024 - 2028 Discover more data with ReportLinker!

Explore the historical Whois records related to hrm.wang (Domain). Get insights into ownership history and changes over time.

Forecast: Total Number of Scientific Publications in Organizational Behavior and Human Resource Management in Japan 2024 - 2028 Discover more data with ReportLinker!

Forecast: Total Number of Scientific Publications in Organizational Behavior and Human Resource Management in the US 2024 - 2028 Discover more data with ReportLinker!

The purpose of the dataset is for public education and safety. The goal is to also provide transparency of this information to the public.Data includes all investigation records, however may not include cause and origin data due to various factors including investigations that are part of a criminal investigation or awaiting information from a third party.Note: There is currently an issue with the timestamp for this datasets where the time is offset by 3-4 hours (depending on daylight savings). The issue has been logged with ESRI and we hope it will be resolved as soon as possible.Metadata

Explore the historical Whois records related to signature-hrm.com (Domain). Get insights into ownership history and changes over time.

Polygon representation of view corridors as defined by the Regional Centre Secondary Municipal Planning Strategy.To identify areas where development is prohibited to protect important view corridors, as defined by Map2 of the Regional Centre Secondary Municipal Planning Strategy.Reference to the complete package is required to determine permitted land uses in the Regional Centre Plan and By‐law. Contact HRM Planning & Development. Metadata

Explore the progression of average salaries for graduates in Human Resource Management And International Studies from 2020 to 2023 through this detailed chart. It compares these figures against the national average for all graduates, offering a comprehensive look at the earning potential of Human Resource Management And International Studies relative to other fields. This data is essential for students assessing the return on investment of their education in Human Resource Management And International Studies, providing a clear picture of financial prospects post-graduation.

Explore the historical Whois records related to sc-hrm.com (Domain). Get insights into ownership history and changes over time.

Explore the Human Resource (HR) Software Market trends! Covers key players, growth rate 8.9% CAGR, market size $76.94 Billion, and forecasts to 2033. Get insights now!