The Journal of Middle East and North Africa Sciences

1-13

Authors: Ali Al Dirani, Mohammad M. Hussein, Hussin J. Hejase

Constant change occurs due to globalization, increased pace of competition, vibrant technological advancement, information flow and customers’ awareness among others. The forces subject organizations to challenges as how to respond, handle and mitigate the negative impact of those changes. The resultant uncertainty and volatility lead to a situation where competition is souring and organizations that respond reactively narrows their competitiveness and erodes their market share and sustainability chances. Organizations’ preparedness and pro-activeness are key success factors in terms of resources/capabilities and their use and how these envision and deal with the aforementioned uncertainties. Amid the aggressive external environment, one of the fundamental key agents for change management is the human resource. However, the key question here concerns the roles that HR can assume, and what contribution HR has to the change process and outcomes. This study aims to assess the role of HR in the ongoing process of change in organizations, the interrelation between change management and HR practitioners as catalysts of change and to propose a framework to expose the interrelation between the concept of change and the role of HR in the change process. This is intended to be done by identifying separately the change process then the functions and roles of HR in this process and how these interrelate. This research is exploratory using qualitative analysis based on the literature reported in secondary data and primary data collected using semi-structured interviews to achieve the objectives of the current study. A convenient sample of HR experts and practicing professionals is selected based on their willingness to participate. The outcomes of this research help to identify the role of the Human Resource Practitioners in the process of change, and help to assess the nature of this effect, and how to develop it in a more effective and efficient way for organizations. HR managers and organizational policy makers may benefit from such outcomes.

20-24

Authors: Yanely Castillo Texis, Karla González Hidalgo, Miguel Ángel Rodríguez Lozada

This article conducting a situational analysis and improvement proposal in the warehouse area in a business of textile twist in the state of Tlaxcala, which is to obtain current information on how the company manages the area described warehouse, in order to find areas of opportunity, both in their characteristics and physical conditions, as and related company busy activities, likewise has detected a steady organizational increased, this leads us to the need to improve or adapt the storage area needs to meet their needs. This analysis was performed in normal working hours, by interviews, questionnaires, observation methods in detail.

30-33

Authors: Tran Van Luyen

Punishment in criminal law aims to penalize criminals and to general education and crime prevention. Death penalty is the highest punishment of the State for criminals. Historically, death penalty was a state’s tool to oppress actions against the government, to ensure the political system, and to protect individuals’ life and behaviors causing particularly serious consequences for society. At the present, along with the trend of civilization and humanity, death penalty in Vietnamese criminal law is still valid but to be narrowed down and decreased in enforcement with the forms in which it becomes more humanitarian, in line with Vietnam’s trend of opening and international integration.