Analysis Of Human Resource Management Research Articles

HRM practices, organizational learning and organizational performance: evidence from the big four financial services in France

PurposeThis paper aims to examine the mediation effect of organizational learning on the link between human resource management (HRM) practices and organizational performance in some Big4 financial services companies.Design/methodology/approachThe quantitative methodology was chosen for this research, using resource theory and knowledge-based approach to explain the relationship between latent variables. A sample of 403 HR employees and managers of the companies under study in France was selected in 2022. Structural equations modeling was used based on the Spss-Amos program to test the research hypotheses.FindingsThe results revealed that organizational learning played a mediating role between HRM practices (hiring, training, motivation and decision-making) and organizational performance and that learning enabled the performance of workers to improve and achieve competitive advantages in this field.Research limitations/implicationsThe sample was based on four international companies working in the field of financial services and consulting and providing their services within France, which may affect the generalisability of the results and limit them to the studied sector.Practical implicationsThe contribution of the study is to improve the awareness of administrators, decision makers and company employees of the importance of organizational learning for companies, and to stimulate motivation to learn and exchange knowledge in a constructive way that enhances organizational performance. Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance.Social implicationsWorking on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance.Originality/valueThis study seeks to provide cadres and executives with an in-depth analysis of HRM and organizational learning, which, through its integration of these attributes, can contribute to the earning of knowledge-based competitive advantage and achieve superior and sustainable performance.

THE COMPARISON OF HUMAN RESOURCE MANAGEMENT PRACTICES IN INDONESIAN AND MALAYSIAN COMPANIES

The objective of this study is to conduct a comparative analysis of human resource management (HR) practices implemented in companies based in Indonesia and Malaysia. Human resource management (HRM) is crucial in achieving organizational success. It is subject to the influence of various factors, including cultural dynamics, regulatory frameworks, and distinct business environments that may vary across different countries. Qualitative research methods were used to collect data through interviews with HR managers, field observations, and document analysis. The research results show several significant differences in HR management practices between Indonesian and Malaysian companies. These differences involve recruitment, selection, training, development, compensation, and performance management. Cultural factors, government regulations, and labour market conditions are major determinants of these differences. In addition to these differences, this research also identified several HR management practices that are similar between the two countries, such as an emphasis on employee development and attention to organizational sustainability. The findings of this study contribute to a more comprehensive comprehension of the intricacies involved in human resource management practices in Indonesia and Malaysia, as well as the potential ramifications for forthcoming human resource management policies. The findings above can be utilized by companies seeking to establish operations in these two nations to formulate human resource management strategies that are both more efficient and better aligned with the specific local circumstances. Furthermore, the outcomes of this study can offer valuable insights for researchers and practitioners in the field of HR management who wish to gain a deeper understanding of these practices within the specific context of Southeast Asia

Retraction: Influence of data mining technology in information analysis of human resource management on macroscopic economic management.

Retraction: Influence of data mining technology in information analysis of human resource management on macroscopic economic management.

EVALUATION OF HUMAN RESOURCE MANAGEMENT RESEARCH IN POST-SOVIET COUNTRIES: A BIBLIOMETRIC ANALYSIS

This study aims to conduct a bibliometric analysis to reveal the status of human resource management (HRM) studies in Post-Soviet countries while exploring research trends and future directions.Methodology. We have used bibliometric analysis to examine a bibliometric data. Web of Science database was chosen because it ensures that the studies identifi ed for analysis are relevant to the fi eld. In total, 133 articles were selected for bibliometric analysis. The VOSviewer software tool was used to construct and visualize bibliometric networks. Overall, these methods provide a comprehensive and reliable picture of the state of research in the fi eld being studied.Originality / value of the research. This study is the fi rst bibliometric analysis of HRM in Post-Soviet countries research. It contributes to the literature by bringing HRM studies in Post-Soviet countries and revealing the current position of the inquiry by determining the most cited authors, articles, journals, and organizations. It also sheds light on the future directions in HRM research in Post-Soviet countries.Findings. The fi ndings revealed that the most frequently used keywords were Human resource management, Russia, hrm practices, and fi rm performance. Bjorkman et al. (2007) were the most cited authors and Minbayeva et al. (2003), Andreeva & Kianto (2012), Bjorkman et al. (2007) were the most cited documents in HRM in Post-Soviet countries. The study also revealed a focus on human resource management, performance, capitalism, model, and transition economies. Additionally, the study found a trend toward exploring the HRM practices in MNCs and knowledge management. If research in the fi eld of HRM was diligently conducted in Kazakhstan from post-Soviet countries in early 2010, then research on the practice of personnel management in Kyrgyz enterprises actively began to take turn from 2018.

Analysis of Human Resource Management, Interpersonal Communication and Internal Control on the Effectiveness of Health Services at Rsud Prov South Sumatra

This study aims to obtain empirical evidence about the analysis of human resource management, interpersonal communication and internal control on the effectiveness of health services at the South Sumatra Prov Hospital. This study used mix method. Research results Overall the variable of human resource management with an average percentage of 80.43%, which means that the human resource management in the is very good at carrying out its duties. Second, interpersonal communication with an average percentage of 83.34%, which means that communication in the is running very well, be it between employees or direct communication with superiors. Internal control with an average percentage of 84.42%, which means that everything is going well and is in accordance with existing SOPs. Then, the effectiveness of health services obtained an average percentage of 85.88%, which means that the services provided have been carried out as optimally the South Sumatra Prov Hospital.

Towards Optimal TMS Integration Scenario Based on HRM and SWOT Analysis

To meet the collective goal of providing an efficient, sustainable, and safe transportation system, motorway managers are oriented toward establishing an optimal traffic management system (TMS). However, there are no straightforward guidelines through which to deploy the optimal integration scenario for traffic control centers (TCCs). An important component of TMSs is traffic control decisions, implying that human resources represent a critical feature of a TMS. In this study, we introduce human resource management (HRM) into the process of selecting the most appropriate integration scenario, which is achieved by developing a model to determine the number of employees. We formulated the problem as the mixed integer nonlinear programming problem based on the analysis of traffic incidents and road infrastructure data, considering also the employee voice and some HRM specificities in incident situations. Combining these findings with a SWOT analysis of the possible integration scenarios in Slovenia, we propose the most suitable scenario, in which TMS is organized as a cloud service. Moreover, this study predicts TCCs’ space requirements and identifies threats of neglecting HRM in TMS design. This paper can serve as a guideline and a baseline of expertise for motorway managers to create an effective and sustainable TMS in their region.

Analysis of Human Resource Management in Immigration Management Institutions

Analysis of Human Resource Management in Immigration Management Institutions

AS INTRINCADAS RELAÇÕES SISTÊMICAS ENTRE MERCADO DE TRABALHO, RELAÇÕES DE TRABALHO E GESTÃO DE RECURSOS HUMANOS EM CONTEXTO PANDÊMICO

ABSTRACT The article analyzes how organizations interpret the systemic relationships among labor market and labor relations in their human resource management (HRM) strategies in the Covid-19 pandemic. Through a qualitative approach, four focus groups were carried out with 24 people managers, and interviews with four union representatives in cities at three regions in Brazil: Northeast (Fortaleza, CE), South, (Joinville, SC) and Central-West (Brasília, DF). The findings indicate knowledge gaps in the HRM areas about market and labor relations, similar HRM practices at different levels, institutionalized by a common repertoire; while the unions adapt to the new labor legislation. The pandemic context brought structural changes such as telework, adjustment to legislation and work organization; and behavioral including the health of workers. The study contributes theoretically by expanding the analysis of HRM under the institutional approach; methodologically it provides comparative research; and empirically illustrates HRM practices in different regions of the country.

The Role of Effective Human Resource Management: Case Study of Start Up Cool Kids at Ambon City Centre Mall

This study aims to describe the application of Human Resource Management (HRM) in recruiting employees to improve performance, analysis of HRM in efforts to develop human resources to improve employee performance, HRM analysis has an impact on recruitment and efforts in HR development to improve employee performance in the start-up sector Cool Kids at Ambon City Centre Mall. This study uses a descriptive qualitative approach. This research approach was carried out at Cool Kids in Ambon City Centre Mall with data collection techniques in the form of interviews, observation, documentation and accommodation methods. The results of this study are expected that the recruitment system carried out is not fully maximized, so using the human resource management recruitment model can be carried out effectively. In an effort to develop of human resources, this has been carried out in accordance with the procedures for implementing employee education and training programs, but this has not yet been implemented informally. HR development and recruitment have an impact on improving employee performance which has not been fully implemented, this is due to the knowledge, abilities and skills of employees not all of them can master them effectively.

Analysis of Human Resource Management in Improving Teachers’ Competence in Early Childhood Teaching at Schools

This study aims to explain several implementations of Human Resource Management to improve the competence of early childhood education teachers, namely: human resource planning, training and human resource development. The research method uses a qualitative descriptive approach. Data collection techniques were carried out by observation, interviews and documentation taken from teachers and headmaster. Post-data collection analysis used a data reduction pattern, data display, and data verification. The main points of the research results are: (1) the human resource planning system is carried out by analyzing all activities or workloads that must be carried out by all school components. (2) human resource training and development carried out still tends to be a formality limited to success whether or not the training was implemented, and not yet oriented to the effects of the post-training that was carried out, it was able to change for the better or not the behavior and performance of the participants towards organizational goals

A Genetic Algorithm Model for Human Resource Management Optimization in the Internet Marketing Era

In the context of the Internet marketing era, rational use of big data for quantitative analysis of human resource management can effectively help each unit better understand the industry talent and analyze the development trend of the industry. Personnel competency is the key factor affecting job performance. The renewable resources in the resource constrained project scheduling problem are transformed into human resources with competency differences through a series of scientific and reasonable methods. A human resource constrained project scheduling problem model emphasizing competency differences is constructed. The most prominent advantage of this model lies in the selection of indicators that can objectively and reasonably evaluate the competency of personnel, and the rigorous and scientific relationship is provided. The complex multiproject double-objective minimization problem of the total construction period and total cost is transformed into a comprehensive index single-objective maximization problem. Then, a mathematical optimization model is established and solved by a genetic algorithm. Finally, the effectiveness of the algorithm is shown by comparing numerical experiments with other algorithms.

Analysis of Human Resource Management in The Administration of Food Barns during the COVID-19 Pandemic in East Java, Indonesia

Purpose: This study aims to analyze the evaluation of human resources in managing food barns and how to maximize human resources in managing food barns as a form of service to meet community needs during a pandemic. Design/Method/Approach: The research method uses a literature review study design and a descriptive qualitative approaching method. Findings: The results of the research show that in order to improve the effectiveness of human resources, it can be based on technology and information. As well as optimizing human resources, it can be done through trainings that require community and government participation. Theoretical Implications: This study contributed especially in the existence of literature about the management of food barns in rural area during the time of economic crisis and COVID-19 Pandemic. Practical Implications: Rural area apparatus in the region of East Java, Indonesia must improve their skill about the information system to menage food barns not in traditional way. Originality/Value: This study is diffrent from any other studies in term of human resources, this is because this study has a characteristic about the use of technological information on how to manage the food barns at the moment of COVID-19 Pandemic. Research Limitations/Future Research: Further research to analyze options to optimize human resources in food barn management. Paper type: Empirical

Employee Recruitment Process Analysis of PT. Wishan Global Medika Tangerang Banten Indonesia

The present study reports the first comprehensive study around employee recruitment, inside the era of globalization has led to intense competition in various industrial fields, including the medical and healthcare industry. PT. Wishan Global Medika (WGM) is a medical evacuation company in Tangerang Banten Indonesia, to face competitors the company needs to carry out employee recruitment activities in accordance with the vision and mission in order to achieve the goals the company wants to achieve. Product from Indonesian medical companies are still quite considered in the global market but still has competitor from countries in Southeast Asia. One way to face this competition is that companies are required to have competent and good performance employees. The purpose of this study was to analyze the employee recruitment process at PT. Wishan Global Medika Tangerang Banten. The conceptual framework of the employee recruitment process in this study includes 3 items, namely Sourcing, Selection Process, and User Process. The research method used is qualitative research with in-depth interviews with a case study approach. Purposive sampling was used with a total of 3 respondents, namely the main director, general manager and human resources staff. The results of the study indicate that the analysis of human resource management in this company still does not lead to the interests of the company and determines the types of tasks and jobs that need to be carried out and there is no management policy rules in order to support the strategy of human resource management. The analysis of the employee recruitment system in the company is considered to be in accordance with the standart operating procedures recruitment, also still needs to be improved in terms of sources and stages of recruitment so as to minimize obstacles in recruitment. The conclusion of this study is that the implementation of human resource development needs to be carried out in an integrated manner in long-term and annual corporate planning as well as improving the quality of recruitment so as to prevent the occurrence of vacancies.

Influence of data mining technology in information analysis of human resource management on macroscopic economic management.

The purposes are to manage human resource data better and explore the association between Human Resource Management (HRM), data mining, and economic management. An Ensemble Classifier-Decision Tree (EC-DT) algorithm is proposed based on the single decision tree algorithm to analyze HRM data. The involved single decision tree algorithms include C4.5, Random Tree, J48, and SimpleCart. Then, an HRM system is established based on the designed algorithm, and the evaluation management and talent recommendation modules are tested. Finally, the designed algorithm is compared and tested. Experimental results suggest that C4.5 provides the highest classification accuracy among the single decision tree algorithms, reaching 76.69%; in contrast, the designed EC-DT algorithm can provide a classification accuracy of 79.97%. The proposed EC-DT algorithm is compared with the Content-based Recommendation Method (CRM) and the Collaborative Filtering Recommendation Method (CFRM), revealing that its Data Mining Recommendation Method (DMRM) can provide the highest accuracy and recall, reaching 35.2% and 41.6%, respectively. Therefore, the data mining-based HRM system can promote and guide enterprises to develop according to quantitative evaluation results. The above results can provide a reference for studying HRM systems based on data mining technology.

Analisis Manajemen SDM Dalam Mengembangkan Strategi Pembelajaran Di Era New Normal

This literature study was conducted to find out: Analysis of Human Resource Management in Improving Strategies Learrning in the New Normal Era. In this research, the method used qualitative with a library research. The results of the study indicate are: Human Resource management in improving strategies learrning in the new normal era is effort, mature readiness, provisioning both in terms of IT skills and virtual learning progress. The most appropriate learning strategy in the new normal era is to follow the rules of the Ministry of Education and Culture with virtual learning through agreed platforms. For this reason, the 2 main elements of teaching and learning activities take place, these students and teachers must be equipped, qualified and know the direction of learning that will be filtered in order to minimize misunderstanding between teacher and students. While students at home, study is assisted and supervised by their parents to avoid deception, laziness and cheating during the exam. So that ethics, values ​​/ norms remain upheld in the world of academia.

Human resource management in times of crises 2008–2009 and 2020–2021: Comparative analysis

The purpose of the study is to identify the features of human resource management (HRM) in the context of the crises (2008–2009 and 2020–2021). A review of secondary sources on HRM during both crises revealed five HRM practices necessary to mitigate the impact of the crisis on the organization and its employees: optimization of the organization's work; maintaining transparency of communications between employees; recruiting; training and development; retention and motivation. The implementation of these practices was considered for each of the crises and a comparative analysis was done. The study showed that HRM has been transformed: the key features of HRM in the crisis of 2008–2009 was a decrease in personnel costs, while in the crisis of 2020–2021 the main issue for HRM was the transfer of employees to a remote work, the introduction of digital technologies to maintain the functioning of all business processes, actions aimed to combat the stress of employees and to maintain their well-being as well as physical and psychological health. The scientific novelty lies in the comparative analysis of HRM in Russian companies during the crises of 2008–2009 and 2020–2021 and identifying aspects of HRM transformation over this period. The results of this study can be used by modern organizations as an agenda to improve the effectiveness of HRM practices during a crisis as well as to plan further HRM development, and prepare a crisis management plan.

Sustainable HRM: An extension of the paradox perspective

Sustainable human resource management (HRM), perceived as challenging the dominant models of strategic HRM, concerns the adoption of HRM strategies and practices to achieve simultaneously financial, social, environmental, and HR regeneration goals, to satisfy diverse stakeholders' competing demands and, increasingly, national legislative requirements of sustainability performance reporting. Tensions are placed at the centre of sustainable HRM's analysis, as stakeholders demands are contrasting, when seen individually, but yet interrelated, as part of an integrated whole. The paradox perspective of sustainable HRM is useful in identifying several HRM paradoxes and proposing different coping strategies. However, the role of organizational actors, their cognition and strategy-making action, has been completely ignored in a highly conceptual paradoxical analysis of sustainable HRM. Drawing on the cognitive theory (and cognitive framing) and the practice theory (and strategy-as-practice), this paper contributes by bringing organizational actors back into the analysis, proposing three interrelated processes, namely, activating individual cognitive frames, creating collective dominant frames, and strategizing through enacting strategy-making activities, to address the theoretical gaps and extend the paradox perspective of sustainable HRM.

A SWOT analysis of human resource management in Tamil Nadu hotel industry

Human resource management an necessary division of a business, regularly make sure the achievement of the communal relationship among employees and an organization by recognize and fulfilling the requirements of the workers commencing with staffing and enduring through their occupation. This article aims to investigate the HRM practices in hotels of Tamil Nadu. This conscientious geographic spot of India proffer human resource confronts those are exclusive to this well-liked tourist areas. The outcomes from this study display that human resources are pleased with their compensation correspondence but not with the operational conditions, and the component of staff yield rate is relatively elevated. It provides sufficient training is not time and again given by the hoteliers to create employees’ organized talents and skills. Recruitment is using method of internal referral mainly significant to high inbreeding and following other human resource problems. There is a noteworthy gap among what is predictable from new employees and the skill levels of obtainable aptitude candidates. Keywords: Satisfaction, Industrial relationship, Employee grievances, Analysis of gap.

Peningkatan Human Capital Dalam Proses Pembelajaran di Era New Normal

ABSTRACTThis literature study was conducted to find out: Analysis of Human Resource Management in Improving Strategies Learrning in the New Normal Era. In this research, the method used qualitative with a library research. The results of the study indicate are: Human Resource management in improving strategies learrning in the new normal era is effort, mature readiness, provisioning both in terms of IT skills and virtual learning progress. The most appropriate learning strategy in the new normal era is to follow the rules of the Ministry of Education and Culture with virtual learning through agreed platforms. For this reason, the 2 main elements of teaching and learning activities take place, these students and teachers must be equipped, qualified and know the direction of learning that will be filtered in order to minimize misunderstanding between teacher and students. While students at home, study is assisted and supervised by their parents to avoid deception, laziness and cheating during the exam. So that ethics, values / norms remain upheld in the world of academia.

Green human resource management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.