Area Of Human Resource Management Research Articles

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.

Implementation of Information System at SD Laboratorium UNG

This research aims to find out the implementation of the human resource information system at SD Laboratorium UNG. The purpose of the information system is to help organize all functional areas of human resource management efficiently. SD Laboratorium UNG is a school that has been accredited as superior. This mini-research was conducted using a qualitative approach and data collection techniques in the form of observation, interviews, and documentation, and data presentation was carried out using a descriptive approach, in the form of words, writing, or oral from the subjects observed, namely the principal and teachers. Based on the mini research that has been carried out, the results show that the implementation of the Human Resource Management System at SD Laboratorium UNG has been carried out, but it has not been carried out optimally, but the school has been able to utilize the development of information and communication technology for the progress of the school towards a better direction. The applications used at SD Laboratorium UNG are Facebook, YouTube, Instagram, Email, Zoom, Google Drive, WhatsApp, Ms.Word, Ms.Exel, and JunioSmart.

What constitutes an employer of choice? A qualitative triangulation investigation

Employer of choice (EOC) is a relatively new phenomenon, particularly in Human Resources Management. Existing employees and prospective talent have reasons and expectations to designate an employer as an EOC. While EOC has received extensive attention from both academics and practitioners over the past few years, the work has mostly focused on managerial and marketing perspectives, and thus far lacks a strong theoretical foundation. Drawing on Social Exchange Theory (SET), based on Human Resources and employees’ perceptions and experiences, this research aims to explore and investigate the factors that constitute/designate an employer as an Employer of Choice EOC. Two qualitative triangulated data sets were collected from existing full-time employees at a Saudi multinational corporation: open interviews and document analysis (cross-sectional and longitudinal). Thematic analysis (TA) was employed to analyze both methods. The findings reveal that company image, training, and development, satisfaction, involvement and commitment, fairness, work culture, reward, opportunities for growth, teamwork, motivation, and corporate social responsibility are the factors that lead employees to designate an employer as an EOC. This research contributes to knowledge conceptually, theoretically, and empirically, mainly in the area of Human Resources Management. This research represents one of the first studies to empirically identify and investigate employee-related factors and evaluate them all together in a multinational Saudi organization. Recognizing the findings of this empirical-based research assists HR managers in designating their organizations as an EOC for current employees and prospective talents.

Green Human Resource Management Practices and Environment Sustainability: From Empirical Evidence

Green human resource management, if well designed and implemented, is undeniably one of the avenues that is envisaged to contribute towards the actualization of the Sustainable Development Goals (SDGs). This paper set out to interrogate the extant literature on Green Human Resource Management (GHRM) Practices and their nexus to environmental sustainability. One of the emerging issues within business communities is the campaign of going green (GG). GHRM is a drive which helps to create a green workforce that can understand and appreciate green culture in businesses and institutions. It is paramount to note that human resource and their systems are the basic foundation of any business. It is a fact that the human resource function in an organization is responsible for planning and executing those eco-friendly policies to create a green environment. The study was mainly a desktop, where a review and synthesis of the existing empirical literature was undertaken. The main sources of the data and information for purposes of this paper were largely relevant reports, journals and books. Past writings indicate that there is a growing need for the integration of environmental management into Human Resource Management (HRM) research practice. This article pursues an integrated view of the literature on Green HRM. It examines and interrogates the current empirical literature in the area of green human resource management with a view to pointing out and synthesizing the gray areas and suggesting a way forward towards enriching knowledge and practice in the area of green human resource management. Finally, the paper suggests some key HR initiatives towards creating and nurturing GHRM practices and behaviour for environmental sustainability. This article draws together the extant literature in this area in suggesting managerial implications and research direction in GHRM. Hence, the papers demystifies the debate and discussion on GHRM and suggests new fronts that requires research focus.

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.

SMEs sustainability: The role of human resource management, corporate social responsibility and financial management

Research background: The sustainability of small- and medium-sized enterprises (SMEs) represents a significant scientific and professional problem in the current turbulent period because these enterprises play an important role in any country’s economic and social systems. Purpose of the article: This paper aimed to define the significant sustainability factors of small and medium-sized enterprises and to quantify their impact and importance on the sustainability of SMEs. The areas of Human Resource Management, Corporate Social Responsibility, and financial management were defined as significant sustainability factors. Methods: Empirical research, on which the scientific hypotheses were formulated and evaluated, was conducted in June 2022 in V4 countries (Czech Republic, Slovak Republic, Poland, and Hungary) using a structured questionnaire. The study accumulated a sample of 1398 respondents. Data collection was conducted through an external agency, MN FORCE, operating in Central European countries. The Computer Assisted Web Interview (CAWI) method was used to record respondents’ perceptions. Descriptive statistics, correlation analysis, and linear regression analysis were used to evaluate the hypotheses. Findings & value added: The research showed that all defined factors in the areas of Human resource management (HRM), Corporate social responsibility (CSR), and financial management of the firm had an impact on defined sustainability attributes. The greatest impact was found on the firm’s financial management, followed by CSR and HRM. The empirical results confirm that the intensity of the independent variables varies across the V4 countries. These results also show that the intensity of the selected HRM, CSR, and financial management factors of a firm is higher in the integrated models than in the models for individual V4 countries. The research results have shown that a range of factors determine the right attitude towards the sustainability of companies. In this context, economic policymakers and entrepreneurs must perceive sustainable growth as complex and apply a systemic approach to its design and implementation.

경찰공무원의 직무만족에 미치는 영향요인 연구

In modern society, police officials are responsible for key security tasks such as crime prevention, crime response, and civil safety, and play a role in maintaining national safety and stability. Therefore, it can be said that the job satisfaction of police officials is an important factor that has a great influence on social stability and the effectiveness of law enforcement. In this study, an in-depth study was conducted to analyze the relationship between police officials' job satisfaction based on Herzberg's motivation and hygiene theory to examine the factors affecting police officials' job satisfaction. Herzberg's motivation and hygiene theory is one of the important theories for explaining and improving job satisfaction, and classifies job satisfaction and job dissatisfaction as other factors. According to the analysis, higher growth potential, promotion, praiseㆍrecognition, and achievement, which are Herzberg's motivating factors, can have a positive effect on job satisfaction, and higher hygiene factors such as communication, work environment, policyㆍ supervision, and salaryㆍallowance can have a positive effect on job satisfaction. These results support Herzberg's motivation and hygiene theory, and suggest that police organizations need to improve job satisfaction by strengthening organizational management and support. As active and active police activities of individual police officials are required, the following implications are derived based on the analysis results of this study. The first is a sense of accomplishment. As shown in the analysis results, it was found that the sense of achievement had a high effect on job satisfaction. If you feel rewarded and accomplished through your current work as a police officer, this will soon help you improve your ability and expertise. Second is the rationalization of the police personnel management system. A representative area of human resources management is promotion. This is because police officials, unlike other organizations, are a vertical class culture and have a large difference in authority and responsibility for performing their duties depending on the class. Therefore, measures should be devised to increase the rationality of the performance evaluation system and the fairness of promotion.

Psychometrics of Emotional Intelligence in Hospitality: A Cross-Sectional Study on Human Capital and Quality of Service

Little research has been conducted specifically on emotional intelligence (EI) and perceived quality of service in the hospitality industry. The main goal of this research consists of providing empirical evidence related to EI regarding its importance in quality of hospitality service (QHS). To do so, a hypothetical and conceptual model was tested by Partial Least Square-Structural Equation Modeling (PLS-SEM) techniques based on a sample of 408 employees in the hospitality sector in the region of Murcia (Spain). The findings of this work reveal the incidence that EI has on the QHS of human capital, despite a scenario that is characterized by a high rate of talent shortage worldwide and an increasing digitalization that could reduce human interaction. Also, implications are given so that EI could be more deeply analyzed for EI strategy-building within organizational behavior and human resource management areas from a practical approach, increasing engagement and preventing the so-called quality service sabotage.

The Role of Healthcare Managers in Employee Retention: Do Workers Leave Organizations or Managers?

Healthcare organizations have been facing employee retention challenges since before the Covid-19 pandemic. This latter has solely accelerated turnover rates. Healthcare managers and leaders need to take action to keep their talent while still delivering quality care. The purpose of this paper is to provide a literature review on the subject to examine the role of healthcare managers in employee retention. Understanding how managers influence staff retention is essential to monitoring turnover rates and designing effective strategies for retaining skilled and talented healthcare employees. The findings of this review indicated that healthcare employees who were satisfied with the behavior of their managers were committed to their organization and more likely to remain employed for a long period. Communication, autonomy, respect and recognition, and training and development were significant predictors of job satisfaction, organizational commitment, and staff retention. Improving staff retention strategies is critical to improving the quality of care, reducing healthcare costs, and achieving growth and success. The review concluded that healthcare managers play a crucial role in employee retention. Further exploration of the employee retention challenge is required to better understand this multifaceted area of human resource management.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

International Training and Development

It is widely accepted that effective management of human resources will bring about increased organizational and employee performance. Based on this, the area of international human resource management (IHRM) has gained increased interest, especially with the continued growth of multinational corporations and globalization. Many IHRM practices and theories have been developed since the emergence of international business. The boundaries of IHRM are established within the concepts of MNC management across diverse cultural work practices as well as comparative international HRM among organisations. In this paper, I will reflect on these concepts as applicable in the practices of international training and development and performance management and compensation. My reflective essay will explore these topics with a key interest in expatriates who are affected greatly

Exploring the gap between research and practice in human resource management (HRM): a scoping review and agenda for future research

AbstractThe call for evidence-based decisions in HR has become a heated debate in recent years. An alleged research-practice gap has been identified by a number of HRM scholars, leading to recommendations for practice. To what extent the assumption of this gap is justified, theoretically or empirically, remains vague, however. Thus, building on a systematic literature search and the formulation of eligibility criteria for articles, we conducted a scoping review of the current research landscape. Our aim was to explore the constituent components, causes and consequences of the gap. Overall, it was found that research activity has so far been heterogeneous, a significant number of articles were conceptually driven, and a large proportion related to knowledge deficits of HR practitioners. A subset of consistent survey-based studies indicated little awareness of empirically supported practices in personnel selection. The qualitative, mixed-method, and content-analysis studies revealed other influences, such as research with limited practical relevance or divergent interests between scholars and practitioners (e.g., employee motivation). Based on the conceptual contributions, three thematic clusters were identified as causes for the gap: (1) communication barriers (e.g., insufficient interfaces), (2) methodological issues (e.g., rigor-relevance tensions), (3) accessibility, visibility, and dissemination of HR research (e.g., oversimplification of practical implications). There was a strong emphasis on presumed causes and their resolution, with less consideration given to the expected consequences of the gap (e.g., poorer organizational outcomes). Despite preliminary empirical indications for the existence of a research-practice gap in particular areas of HRM, many articles tend to focus on overarching recommendations for practice. We conclude that the HRM research-practice gap in itself has not yet been sufficiently empirically investigated. In view of this, we discuss implications and develop an agenda for future research.

Examining Factors Influencing Competency-Based Recruitment Processes in Organizations

The aim of the present study is to examine competency-based recruitment. This study is a systematic review of best practices in competency-based recruitment. Articles published from 2020 to 2023 that explored the topic of competency-based recruitment were considered. Based on the scores assigned to each article, the researcher excluded 71 articles out of 33 and ultimately retained 12 articles for data analysis. In this study, all available studies published between 2020 and 2023 in the Gregorian calendar (and between 1399 and 1401 in the Persian calendar) were reviewed. Of the 33 studies identified, only 12 met the research criteria, among which only three were domestic articles. The results indicate that competencies are applicable in various areas of human resource management, ranging from individual functions such as recruitment and performance management to organizational functions such as strategic planning, organizational structure design, strengthening organizational culture, and technology development. Competency, in fact, serves as an implicit indicator of an individual's multidimensional functions that effectively integrate with the criteria of an organization to achieve maximum efficiency in task performance. Overall, it can be concluded that the proper implementation of meritocracy necessitates attention to professional, individual, behavioral, communicative, and managerial competencies. External organizational factors, digital technologies, and competency-based recruitment are identified as the most important prerequisites for meritocracy, with the implementati

Churning de recursos humanos dependente da economia: Impacto da sociedade nas instituições?

Abstract Purpose: This essay presents the results of a theoretical research using the existing literature on human resource churning within the economic context. The research examines how institutions and society address human resource churning from the economy. To accomplish this, two specific objectives were established: the examination of the key variables impacting churning within the economic context, and the creation and analysis of a theoretical model. The research question that emerged was: “How do institutions and society deal with the occurrence of churning arising from the economic context?” Originality/value: The relevance of this essay rests in its potential to contribute to the existing literature and enhance the advancement of know-ledge in a field that despite its complexity and relevance remains relatively underexplored in the area of human resource management. In this regard, understanding the impact that the economic context plays on the phenomenon of human resource churning is a key aspect for organizations to take mitigation measures. Design/methodology/approach: It follows a theoretical approach by means of a literature review which has allowed the exploration, analysis, deepening and broadening of the existing literature. Findings: Upon analysis of the results, it was found that during periods of economic recession the churning rate is lower compared to periods of economic recovery. As a result, organizations need to adapt their policies to the economic context in order to retain their employees and avoid costs arising from replacements (churning).

Impact of COVID-19 and Recovery of Airports in the Field of Human Resources Management

The aviation industry is one of the sectors most affected by the COVID-19 pandemic. The aim of this article is to assess the impact of the COVID-19 pandemic on the area of airport human resource management and on the international airport network. COVID-19 had an unprecedented impact not only on the capacity of international seats for passengers and the gross operating income of airlines from passengers but also on airport companies, which, due to the measures taken and in order to maintain their existence, had to lay off employees. In the beginning of this paper, we discuss the impact of the pandemic on the aviation industry, caused by travel restrictions and overall economic development. In the second part, we will assess the impact of the COVID-19 pandemic on the management of human resources of the Austrian airport company and the resulting complications for airport companies in recovering from the consequences of the pandemic. Based on the obtained information and data evaluation, we came to the conclusion that the use of outsourcing services is an advantageous solution in the field of recruiting missing human resources. The added value on the part of the airport company is high-quality, trained personnel ready to perform the work, without the need for additional financial and time investments, limiting the airport operation itself and personnel who are still struggling with a lack of time and manpower. The goal of the companies is to fulfill the contracts, maintain the flow of money, and have a good name both for passengers and for the general public and all interested parties. When determining a suitable strategy using legislative conditions, it is possible to achieve cost savings in the area of human resources and the main business activities of the company.

Work Life Balance Impact On Job Satisfaction

Work-life balance (WLB) is an ever-increasing sharing of valuable business practices, business innovations and this is endorsed by the increasing number of research studies on the impact of WLB on organizations and their employees. Any imbalances in the WLB of an employee can have negative impacts if work / life unbalance favors work throughout their lives. Work life balance (WLB) is a prompt human resource management area and has become a top priority for employees everywhere. The primary objective of this study is to examine how their WLB influences employee satisfaction at work and to examine the factors relating to work life balance and job satisfaction.

HR Analytics in The Commercial Aviation Sector: a literature review

HR Analytics is the area of Human Resources Management (HRM) that uses the techniques of artificial Intelligence, social sciences, and innovation to extract, treat, and present data for decision-making. This has been a big trend in HR in recent years, with already business cases, academic studies, and industry applications, but it is still in an early stage of development. The commercial aviation industry has people at the heart of its strategy, as it is a people-to-people service. But there are no satisfied customers without satisfied employees. In addition, the topic of aviation safety is a central one, and the sector has extensive regulations on the subject. Aviation safety is also based on human-machine interaction and crew resource management (CRM). People must therefore be in the core strategy of aviation companies because, for the provision of their service, the human factor in the interaction with the machine, the team, and the customer is a critical success factor. An appropriate approach to HR Analytics is to start with the problems that the business faces and, from there, create indicators and models that can measure them. In this paper, a sectoral and problem-based HR analytics is discussed, which is one of its main contributions. HR analytics techniques are descriptive, predictive, and prescriptive. Starting from the nature of the air operation and its problems, HR analytics is an essential strategy to better know and act on the evidence of aviation service and operation. The purpose of this publication is to understand what academic studies exist on the applications of HR Analytics to the aviation industry. Through a literature review, it was concluded that the aviation sector has also few academic studies about HR analytics; however, there are already some indicators and models that can point in the right direction for the future. This is an area that can help measure performance indicators of HR policies and provide management with important data for decision-making in human resources management. The results of this research are presented, future research paths are suggested, and the limitations of this study are pointed out.

Bibliometric investigation on green human resource management research

PurposeThe paper aims to present the comprehensive picture on green human resource management (GHRM) based upon bibliometric investigation, including different criteria, such as key authors, documents, keywords, bibliographic coupling (BC), etc.Design/methodology/approachBibliometric technique has been used with the application of VOSviewer. Further, the Scopus database has been utilised to extract the research articles.FindingsThe present study has exposed the due relevance of GHRM in the area of human resource management (HRM) for researchers as well as practitioners. The study has revealed that number of citations in the area is high from the researchers of China. Also, Jabbour, C.J.C., has been identified as the lead contributor and author from the area with 43 publications and 1,352 citations. The journal of cleaner production has been identified as the journal with the largest number of publications from the area. Also, prominent keywords used in the area are sustainability, GHRM, environmental management, sustainable environment and HRM.Research limitations/implicationsThe study has offered the comprehensive publication analysis on the area which will assist the researchers in gaining review on topic and development of empirical models. Further, with the utilisation of keywords criterion they can easily explore the publications done in the area. Also, study will help the scholars and researchers to identify the region and countries along with the institutions and universities to pursue research on the GHRM topic.Practical implicationsThe present study will help the mangers to focus on GHRM with more focus to acquire positive consequences for human resource management.Originality/valueThe present paper has presented various new and recent facets associated with the area of GHRM. Previously the similar analysis with bibliometric technique is rarely done with the present Scopus database.

Financial management decision-making of school finance committees in public primary schools in Mpumalanga province, South Africa

Subject to the South African Schools Act, 84 of 1996 section 16(1), the governance of every public school is vested in its governing body and it may perform only such functions and obligations and exercise only such rights as prescribed by the Act. Section 30(1a) of this Act demands school governing bodies to establish committees and appoint members of the School Governing Body (SGB) to such committees based on expertise. With this study I investigated the financial management decision-making of school finance committees in public primary schools in the Mpumalanga province in South Africa. A qualitative approach was applied in the study. Focus-group interviews were used to collect data from the purposefully selected 2 public primary schools in which the finance committee members were involved. A case study design was applied. Thematic data analysis was used to analyse the collected data. All the participants demonstrated awareness of their financial management decision-making roles. Participants revealed that they did not perform their roles effectively due to their illiteracy levels, limited understanding of financial management legislation, inadequate training, interference of the principals in the management of finances, poor consultation and communication. I recommend to the Department of Education to provide financial committees with adequate support and training, to capacitate principals in the area of human relations and resource management and consider appointing financial management advisors at the circuit offices within districts to assist in guiding, monitoring and evaluating the financial management processes in schools on a regular basis.

Human Resource Information System (HRIS): An Evaluation of Net Benefits Based on the Perception of HR Practitioners

In this day and age, the use of information systems (IS) in workplaces is indispensable. IS has been an effective tool in enhancing operational efficiency and for empowering the workforce. Human Resource Information Systems (HRIS) have been recognized as one of the major modern human resource (HR) tool (Jahan, 2014). HRIS handles the processes and transactions involved in managing human resources such as recruitment, training, benefits administration and employee records-keeping (Laudon & Laudon, 2014). With the strategic role that IS delivers to organizations nowadays, it is imperative that IS be evaluated on its effectiveness especially in the area of human resource management. The objective of this study is to evaluate the factors that affect the net benefits of human resource information systems (HRIS) in the business process outsourcing (BPO) industry in the Philippines. Using the updated DeLone and McLean IS success model, the study will investigate the factors that contribute to the implementation of HRIS based on the perception of HR practitioners. These factors are: system quality, information quality, service quality, use, user satisfaction and net benefits. Moreover, the relationships between and amongst these factors will be studied and how these factors affect the net benefits that HRIS delivers to organizations particularly in the BPO industry in the Philippines. A total of 214 respondents (n=214) who are HRIS users were asked to answer an online-based survey questionnaire. The research revealed that use and user satisfaction have positive effect on HRIS net benefits. In addition, the study has validated and confirmed the D&M IS success model in the context of HRIS use in the BPO industry in the Philippines. These findings offer valuable insights to HRIS implementers and business owners on how to strengthen the effectiveness of HRIS and maximize its potentials for the delivery of fast, quality and efficient HR services in the BPO industry.