Aspects Of Human Resource Management Research Articles

STRATEGIC ASPECTS OF HUMAN RESOURCES MANAGEMENT IN THE CONTEXT OF MILITARY OPERATIONS: UKRAINIAN EXPERIENCE

The purpose of the article is to study the strategic aspects of human resource management in the context of military operations and to substantiate the ways to minimise the negative effects of permanent crisis phenomena. Theoretical research has shown that when quarantine is lifted and during martial law, it is not about increasing the company's efficiency, but about how not to lose it. The research forms the theoretical and methodological basis for the practical aspects of HR management under martial law, but further study is needed to adapt the methods of HR management of organisations and enterprises to the conditions of military operations. An important aspect of management is to create conditions for the development of innovation, team spirit and the pursuit of high quality. Encouraging employees to be flexible in the interests of an adaptive organisation and continuously improving the quality of work are key. In addition, it is important to maintain working conditions that guarantee a high level of employee health and safety. By summarising theoretical studies and expert assessments, the article provides general approaches to the development of a human resources management strategy in the context of armed conflict. In the context of a permanent armed conflict localised in certain regions, it is important to have sufficiently qualified and trained personnel capable of effectively performing the tasks assigned. It is substantiated that motivation and recognition are important factors of personnel management in organisations. Ensuring the safety of personnel is the main task in wartime. The importance of effective internal communications in wartime increases significantly. The conditions of armed conflict can change very quickly, making flexibility and adaptability important qualities in human resources management. Organisations need to be prepared for rapid changes in plans and objectives, as well as changes in staffing levels. Effective management and leadership can ensure staff cohesion and motivation and ensure that tasks are completed successfully. Organisations should be prepared for changes in plans and strategies, as well as in the composition of their staff. The use of integrated approaches to strategy development will help organisations to effectively manage their workforce in times of war and ensure the functioning of their organisations.

BIG DATA ANALYSIS IN HUMAN RESOURCES DECISION MAKING: OPTIMIZING WORKFORCE MANAGEMENT

This research aims to conduct an in-depth analysis of the application of Big Data in human resource decision-making, focusing on optimizing workforce management. By measuring four main variables, namely recruitment efficiency, accuracy of employee selection, employee development, and organizational performance based on HR decision-making—Big Data analysis is expected to provide a deeper understanding of workforce dynamics. The research results show that applying Big Data can build recruitment efficiency, increase the accuracy of employee selection, support more appropriate employee development, and ultimately improve overall organizational performance. Big Data makes organizational performance based on HR decision-making by providing a solid foundation for more effective human resource management strategies. This research uses qualitative methods with the help of the NVivo 12 Plus tool to identify research results. Implementing Big Data in various aspects of human resource management is recognized as a catalyst for positive change in workforce management.

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

MANAJEMEN KINERJA DAN METODE PENILAIAN KINERJA KARYAWAN PERUSAHAAN

Performance management and employee performance appraisal methods are important aspects of human resource management in every organization. Performance management includes the process of planning, monitoring, assessing and developing employee performance to achieve company goals. The performance appraisal method is a tool used to measure employee contributions to organizational success. This abstract explains the importance of effective performance management in increasing employee productivity, motivation and development. Various performance assessment methods, such as results-based, 360-degree, competency, behavioral, and OKRs assessments, provide flexibility in evaluating employees according to the organizational context. By combining targeted performance management with appropriate appraisal methods, organizations can achieve their strategic goals while providing meaningful feedback to employees. In the competitive business era, effective performance management and fair performance appraisal are the keys to organizational success and growth

Strategies for Enhancing Employee Retention in Multinational Organizations: A Comprehensive Review and Analysis

Employee retention is a significant issue in modern human resource management, especially in the ever-changing environment of multinational organisations that arose in the late 1990s. The intricacy of efficiently overseeing abilities in an international setting exceeds the difficulties encountered in local corporate contexts. Retention, a crucial aspect of human resources management, pertains to an organization’s capacity to keep its employees in the face of dynamic and fiercely competitive circumstances. The significant efforts made by organisations in recruitment and training highlight the strategic relevance of staff retention, as it is expected to provide lucrative outcomes and enhance overall efficiency. The study aims to specifically examine two crucial factors: the influence of growth opportunities on employee retention and the significance of leadership in establishing conducive work conditions for retention..The study technique used guarantees a meticulous and thorough investigation of the selected subjects, enhancing the comprehension of the aspects that impact employee retention in the modern corporate environment.

A UTAUT-Based Framework for Analyzing Users’ Intention to Adopt Artificial Intelligence in Human Resource Recruitment: A Case Study of Thailand

Recruitment is a fundamental aspect of Human Resource Management to drive organizational performance. Traditional recruitment processes, with manual stages, are time-consuming and inefficient. Artificial Intelligence (AI), which demonstrates its potential in various sectors such as healthcare, education, and notable cases of ChatGPT, is currently reshaping recruitment by automating tasks to improve efficiency. However, in Thailand, where there is a growing demand for talents, the application of AI in recruitment remains relatively limited. This study focuses on human resources (HR) and recruitment professionals in Thailand, aiming to understand their perspectives on the integration of AI in recruitment. It utilized the Unified Theory for Acceptance and Use of Technology (UTAUT) model, customized to suit the specific requirements of Thailand recruitment practices. The study explores the factors influencing users’ intention to adopt AI in recruitment. Survey questionnaire items were created based on prior literature and refined with insights from HR and recruitment experts to ensure applicability in the context of recruitment in Thailand. A survey involving 364 HR and recruiting professionals in the Bangkok metropolitan area supplied comprehensive responses. The study reveals that several factors, including perceived value, perceived autonomy, effort expectancy, and facilitating conditions, significantly impact the intention to adopt AI for recruitment. While social influence and trust in AI technology do not have a direct influence on intention, social influence directly affects perceived value. Trust in AI technology positively influences Effort Expectancy. This study provides valuable benefits for HR and recruitment professionals, organizations, and AI developers by offering insights into AI adoption and sustainability, enhancing recruitment processes and promoting the effective use of AI tools in this sector.

Does Psychological Capital Mediate the Relationship Between Transformational Leadership and Adaptive Performance of Civil Servant?

The Fourth Industrial Revolution (4.0) and the advent of the Society 5.0 era, have ushered us into a VUCA (volatility, uncertainty, complexity, and ambiguity) environment. The adaptability of employees has become paramount, necessitating organizations to focus on managing and enhancing adaptive performance alongside routine task completion. Consequently, employee adaptive performance has emerged as a critical aspect of human resource management in both private and public sectors. This study aims to explore the relationship between transformational leadership, psychological capital, and adaptive performance, drawing on the Conservation of Resources Theory and Self-Determination Theory. Additionally, the research seeks to address whether psychological capital mediates the connection between transformational leadership and adaptive performance. Utilizing questionnaire data collected from 317 civil servants at the Ministry of Communication and Informatics of the Republic of Indonesia, the results reveal that 1) transformational leadership does not significantly impact adaptive performance, 2) psychological capital significantly and positively influences adaptive performance, 3) transformational leadership significantly and positively affects psychological capital, and 4) psychological capital fully mediates the relationship between transformational leadership and adaptive performance. These findings contribute to the development of a theoretical framework for fostering adaptive performance in public sector organizations and offer a fresh perspective in human resource management.

Impact of Human Resource Practices with Reference to Montessori School Chennai City

This study delved into analyzing the impact of human resource practices with reference to Montessori school Chennai city. A random sample of 150 individuals from the Montessori school. To achieve the study's objectives, a questionnaire was designed as a data collection tool, and appropriate statistical tests and tools within (spss.v 20) were used. this study examines the impact of human resource practices in Montessori schools, with a specific focus on the educational landscape of Chennai city. Montessori education is known for its unique approach to child development, emphasizing individualized learning and holistic growth. human resource practices play a crucial role in shaping the quality of education and the overall functioning of Montessori schools.The research adopts a qualitative approach, utilizing interviews, surveys, and observations to gather data from Montessori schools across Chennai city. the study investigates various aspects of human resource management, including recruitment and selection, training and development, performance evaluation, and employee engagement. Human resource management and educational outcomes in Montessori schools, this study provides valuable insights for school administrators, policymakers, educators, and researchers. ultimately, the findings contribute to the ongoing discourse on enhancing educational practices and fostering positive learning environments in Montessori schools. Enhanced Educational Quality to understanding how human resource practices influence Montessori schools can lead to the implementation of more effective strategies for teacher recruitment, training, and development. This, in turn, can enhance the quality of education provided to students, fostering their holistic development.

ТЕОРЕТИКО-МЕТОДОЛОГІЧНІ АСПЕКТИ ФОРМУВАННЯ ІНТЕЛЕКТУАЛЬНОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

The article updates the problem of intellectual potential formation, emphasizes its role in creating competitive advantages and achieving market leadership. But human resources are recognized as its basis. The purpose of the article is to review the processes and develop methodological recommendations regarding the organizational aspects of human resources management in the context of the formation of intellectual potential in order to increase competitiveness and bring the enterprise to leading market positions. In the framework of the article, we used general scientific methods of analysis and synthesis for the theoretical generalization of the studied materials. This made it possible to formulate the author's approach to the specified problem. As a result of the research, the authors developed and schematically presented the process of intellectual potential formation, where the impact on the development of human resources at the internal and external levels is considered. When supplementing the conceptual apparatus, the authors singled out the concept of "intellectual reaction" as the speed of application of management measures aimed at developing the intellectual capabilities of the company's human resources. For the same purpose, in terms of capital-forming and resource components, it is proposed to review the structure of the system of intellectual potential. The resource component involves the combining of intellectual and innovative activities. The capital-generating component combines human resources and intangible assets. Considering the fact that human resources provide an enterprise from 40% to 80% of economic growth, the authors concluded that they are the most significant component of both intellectual and innovative potential. So, the primary task of management should be the development of measures aimed at the formation of quality personnel characteristics enterprises. In this context, the expediency of continuous education, the concentration of necessary resources on qualification improvement, professional retraining, participation in professional and career trainings, measures to exchange experience are essential. But they do not underestimate the importance of the social component. On the basis of research, it is possible to form a practical human resource management apparatus at a defined enterprise, creating favorable conditions for increasing the intellectualization of the enterprise.

Factors influencing effective incorporation of green management techniques in business organization: An comprehensive insight

Owing to the industrialization, the use of energy and natural resource are increasing exponentially. All products and commodities used day-to-day human life are by-products of natural resources, which are depleted without awareness. Green human resource management (GHRM) is viewed in the context of green management as another aspect of human resource management (HRM), which aims to successfully implement green initiatives in any businesses organization. To upsurge understanding of how GHRM initiatives within businesses can foster environmentally conscious behaviour among workers, with a focus on the mediating function of green innovation (GI) is of utmost concern. On a profound observation, there are numerous implications and unawareness that causes lack or practices of green management in majority of the organizations. This article presents comprehensive review on the predominant external and internal factors to be considered for any small scale, medium scale and large-scale organization for effective adoption of green management technique. Additionally, an exhaustive analysis on value added to firms in terms of social sustainability, economic sustainability and environmental sustainability is elaborated. Nevertheless, there is little research on the relationship between GHRM initiatives and the following business outcomes: financial success, flexibility, and productivity. Indeed, a review article with focus on influencing parameter to be consider for ease of implementation of green management policies will be a critical insight to business firms, government policy makes, social culture in any organization. This review also allies with the sustainable development goals (SDG 08: Decent Work and Economic Growth) and (SDG 12: Responsible Consumption and Production) as framed by the united nation.

УПРАВЛІННЯ ПЕРСОНАЛОМ В БІЗНЕС-СТРУКТУРАХ

The article delves into the critical aspects of human resource management within contemporary organizations. The strategic importance of effective personnel management for success in a competitive business environment is analyzed. Personnel management helps to organize the process of selecting candidates in order to obtain the maximum return from employees. Successful implementation of personnel management with the help of proper adaptation helps to speed up the process of integration of newcomers and ensures their productivity in the future. Personnel management affects the formation of corporate culture and ensures coherence in the work of the team, which is a key success factor. The article addresses topics such as personnel recruitment and hiring, development and retention, employee motivation, and the significance of corporate culture in creating a productive work environment. The article also explores modern approaches to personnel management, including the use of information technology, data analytics, and open communication between leadership and employees. Research results and feedback from experts in the field of personnel management are provided to illustrate concepts and provide practical examples. It also investigates how changes in the modern business environment affect approaches to personnel management and the need for continuous updates in practices in this field. The article analyzes the impact of corporate culture on the work environment and productivity and emphasizes the importance of ensuring employee health and well-being. In addition, the article emphasizes the importance of adapting management approaches to changes in the socio-cultural and economic environment, inclusiveness and diversification of personnel. Modern challenges and trends in the field of personnel management are analyzed, including the introduction of remote work and flexible schedules. This article is intended for business executives, HR professionals, students, and anyone interested in improving the efficiency of personnel management to achieve success in the modern business world.

Dedication of Machine Learning for Trend of Digital HRM

The digital world has inevitably entered various fields of human life in carrying out their duties as world leaders. Technology is an important tool to ease the human workload, including in this discourse is human resource management. Machine Learning is a technology that allows machines to learn and adapt quickly from given data without having to be explicitly programmed. Machine Learning has found its place in many industries and has great potential to improve the efficiency of human resources within organizations. This research is a literature review of several articles related to machine learning. The review was conducted from some of the recent research efforts that utilize machine learning. Furthermore, this review is derived from multiple literacies and includes an attempt at problem solving efforts that are divided into section areas from the perspective of each machine learning category. Machine learning can change the way the human resource management domain functions in an organization. It is making changes in all aspects of human resource management starting from human resource planning. Enormous data is available in human resource information systems (HRIS) available in organizations.

Penerapan Teknologi irigasi Tetes Pada Agrowista Anggur

Keranggan Village has a large area of land for agrotourism development, with the main attraction as an Ecotourism Village. Pokdarwis members, as partners in community service, have joined the South Tangerang Grape Community. They highlight grapes as the village's leading commodity to support its Ecotourism Village title. However, several aspects of the problems faced by Pokdarwis are aspects of agrotourism plant cultivation techniques and aspects of human resource management in applying agrotourism plant cultivation technology. The service aims to introduce grape cultivation technology and increase knowledge of grape cultivation techniques using drip irrigation techniques. Several solutions are offered to partners: (1) pioneering grape cultivation by the community, which can be used as a fruit-picking attraction; (2) applying digital drip irrigation techniques as irrigation support to support grape plant productivity; and (3) providing training and assistance to the community so that they have the skills to implement grape cultivation and apply drip irrigation technology. The results and implications of this program are that the people of Keranggan village can apply suitable technology that makes it easier to grow grapes and makes Keranggan village a pioneer of grape agrotourism in South Tangerang.

STRATEGIC MANAGEMENT OF PUBLIC SERVICE PERSONNEL IN THE CONTEXT OF EUROPEAN INTEGRATION

The article is devoted to the study of strategic aspects of human resources management in the context of European integration. The study focuses on innovative approaches to human resources management that will help to increase its efficiency and compliance with European standards. In particular, the need for staff development and the introduction of digital technologies in HR is discussed. The key aspects of HRM standards in the public service in the European Union that can be revealed through the career model, gender approach and their integration into policies and programs are considered. The paper notes that Ukraine, as a candidate for EU accession, should implement European standards of public administration. In particular, this means that Ukrainian civil servants must understand the approaches and procedures of the EU supranational bodies, have in-depth knowledge of EU law in their field, and manage the full cycle of its implementation - analyze inconsistencies, develop changes with an impact assessment, consult with key stakeholders, develop the necessary legislation, apply project management for its implementation after adoption, and assess its impact during implementation. Among the hard skills for Ukrainian civil servants, knowledge of English and other EU languages is important, and among the soft skills, it is important to have a "customer focus" in their professional activities. The article notes that the public service HR management strategy should be developed on the basis of the public service strategy, taking into account the analysis of the current situation, when formulating the objectives of HR policy and specific measures and recommendations of experts. This process is cyclical and dynamic, since the HRM strategy should be in line with changes in policy, legislation and social requirements. The article determines that European standards of HR management in the public service may differ from Ukrainian standards in terms of the level of professional training and development of personnel, their ethical behavior, transparency and openness of procedures, as well as the system of evaluation and incentives.

GROWING GREENER: A BIBLIOMETRIC ANALYSIS OF TRENDS IN GREEN HUMAN RESOURCE MANAGEMENT RESEARCH

A new area of study in the field of human resource management (HRM) has evolved as academic interest in the environment has increased. The objective of this paper is to investigate the geographical dispersion, magnitude and development of the knowledge foundation by pinpointing noteworthy writers, publications, terminologies, and periodicals while evaluating present-day written works and cognitive frameworks and emphasizing prevalent patterns of research on green human resource management (GHRM). Using a bibliometric technique, the intellectual framework of the GHRM research is examined. Findings suggest four clusters in the bibliographic coupling analysis presented in environmental management (cluster 1), employee behaviour towards organizational environmental performance (cluster 2), organizational citizenship behaviour towards the environment (cluster 3), and green supply chain management (cluster 4). The implications of this study suggest that GHRM is crucial to the theoretical and managerial aspects of human resource management for sustainable development.

Human Resources Management in the Judicial Administration in the Context of Digitalization - Managerial and Legal Aspects

The administration of the judiciary is an integral part of the structure of the state administration, but human resource management specifically in the judicial administration is still an understudied area. The scientific objective of this work is to examine the main managerial and legal aspects of human resources management in the judicial administration in the conditions of digitalization. Specific research approaches and methods are applied to achieve the formulated objective. In the theoretical-methodological plan, a systematic approach, a method of analysis and synthesis, an interdisciplinary approach, a descriptive method, etc. are used. Along with these, we use survey research, in-depth interviews, participation in discussions, and content analysis of documents in an empirical way. The approaches applied in the overall study are those of induction and deduction. As a result of the complex analysis, conclusions and generalizations are drawn and solutions are proposed to improve the work of the judiciary administration.

Improving Financial Efficiency through Integrated Human Resource Management and the Mediating Role of Leadership and Organizational Culture in Organizational Performance

This study investigates the integration of Human Resource Management (HRM) practices and their impact on organizational financial efficiency, mediated by leadership and organizational culture. Engaging employees from diverse industries, the research utilizes purposive sampling with a minimum target of 200 participants. Primary data is collected through validated five-point Likert scale questionnaires and proceed with SMARTPLS to answer the hypotheses. Findings indicate that effective financial management practices contribute to enhancing organizational performance and serve as a foundational growth factor. Strong correlations are identified between financial management, organizational performance, leadership, organizational culture, and productivity. Investments in HRM practices influence critical aspects such as leadership, organizational culture, organizational performance, and productivity, fostering a productive work environment. Effective leadership shapes a culture aligned with organizational values, boosting team performance and productivity. The implications of these findings are vital in strategic decision-making, including resource allocation, HRM strategies, and leadership development. An integrated management approach combining financial and HRM aspects is crucial for optimizing organizational performance. Effective leadership development is key to enhancing organizational culture, performance, and productivity. Keywords: HRM Practices, Financial Management Practices, Financial Efficiency, Leadership, Organizational Culture, Productivity, Organizational Performance.

Can the Technological Advancement Eliminate the Human Aspect of Human Resources Management?

This study attempts to answer the question, “Can technological advancement eliminate the human aspect in human resources management?” using different comparisons and highlighting several aspects of HRM while shedding light on the relationship between HRM (Human Resources Management) and AI (Artificial Intelligence). In addition to a wealthy literature review that states the various viewpoints on the subject and how such a collaboration between the two majors can lead to significant positive outcomes while considering the potential drawbacks.

Exploring Growth Strategies of European Small and Medium-sized Enterprises in the Service Sector using ChatGPT

In recent years, the development of the artificial intelligence is changing with each passing day. Artificial intelligence has more and more application scenarios in modern production and life, generating more value and sparking numerous discussions. The epoch-making significance of the launch of ChatGPT (and its successive version GPT4) in late 2022 cannot be overstated. In just two months, it became the fastest application in human history to exceed 100 million registered users worldwide and is considered the core digital product of the next-generation technological revolution, with great potential for development. ChatGPT's high intelligence can efficiently solve many problems faced by the European small and medium-sized enterprises in the service sector, providing more possible approaches for their growth. To explore growth strategies for small and medium-sized enterprises in the service sector, semi-structured interviews have been conducted (n=24) and a qualitative methodology is used to analyze the role that ChatGPT can play. The optimization and assistance that ChatGPT can bring to the development of small and medium-sized enterprises in the service sector is analyzed in a structured way from the aspects of human resource management, strategy decision making, fund raising, service research and development, finance, marketing, sales, administration and operation. Based on findings and existing research on the role of artificial intelligence in SMEs’ development, the authors propose development paths and implementation strategies for ChatGPT technology to assist small and medium-sized enterprises in optimization and growing.

Talent Management Strategies to Face the Challenges of Changing Workforce Demographics

Changes in labor demographics have become an important factor influencing various aspects of human resource management in the modern era. This study aims to investigate talent management strategies that can be used to address challenges arising from changing workforce demographics. Through a qualitative approach, this research conducts an in-depth analysis of case studies on several large companies in various industrial sectors. In-depth interview methods were used to collect data from HR practitioners directly involved in the implementation of talent management strategies. The collected data is analyzed with a thematic approach to identify common patterns and themes related to effective strategies. The results of this study show that effective talent management strategies in facing the challenges of changing workforce demographics cover several aspects. First, companies need to adopt an inclusive approach that enables the recruitment and development of human resources from different demographic groups. Second, a clear and flexible career development strategy helps retain potential employees, especially those from the younger generation. Third, efforts to create an inclusive and collaborative work culture support the retention and engagement of employees from diverse backgrounds. This research has important implications for HR practitioners and organizational leaders in designing and implementing talent management strategies that are responsive to changing workforce demographics. By understanding effective strategies, companies can be better prepared to face the challenges posed by shifting workforce demographics, and build inclusive and innovative work environments