Compensation Packages Research Articles

Navigating Employee Retention: The Importance of Compensation in Phnom Penh’s Private Companies, Cambodia

This research addresses the critical issue of employee retention in private companies in Phnom Penh, Cambodia, specifically focusing on compensation practices. The study employs quantitative and qualitative methods, utilizing a cross-sectional approach to collect data from a sample of 335 employees. The findings reveal that many employees view their compensation package as a key factor influencing their decision to remain with their current company. However, a substantial proportion of employees expressed dissatisfaction or neutrality towards their compensation packages, signaling potential areas for improvement. The research contributes to a deeper understanding of employee preferences regarding compensation packages, thereby aiding businesses in enhancing job satisfaction and loyalty. Furthermore, the study offers practical recommendations for improving compensation practices, including enhancing transparency, conducting regular market analyses, addressing employee concerns, reassessing compensation strategies, investing in employee satisfaction, and considering employee feedback. In essence, this research comprehensively analyzes compensation practices and their impact on employee retention, offering valuable insights and actionable recommendations for private companies in Phnom Penh, Cambodia.

Motivation and Job Satisfaction of Part-Time Instructors at ISPSC

This study was conducted to assess the perceived level of job satisfaction of Part time Instructors in Ilocos Sur Polytechnic State College concerning their motivation level. The research identified the profile of the respondents concerning their age, sex, civil status, salary, educational attainment, length of service and number of trainings and seminars attended. This study aimed to evaluate motivation in terms of physiological needs, safety and security needs, social needs, self-esteem needs, self-actualization needs, work itself, advancement and job satisfaction in terms of salary and benefits, job opportunities, work recognition, working condition and supervision and among part- instructors in Ilocos Sur Polytechnic State College. The study used descriptive and correlation research design. It involved the one hundred fifty-four (154) Part-time Instructors of the six campuses of Ilocos Sur Polytechnic State College This study used survey-questionnaire composed of three parts to gather the data needed. The first part of the questionnaire includes the profile of the Part-time Instructors of ISPSC which served as the respondents. The second part of the questionnaire consists of the level of motivation and the third part is about the Job satisfaction of the respondents. The questionnaire was collected for tabulation. Mean, standard deviation, pearson correlation coefficient, chi-square test for independence, one way annova were used to analyze the data. Based on the findings of the study, the following conclusions were drawn: Demographic factors such as age, sex, civil status, length of service, salary and education level varies, thus, do not significantly influence their motivation and job satisfaction. Secondly, while Part-time Instructors exhibit high motivation in areas like social connections and career advancement opportunities, their motivation in physiological and safety needs is moderate. Thirdly, they express satisfaction with job opportunities and recognition but show lesser satisfaction with salary and benefits, suggesting room for improvement in compensation packages. Moreover, the study emphasizes the strong link between motivation and job satisfaction, highlighting how motivated part-time faculty tend to be more engaged and resilient. Overall, the consistently high levels of motivation and job satisfaction across ISPSC campuses reflect a positive organizational climate and effective management practices, with potential for further enhancement through fostering an inclusive and supportive work environment. The recommendations presented to the college cover a range of aspects to enhance Part-Time Instructors' experience at ISPSC. First, it is suggested that salary increases or modifications be made, maybe based on merit, in order to address particular issues raised by employees. Transparency and clear communication about such modifications should be prioritized. Second, it's critical to emphasize open and honest communication on the causes of any delays in salary, benefits, and perks. Clarity regarding compensation guidelines and career progression prospects should also be provided. Thirdly, it's important to keep work schedules flexible to meet the needs of part-time instructors in terms of both their personal and professional obligations. In order to improve teaching abilities and career advancement, it is also stressed how crucial it is for part-time faculty members to participate in organized professional development programs that include workshops and advice from seasoned faculty members. Finally, the need to continuously address motivation and job satisfaction among part-time faculty is emphasized, suggesting a focus on both addressing concerns and highlighting positive aspects of the work environment to cultivate a supportive and satisfying workplace culture.

Exploring the Nexus between Executive Compensation and Disclosure Transparency: Evidence from Taiwan

This study investigates the relationship between executive compensation and compensation disclosure transparency in Taiwanese firms, particularly in light of recent regulatory changes that mandate increased transparency. Employing a two-stage least squares (2SLS) regression model, the analysis focuses on the impact of executive salary and bonuses on various measures of compensation disclosure. The findings reveal a significant negative relationship between predicted executive bonuses and the Compensation Committee Quality Score (CCQ), indicating that higher bonus levels are associated with lower transparency in compensation committee disclosures. Conversely, executive salaries do not show a significant impact on compensation disclosure measures, suggesting that salary levels may not be a primary determinant of disclosure transparency in the Taiwanese context. The study contributes to the understanding of the dynamics between executive remuneration and transparency in financial reporting, highlighting the importance of executive bonuses in shaping compensation disclosure practices in Taiwan. The results have implications for policymakers, corporate executives, and shareholders, emphasizing the need to consider the structure of executive compensation packages in promoting transparency and enhancing corporate governance standards.

Factors associated with clinical nurse’s mental health: a qualitative study applying the social ecological model

BackgroundThe prevalence of burnout, depression, and anxiety among Chinese nurses was 34%, 55.5%, and 41.8% respectively. Mental health problems have significant impacts on their personal well-being, work performance, patient care quality, and the overall healthcare system. Mental health is influenced by factors at multiple levels and their interactions.MethodsThis was a descriptive qualitative study using phenomenological approach. We recruited a total of 48 nurses from a tertiary hospital in Changsha, Hunan Province, China. Data were collected through focus group interviews. Audio-recorded data were transcribed and inductively analysed.ResultsFour major themes with 13 subthemes were identified according to the social ecological model: (1) individual-level factors, including personality traits, sleep quality, workplace adaptability, and years of work experience; (2) interpersonal-level factors, encompassing interpersonal support and role conflict; (3) organization-level factors, such as organizational climate, organizational support, career plateau, and job control; and (4) social-level factors, which included compensation packages, social status, and legislative provision and policy.ConclusionsOur study provides a nuanced understanding of the multifaceted factors influencing nurses’ mental health. Recognizing the interconnectedness of individual, interpersonal, organizational, and social elements is essential for developing targeted interventions and comprehensive strategies to promote and safeguard the mental well-being of nurses in clinical settings.Trial and protocol registrationThe larger study was registered with Chinese Clinical Trial Registry: ChiCTR2300072142 (05/06/2023) https://www.chictr.org.cn/showproj.html?proj=192676.Reporting methodThis study is reported according to the Consolidated Criteria for Reporting Qualitative Research (COREQ).

Linking executive pay to ESG goals: the role of board gender diversity

PurposeIn recent years, US firms have increasingly integrated ESG performance goals into their executive remuneration packages. This study examines the relationship between board gender diversity and the tendency of firms to incorporate ESG metrics in performance-based compensation using data from US firms. The key questions this study addresses are: Are firms with more females on the board more likely to link executive compensation metrics? What components and types of ESG metrics are more likely to be adopted by firms with more females on the board?.Design/methodology/approachThis study employs OLS regression, logistic regression, as well as instrumental variable, propensity score matching, and entropy balance methods to establish causality.FindingsThis study finds that firms with gender-diverse boards are more likely to shape their executive remuneration plans to be more ESG-oriented. The most significant positive relationship is observed with environmental and social sub-categories. The results also demonstrate that female directors are more likely to encourage firms to evaluate managers based on absolute and short-term ESG goals.Originality/valueThis study is one of the early studies that examine the adoption of ESG performance goals into executive compensation plans. It contributes to the existing literature by exploring the relationship between board gender diversity and the probability of firms incorporating ESG performance goals into executive compensation packages using a sample of US firms.

Assessing the Effect of Compensation Packages, Work-Life Balance Policies, and Career Development Opportunities on Employee Retention: A Case Study of MSME Employee

In today's competitive business environment, Micro, Small, and Medium Enterprises (MSMEs) face significant challenges in attracting and retaining top talent. This study examines the impact of compensation packages, work-life balance policies, and career development opportunities on employee retention within MSMEs. Using a quantitative research design and Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 300 respondents were analyzed to explore the relationships between these factors. The findings reveal significant positive relationships between compensation packages, work-life balance policies, career development opportunities, and employee retention. These results highlight the importance of strategic investments in human capital and the creation of conducive work environments to foster employee loyalty and commitment within MSMEs.

Evaluating the finances of a job offer

The finances presented by an employment contract include the wages offered plus the value of all employment benefits. This session covers the evaluation of a total compensation package against a detailed cost of living assessment to estimate the feasi­bility of an employment contract of providing a sound financial state.

Mind the Gap! Working Toward Gender Equity in Pediatric and Congenital Heart Disease: Present and Future.

Evidence from medicine and other fields has shown that gender diversity results in better decision making and outcomes. The incoming workforce of congenital heart specialists (especially in pediatric cardiology) appears to be more gender balanced, but past studies have shown many inequities. Gender-associated differences in leadership positions, opportunities presented for academic advancement, and recognition for academic contributions to the field persist. In addition, compensation packages remain disparate if evaluated based on gender with equivalent experience and expertise. This review explores these inequities and has suggested individual and institutional changes that could be made to recruit and retain women, monitor the climate of the institution, and identify and eliminate bias in areas like salary and promotions.

The influence of compensation and work environment on employee performance with intervening of work motivation

This research aims to determine the effect of compensation and work environment on employee performance. The focus of the research used is compensation and work environment variables on performance through work motivation. The population in this study were all employees of PT JIP. The sampling technique used was a sample using the Slovin method so that a sample of 66 respondents was obtained. Data was collected using a questionnaire. The data analysis method used is Partial Least Square Structural Equation Modeling analysis. The research results show that: Compensation has a positive and significant effect on work motivation, Work environment has a positive and significant effect on work motivation, Compensation has a positive and significant effect on performance, Work environment has a positive and significant effect on employee performance , Work motivation has a positive and significant effect on employee performance, Work motivation mediates the influence of compensation on employee performance, Work motivation does not mediate the influence of the work environment on employee performance. Managers need to pay attention to elements of the compensation package, such as salary, benefits, incentives, and career development opportunities, to ensure that employees feel valued and motivated to provide their best performance.

Explaining sustainable purchase behavior in online flight booking—combining value-belief-norm model and theory of planned behavior

This article of the journal Gruppe. Interaktion. Organisation. focuses on the factors that influence CO2 offsetting behavior when booking flights. By combining the Value Belief Norm model (VBN) and the Theory of Planned Behavior (TPB), the study investigates which factors generally influence people’s willingness and behavior to make CO2 offsets for air travel. In addition, a concrete booking process is used to experimentally test how high the actual willingness to pay is in this situation and how much it depends on the representation. An online survey with a partially experimental design yielded 514 usable data sets. The results of the structural equation model essentially confirmed the assumptions of the VBN and TPB theories regarding the influence on compensation behavior, with the personal norm being the most important influencing factor. However, the specific fictitious booking process revealed the special role of price: the cheapest compensation packages always had the highest choice probabilities, and absolute price did not play a role. This was confirmed in qualitative analyses. The results expand previous knowledge on factors influencing CO2 compensation behavior and provide flight providers with important information for designing their CO2 compensation offers.

Human Capital Development and Financial Performance of Deposit Money Banks in Nigeria

The study determined the relationship between human capital development and financial performance of deposit money banks in Nigeria using an ex-post-facto research design. The 22 listed commercial banks in Nigeria are our population. The sample size of this study was two listed commercial banks in Nigeria, obtained using the purposive sampling technique, spanning 2010 to 2022. These 2 banks (Fidelity Bank and UBA) have the required up-to-date information needed by the researcher. Secondary data obtained from the Nigerian exchange group were analysed using multiple regression. The study revealed that a significant relationship exists between human capital development and the financial performance of DMBs in Nigeria. Hence, the researcher concluded that a significant relationship exists between human capital development and financial performance of DMBs in Nigeria. The researcher further suggested that deposit money banks in Nigeria should develop customised financial training programmes that align with their specific needs and objectives. Also, the management should offer competitive compensation packages and benefits to attract and retain top talent in the industry to boost profitability. More so, policymakers should implement skill-based pay scales because this could incentivize employees to acquire additional skills and expertise that directly benefit the bank's operations.

Human Resource Cost and Return on Assets of Listed Manufacturing Firms in Nigeria

The increasing effect of human resources costs on manufacturing success in Nigeria cannot be overemphasized. The reporting establishments on human resources costs are still at developing phase, where some of firms that have financed heavily in human resources in one way or another are not reported as assets on their financial statement, but rather recognized as an expense in the income statement. In lieu of this, the study examined the effect of human resource cost on financial performance of listed manufacturing firms in Nigeria. This study employed ex-post facto research design. 41 listed manufacturing firms were purposefully selected as the sample size of the study. Data were gathered from secondary sources using annual reports of the selected firms from 2011 to 2020. Data were analysed using descriptive statistics and regression analysis. The-analysis of coefficients reveals that Compensation Costs (CC) has a-negative (-8.91E-06) effect-on ROA which is statistically significant at 5% (p=0.0013). The influence of Retirement Benefit (RB) on ROA is also negative (-6.78E-08) and statistically insignificant at 5% (p=0.1143). Also, Employees Training Costs (ETC) has a-positive (0.000184) influence on ROA and statistically significant at 5% (p=0.0033). On the overall, the study findings reveal that Human-Resource Cost measured by RB, CC, and ETC has a significant-effect on ROA of listed manufacturing-firms in Nigeria. The study concluded that compensation cost, employee training cost and retirement benefit which are the variables used to measure human resource cost significantly influence ROA. It is therefore, recommended that management of manufacturing firms should invest more on employees’ capacity building through trainings, seminars and workshop and increase compensation packages to enhance financial performance.

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Employees’ motivation as a determinant of work attitude and performance of employees of Elizade University, Ilara-Mokin, Ondo State, Nigeria was examined in this study. Regardless of rank, age, job, gender, or educational background, employers have defined employee motivation as instruments and strategies used to affect the work attitude and performance of employees at various levels of the organisation. Purposive sampling technique was adopted in selecting Elizade University, Ilara-Mokin in Ondo state out of the 111 private universities in Nigeria. Self-structured questionnaire named Employees Motivation, Work Attitude and Performance (EMWAAPQ) was used for primary data collection. The collected data underwent analysis, focusing on the descriptive examination of demographic information. To test the two hypotheses formulated for this study, Pearson correlation and linear regression analyses were conducted. The scrutiny of all hypotheses adhered to a significance level of 0.05 alpha. The study revealed a positive correlation between employees’ motivation and employee attitudes within the institution (r=0.205**, n=181, p<0.05). Furthermore, this study established that both intrinsic and extrinsic motivation significantly influence employee performance (R2=0.136=13.6% of the variance). The implication is that organizations should prioritize employee well-being, with a particular emphasis on fostering motivation among staff. Therefore, to sustain and enhance productivity, the study recommends the implementation of comprehensive compensation packages, encompassing both monetary and non-monetary benefits.

The Powerful Influence of Appreciation and Work Environment on Retention in Saudi Arabia's Manufacturing Sector

This study aimed to analyze the impact of appreciation and work environment on the employees’ turnover in the Saudi Manufacturing Sector. The combination of unfavorable work environments and restrictive leadership styles creates significant challenge to talent retention in this sector. Addressing these challenges is crucial to attract and retain skilled individuals. In particular, the researcher observed the impact of manager appreciation and work environment on employees’ performance and how it relates to the employee’s retention. In this context, quantitative and qualitative analysis approaches were used to address the research objectives. Accordingly, 578 employees from this sector had participated in the survey questionnaires. Moreover, 30 employees working in panel boards manufacturing factory were purposely selected to participate in face-to-face interviews for the qualitative part. Findings from the quantitative analysis were verified using qualitative analysis. Results showed that the majority of the participants believed that appreciation and quality of the work environment are significantly impacted their decision to stay or leave the company. The research recommends providing competitive compensation packages, and the organization should invest in employees development, especially in leadership development programs and training which can improve managers and supervisors’ emotional skills, and Encouraging the creation of a healthy and productive work environment.

Factors influencing employee retention of academic home tutors in a private school

This study’s goal is to investigate the links between pay and benefits, worklife balance, professional development, and employee retention among academic home tutors in a Malaysian private school. Data from 80 respondents from this private school were gathered using a quantitative survey method. Statistical package for social science (SPSS) was employed throughout the study to analyze the data. The study results showed that salary & compensation and career enhancement positively correlate with employee retention. Meanwhile, work-life balance was not statistically linked with employee retention. The management should revise the human resource management practices by including these elements. The management should design salary & compensation packages that fit with individual knowledge, capabilities, and performance. The management may also consider offering flexible work schedules, such as training, mentoring, job mobility, and a reduction in working hours, as well as wellness assistance, such as counselling services and health and wellness initiatives. This will give employees the chance to advance their careers.

Turnover Intention Among ICT Professionals in Brazilian Public Organizations

This study investigates turnover intentions within the context of Brazilian public organizations, focusing on Information and Communications Technology professionals. Moreover, the research highlights the factors influencing turnover intentions and underscores the critical role of remote work and compensation satisfaction, particularly salary, in shaping these intentions. The desire for the flexibility inherent in remote work and the emphasis on equitable and competitive compensation packages emerge as critical drivers for retaining technology professionals. In addition to these key factors, these findings underscore organizations’ need to adopt effective retention strategies, encompassing policies that endorse remote work alternatives and establish competitive compensation norms. By addressing these factors, Brazilian public institutions can cultivate a stable and committed technology professionals workforce. Consequently, this study enriches the understanding of strategic decision-making and human resource practices, offering pertinent insights for organizational enhancement.

Green finance and high-pollution corporate compensation - Empirical evidence from green credit guidelines

With the increasing focus on Environmental, Social, and Governance (ESG) and Corporate Social Responsibility (CSR) on a global scale, stakeholders expect businesses to transform and enhance social responsibility. Over time, ESG and CSR have developed into vital performance metrics for businesses. Businesses are actively putting improvement measures into place in response to this new paradigm in order to stay competitive in this changing environment. China's dual commitment to CSR and sustainable development is in line with wider objectives, such as resolving issues of pay inequality. In 2012, the China Banking Regulatory Commission (CBRC) unveiled the “Green Credit Guidelines” (GCG), which take corporate governance's environmental considerations into account. These regulations set standards and specifically target high-pollution corporations. Companies may need to restructure their corporate structures and create efficient governance mechanisms in order to comply with these regulations and reduce carbon emissions. This will have an impact on the compensation packages of executives and regular employees.The most important question is how the “GCG” will affect the wage disparity in highly polluting companies. This study examines the 2012 “GCG” and its potential to reduce internal wage disparities, viewing it as a critical element of green financial policy. The paper uses data from Chinese A-share listed companies from 2007 to 2020. Besides, it uses the Difference-in-Differences method to assess the impact of China's GCG, treating its implementation as a quasi-natural experiment and controlling for concurrent policy effects to precisely identify its net impact on corporate carbon emissions and internal wage disparities.The findings show that “GCG” considerably closed internal wage disparities. Furthermore, the “GCG” has a path of guidance, incentives, and punishments that reduce internal wage disparities and promote a more equitable wage distribution within businesses. According to heterogeneity analysis, policies have a greater impact on the wage gap in businesses that are highly dependent on outside funding and have political connection. In order to achieve a compensation balance and meet the objectives of social responsibility and corporate sustainable development, the government should strengthen the complementary effects of green financial policies.The compensation balance in highly polluting companies has important theoretical and practical ramifications. On the one hand, it represents the convergence of income equality, corporate governance, and environmental responsibility. It helps to expand knowledge of sustainable development, fair compensation, and environmental policies. On the other hand, the widening pay disparity between executives and average employees reflects the exacerbation of income inequality in China, which could potentially impact companies' long-term development. Conversely, a well-balanced pay plan can improve worker productivity and motivation while empowering stakeholders to make wise investment choices.

EXPLORING THE EMPLOYMENT OPPORTUNITIES IN EAST EUROPEAN COUNTRIES FOR LESS-SKILLED, SEMI-SKILLED AND SKILLED MIGRANT WORKERS OF BANGLADESH: PROSPECTS, CHALLENGES & WAY FORWARD

The purpose of this paper intends to explore the employment opportunities in East European countries (EECs) for less-skilled, semi-skilled and skilled migrant workers of Bangladesh through prospects, challenges & way forward. This study, using qualitative approach, has utilized the purposive and snowball sampling technique for executing thirty in-depth interviews along with two FGDs. Data has been analyzed by content analysis and thematic analysis. The findings reveal some lucrative job sectors in the labor market of East European countries, along with a few financial and nonfinancial prospects for Bangladeshi migrants. Some of these prospects include attractive compensation packages, medical allowances, public health facilities, and prompt remittance-sending facilities. Nevertheless, some highly weighted challenges, such as high migration costs, limited knowledge about government services, lack of access to finance, language barriers, cultural differences, and legal support, pose hindrances also. To overcome these challenges, policies and actions such as increasing tax incentives, affordability, easy access to loans, ensuring financial transaction protection, education and awareness campaigns, economic incentives, community building initiatives, easy access to services, and anti-discrimination laws and policies can assist a lot. The government of Bangladesh is providing some support, but most current and prospective workers are not well aware of these services. However, the result of this paper has found EEC to be a prominent source of overseas employment for the less-skilled, semi-skilled, and skilled labor force of Bangladesh.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.