Concept Of Resource Management Research Articles

Assessment of Green Human Resource Management in Developing Sustainable Performance of Manufacturing Industry in Pakistan

In light of the evolving corporate landscape and the growing emphasis on competencies and strategic approaches, the concept of Green Human Resource Management (HRM) has emerged as a vital component of global green development. Green HRM integrates environmental considerations into HR activities, contributing to the long-term sustainability of organizations and their workforce. While existing literature has predominantly focused on sustainability, this research addresses the novel contribution of Green HRM. The study examines the impact of Green HRM practices on the sustainability of Pakistan's manufacturing industry, encompassing social, environmental, and economic performance indicators. Data were collected from 111 manufacturing employees in Pakistan, utilizing a convenience sampling method and structured questionnaires. The findings reveal that Green HRM positively influences the environmental, economic, and social performance management practices of emerging economies. Companies with a strong brand image can leverage Green HRM practices to enhance sales and consumer awareness, aligning with their green objectives. Consequently, manufacturing enterprises in Pakistan can enhance their clean industrial capacity by adopting the proposed investigation model.

Imperatives, Benefits, and Initiatives of Green Human Resource Management (GHRM): A Systematic Literature Review

This scientific paper focuses on in-depth knowledge of the concept of green human resource management in the field of management and business. For this purpose, the authors have used a systematic literature review to study the scientific research papers published in Google Scholar. The research results led to the appearance of 925 scientific articles from 2006 to 2022. By relying on many of the criteria that were identified, only 131 articles were chosen that are the most valuable and related to the management of green human resource management in the field of management and business, which intends to determine the impact of the application of green human resource management practices on organizations and to know the primary benefits, mechanisms and implementation procedures. The current study reached several conclusions, among which green human resource management practices is the best way to survive and preserve organizations, considering the concerns of protecting the global environment. A proposed theoretical model has been reached that shows the consequences of all green human resource management practices on the work of organizations and the added values achieved by their application.

The Influence Of Human Resource Management Practices, Organizational Innovation and Learning Organization Culture On Innovation Work Performance

This study aims to analyze the effect of new HRM practices (NHRM), Orgazational Innovation and Learning Organizational Culture on Organisasi Innovation Performance. This study used a quantitative method using a questionnaire as a means of collecting data from 279 respondents with various work backgrounds. Based on the results of the analysis, it is known that the significance values for the influence of X1, X2 and X3 on Y are 0.000 <0.05 and the calculated F value is 295.179 > F table 2.640 so that it can be concluded that the new human resource management variable, organizational innovation, and learning organizational culture are significantly simultaneously affect the innovation performance of an organization. The limitations of this study are that it only examines several variables that affect innovation performance in an organization. Of course there are still many variables that can affect organizational innovation performance and the number of respondents in this study is only 279 people. Questionnaires sometimes do not show the actual opinions of respondents, this happens because of differences in thoughts, assumptions and understanding of each respondent. This research focuses on the application of new human resource management concepts, organizational innovation and learning organizational culture to innovation performance with various work backgrounds and positions so that this aspect becomes the novelty of this research.

Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills

Purpose: This study aims to empirically test and analyze the role of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM) and Green Lifestyle on business sustainability mediated by digital skills.Design/Methodology: This study involved logistics managers at manufacturing companies in DKI Jakarta and West Java, Indonesia. It is because these two provinces have the largest manufacturing companies in Indonesia. From a late survey, the researchers obtained data from 250 questionnaires that were distributed. Then from all the data, there were 218 data that could be processed for further analysis. This study utilized the Structural Equation Model (SEM) analysis technique with AMOS 24 software in the data testing process.Findings: This study has confirmed a number of findings including: With the current COVID-19 Pandemic, Green Human Resources Management (GRHM) and Green Supply Chain Management (GSCM) are needed in Business Sustainability. GSCM has a positive effect on Business Sustainability (BS). Indonesia is also facing a revolution of 4.0 and 5.0, and Green Human Resources Management (GHRM) practice has an influence on BS and is deemed having significant and positive effect. In addition, manufacturing companies support the practice of green environment so that Green Supply Chain Management (GSCM) practice needs Digital Skill (DS) in enhancing its performance. Also, it has been proven in this research that GSCM has positive and significant effect. Digital Skill (DS), however, has no direct effect on Business Sustainability (BS).Research Limitation/Implications: This study focuses on the scope of green human resource management, green supply chain management, and green lifestyle and their impact on business sustainability mediated by digital skills. The next study is expected to examine the concept of green human resource management in service companies in order to obtain unique findings and confirm the relevance of the green human resource management concept in various business phenomena.Originality/value: This study explains the concept of Green Human Resource Management (GHRM), Green Supply Chain Management (GSCM) and Green Lifestyle (GL) towards Business Sustainability (BS) which is a different concept from the concept of Human Resource Management (HRM) implemented in manufacturing companies. In addition, this study discusses the green supply chain in its influence on business sustainability. Also, this study explains the role of the concept of Digital Skills (DS) in influencing Business Sustainability (BS).Practical and Social Implication: This study is expected to be a reference for practitioners, especially in the fields of Green Human Resource Management (GHRM), Green Lifestyle (GL), and Green Supply Chain Management (GSCM) in improving Business Sustainability (BS). Furthermore, the concept of green human resource management can be used by organizations as an effective alternative to increase responsibility in increasing business sustainability. Digital skills have a very significant role in implementing the research model.

Age Management for the Common Good

AbstractIn the aftermath of the COVID-19 pandemic and amid the present reconfiguring of corporate purpose, there is an opportunity to realign actions focused on prolonging working lives. We put forward a transformative agenda concerned with workforce ageing that aligns with contemporary expectations regarding sustainability, inequality, and emerging conceptualisations of management. In this article, the new concept of Common Good human resource management (HRM) is utilised as a potential means of encouraging business responses focused on grand challenges such as population ageing. We suggest how these principles might be applied to the issue of managing age in workplaces, to recast debate about issues of age and work, to be used as an advocacy tool encouraging employer engagement, while providing a framework that might direct organisational leadership.

Scoping out the Common-Sense Perspective on Meaningful Work: Theory, Data and Implications for Human Resource Management and Development

Abstract Background/Purpose: Meaningful work is a topic of relevant interest to management and organizational scholars. The study of meaningful work has been heavily characterized by theories from different disciplines, yet the common-sense perspective is often overlooked, i.e., a non-academic perspective of meaningful work. The paper presents a qualitative study on how non-academics define meaningful work. Methods: Adopting the lens of Aristotelian logic, the paper presents a methodological-theoretical approach to explore how non-academics define human resource management concepts. We asked 194 workers to propose ultimate definitions of the concept of meaningful work. The questions were submitted via a short survey collecting demographics. Results: The analysis of the collected definitions led to the proposition of an intensive definition of meaningful work according to which meaningful work is a positive experience associated with a sense of competence, the presence of positive relation with others, significance and purpose of work. Yet, there must be good reasons to experience work as meaningful as the environment may contain barriers to the presence of meaningfulness. Conclusion: Methodologically, the paper advances a novel approach to the study of human resource management and development concepts. Theoretically, the study proposes a novel perspective of meaningful work prioritizing concerns on the common-sense.

Interrelationships among lean HRM practices and their impact on firm performance: a comparison between the Jordanian and German models

PurposeLean management is a contemporary management system that firms adopt to boost their performance. Lean management can be integrated with human resources management to develop a new concept of lean human resources management (LHRM). This entails the implementation of several practices. However, the LHRM–performance paradigm remains underexplored in the literature. Hence, this study aims to examine the interrelationships between LHRM practices and the impacts of those practices on firm performance (FP).Design/methodology/approachUsing two equal-sized samples (n = 250 each) of manufacturing firms in Jordan and Germany, this study proposes two structural equation models (i.e. a Jordanian and a German models) depicting the interrelationships between LHRM practices and the impacts of those practices on FP. After testing these models, a comparison between them is conducted, producing findings with theoretical and practical implications.FindingsThe main findings of this study indicate that the average implementation of LHRM practices among German manufacturing firms is at a higher level than the average implementation among Jordanian firms. The findings also support the proposed interrelationships between LHRM practices and the impact of those practices on FP for both the Jordanian and German models.Originality/valueTo the best of the authors’ knowledge, this study is among the first to highlight the proposed relationships, both in general and in the context of comparing developed and developing countries. Its findings have important implications that can enable manufacturing managers to benefit from the implementation of LHRM practices to enhance FP in different contexts. These findings provide valuable insights for human resource managers and decision-makers and open several avenues for future research.

A Study on Implementation of Green Human Resource Practices in the Manufacturing Industries in Kolar District

In today's scenario, environmental concern is depleting by the day, and while the entire organisation is focused on monetary benefits, non-monetary benefits are being neglected. This has a direct impact on many organisations. As a result, a number of environmental issues arise, with dreadful consequences for the environment. To address this issue, the concept of green human resource management has been introduced. This paper investigates how these Green HR practices are implemented in organisations and how they contribute to the preservation of a sustainable environment in the industries in kolar district. This paper also focuses on the organization's current Green HR trends.

DETERMINING THE PLACE OF HR AND MOTIVATION RESEARCH IN THE DIAGNOSTIC PROCESSES OF THE ENTERPRISE

In the presented article, on the basis of the conducted complex of studies, the place of HR and motivational studies, in general, within the diagnostic processes of the enterprise and their relationship with quality management actions and effective activities of the enterprise, taking into account the author's point of view, is determined. Systematized, taking into account the direction of research and the author's point of view, the components of effective management actions and decisions. It was found that quantitative and qualitative diagnostic studies in the field of personnel management and motivation of their work occupy a central place in effective decision-making at the enterprise to ensure its sustainable development and require significant attention from the administrative and management apparatus. The article also provides a general review of the stages of the diagnostic procedure at the enterprise and presents the author's understanding of the diagnostic procedure, taking into account the interdisciplinary approach. The place of personnel in the business diagnostic processes of enterprises is briefly considered from the standpoint of some authors, and the importance and necessity of observing the concept of human resources management during personnel management and the implementation of analytical and diagnostic measures at the enterprise is determined. The fact that the directions of HR diagnostic research and the motivational aspect can be allocated a significant amount is highlighted. Some attention is paid to the fact that for the effective implementation of diagnostics in the field of personnel management and motivation, high-quality professional training of the company's analyst or the involvement of specialized personnel and motivational audit specialists is necessary to increase its efficiency and the implementation of effective enterprise activities in modern conditions. Thus, it is shown that the efficiency of the enterprise is in a certain dependence on the personnel and motivational component obtained as a result of analytical and diagnostic procedures.

СОВРЕМЕННЫЕ АСПЕКТЫ РАЗВИТИЯ КОНЦЕПЦИИ УПРАВЛЕНИЯ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ В ВУЗЕ

In the modern conditions of the development of the higher education system, new challenges arise and at the same time opportunities for the formation, implementation and development of the concept of human resource management. This concept as a system allows you to include the synthesized experience of past management techniques, localize them at the national level, form unified criteria of professional competencies of higher education and integrate modern information and digital technologies that allow automating and optimizing the use of human resources. This provides forming a comprehensive assessment of the effectiveness of the human resource management mechanism and carrying out a strategic design of the motivation structure of higher school employees. The use of promising technologies for the development of human resources at the university includes adaptive management technologies, the use of big data technology, accounting and implementation of ethical aspects of management.

High-potential human resources under the new economic conditions: issues of management in the place marketing system

The latest geopolitical events and the new economic reality have significantly altered the labour market and human resource management practices, highlighting “talent”, i. e. high-potential professionals, as a strategically important category. This work aims to form the concept of high-potential human resource management in the system of place marketing of the region (the Tyumen Region was taken as an example). In the “war for talents,” regions traditionally compete for youth and young families with children. Considering the two recent waves of relocation, migrants — former residents of the region who now live outside the region or country — should be considered as an important target group. The online survey, carried out for more than 100 ex-residents of the Tyumen Region, has revealed the prospects of their participation in the regional economy and built the basis of the brand platform of the Tyumen Region for this target audience. It is proposed to integrate such HR-marketing tools as EJM (Employee Journey Map), EX (Employee Experience), and ERM (Employee Relationship Management) into the management system for this segment.

Smart Resource Management: An Innovative Way of Balancing Materials, Energy, and Waste for a Green Future

In an era defined by environmental consciousness and resource scarcity, the concept of smart resource management has emerged as a linchpin in achieving a sustainable and green future. This abstract explores the multifaceted landscape of resource utilization, energy management, and waste minimization, collectively shaping our journey toward a more ecologically responsible world. The manuscript delves into the critical dimensions of this paradigm shift, examining innovative practices and technologies across diverse sectors. From precision agriculture optimizing crop yields with minimal environmental impact to the integration of renewable energy sources reshaping our energy landscape, the narrative unfolds . This highlights the profound impact of circular economy principles, which prioritize resource conservation and recycling. These principles, coupled with resource-sharing platforms, redefine how we perceive and utilize materials, fostering economic growth while reducing waste. Amidst these transformative tasks, challenges and barriers to implementation come to light. The abstract acknowledges these obstacles and explores emerging technologies and trends that promise to surmount them. Ultimately, the abstract underscores the imperative of smart resource management in the pursuit of a green future. It encapsulates the essence of a global movement where sustainability, economic prosperity, and environmental stewardship converge, offering hope and inspiration for generations to come.

ПРИНЦИП БАСЕЙНОВОГО УПРАВЛІННЯ ВОДНИМИ РЕСУРСАМИ ЯК ШЛЯХ ДО ЗБАЛАНСОВАНОГО РОЗВИТКУ УКРАЇНИ

The purpose of the article is to carry out a detailed analysis of the provisions and rules of water resources management according to the basin principle. The main goal is to analyze the characteristics of water use according to a comprehensive European approach. It is important to reveal the essence of the basin principle in the article. Research methodology. The article is based on the results of the author's research and reasoning regarding the assessment of the influence of the basin principle of water resources management at the legal level. The article contains the author's analysis of the main tools of the basin principle of water resource use. The author considers European norms and rules for the use of water resources. In addition, the author evaluates the ecological concept of water resources management according to the basin principle and the consequences of its implementation in the water market of Ukraine. Also, the article is based on the basic documents of European and Ukrainian legislation in the field of management and protection of water resources. Research results. The main aspects and features of the implementation of the basin principle in the Ukrainian legislative field have been studied. The problems and advantages of the basin principle of water use are revealed. The positive side of the integrated approach in water resources management is revealed. The main mechanisms of the integral principle of the use of water resources are revealed in detail and their impact on river basins is analyzed. The possibility of solving water conflicts and the transition to a sustainable approach in the field of water use was assessed. The main terms and interpretation of the water legislation of the basin principle of resource management are considered. Modern problems in the field of water use and in the policy of water resources management have been identified. Scientific novelty. The theoretical aspects of the implementation of the European principle of water use and its impact on the water potential of Ukraine are considered. Found ways to resolve the water conflict between business entities. The article contains ideas for the development of a sustainable approach to water management. A modern, mature ecological concept at the legislative level in the direction of water use is proposed. Effective proposals for changing the system of water resources use to improve the ecological situation are provided. In the article, more attention is paid to sustainable balanced development of water use. The article reflects the main components of a sustainable policy in the European Union in the direction of protection, restoration and development of water potential, and reveals the necessary components that are needed to ensure a rational, balanced development of resources. In addition, the article contains the main provisions and documentation of European water legislation.

Research on Innovative Development Strategy of Enterprise Human Resource Management

Under the market economy system, as the main body of China's national economy, the survival and development of enterprises are closely related to the changes in the market economy, especially the human resource management of enterprises. Currently, under the influence of global economy, human resource management, as the core strategy of enterprise development, has become an important component of modern enterprise management. With the development of information technology and Internet technology, the market competition environment has become more complex. In this context, enterprises must attach importance to human resource management if they want to maintain competitive advantage. Under the new situation, the traditional human resource management model has been unable to adapt to the development requirements of modern enterprises. Only by taking innovation in human resource management concepts as an important content can enterprises achieve sustainable development. This article analyzes this in order to provide reference for relevant staff.

The Cultivation of Quality of Students Majoring in Business Administration under the Guidance of Strategic Human Resource Management Concept

The Cultivation of Quality of Students Majoring in Business Administration under the Guidance of Strategic Human Resource Management Concept

Meningkatkan Ekonomi Makro Perusahaan dengan Menerapkan Konsep Manajemen Sumber Daya Manusia

The purpose of this study is to analyze in improving the company's macroeconomics by applying the concept of human resource management. Macroeconomics not only has an impact on companies but there are also economic changes in household businesses (households) and market businesses. The research method used is qualitative. Data collection techniques use documentary techniques by collecting information from written documents, especially in the form of research images on research problems. Based on the research results, it can be concluded that human resources perform their duties as a department with personnel management expertise available in the company to achieve the goals of efficiency and profitability of the company's business operations. Macroeconomics has a causal relationship that is studied in macroeconomics is basically the relationship between aggregate economic variables (overall), such as payments, national capital stock, government debt, and others.

A Review on the Impact of Human Resource Management Practices on Organizations' and Employees' Performance

Job performance is one of the most crucial factors which scholars have thoroughly addressed and debated to evaluate employee efficiency. The concept of human resource management (HRM) is a vital influencing factor in enhancing job performance and achieving efficient employee performance. This study aims to investigate how human resource management practices (HRMP) affect organizations' and employees' performance by reviewing the previous studies using the systematic literature review (SLR). The NVivo software was used to analyze the outcomes and findings of the literature review, discussion, and analysis. These studies addressed the relationship between HRMP and employees' performance. They evaluated the most influential variables on job performance. The findings of the reviewed studies showed that Human Resource Management Practices (HRMPs) significantly influence the performance of employees in an organization. Also, the application of HRMPs cannot be uniform worldwide. The extent to which HRMPs have been fully enforced or the emphasis on specific HRMPs differs based on the framework in which businesses or organizations usually function. In summary, most previous studies stated a significant impact of HRMP on job performance despite the debated relationship between HRMP and organizational and employee performance. Further studies on HRMPs across different societies and origins are vital.

Human Capital Development Challenges During the COVID-19 Pandemic

The concept of human capital and strategic human resource management are critical to ensure success. Human capital is crucial to increase assets and give long-term advantages to both an enterprise and a country. However, the COVID-19 pandemic which began in early 2020 and still continues today is the reason behind the issues of health deterioration and low life expectancy rates. Similarly, the quality of learning suffered severe disturbance during the pandemic. As a result, this situation is critical for the overall development of human capital in Indonesia. The government's challenging task in the future is to develop a plan to ameliorate the situation in different affected areas such as health, education, and employment. This article examines various literature and supporting data that are relevant to the role of human capital in development in a country, current conditions, obstacles, achievements, and strategies that must be implemented in the framework of recovery from disruptions caused by the global economic crisis and the COVID-19 pandemic, both of which disrupted the overall economic order. This report also illustrates how Indonesia's situation improves human capital while also highlighting its successes. Keywords: Human Capital, Strategic Management, COVID-19 Pandemic, Human Development

Local wisdom in natural resources management of freshwater fish In Lau Teba

The management of freshwater resources of jurung fish with local wisdom in the Lau Teba River makes one of the watersheds like a pond but without using cages or other barriers. Jungle fish remain in their natural habitat in the river without being blocked by cages or other barriers. The purpose of this study was to explore and analyze the management of the freshwater fish of Jurung with the Local Wisdom approach, as well as the potential of natural resources as a tourist attraction. The form of research used in this study used a descriptive method with a qualitative approach. Data was collected using interviews and observations at the research site. The results show that the concept of natural resource management with local wisdom makes nature choose its own resources. Jurung fish managed with the concept of local wisdom will be selected through natural processes. Included in the process of taking fish using a rod, we do not choose the fish we take, but fish that are taken based on the natural selection process which is a tourist attraction.

INNOVATIVE TECHNOLOGIES IN THE MANAGEMENT SYSTEM PERSONNEL

The article systematizes modern concepts of personnel management, among which the following are distinguished: the concept of labor management; personnel management, human management resources and human management. It has been established that the purpose of the concept of human resources management is not only in hiring and retaining qualified employees, but also in improving the professional training of employees who effectively implement the goals of the enterprise. Features of this concept are also the use of group methods of work organization with the aim of creating a favorable climate for the delegation of competences and responsibilities; focus on the development of an integral strong corporate culture. The main innovative technologies in the field of personnel management are highlighted, in particular: recruiting, coaching, gamification, application of programs for the development of emotional intelligence, talent management, knowledge management and personalization, which allow to increase the level of competence and commitment to the organization among employees.The article considers the strategic personnel management, which can proceed effectively only within the framework of the strategic personnel management system. It means an ordered and purposeful set of interrelated and interdependent subjects, objects and means of strategic personnel management, interacting in the process of implementing the "strategic personnel management" function. The main working tool of such a system is the personnel management strategy. It is shown that the system of strategic personnel management ensures the creation of structures, information channels, and most importantly, the formation of a personnel management strategy, its implementation and control over this process.