Concept Of Human Resource Management Research Articles

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.

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.

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

Sustainable Development and the Critical Role of HRM

Abstract The link between sustainable development and human resource management (HRM) has been only recently widely established in the literature. Systematic studies are available but there is a wide range of interpretations and several overlapping terms that often cause confusion to practitioners. HRM practices included in the CSR Programs of a company are often linked with sustainability, business ethics and workplace justice and are often under the terms of sustainable HRM. It is well recognized that HR can play a critical role in enhancing corporate sustainability through policies and practices that benefit its people and society in general and that all these initiatives must be documented and reported to gain visibility and credibility. Lately great emphasis has been placed on the U.N. Sustainable Development Goals (SDGs) and the dimensions of the Environment, Society and Governance (ESG) which form the criteria for documenting and reporting relevant practices implemented by business firms. HRM can play an important role in designing and implementing such practices, especially those linked to society. This paper presents the notion of Sustainable Development, its increasing importance for companies and its link with Human Resource Management. (HRM). It describes and clarifies Sustainable Development Goals (SDGs), their history and the three pillars e.g., Environment, Society and Governance (ESG) which form the basic criteria for organizations to implement and report relevant practices in order to prove their involvement in sustainability. Third, the paper presents the concept of Sustainable HRM, and Sustainable practices implemented by companies in Greece following the 2010 economic crisis and the need for reporting them mainly under the social dimension of the ESG Criteria. To stress the need for the involvement of HRM in sustainability in order to enhance its ethical profile, expand its agenda and improve its role as a strategic partner and a source of competitive advantage.

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.

Organizational Benefits of Human Resource Management Roles in South African State-owned Enterprises

Human Resource Management practitioners have been criticized for lacking business acumen due to the nature of the personnel management concept. There has been a change in Human Resource Management roles from traditional personnel management to Strategic Human Resource Management which seeks to provide organizational competitiveness. This article aims to provide organizational benefits of Human Resource Management to an organization as a result of the Strategic Human Resource Management concept. The strategic nature of Human Resource Management has been revealed in this article as there is evidence of Human Resource Management's contribution to the business success. This paper is a study carried out in a South African State-owned enterprise to identify organizational benefits acquired from Human Resource Management roles. Qualitative research was used in this study, and interviews were administered to obtain data from Human Resource practitioners and departmental supervisors in a state-owned enterprise. 24 participants were purposively selected to provide data for the study. This study revealed that the Human Resource department provides beneficial activities to the organization such as reduction of employee turnover, employee development, employee wellness, and internal communication. The critical discussion provided in this paper would strengthen the body of knowledge on the role of Human Resource Management in improving organizational effectiveness.

Perencanaan Manajemen Sumber Daya Manusia di Sekolah

This study aims to determine the construction or concept of human resource management, human resource management functions, and human resource management applications. This research is a qualitative research . The technique used in determining the informants is purposive sampling. Data collection techniques by conducting observations, interviews, and document studies. Furthermore, the data analysis technique of this research uses Miles and Huberman type analysis which divides the analysis including data collection, data reduction, data display and conclusion drawing, verification. Furthermore, this research shows that the application of human resource management at SMP Muhammadiyah 2 Way Jepara, East Lampung is to carry out human resource needs planning, human resource procurement, human resources achievement evaluation and development.

Covid-19 pandemic and Work from home as the new paradigm of human resource management for digital India

Work from Home (WFH) as a concept of Human Resource Management has been relatively new to Indian corporate culture and confined to comparatively few business sectors. In recent times and with the unfortunate backlash of the Covid-19 pandemic, almost all businesses and workplaces were forced to adopt this concept of ‘work from home’ as the only alternative to keep the employees productive and functional to whatever extent possible. This paper seeks to look at the concept of work from home as a new paradigm and preference under the sub-heads of Employee Efficiency and Perceived Productivity; Environmental Effects; Socio-Demographic Changes and Employer Factors. The methodology will be to obtain feedback from the current workforce about existing perceptions on these specific areas. Each group of individuals’ feedbacks will be collated and analysed to see the perceptions between females vs. males; senior management vs. junior management; those with and without commitments at home; their income brackets, etc. The outcome of the study aims to corroborate if the concept of Work from Home can be effectively accepted and utilized to boost valuable human resources and prove beneficial to both employers and employees of a rapidly transforming digital India.

Development of Human Resources in the Field of Halal Tourism in the Era of Disruption

Human resources have an important role in achieving organizational goals. Its management has a direct impact, including in the field of halal tourism. This study discusses the development of human resources in the face of the era of disruption. Especially in the halal tourism sector which is now trying to rise from the impact of Covid 19. This research method is descriptive-qualitative with the concept of Human Resource Management and the concept of Halal Tourism. The results of this study indicate that there are great opportunities in the field of halal tourism. Human Resource Development in facing the era of disruption can be done by implementing managerial functions, namely four steps: 1) Planning, determining the direction of innovation in halal tourism development; 2) Organizing, determining the division of labor; 3) Briefing, create communities to collaborate and socialize the regulations that have been made; and 4) Control, supervision from related institutions of the halal tourism development process

Research on Improving the Effectiveness of Human Resource Management in Universities in Underdeveloped Areas

The current competition between colleges and universities is actually the competition between talents. At present, there are some problems in the management of talent resources in Colleges and universities in underdeveloped areas, such as the difficulty of talent introduction, the low level of talent education, and the inability to retain talents. This article explore ways to establish a new concept of human resource management, school human resource management service school strategic planning, reform the evaluation and incentive mechanism of human resources, pay attention to teachers' career management, provide multi-level teacher training, and improve the efficiency of human resource management in Colleges and universities in underdeveloped areas.

Effects of HR management on employee environmental behaviour: The role of green organizational culture

Employee environmental behaviour (EEB) is among the necessary conditions for implementing strategies and enhancing the performance of environmentally friendly organizations. However, there is a lack of theoretical and empirical research on the mechanism for forming such behaviours and the effects it suffers from the company’s internal environment. The article studies the relationship between the green human resources management (GHRM) practices and green organizational culture (GOC), as well as looks at the impact they have on the formation of employee environmental behaviour. The concepts of green human resource management, environmental behaviour and green organizational culture constitute the methodological basis of the study. The empirical base is the survey results of employees working in production and non-production divisions of the Russian oil and gas enterprises. Data analysis and hypothesis testing were based on structural equation modelling using the partial least squares (PLS) method. The research results show that HR practices with the mediated participation of GOC exert a strong impact on EEB demonstrated in the workplace and in voluntary initiatives and activities. The results of the study contribute to the understanding of the cause-and-effect relationships between the company’s HRM activities and EEB and can be used to develop measures to formulate and promote green organizational policy.

JOB SPECIFICATION DALAM PERSPEKTIF MANAJEMEN SUMBER DAYA MANUSIA DAN DALAM PERSPEKTIF ISLAM

This research aims to examine the application of work specialization in human resource management reviews and in islamic perspectives. This research uses a qualitative approach, by reviewing various related theories obtained through literature studies. In the effective and efficient management of human resources, the specificization of work is very important. Job specialization aims to place employees in positions that are in accordance with expertise or competence. The specificity of the work begins with the anlisis of the position and the design of the work before the recruitment and selection process is carried out. In Islam, the specificization of work turns out to be in line with the concept of human resource management, where Islam also teaches that a job must be handed over to people who are in accordance with their skills or competencies.

The analysis on work motivation at restaurant as culinary destination in kerawang city west java on covid-19 pandemic

COVID-19 pandemic has severely affected for tourism and hospitality businesses globally which caused the transformative on that business particularly the management business, in turn, was the Human Resources Management. The phenomenon was interesting to be studied for providing essential concept of human resources management. The purpose of this study was to analyze the employee motivation and its impact on work performance during the pandemic at Bakmi Kota Lama 1819 KIIC Restaurant in Karawang City of West Java Province. This qualitative study was collecting the data by implementing the techniques approach of participative observation by visiting the restaurant as a visitor. The informants were the owner, chef, cook helper, drink section personnel, and waiter or waitress. The results indicated that the management struggled to provide of the regional standard of minimum wages for the employees. The employees still maintained good motivation to show the productive performance in terms of pandemic survival. The management also has determined to reduce the number of employees by rescheduling the employees to work three times a week. This caused a little complaint from the employees since there was extra workload due to double job.

Factors affecting intention to continue volunteering with job satisfaction as mediation

This study discussed whether there is a positive influence between Volunteer Management and Work Environment on Intention To Continue Volunteering mediated by Job Satisfaction of Central Jakarta Disaster Siaga Taruna (TAGANA) volunteers. This study aims to analyze the variables namely Volunteer Management, Work Environment, Intention To Continue Volunteering and Job Satisfaction and aims to analyze the positive influence between Volunteer Management on Job Satisfaction, To analyze the positive influence between Work Environment on Job Satisfaction, To perform analysis of the positive influence between Job Satisfaction on Intention To Continue Volunteering, To analyze the positive influence between Volunteer Management on Intention To Continue Volunteering mediated by Job Satisfaction, To analyze the positive influence between Work Environment on Intention To Continue Volunteering. The research method is descriptive quantitative with the aim of testing hypotheses, the data used are cross sectional, the unit of analysis used is the individual and the background of this research is no contrived setting. This research is related to the field of Human Resource Management, in particular to see the relationship between the Job Satisfaction variable with the concept of Green Society and Green Human Resource Management. The results of this study indicate that the Volunteer Management and Work Environment variables have a positive effect on Job Satisfaction, the Job Satisfaction variable has a positive effect on Intention To Continue Volunteering, Volunteer Management and Work Environment have a positive effect on Intention To Continue Volunteering mediated by Job Satisfaction. The limitations of this research are that it is only conducted in one organization, namely Central Jakarta Disaster Preparedness Youth (TAGANA), the research variables used are only Volunteer Management, Work Environment, Intention To Continue Volunteering and Job Satisfaction and the research respondents are volunteers in the Disaster Preparedness Team. (TAGANA) Central Jakarta.

Structure of human resource management in the information technology field: A bibliometric analysis

Human resource management (HRM) involves huge amounts of data, which requires the application of modern information technologies (IT). The paper looks at the role and development of human resource management in information technologies by employing bibliometric analysis of publications released in the period of 2001–2020 and aims to understand the interaction between the two fields. The methodological basis includes the concept of human resource management. In the article, the bibliometric methods were used, such as co-word, social network and keyword frequency analyses. The information basis of the study includes 562 articles indexed in Scopus database. The data obtained were processed using VOSviewer, Pajek and UCINET software. The 20-year period under study was divided into four periods of five years each to interpret the combination of methods, betweenness centrality and degree centrality values of the keywords for each period. Social network analysis findings reveal that sustainable HRM studies in the IT field are cohesive and connected, and appear to be building as an academic field. According to the research findings, human resource development, cloud computing, supply chain management, and job satisfaction are the most likely study fields in the future. Developments in the field of HRM provide a subjective assessment and interpretation of the emerging trends based on the quantitative approach and identify the existing research gaps, such as looking for an association between IT and sustainable HRM social effects.

Application of the Concept of Strategic Human Resources Management in Improving Organizational Performance in the Vuca Era

In improving organizational performance in this VUCA era, it requires a management or human resource management. The development of a company depends on the human resources of the company. Good management will have a positive impact on organizational performance. The purpose of this study is to determine the application of strategic human resource management (MSDMS) in an effort to contribute to improving organizational performance in the VUCA era. This study uses a qualitative approach by using a review of the literature in the Google Scholar database by looking for references from the literature review that is relevant to the case or problem to present the theory of the research problems carried out. The results of this study are one of the factors that directly affect the level of achievement of organizational performance is the management of human resources. Or in other words the management of human resources can be a determinant to improve organizational performance. The importance of strategic planning to improve organizational quality makes the implementation of strategic human resource management able to improve organizational performance in the VUCA era

Application of the Concept of Strategic Human Resources Management in Improving Organizational Performance in the Vuca Era

In improving organizational performance in this VUCA era, it requires a management or human resource management. The development of a company depends on the human resources of the company. Good management will have a positive impact on organizational performance. The purpose of this study is to determine the application of strategic human resource management (MSDMS) in an effort to contribute to improving organizational performance in the VUCA era. This study uses a qualitative approach by using a review of the literature in the Google Scholar database by looking for references from the literature review that is relevant to the case or problem to present the theory of the research problems carried out. The results of this study are one of the factors that directly affect the level of achievement of organizational performance is the management of human resources. Or in other words the management of human resources can be a determinant to improve organizational performance. The importance of strategic planning to improve organizational quality makes the implementation of strategic human resource management able to improve organizational performance in the VUCA era