Human Resource Configuration Research Articles

Impact of HR Configuration on Organisational Innovation with Mediation Role of Intellectual Capital

The goal of this study is to map scientific publications, relate to an intellectual structure, and research trends in the creation of human resource (HR) configurations by implementing innovative practices, as well as indirect relationships of intellectual capital. Based on the resource-based value, the relationship between employees’ perceptions of HR configurations practices and innovation is explored, along with the indirect role of intellectual capital. Survey data were gathered from a sample of 165 health professionals in the Lahore district. Results confirm that configuration practices enhance innovation; the mediating influence of intellectual capital was also established and proved. This investigation has significance for supervisors who want to keep their employees inspired.

Simulation-based optimization of workforce configuration for multi-division maintenance departments

The configuration of human resources in a production company that determines the number of employees at different technical or nontechnical competencies engaged in various operational tasks should be constructed to meet the task requirements above pre-specified expectation levels. Human resource requirements show variation depending on the divisional structures within an organization and their operational dependencies and priorities. A maintenance facility is generally recognized as one of the most labor-intensive divisions in any production company. It employs several workers with diverse technical skills to ensure machinery reliability and availability targets in line with the production plans. The current research study aims to develop a continuous-event simulation algorithm to optimize the maintenance crew configuration and allocation decisions for production companies where different clusters of failure modes are available for multi-equipment operations. This algorithm also simultaneously evaluates the reallocation of the occupied crew for other overlapping maintenance tasks that require similar technical competency. Accordingly, each maintenance division with varying personnel numbers is authorized to maintain particular failure modes. The developed model was implemented for the maintenance department of a surface coal mine where five excavators exposed to diversified random failures are employed. The model input dataset covers three years of maintenance records classified into mechanical and electrical failure modes. The simulation outcomes reveal that the cumulative indirect and direct costs can be minimized for a crew configuration including six electricians and four mechanics.

Modeling the Transformation of Configuration Management Processes in a Multi-Project Environment

Human resource management during project implementation in a multi-project environment requires addressing the resource-constrained project scheduling problem. Agile methodologies allow for greater management flexibility, necessitating an agile transformation of human resource management processes. Changes occurring in human resource management lead to modifications in the initial project team and alterations in the state of the resource pool in a multi-project environment. To ensure controllable changes in the project team and address the task of allocating (reallocating) limited resources among project tasks in a multi-project environment with subsequent optimization based on a selected criterion, it is proposed to use configuration management of human resources. Depending on the chosen level of detail, project specifics, and the implementation environment, configuration elements can be an executor, project team, or intact team. Types of equivalence applied to the set of configuration elements have been classified. A model of the configuration management process for human resources has been considered. Using the proposed model will allow for formalizing the process of implementing human resource configuration management in a multi-project environment. Constructive enumeration of configuration elements in a multi-project environment has been examined. Identifying a typical representative of the configuration and considering the given equivalence, followed by selecting a resource allocation/reallocation option that meets the specified constraints, enhances team adaptability. An example of configuration management in addressing team composition management tasks has been discussed. The proposed approach can be applied in managing human resources for agile transformation projects of critical infrastructure, particularly in the healthcare sector, during the establishment of hospital clusters and supercluster medical institutions. This is because implementing such projects necessitates continuous monitoring of changes and requirements for resource provisioning.

Expanding Capacity for Learning and Transformation: A New Look from Human Resource Configurations Towards Product Innovation in the Healthcare Industry

AbstractPrioritizing human resource (HR) practices has been found to improve innovation outcomes in organizations. However, most previous studies have concentrated on internal mechanisms, leaving a gap in our understanding of how HR practices facilitate organizations in adapting external knowledge and technology to drive innovation. To bridge this research gap, we study the mediating role of employees’ innovative work behaviour (IWB) and an organization's capacity for learning and transformation (CLT) in the relationship between HR practices that strengthen intellectual capital (IC) and product innovation. The hypotheses were tested using a time‐lagged design and survey data from the healthcare industry collected over three waves. The findings indicate that employees' IWB mediates the relationship between IC‐enhancing HR practices and the organization's CLT. IC‐enhancing HR practices are also associated with product innovation through the serial mediation effects of IWB and CLT. The study also highlights the moderating role of transformational leadership in the indirect relationship between IC‐enhancing HR practices and the organization's CLT via IWB. This research demonstrates that HR systems, although internally designed, can capture external transformations. Moreover, it emphasizes the importance of the combined impact of well‐designed HR systems and leadership for driving innovation.

A Systematic Review of “The Performance of Knowledge Organizations and Modelling Human Action”

The purpose of this systematic review is to examine the performance of knowledge organizations and the role of modelling human action in improving organizational performance. Using the PRISMA scheme, a comprehensive search of relevant databases and sources was conducted to identify relevant articles. A total of 15 articles were selected based on predefined criteria, including relevance to the research question and quality assessment. The articles were analyzed and synthesized to identify key findings and trends. The findings suggest that knowledge organizations that focus on knowledge management capabilities and human resource configurations tend to perform better than those that do not. Additionally, modelling human action, such as through simulation and decision-making tools, can help organizations improve their performance by providing insights into the effects of different actions and strategies. However, the effectiveness of such models depends on their accuracy and the ability of organizations to use them effectively. Overall, this systematic review provides insights into the factors that contribute to the performance of knowledge organizations and the potential benefits of modelling human action. Future research can build on these findings by exploring additional factors that may influence organizational performance and by developing more advanced models for predicting and improving organizational outcomes.

An internal fit perspective on the relationship between strategic human resource (HR) practices and knowledge-oriented HR practices

Purpose This study aims to examine the direct link between strategic human resource practices (SHRPs) and knowledge-oriented human resource practices (KHRPs) to determine their complementarity for promoting knowledge management (KM) activities. Design/methodology/approach The authors collected data from 387 employees working in top 20 IT and consulting firms in India through a questionnaire survey. Data is analysed using exploratory factor analysis and regression technique. Findings SHRPs have a significant and positive relationship with KHRPs, suggesting SHRPs have a positive predictive capacity for influencing KHRPs. It suggests there needs to be internal alignment between the core human resource (HR) practices and knowledge-based HR activities to promote KM. It shows that core HR practices of hiring, training, job design, performance and compensation management facilitate knowledge sharing and creation through HR practices. Research limitations/implications The cross-sectional design limits its ability to reflect cause–effect relationship, and further studies can adopt a longitudinal design. Further research can explore other different HR configurations on KHRP. Originality/value The study explored the suitability of core HR practices with knowledge-based HR practices theoretically contributing to the HR configurational internal fit perspective, and KM literature. Practically, it suggests firms to consider core HR practices while designing organizations’ KM strategies. In the context of knowledge-intensive organizations, the study applies the HR configurational fit perspective that purports synergistic relationship among the various HR sub-systems for achieving organizational goals.

Multi‐level effects of human resource bundles on the performance of aging employees

AbstractPreviously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at the group level. Using the framework of Social Exchange Theory, coupled with the Selection, Optimization, and Compensation theory, we examine associations between bundles of HR practices, age (measured both as calendar age and proportion of an aging workforce), and performance, at both the individual and group levels. First, the outcomes of our multi‐level analysis show that bundles of maintenance‐enhancing HR practices are positively related to performance at both levels, whereas bundles of growth‐enhancing HR practices associate with performance only at the group level. Second, age relates positively to performance, both at the individual and group levels. At the group level, there is an inverted U‐shaped relationship between the proportion of an aging workforce and group performance, such that a group's performance benefits from the participation of older employees up to a maximum proportion of 56%. Finally, age negatively moderates the association between growth‐enhancing HR bundles and performance at both the individual and group levels. Results highlight the value of older employees for working organizations, and the importance of adopting HR practices that consider maintenance and growth‐related needs across the life‐span, while also providing useful theoretical and practical implications for Human Resource Development scholars and professionals.

Effect of Nucleic Acid Screening Measures on COVID-19 Transmission in Cities of Different Scales and Assessment of Related Testing Resource Demands-Evidence from China.

Background: COVID-19 is in its epidemic period, and China is still facing the dual risks of import and domestic rebound. To better control the COVID-19 pandemic under the existing conditions, the focus of this study is to simulate the nucleic acid testing for different population size cities in China to influence the spread of COVID-19, assess the situation under different scenarios, the demand for the laboratory testing personnel, material resources, for the implementation of the nucleic acid screening measures, emergency supplies, and the configuration of human resources to provide decision-making basis. Methods: According to the transmission characteristics of COVID-19 and the current prevention and control strategies in China, four epidemic scenarios were assumed. Based on the constructed SVEAIiQHR model, the number of people infected with COVID-19 in cities with populations of 10 million, 5 million, and 500,000 was analyzed and predicted under the four scenarios, and the demand for laboratory testing resources was evaluated, respectively. Results: For large, medium, and small cities, whether full or regional nucleic acid screening can significantly reduce the epidemic prevention and control strategy of different scenarios laboratory testing resource demand difference is bigger, implement effective non-pharmaceutical interventions and regional nucleic acid screening measures to significantly reduce laboratory testing related resources demand, but will cause varying degrees of inspection staff shortages. Conclusion: There is still an urgent need for laboratory testing manpower in China to implement effective nucleic acid screening measures in the event of an outbreak. Cities or regions with different population sizes and levels of medical resources should flexibly implement prevention and control measures according to specific conditions after the outbreak, assess laboratory testing and human resource need as soon as possible, and prepare and allocate materials and personnel.

Efficient Management and Application of Human Resources Based on Genetic Ant Colony Algorithm

With the increasing demand of human resources, the cost of staffing and management is increasing, and it is difficult to dynamically allocate and adjust personnel among different parts. It is the key of intelligent management technology to realize efficient application and mining in human resource management. In the aspect of human resource allocation and management, this paper puts forward the efficient management and application of human resource based on the genetic ant colony algorithm. Firstly, this paper describes the process management and parameter application of the genetic algorithm and ant colony algorithm and manages the resource allocation and management process under the two algorithms. Secondly, several current test functions are applied to the genetic algorithm and ant colony algorithm to test the efficiency of the algorithm, which has obvious advantages in convergence efficiency. Finally, the paper uses the efficient management configuration of human resources for comprehensive application and management and applies the system uploading and downloading services on human resumes, respectively. The genetic ant colony algorithm has obvious advantages in efficiency. In human resource data matching, the genetic algorithm is slightly better than the ant colony algorithm in the case of relatively few data in the early stage, and the accuracy of the ant colony algorithm is slightly better than the genetic algorithm in the later stage. The ACO-GA algorithm is more consistent with the actual value, which not only ensures the stability but also ensures the accuracy of prediction, which is more in line with the actual needs.

Image Model and Algorithm of Human Resource Optimal Configuration Based on FPGA and Microsystem Analysis

Human resources are the most dynamic factor among all productivity factors. The goal of human resource management is to achieve effective and optimal allocation of resources, while the goal of optimal allocation is to promote the realization of corporate goals. At present, the overall domestic human resource management is relatively backward, and most of it is nonstandardized management, and the level of informatization and technology is not high. Therefore, this paper proposes the image model and algorithm research of human resource optimization configuration based on FPGA and microsystem analysis. First, through the data analysis method, in-depth study of traditional resource allocation algorithms: genetic algorithm and particle swarm optimization algorithm, combined with machine learning algorithms, established a human resource optimization configuration model based on FPGA and microsystem analysis, and then optimized the configuration of human resources for the impact The standard deviation and variance measurement of 18 factors of the company, as well as the analysis of the matching degree between employees and positions, and required capabilities. Finally, it is concluded that the sample average is higher and the top three are employees’ positive spirit A12, employees’ executive ability A15, and the relationship between salary and performance A11. The sample averages are 4.615, 4.522, and 4.479, respectively; standard deviation of the three factors with the smallest values are good values A8, strong employee cooperation ability A17, and perfect reward and punishment system A16. This shows that the above considerations should be considered in the optimization of enterprise human resources. Moreover, the algorithm in this paper is easier to obtain the optimal solution, and it is easier to obtain the optimal allocation result of human resources.

Untangling the Link between Human Resource Configuration and Performance of Malaysian Manufacturing Organizations: The Mediating Role of Strategic Human Capital

Untangling the Link between Human Resource Configuration and Performance of Malaysian Manufacturing Organizations: The Mediating Role of Strategic Human Capital

Effect of HRM Practices on the Performance of Companies Listed on NSE

The human resource function can make a crucial contribution in developing the key competencies in the institutions and individual employees that lead to high performance. The human resource configurations effectiveness is affected by the weak social capital among most organizations in Kenya, as evidenced by a lack of knowledge sharing and knowledge hoarding. The study's main objective was to see how HRM practices influenced the performance of firms listed on the Nairobi Securities Exchange (NSE). The research was guided by the ability-motivation-opportunity theory. This research utilized a descriptive research design and applied the positivist approach. The population of the study included 65 companies listed on the Nairobi Stock Exchange (NSE), and it employed both primary and secondary data, with secondary data consisting of the financial indicator Return on Assets (ROA). Questionnaires were employed to gather primary data, and descriptive and inferential statistics were utilized to analyze the data. The method utilized was linear regression. According to the findings, human resource practices have a beneficial influence on the performance of companies listed on the NSE. This study recommends that the organizations should put mechanisms in place to ensure that all stakeholders are aware of the organizations culture, structure and human reward practices so as to attract the best applicants.

Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

RETRACTED: Enterprise human resource management platform based on FPGA and data mining

Optimal allocation management of corporate human resources is achieved to increase the efficiency of proposed Adaptive neural network optimal allocation model based on the FPGA design and information mining control of corporate HR, and versatile distribution of high business Human Resources (HR). The analysis and processing tool that build a database model of an optimized configuration of a company's human resources are used to build a report of an optimized configuration table model of a company's human resources. Statistical regression analysis is used by corporate talent. The ideal distribution measure is multidimensional data combination and highlight extraction. FPGA control strategies and information mining use data recovery and multidimensional information which is stacking to optimize the composition of enterprise talent using large-scale data fusion methods to make enterprise talent management decisions. The results show that by utilizing this strategy, the data combination capacity of the organization's ideal distribution of HR management is high, and the organization's capacity to ideally apportion HR is solid. It understands the designation and location of corporate HR and has superb application esteems for ideal allotment and the executives of corporate HR.

Assessing the effects of human capital composition, innovation portfolio and size on manufacturing firm performance

PurposeThis paper aims to focus on the effects of human capital composition, innovation portfolio and size on manufacturing firms’ performance. Moreover, it seeks to empirically identify the levels of education that are significant in labour productivity.Design/methodology/approachThe resource-based view (RBV) theory is applied using data gathered from the National Innovation Survey in the Manufacturing Industries of Peru. Using the ordinary least squares method on a sample of 584 Peruvian manufacturing firms, the effects on firm performance of two subsamples according to innovation portfolio and firm size are determined.FindingsThe direct effects of human capital composition on productivity show that the higher the workers’ educational level, the higher the productivity. However, if this relationship is analysed in terms of the innovation portfolio, the authors find that labour productivity in companies with product–service innovation is greater (i.e. more significant) than in traditional manufacturing firms with only product innovations. Similarly, if this relationship is compared in terms of company, the authors find that large companies are more significant than small and medium-sized enterprises.Practical implicationsThe study furthers the understanding of how the relationship between human capital composition, innovation portfolio and size of manufacturing firms positively affects labour productivity. Hence, it can help managers to craft their innovation portfolio according to the educational level of their human capital. This could require that not only human resource management innovates, but also that strategic partnerships be developed with educational establishments to boost training towards product–service innovation.Originality/valueThis study’s results provide confirmation that the configuration of human resources, innovation portfolio and size plays a significant role on manufacturing firms’ performance, particularly in the context of developing countries.

ADAPTASI MADRASAH DI DAERAH RENTAN KONFLIK SOSIAL

The existence and sustainability of madrasas are influenced by actors and the environment. The actor's ability to interpret the environment becomes a strategic point in strengthening the institution's existence. The meaning of the external internal environment can be shown in adaptability. This article discusses adaptation models carried out by madrasas in conflict-vulnerable areas with a qualitative approach. Based on the research, it was concluded that the existence and development of madrasas was carried out by the first method of Human Resource Configuration: the Multicultural Adaptation Model, which empowers teachers, administrative staff who are diverse in ethnic, customs and culture. second Madrasah Curriculum Reconstruction: An inclusive adaptation model that is in the academic field developing science majors at Aliyah madrasa, providing local mutants in Agriculture and Fisheries at MI level while in the non-academic field forming Drumband teams and becoming iconic for madrasas, thirdly Multicultural Idelogy that seeks internalized openness, respect, sympathy, tolerance and cooperation through contextual learning and integrated in each subject. in addition, internalization is carried out with social action activities

Research on Human Resource Allocation Model Based on SOM Neural Network

With the fierce competition of the enterprise market, the human resource allocation of enterprises will face multiple risks. This article takes the connotation of human resource configuration management as the research object and establishes the human resource configuration model through SOM neural network. And the model is trained, learned, and tested. What's more, it is applied to human resources management to adjust the allocation of human resources for the enterprise in a timely manner. It provides a detailed basis for proposing coping strategies and has a great application value.

CAD of human resource configuration in project scheduling for construction engineering applications

AbstractThe critical path method is the primary technique for project scheduling in construction engineering. However, the development of enterprises outside Taiwan has recently encountered difficulties in personnel dispatch and human resource acquisition. The management of time schedules without the consideration of human resource configuration may cause enterprises to make unrealistic decisions. Hence, the problems of project scheduling with limited human resources have been increasingly attracting attention from construction enterprises. Based on limited human resource configuration, this study uses computer aided design tool with a linear programming method to conduct a project scheduling for the optimal model with minimized costs for construction engineering applications. We find that the programming trial balance can effectively solve the problem of limited human resource configuration and compute the lowest construction costs. Specifically, the lowest cost obtained from the programming solution is RMB 25,315,752, which is RMB 1,920,632 lower than that in the former solution without resource constraints. Further, the scheduling procedure obtained by using the shortest path method connects with the programming trial balance to resolve the problem by changing the decision variables and relevant data, whose connection is easier and more convenient than under the pure critical path method. Moreover, according to the idea of CDIO engineering education, allowing the students to participate in scientific research project and scientific and technological innovation activities of different levels and types, it improves students’ learning capacity, innovation capability, cooperation capability, and engineering practical ability.

A Framework for Human Resource Configurations in Knowledge-intensive Organizations

The article identified two human resource (HR) configurations -- knowledge-based and commitment-based HR configurations -- which would particularly improve performance of knowledge-intensive organizations. The different mechanisms of their effects on organizational performance will be discussed. We argue that knowledge-based HR configuration will directly enhance the intellectual capital, which in turn affects organizational performance; whereas commitment-based HR configuration will influence organizational performance through improving employees’ commitment to organization and lowering the rates of turnover and absenteeism. The model about the relationship of the two HR configurations (complementary vs. contradictory) is also proposed.

Exploration of the nursing manpower allocation method of medical institutions and nursing homes: a case study in western areas

Objective To explore the nurses' demand forecasting methods of medical institutions and nursing homes in order to optimize configuration of nursing human resources. Methods Using the methods of average growth rate and medical ratio to predict the registered nurses based on the number of physicians in medical institutions, based on the number of nursing home beds to estimate the nurses of nursing home by bed/nurse ratio method. Results Medical institutions need to allocate 1 526 and 1 937 registered nurses by average growth rate in 2015 and 2020; but it needs 1 461-1 652 and 1 985-2 304 registered nurses by medical ratio in 2015 and 2020; nursing homes need to deploy 464 registered nurses and 928 nursing assistants in 2015, 494 registered nurses and 988 nursing assistants in 2020. Conclusions To estimate the of registered nurses in medical institutions by physician -nurse ratio based on the estimation of number of doctors by health service requirement is more realistic. Allocation of nursing assistants in nursing homes should be increased and nursing human resources should be allocated reasonably. Key words: Medical institution; Nursing homes; Registered nurse; Nursing assistant