Current Human Resource Research Articles

EMPLOYEE MOTIVATION AND PERFORMANCE ACROSS SMALL AND MEDIUM SCALE ENTERPRISES IN NIGERIA

Objective: The small and medium scale enterprises remain vital to many countries, contributing to job creation and economic growth. The study aims to determine how the motivational strategies affect performance of employees in SMEs sector in Nigeria. Method: We employ structural equation modelling (SEM) to depict the direct relationship between job satisfaction and employee’s salary, on one hand as well as between job satisfaction and job security on the other. Result and Discussion: The outcome finds that job security has a positive but insignificant relationship with job satisfaction and that job security has a positive and significant relationship with job satisfaction in the Nigerian SMEs sector. Implications: The implication of the finding is that although job security may not be central to the likely psychological well-being of the sector’s employees, employees’ pay motivates them to be satisfied with their job in the SMEs sector. Originality/Value: The value of the article lies in its focus on providing insight into factors that such as pay of employee and job security can motivate a psychological balance for job satisfaction. Recommendations: We recommend that the SMEs improve their current human resource policies relating to staff incentive schemes and employee performance as it will help to increase employee’s performance.

Institutional and Socio-Cultural Factors that Influence the Wellbeing of Women Working in Academia in Arab Countries: A Scoping Review

Academic life in the present era is subject to several occupational stressors, including increased workloads, reduced research funding, tenuous career paths, and family-work conflicts. Such stressors affect academics’ quality of life, wellbeing, and job satisfaction, and women are particularly vulnerable. There is, however, a dearth of information on such issues in the Arab World. We conducted a scoping review to map the current body of knowledge related to the institutional and socio-cultural factors that influence the wellbeing status of women working in academia in Arab countries. Fourteen articles were included. Several challenges threatening women’s wellbeing in academia were identified including institutional factors (i.e., human resource policies and laws, workplace empowerment, and academic mentoring) and socio-cultural factors (i.e., work-life balance, culture and religion). Current human resources, policies, and labor laws do not adequately support maternal or complex family roles contributing to work-life imbalances and contribute to poor mental health outcomes for academic women working in academia in Arab countries. Although some of these challenges may stem from lingering cultural stereotypes about gender roles, this review highlights the need for professional development and mentoring programs for academic women in Arab countries, in addition to supportive institutional laws, policies, and resources for empowerment of women in academia.

Sustainable Human Resource Practices and Framework in the Selected Philippine State Universities and Colleges (SUCs): A Case Study

Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.

Research on Employee Performance Management Method Based on Big Data Improvement GWO-DELM Algorithms

INTRODUCTION: Accurate and objective human resources performance management evaluation methods are conducive to a comprehensive understanding of the real and objective situation of teachers, and are conducive to identifying the management, teaching and academic level of teachers, which enables teacher managers to have a clear understanding of the gaps and problems among teachers. OBJECTIVES: Aiming at the current human resources performance management evaluation method, there are evaluation indexes exist objectivity is not strong, poor precision, single method and other problems. METHODS: This research puts forward an intelligent optimisation algorithm based on the improvement of the depth of the limit of the learning machine network of human resources performance management evaluation method. (1) Through the analysis of the problems existing in the current human resources performance management, select the human resources performance management evaluation indexes, and construct the human resources performance management evaluation system; (2) Through the multi-strategy grey wolf optimization algorithm method to improve the deep learning network, and construct the evaluation model of the human resources performance management in colleges; (3) The analysis of simulation experiments verifies the high precision and real-time nature of the proposed method. RESULTS: The results show that the proposed method improves the precision of the evaluation model, improves the prediction time. CONCLUSION: This research solves the problems of low precision and non-objective system indicators of human resource performance management evaluation.

If Not NOW, When? A People-Focused Change Model to Improve Patient Flow.

Through an ambitious change management initiative titled "No One Waits (NOW)," Bluewater Health leaders enlisted staff to take ownership of reducing wait times by identifying barriers to transitions within the hospital and to the community. The approach shifted the hospital's culture to overcome those impediments and succeed in reducing wait times dramatically, including compared with peers. Meanwhile, overall patient experience ratings improved and staff trust increased. These changes have been maintained over several years and have resulted in better management of patient volumes during the COVID-19 pandemic and the current health human resources crisis.

Building pathology capacity in sub-Saharan Africa to improve breast cancer diagnosis and treatment: training laboratory technicians in high-quality manual immunohistochemistry

BackgroundTo address the need for a skilled workforce in breast cancer (BC) pathology in sub-Saharan Africa (SSA), we implemented an education program to train laboratory technicians in manual immunohistochemistry (IHC).MethodsA quality improvement education project was developed. Interactive webinars were held every six months with didactics and presentations from African experts with experience in IHC. We conducted knowledge assessments and surveys on current practice, equipment, and human resources. A digital mentorship platform (DMP) was created for discussions, sharing SOPs, and networking. For one year (2022–2023), we followed developments in pathology capacity, practice changes, and educational needs. A paired t-test was used to calculate the significance of changes in knowledge immediately after the webinar and comfort level with topics 35 days after the webinar.ResultsTwo hundred and sixty six participants from 10 SSA countries attended the first webinar, a series of six lectures on IHC theory, methods, and practice. Ninety-five participants from nine SSA countries provided a baseline assessment of pathology capacity and feedback. Mean knowledge increased by 17.4% immediately after the webinar (from 41.8% pre-webinar to 59.2% post, p = < 0.0001). Self-reported comfort level in topics 35 days after the webinar increased by 11.3%, but this was not statistically significant (mean 3.36 pre- to 3.74 post, p = 0.1). Over six months, recordings were accessed 412 times. After six months, the second webinar had 93 participants from eight SSA countries. Membership in the DMP increased from 64 to 172; recordings were viewed 412 times in six months; and 113 participants from nine SSA countries completed surveys. Among 74 respondents who perform IHC, 43.5% reported moderate or significant positive practice changes such as improved antigen retrieval techniques and optimization of preanalytical variables. Over half (52.7%, n = 39) reported the quality of slides had moderately or significantly improved. After one year, a third webinar had 98 participants from eight SSA countries. Thirty-eight completed surveys, DMP membership increased to 199, and 1 reported launching IHC in a lab in Nigeria.ConclusionsOur program 1) reached hundreds of participants and provided a baseline assessment of pathology capacity across nine SSA countries; 2) created a novel mechanism to build pathology capacity and assess progress with this cohort; and 3) improved practices and the preparation of slides for over half performing manual IHC. After one year, interest was sustained. Tracking impact on diagnosis and treatment of BC in the region is needed long-term.

An investigation on logistics firms’ human resources qualifications in transition to Industry 4.0: An insight from Türkiye

Industrial revolutions provide great opportunities for emerging countries concerning their aims of playing in the leagues of developed countries. Yet, accomplishing such an aim is up to their firms’ adaptation to the new era. Human resources seem particularly important because Industry 4.0 is transforming job definitions. Although prior studies highlight this importance, they do not sufficiently amplify the gap between current and ideal human resources qualifications. This study aims to contribute by giving insights into the amount of this gap in emerging countries. We conduct qualitative research on domestic logistics firms in Türkiye for a better understanding of whether or not current human resources qualifications are sufficient and, if not, what kind of qualifications are needed and how they should be attained. Findings show that current human resource qualifications are insufficient for Industry 4.0. For the employees to adapt to this new era, firms should be first aware of these qualifications. Moreover, their processes should make these qualifications functional and useful. Besides, there is a need for training the current employees to equip them with the respective skills/competencies required in the new era. However, our findings reveal that training the existing human resources due to their poor educational background would be extremely costly for firms. Therefore, they expect government incentives and support. They also emphasize the significant role of universities that should be able to foresee new skills/qualifications in the future and update their curricula. Our results suggest that only governmental bodies’ leadership in incentivizing firms to train employees and coordinating university programs to align them with new industry needs could enable firms’ successful transition to Industry 4.0 by continuously supplying qualified human resources to the labor market.

Human resource practices, organisational commitment and turnover intention among bank employees in Sarawak, Malaysia

Banking industry is becoming more competitive due to escalating bank branches every year. It has been recorded that one of the industries with highest rate of turnover is financial service sector. Employee turnover is contributed by demanding working atmosphere and burdensome workloads. High turnover rate can adversely influence bank’s performance and productivity. It has been exhibited in previous studies concerning association between human resource practices and turnover intention and the role of organisational commitment as a mediator between human resource practices and turnover intention. A total of 283 questionnaires were distributed to bank employees in Kuching, Sarawak, Malaysia. Data analysis disclosed that there is a negative relationship between human resource practices and turnover intention and organisational commitment mediates the associations. The results of the study revealed the importance of bank employers to improve its current human resource practices for boosting organisational commitment and lowering employee turnover intention. Originality/ value of this research study lies on its contribution as the first field study to be performed in Sarawak, Malaysia in relations to human resource practices on turnover intention among bank employees with mediating role of organisational commitment.

The Importance of Leadership and a Global Human Resource Perspective: The Case of Executive Management During a Hotel Merger

This case study highlights the importance of leadership employed by executive management during the merger of Oyster Rock Resorts and the Point Breeze Hotel. The study investigates the global perspectives and analytical detail required for a successful merger that benefits all stakeholders primarily from a human resources perspective. Illumination of prevailing human resource related merger issues and analysis of specific operational challenges expose students to many problem-solving situations that parallel current human resource conditions in the hospitality industry.

Epistemological extension of situation strength theory to assess intrapreneurial behaviour

Purpose The determination of human behaviours due to individual characteristics (personality traits) or situational factors has long remained inconclusive. Although the literature stream on personality as the determinants of behaviour is voluminous, the interest of researchers is also growing towards organisational situational cues as the determinant of behaviours. According to situation strength theory (SST), behaviours are determined by situations in strong situations and by personality in weak situations. This study aims to propose a theoretical model of intrapreneurial behaviour (IB) emanation from empowering leadership (EL) by extending the epistemology of SST under the influence of organisational strong situations of job autonomy (JA) and perceived organisational support (POS). Design/methodology/approach Using SST, the present study argues that strong situations play a key role in determining human behaviours, and the same can be viewed deductively to assess IB. Findings The study attempts to propose whether EL is capable of predicting IB under the strong situation effect of JA and POS while dampening the impact of human personality characteristics. Originality/value The current study offers a significant departure from current human resource practices in person-situation dialectics, moving away from personality assessments and toward the creation of cues from strong situations for fostering human behaviour. As a result, personality researchers are being encouraged to conduct a reality check on the extensive personality research conducted in occupational settings. Considering organisational situational cues can impact human resource scope in areas such as talent management, selection, promotion and employment.

Impact of Employee Job Satisfaction on Organization Performance Case of MOJO Cable and Wire Factory

It is believed that in the current dynamic business environment human resources is a potential source of sustained competitive advantage. Thus, creating employee job satisfaction in the workplace is a concept that should be focused while improving organizational performance. The purpose of this study is to explore the impact of employee job satisfaction on organizational performance regarding MOJO cable and wire factory. Accordingly, the researcher used five determinants of job satisfaction, namely remuneration, working environment, supervision, promotion and teamwork as independent variables and organizational performance as dependent variable. Whereas, the evaluation of the effectiveness of these independent variables practices was done through a 5-point Likert scale questionnaire. Data were collected through closed-ended structured questionnaires from the sample of 136 permanent employees through simple random method of sampling selected from the factory. However, out of 136 respondents 135 (99.26%) questionnaire was obtained valid. Consequently, Data were analyzed using descriptive and inferential statistics with the aid of Statistical Packages for Social Scientists (SPSS) version 26. However primarily Cronbach Alpha formula was used to measure the internal consistency of the questionnaire items. And, the result suggested that all the pilot variables have the crobach’s alpha value greater than 0.7 and this revealed that all the variables were reliable. Moreover, the findings from Pearson correlation articulated that there were a significant and positive relationship between each independent variables and organizational performance, and this approved that all the hypothesis test was accepted. In addition, the result of multiple regression analysis suggested that the total correlation of all independent variable to dependent variable was 0.895. Moreover, the study validated that among the five variables of job satisfaction, remuneration and promotion have a significant impact on increasing organizational performance. Therefore, it’s forwarded for the top management of the mojo cable and wire factory to improve the above variables.

A situational analysis of human resource and non-communicable diseases management for community health workers in Chengdu, China: a cross-sectional study

BackgroundNon-communicable diseases (NCDs) pose a major challenge to health economic cost and residents’ health status. Community health workers (CHWs) are the gatekeeper of primary health care.ObjectiveThis study aimed to conduct a situational analysis of current human resource and requirements of NCDs-related training among CHWs in Chengdu with regard to address to understand the suggestions for improvement of challenges and barriers.MethodsA descriptive online cross-sectional survey was conducted among CHWs (doctors and nurses) from 23 districts and counties in Chengdu. Sociodemographic and NCDs-related variables were collected. Univariate analysis and multiple response analysis were used to describe the characteristics of these variables.Results711 doctors and 637 nurses completely responded. There were significant differences among gender, age, educational levels, professional title, working year, type of institution, urban circle and registration in general practice between doctors and nurses (P < 0.001). 60.6% of doctors were female, compared to 98.0% for nurses. 58.2% of doctors held a bachelor’s degree compared with 45.4% of nurses, while 48.3% of nurses held a junior college degree compared with 25.7% of doctors. Higher levels of professional title and registration in general practice were found in doctors compared with nurses. The proportions of NCDs’ category, NCDs-related roles and tasks, NCDs-related training contents and forms that CHWs have attend and hoped to gain more were significantly different between doctors and nurses (P < 0.001). In general, the proportions in nurses were much lower than those of doctors (P < 0.05). The top five diseases managed by CHWs were hypertension, diabetes, cerebrovascular disease, chronic respiratory diseases and mental diseases. The five most reported roles performed among doctors included the distribution of health education (91.4%), following up (85.9%), establishing archives (71.3%), medicine adjustment (64.7%) and treatment implementation (52.0%). The top three diseases managed by nurses were same with doctors. The top four and five tasks were contact with patients or health services (39.6%) and referral (16.6%) in nurses. Most CHWs had received primary and common diseases-related trainings, but they had few opportunities to study in a tertiary hospital (40.4% in doctors and 20.9% in nurses, respectively), attend domestic academic conferences (26.9% in doctors vs. 9.7% in nurses), and take part in training courses (44.9% in nurses). CHWs hoped that the above-discussed training contents and forms could be provided more in the future. Besides basic skills related trainings, some specific skills related trainings should be strengthened.ConclusionThe qualifications in doctors were much better than those of nurses. The roles performed by CHWs in NCDs management are varied form common and frequent disease management to subsequent follow up and supervision. CHWs hope to receive more desired and oriented trainings. There is a need for building capacity of CHWs, optimizing and defining CHWs’ role, facilitating postgraduate medical education support and strengthening multidisciplinary collaboration would be effective in NCDs management.

Analysis of The Pilot Fall from The Pilot Ladder While Climbing to The Board of MV Van Star in The Rouen River Area

Therefore, it is important to take care to protect both the equipment and current human resources on board, given how often it is for work accidents to happen there, particularly during the pilot transfer phase—especially causing severe pain for everyone who is exposed to it, as in workplace mishaps involving stair falls, stairway sliding, or other contributing elements like sea waves and wind speed. The goals of this study are to identify the variables that lead to pilot falls, how to maintain pilot ladders, and how to enable pilots to board ships securely. In order to ensure that the research process is in line with the facts, researchers employ theoretical underpinnings as guidelines and qualitative approaches that place a greater emphasis on technical factors. When conducting field research, information is gathered through observation, documentation studies, interviews, and literature reviews. To address the problem formulation, the gathered data was then examined utilizing a fishbone diagram analysis technique. This study shows that during the maneuvering of the MV pilot pick-up, the pilot falls from the deck side of the boat via the pilot ladder. Van Star in the Rouen River area, specifically internal factors, such as a lack of safety awareness and disregard for pilot ladder pilots, and external factors, such as the ship being engaged in the process of maneuvering a pilot pick-up, which resulted in the creation of high waves as the boat pilot approached. It demonstrates that the upkeep and use of the pilot rung, specifically, a deeper understanding of pilot ladder arrangements and performing PMS (plan maintenance system), notably on pilot ladders, are necessary if the ship's draft exceeds the prescribed limit in order to prevent the accident.

Development of Logistics Vietnam Services: Situation and Solutions

Through the method of document research, analysis, and synthesis, the article has reviewed the current situation of logistics services in Vietnam during the period of 2017 to 2022. Accordingly, this service is developing at a relatively high rate but still some limitations such as incomplete legal policies, desynchronized infrastructure or small-scale Vietnamese logistics enterprises, lack of human resources and international operational experience. The article also points out that the cause of the above existence is the lack of an overall development strategy, the lack of inter-sectoral coordination, and Vietnam's current weak logistics human resources. Based on the existence and identified causes, the authors have proposed a number of solutions to remove difficulties for logistics service activities in Vietnam. Completing institutions and policies, developing infrastructure in a synchronous manner and increasing connectivity, improving business capacity and service quality, and training and developing logistics human resources are the solutions that have been proposed given in the article. Through these solutions, the authors hope that Vietnam's logistics service will have a breakthrough development in the future.

Commentary: Minding the Gap - Why Wage Parity Is Crucial for the Care of Older Canadians.

Zagrodney and colleagues (2023) have highlighted the pay differences that exist between those working in the home and community care (HCC) sector and other healthcare sectors. The authors argue that achieving wage parity could significantly mitigate the current HCC human resource crisis, support the overall sustainability of Ontario's healthcare system and improve patient outcomes. We build on their argument by highlighting issues that have contributed to wage disparities within healthcare systems and discuss how addressing them can create more equitable systems for both those receiving and those providing care. We further note how other healthcare systems that have wage parity have demonstrated that it is not a "nice to have" but an essential element of establishing a sustainable health human resources strategy. Finally, the new 10-year bilateral healthcare funding agreements that the federal, provincial and territorial governments are currently announcing will not only provide significant new funding but also an opportunity to decisively address the long-standing issue of wage parity in Canada, once and for all.

Low energy split-cluster wireless acceleration sensors for motion and posture change recognition in sports

The rise of the national fitness trend has led more and more people to join the ranks of physical fitness, and the current physical education resources and human resources have not been able to keep pace with the development of sports. Due to the lack of guidance, many beginners of sports are not standardized, and their movements are not effective and even cause injuries. Sports action recognition technology can make up for this lack and realize the action recognition and guidance for sports players. In this paper, we build a sports movement and posture recognition model based on acceleration sensors, introduce Selectable Mode Vocoder (SMV) algorithm to optimize the performance, and ensure the effectiveness of sensor data transmission through a low energy multi-layer clustered wireless sensor network. The experiment mainly compares the generation results of the first energy depleted node in the entire network with the number of rounds with energy depleted nodes reaching 10 %. The experimental results show that the low-energy multi-layer clustered wireless sensor network effectively shortens the data transmission path, reduces the energy consumption of nodes, extends the network life time, ensures the data transmission effectiveness, and provides network guarantees for sports action recognition. In addition, in the comparison experiments, the action recognition model in this paper shows better recognition effect and efficiency with obvious performance advantages.

The Importance of the Educational Space for the Use of Active Methodologies

Educational centres aim to offer students quality educational facilities which promote social relations, cooperative work and participation; this way, the incorporation of a methodological renovation within the classrooms on behalf of academic progress will be promoted. The design of today’s learning spaces must offer educators the opportunity of carrying out a renewed methodology enhancing the educational project; making it possible that learners have a say in their own educational-learning process. These spaces must facilitate the teaching work in the interest of the students. This research paper which took place in Ceuta (Spain) intends to find out whether particular spatial conditions exist so that educational centres are actually stimulating elements within the process or not. An investigation in which we are interested in analysing if current infrastructures, human resources and materials are interfering the methodological renewal and letting the design of these spaces be elements of significant impact in the academic achievement. Being aware of the educational community’s perception about the adequacy of resources, air quality in the classrooms, appropriateness of both lighting and infrastructures will be some of the aspects to which we will try to shed light on. With the data obtained we conclude the following: on the one hand, characteristics and infrastructures of educational centres positively contribute in the teaching-learning process and, on the other hand, the deficiencies found out within the analysed educational spaces

Workload Indicators of Staffing Need (WISN) for the Required Estimation of Nursing Staff in a Hemodialysis Unit

Highlights: This article presents an understudied topic of nursing workloads in a hemodialysis unit and concludes that directly and indirectly productive activities occupied the majority of the nurses' working time. An analysis using the Workload Indicators of Staffing Need produced a general report that may prompt re-evaluation of nursing staff requirements and policy-making for workload distribution. Abstract The number of hemodialysis patients continues to increase almost every month, while the number of nurses in the Hemodialysis Unit at Rasyida Renal Specialist Hospital, Medan, Indonesia, remains constant. This situation has increased the nurses' workload and responsibilities. Therefore, it is necessary to examine the balance between the workload and the number of required nursing staff in the Hemodialysis Unit at Rasyida Renal Specialist Hospital. This study aimed to identify the optimal number of nursing staff required in the Hemodialysis Unit at the hospital in 2022. This study used a mixed-methods approach using the Workload Indicators of Staffing Need (WISN) method. This study included 44 nurses working in the Hemodialysis Unit at Rasyida Renal Specialist Hospital. Primary data included questionnaires, observations, and interviews during working hours, while secondary data included document reviews and staffing data. WISN calculations showed that the Hemodialysis Unit required a total of 65 nursing staff. In other words, an addition of 21 nursing staff was needed to meet the current workload. In conclusion, the current human resources available are not sufficient, and the workload is beyond the capacity of the nursing staff at the hospital.

Differences in Normal Childbirth Assistance Skills between Model Media and Video Media

The development of the current era demands quality human resources. One vehicle to improve the quality of human resources is education with various learning media. This research is a comparative analytic study with a cross sectional approach. The population consisted of 39 students, a sample of 32 students was selected by simple random sampling. The independent variables are media and video models, while the dependent variable is the skills of normal childbirth assistance. The results showed that 11 respondents (69%) had skills in the capable category, while respondents with video media had skills in the advanced category, namely 10 respondents (62%). Data analysis using SPSS with the Mann-Whitney test using = 0.05 obtained a value of p = 0.000 so that p &lt;α in conclusion there are differences in delivery assistance skills with model and video media. Seeing these results, it is necessary to think about the use of media in accordance with learning objectives to increase learning motivation to improve skills.

Disaster Recovery Backup and Privacy Protection Algorithm of Hotel HRM Information System

In this study, a high-star hotel is used as a case to study the impact of informatization on hotel human resource management. For the hotel human management system data with many types, large quantities and high security requirements, the data disaster recovery backup should have scalability and privacy protection. The results show that: First, from an overall point of view, the current human resource management in the hotel industry has fully entered the information age, and the overall trend will continue. Secondly, in terms of specific applications such as recruitment management, training management, personnel management, etc., combining it with cryptographic technologies such as AONT and threshold secret sharing, a new power data disaster recovery backup scheme is proposed, which is implemented on the open source blockchain platform.