Human Resource Management Development Research Articles

The health control of employees in digitization conditions

The article considers issues of health management of employees at workplace in conditions of globalization and digitalization of society, causing need to revise the labor relations. Under impact of global trends in field of digital technologies, transformation occurs concerning working environment and labor safety measures, contributing to development of new forms of interaction between employee and employer and employment models as well. The ongoing changes in society and global changes in labor market require to investigate new labor conditions, formation of system of knowledge about directions and perspectives for development of labor relations and human resources management. Nowadays, because of spreading of COVID-19 morbidity, increased attention is paid to health of employees and measures targeted to preventing morbidity are intensified. The need to work in new conditions dictates topical issues for scientific research in coming years: development of theory of new labor economy, investigation changes in paradigm of quality of labor life, well-being at workplace in conditions of digitalization of economy and formation of new employment model, digital generation of workers and new challenges in human resources management.The purpose of the study is to explore issues of health management of employees at workplace in conditions of globalization and digitalization. The implemented study permitted to conclude that problems of socio-psychological nature occurring in labor sphere in conditions of active transition to digital economy are complicated by increasing instability of labor relations and occurrence of new social economic and psychological risks at workplace that negatively effect on health and well-being of employees.

Human Resources Development Era Digital Business

The purpose of this study is to describe the implementation of human resource management development in the digital era. This type of research is a descriptive qualitative literature study. There are several Human Resource Development Strategies in the Digital Business Age including: 1) The need for talented HR with hard skills and soft skills, 2) Providing Opportunities to Channel Ideas, 3) Appreciation and Awards. 4) Mastery of Digital Technology. 5) Excellent Service. The novelty of the strategy described in human resource development because of the results of the analysis, field conditions, problems and literature searches needed in the digital era

Development of Human Resource Management in Off-Campus Educational Institutions in the Context of COVID-19：Take an off-campus educational institution in Beijing as an example

In recent years, due to the increasing demand for education by parents and students, a large number of off-campus education and training institutions have been created, and a large number of people have also been attracted to join the industry. The rapid development of this industry has created tens of millions of employment opportunities, but due to the short development time of the industry, there is a lack of a reasonable personnel management system. In the wake of the COVID-19 outbreak in 2020, many industries have been hit. In the off-campus education and training industry, due to improper personnel management and communication, a large number of personnel were lost. This article will take an off-campus educational institution in Beijing as an example to study the company's human resource management methods and policies in the "post-epidemic era", and find out the problems and solve them. The study found that such enterprises currently do not pay enough attention to grass-roots employees, lack of respect, inadequate communication, perfunctory manpower adjustment policies, and inadequate incentives for personnel, and put forward corresponding solutions according to each type of problem.

A Study on the Evaluation of Developments in the Field of HRM within the Scope of Organization Theories

In order to compel the limits of other production factors in competitive environments, there is a need for the full use of the potential of human resources and the use of human creative intelligence and talents. In this case, the organization should be able to develop a holistic understanding or culture to understand, interpret, develop and manage multifaceted, variable, complex, and diverse human behaviors. This understanding includes the human resources approach. It is seen that the evolution in human management passes through the stages of personnel management, human resources management (HRM), and strategic HRM, respectively. It is observed that various approaches in organizational theories are also effective in this development. The aim of this study is to examine the developments in the field of HRM in light of the developments in organizational theories. Organizational theories also contain different approaches within themselves. In this respect, the pioneers of each approach will be discussed and their effects on the development of HRM will be examined. It is aimed to contribute to the field literature with this study since organizational theories and the discipline of HRM have been studied separately so far and there is a lack of study in the literature for comparative consideration of these subjects.

HR Trends and Tendencies in Hungary in the Light of the Experiences of the Latest Cranet Survey 2021

Abstract The regime change in 1989 marked a significant milestone in the development of human resource (HR) management in Hungary. Changes in the legal, institutional and ownership environment placed significantly different demands on the HR work of companies and institutions. It has become very important for organizations to have access to comparative HR data with other organizations related to HR activities. The Cranet international HR university non-for-profit research network, founded in 1989 in Cranfield, England, has a long tradition in this field. Hungarian researchers have participated in Cranet’s international HR research on four occasions so far. In this article, we aim to present the main features of the Cranet HR research in Hungary in 2021. We review the findings and noteworthy results of the research. Where possible, we compare it with relevant data from the 2014-2016 survey.

Problems and prospects for the development of remote HRM in Ukraine in the war and post-war period

The development of information and communication technologies in the conditions of a new, digital economy naturally transforms the sphere of management and social and labor relations, and non-traditional forms of employment and labor organization are spreading. Quarantine measures taken by governments in connection with the COVID-19 pandemic, as well as the war on the territory of Ukraine, have become catalysts for the spread of remote work. The function of human resource management (HRM), performing an important connecting role of coordinating the interests of employers and employees, organizing the labor activity of personnel, itself becomes an object of transformation of labor modes, which requires prompt study of this phenomenon. A survey of HR-specialists of Ukraine in various industries, professional specializations and age groups revealed the prospects of remote HRM due to the availability of material and technical base, software and existing experience of "emergency" transfer to remote mode. At the same time, the existing socio-psychological barriers (prejudices of management, lack of informal communication, emotional defects in communication in the online work format) will contribute in the future, according to the majority of HR specialists, to the spread of a mixed work format in its various forms: distribution of working time for work in the office and outside the office; fixing the format of remote work for some categories of personnel and maintaining the traditional format for others; transition of some industries to remote employment. The results revealed actualize the need to search for scientific, theoretical and practical solutions to overcome obstacles to the development of remote work (including HRM) in the new economy.

The Influence of Information Technology on Knowledge Management in Organizations: a Comprehensive Review

Knowledge management (KM) is the driving force for economic and social progress in organizations. The growth of any organization in any sector depends on the application and improvement of knowledge management. It is not easy to implement knowledge management as a task of an organization due to the culture of the individual, the roles of the organization and the lack of infrastructure available to support the processes of knowledge management. Besides, the application of knowledge management in an organization requires expert in human resource development and strong managers to encourage employees to adopt the processes of knowledge management. For this reason, this review attempts to review the use of IT tools in the knowledge management process. This improves the organization's culture, the organization's performance, and the organization's infrastructure. This paper also discusses the KM model of each organization to apply KM in its work. This model can be generalized to any organization that wants to improve its work. The impact of the model can be seen on the financial issues of the organization, leadership and innovation within the organization, and improving productivity. The advantages of using IT in KM are mentioned and discussed. This review shows that there are six advantages of applying IT tools with knowledge management in organizational work and that is to improve understanding of data, especially when dealing with decision-making and data management. At the end of this paper, tools commonly used in knowledge management are discussed. Applying IT tools to the work of an organization can enhance knowledge sharing among employees. It can also enhance productivity and innovation in the organization.

The development of human resource management in Vietnam: a systematic review post-1980s

ABSTRACT This study reviews research on human resource management (HRM) in the state, foreign invested and private sectors over the last four decades in Vietnam as it emerged into an increasingly important economic powerhouse. This has two purposes: reviewing and synthesizing the extant literature into key themes and outlining avenues for future research. Nine salient themes emerge and shows diversity in Vietnamese HRM systems. HRM system change in the state sector has had limited results. The transfer of HRM practices is prominent in multinational companies (MNCs) originating from developed countries, but lacking in MNCs from emerging economies. The private sector has realized the importance of formal HRM and attempted to implement policies. Further research is necessary to advance the literature and fill in research gaps.

FASILITAS DAN PENGEMBANGAN SUMBER DAYA INSANI DALAM MENINGKATKAN PRODUKTIVITAS KERJA KARYAWAN PT. BANK SYARIAH INDONESIA TBK KCP SELUMA

The problem in the research is how the facilities and development of human resources in increasing the work productivity of employees of PT. Bank Syariah Indonesia Tbk KCP Seluma. The purpose of the study was to find out how the facilities and human resource development in increasing the work productivity of employees of PT. Bank Syariah Indonesia Tbk KCP Seluma. The benefit of this research is that it can increase knowledge in the field of science and scientific development from writers and readers about human resource management, especially facilities and human resource development in increasing work productivity of PT. Bank Syariah Indonesia Tbk KCP Seluma. The research method is qualitative field research. Data collection techniques are: observation, interviews, documentation.

Artificial Intelligence and Public Human Resource Management: Questions for Research and Practice

Advances in big data and artificial intelligence (AI), including machine learning (ML) and other cognitive computing technologies (CCT), have facilitated the development of human resource management (HRM) applications promising greater efficiency, economy, and effectiveness for public administration (Maciejewski, 2017) and better alignment with the modern, constantly evolving employment landscape. It is not surprising then that these advanced technologies are featured in proposals to elevate the government’s human capital. This article discusses current and emerging AI applications that stand to impact most (if not all) HRM functions and their prospects for elevating public human capital. In particular, this article (a) reviews the current state of the field with regards to AI and HRM, (b) discusses AI’s current and potential impact upon the core functional areas of HRM, (c) identifies the main challenges AI poses to such concerns as public values, equity, and traditional merit system principles, and (d) concludes by identifying research needs for public HRM scholarship and practice that highlight the growing role and influence of AI applications in the workplace.

Effect of Strategic Interventions on Reducing Transformer Vandalism: A Case of Kenya Power Limited

Purpose: Electricity plays a significant role in the industrialization of a nation. However, frequent power outages caused by transformer vandalism result in high company losses and economic losses. The overall aim of this study was to determine the effectiveness of strategic interventions that have been adopted by Kenya Power on reducing transformer vandalism. The study specifically aimed at effectiveness of strategic policies, human resource management and technical research development adopted by Kenya Power on reducing transformer vandalism. The study was supported by Defensible space theory, Manageable space theory and Physical design and kinetic management theory.
 Methodology: A descriptive research design was employed in the study where the target population comprised of 128 managerial staffs in Kenya Power working at the firm’s headquarters in Nairobi comprising of senior managers, middle level managers and front line managers. A sample of 97 respondents was selected through Krejcie and Morgan sample table. The study utilized a five point Likert scale questionnaire in collecting data. The collected data was analyzed quantitatively through descriptive and inferential statistics and qualitatively through thematic analysis. The results were outlined in form of tables and figures.
 Findings: The results established that the strategic interventions employed by KPLC such as strategic policies, human resource management and technical research development positively and significantly contributes to the reductions in the number of transformer vandalism cases. The results bears the implications that enhancing the strategic interventions leads to a reduction in the number of transformer vandalism in KPLC.
 Unique contribution to theory, practice and policy: The study recommends to the management of Kenya Power and Lighting Company to enhance the levels of strategic policies, strategic human resource management practices and technical research and development since the practices leads to a reduction in the number of cases of transfer vandalism.

The role of employee psychological stress assessment in reducing human resource turnover in enterprises.

In this paper, the model is constructed by measuring the psychological stress condition of employees; the psychological stress condition measurement model analyzes and tests the reasons for reducing human resource turnover in enterprises. In this paper, through the research related to the problem of talent loss in enterprises, we found that enterprises of other ownership often use the talent loss early warning model, to measure the possibility of talent loss in enterprises and issue an early warning, which enables enterprises to solve the talent loss crisis in time and minimize the negative impact of talent loss on enterprises. In this paper, we analyze the causes of human resource attrition risk from a theoretical point of view, construct a system of human resource attrition risk indicators for enterprises, and explain the content of each technical indicator and its measurement method. The PLS structural equation of the HR attrition risk evaluation model is established based on the constructed risk index system. In addition, the analysis of the causes of human resources turnover risk in the company also proposes strategies to avoid and prevent the threat. The PLS structural equation evaluation model of HR turnover risk is applied to various situations of human resource management to analyze the case of the comprehensive evaluation of HR turnover risk to guide the practical application of the model. Therefore, the research results of this paper have significant reference value for enterprises to solve similar human resource attrition problems. At the same time, it will provide a reference for enterprises to improve their human resource diagnostic capability and promote the development of human resource management.

Pelatihan Penentuan Dimensi dan Indikator Lingkungan Kerja Eksisting di Sekretariat Daerah Pemkot Kupang

Abstract: Purpose: To improve the ability of employees at the Regional Secretariat of the Kupang City Government in identifying and understanding the dimensions and indicators of the employee's work environment based on organizational needs which can later improve employee performance and productivity. Research methodology: The implementation of this community service activity uses a focus group discussion (FGD) technique which was previously carried out through the stages of the survey, problem identification and questionnaire distribution, training and design, final questionnaire distribution, and report generation. Results: To identified dimensions of the work environment that affect performance consisting of (1) dimensions of the physical work environment with indicators of work equipment/work facilities, lighting, air circulation, noise, color, humidity, technology, mechanical vibrations in the workplace work, unpleasant odors at work, decorations at work, music at work, sounds at work, security officers at work, buildings or buildings, places to rest, places of worship (prayer and places of worship), means of transportation, pollution/pollution, and cleanliness, and availability of advice on handling the spread of the Covid-19 pandemic; and (2) the dimensions of the non-physical work environment with indicators relating to relationships with superiors, relationships with colleagues, relationships with subordinates, security at work, opportunities for advancement, harmonious relationships, boredom, work fatigue, privacy from employees, work atmosphere, time work, body condition at work, work complaints, and communication; leaders pay attention to the means of preventing the spread of Covid-19. Limitations: The limitations of this activity are limited to the identification of dimensions and indicators of the work environment. It needs to be simplified and further tested in factorial analysis to obtain a simplification of indicators but still comprehensive. Contribution: the contribution of this activity as a scientific development of human resource management, especially the use of dimensions and indicators of work environment variables. Keywords: 1. work environment 2. physical work environment 3. non-physical work environment 4. dimensions 5. indicators

State and development directions for human resources management in the public sector

In order to ensure organizational efficiency and competitiveness resulting from human work, continuous development of human resource management is necessary, regardless of whether it is a profit-oriented or non-profit organization. In Hungary, the importance of this was recognized after the turn of the millennium, but since then, many significant steps have been taken in order to catch up with the competition in this regard as well. More and more people are recognizing the importance of the human resource management area, in the competitiveness of companies. The public sector employs almost 10% of the labor market, so it can be reformed at the system level over a long period of time, but partial results are constantly needed. In the past, one of the main means of dealing with human resource management problems in the public sector has been, and will continue to be, the appropriate training of employees. It is clear that there are still systematic deficiencies today, however, by reallocating a significant amount from domestic and European Union sources, they effectively began the development of human resources - with particular attention to ensuring the training and further training of the workforce. The study covers already identified system-level problems, areas to be developed, and provides insight into planned developments that have already been successfully implemented and are yet to be implemented. Economy and efficiency play an important role in the operation of all economic organizations, however, the public sector is also in a special position in this regard. Efficiency in the public sector is particularly important because it is ultimately not only in the interest of the state, but also important for every citizen individually, because if the skills and abilities of the workforce can be used effectively, and well-educated, well-motivated employees are employed in the public sector, then the use of the country's public money can be made more efficient, i.e. the use of the money paid by taxpayers improves.

Employed Students' Development Challenges in Georgia

Abstract Caring for human resource development is an important issue in all directions, on a macro, micro, and individual level (Gulua, Ekaterine, 2013). This is the key pillar of effectiveness and progress (Gulua, Ekaterine, 2012), this is a resource that is responsible for rational development of all other resources. The level of human resource development is directly proportionate to the development of the organization, the country's development, and conversely the more developed a country, an organization is, the more appreciated are the people - the main factor of its success (Gulua, Ekaterine;, 2014). The developed countries differ from developing ones by the attitude towards a person, his/her potential. Therefore, organizations need to take care of people in many ways: spiritual, physical, intellectual (basic, emotional, social), career development. Only in this case the organization gets dedicated, case-oriented, highly qualified employees. At the same time, the main moral responsibility for their managing power is simplifying development opportunities for the human being. (Gulua, Ekaterine;, 2011). One of the most interesting issues in human resource management is the management of human resource development. Consequently, it provides good opportunities for scientific research. The main purpose of the functioning of human potential management laboratory is the actualization of these issues at all levels in Georgia. The present work is dedicated to studying employed students’ challenges in Georgia. The issue of employed students’s development is complex and depends on many issues such as: country development level, level of students’ consciousness and their material status, development level of higher education institutions, employers' organizational policies, etc. The aim of the present paper is to evaluate the attitude of the organizations towards the employed students-colleagues.

TRANSFORMATIONAL CHANGES IN ORGANIZATIONAL MANAGEMENT AND HUMAN RESOURCES IN THE DIGITAL AGE

The relevance of research into transformational change in organizational management and human resources in the digital age is significant in the digital age, as organizations need to develop a humanistic approach to human resources. To do this, it is necessary to change all the bottom-up management mechanisms to create an effective functioning organization in which the person is the subject of all processes. All of this suggests that modern business must be adaptive, customer- and person-centered. The transformational processes taking place due to the impact of ICT on the development of human resource management show that it is something between online and offline, a combination of the digital and physical world. To date, there are no companies in which the anthropocracy conceptual works, there are no step-by-step instructions on how to switch to amocracy. The purpose of the research is theoretical and practical transformational changing aspects in the organizational management and human resources in the digital age. Study results. 1. The impact of ICT on the development of trends in the global transformation of human resource management. 2. The place and role of organizations in transformational change are disclosed. 4. The directions of implementation of the European vision of human resource management as a factor in the development of IT trends in the digital age are clarified. 5. The concept of personnel management as a factor in the development of humanistic principles under conditions of transformational change is formed. 6. The impact of ICT on the innovative development of regenerative economy and humane human resource management is analyzed. It is concluded that business today should be adaptive and client-oriented, client-oriented and people-oriented. In a democracy, the organization is a tool that people use to improve their lives, the main issue of bureaucracy is how to get people to better serve the goals of the organization. Leaders must adopt new people-centered principles and apply them to their organizations. The development of cloud platforms will help create products with a fundamentally new architecture - more flexible and scalable. The model of organization based on the concept of anthropocracy is a humanistic view aimed at people, relationships, empowerment, competence development, "the person who stands above everything." At the heart of aorganizational activity is a redefinition of economics as a subsystem of society and nature, as a tool for achieving a socially just and environmentally sustainable future, and a humanistic approach to managing organizations and human resources.

Digital Human Resources Management HUB

The focus of this empirical study is to explore the importance of creating a HUB specialized in digital human resources management (HRM). Digital Hubs are collaborative networks that aim to stimulate the adoption of advanced digital technologies that promote interaction between different agents for emerging ideas, tools, and for digital networking. Furthermore, a HUB could provide an overview of digital skills and learning strategies to improve these skills to work in a digital society. The main objective of this research is to explore the role of HRH practitioners as agents of creating, acquiring and diffusing knowledge about digital HRM issues. Thus, this study intends to know several stakeholders’ opinions about the importance of the creation of a collaborative platform to manage sourcing, information, and knowledge. It uses qualitative analysis to collect information based on an exploratory study using a focus group with a group of stakeholders (HRM professors, students, and practitioners) with an interest in the topic, through a collective semi-structured interview. The results show that it is important to create a digital HUB to enhance the use of advanced technology in the development of HRM and to facilitate the digital transformation of the different HRM stakeholders. As main activities to develop, the ones identified are: (1) to create a digital room to improve the learning of HRM students related with tools such as chatbots and avatars; (2) to do regular HRM talks to promote the sharing of new knowledge regarding digital innovations; (3) to define digital HRM working groups to create new knowledge; (4) to develop HRM entrepreneurship projects as well as (5) research projects related to digital issues; and (6) to share a digital HRM Library. We conclude by reflecting the importance of HRM digital transformation and also encourage higher education institutions to become shared and open digital learning spaces. The conclusion provides suggestions for opportunities for future research.

Evaluation of modern technology on human resources management and sustainable development in Pharma industries

The essential purpose of this research study is to determine the impact of modern technology on human resources management and sustainable development in pharma industries. This research study is based on primary data analysis for measuring data to develop different questions related to modern technology and human resource management also sustainability development in pharma industries. To determine the research data used, smart PLS software generates different results such as smart PLS Algorithm, R square, F square, the discriminant validity, reliability, and presents the total effect between independent and dependent indicators. According to the overall research study, modern technology includes custom software development, virtual reality, and augmented reality. These are all considered independent variables. Human resource management is the main dependent variable. It includes training management, organizational change management, and performance management; these are sub-parts of dependent variables. Sustainable development is another dependent variable its presents the effect of modern technology. According to the overall research study, the result found that human resource management shows a positive and significant effect with modern technology. Virtual reality and augmented reality are directly related to human resource management and organizational performance.

Individuals in Idea Implementation: Ability, Motivation, and Learning as Determinants of Success

Successful companies recognize the importance of innovation implementation and the pivotal role of their employees in this process. But what internal individual-level factors influence the idea implementation stage of the innovation process? Despite the significant body of research on the importance of individuals in the innovation process, the individual-level factors necessary for successful idea implementation have to date received limited scholarly attention. In this paper, we begin filling this gap with a systematic review of 129 articles investigating the individual-level factors influencing the idea implementation stage of the innovation process, synthesizing our findings into a conceptual framework. Our conceptual framework advances understanding of how distinct bundles of individual-level characteristics and factors carry differential influences on the back-end of implementing ideas as part of the innovation process. On the practical side, our findings contribute to the improvement of organizational innovation performance through informing the development of human resource management (HRM) practices catering specifically to the idea implementation stage.

Development of Human Resources Management in Increasing the Quality of Education Reviewing from Planning Aspects

The purpose of this study was to determine the development of human resource management in improving the quality of education at SMK Darussholihin NW East Lombok in terms of planning aspects. This study uses a qualitative approach, with a case study method. The procedure of this research is by analyzing various data from observations, interviews, documentation, questionnaires, and information obtained from informants, respondents, and sources obtained in the field. The research data was obtained randomly in accordance with the procedures and data collection processes, namely data reduction, data presentation, and drawing conclusions. In the process of checking the validity of the data, several techniques are used to check the validity of the data including the credibility test, transferability, dependability, and comparability. The results showed that human resource development management planning inDarussholihin Vocational School NW East Lombokit has been done quite well and is carried out at the beginning of each learning year, using four management functions, namely planning, organizing, actuating, and controlling (POAC). However, the planning is often not in accordance with the planning in accordance with the theory. This is due to the lack of commitment of teachers to all existing programs, only a few active teachers, even though if only all were united, we could do these development programs even with minimal funds