Human Resource Diversity Research Articles

Leadership Strategies for Managing Human and Technological Diversity in the Industrial 5.0 Era: A Systematic Review

The problem formulation that arises from this research is how the efforts made by leaders in the industrial era 5.0 overcome problems related to the process of managing HR diversity and technological changes in increasing business innovation in order to increase business productivity and business sustainability, so that they can survive the changes that exist. This research focuses on discussing the efforts of leaders to overcome the problems of the process of managing HR diversity and technological changes in the 5.0 era in order to increase business innovation to increase business productivity and business sustainability. The results of the data analysis used used descriptive qualitative analysis using literature studies through systematic literature review. The research method uses a quantitative descriptive method of data analysis using the structural equation model (SEM) method, where the results of data processing with the SEM method are carried out with the PLS application. From the results of the study, it is concluded that the 5.0 leadership efforts in overcoming the management of HR diversity in increasing business innovation, namely building an inclusive culture, recognizing and appreciating diverse contributions, empowering employees, building intercultural skills, supporting inclusive research and development, using technology that supports engagement and collaboration and diversity-oriented monitoring and evaluation. The results concluded that the 5.0 leadership efforts in overcoming technology management in increasing business innovation, namely a deep understanding of technology, creating an environment that supports technological innovation, focusing on employee engagement and skills, partnering with technology experts, using technology for collaboration and communication, encouraging a culture of experimentation and learning, continuous review of processes and practices and recognition and reward for innovative contributions. Along with managing the diversity of human resources and technology in increasing business innovation, it can create more creativity and make leaders have to follow the direction and be able to adapt to changes so that the company can improve its performance and can continue to run its business optimally and be able to meet consumer needs properly.

Upaya Pemerintah Dalam Mengelola Diversity Sumber Daya Manusia Di Kecamatan Gunungsitoli Barat

Kecamatan Gunungsitoli Barat is an area rich in cultural diversity, religion and strong customary traditions, and is inhabited by people with diverse ethnic backgrounds, including Batak and Malay. This diversity, although a great potential, also presents challenges for sub-district government organizations, especially in managing ethnic and cultural differences that can trigger social tensions. Issues of discrimination and unequal access to economic resources and employment opportunities are also issues that require serious attention. In addition, the limited political participation of some groups threatens the balance of representation in the sub-district government. This research uses a qualitative approach with a case study method to identify the challenges faced by the sub-district government in managing human resource diversity. The results show that appropriate strategies and policies are needed to create harmony in managing such diversity. Three main efforts that can be made by the sub-district government include: a) organizing cross-cultural training programs, b) implementing inclusive policies to ensure equal opportunities for all individuals, and c) building a monitoring and evaluation system to ensure effectiveness and transparency in managing HR diversity.

Classification of Human Resources Readiness in Asia: K-Means Clustering Using R Studio

This research aims to classify dichotomously the differences and diversity in human resources of all countries in the Asian region to clarify the position of each country based on the state of its human resources. Several countries were not included in the analysis due to limited data availability. This research uses the K-Mean clustering method. Clustering is an approach to dividing a set of points into similar groups called clusters. K-Mean clustering is one of the most popular unsupervised learning methods in machine learning. Based on the results of the K-Mean clustering analysis, the readiness of human resources in Asian countries shows that there are clusters or groups, with cluster 1 having as many as 29 members and cluster 2 having as many as 9 members. K-Mean clustering for the optimal number of two clusters is dichotomous, so it uses clustering assumptions between country clusters with good and poor human resource readiness.

Diversity and Inclusion of Human Resources: A Path to University Reputation through Faculty Engagement

The article intends to examine how diversity and inclusion affect the reputation of Jordanian universities and to explore if employee engagement acts as a mediator variable. Data was gathered from a sample of 509 faculty members in managerial academic roles (i.e deans, vice/assistant deans, department heads, and HRM unit administrative staff) in public and private universities in northern and central regions of Jordan using a questionnaire. This study is based on the premise that diversity and inclusion practices enhance universities' reputation. This study examines how employee engagement may act as a mediator variable. The study hypotheses were subsequently examined using Partial Least Squares Structural Equation Modeling (PLS SEM). The results indicated that diversity and inclusivity had a beneficial and noteworthy effect on universities' reputation. Diversity and inclusion were discovered to have a beneficial effect on employee engagement. Furthermore, the findings showed that employee engagement plays a partially mediating role in the connection between diversity, inclusion, and universities' reputation. This study's results expand existing research by presenting evidence from a non-western country like Jordan. The study discusses the theoretical and practical implications of the findings, along with limitations and recommendations for future research.

How Low-Code Tools Contribute to Diversity, Equity, and Inclusion (DEI) in the Workplace: A Case Study of a Large Japanese Corporation

Learning and using technology in the workplace are essential for a company’s commitment to the sustainable development of its resources. Finding competent engineers who can handle information communication technologies (ICTs) is a challenge for companies. Currently, however, the ability to use these technologies is limited to technicians with specialized training, and not everyone can engage in development. Therefore, it is safe to conclude that equity in the use of technology has not yet been realized. This study aims to analyze, based on actual cases, the necessary conditions and mechanisms for people with diverse experiences and circumstances, not limited to engineers, to participate in ICT development to address human resource diversity. The use of technology such as low-code platforms (LCPs) that have recently emerged on the market has shown that nonprofessional engineers without programming training can participate in development projects. This research will be useful to managers in advancing Diversity, Equity, and Inclusion (DEI) strategies in their workplaces and contribute to organizational research regarding new trends in technology use by individuals: low codability. The findings of this study are of significant relevance to the Sustainable Development Goals (SDGs) of decent work and economic growth, as well as gender equality.

Pengelolaan Keragaman Sumber Daya Manusia dalam Organisasi

Management of human resource (HR) diversity in organizations. HR diversity includes differences in race, ethnicity, gender, age, religion, disability, sexual orientation and cultural background. There are several challenges faced by organizations in managing HR diversity, including potential conflicts between employees, bias and discrimination, as well as difficulties in building cohesive teams. However, diversity also brings various opportunities, such as increased creativity and innovation, market expansion, and the ability to attract the best talent from various backgrounds. To maximize the benefits of HR diversity, organizations need to implement inclusive management strategies, such as diversity awareness training, anti-discrimination policies, and mentoring programs. In conclusion, effective HR diversity management not only helps organizations create a harmonious and productive work environment, but also provides a competitive advantage in an increasingly global and dynamic market.

The Role of University-Ngo Cooperation in Increasing the Entrepreneurial Skills of Youth: An Evaluation Specific to Refugee Youth

As widely recognized, Turkey is hosting the world's highest number of registered refugees since 2011. Notably, 20% of this refugee population comprises young individuals aged 18-29, highlighting significant youth. Gaziantep, second to Istanbul in refugee concentration, accommodates over 440,000 refugees. This study delves into the necessity of forging a new symbiotic relationship between residents and migrants. Such a partnership can positively affect industry, productivity and human resource diversity. Notably, research indicates that a majority (80%) of refugees do not foresee a return to Syria, underscoring the significance of maximizing the productivity and efficiency of these individuals in their adopted regions. Consequently, the study investigates the interplay between young migrants and the city's entrepreneurship ecosystem, drawing upon data from 14 collaborative projects, focusing on enhancing local and refugee youth's capacity and entrepreneurial skills, between Gaziantep University and NGOs. The findings underscore the outcomes stemming from the alliance between young refugees and their local counterparts, which fosters innovation and productivity through collaboration. This study illuminates the potential for new ecosystems to drive entrepreneurial effectiveness and efficiency, culminating in innovation-driven accomplishments facilitated by the collaboration between refugee and local youth.

Contemporary Human Resource Management Practices and Diversity in Changing Business Environments

Human resource management (HRM) serves as the cornerstone for organizations to achieve strategic objectives, address staff welfare, and enhance customer satisfaction. This study delves into the pivotal role of HRM in shaping organizational activities, particularly in the transition from personnel management to strategic HRM. It underscores the importance of aligning HRM strategies with overall organizational goals and examines various HRM practices and techniques. This study adopts a qualitative research design aimed at exploring the pivotal role of human resource management (HRM). The findings revealed that by exploring contemporary challenges and employing these techniques, coupled with the expertise of HR practitioners, organizations can effectively mitigate challenges and leverage opportunities. Moreover, a well-coordinated HRM approach, involving all levels of the organization and stakeholders, facilitates market expansion, strengthens brand reputation, and enhances talent retention and attraction. This study adopts a qualitative research design aimed at exploring the pivotal role of human resource management (HRM).

Tactics to mitigate the negative impact of introducing advanced technology on employees: Evidence from large listed companies in Japan

This study examines how the introduction of advanced technology such as artificial intelligence adversely affects employees and the tactics to mitigate these negative effects. We surveyed 5438 employees working for large companies listed on the Tokyo Stock Exchange in nine industries in Japan. The questionnaire considered the five drivers of employee attitudes (skill acquisition, fair wages, work/life balance, relationship with supervisor, and diversity of human resources) as well as the introduction of advanced technology in workplaces. Using structural equation modeling, we revealed that the introduction of advanced technology increases turnover intention. While the effect is not observed for sales and marketing, it is evident among back-office and software development personnel. Further, this effect is more pronounced among younger workers and those who change jobs more frequently. Managers should consider not only the positive effect of cutting-edge technology, but also its adverse impact on employees.

Impact of COVID -19 on Healthy Life of People in India

The COVID-19 pandemic is not the first, and certainly not the last, to strike the world. COVID-19 has conjointly been a serious concern in higher-income countries, with several European countries and over eleven million individuals in the Republic of India had been infected with COVID-19. Though some countries and regions are seeing improvements in hospitalization and death rates, COVID-19 remains a significant concern for vulnerable and underserved populations globally. The COVID-19 pandemic is unexampled and heavy, and numerous of the policy measures taken to mitigate and contain it were necessary and comprehensible. Factors associated with difficulty in accessing medicine due to the COVID-19 situation With the diversion of human resources to COVID-19 work, active case finding for TB has been postponed by a number of states in India. Though regulative authorities in many countries have approved one or a lot of COVID-19 vaccines for emergency use, necessary challenges remain in mass manufacturing and distributing vaccines in developing countries. The national authorities need to arrange for the challenges associated with the health of their population coincidental with combating the COVID-19 pandemic. It's unclear, however, whether the twin impacts of COVID-19 and also the health care disruptions have an effect on these people within the semi-permanent.

Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective

PurposeThis paper aims to analyse the influence of workforce diversity on the firm’s likelihood to develop organisational innovations. Operationalising human resources diversity is not straightforward, and its effect has been rather overlooked in the context of non-technological innovations. This study analyses the impact of task-related diversity among research and development (R&D) unit workers and women R&D workers, in particular.Design/methodology/approachTo estimate the impact of task-related diversity on firm propensity to undertake organisational innovation, this study uses a generalised linear model (GLM) – with a binomial family and log–log extension. GLMs are used to control problems of over-dispersion, which, in models with binary response variables, could generate inaccurate standard error estimates and provide inconsistent results.FindingsThis paper provides three important results. Firstly, employee diversity increases the firm’s propensity to engage in organisational innovations. Secondly, the influence of each facet of task-related diversity varies depending on the type of organisational innovation considered. Thirdly, gender has an effect on the innovation process; this study shows that women play a different role in the production of non-technological innovations.Originality/valueThis paper makes several contributions to the literature. Firstly, it makes a theoretical contribution to research on innovation management by considering the influence of human resources diversity on the development of non-technological innovations. Secondly, this study analyses the role of workforce diversity in an R&D department context to clarify the contribution made by women R&D workers.

Investigation of the Diversity of Organizational Human Resources

Thanks to globalization, the workforce has often been filled with the ranks of people coming from different ethnic, religious, and gender-focused backgrounds. As such, it becomes almost imperative for companies today to make sure that their own ranks are reflective of this demographic change, not simply for the sake of diversity, but because diversity itself has, based on data, yielded greater productivity in firms. This study takes a closer look at academic resources on the topic and argues that workforce performance improves when employees come from different backgrounds due to different HR policies.

A Critical Review of Contemporary Trends and Challenges in Human Resource Management

Human Resource Management (HRM) has evolved from an administrative role to a strategic partner in business goals. Cultural, technological, and economic shifts have driven this trend. This academic paper examines current HRM trends and challenges to emphasize their relevance.HR analytics and AI have transformed human resource management (HRM) by enabling evidence-based decision-making, improving recruitment, and increasing employee engagement. This shift allows Human Resource Management (HRM) to align human efforts with corporate objectives, moving from an administrative role to a strategic partner in organizational decision-making. Globalization requires Human Resource Management to manage diverse and cross-cultural workforces. Current talent acquisition, communication facilitation, and dispute resolution need cultural awareness, emphasizing the importance of global capabilities for HR professionals. The COVID-19 pandemic has accelerated remote work, requiring HRM practices to adjust quickly. HR experts have adjusted recruitment, onboarding, virtual team collaboration, and mental health aid. These adjustments demonstrate the relevance of HRM in crisis management, corporate resilience, and employee well-being. Diversity, Equity, and Inclusion (DEI) have become increasingly significant, with HRM promoting diversity and inclusivity. Human Resource Management (HRM) promotes justice and inclusion across the employee lifecycle, from recruitment through career advancement. In conclusion, HRM's dynamic interaction with technology, globalization, remote work, and DEI efforts shows its strategic importance in managing complexity and seizing opportunities. Organizations must adapt their HRM methods to modern trends to ensure long-term profitability in a rapidly changing global economy. Keywords: Human Resource Management (HRM), Technology Integration, Globalization Impact, Remote Work, Diversity, Equity, and Inclusion (DEI), Organizational Resilience

Diversity and inclusion in hospitality and tourism: bridging the gap between employee and customer perspectives

PurposeThis paper aims to provide a critical reflection on diversity and inclusion research from the hospitality and tourism literature.Design/methodology/approachThrough conducting a critical reflection, this paper used a thematic analysis focused on integrating the scholarly literature that has developed separately: one focusing on the human resources perspective and another concentrating on customer behavior. This critical reflection bridges the gap between these two perspectives.FindingsThe authors develop and offer a research agenda for future research drawing from three areas ripe for future research: human resources management, diversity resistance and marketing. They focus on theory-driven research that has practical applications to make hospitality and tourism more inclusive for both the workforce and consumers.Practical implicationsMeaningful research must be translated into practice, and by addressing these research gaps, organizations can gain insights into diverse worker and customer experiences and create more effective diversity initiatives.Originality/valueThe current literature often lacks an integrated approach that bridges the gap between the two reviewed perspectives: the human resources management and marketing perspectives. A holistic understanding of diversity and inclusion is vital, as it recognizes the interconnectedness between employees and customers within the context of the hospitality and tourism sector is important for several reasons.

Startup Valuation In A Logistics Aggregator (Case Study At Pt Linknau)

The large number of startups in Indonesia is supported by an increase in internet user penetration which reaches 64.8% of the Indonesian population or 171.17 million users (APJII 2019). The potential of Indonesia's creative economy and startups is very large which is supported by abundant natural resources, local cultural diversity spread throughout the archipelago, and diversity of human resources. The objectives of this study are as follow Describe the financial performance of start-ups in logistics aggregators at PT Linknau. Analyzing company size, profitability, economic growth rate, market traction and competitive advantage against start-up valuation in logistics aggregators (Case Study at PT Linknau). The data used in this study are primary data and secondary data. Primary data is in the form of interviews conducted in depth interviews with the CEO of PT Linknau and secondary data in the form of financial statements of start-up Companies PT Linknau from 2019-2022. The results show that the valuation of The First Chicago Method to be the most suitable company valuation method for assessing PT Linknau's company valuation. The main reason why this method is the most suitable method is because currently the company is already in a condition of generating operating income, according to Damiano et. al. (2020).

The The Development of Green Human Resources Management in Indonesia

The environmental damage that occurs due to industrial development requires organizations to implement Green HRM (Human Resource Management) to achieve the company's environmental and sustainability goals, as well as provide benefits for employees and the company. By implementing Green HRM, companies can improve efficiency and environmental performance. This research aims to provide a detailed description of Green HRM practices as additional knowledge and new insights. This research was conducted with a qualitative descriptive approach and used data collection methods through literature studies. The study showed the result that the development of Green HRM in Indonesia has shown progress but still facing many challenges and obstacles. The sustainability and diversity of human resources in Indonesia can be a competitive advantage that strengthens Green HRM practices

The Effect Of Company Size, Profitability, Economic Growth Rate, Market Traction And Competitive Advantage On Startup Valuation In Logistics Aggregators

The large number of startups in Indonesia is supported by an increase in internet user penetration which reaches 64.8% of the Indonesian population or 171.17 million users (APJII 2019). The potential of Indonesia's creative economy and startups is very large which is supported by abundant natural resources, local cultural diversity spread throughout the archipelago, and diversity of human resources. The objectives of this study are as follow Describe the financial performance of start-ups in logistics aggregators at PT Linknau. Analyzing company size, profitability, economic growth rate, market traction and competitive advantage against start-up valuation in logistics aggregators (Case Study at PT Linknau). The data used in this study are primary data and secondary data. Primary data is in the form of interviews conducted in depth interviews with the CEO of PT Linknau and secondary data in the form of financial statements of start-up companies PT Linknau from 2019-2022. The results show that the valuation of the Real Option Method (ROM) from 2019 to 2023 is seen increasing. It can be seen that the highest value of ROM valuation in 2023 is right in executing investments and finding the optimal value of PT Linknau itself.

The Role of Artificial Intelligence in Managing the Diversity of Human Resources: A Proposed Research Model

The Role of Artificial Intelligence in Managing the Diversity of Human Resources: A Proposed Research Model

Effectiveness of human resource diversity in market conditions

The article includes the difficulties of managing human resources in the conditions of diversity and the mechanisms of ensuring efficiency, which are related to actual issues, such as: problems of adaptation to the working environment, personal values, internal integration with the business environment. The diversity of people is first of all reflected in the diversity of thinking and ideas, which leads to the possibility of formulating a better strategy. A model of human relations: the problem of its power in a group, the problem of power and influence, the problem of striving for a goal, and the problem of acceptance and closeness. A key focus of human diversity lies in skill diversity. Diversity and outlook are ensured by the business coalition. In relation to the diversity of people, emotional dynamics combine: the first impression about employees, the formation of self-esteem, the determination of social status and the development of a comfortable society. Provision of multicultural organizational environment is developed in the article: consideration of social status, consideration of demographic variables, consideration of cultural values, integration of values, import of cultures and provision of pluralism.

The Relationship between Human Resource Diversity, Innovation Activity and Internationalization Intensity in Colombian and Mexican Firms

Extant developed country-based literature suggests that human resource diversity is a significant predictor of both innovation and internationalization. Equally, this literature consistently finds innovation to be a clear contributor to internationalization and vice versa. This study tests these assumptions in an emerging market context, thus responding to the call for increased business research in under-represented regions and Latin America, specifically. Executives of 343 firms responded to a Likert-scale survey to identify recent HR diversity practices, firm innovation activity and firm internationalization intensity. Principal components, logistic regression and multivariate regression analysis provide insight into how diversity and innovation impact internationalization and how diversity and internationalization impact innovation. As the first study of these relationships in the Latin American setting, our research contributes to the literature on emerging markets by providing evidence of firm behaviour in Colombia and Mexico and demonstrating that Latin American firms do not perform as developed country-based literature would suggest. Diversity, innovation and internationalization do not act as complementary activities in the Colombian and Mexican firms in this study, which contrasts with findings in developed market firms. This study contributes to the literature by exploring the relationships among HR diversity, firm innovation activity and firm internationalization intensity.