Human Resource Management Domain Research Articles

Availability of Human Resource Learning Content in Virtual Reality: Reasons and Implications

The rapidly growing domain of virtual reality (VR) has witnessed considerable traction in the realm of education. Notwithstanding, a discernible void persists in the accessibility of VR content specifically tailored for the domain of Human Resource Management (HRM). This paper endeavors to explain the underlying causes contributing to the scarcity of HR-related VR content. Furthermore, the paper focuses on the reasons and implications of not having sufficient HR content in the immersive space. The paper proposes an innovative solution in the form of a “VR-HR Training Needs Identification Framework”. This conceptual framework is designed to facilitate VR content developers in pinpointing the precise core requirements inherent to HR, thereby enhancing the development process.

The Relationship Between Strategic Human Resource Management Practices and the Employment of Vulnerable Workers: A Two-Wave Study Among Employers.

To improve the inclusion of vulnerable workers in the labor market, employer behavior is key. However, little is known about the effectiveness of strategic Human Resource Management (HRM) practices that employers use to employ vulnerable workers. Therefore, this exploratory study investigates the association between strategic HRM practices (based on social legitimacy, economic rationality and employee well-being) and the actual and intended employment of vulnerable workers in the future. In total, 438 organizations included in the Netherlands Employers Work Survey participated in a two-wave study with a nine-month follow-up period. Logistic regression models were used to estimate the relationship between strategic HRM practices (T0) with the employment of vulnerable workers (T1) and intentions to hire vulnerable workers (T1), while controlling for organizational size, sector, and employment of vulnerable workers at baseline. Employers who applied strategic HRM practices based on social legitimacy (e.g., inclusive mission statement or inclusive recruitment) or economic rationality (e.g., making use of reimbursements, trial placements, or subsidies) at T0 were more likely to employ vulnerable workers and to intend to hire additional vulnerable workers at T1. No significant results were found for practices related to employee well-being. Since different types of strategic HRM practices contribute to the inclusion of vulnerable workers, employers can build on their strategic priorities and strengths to create inclusive HRM approaches. Future research is needed to study whether these strategic HRM domains also relate to sustainable employment of vulnerable workers.

Snapshot of digital transformation from the perspective of human resource management: a bibliometric approach

PurposeThe study aims to explore digital transformation from the viewpoint of human resource management to uncover possible threads of relationship using bibliometric analysis. It also aims to identify the trending research themes within the domains of digital transformation (DT) and human resource management (HRM) collectively.Design/methodology/approachThe research employs a mix of quantitative bibliometric techniques and qualitative content analysis. A corpus of 227 articles retrieved from the Scopus database was analyzed using the R-based Biblioshiny and VOS viewer.FindingsThe study shows publication trends, influential authors, leading journals, highly productive institutions, and, countries in the domain of DT and HRM. Co-citation and co-occurrence analysis was undertaken to identify the research clusters, depicting trending research themes that extensively dominate the research under this domain.Research limitations/implicationsThis study will serve as a ready reckoner for academicians and business leaders, giving them useful insights to make their road towards digital transformation less challenging with the assistance of human capital.Originality/valueThis study is one of the initial efforts to quantitatively synthesize the results of earlier publications using bibliometric techniques in the domain of DT and HRM together. It will aid researchers in locating research gaps and filling those gaps in the future.

A framework of HRM in cooperatives: A systematic literature review and future research agenda

Cooperatives, as democratic organizations owned and controlled by their members, pose distinctive challenges in the realm of human resource management (HRM). These challenges stem from their commitment to serving the diverse interests of multiple stakeholders and the fundamental differentiation between member and non-member employees. In an era where sustainability and a multi-stakeholder perspective have gained prominence in HRM research, cooperatives offer an ideal context for exploring these dynamic developments. Through a comprehensive synthesis of existing literature, this review seeks to construct an HRM framework that is tailored specifically to cooperatives. It highlights how the distinctive characteristics of cooperatives, such as member self-leadership, self-control, and adherence to cooperative values and principles, shape HRM policies and practices. The insights derived from this study provide implications for guiding future research in the domain of HRM within the cooperative sector.

Soft HRM bundles: a potential toolkit for future crisis management

Purpose The purpose of this paper spans twofold. Firstly, to investigate Human Resource Management practices (HRMP) adopted by organisations during the pandemic. Secondly, to bundle similar HRMP into Human Resource Management (HRM) bundles that provided unhindered organisational support to employees during the crisis. Design/methodology/approach The authors conducted 39 in-depth interviews across industries using a semi-structured interview schedule. Thereafter, the authors transcribed the interviews verbatim and analysed them thematically using MAXQDA 2021. Findings The study identifies effective practices during times of uncertainty and how soft HRM practices helped organisations survive during a crisis. When bundled together, these practices enabled organisations to continue operations during the pandemic, keeping their employees engaged and motivated. Practical implications Based on the learnings from the COVID-19 pandemic, the study provides a toolkit of HRMP bundles that organisations can adopt for future crisis management, enhancing the organisations’ absorptive capacity. Originality/value The study investigates the practices incorporated during COVID-19, leading to the identification of soft HRM bundles. The study adds value to the existing domain of HRM by including a unique set of soft HRMP bundles that have not been discussed in earlier studies and could be of high utility to organisations during the crisis.

How to use generative AI as a human resource management assistant

Human resource management (HRM) professionals are often overworked, and their jobs are increasingly complex. Therefore, many suffer from job burnout, and only some can allocate the necessary time to strategic issues. We show how generative artificial intelligence (AI), particularly ChatGPT, can be a helpful HRM assistant for both strategic and operational tasks. But, for this to happen, we demonstrate the need to create valuable prompts that result in specific, helpful, and actionable HRM recommendations. Accordingly, we provide eight guidelines for creating high-quality and effective prompts and illustrate their usefulness in general across eight critical HRM domains and in more depth in the particular areas of workforce diversity and strategic HRM. We also provide recommendations and demonstrate how to implement a critical verification process to check on ChatGPT’s suggestions. We conclude with a list of “dos and don’ts” and that when used by sufficiently trained HRM professionals, it is a very useful tool because it helps complete tasks faster, hopefully reducing their job burnout and allowing them to allocate more time to strategic and long-term issues. In turn, these benefits will likely result in helping achieve the as-of-yet-unrealized aspiration of “having a seat at the table.”

Dedication of Machine Learning for Trend of Digital HRM

The digital world has inevitably entered various fields of human life in carrying out their duties as world leaders. Technology is an important tool to ease the human workload, including in this discourse is human resource management. Machine Learning is a technology that allows machines to learn and adapt quickly from given data without having to be explicitly programmed. Machine Learning has found its place in many industries and has great potential to improve the efficiency of human resources within organizations. This research is a literature review of several articles related to machine learning. The review was conducted from some of the recent research efforts that utilize machine learning. Furthermore, this review is derived from multiple literacies and includes an attempt at problem solving efforts that are divided into section areas from the perspective of each machine learning category. Machine learning can change the way the human resource management domain functions in an organization. It is making changes in all aspects of human resource management starting from human resource planning. Enormous data is available in human resource information systems (HRIS) available in organizations.

Enhancing Personnel Selection through the Integration of the Entropy Synergy Analysis of Multi-Attribute Decision Making Model: A Novel Approach

Personnel selection stands as a pivotal component within the domain of human resource management, intrinsically tethered to the quality of the workforce at large. In this research endeavor, we introduce the Entropy Synergy Analysis of Multi-Attribute Decision Making (ES-MADM) model, an innovative framework expressly designed to rationalize and augment the decision-making processes inherent in the evaluation and selection of personnel within corporate entities. The ES-MADM model systematically navigates the complexities of personnel selection by imbuing objectivity into the assessment criteria, thereby facilitating the structured ranking of potential candidates and establishing a discernible selection sequence. Furthermore, it delves into the statistical significance of these criteria, thereby reinforcing the decision-making process’s stability. This research conducts a comparative analysis with alternative multicriteria methodologies and employs sensitivity analysis to ascertain the overall efficacy of the ES-MADM model. This scholarly pursuit, through its rigorous approach, furnishes a comprehensive solution to the intricate challenges surrounding personnel selection, thereby championing a systematic, data-driven approach to underpin pivotal decisions in this sphere.

A Validated Human Resource Management (HRM) Model For Advancing Gender In The Leadership Hierarchy In The Managerial Sphere Of HRM With Resultant Benefits Of Organisational Success

This is one of the few research studies that develops, tests and subsequently proposes a Human Resource Management (HRM) model for the advancement of women in the leadership hierarchy in the HRM domain with resultant benefits of organisational success in the Mauritian workplace. The conceptual theoretical HRM model was developed by an in-depth review of literature, investigating relevant theoretical and empirical aspects of HRM pertinent to the case of women in the HRM domain Mauritius has often been described as an economic miracle and has the most successful economy in Sub-Saharan Africa but gender inequality remains an unfulfilled intent. This resonates classically in the domain of Human Resource Management that even though having a compelling feminised image with women being the numerical majority, they remain concentrated in lower-level positions, with men predominating at senior levels and this is akin to the situation of women in the HRM domain internationally. The efficacy of this conceptual HRM model was gauged by carrying out a questionnaire survey from 106 women in the HRM domain from the different sectors of Mauritius. The empirical data was analysed by using statistical tools such as Correlation and Ordinal Regression Analysis. The causality and regression analysis resulted in seven ordinal regression models that culminated in the new & innovative HRM model that leads to the advancement of women in the HRM domain, reduces hurdles and barriers they experience, enhances their job contribution the cumulative effect of these variables in the long run would generate organisational success in the Mauritian workplace. The HRM model generated is an original contribution to the HRM and gender advancement literature and though it was validated by women in the HRM domain in Mauritius. It definitely can be extended to advancing different types of women in the work-force both in Mauritius and internationally.

Combating Fake News and Digital Deception at the Workplace: An Integrative Review and Open Systems Theory-led Framework for Future Research

Research on fake news and related acts of deception in the domain of human resource management is growing but still in its infancy. This escalating crisis necessitates immediate attention, as fake news evolves into an all-pervasive phenomenon that surpasses domain boundaries and affects organizations at scale. This study analyzes the growing corpus of research on fake news and concomitant acts of deceit in the domain of human resource management through an integrative review of 64 scholarly papers published in peer-reviewed journals over the last 30 years. We identify key themes and draw attention to gaps that merit scrutiny. We then propose an open systems theory-led conceptual framework that elucidates the relationships between fake news, related acts of deceit and its effects on various facets of human resource management practice and serves as a guide to advance contributions in the field. Directions for future research and implications for practice are discussed.

HR analytics: A review, synthesis and research agenda

There is a rapid transformation happening in the corporate world where high end technologies like artificial intelligence, machine learning, robotic process automation, internet-of-things and big data analytics is being used to increase the proficiency and reduce the dependency on human interventions. The pandemic has also enforced the usage of automated systems in business functions. In the domain of human resource management (HRM), human resource analytics (HRA) is being extensively used to make unbiased and precise decisions using data analysis. However, this phenomenon is new and not much research work has been done on this topic. Our research work does a literature review and synthesis of the research work done in this domain to synthesize the findings of prior research, identify the constructs and variables used, find the research gaps and create a guide map for future research studies. For our research work, we have accessed research articles that are indexed in Scopus and analyzed the same using the VOS viewer software. Our research work will help the future research scholars to focus on specific areas of HRA that needs attention and exhaustive study to address issues that are creating challenges in the adoption of HRA in human resource department.

Gamification in HRM: An Overview

Technology is used in every facet of our lives. Organizations are adopting advanced technologies in various management functions to reduce costs, save time, gain competitive advantage, and build brand image. The terminology of gamification is an extensively studied theme depending on its application in varied areas. The study is focused on the application of gamification in the domain of Human Resource Management (HRM) owing to technological advancement in the backdrop of IT. Therefore, the primary objective is to explore the implementation areas and the persistent advantages of gamification in HRM. The present study is exploratory in nature, and provides insights of gamification, which is still a novel technology, especially for Indian firms. The study contributes by offering convenient means of understanding the implementation of gamification in HRM.

A knowledge-intensity-based collaborative community governing mechanism for inter-organisational HR collaborations

PurposeStudies of inter-organisational relationships have mainly investigated collaborations in the technical domain. There is considerably less research conducted in the field of inter-organisational collaborations in the domain of human resource management (HRM). At the same time, it is acknowledged that inter-organisational collaboration in this domain is relevant for organisations. By focusing on inter-organisational HR collaborations, this study provides insights into how these collaborations are governed, as well as how the mode of governance is explained.Design/methodology/approachThe paper relies on a quantitative study among 161 Dutch companies that collaborate with each other on HR-related issues. A measure of governance of inter-organisational HR collaboration is developed and applied.FindingsOrganisations tend to apply a mixture of governance mechanisms to govern their inter-organisational HR collaborations. Hence, they apply a collaborative community type of governance to these HR collaborations. The analyses show that the level of knowledge intensity, in particular the extent to which the organisation applies organisational learning practices, explains the use of collaborative community.Originality/valueFirst, this study focuses on an under-researched field: inter-organisational HR collaborations. Secondly, the study extends existing insights into the governance of inter-organisational relationships by analysing a novel data set.

Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria

Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria.
 Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM).
 Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria.
 Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.

Sustainable human resource management: a systematic review of a developing field

PurposeThis study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual focus to develop a better understanding of the state of the field and the gaps in the research, as well as to propose a future research agenda.Design/methodology/approachThis study uses a systematic literature review method that involves the use of 122 studies from six reputable databases covering January 2003 to March 2020.FindingsThere is an over-concentration on the ecological perspective of sustainable HRM and managers dominate the examined population. Moreover, there are geographical imbalances in sustainable HRM research. More so, the idea of bundling sustainable HRM practices together has received scanty research attention relative to the individual sustainable HRM best practices. Consequently, from a strategic HRM perspective, the authors highlight various ways to bundle sustainable HRM practices together. Also, the authors suggest that the ability-motivation-opportunity enhancing (AMO) theory’s perspective provides particularly useful means for this investigation. Furthermore, the findings suggest that sustainable HRM can influence organisations to become more competitive and effective in their quests to ensure economic prosperity, social well-being and ecological outcomes for their stakeholders.Practical implicationsThe evidence reveals that there are significant gaps in the literature on the topic and confirms that the field is still at its developmental stage. Hence, there is a need for more rigorous research on the topic to help develop a better understanding of this new field.Originality/valueThis study contributes by providing the first comprehensive review of sustainable HRM themes, methods and contextual focus and by proposing future research agenda. It, therefore, offers a valuable point of departure for those moving into the sustainable HRM domain, as well as valuable insights for those already working in this space.

A Study on Internal Communication factors as Determinant of Organizational Health : Evidence from Small and Medium-sized Enterprises (SMEs) in Vietnam

After the economic reform in the 1980s, the Vietnamese government began to restructure state-owned enterprises (SOEs) to accelerate private sectors and opened the market to facilitate commerce and foreign investment. As a result of this policy, the number of small and medium-sized enterprises (SMEs) has been increasing at a rapid pace for the last decade. On the downside, however, as Vietnam is deeply integrating into the global economy and the trend of globalization is on the rise, a wide range of multinational corporations (MNCs) have entered Vietnam to seek new business growth opportunities and to compete with local SMEs. This intensifying competition poses a threat to the overall performance of domestic SMEs. Meanwhile, there is little interest in organizational health in the field of communication.BRThis study is, therefore, to examine the important factors of internal communication which are related to organizational health of SMEs in Vietnam. The results indicate that workplace communication and goal alignment are two significant dimensions of organizational health of SMEs in the context of Vietnam while transformational leadership and employee well-being are unrelated to health of local SMEs. These findings would provide managerial implications to the top management of SMEs as well as contribute to the extant literature on organizational health within the domain of human resource management and communication research. Based on these findings, this study has given insightful recommendations to practitioners with a focus on enhancing the corporate communications and fostering the fit between employees and organizational goals besides improving the mental illness for employed staff.

Exploring HRM involvement in CSR: variation of Ulrich’s HR roles by organisational context

The nascent literature around corporate social responsibility (CSR) and human resource management (HRM) suggests considerable involvement of HR in the development and implementation of CSR strategy, but there is a lack of consensus around the extent, contingencies and theoretical assumptions underpinning such an emerging role. This study examines how far and under what circumstances HR is engaged in CSR strategy formulation and implementation. Drawing on data from interviews with 29 HRM and CSR professionals in 16 New Zealand organisations, we found that the CSR–HRM relationship varies according to organisational context, including the stage of CSR development and sector, and according to how far the remit of CSR extends to ‘internal’ as well as ‘external’ considerations. Within a multi-dimensional CSR–HRM relationship and context, HRM is likely to provide considerable strategic and operational input to the development and implementation of ‘internal CSR’, the natural domain of HRM relating to employee development and well-being. Utilising Ulrich’s model of HRM, the analysis also finds evidence of the roles of administrative expert, employee champion and change agent in relation to external CSR, though the focus is more on support than ‘strategic partnership’ in this domain. Hence, the role of HR in CSR is multi-faceted and varies according to organisational contextual factors. The paper concludes with implications for HR management and avenues for further research.

From Time Compression Diseconomies to Lag Effects: A Temporal Perspective on HRM

An increasing amount of research has been reporting lagging effects of human resource management (HRM) actions. What is not well understood yet is the underlying mechanisms of such lag effects. This paper provides a theoretical exploration of potential causes of lagging HRM effects. We focus in particular on the relationship between lag effects and time compression diseconomies, a concept which has been often referenced but rarely studied in the context of HRM. We propose a distinction among (1) single-activity lag effects (not involving any time compression diseconomies), (2) multi-activity lag effects (which occur as a result of time com-pression diseconomies coupled with nonlinear effects), and (3) resource-leveraging-related lag effects. We then apply this distinction in the HRM domain to propose a wider range of causes of HRM lag effects at the individual, organizational, and strategic level. Overall, we seek to add depth to the discussion on lagging HRM effects (exploring underlying mechanisms), breadth (integrating theory from the micro HRM, macro HRM, and strategy literatures), as well as structure (distinguishing lag effects of three types of HRM action at three levels of analysis). The paper additionally contributes to a discussion on causes of time compression diseconomies in strategy.

Linking core self-evaluation and emotional exhaustion with workplace loneliness: does high LMX make the consequence worse?

Workplace loneliness has an adverse effect on both the employees and the organizations. Despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human resource management. To address the gap, we investigated the antecedent (core self-evaluation) and consequence (emotional exhaustion) of workplace loneliness. Results from 1247 professionals from two different occupational groups revealed that workplace loneliness mediates the relationship between core self-evaluation and emotional exhaustion. In addition, we tested the linkage between loneliness and emotional exhaustion among employees having different levels of leader–member exchange (LMX). Contrary to general belief, we found support to our assertion that the relationship between loneliness and emotional exhaustion is severe for employees having higher levels of LMX, compared to their counterparts having lower levels of LMX. Our study offers important implications for theory and practice.

Uticaj upravljanja ljudskim resursima na poslovne performanse - sistematski pregled literature

In this paper the influence of human resource management (HRM) on business performance is analyzed. The main goal was to thoroughly and systematically examine literature in the domain of HRM, and business performance that resulted in a concise review paper. A large body of literature addresses the HRM-business performance link, thus there was plenty of room for an extensive analysis of various articles. To be more precise, two hundred and twelve (212) articles were analyzed from which 187 were removed through several steps in the review process. The findings indicate that there is a positive relationship between HRM practices and overall business performance. In addition, HRM has a positive influence on employee wellbeing, productivity, and organizational climate. However, there is a possibility that good HRM practices are not the cause of good business performance, but vice-versa. This issue is addressed, and discussed further in this present article. Based on the gathered information, and obtained results, it is safe to suggest that this systematic review paper has a significant contribution to the existing body of literature. In addition, the paper can be used as a starting point for future research in the domain of HRM practices and their impact on business performance.