Effective Human Resource Management Research Articles

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.

The effect of collectivism-oriented human resource management on employee resilience of hospitality employees

IntroductionIn the face of an increasingly challenging and rapidly evolving business environment, not all the employees exhibit the requisite resilience necessary to recover from adversity. From both the individual and organizational perspectives, enhancing employee resilience emerges as a critical issue not only in the practical and academic fields. In the Chinese culture, this research aims to investigate how and why collectivism-oriented human resource management (C-HRM) fosters employee resilience. Drawing on the group engagement model, we propose a serial mediating effect of perceived overall fairness and three dimensions of social identity between C-HRM and employee resilience.MethodsUsing a sample of frontline employees in the hospitality industry, we conducted a field survey among 342 employees (study 1) and a two-wave online survey among 294 hospitality employees (study 2).ResultsFindings from empirical analysis indicated that C-HRM significantly increases overall fairness perception of hospitality frontline employees and in turn, their identification and respect, which further fertilize employee resilience. In addition, the indirect effect of C-HRM on employee resilience through perceived overall fairness and pride was not statistically significant.DiscussionThese important findings are expected to help employees cope with the workplace pressures caused by ongoing challenges and change, and contribute to sustainable career development.

The Influence of Supervisor, Teamwork, and Discipline on Employee Performance

The Influence of Supervisor, Teamwork, and Discipline on Employee Performance

Mendorong Motivasi Wirausaha UMKM untuk Memajukan Ekonomi Masyarakat di Kelurahan Joglo Kota Jakarta Barat

Micro, Small, and Medium Enterprises (MSMEs) are business entities managed by individuals, families, or small-scale business units, classified based on annual turnover, asset volume, and workforce. Effective human resource management is essential for MSMEs in systematically organizing finances, enabling business owners to understand their financial conditions and business developments. Easy access to information on assets, liabilities, equity, cash flow, and profit fluctuations provides crucial support for MSME entrepreneurs in making strategic business decisions. This activity not only motivates entrepreneurs to maintain business continuity but also guides them towards achieving desired business and economic goals. The drive to engage in entrepreneurship stems from a strong individual desire to realize self-potential through creative and innovative thinking, creating new products that have a social and economic impact on the local community. The courage to explore and implement new ideas is reinforced by strong entrepreneurial motivation, creating a positive cycle between motivation and action that strengthens the character of resilient and high-quality entrepreneurs.

Emotional Intelligence: Catalyst for enhanced human resource management performance

This study investigates the pivotal role of emotional intelligence (EI) in optimizing human resource management (HRM) outcomes. Through a mixed-method approach combining quantitative surveys and qualitative interviews, the research explores the correlation between EI competencies and various HRM effectiveness metrics. Findings reveal a significant positive relationship between EI levels among HR professionals and key performance indicators such as employee engagement, leadership effectiveness, and conflict resolution. Furthermore, qualitative insights underscore the nuanced ways in which EI influences HRM practices, emphasizing its role in fostering empathetic communication, facilitating constructive feedback, and mitigating workplace tensions. These results have profound implications for organizational HR strategies, suggesting the integration of EI development programs into HRM training initiatives. By cultivating EI competencies among HR practitioners, organizations can enhance their capacity to nurture a positive work environment, foster stronger employee relationships, and ultimately achieve greater organizational success.

Leadership Development Strategies in Organizations: The Role of Human Resource Management in Improving Effectiveness and Productivity

Effective human resource management strategies are key to sustainable business growth in a rapidly changing and competitive business environment. For organizations wishing to remain relevant and competitive in the global marketplace, the importance of leveraging innovation, environmental sustainability, and ethics and social responsibility in human resource management is of great concern. Therefore, the purpose of this research is to determine how the implementation of human resource management strategies that focus on innovation, sustainability, and ethics can help organizations achieve sustainable growth. This research was conducted using a descriptive-analytical approach by collecting data through literature review and content analysis of various relevant sources. The findings of this study revealed that HRM strategies based on innovation and sustainability help organizations to maximize human resource potential and create productive and sustainable work environments. In addition, the application of ethics and social responsibility in HR decision-making is a key pillar in creating an organizational culture of integrity. Organizations can achieve sustainable growth and sustainability by implementing this strategic approach.

Analisis Kinerja Manajemen Tenaga Pendidik dan Kependidikan di SDN Lontar II Surabaya

This study aims to analyze the performance of teacher and educational management in SDN Lontar II Surabaya, focusing on the effectiveness of human resource management and strategies for teacher professionalism development. The research method used is a case study in several primary schools in a specific region. Data were collected through observations, interviews, and document analysis. The results of the analysis indicate that the performance of teacher and educational management in primary schools still faces several challenges, including lack of administrative support, limited resources, and the need for further training and development for teachers. Therefore, it is suggested that schools improve human resource management strategies, provide relevant training, and encourage teacher participation in professional development activities.

Ensuring Ethical Standards in an Organization: A Comprehensive Guide on How the Human Resource Manager can Create an Ethical Organization

In each and every organization, Effective and efficient Human Resource Management is a key component that enables employees and managers to contribute effectively and productively to the overall business direction and the accomplishment of the organization’s goals and objectives through various functions such as employee motivation, effective hiring, performance management, organizational development, safety, wellness, benefits, communication, career development and training.

Manajemen Efektif Pendidik dan Tenaga Kependidikan untuk Menciptakan Pembelajaran yang Berkualitas

Management of educators and education personnel is a key aspect of personnel management in educational institutions, with strategies for managing teacher and educator staff being the main focus for achieving quality learning. Professional development is also crucial in improving the competence and quality of trainers, while evaluation of their activities is necessary to monitor and improve performance. This study uses the literature method, with data collected through library data, reading, and managing research materials. The findings of this study show that effective human resource management strategies involve careful planning, thorough training and development, and regular performance evaluation. The implementation of education policies that focus on quality learning requires cross-departmental cooperation and active participation from various stakeholders. Environmental and organizational factors, including management, regulation, human resources, infrastructure, relationships, collaboration and changes in the external environment, also influence the effectiveness of HRM in educational institutions. By understanding the importance of educator and education personnel management and implementing effective HRM strategies, educational institutions can create a quality and competitive learning environment. This will positively impact the quality of education provided to students and help achieve broader educational goals.

Effective management of human resources in enterprises: example of information technologies

Effective management of human resources in enterprises: example of information technologies

A Systematic Literature Review on Green Human Resource Management Practices: Current Insights and Future Directions

This systematic literature review (SLR) aims to provide a comprehensive analysis of existing research on Green Human Resource Management (HRM) practices. As organizations increasingly recognize the imperative of integrating environmentally sustainable strategies, the role of HRM in fostering green initiatives has gained prominence. The review follows a structured methodology involving the identification of key databases, formulation of a targeted search strategy, and application of rigorous inclusion and exclusion criteria to select relevant literature.
 The review categorizes the selected studies based on themes such as the types of Green HRM practices, implementation strategies, and the associated environmental and organizational outcomes. Methodological rigor and quality assessments are employed to evaluate the credibility and reliability of the included studies. The synthesis of findings reveals patterns, contradictions, and gaps in the current state of the literature, providing insights into the diverse approaches organizations adopt to embed environmental sustainability in HRM practices.
 Key discussions encompass the implications of Green HRM practices on organizational performance, employee engagement, and the broader context of corporate social responsibility. The review critically examines the strengths and limitations of existing research, identifying areas for future investigation. Ethical considerations are emphasized throughout the review process, ensuring the integrity of the findings and acknowledging the contributions of original authors.
 This SLR contributes to the ongoing discourse on Green HRM by offering a consolidated overview of the current state of research, highlighting practical implications for organizations, and proposing a roadmap for future investigations. The findings of this review are valuable for HR professionals, scholars, and policymakers seeking to enhance the environmental sustainability of organizations through effective HRM practices.

Adoption of Blockchain Technology for Data Management of Human Resource Demands in Organizational Enterprises

Human resource data accuracy has become a significant factor in assessing the effectiveness and performance of human resource management (HRM) in businesses. Numerous human resource hazards originating from asymmetric information continue to cost firms money and even put companies out of business despite the rapid progress of mobile technology and Internet technology. Blockchain is a transaction platform that makes use of the immutability qualities of immutable data records. Because of the dispersed nature of this technology, it has a broad variety of applications in numerous industries. Seeing the potential of this new technology, we picked the HRM sector since this data must be kept private and secret while still having great research value. This research presents a unique blockchain-based encryption method for establishing an HRM data method that decreases the danger of HRM data integrity. The data is authenticated using smart contracts, and data is encrypted using the proposed Improved Identity-based blowfish encryption algorithm (IIBEA) with Particle Swarm Optimization (PSO). New blocks are verified using the Proof of Work (PoW) consensus process. The suggested model's metrics are examined and compared to traditional encryption approaches. This model solves the lack of difference in the authenticity of HRM information, and it will give real and effective information to the HRM of organizational companies.

The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling

AbstractRelationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research.

HUMAN RESOURCE MANAGEMENT SYSTEM(HRMS)

In today's fast-paced business environment, the effective management of human resources stands as a cornerstone for organizational excellence and competitiveness. This project is dedicated to introducing a state-of-the-art Human Resource Management System (HRMS) designed to modernize conventional HR practices and streamline operations through technological innovation. The primary goal of this endeavor is to amalgamate and revamp diverse HR functions, encompassing employee records management, payroll processing, leave administration, and recruitment. Through the utilization of automation and digitalization, the project endeavors to alleviate administrative burdens, mitigate errors, and elevate overall HR efficacy. Key Words: MySQL ,Thymeleaf, Spring Boot, CI/CD , Data Security

The Challenger’s Triumph: Battling a Tech Titan

The primary purpose of this case is to promote discussion related to effective human resource management practices in undergraduate business courses. This business case revolves around the issues of employment discrimination, retaliation, and gender inequality. In 2020, 38-year-old employee Chelsey Glasson sued Google, alleging that she and others encountered discrimination while pregnant. After facing retaliation from the company, Glasson decided to bring the issue to light. She claimed that managers would give lower performance scores to employees who notified the company they were pregnant, stating that this step in the employee’s life would hinder their performance towards the company.

The Impacts of Work-Family Conflict and Corporate Innovation on Organizational Performance

Work-family conflict has gained a growing amount of attention in the field of workplace stress, which can negatively impact employee health. Work-family equilibrium is difficult to maintain in contemporary industrialized societies due to the rising demands of both the workplace and the home. This study relied on self-determination theory, conservation of resources theory, psychological safety, innovative human resource management practices, and social exchange theory. It investigates the impacts of work-family conflict on psychological well-being and psychological safety. It also investigates the indirect effects of work-family conflict on organizational performance. This study investigates the influence of innovative human resource management on psychological safety, physical well-being, and social well-being. Finally, the indirect effects of innovative human resource management on organizational performance are examined. The data used in this research was gathered from a variety of Chinese industrial sources. The subjects of this research are China employees of a diverse range of companies. A total of 442 employees were randomly chosen utilizing a sampling technique. According to the findings, work-family conflict has a significant effect on psychological safety but not a significant impact on psychological well-being. Innovative human resource management has a significant effect on psychological well-being, physical well-being, and social well-being. Psychological safety and social well-being also impact significantly organizational performance. Finally, this study provided some important theoretical contributions and practical implications for the reference of industries and academics.

Employee Green Behaviour in Pakistani Education Sector: Does Green Perceived Organisational Support Mediate the Relation between Green Human Resource Management and Employee Green Behaviours?

Human inappropriate behaviour is being criticised for changing the climate because it wastes resources, pollutes water and contaminates the air, thereby demeaning the environment. To contribute to the United Nations’ sustainable development goals for 2019, companies have begun to focus on green human resource initiatives to promote green perspectives in their employees. In this regard, green human resource management may assist companies in motivating their employees towards environmentally friendly practices, but green perceived organisational support remains unexplored in this context. To address this gap, based on the theory of planned behaviour, this study aims to investigate the effect of green human resource management on employee green behaviour through the mediation effect of green perceived organisational support in the higher education sector of Pakistan. The questionnaire survey was used to collect data from the employees of the higher education sector. Findings show that green human resource management is a strong predictor of employee green behaviour, while green perceived organisational support is a significant mediator between green human resource management and employee green behaviour. Theoretical implications and practical significance have been addressed in this study.

BIG DATA ANALYSIS IN HUMAN RESOURCES DECISION MAKING: OPTIMIZING WORKFORCE MANAGEMENT

This research aims to conduct an in-depth analysis of the application of Big Data in human resource decision-making, focusing on optimizing workforce management. By measuring four main variables, namely recruitment efficiency, accuracy of employee selection, employee development, and organizational performance based on HR decision-making—Big Data analysis is expected to provide a deeper understanding of workforce dynamics. The research results show that applying Big Data can build recruitment efficiency, increase the accuracy of employee selection, support more appropriate employee development, and ultimately improve overall organizational performance. Big Data makes organizational performance based on HR decision-making by providing a solid foundation for more effective human resource management strategies. This research uses qualitative methods with the help of the NVivo 12 Plus tool to identify research results. Implementing Big Data in various aspects of human resource management is recognized as a catalyst for positive change in workforce management.

Digital Transformation of Enterprise Human Resource Management Enabled by Big Data

With the continuous development of big data technology, the digital transformation of enterprise human resource management has become a development trend. Human resources is one of the most important resources of enterprises, which is crucial to the competitiveness of enterprises. Enterprises need to attract, retain, and motivate excellent employees, thereby enhancing the innovation ability of enterprises and improving competitiveness and market share in the market. To maintain advantages in the fierce market competition, enterprises need to adopt more scientific and effective human resource management methods to enhance organizational efficiency and competitiveness. At the same time, this paper analyzes the dilemma faced by enterprise human resource management, points out the new characteristics of enterprise human resource management enabled by big data, and puts forward feasible suggestions for enterprise digital transformation.

Evaluating the impact of internet communication quality in human resource management on the productivity of construction projects

This research endeavors to examine the intricate relationship between human resource management and communication management in Iraqi construction projects, exploring their impact on project productivity. Beyond its primary objectives, the study aims to identify key challenges and limitations in implementing effective communication and human resource management practices in the Iraqi construction sector. Understanding these challenges provides valuable insights for practitioners and policymakers, informing strategies to overcome obstacles and enhance project productivity. The research methodology involves an initial survey using a main questionnaire, focusing on three key areas: internet communication in human resource management, the influence of internet quality on construction project management, and factors affecting work productivity. The sample size, determined using Morgan's Table, requires a minimum of 248 participants. The questionnaire is distributed to engineers, managers, and technicians, with the number of respondents meeting the required sample size. Data analysis utilizes the Statistical Package for Social Sciences (SPSS), conducting Exploratory Factor Analysis (EFA) for each variable to identify underlying factors. A first-order confirmatory factor analysis is performed using the Analysis of Moment Structures (AMOS) program, creating a structural model incorporating three variables and their associated factors. Out of the initial 64 factors, 21 are included in the final model, refined based on modification indices (M.I) output to improve fit. Results indicate a significant positive effect (0.92) of internet communication quality on labor productivity, while the impact of labor resource management is relatively negligible (−0.07). The size effect of variables on human resource management is 0.05, suggesting a small but non-zero effect. Overall, the findings underscore the importance of internet communication quality in enhancing labor productivity in construction projects and emphasize the need for effective human resource management practices in the industry. This study contributes valuable insights for project managers and practitioners in construction sector.