Effective Human Resource Management Research Articles

정부 인적자원관리에 관한 태도 유형화 연구: 중앙행정기관 공무원의 시선을 중심으로

If effective human resource management (HRM) is key to enhancing the competitiveness of government organizations, understanding what public servants want and prioritize in their roles becomes crucial. By reflecting diverse opinions and needs, tailored strategies can be developed, which provide a basis for policy improvements and changes during the system implementation process, and offer rational solutions to reduce resistance within the organization. Therefore, this study seeks to categorize the various perceptions public servants hold toward government HRM and to compare the characteristics of each type using Q methodology. Specifically, the study focuses on strategic HRM and electronic HRM, which are recognized as critical objectives in contemporary HRM. The analysis identifies four broad categories of desired directions for government HRM: 1) establishing a rational system to enhance HRM acceptability, 2) designing predictive HRM based on long-term goals, 3) implementing HRM that drives changes in both government organizations and their members, and 4) providing personalized, satisfaction-oriented HRM opportunities. Based on these findings, the study offers strategic recommendations for improving government HRM moving forward.

Transformational leadership and moral norms: green human resource management and behaviour

PurposeThis study introduces a theoretical model that integrates the conservation of resources (COR) and ability-motivation-opportunity (AMO) theories. This model is used to examine the relationship between green transformational leadership and green human resources management. Additionally, the study explores the influence of this relationship on employee green behaviour and the development of personal moral norms.Design/methodology/approachThe hypotheses developed in this study were tested through a quantitative approach, employing structural equation modelling via partial least squares (PLS-SEM) along with bootstrapping estimation techniques. For data analysis, the study utilized responses from a total of 475 participants.FindingsThe findings of this study indicate that the implementation of green transformational leadership has a positive impact on green human resources management. In turn, enhanced green human resources management positively influences employee green behaviour. The research further reveals that employee green behaviour not only contributes positively to the development of personal moral norms but also plays a crucial mediating role in the relationship between green human resources management and personal moral norms. Additionally, evidence supports the significant mediating effect of green human resources management in the relationship between green transformational leadership and employee green behaviour.Originality/valueThis study highlights the pivotal role of employee green behaviour as a foundational element in developing personal moral norms, marking a departure from prior research in the green transformational leadership field, which has predominantly focused on green human resources management. By implementing green transformational leadership strategies, organisations can not only enhance their competitive edge but also effectively attract highly skilled and qualified candidates, thereby making a significant contribution to the field.

Boosting Employee Performance: The Roles of Motivation, Work Environment, Discipline, and Communication

The purpose of this research is to examine the influence of work motivation, work environment, work discipline and communication on the performance of PT United Tractors Cakung CGS Division Employees. This type of research is explanatory research. The sampling technique uses salted samples. Data was collected using a survey method using a questionnaire. The data analysis method used is multiple linear regression analysis. The research results show that (1) work motivation has a positive and significant effect on employee performance. (2) The work environment has a positive and significant effect on employee performance. (3) work discipline does not have a significant effect on employee performance. (4) communication has no significant effect on employee performance. (5) work motivation, work environment, work discipline, and communication simultaneously influence employee performance. The managerial implications that can be drawn from these findings are very important for effective human resource management. First, high work motivation can be increased by providing appropriate incentives and encouraging employees to achieve higher targets. Second, a conducive work environment can be created by arranging a comfortable and safe workspace, as well as ensuring good working relationships between employees.

Coffee Shop Dine-in Business Concept Before and During the COVID-19 Pandemic

Dine-in coffee shops were businesses that needed to adapt to significant environmental changes, including the COVID-19 pandemic. The pandemic caused shifts in business models, moving from a focus on traditional products and services to concepts more suitable for the pandemic's constraints. This research aimed to analyze how business concepts evolved before and during the pandemic. A systematic literature review method was employed, utilizing 40 articles from the pre-pandemic and pandemic periods. The findings indicated that coffee shops successfully adapted to extreme environmental changes such as the pandemic and government-imposed restrictions (e.g., lockdowns). The main factors influencing this adaptation included changes in consumer behavior, empathy-based strategies, digital marketing transformations, innovation aligned with consumer needs, and effective management of human resources and brand equity. Keywords: coffee adaptation, coffee shop, COVID-19, literature review, strategy, consumer behavior

Sustainable Human Development and Human Resource Management Strategies in Building Sustainable Cities

While the context of rapid urbanization and increasing challenges faced by cities worldwide, the role of Human Resource Management (HRM) in fostering sustainable urban development has garnered significant attention. This paper presents a comprehensive review of existing literature on HRM strategies aimed at building sustainable cities. Thus, a detailed analysis of the prominent findings of studies on “human resource management” and “sustainable cities” in Google Scholar, Web of Science (WoS) and Scopus databases was presented by a literature review. The review synthesizes insights from a range of sources including academic articles to identify key themes, trends, and best practices in HRM for urban sustainability and reveals that effective HRM strategies play a crucial role in addressing urban challenges such as population growth, environmental sustainability, social inclusion, and economic resilience. Furthermore, the review highlights the importance of aligning HRM strategies with broader urban development goals and policy frameworks and emphasizes the need for collaboration among government agencies, businesses, academia, and civil society to implement integrated HRM approaches that promote sustainable urban growth and enhance the quality of life for urban residents. The findings from this literature review also contribute to a deeper understanding of the role of HRM in building sustainable cities. Therefore, this paper concludes with recommendations for future research directions and practical implications for human resource (HR) professionals, policy makers, and urban planners seeking to create more sustainable urban environment.

ROC and COPRAS Algorithms in a Decision Support System for Employee Career Assessment

PT. Union Confectionery, a long-established company in the confectionery production industry, had encountered significant challenges in managing employee career progression, including transfers, demotions, and promotions. The primary issue faced was the difficulty in conducting objective employee performance assessments and determining the appropriate criteria for career development. These assessments involved various complex factors such as work experience, discipline, education level, age, job performance, attendance, teamwork, and work ethics. To address these challenges, this study proposed the implementation of a web-based Decision Support System (DSS) utilizing the Rank Order Centroid (ROC) method for criteria weighting and the Complex Proportional Assessment (COPRAS) method for ranking decisions. The implementation of this system was expected to assist the management of PT. Union Confectionery in making more accurate and transparent decisions, while also improving employee satisfaction and operational efficiency. This research also compared previous studies that used similar methods for performance assessment, albeit with a narrower focus, specifically at the supervisory level. The findings from this study were anticipated to provide a comprehensive and innovative solution for employee career management across all levels of PT. Union Confectionery’s organization, as well as contribute to the development of more effective human resource management practices.

Human resources management practices and organisational performance in the Nepalese development banks: Insights from structural equation modelling

Purpose: Effective human resource management (HRM) practices are essential factors that provide organizations with a competitive edge and contribute to their overall performance. This study examines the impact of HRM practices, including recruitment and selection (RS), training and development (TD), compensation policies (CPs), and performance appraisal (PA), on the organizational performance (OP) of the Nepalese development banks (DBs). Design/methodology/approach: The study followed a causal-comparative research approach. It employed a structured questionnaire to gather the necessary data from 257 working representatives of the ten selected Nepalese DBs. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to examine the association between the variables and validate the study hypotheses. Findings: The HRM practices exhibit a significant and positive association with OP (β = 0.910; p < 0.05), indicating their influence on achieving organisational success. Such findings offer a pragmatic perspective for achieving HRM excellence and organisational effectiveness in the Nepalese DBs. Research constraints/implications: Analysis of cross-sectional data from development banks cannot be extrapolated to other sectors. This study emphasises the importance of compensation, performance measurement, hiring and selection, development, and training in improving OP, confirming and expanding prior findings. These insights may benefit policymakers, HR managers, and executives in enhancing HR operations by improving employee performance and business productivity.Originality/value: This study's unique contribution is its examination of HRM dynamics and their direct impact on OP, notably in the Nepalese DBs. The DBs may optimise their HR, enhancing OP and a long-lasting competitive advantage.

Leveraging Technological Research Methodologies to Improve Employee Performance in Organizations

The effective management of human resources in organizations is imperative for attaining optimum performance and eventual profitability. The increasingly competitive marketplace has compelled organizations to work towards attaining operational excellence, which heavily relies on the performance of its human resources. The adoption of cutting-edge research techniques has emerged as a pivotal strategy as organizations endeavour to achieve operational excellence. However, human resource managers have had to grapple with various challenges associated with the management of employee data generated and managed through digital platforms and tools, including issues such as data safety and security. This paper explores the intersection between tech-enhanced, advanced research methodologies and employee performance that is geared toward sustainable economic growth at the organizational level. Notably, the paper examines big data analytics as a tech-enhanced research tool leveraged by organizations in a bid to understand their human resource and the best way they can be managed to ensure high performance, which translates into high productivity and competitiveness in their respective sector or industries. In particular, this paper conducts a comprehensive review of recent extant literature regarding the adoption of big data analytics, which has revolutionized how organizations collect and analyze vast amounts of data, thereby enhancing their decision-making process. The reviewed literature focused on human resource aspects such as recruitment and selection; employee development; employee performance management and compensation structures. The review revealed that big data has emerged as a critical tool for managing large volumes of data that are acquired via numerous digital tools as organizations grapple with the integration of technology into their human resource practices. The technologies have helped human resource managers with these structured and unstructured data, they gain insight that in turn, guides their decision-making processes and improves the overall operational efficiency. The review outlines the transformative potential of integrating big data tools with human resource management and recommends that organizations should invest in these tools to enhance their recruitment and selection, employee development, performance measurement and upgrade their compensation structure.

ПРОБЛЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ ТОРГОВИХ ПІДПРИЄМСТВ В КРАЇНАХ ЄВРОПЕЙСЬКОГО СОЮЗУ

Personnel management at any enterprise is a complex and multifaceted process. Managers must have deep knowledge and experience in the field of motivation, coordination, staff training, etc., The greatest asset of any organization is its human resources, which ensure the achievement of the company's goals and objectives. It is unfortunate that most companies have neglected the development and management of their main asset, which is human resources. Human resource management is a function in an organization that focuses on hiring, managing, and shaping development directions for people who work in an organization. It is also a strategic and comprehensive approach to managing people, culture and workplace environment. Employee engagement and motivation are critical to the success of any business. Engaged employees are more productive, more committed, and more likely to stay with their employer. In today's fast-paced business environment, it is more important than ever for managers to keep their employees engaged and motivated. The importance of managing human resources lies in the fact that the most important resource of an organization is people, and that the productivity of a significant world lies among them. In order for the management of human resources to have little significant impact on the efficiency of the organization, it is necessary to expand and effectively implement the required set of policies and processes for human resources. The strategic management of human resources is the key, which is significant, as spy workers reach the goals of the organization for additional policies and practices regarding human resources, ie integration into the strategy of human resources. The growing popularity of the promotion of the mechanism of human resource management has encouraged us to do some clear exercises to improve the efficiency of the organization. There have been very few efforts to maintain a connection between the practice of effective human resource management and efficient organization, as it has been carried out in the Ukrainian economy. Today, after the pandemic, the management of the effectiveness of the glasses without precedent changes.

The role of sustainable human resources management in the organizational effectiveness of the company

Sustainability has become an important part of strategy building both at the global and individual companies level. The principle of long-term development, conservation and reproduction of resources becomes relevant not only in terms of global problems, but also in the development of individual companies. The human resource management department plays a major role in achieving sustainable development of companies. This interaction takes on new meaning with the emergence of the concept of sustainable human resource management. This paper discusses the concept of sustainable human resource management and organizational effectiveness of the company. Organizational effectiveness, defined as the ability to achieve goals on time, is a strategically important indicator that companies strive to achieve. The purpose of this work is to study the concept of sustainable human resource management as a tool for achieving organizational effectiveness of the company. The paper presents the main indicators and advantages of the concept. The main barriers to implementing the concept in practice were also analyzed. By combining the results of content analysis, a model for achieving organizational effectiveness of the company by implementing sustainable human resource management practices was compiled. The method of systematic review of the literature based on the model of the author J. Garza-Reyes was applied in the work; Scopus and Science Direct databases articles for the entire period were considered. The article can be useful both for further theoretical study of the concept and for practical application by companies to build a strategy to achieve organizational effectiveness.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Creating Positive Customers Evaluation: The Impact of Efficient CRM Processes on Increasing Client Satisfaction

Commodity creation took precedence over endurance as the industrial revolution of the first half of the twentieth century led to the digitization of industrial techniques. Subsequently, the focus shifted to promotional elements that gave priority to consumer satisfaction. The technological advancements of the 20th century and globalization have brought humans to the highest levels of the asset organization, which has had a profound impact on employment. Ancient Hindu texts such as demonstrate the importance of human resources and demonstrate that structured management of human personnel dates back thousands of years. However, the first signs of the evolution of Hrd (human capital administration) approaches date back to the 1780 factory insurrection. During this time, technological breakthroughs necessitated improved work practices, productivity, and quality. The financial advantages of splitting of labor were discussed by Smith (1776) in his work “An Enquiry into the Causes and Nature of Wealth of Nations.” He suggested that specialization could increase the efficiency of labor. He perceived three benefits from a separation of labor: skill growth, time savings, and the ability to use specialized instruments. The creative endeavor of Owen (1825) demonstrates the significance of individuals in the operation of businesses. He maintained that one of the most effective expenditures managements can make is money invested in personnel development. Babbage (1832) investigated and developed the concept of specialization of labor in an even more thorough matching of individual expertise and abilities with particular tasks, based on his work, he came to that conclusion. As the work of Taylor (1911) tried to codify worker situations, procedures, methods, and tacit talents into concrete norms and formulae, a revolutionary shift occurred in the realm of interpersonal management practices. Research on the connection among productivity and the workplace was first undertaken by Mayo and his colleagues in 1927–1932. Barnard (1938) and other researchers followed up on these groundbreaking studies, which completely changed the realm of hiring and firing methods. The controversy about if effective human resources management is just jargon or a real concept is still up for debate, despite the fact that there has been a sizable body of literature on the subject. By analyzing the level of strategic HRM implementation and its effects on organizational performance in Nigeria’s manufacturing sector, this report aimed to expand the scope of previous research. The stated goal of the multi-respondent survey, which included 21 manufacturing organizations in the nation of Nigeria, had been to find a fit among corporate success and strategic staffing practices. The data obtained was evaluated using descriptive statistics, regression analysis, and correlational analysis. Results indicate that production enterprises in Nigeria employed moderate amounts of tactical HRM. Findings also show this path The main tactical human resources procedures that affect the effectiveness of organizations in Nigeria’s manufacturing sector are management devolution, creative hiring and hiring methods, ongoing workers education and training, based on shares compensation, performance appraisal, professional development, and active employee involvement in decisions and actions. It follows that businesses involved in production should focus more on these procedures in order to enhance their use throughout the sector.

Alcohol use disorders among healthcare professionals: a call for action.

Alcohol consumption and harmful and hazardous drinking are significant contributors to the global burden of disease, accounting for about 3 million deaths each year globally. Owing to their stressful work environment, healthcare professionals are at a high risk of experiencing physical and mental health problems, particularly alcohol use disorders. Alcohol use disorder among healthcare professionals is of concern as it is associated with decreased work productivity and performance and associated ill health and cognitive impairment. This review, therefore, aimed to gather evidence on the prevalence and associated factors for alcohol use disorders among healthcare professionals. The findings revealed a high prevalence of alcohol use disorders among healthcare professionals, which were worsened during the COVID-19 pandemic. Additionally, there was a glaring dearth of studies conducted in low- and middle-income countries. Urgent interventions and support systems are therefore needed to address these issues. A comprehensive approach, considering individual and organizational factors, alongside evidence-based interventions, training and support programs, can promote workforce well-being and improve the quality of patient care. It is imperative to integrate alcohol use screening, preventive and treatment interventions with primary healthcare and psychiatry services.This will help ensureearly diagnosis and timelyinitiation of preventive and therapeutic measures, reducing the risk of missed opportunities. Furthermore, offering effective human resource management support services to healthcare professionals would significantly enhance their well-being and help prevent alcohol use disorders.

CURRENT CHALLENGES AND OPPORTUNITIES OF PERSONNEL MANAGEMENT

In modern conditions, human capital is the most significant asset of any organization, because it is employees, both at the individual level and in the team, who contribute to achieving common goals. Effective management of human resources contributes to maintaining the competitive position of the organization in the market, successful activities in the face of fierce competition and provides opportunities for strategic development. In today’s business environment, HR management is becoming extremely important, because it is aimed at optimizing personnel costs and achieving high results of the organization. The article "Modern Challenges and Opportunities of HR Management" examines the main trends and problems faced by HR managers in the conditions of modern business. The author analyzes the influence of digitalization, remote work and changes in corporate culture on the function of personnel management. The issues of maintaining the well-being of employees, introducing innovative technologies and developing talents as key factors of successful HR management are separately covered. The article also focuses on new opportunities for HR managers to create effective strategies for managing human capital in response to modern challenges

Enhancing Human Capital Management through DevOps Practices

In the current era of digital revolution, one of the main factors influencing an organization's performance is human resources. This is because HR is an important asset that determines the productivity and efficiency of organizational performance. This study's goal is to create and construct an integrated human resources application using the DevOps (Development and Operations) approach. The DevOps method is a collabo rative approach that combines the process of software development and operations in a sustainable, fast, and integrated manner. The human resources application developed in this research includes various important functions, including HR management, job grade promotion planning, employment contract termination notification, and promotion notification. This research also provides solutions to the problems experienced by the Palembang Region Office of PT Bank Rakyat Indonesia in human resource management. By using the DevOps method as a method of designing human capital applications, it is expected to increase employee efficiency and productivity through integrated and effective human resource management. The DevOps approach also allows organizations to respond quickly to changing needs and provide sustainable added value to the organization.

Адаптивное стимулирование как элемент эффективной системы управления человеческими ресурсами вуза

The article researches the problem of adaptive incentives as a significant element of an effective human resource management system of a higher education institution. The purpose of the study is to provide a methodological analysis of key aspects of team adaptation incentives using in HRM and justification of a set of measures aimed at achieving strategic goals in the field of human resource management of an educational organization. The research methodology is based on the conceptual provisions of management theory and HRM, identifying alternative approaches to resolving individual problematic components of human resource management in educational organizations. It is demonstrated that in the conditions of talent competition the focus of the system of adaptation incentives to the changing parametric characteristics of competitive socio-economic dynamics applied in HRM of higher education institution is team adaptation, which ensures the improvement of management efficiency in achieving strategic goals. The significance of the research results lies in the proposal and justification of adaptive measures that stimulate teamwork of employees of an educational organization by developing leadership and management skills, building up the system of feedback and communication, creating a favorable educational environment, etc. The implementation of the proposed activities will contribute to the improvement of HRM quality, to building competencies and motivation for teamwork.

The influence of innovative organizational culture on innovativeness in Thai SMEs: The mediating effects of human resource management and innovative skills

The influence of innovative organizational culture on innovativeness in Thai SMEs: The mediating effects of human resource management and innovative skills

REDEFINING THE INTERNAL MARKETING-HRM NEXUS: A COMPREHENSIVE FRAMEWORK FOR ORGANIZATIONAL ALIGNMENT IN THE DIGITAL AGE

Background: Internal marketing and Human Resource Management (HRM) are crucial for organizational success. Internal marketing involves strategically communicating organizational values and goals to employees, while HRM focuses on efficiently managing human resources to achieve organizational objectives. Numerous studies have shown that integrating internal marketing and HRM can enhance organizational performance by improving employee satisfaction, retention, and overall productivity. Method: This study employs a mixed-methods research strategy, combining quantitative surveys and qualitative interviews. Structural Equation Modeling (SEM) was used to test the hypotheses concerning the relationships between internal marketing, HRM, and organizational performance. Results: The SEM analysis revealed significant positive correlations between internal marketing, HRM, and organizational performance. Specifically, internal marketing positively impacts organizational performance (β = 0.35, p < 0.01), HRM positively impacts organizational performance (β = 0.40, p < 0.01), and organizational performance mediates the relationship between internal marketing and HRM (Sobel test: z = 2.50, p < 0.05). Conclusion: The findings underscore the importance of integrating internal marketing and HRM to enhance organizational performance. Effective internal marketing and HRM practices lead to increased employee satisfaction, engagement, and retention, ultimately boosting organizational success. Findings: The study confirms that a synergistic approach to internal marketing and HRM can lead to significant improvements in organizational performance. This integration fosters a cohesive work environment, enhances employee well-being, and ensures long-term competitive advantage.

Optimalisasi Mutu Pendidikan melalui Administrasi Personalia yang Efisien: Pilar Utama Keberhasilan Institusi Sekolah

The quality of education in schools is largely determined by the effective management of educational and administrative staff. Personnel administration, which involves recruitment, training, career development, and performance evaluation, plays a pivotal role in ensuring that human resources (HR) in schools operate efficiently. Effective HR management enhances teacher performance and fosters a positive work environment, directly contributing to improved educational quality. Conversely, poor HR administration can lead to low teacher motivation, high turnover, and declining academic standards. As modern curricula and technological advancements evolve, personnel administration must adapt to ensure continuous professional development and well-being for educators. This article investigates the significance of personnel administration in improving school quality. By reviewing recent literature, it explores how recruitment, training, and performance evaluation processes impact teaching quality and student outcomes. The analysis also provides recommendations for policymakers to strengthen HR management in schools, ensuring sustained educational excellence. Structured personnel administration is shown to be essential for motivating teachers, enhancing performance, and ultimately raising the overall standards of education.

An Exploration of the Promotion of Human Resource Management to Enterprise Development Strategies

Human resource management, as a pivotal component of corporate management systems, exerts a direct influence on a company’s competitiveness and long-term development. With the acceleration of globalization and the intensification of market competition, the formulation and implementation of corporate development strategies increasingly hinge on the efficacy of human resource management. Recruitment, training, and motivation of talent have become crucial driving factors in achieving strategic goals. Through judicious resource allocation and systematic human resource management, enterprises can enhance their innovative capacities, bolster their market responsiveness, and sustain a competitive edge in an ever-changing business environment. Effective human resource management not only facilitates the execution of corporate strategies but also ensures that a company remains flexible and adaptive at various stages of development, thereby providing a solid foundation for sustainable growth.