Effective Human Resource Management Practices Research Articles

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.

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.

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.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

MANAGEMENT STYLES, PRACTICES AND SERVICES OF HUMAN RESOURCE DEPARTMENT AMONG HIGHER EDUCATION INSTITUTIONS IN GENERAL SANTOS CITY

This dissertation explores the relationship between management style, practices and services of Human Resource Department among Higher Education Institution HEI’s) in General Santos City. The introduction establishes the historical significance of management and its impact on organizational effectiveness. Drawing on relevant literature, the study examines the contemporary management approaches and the quality of management education, emphasizing the need for effective human resource management practices. The statement of the problem identifies the gaps in understanding management styles, practices and services particularly in the context of HEIs. The researcher emphasizes the importance of exploring these dimensions to enhance organizational effectiveness. The methodology section outlines a descriptive-correlation research design, employing a quantitative approach. Data collection involves surveys and questionnaires targeting employees in HEIs in General Santos City. The findings present detailed results management styles, practices, and service delivery of Human Resource Department in the sampled HEIs. It identifies significant correlations between management style HRM practices, and service delivery, highlighting the importance of effective HR practices in enhancing service quality. The study provides insights into the complex relationship between HRM style, practices, and services in HEIs. It recommends considering improving communication on management styles, prioritizing effective HR practices, and aligning HR practices with service delivery goals. The positive correlations between these dimensions underscore their interconnectedness and influence on organizational performance.

Human Resource Management Practices for Effective Organizational Change: A Review of Research in Western and Non-Western Countries

Abstract Organizational change (OC) initiatives require effective human resource management practices (HRMPs). This review analyzes recent research on the role of HRMPs in OC, focusing on major trends and differences between Western and non-Western contexts. A Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA)-guided search using Scopus and Google Scholar identified 26 relevant studies. The key findings showed the varied and crucial roles that HRMPs play in communicating change goals, engaging employees, and collaborating with stakeholders. In particular, hard OC involving actions such as downsizing warrants responsive HRMPs. Although some practices transfer well across settings, implementing HRMPs in non-Western environments requires adaptation to local cultural and religious norms. The predominant focus on Western contexts underscores the need for more research in understudied regions, such as the Middle East and North Africa. The limitations of this review include potential biases in the source studies and the exclusion of nonindexed literature. We conclude by calling for an expanded investigation into evidence-based HRMPs and the complex dynamics between HRMPs and diverse types of OC across different organizational and national settings.

Human Resource Management, Technology Adaptation, and Environmental Policy: A Multi-Variable Study of MSME Entrepreneurship in Indonesia

This research explores the dynamics of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia, focusing on the interplay between Human Resource Management (HRM), Technology Adaptation, Environmental Policy, and MSME entrepreneurship. Despite government support and encouragement, MSMEs face challenges, particularly in managing human resources effectively and adapting to technological advancements. The study investigates the impact of HRM practices, technology adaptation, and environmental policy on MSME success through the lens of entrepreneurship. Using quantitative research design and Structural Equation Modeling (SEM), the study analyzes data collected from a diverse sample of Indonesian MSMEs. The findings highlight the positive influence of effective HRM practices, technology adaptation, and environmental policy compliance on MSME entrepreneurship and success. The implications of the study suggest strategic considerations for entrepreneurs, policymakers, and stakeholders to enhance the growth and sustainability of MSMEs in Indonesia.

UNDERSTANDING THE DYNAMICS: A SYSTEMATIC LITERATURE REVIEW OF GENERATION Y'S PERCEPTIONS OF HRM PRACTICES AND THEIR IMPACT ON TURNOVER INTENTIONS

Human resources are pivotal in securing an organisation's competitive advantage, with employee retention playing a crucial role. This systematic literature review explores the relationship between Human Resource Management (HRM) practices and turnover intentions among Generation Y employees. Focusing on critical HRM practices—training and development, compensation, performance appraisal, and job security—this review synthesises existing literature to understand their impact on turnover intentions, particularly within the private sector in Bangladesh. The review encompasses studies from various databases, adhering to stringent inclusion and exclusion criteria to ensure a comprehensive analysis. The review primarily targets literature about Dhaka and Gazipur metropolitan areas, reflecting the significant challenge of turnover intentions among Gen Y in these regions. Using a structured approach, the review critically examines the existing empirical evidence, providing a nuanced understanding of how specific HRM practices influence Gen Y's turnover intentions. This systematic exploration offers valuable insights for academic research and organisational strategies, highlighting effective HRM practices for managing Gen Y employees and potentially reducing their turnover rates.

Sustainable of HRM System and Strategies for Corporate Sustainability

Abstract: This abstract discusses the goal of improving connections between organizations and stakeholders through sustainable human resource management (HRM) practices that balance financial success with corporate sustainability across social, human, and environmental dimensions. Design and Methodology: Operationalizing sustainable HRM involves bundling pro-financial, social/human, and environmental qualities into suggested HRM practices and synergizing them to produce integrated sustainability outcomes. Understanding the differences between control-oriented, commitment-based, and sustainable HRM systems allows organizations to tailor practices to sustainability goals. Findings: Eco-friendly HRM practices like environmental management systems can integrate sustainability into core competencies. Further research on effective HRM practices bundles is needed to grasp how to achieve optimum corporate sustainability fully. Practical Implications: Sustainable HRM is crucial for meeting social, human and environmental targets; financial and productivity goals will suffer without effectively implementing such HRM practices. Businesses must focus on sustainable HRM to connect with stakeholders while being financially successful across sustainability’s triple bottom line – social, human, and environmental aspects.

Exploring the antecedents of AI adoption for effective HRM practices in the Indian pharmaceutical sector.

Purpose: The aim of this research is to investigate the factors that facilitate the adoption of artificial intelligence (AI) in order to establish effective human resource management (HRM) practices within the Indian pharmaceutical sector. Design/methodology/approach: A model explaining the antecedents of AI adoption for building effective HRM practices in the Indian pharmaceutical sector is proposed in this study. The proposed model is based on task-technology fit theory. To test the model, a two-step procedure, known as partial least squares structural equational modeling (PLS-SEM), was used. To collect data, 160 HRM employees from pharmacy firms from pan India were approached. Only senior and specialized HRM positions were sought. Findings: An examination of the relevant literature reveals factors such as how prepared an organization is, how people perceive the benefits, and how technological readiness influences AI adoption. As a result, HR systems may become more efficient. The PLS-SEM data support all the mediation hypothesized by proving both full and partial mediation, demonstrating the accuracy of the proposed model. Originality: There has been little prior research on the topic; this study adds a great deal to our understanding of what motivates human resource departments to adopt AI in the pharmaceutical companies of India. Furthermore, AI-related recommendations are made available to HRM based on the results of a statistical analysis.

Impact of Training and Development on Organizational Performance: a Mediating Role of Employee Performanceimpact of Training and Development on Organizational Performance: a Mediating Role of Employee Performance

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Enhancing and sustaining employee engagement through HRM practices: A study on Indian unicorn startups

This study focuses on human resource management (HRM) practices that encourage employee engagement. It aims to explore the relationship between HRM practices and employee engagement and also investigates the moderating role of employee gender between both variables. The study applied a cross-sectional research design alongside correlational and regression analysis to evaluate the responses of 410 employees working in unicorn startups based in Gurgaon, New Delhi, and Mumbai through the structured survey questionnaires. Regarding the respondents’ gender, the majority are male (70%), and female constitutes 30%. However, the study results demonstrated that no matter an employee’s age or gender, effective HRM practices have a strong positive correlation with employee engagement (β = 0.93; p < 0.001). The results of the regression model show that HRM practices have explained 87% of the variance in employee engagement, which indicates that most of the employee engagement level depends on the best HRM practices of the organization. The gender differences do not significantly moderate this relationship. The F value in ANOVA analysis showed the overall significance of the model. The findings illustrated that by improving skills and promoting employee engagement, individuals experience heightened satisfaction levels and assume greater responsibility for their assigned duties. AcknowledgmentThis study is supported via funding from Prince Sattam Bin Abdulaziz University project number (PSAU/2023/R/1445).

THE MEDIATING ROLE OF EMPLOYEE PERFORMANCE: ASSESSING THE IMPACT OF SHRM PRACTICES ON ORGANIZATIONAL PERFORMANCE

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Impact of Human Resource Management (HRM) Practices on Teachers Performance in Golaghat District, Assam, India

This study examines the impact of Human Resource Management (HRM) practices on the performance of teachers in colleges under Golaghat District, Assam. The research adopts a descriptive research design with analytical and descriptive approaches. Data was collected from both primary and secondary sources, including interviews and questionnaires. The study population comprised 215 teaching faculty and 24 administrative staff from four colleges in the region. A stratified random sampling technique was used to select a sample of 74 respondents. The study assessed four HRM practices: Training & Development, Performance Appraisal, Compensation Practices, and Employees Participation. Descriptive statistics were employed to analyze the data and determine the mean values of each HRM practice. Results indicate that teachers were satisfied with Training & Development practices and Compensation Practices offered by the colleges. However, their perception of Performance Appraisal was neutral, while they positively acknowledged Employees Participation policies. Regression analysis was conducted to assess the significance of the relationship between HRM practices and teachers' performance. The results revealed that the variation in teachers' performance was not adequately explained by the variation in HRM practices, with an adjusted R2 value of 0.141. The study concludes that HRM practices alone may not be sufficient to explain the variation in teachers' performance. Additional factors not considered in the model may play a more significant role in influencing teachers' effectiveness. The study also highlights the need for further research to identify other variables that could impact teachers' performance. The findings suggest that educational institutions should continuously improve and implement effective HRM practices to enhance teachers' performance and contribute to the overall success of the organization. The study contributes valuable insights to the existing literature on HRM practices and employee performance in the context of academic institutions in Golaghat District, Assam.

Pengaruh Kompetensi, Prestasi Kerja, dan Pengalaman Kerja terhadap Pengembangan Karier Pegawai Kantor Wilayah Kementerian Agama Provinsi Sulawesi Selatan

This research aims to examine the impact of competence, work performance, and work experience on the career development of employees in the Regional Office of the Ministry of Religious Affairs in South Sulawesi Province. The sample for this study comprised 142 respondents who were civil servants employed at the Regional Office. To address the research objective, the author employed the multiple linear regression analysis technique with the aid of SPSS software. The findings of this study provide empirical evidence of the positive and significant influence of competence, work performance, and work experience on the career development of employees in the Regional Office of the Ministry of Religious Affairs in South Sulawesi Province. These results underscore the importance of enhancing competence, improving work performance, and acquiring relevant work experience as pivotal factors in advancing the careers of employees within this organizational context. The implications of this research highlight the need for organizations to prioritize competence development programs, performance management systems, and opportunities for employees to gain diverse work experiences. By investing in these areas, organizations can foster the professional growth and career advancement of their employees in the Regional Office of the Ministry of Religious Affairs in South Sulawesi Province. Future research can further explore additional variables or contexts to gain a comprehensive understanding of career development within the ministry and provide valuable insights for effective human resource management practices.

Human Resource Management Practices as Determinants of Organizational Performance

Human capital being unique and inimitable is a source of competitive advantage for organizations. Literature suggests that effective and well-established human resource management (HRM) practices help in better retention and utilization of human resources, thereby resulting in the improvement of the organizational performance overall. Most studies have examined the linkage between HRM practices and organizational performance in large organizations. Not much research is available on the effect of HR practices on the performance of small and medium enterprises (SMEs). Coimbatore is an entrepreneurial hub, its industrial ecosystem dominated by SMEs, therefore, there is a need to explore the HR practices in the SMEs of Coimbatore. This study evaluates the relationship among HR practices and organizational performance of SMEs in Coimbatore. Data was collected from 200 SMEs that were members of the Coimbatore District Small Scale Industries Association (CODISSIA). It was found that HRM practices had a significant positive effect on organizational performance.

Assessing the Impact of Human Resource Management Strategies on Distribution Efficiency in China's Small and Medium Enterprises (SMEs)

This research explores the role of Human Resource Management (HRM) strategies in shaping the distribution efficiency of China's Small and Medium Enterprises (SMEs). Given the increasing complexities in the global business landscape, effective HRM practices have emerged as significant drivers of operational performance in these enterprises. The study focuses on three key HRM strategies: strategic HRM, digital HRM, and employee well-being practices. Findings reveal that strategic HRM, marked by the integration of HRM policies with organizational goals, substantially enhances distribution efficiency. Additionally, the advent of digital HRM, facilitated by modern technologies, has revolutionized traditional HR practices, leading to improved operational efficiency, including distribution. Furthermore, prioritizing employee well-being has shown to foster a productive workforce, positively influencing distribution efficiency. The study underscores the need for SMEs to adopt these HRM strategies to bolster their distribution efficiency, thereby boosting overall performance and competitiveness.

IHRM: A BLIBIOMETRIC ANALYSIS

The globalization of business has created a need for companies to develop effective international human resource management practices. IHRM is a critical area of research in the field of human resource management, as it encompasses issues related to the management of people in a global context. Given the complexity of managing human resources across national borders, it is important to understand the factors that influence IHRM practices and their impact on organizational outcomes. This research aims to investigate the interrelationships between IHRM and other related topics, such as global and domestic hiring practices. The data used consists of 100 articles indexed by Scopus for the period of 2018-2023. This research method employs bibliometric analysis using the VOSviewer software. The results of the analysis were visualized through co-authorship, co-occurrence, and co-citation, namely the most frequently identified article citations from the 10 highest citation groups. It shows that IHRM commitment is related to other issues such as cultural divergence, IHRM strategy, HRM practices convergence, expatriates, and global HR hiring. This review aims to serve as a reference for future research on IHRM strategy and other relevant variables.

Mediating Effect of HRM Practices between Service Quality and Customer Satisfaction in the Real Estate Industry in Metro Manila, Philippines: A Literature Review

Human resource management (HRM) practices have been highlighted as essential for boosting organizational efficiency and keeping a competitive edge. A company's human resource management (HRM) division is crucial in raising customer and employee satisfaction levels with its services. Studies have shown that human resource management practices simultaneously impact service quality and customer satisfaction. Customer service excellence is also essential in evaluating client happiness. This literature review seeks to understand how clients view service quality, what factors affect customer satisfaction, and how human resource management practices mediate these effects. The sources and references came from research databases such as Google Scholar, the Open Access Directory Journals, and other websites. The review findings suggest that service quality aspects impacting customer satisfaction are crucial. It provides evidence supporting this conclusion by showing that service quality positively affects customer satisfaction. Finally, effective HRM practices significantly impact service quality and customer satisfaction. Service quality, a multifaceted idea, is crucial in determining customer satisfaction. The five dimensions of the Service Quality paradigm provide a comprehensive framework for defining and enhancing service quality, particularly in the real estate sector. Customer loyalty and satisfaction can rise by offering exceptional service in the five areas mentioned above. Businesses may boost customer loyalty and happiness by providing high-quality service in these five areas. Companies that offer excellent service and a positive customer experience are likelier to keep their current clients and attract new ones.

Role of corporate governance in human resource management with reference to Hindustan Shipyard Limited

Corporate governance is a critical component of effective human resource management practices. Since nothing can be said about the appropriate function of corporate governance regulations and standards without mentioning HRM, which are one of the grounds for achieving the organization’s planned objectives. In this context, it is necessary to consider an organization’s human resources, which include both corporate governance and employees, and can think of them as a subset of the settings where a business would try to boost investments in order to accomplish added value. In this purpose the present paper aims to study the role of corporate governance in human resource management with reference to employee perceptions in Hindustan Shipyard Limited. In this purpose a purposive sampling method has been followed to collect data from the selected respondents working in study organization. To reach the objectives of the study and test the hypothesis, descriptive and regression analyses have been done. Thus, the findings demonstrate corporate governance and human resources are interdependent, with each influencing and being influenced by the other.