Effective Human Capital Management Research Articles

Тенденции развития и применения инструментария комплексных информационных систем управления человеческим капиталом в условиях импортозамещения

Under modern conditions, successful business functioning and development are determined not only by effective management of internal business processes and creating harmonious relationships with competitive external environment, but also by re-interpreting the value of the key corporate asset, that is, human capital. For quite a long time, the HR management contour in the system of interaction between employer and employee has been considered only from the point of view of accounting and settlement operations. They were the ones that were automated in traditional HR accounting and payroll information systems. However, at the present stage, the number and content direction of HR processes have significantly expanded and talent management, training, development and motivation of personnel have become a priority. In this regard, automated accounting of only quantitative indicators is insufficient for effective human capital management. HR automation systems are gradually replaced by comprehensive HR-tex solutions that automate all HR processes and refer to all sections of the HR cycle. The purpose of the study is to consider the evolution of HRM systems and their compliance with modern HR processes, and to analyze the state of domestic software market for their automation. The analysis showed that Russian market is currently experiencing an urgent need for integrated automation tools that provide functional coverage of all human capital management processes. It is fragmented and characterized by a fairly high level of maturity of accounting and settlement contour software products along with the patchwork nature of IT solutions that automate the quality indicators of HR processes. In this regard, the conducted research on the development of HRM systems, taking into account technological trends and business needs for integrated solutions, allowed systematizing information in the form of a model of a complex, integrated system, and formulating requirements for it. It was established that integrated HRM system has a modular character and it is advisable to form a set of customized functions to manage the development of human capital potential based on the needs of a particular business. The highlighted areas of HRM systems development can be used in elaborating of import-independent software products of this class, as well as by enterprises when choosing tools for automating HR processes.

The effect of human capital on organizational performance in the service industry 4.0: Mediation analysis from Indonesia

The service industry is currently facing the era of Industry 4.0, which results in an increasing need for talents who master information and technology to increase company productivity. Innovation is one of the strategies that service companies need to improve in order to compete with other companies. Organizational learning is also a company’s effort that is used to determine and meet the increasingly diverse needs of consumers to improve company performance. This study aims to investigate the role of innovation and organizational learning as mediating variables between human capital and organizational performance. The sample consisted of 305 managers in the service industry of Indonesia using a purposive sampling technique, with the minimum sample size determined using GPower software. Data were collected using a self-reported questionnaire distributed online via a Google form. Furthermore, data were analyzed using structural equation modeling partial least squares with the SmartPLS 3 software. The results reveal that human capital significantly affects organizational performance, innovation, and organizational learning. Then, innovation and organizational learning have a significant effect on organizational performance. Furthermore, innovation and organizational learning act as mediators between human capital and organizational performance. These findings shed new light of the importance of effective human capital management in improving organizational performance. Furthermore, innovation and organizational learning are variables that can bridge the two relationships in the service industry. AcknowledgmentsThis study is funded by the Indonesia Endowment Fund for Education, Ministry of Finance of the Republic of Indonesia.

Human Capital Management Analysis And Organizational Cultures For New Entrance In Ev Station Electric Vehicle Charging Station

As the demand for electric vehicles increases, the industry has seen significant growth in EV charging infrastructure. One key element supporting EV Station success is effective human capital management and an organizational culture that aligns with business objectives. This research method is based on short-term, medium-term and long-term goals followed by conducting a 3-stage analysis, namely Input Stage, Matching Stage, Decision Stage, Porter's Generic Strategy and ending by creating a Lean Business Canvas. The results of this study are the employee's work experience, the expertise he has, the combination of work experience and expertise possessed by the employee such as technical expertise in terms of charging and equipment maintenance is an important foundation in employee selection and promotion. In addition, smart corporate strategies in human capital management also include incentives and reward programmes.

Performance management for effective virtual work performance in the higher education sector in the Eastern Cape Province

Theoretical and empirical work on performance management has, over the years guided human capital management practices. In recent years, known practices for effective human capital management have been challenged and thrown into disarray owing to modification of the concept of 'workplace' which has been virtualized in many sectors such as the higher education sector. The purpose of the study was to investigate the question: How can performance management be implemented for better performance of academics at a university selected from the Eastern Cape Province. The study was inspired by the Resource Based Theory based on the need to create unique internal capabilities among human capital for unique performance. A typical university in the Eastern Cape that has significantly virtualized was considered and data was collected through document analysis related to the study of the performance management policy of the university and interviews with eight Heads of Departments (HOD) at the University were conducted. The results showed that performance management in virtual work arrangements should arise from inspired psychological states in academics to meet certain societal needs through effective higher education. Specifically, it was found that in virtual higher education arrangements, academics and non-academics in the sector should be psychologically empowered to see the value of their independent contributions so that they become self driven for better performance. It was also found in the study that performance rewards and personalized job satisfaction and self motivation were important concepts for better performance. It is recommended that, as they virtualise, higher education institutions should promote empowerment and self driven desires to perform through effective reward structures, individual motivation systems and employee recognition systems. There was evidence that these practices have become more important in the virtual context than ever. Keywords: Performance management, Human capital, job satisfaction, employee motivation, virtualization, digitalization, remote working.

Research on Employee Relationship Management Based on Organizational Commitment

The employee relationship based on organizational commitment discussed in this paper refers to the relationship between enterprises and employees, from the perspective of organizational commitment to study and explore the relationship between enterprises and employees. Employee relationship management is to establish a people-oriented organizational culture, carry out effective human capital management for employees, through the establishment of corporate vision and value system, cultivate employees' feelings for the organization, provide organizational support, and strengthen the communication between the organization and employees.

Measuring the Maturity Level of Human Capital Management at Mycotech Lab

Mycotech Lab, an Indonesian biotechnology start-up founded in 2015, specializes in producing environmentally friendly materials using agricultural waste and mushroom mycelium. The company primarily uses a business-to-business (B2B) model to sell its products. However, only one of their products significantly contributes to the company's revenue, indicating an issue regarding innovation performance. Innovation is generated through human capital, and effective human capital management (HCM) is essential for creating value, including innovation. This study aims to assess the level of HCM maturity at Mycotech Lab and provide recommendations for its improvement. This study utilizes the HCM maturity framework developed by Bassi and McMurrer, which evaluates 5 drivers together with 23 practices of HCM. This study adopts a quantitative approach, utilizing an online questionnaire to collect data from 36 management employees of Mycotech Lab. The findings reveal that Mycotech Lab has a marginal level of HCM maturity, with 72.2% of respondents demonstrating an understanding of the company's HCM implementation. However, certain practices within each driver remain at a poor level, and 27.8% of respondents have a poor understanding of the company's HCM implementation. Therefore, the researcher recommends that Mycotech Lab undertake rearrangement, investment, and evaluation to enhance HCM maturity. Additionally, improved communication about HCM implementation within the company is recommended to enhance HCM understanding among employees.

Efficiency Management of Human Capital with the Change of the Social and Economic System of Ukraine

"The purpose of this article is to examine the dominant effectiveness management of human capital with the change of the social and economic system of the Ukraine. A substantiated comprehensive methodology for evaluating indicators of intensive use of economically active human resources in the regional labour market is given. An analysis of the development of the intellectual component of the human capital of Ukraine was carried out according to macroeconomic indicators. A comparison of the level of efficiency of human capital management in Ukraine and in the EU was made. The gradation of the level of intensity of use of economically active human resources of the Steppe zone of Ukraine by the category “Urban area” and “Rural area”, “Educational and qualification level” in relation to the total population of the given territory aged 15-70 was carried out. The forecast level of effective management of human capital between the regions of Ukraine has been determined. A forecast calculation of the relationship between the growth rate of the nominal GDP of Ukraine and the forecast shares of macroeconomic indicators of the development of the intellectual component of human capital management, which characterize the parameters of the distribution of economically active human resources in the regional labour market, was conducted."

СИСТЕМА УПРАВЛЕНИЯ РАЗВИТИЕМ ЧЕЛОВЕЧЕСКОГО КАПИТАЛА ОРГАНИЗАЦИИ В СОВРЕМЕННЫХ УСЛОВИЯХ

Human capital is one of the main resources of an organization. To effectively manage human capital, you need to be able to evaluate it, find weaknesses and, based on the results of the analysis, make decisions on its optimization. This study describes existing methods for assessing an organization’s human capital. The object is the human capital of the organization and methods for its assessment. The purpose of the study is to analyze existing methods for assessing human capital and, based on them, develop recommendations for the assessment and development of human capital. The authors summarize the existing research results and propose new methods for effective human capital management for consideration: gamification of the onboarding process for new employees of an organization, borrowing employees from different companies in projects. These methods are compatible with the concept of Industry 5.0, when the need to meet the needs of employees, identify their talents and create conditions for personnel development in the organization comes first.

Managing Human Capital Through the Use of Performance Improvement Plans

Management of human capital through the use of performance management systems and performance improvement plans is of the utmost importance to managers. Employees are the most valuable assets companies possess. Effective management of human capital can have a direct impact on individual and team performance, as well as the success of the business. This paper focuses on the use of the performance improvement plan and its impact on employee performance outside of the progressive disciplinary process. In this paper, we review the existing literature on human capital and performance improvement plans, and make managerial recommendations for the use of performance improvement plans going forward.

Effective human capital management as the main direction of regional economic development

The article attempts to substantiate the importance of changing approaches to improve the efficiency of human capital management at the regional level by analyzing the level of human capital development based on data from the Bryansk region. The study of the dynamics of human capital growth, as well as the directions of improving the efficiency of human capital management, based on the creation of an educational cluster in the Bryansk region.

Endomarketing: Una herramienta para la gestión efectiva del capital humano

Endomarketing: Una herramienta para la gestión efectiva del capital humano

ОЦЕНКА ЧЕЛОВЕЧЕСКОГО КАПИТАЛА В ИНТЕРЕСАХ ИННОВАЦИОННОГО РАЗВИТИЯ

One of the sources of economic wealth is the effective management of human capital, which promotes innovation. The article considers some aspects of the analysis and accounting of this relationship.

The role of human resource management in the concept of sustainable enterprise development

In the article the sustainable development as the alternative concept of further transformation of the economic system in general and an enterprise in particular is considered. The concept of the sustainable development cycle of enterprise was improved by the authors; they specified the important role of human resources management in this cycle. The paper emphasizes the need to focus the human resources management not only on the operational activities’ results, but also on increasing the employees’ personal competitiveness and intensifying collaboration and mutual support to form a corporate knowledge due to developing corporate universities and E-learning systems aimed at continuous sustainable development of human resources. A significant attention in the concept of an enterprise sustainable development is paid to creation an effective human capital management strategy. This strategy should be focused on decomposition of the objectives in sustainable development, building a favourable organizational culture, developing business models that are based on effective communication with consumers, selecting the state-of-the-art forms of business organization and doing business; this is including, but not limiting, to those that have emerged in the field of social business, which allow to move towards implementation of the main objectives of sustainable development.

The Impact of Organizational Culture on Customer Service Effectiveness from a Sustainability Perspective

The conducted study focused on a multinational ITC (Information Technology and Communications) company. Empirical research aimed to evaluate organizational culture based on Denison’s model through four features: capacity development, basic values, customer orientation, and goals and objectives. At the same time, the study analyzed service provided to customers, taking into account its three phases: pre-transaction, transaction, and post-transaction. As research methods, we used a questionnaire-based survey and direct observation. The results of the study demonstrate that the company has a strong culture based on an adequate core value system (shared by company members), innovative and effective human capital management practices, and customer orientation. All characteristics ensure the integration of sustainability principles into strategies, policies, and management practices of the company. At the same time, the authors develop a design and analysis model of the impact of organizational culture features on customer service effectiveness, highlighting that the four organizational culture features are good predictors for improving customer service effectiveness, which promotes an ethical business model and sustainable pursuit of economic, social and environmental performance. The study identified a set of good management practices and solutions in the design, operationalization, and monitoring of customer service.

Improving Organizational Performance Through HRM-line Partnership: A Case of Higher Education Sector of Pakistan

In todays’ knowledge economy, the organizations focus on creating value through their most valuable resources i.e. human resource. For an effective management of human capital, a healthy partnership between HRM function and the line managers (heads of other departments/sections) is essential. Such type of partnership can augment the strategic success at different levels of organization. The main focus of this study is to evaluate how the partnership of line managers and HR managers in managing different HRM activities help a firm to achieve competitive advantage. The data was collected through the departments/section heads of public sector universities of Pakistan. The results indicate that when line managers actively participate in managing the HRM function of an organization, it yielded improved organizational outcomes. Therefore, the results of this study have an important implication for the managers of higher education institutes to devise mechanism to involve the line managers in managing HRM activities and thereby achieve higher performance outcomes in higher education sector of Pakistan.

Influence of human capital on enterprise development

Introduction. The relevance of research of the impact of human capital on the results of the enterprise conditioned by the high level of theoretical and practical importance of human capital for the dynamic development of enterprises and organizations in a market economy. Enterprise development is systemic changes of physical, organizational, intangible and financial factors of its functioning, which lead to positive economic changes. The overall development of the enterprise includes the following components: development strategy (creation and continuous improvement of competitive advantages of the enterprise); investment strategy; organizational strategy - creation of effective structure of the enterprise, system of its management and improvement; strategy for improving the efficiency of human capital (increasing the quality, quantity and efficiency of human capital of the enterprise). Purpose. The article aims to study the impact and ways to increase the efficiency of human capital use for enterprise development. Method (methodology). The following methods have been used in the course of the research: method of theoretical justification, method of statistical analysis, method of comparison, abstract and logical method, graphical and tabular method. Results. The main tendencies and regularities of influence of human capital on the development of the enterprise have been revealed. One of the essential features of modern production is its significant dependence on the quality and management of human capital, the forms of its use and the extent of staff involvement in enterprise management. High results of effective management of human capital of the enterprise can be achieved by constant analysis of the human capital, which is directly related to the parameters of the overall effective activity of the enterprise.

ZARZĄDZANIE KAPITAŁEM LUDZKIM W KONTEKŚCIE PRZYGOTOWANIA DO PRACY W OBSZARZE RACHUNKOWOŚCI

Effective management of human capital is currently one of the most important challenge faced by today’s managerial staff. Employees are the foundation of any organization in which you must constantly invest and create the right conditions for development. Ensuring that employees are properly implemented to perform their duties is, however, one of the key phases in the entire cooperation process. At the same time, it is important to properly prepare the content, as well as to indicate the right ethical principles that employees should follow in their activities. In particular, the above-mentioned assumptions should be applied to persons professionally connected with accoun­ting which, through the proper performance of their duties, contribute to creating a reliable system as a whole.

ЭФФЕКТИВНОСТЬ УПРАВЛЕНИЯ ЧЕЛОВЕЧЕСКИМ КАПИТАЛОМ НА ПРИМЕРЕ ТЕХНИЧЕСКИХ ВУЗОВ САНКТ-ПЕТЕРБУРГА

Формирующаяся инновационная инфраструктура вузов, нормативно-методическая база, эффективные контракты, новые подходы к подготовке и управлению научно-педагогическими кадрами свидетельствуют об инновационном характере управления в системе высшего образования. Именно качество человеческого капитала вузов имеет решающее значение для реализации всех инноваций в системе высшего образования. Поэтому предметом исследования является качественная характеристика управления, которой является эффективность управления человеческим капиталом вуза. Цель – обоснование модели эффективного управления человеческим капиталом вуза в соответствии с его общим направлением развития. Методология исследования включает обоснование ряда положений и аргументацию выводов на основе использования общенаучных и специальных методов анализа – диалектического, ситуационного, а также использования коэволюционного (системно-процессного) подхода. Проведенный анализ кадровой политики Санкт-Петербургского горного университета и Санкт-Петербургского государственного университета аэрокосмического приборостроения продемонстрировал результаты эффективного управления человеческим капиталом, что подтверждается данными статистики. Однако существующие проблемы объективной оценки эффективности управления обусловили необходимость дополнения индикативных методов индексными. Результатом стала модель, включающая индексные методы оценки эффективности управления человеческим капиталом. Данная модель применима при оценке капиталовложений в персонал вуза, который в свою очередь позволяет оценить эффективность управления человеческим капиталом. Таким образом, системный процесс оценки эффективности управления человеческим капиталом вузов по представленной модели позволит своевременно находить проблемные зоны и узкие места в управлении их человеческим капиталом, что обеспечит своевременное реагирование управленческого звена вуза на проблемы в области его человеческого капитала.

Effective Human Capital Management as a Growth Factor in the Agricultural Production Sector

In the present research, the authors consider theoretical and practical aspects of effective human capital management as a growth factor in agricultural production. In the current highly competitive environment, rational and effective management of human capital can improve the performance indicators of the company and thus generate growth in its production. The problems of the formation and development of human capital have been analyzed by both domestic and foreign scientists; however, there are numerous problems that must be addressed, especially in agriculture. Considering special characteristics of agricultural enterprises, the authors attempted to solve these problems by optimizing the structure of human capital, proposed the procedure, made calculations according to this procedure and assessed the obtained results; conducted SWOT analysis of the human capital management in agricultural enterprises and drew the conclusions in the end of the article.

Effect of Human Capital Management on Firm Performance via Balanced Scorecard

Nowadays, there is an increasing reliance on intangible assets as important determinants of firm value. Research was focused on the influence of human capital as an intangible asset on the organizations’ performance. This paper makes insights by exploring the concept of human capital management HCM and the impact of the balanced scorecard BSC on it and the effect of both on firm performance. The model was developed to include HCM indicators, deducted from resource-based and motivation theories, “competence” and “motivation & commitment”. The model also includes the four areas of the BSC: learning & growth, internal business, customer and financial performance; in addition to firm performance as research dependent variable. Data was collected from the 4 telecommunication organizations in Jordan, using 65 questionnaires. The hypotheses were tested using Amos analysis to determine the impact of using Balanced Scorecard BSC on Human Capital Management HCM, and the impact of both variables on Firm performance. The results revealed that the BSC has significant impact of effective human capital management; and both have positive effect on firm performance. They also revealed the primordial inter-functional strategic role of BSC and how important is the investment on commitment & motivation and competencies that would certainly lead to increase firm performance.