Efficient Human Resource Management Research Articles

Prerequisites for efficiency of human resources management in crisis situations (from classic theories to a new vision)

Prerequisites for efficiency of human resources management in crisis situations (from classic theories to a new vision)

HUMAN RESOURCES MANAGEMENT DEVELOPMENT IN MICRO AND SMALL ENTERPRISES

The HRM development takes on particular importance as it is considered to be an organizational function that promotes and creates space for creativity, innovation, speed, efficiency and effectiveness, thus transforming the workforce into a precious asset to the organization. In this research we investigate to what extent parts of modern HRM policies are mostly implemented in Micro and Small enterprises in Kosovo and how do they impact efficiency of the businesses and their workers, we have developed and implemented some questionnaires related to the important variables of this issue. Businesses should be able to provide competitive advantages in the market, successfully cope with the rapid advancement of technology, the effects of globalization, and the need to have an effective and efficient workforce to better fulfil their economic objectives. The HRM has its role in lifelong learning and development of employees, employee relations with co-workers and management, human relations, as well as motivation of employees. The development of HR practices has an impact not only on the economic development of an organization but also on the creation of positive effects on a country’s economic and social development. This paper has basically descriptive and analytical research. The overall conclusion of the paper is that the efficient management of human resources has an impact on the development of the private business sector, and is positively related with increases in the efficiency of the employees and the firm, therefore the need for human resources management in private businesses is necessary and essential.

Эффективность управления человеческими ресурсами в условиях Сovid-2019

The main problem of social and labor relations in the context of COVID-2019 is the rise in unemployment. The article shows that an orientation towards the future forces us to pay attention not only to the preservation of the quantitative characteristics of human resources, but also to the efficiency of management of the most important factor of production for any enterprise “labor”.
 According to the Federal State Statistics Service, the dynamics of growth in labor productivity and growth in wages in the Russian economy have been built. The analysis showed that the COVID-2019 pandemic, having influenced the economies of all countries, did not fundamentally change the efficiency of human resource management, but created the conditions for its qualitative transformation.
 To ensure the long-term competitiveness of socio-economic systems in a changing environment, HR specialists are faced with the task of adequately assessing the ongoing changes and the appropriate transformation of human resource management systems.

Pengembangan Sumber Daya Manusia di Industri Otomotif Melalui Institut Otomotif Indonesia

Creating an organization or company, both in terms of form and purpose, is made based on a vision to fulfill human interests. In its implementation, the mission is managed by human resources. In addition, human resources are a central factor in an organization or company. So that the need for effective and efficient human resource management to achieve the company's goals optimally. This research is a case study using primary data collected from interviews and observations. In addition, it also uses supporting data, namely secondary data obtained from the results of previous studies and literature studies. This research aims to study and identify human resource development systems in the automotive industry by linking IOI's role in preparing competent human resources in the automotive industry in Indonesia. The results of the study show that the development and improvement of HR competencies in the automotive industry can be carried out by: (1) Competency-based education and training systems; (2) Organizing training with a 3 in1 system; (3) Reskilling and Upskilling; and (4) participating in the PIDI 4.0 ecosystem. In addition, there is a need for good coordination and cooperation between IOI organizations and stakeholders such as academics, business, government, and society in order to be able to create competent human resources to advance the national automotive industry.

RISKS TO HUMAN RESOURCE MANAGEMENT

In this article, an attempt will be made to outline the main risks in human resource management. For this purpose, an analysis is made and the possibilities for assessing the effectiveness of human resources management are considered. The presented information will be used to assess and measure the lost benefits and gaps in human resource management in different regions. A review of the contribution of human resources to the achievement of regional economic growth will be made, taking into account the problems of employment and unemployment in the regions of the country as a result of the COVID-19 pandemic. By increasing the efficiency of human resources management, it will be possible to increase employment and reduce unemployment, as well as to achieve regional economic growth. A significant point in the study is placed on the development of smart cities and the increase of micro-links between the individual and the business entity on the labor market.

Undertaking innovation activities at enterprises: A model for building efficient teams

The pandemic-induced financial crisis forces modern Russian enterprises to look for ways to maximise their efficiency while keeping financial investment to a minimum. A potential avenue is to attain a high level of innovation feasibility due to efficient human resource management, in particular through the optimal distribution of employees between projects. The research aims to investigate the possibilities and limitations of contemporary mechanisms for building effective teams and develop a model for staffing innovation activities at enterprises. The methodological basis of the research includes the theory of team effectiveness and team intelligence, conceptual understandings of team formation modelling. In terms of the methods, the study uses in-depth interviews, projective techniques, modified semantic and personal differential, economic statistical modelling, qualification testing, Markowitz portfolio analysis, and digital methods for addressing the issues of optimisation. The authors propose a three-level model for staffing innovation activities, which allows determining and adjusting the composition of teams quickly in line with the company goals and for specific projects. Testing of the model at the case of an enterprise in Chelyabinsk oblast demonstrated its efficiency and practical value. The adoption of the model promotes income growth, diminishes risks of innovation activities, and shortens the payback period of projects, which is especially important for innovative products, where the time to market often plays a decisive role.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

Effectiveness of Human Resources Management in the Enterprises of Ukraine’s Bakery Industry

Competition in the national labor market, which is strengthening as globalization and structural employment disproportions intensify, encourages domestic companies to seek reserves for more efficient human resource management as the only competitive advantage that cannot be copied. The aim of the research is to develop a comprehensive methodology for assessing the effectiveness of HR management at bakery companies as employers of a Ukraine’s priority industry, which is based on the provisions of the new (first) international human capital accounting standard ISO 30414:2018 and is implemented using system-structural, abstract-logical methods, as well as those of multidimensional statistical analysis and visualization of empirical data. The developed methodology will allow to determine an integrated indicator for the effectiveness of HR-management, which simultaneously performs the functions of controller and navigator of strategic management decisions in this area.

The Efficiency of Human Resources Management During the Disruption and Pandemic Era: An Empirical Study of Indonesian Islamic Banks

Human resources are the main factor ensuring the efficiency of the company, especially in the middle of the disruption era and the Covid-19 pandemic. This research adopts the human resource efficiency approach to measure the performance of Indonesian Islamic banks that interact with each other within contextual issues of mega-merger policy in 2020. Samples were taken from twelve full-fledged Indonesian Islamic Banks from 2014 to 2019. The efficiency frontier analysis results show that most Islamic banks within the period of research are operating more on variable returns to scale basis, and only one bank has consistently been able to increase the output of financial intermediation performance proportionally for each additional input of human resources cost. The pooled regression test results on the three bank performance models show that allocation of human resource funds in Islamic banks tends to have more effect on increasing operational profits rather than the distribution of funds to the public through financing mechanisms or investment in Islamic securities. Based on verified models, more innovation in training employees and investing in training costs are needed for employees to have a deeper understanding of the nature of risk-profit of financing and investment activities of Sharia/Islamic banks. Highly skilled employees ensure the future promising performance of Islamic banks to deal with new global-normal.

Management of the State and Development of Human Resources of Industrial Enterprise in Accordance with the Dynamics of the Influence External and Internal Fac-tors

The specifics of human resource management primarily consider the work with the personnel of enterprises and organizations, and the basic concept that existed earlier said that the human resource and personnel of enterprises and organizations are some expenses that need to be constantly repaid. Now, personnel-human resources are considered as the resources of the enterprise, and this approach is used to increase the understanding of the belonging of employees and more effective use of their competencies in the organization system. Respectively, as resources are one of the most important characteristics of the enterprise and personnel should be attributed to the resources necessary for the sustainable development and functioning of the enterprise. The general concept of human resource management provides for a set of certain beliefs and suggestions that are formed and focused in one company, so you can talk about the corporate culture, about specific factors that are accepted in the company, and are, in turn, also a certain resource. The aim of the study is to form an up-to-date approach to improving the efficiency of human resource management at an industrial enterprise. Materials and methods. As part of the materials and methods, it is necessary to note the analysis of approaches, methods and models of human resource management presented in the scientific and technical literature, as well as the results of their implementation in the practice of industrial enterprise management. Results. The article substantiates the main scientific provisions and the need to form a general strategy for personnel development, which forms employees' self-determination in the organizational structure of the enterprise and the vector of their development, and the management has a clear idea in the development of personnel management decisions. Conclusion. A vague formulation, the absence of a personnel development strategy or its inconsistency with the general strategy of the enterprise and the dynamics of the influence of external and internal factors creates some uncertainty, which further leads to the “turnover” of personnel and does not allow achieving the goals set by the management of the enterprise.

The evaluation of personnel progression in state medical organizations of the Irkutsk Oblast

The medical personnel reallocation is the most important resource to ensure sustainable functioning and development of medical organizations and health care system as a whole. The purpose of the study was to assess reallocation of medical personnel of state medical organizations in the subject of the Russian Federation exemplified by the Irkutsk Oblast in 2015-2019. The study permitted to test approaches to application of methods for analysis of reallocation of medical personnel in respect of physicians. The results contribute to development of measures targeted to prevent and to reduce the medical personnel turnover and to increase efficiency of human resources management in health care.

Human Resource Management Practices and Workplace Deviant Behaviour of Manufacturing Firms in Rivers State, Nigeria

The nexus between human resource management practices and workplace deviant behaviour in manufacturing companies in Rivers State, Nigeria, was investigated in this study. The sample was conducted in a cross-sectional manner. This study looked at 470 staff from six manufacturing companies. In order to minimize bias in sample case collection, this analysis utilized a simple random sampling method. The primary data was collected using a questionnaire that was provided to each respondent. The spearman rank order correlation coefficient was used to analyze the results. According to the findings, human resources management practices (compensation and employee relations) had a negative significant relationship with both interpersonal and organizational deviant behaviour, with the exception of compensation and interpersonal deviance, which had no significant relationship. It was determined that an efficient human resource management practice in terms of compensation and employee relations is critical in reducing the occurrence of deviant behaviour by manufacturing employees. As a result, the study proposed that manufacturing company management improve workforce relations by caring for workers' well-being and maintaining industrial cohesion, which would further minimize individual and corporate deviant conduct.

HUMAN RESOURCES MANAGEMENT - THE CHALLENGE OF THE NEW MILLENNIUM

The developed world has long known that human resources are the most important factor in the business of any organization. That is why he should be given the greatest attention. However, in the modern world of high technology, it often happens to pay attention to electronic systems and to forget how important people really are. With this text, he wants to emphasize the importance of good interpersonal relations in the organization and point out that employees who do their job well are the most valuable assets it has, that the strength of every company is in the abilities of all employees, that employees make the company what it really is. they are the ones who give life to the company and enable its functioning. The paper emphasizes that the abandonment of old, traditional, and the introduction of new modern management styles is a prerequisite for a successful market presence of any organization and analyzes the situation in this area in our companies. In order to emphasize the new roles of managers, attention is focused on his leadership and coaching skills, and communication skills that are the key to successful cooperation and greater motivation of employees. The recommendations and conclusions contained in this paper can be the basis for further research, with the aim of providing a better theoretical basis for effective and efficient human resource management in facing the many challenges of the new millennium.

Present Day Developments on the Labor Market of the Russian Federation and Peculiarities of Its Competitive Environment

The study presents the analysis of the modern day labor market of the Russian Federation from the point of view of the major challenges. The researchers focus on the regulation tools of the labor market and classification of the impact factors that affect the performance of the market and its regulation as well as competitiveness of the human resources, including the employees of a separate enterprise. Along with the methodology of the labor market regulation, much attention is paid to the elaboration of the index system which reflects the level of labor market development and effectiveness of its regulation and can be subject to statistical analysis, which, therefore, allows to evaluate the condition, tendencies and peculiarities of the labor market and define trajectories in its regulation. The impact factors targeting improvement of the competitiveness of the employees make a pattern comprised of the elaborated steps aiming for the efficient human resources management and business management.

스포츠센터 종사자의 조직공정성과 긍정심리자본 지각이 조직시민행동에 미치는 영향 : 고용형태의 조절효과

This study aims to examine the structural relationship between the organizational justice, positive psychological capital and organizational citizenship behavior in the sports center, and further to verifying differences in influence by employment condition. toward this end, the structural equation model was verified using IBM SPSS 23.0 and AMOS 23.0 for 186 data collected through the convenience sampling method after selecting employees working in the sports center. The results of this study were as follows. Firstly, among the sub-factors of organizational justice perceived by sports center workers, both distribution justice and procedural justice have been shown to have positive effects on organizational citizenship behavior. Secondly, among the positive psychology capital of sports center workers, resilience, optimism and self-efficacy were shown to have positive effects on organizational citizenship behavior, but hope did not have a significant impact. Thirdly, it has been shown that there is no adjustment effect of employment condition in the relationship between perceived organizational justice, positive psychology capital and organizational citizenship behavior of sports center workers. As large-scale human resources are being injected into the sports center, operators need to seek effective human resource management based on the results of this study, and efficient management of limited human resources based on this.

Ethical Climate(s), Distributed Leadership, and Work Outcomes: The Mediating Role of Organizational Identification.

Organizational identification (OI) has increasingly attracted scholarly attention as a key factor in understanding organizational processes and in fostering efficient human resource (HR) management. Available evidence shows that organizational ethical climate crucially predicts OI, a key determinant of both employees’ attitudes and behaviors. In the present paper, we examined the relationship between two specific ethical climates (self-interest vs. friendship), distributed leadership (DL), and employees’ attitudes and behaviors, incorporating OI as a core underlying mechanism driving these relationships. Three hundred and forty-two employees filled out questionnaires to examine ethical climate, DL, OI, and a series of measures concerning attitudes and behaviors toward the organization. Structural equation modeling confirmed that a perception of an ethical climate of friendship (but not self-interest) fostered OI, which elicited higher commitment, perceived trust and recommendation, and lower turnover intention. Perception of DL further contributed to increasing OI. Our findings suggest that HR practices should carefully consider employee perceptions of a collectivistic (vs. individualistic) ethical climate, together with perceptions of DL, as key determinants of positive organizational outcomes. We discuss results in light of the social identity approach and present practical implications for HR management.

Система управления кадровым потенциалом промышленных предприятий в условиях инновационных перемен: роль, особенности и направления оптимизации

The transition to the sixth technological order of the modern economy develops new approaches and principles of managing economic systems aimed to reproduce groundbreaking innovations that contribute to economic growth and enhance the competitive advantages of the country's economy in the world arena. This validates the issue of strengthening human resources of industrial enterprises as a key component for the competitiveness of national industry. The purpose of the research is to develop a mechanism for the efficient management of human resources of industrial enterprises. This mechanism should ensure sustainability of human resources innovative development in the context of unpredictable environment. To achieve the purpose of the research, the authors applied the methods of scientific cognition: a dialectic approach, analysis and synthesis, as well as the tools of econometric modeling. The analysis helped develop economic and mathematical models which, unlike the existing ones, prove the actual need for stronger human resources of the RF industrial enterprises with a better quality of human resources management in the context of global economy trends. The models can be used to predict trends in the RF economy, timely identify relevant areas of innovative development and develop proactive management measures to enhance human resources efficiency in the context of innovative changes. The proposed mechanism for enhancing the industrial enterprises’ human resources ensures constant and comprehensive monitoring of enterprise environment, construction of flexible architecture of management processes, structuring of the management functions, reasonable distribution of the functional tasks among the departments and particular executors, regulation and optimization of subject-object relations, identification and classification of the parameters which impact the successful achievement of strategic goals, as well as the development of a transparent system of eliminating the barriers for worse quality and efficiency of human resources exploitation. The scientific recommendations and conclusions articulated in this study can act as a methodological tool for the management of industrial enterprises in determining options for solving the problems of economic growth and increasing competitiveness. Further research is seen to be in unification of the methodological tools of human resources management with regard to the proposed management system based on modern information technologies.

Управління персоналом як ефективний інструмент удосконалення роботи підприємств індустрії гостинності

The article is aimed at studying the issues that determine the relationship between the management function and its instrumental apparatus to improve the efficiency of the functioning of enterprises in the food organization industry. The article analyzes the relationships in the team, which form the basis for staff management in restaurant facilities, since in the conditions of constant socioeconomic changes and dynamic development of market relations, the need for effective and professional management staff increases. Socioeconomic approaches to improving the efficiency of human resource management at the enterprises of catering sector are considered. It is identified that the implementation of managerial decisions is influenced by the following factors: material resource base, training and strategy of the enterprise’s management, as well as support on the part of the staff. It is researched what the motivational component consists of and what is the main goal of motivation; the psychophysical, personal, professional and material motivators of behavior of restaurant chain employees, as well as the main types of motivation and forms of their stimulation, are identified. The essence of the staff management system, which is inherent in the network of restaurants in the city of Vinnytsia «Fayni Spravy», is substantiated; it is determined that restaurants of this network need constant improvement of staff management in order to continue to move forward in accordance with the current market challenges. Also, the management of the network enterprises should reduce the cost of funds and time to find new staff. To do this, it is necessary to establish closer communication with colleges and universities of Ukraine. The main methods of improving the efficiency of staff management, taking into account the concepts of corporate culture, the formation of leadership, the use of positive features of the organizational structure, the characteristic features of this network, are proposed. It is argued that employees should be given the opportunity to acquire new skills and move along the hierarchical structure of the restaurant, along with the policy of stimulating motivation. This will significantly reduce the turnover of staff in the enterprise and ensure its effective functioning

Empirical studies on efficient human resource management factors in enterprises with multinational personnel

Expanding trends of globalization in economic factors of management enhance the scales of integration and cooperation at the international markets and contribute into a more extensive international migration of labour force. This gives rise to more enterprises with multinational personnel, which determines the need to develop methods, mechanisms, and management models for multinational staff. The purpose of the article is to develop the evaluative methodology for efficient human resource management factors in an enterprise with multinational personnel and a procedure to implement this methodology. The authentic methodology and procedure are tested with an expert survey and questionnaire among the top managers and employees of dozens of companies in Penza Region. The scientific novelty of the study focuses on the development and scientific justification of theoretical and methodological provisions and recommendations aimed at better performance of enterprises with multinational personnel with due regard to correlation regressive stimulation. The article describes the system of efficient human resource management factors in the enterprises with international personnel with the focus on the mechanisms of search, selection, adaptation, professional training, and motivation of foreign employees. The empirical study analyzes the actual performance of human resource management system in the companies with multinational personnel in Penza Region; the study also recommends the quantitative values of management impact factors with the strong effect on company’s performance. The paper proves that the analyzed factors at their highest capacity in the enterprises with multinational personnel have a positive impact on the financial and economic figures of the companies: return on capital, output per an employee, before-tax profit per an employee, a working capital turnover. This authentic methodology and procedure applied to the companies with multinational personnel identify the actual exploitation of human resource management factors and their value, as well as develop a set of measures aimed at higher efficiency of managerial impact on them. Further research is seen to be connected with developing a comprehensive theoretical methodological approach to a human resource management system in enterprises with multinational personnel.

The Effects of Perception of Professionalism on Job Satisfaction and Job Engagement in Cosmetology Instructors

This study attempted to investigate the effects of perception of professionalism on job satisfaction and job engagement against cosmetology instructors. The goal is to enhance the efficiency of human resources management by increasing job satisfaction and job engagement. For this, an online questionnaire survey was performed against cosmetology instructors from across the country from May 1 to Jun 4, 2020 (33 days), and a total of 424 copies were used for final analysis. The collected data were analyzed by frequency analysis, factor analysis, correlation analysis and multiple regression analysis, using SPSS 23.0, and the results found the followings: First, according to analysis of correlations among perception of professionalism, job satisfaction and job engagement, all sub-factors of the perception of professionalism revealed a statistically significant correlation with job satisfaction and job engagement factors. In addition, job satisfaction and job engagement factors were correlated to each other with statistical significance. Second, in terms of the influence of perception of professionalism on job satisfaction, all sub-factors of perception of professionalism had an effect on teaching profession consciousness and development. Third, regarding the influence of perception of professionalism on job engagement, ‘social status and competence’, ‘social service’, ‘systematic instruction’ and ‘code of ethics’ affected all sub-factors of job engagement. Fourth, concerning the effects of job satisfaction on job engagement, ‘innovation’, ‘autonomy’ and ‘teaching profession consciousness’ had an influence on ‘devotion’ and ‘commitment’. All sub-factors of job satisfaction affected ‘vitality’. It is anticipated that the study results would help cosmetology instructors build self-confidence through perception of professionalism and provide basic data for high-quality educational services by enhancing job satisfaction and engagement.