Field Of Resource Management Research Articles

Implementation of Strategic Human Resource Management Practices: A Review of the Organisational Performance and New Research Paths

This study aims to discover new avenues for research in the field of Strategic Human Resource Management (SHRM) by investigating the effects of SHRM practices on organizational performance. This study investigates how well HR policies and procedures mesh with overarching company objectives by means of a quantitative methodology and an exhaustive literature analysis. Quantitative data will be gathered through structured surveys aimed at 500 HR managers and executives from different industries. The purpose of these surveys is to measure the implementation and outcomes of SHRM practices. A systematic review of the existing literature will also be conducted to synthesize current knowledge and identify research gaps. In addition to discussing new trends like technology, globalization, sustainability, employee happiness, and agile work methods, important results show that SHRM improves financial performance, employee engagement, and competitive advantage. This study seeks to contribute to the understanding of SHRM and its crucial role in improving organizational resilience and performance by pointing out major research gaps and offering future approaches.

Exploring the job (dis)satisfaction indicators of online food delivery employees: insights from employees' online reviews

PurposeThe present study sought to determine the main themes employees discussed in online reviews associated with satisfaction (pros) and dissatisfaction (cons).Design/methodology/approachThis study used qualitative content analysis to examine employee reviews working in India's largest food delivery company.FindingsThe analyses revealed the existence of seven themes: company environment, employees, salary, work–life balance, company culture and values, flexibility and favoritism. Negative themes were associated with the “work-life balance” and “favoritism” themes. The results provided valuable insights into online food delivery platform employees' overall experiences based on social media information and aided in identifying key themes associated with various satisfaction levels.Originality/valueThis study contributes to the literature by uniquely utilizing user-generated content from an employment search engine as a novel data source to investigate the factors influencing satisfaction and dissatisfaction among online food delivery employees. This approach represents a significant departure from traditional survey-based methods, filling a gap in the literature by offering insights directly from employees' unfiltered perspectives. By leveraging this innovative methodology, our research provides a fresh and nuanced understanding of the experiences and concerns of online food delivery workers, thereby adding substantial value to the fields of organizational behavior and human resource management.

Echo State Network and Sparrow Search: Echo State Network for Modeling the Monthly River Discharge of the Biggest River in Buzău County, Romania

Artificial intelligence (AI) has become an instrument used in all domains with good results. The water resources management field is not an exception. Therefore, in this article, we propose two machine learning (ML) techniques—an echo state network (ESN) and sparrow search algorithm–echo state network (SSA-ESN)—for monthly modeling of the water discharge of one of the biggest rivers in Romania for three periods (S, S1, and S2). In both models, R2 was over 0.989 on the test and training sets and the mean absolute error (MAE) varied between 4.4826 and 7.6038. The performance of the SSA-ESN was similar, but the ESN had the shortest run time. The influence of anomalies on the models’ quality was assessed by running the algorithms on a series without the aberrant values, which were detected by the seasonal hybrid extreme studentized deviate (S-H-ESD) test. The results indicate that removing the anomalies significantly improved both models’ performance, but the run time was increased.

The concept of state financial control and the legal status of the subjects of its provision

The article is devoted to the study of the concept of state financial control and the legal status of the subjects of its provision. It is noted that, in practice, the system of state financial control bodies is extremely extensive and includes a large number of bodies that do not interact properly. It is proposed to understand state financial control as the activity of state authorities and local self-government regulated by financial and legal norms, based on the principles of legality, independence, objectivity, efficiency and aimed at protecting the financial interests of the state, business entities and citizens. It is emphasized that the Law of Ukraine «On the basic principles of state financial control in Ukraine» does not operate with the concept of «subject of state financial control», but only generally indicates the rights of the state financial control body, and the duties and responsibilities of its officials. It is indicated that the President of Ukraine, being the head of state and possessing a special legal status, supervises financial activities. Control powers in the field of financial resources management can be exercised by the President of Ukraine by adopting decrees, the effect of which is aimed at regulating financial relations. It is noted that the Verkhovna Rada of Ukraine is assigned to the state body of general financial competence, but it determines the main guidelines for the development of the entire financial system of the country by adopting and approving laws. The specific results of the activities of bodies of special competence depend on its actions. It has been established that the Accounting Chamber occupies a separate place in the system of state financial control bodies, it is the highest body of state financial control of Ukraine, it is formed by the Verkhovna Rada of Ukraine, subordinate to and accountable to it. The Accounting Chamber, in accordance with Article 98 of the Constitution of Ukraine, on behalf of the Verkhovna Rada of Ukraine, controls the receipt of funds from the State Budget of Ukraine and their use.

HR-brand: features of formation and development

Relevance. The development of HR management stems from the need for organizations to attract and retain highly qualified employees in the competitive environment of the modern labor market. HR branding is a strategy based on the formation and support of a positive image of the company in the eyes of employees, as well as the company's commitment to the principles and values that bind employees and the organization. Positive evaluations of the organization's employees and their recommendations can attract new specialists and strengthen the company's reputation as a reliable and attractive employer.The purpose of the article is to study a special category of reputation and perception of the company – the HR brand.Objectives: to study the conditions for building an HR brand, its structure and key elements; to consider the history of the origin of the idea of HR branding; to assess the interest in creating a special reputation in the field of human resource management; to justify why it is impossible to build an EVP (employer's value proposition) without HR branding.Methodology. In the course of scientific research, empirical, theoretical, statistical methods and methods of graphical representation were used.Results: the theoretical aspects of building a company's HR brand were studied; the popularity of this topic in science and business was shown. A set of knowledge about the features of HR branding in the Russian and foreign markets has been formed and the prospects for the development of this area are shown. It shows why it is important to work on an HR brand and how to start forming a positive image of the company, its reputation and prestige.Conclusions. The article emphasizes the relevance and importance of the topic under consideration, taking into account the latest trends, prerequisites and prospects for new companies. The possibilities that open up for an employer when forming an original and popular HR brand are considered.

The Impact of Digital Technology on Water Resources Management: Evidence from China

Digital technology is gradually emerging as a new driving force in the field of water resources management. In this paper, we conduct a thorough analysis of panel data from 30 provinces in China spanning from 2013 to 2022. Utilizing the fixed-effects model, the mediation effect model, a panel threshold model, and a coupling coordination degree model, this study empirically examines the impact of digital technology on water resources management. The findings are as follows: (1) The direct impact of digital technology on water resources management is significantly positive at the 1% level, with notable regional variations. (2) Digital technology improves water management through green innovation. (3) In the process of digital technology promoting water resources management, green innovation exhibits a threshold effect, with an estimated threshold value of 1.840. (4) During the sample period, the national coupling coordination degree of digital technology and water resources management was barely coordinated, showing the following characteristics: Eastern China > Western China > Central China. These research conclusions will offer valuable insights and directions for advancing sustainable water resources management strategies and fostering the deep integration of digital technology and water resources management.

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.

What influences the use of HR analytics in Human Resource management in Norwegian municipal health care services?

BackgroundThe centrality of human resources in the provision of healthcare suggests that Human Resource (HR) management and the use of Human Resource analytics – use of digital data to better understand, assess, plan and organize the workforce - can play an important role in this. However, data driven decision making in the field of human resource management is lagging, and the appropriation of HR analytics in the healthcare sector is limited.AimThe current study explores the role of HR departments and the adoption of Human Resource analytics in four municipalities in Norway to obtain insights into what influences the use or lack of use of HR analytics.MethodsEmpirical data were generated through qualitative interviews with fourteen individuals working in HR departments, the municipal administration, and the healthcare services. Structurational theory guided the analysis. The findings show that none of the municipalities made extensive use of data to inform decision making related to human resource management or workforce planning.Results and conclusionThree conditions hampered or made irrelevant the use of HR analytics: a decoupling between the services and HR, a weak data-culture, and HR and decision-making processes involving a plurality of stakeholders. However, there were changes underway in all municipalities related to the role of HR and HR analytics.

What Is Relatively Permanent? Flow Regimes of Arizona Streams within the Context of the 2023 Conforming Rule on the Revised Definition of “Waters of the United States”

The classification of stream flow regimes has been a subject of study for over a half century in the fields of hydrology, geomorphology, ecology, and water resources management. But with the most recent Supreme Court decision on jurisdictional Waters of the United States (WOTUS) and the 2023 Conforming Rule, the answer to the question of which waters are relatively permanent has increased in importance and urgency. One state where this question is salient is Arizona, where approximately 95% of its streams are nonperennial. In this study, we use long-term (>30 years) daily discharge records from Arizona to assess semi-natural flow regimes of arid streams within the context of the 2023 Conforming Rule. Using flow percentile distributions, we distinguished flow permanency—ephemeral vs. intermittent vs. perennial—for 70 stream reaches distributed throughout the state. Ephemeral streams had a median flow of 0 cms and a 75th percentile flow permanence less than 25% (i.e., less than 3 months of flow for every 7.5 out of 10 years). On the other end of the spectrum, perennial streams had a 90th percentile flow permanence of 100%. In the middle, intermittent streams had a 75th percentile flow permanence greater than 25% and a 90th percentile flow permanence less than 100%. We also assessed the effect of the recent megadrought (since 1994) on flow permanency. As a result of the megadrought, four perennial streams transitioned to intermittent, four intermittent streams transitioned to ephemeral, and one perennial stream became ephemeral. The flow classification we present here is specific to Arizona streams but could be useful to other arid regions seeking to answer the question of which streams are relatively permanent in a typical year.

Central Asian and Northern Cyprus Water Desalination Experience

Water supply in Famagusta, Northern Cyprus, presents a significant challenge, warranting detailed examination of the region's water management practices. Drawing parallels with the desalination experiences in Central Asia and Northern Cyprus, this manuscript explores the intricate relationship between water infrastructure and the multifaceted challenges faced during young researchers experience exchange internship between Kazakhstan and Northern Cyprus. Through a comprehensive analysis of water desalination experiences and the evolution of water supply facilities in both regions, this study provides insights into effective water usage. Central Asia and Northern Cyprus share similar climate conditions and challenges in water management, thus serving as valuable case studies for understanding optimal water resource utilization. This paper emphasizes the significance of adopting a comprehensive approach to address the complexities of water supply. Current research underscores the importance of sustainable practices and innovative solutions in ensuring water security, particularly in the face of climate change. Sharing knowledge and experiences is crucial for addressing the challenges posed by climate change and ensuring the resilience of water management systems. Key terms such as water desalination, water management in Cyprus, and water issues in Central Asia are meticulously explored, offering valuable insights for policymakers, researchers, and practitioners in the field of water resource management.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

The Impact of Risk Management, Transformational Leadership on Corporate Financial Performance in the Global Era.

The purpose of this writing is to study and analyze the Impact of Risk Management, Transformational Leadership has an impact on Company Financial Performance. By studying and analyzing literature research in the field of human resource management, previous research, phenomena that occur in society and analysis. The method used in this research is literature research by reviewing some previous research results. This scientific article was written using qualitative methods and literature research with the help of the latest references obtained from Google Schoolers citation search. analyzed, with the process of triangulation neutralizing existing subjectivity. Based on the research and analysis carried out, it was concluded that risk management and transformational leadership have a role in the company's performance. Risk management and transformational leadership become the model used to manage the resources in the company, so that it can get a better financial performance of the company.

Rainfall-runoff modeling using artificial neural networks in the Mono River basin (Benin, West Africa)

Hydrological models are developed to simulate river flows over a watershed for many practical applications in the field of water resource management. However, the rainfall-runoff models mostly used in the Mono river basin struggle to better simulate high river flows. This paper presents a modeling approach based on Artificial Neural Networks (ANN) under different input meteorological parameters in the Mono River basin to better take into account the non-linearity of the relationship between rainfall and runoff. To this end, precipitation, potential evapotranspiration, and previously observed flow have been used for the daily flow simulation. The Levenberg-Marquardt algorithm is used to train the ANN rainfall-runoff models over the other optimization training algorithms mostly implemented in the study area. The analysis of the rainfall-runoff variability allowed us to show the strong correlation between rainfall and runoff and the impact of the Nangbéto dam on the flows at Athiémé. The results obtained after the training, validation, and testing of the ANN models are satisfactory (e.g., the coefficient of correlation varies between 0.93 and 0.99). The most efficient model has been identified and implemented in the Mono river basin at Nangbéto. The satisfactory results obtained show that ANN models can be considered good alternatives for traditional rainfall-runoff modeling approaches.

Rainfall-runoff modeling using artificial neural networks in the Mono River basin (Benin, West Africa)

Hydrological models are developed to simulate river flows over a watershed for many practical applications in the field of water resource management. However, the rainfall-runoff models mostly used in the Mono river basin struggle to better simulate high river flows. This paper presents a modeling approach based on Artificial Neural Networks (ANN) under different input meteorological parameters in the Mono River basin to better take into account the non-linearity of the relationship between rainfall and runoff. To this end, precipitation, potential evapotranspiration, and previously observed flow have been used for the daily flow simulation. The Levenberg-Marquardt algorithm is used to train the ANN rainfall-runoff models over the other optimization training algorithms mostly implemented in the study area. The analysis of the rainfall-runoff variability allowed us to show the strong correlation between rainfall and runoff and the impact of the Nangbéto dam on the flows at Athiémé. The results obtained after the training, validation, and testing of the ANN models are satisfactory (e.g., the coefficient of correlation varies between 0.93 and 0.99). The most efficient model has been identified and implemented in the Mono river basin at Nangbéto. The satisfactory results obtained show that ANN models can be considered good alternatives for traditional rainfall-runoff modeling approaches.

What is the relation between training transfer evaluation factors and training transfer when measured in the Spanish Public Administration?

The European Commission will reinforce the value of adult training through an evaluation of the impact of actions. Among the existing options in evaluating the impact of actions, training transfer is crucial in determining the degree to which the learning acquired during training is used at work. We validated a predicting transfer model in the Spanish Public Administration (SPA) by analyzing, through structural equation modeling (SEM), results of the application of the Factors for Predicting Transfer (FPT) questionnaire applied after the training, and the Scale of Efficacy (CdE) applied four months after the training (n = 726). Although satisfaction and motivation to transfer were not related to transfer, content relevance and accountability were. This study widens the traditional contexts of the study of training transfer and provides valid and reliable empirical data on transfer embedded in a new context, the Spanish Public Administration. This can help further develop the field of international human resource management (IHRM) by exploring transfer in different cultural contexts.

The catalytic effect of organizational learning on ambidexterity for firm performance

Purpose This study investigates the impact of organizational ambidexterity on employee performance within Jordanian clearance companies, focusing on the mediating role of organizational learning. This research aims to explore how the dimensions of exploration and exploitation influence performance outcomes, including effectiveness and growth. Design/methodology/approach Using analytical descriptive research, this study uses SMART-PLS 4 for hypothesis testing and mediation analysis. A meticulously developed questionnaire, grounded in scholarly literature and vetted by experts, was distributed to 230 employees across the Jordanian clearance industry, achieving a 91.3% response rate. Findings This study found that companies do better when they effectively explore and exploit, especially if they also focus on learning and adapting. This insight is particularly useful for those in the human resource development and management fields who aim to boost employee performance and, ultimately, the success of their organizations. The findings reveal a significant indirect effect of organizational ambidexterity on performance through organizational learning. Ambidexterity explained 55.6% of the variance in organizational learning, and subsequently, organizational learning accounted for 47.4% of performance variance. The total performance variance was 81.8%, indicating a strong relationship between the constructs. Research limitations/implications This study’s scope is limited to the Jordanian clearance industry, suggesting the need for further research across different contexts and industries. The reliance on self-reported data may introduce bias, warranting future use of mixed methods for a more comprehensive understanding. Practical implications The findings underscore the importance of fostering organizational learning as a mediator between ambidexterity and performance. Companies should invest in strategies that enhance both exploratory and exploitative activities, leveraging organizational learning to improve performance outcomes. Social implications By highlighting the role of organizational learning in mediating the relationship between ambidexterity and performance, this research suggests pathways for businesses to contribute to economic growth and employee development within the Jordanian context and potentially beyond. Originality/value This study contributes to the field by examining the underexplored context of the Jordanian customs clearance industry and using a robust methodological framework to assess the relationship between organizational ambidexterity, learning and performance. It provides empirical evidence supporting the significant impact of balanced competency configurations on performance outcomes.

Container Scheduling Algorithms for Distributed Cloud Environments

Due to the difficulty of existing container scheduling algorithms to adapt to large-scale complex scenarios and meet the diverse application and load requirements, this study delves into a groundbreaking hybrid scheduling approach that melds Deep Deterministic Policy Gradient (DDPG) with a Genetic Algorithm (GA). The proposed method initially employs a container grouping policy to reduce the overhead associated with frequent inter-container calls. Subsequently, to address the computational inefficiency of large-scale scheduling, a genetic algorithm is utilized for rapid global optimization. To overcome the problem of genetic algorithms being highly susceptible to falling into local optimality, the DDPG algorithm is applied for local optimization, with a cross-mutation operation introduced to escape local optima. The experimental outcomes demonstrate that the proposed algorithm enhances cluster load balancing by 81.13%, improves the fitness function by 3.26%, reduces completion time by 19.06%, and decreases container dependency overhead by 2.75%. Furthermore, under the experimental conditions, the system performs best when the group size is 10. This research offers a novel paradigm for the development of container scheduling algorithms in distributed intelligent data clouds, advancing the field of resource management in cloud computing environments.

A review on human resource management practices as driver for employee engagement

There is a growing emphasis on employee engagement in organizations and academia. It is reflected through an increasing number of academic publications that explores the link between human resource management practices and employee engagement. The present study investigates this relationship using bibliometric analysis. It is crucial to understand how human resource management practices influence employee engagement for creating a more productive and engaged workforce. The publications that focused on “human resource management” and “employee engagement” between 1996 and 2023 were analysed using the Biblioshiny package in R from the Web of Science (WoS) database. The analysis examined the existing research trends and also included comparative analysis across different geographic regions. It identified the emerging trends in human resource management research and the interconnectedness of various sub-disciplines within human resource management. This study offers a comprehensive analysis of the relationship between human resource management practices and employee engagement that revealed new avenues for future research and collaboration within the human resource management field. In other words, it will certainly provide valuable insights for future research agendas.

Research on the Application of Artificial Intelligence Technology in Corporate Recruitment

With the continuous advancement of artificial intelligence (AI) technology, an increasing number of enterprises have integrated it into the field of human resource management, presenting both new opportunities and challenges. AI technology can assist the human resources department in more efficiently processing and analyzing large amounts of data during the recruitment process, thereby optimizing recruitment procedures and enhancing the overall organizational efficiency and employee satisfaction. The aim of this study is to provide valuable guidance and reference for enterprises to effectively utilize AI technology in recruitment efforts. Initially, this article outlines the current application of AI technology in corporate human resource management. Subsequently, through specific cases, it conducts an in-depth analysis of the practical application of AI in the recruitment process. Finally, a comprehensive evaluation of the cost-effectiveness and applicability of AI technology in recruitment is presented.

A Novel Approach for Farmland Size Estimation in Small-Scale Agriculture Using Edge Counting and Remote Sensing

Accurate and timely information on farmland size is crucial for agricultural development, resource management, and other related fields. However, there is currently no mature method for estimating farmland size in smallholder farming areas. This is due to the small size of farmland plots in these areas, which have unclear boundaries in medium and high-resolution satellite imagery, and irregular shapes that make it difficult to extract complete boundaries using morphological rules. Automatic farmland mapping algorithms using remote sensing data also perform poorly in small-scale farming areas. To address this issue, this study proposes a farmland size evaluation index based on edge frequency (ECR). The algorithm utilizes the high temporal resolution of Sentinel-2 satellite imagery to compensate for its spatial resolution limitations. First, all Sentinel-2 images from one year are used to calculate edge frequencies, which can divide farmland areas into low-value farmland interior regions, medium-value non-permanent edges, and high-value permanent edges (PE). Next, the Otsu’s thresholding algorithm is iteratively applied twice to the edge frequencies to first extract edges and then permanent edges. The ratio of PE to cropland (ECR) is then calculated. Using the North China Plain and Northeast China Plain as study areas, and comparing with existing farmland size datasets, the appropriate estimation radius for ECR was determined to be 1600 m. The study found that the peak ECR value for the Northeast China Plain was 0.085, and the peak value for the North China Plain was 0.105. The overall distribution was consistent with the reference dataset.