Human Resources Department Research Articles

E-HRM: Learning approaches, applications and the role of artificial intelligence

E-HRM (Electronic Human Resources Management), which is derived from the concept of HRM (Human Resources Management) plays a significant role in automating certain key processes in the department of human resources. One of the modules of E-HRM is the training or the learning module, which when combined with a digital source turns out to be an E-Learning (Electronic Learning) or E-Training (Electronic Training) module. This is a transformation of converting the learning platform from an offline to an online mode. The organizations to increase their level of training from their employees should look for a fast-paced solution at a shorter turn-around time and the prime way to perform such a strategy is to automate the whole process of training and predict the training need and outcome. This research paper is focused on two aspects of e-learning i.e., how an e-learning system is collaborated with an intelligent system in the form of Artificial Intelligence and the other aspect is how an employee turn over data fetched from organizations in the IT (Information Technology) sector can help understand the real requirements of learning among employees in the IT organizations.

Possibilities of automating the plant personnel recruitment

The presented research is devoted to determining the possibilities of introducing information technologies in the work of the human resources department of the enterprise for the personnel selection activities automation. The article substantiates the relevance of studying the problem of “personnel shortage” at Russian enterprises in general and in relation to the production enterprise of the Sverdlovsk region. The authors carried out a comparative analysis of the wages at the analyzed enterprise with the average level in the metallurgical industry and in the Sverdlovsk region. Based on the results of the empirical study, the recruitment process’ components are highlighted, the results of the analysis of the photograph of working hours of recruitment specialists of a large manufacturing enterprise in the Sverdlovsk region are presented. The reserves of increasing the productivity of labor time use of human resources specialists of the production enterprise through the automation of a number of processes have been revealed. Recommendations for the introduction of information technologies in improving the recruitment system of the production enterprise are developed. The research paper may be of interest to specialists of personnel management services of large production and industrial enterprises in terms of analyzing the possibilities of automating the business process of personnel recruitment.

Eğitim Sürecinde Kurumsal Departmanlarda Uygulanan Farklı Yapılanma Metotlarının İncelenmesi

The subjects preferred by managers and employees in training programs show differences. Managers prefer human resources, finance, project management, coaching skills, leadership, restructuring and crisis management subjects more, while employees choose subjects such as technical subjects, teamwork, marketing-sales, communication skills, motivation, presentation techniques and executive candidate development. In modern organizations, the need for necessary training for employees to demonstrate the desired performance is gradually increasing. Every year, organizations spend more time and money per employee for training and development purposes. However, an interesting situation is that only about ten percent of these training and development efforts are given by professional trainers or human resources specialists in classrooms as formally programmed trainings. There is a separate department for educational activities, especially in large-scale organizations. If there is no separate department, educational affairs are under the responsibility of the human resources department. The trainings are given by the organization's own trainers or by managers who are experts in their field. If the training needs cannot be met from internal sources, they will be purchased from companies that provide training and consulting services outside the organization. If organizations decide to purchase the training program from a consultant or training program vendor instead of creating it themselves, it becomes important to choose a high-quality product provider. The trainers consist of personal consultants, consulting companies and academic organizations. Many organizations, training programs that will provide educational services, determine vendors and consultants using recommendations and offers. A request for a proposal is a document that outlines to potential training program vendors and consultants the type of service requested by the organization, the number and type of references required, the number of personnel to be trained, the budget of the project, the way to determine the degree of service and satisfaction, the completion date of the project and the time the proposal should be received by the organization. Key Words: Training Process, Corporate Departments, Training Structuring Methods

Job happiness: influence of work flexibility through work-life balance and gender moderation

PurposeThis research aims to determine the influence that work flexibility (WF) has on the happiness of workers through the work and personal life balance, work-life balance (WLB), as a mediating variable, as well as the moderating role of gender between WLB and job happiness (JH). A structural model that describes the interactions between these study variables is proposed.Design/methodology/approachA quantitative approach was used. The data were collected by non-probabilistic sampling, surveying 200 mid-level employees in small and medium industrial enterprises (industrial SMEs). The proposed hypotheses were analyzed and tested using partial least squares structural equation modeling.FindingsThe results confirmed the hypotheses presented. In the relation of WLB and JH, positive work-family and family-work interactions would result in a greater increase in JH in the women group compared to men, and special characteristics were found in the variables in the Mexican context.Practical implicationsThis study will provide information to those responsible for the human resources departments of companies to design and implement good practices in which importance can be given to labor agreements involving WF and the implementation of WLB policies differentiated by gender to generate happiness at work.Originality/valueThe JH construct proposed by Fisher (2010) was applied, and its relationship with WF and WLB in a post-pandemic context was studied. The research applied to supervisors and area managers of industrial SMEs reflects the importance of considering the balance between their life and work to achieve JH, understanding it as job satisfaction and more commitment to work, in addition to considering the differences by gender.

How are frontline managers supported in the performance management process?

Purpose Existing research has ignored the perspectives of frontline managers (FLMs) in relation to the support they receive. This study aims to understand the extent to which and how other organisational actors support FLMs in their implementation of performance.Design/methodology/approach This article used a qualitative method (57 semi-structured interviews) in two Singapore public sector organisations to understand the types of support provided to FLMs. The interviewees came from various levels and the hierarchical sampling frame allowed for comparisons to be made across the cases.Findings The authors found that the HR department, superiors and peers signalled to FLMs the custom and practice of performance management (PM) that led to the FLMs not prioritising their PM responsibilities. Notably, the focus of the FLMs was on meeting operational needs rather than the PM process.Originality/value The authors add to the literature by examining the how the support from other organisational actors signalled to FLMs the importance of PM within their work group. This paper also explores how FLMs seek support and the type of support they want in their role.

Motivation and Performance of Employees of Pokhara Based Internet Service Providers

Employee motivation is one of the important factors that can help the employer to improve employees and organizational performance. This research paper aims to investigate the impact of motivation on employee performance in Pokhara based internet provider. This article is based on case study method in which ‘Pokhara Internet Private Limited’ was selected by following lottery method of sampling. The study sample size was about 90% (103) of the population which was randomly selected from each department of the Pokhara Internet Pvt. Limited with the help of employees name list provided by HR Department. The study applied empirical approach in which a survey questionnaire was used to collect quantitative data. For the fulfillment of research objective various statistical techniques has been applied. The hypothesis was set to test under some constraints. The statistical tool like descriptive statistic and inferential statistics like ANOVA, multiple linear regressions was applied for this regard the famous statistical software named SPSS-20 has been used. The results validated the research questions and proved statistically significant impact of employees’ motivation on their performance. Moreover, it is also known that female employees had high level of motivation in the sample institution.

Efficacy of embedding IT in human resources (HR) practices in education management

The ways that managers at various firms manage their human resources are significantly impacted by technology. This study investigated the efficacy of embedding IT in Human Resources (HR) practices in Education Management. More attention was also put on the effect of IT tools used in HR processes on education management, the relationship between IT embedded HR practices and education management, the effect of benefits of using IT in HR Processes on education management. The study used a cross-sectional survey design and data was collected from 320 HR professionals from the education sector of Greece and 10 officials from the ministry of education of Greece using a survey questionnaire and interview guide respectively. The study revealed that IT tools used in HR processes and IT embedded HR practices have a positive effect on education management. It was also confirmed that benefits of using IT in HR Processes positively influence the level of education management. The activities of the human resources department have changed as a result of technical developments like as software, devices, and the Internet of Things. In a larger sense, technology has changed how businesses conduct their operations throughout the world. The operation of human resource practices has seen a significant increase in communication within Greece's educational sector. It is important for different education institutions to focus on training HR managers on using different IT tools so as to enhance the quality of education management.

Moderating effects of resilience on the relationship between self-leadership and innovative work behavior

This study aimed to examine the moderating effects of resilience (RES) on the association between self-leadership (SEL) and innovative work behavior (IWB) of employees. The study sample consisted of 250 warehouse workers in the logistics business. Prior to data collection, the questionnaire's validity and reliability were evaluated, and hierarchical regression analysis was utilized to investigate the direct and moderating effects. SEL was found to have a positive connection with IWB, whereas RES had a statistically significant moderating influence on the relationship between SEL and IWB. The employee RES should be encouraged and supported. Employers must create, train, and encourage workers to cultivate SEL and RES and adapt to work problems. Together, these characteristics will enable employees to express IWB. Human resource departments must be cognizant of the growing impact of SEL and encourage RES to assist employees in achieving higher IWB.

Dynamics of human resource department ecosystem in developing human resource role: An ecosystem perspective

Over the last decade, management scholars have paid increasing attention to ecosystems. The ecosystem approach has recently received much attention in business and innovation studies as a comprehensive way of understanding multi-aspect environments. This exploratory study aims to investigate the dynamics of human resource department ecosystem (HRDE) and the role of HRDE in shaping the human resource business partner role. This study employed a mixed-methods approach, following an exploratory sequential design. First, a conceptual model was developed based on qualitative data collected from expert interviews and analyzed through grounded theory. This stage uncovered eight actors and four factors, further organized into three layers of the ecosystem and hypothesis paths. Then, the structural model was measured and validated using PLS-SEM. This study is unique in applying the HRDE to the HR role’s development to deepen our understanding of how a human resource business partner role is shaped by actors’ interactions within and between ecosystem layers (micro, meso, and macro). The results revealed actors and factors supporting the HRDE in developing the HR role from the micro to macro layers of the ecosystem. The results suggest that the macro, meso, and micro layers of the HRDE positively impact the human resource business partner role’s development.

How to survive social crises? An HR analytics data-driven approach to improve social sustainable operations’ effectiveness

PurposeDespite the growing interest regarding companies' sustainability, its social dimension has mostly been neglected by academics and practitioners. Consequently, this study aims to address this issue by investigating if the adoption of human resource (HR) analytics can positively influence the impact of social sustainable operations practices (SSOP) on employees' motivation and engagement and the effect of these lasts on organizational retention.Design/methodology/approachData were collected through online questionnaires addressed to 281 HR managers of heterogeneous companies from Europe and analyzed through a structural equation modeling (SEM) technique.FindingsThe findings confirmed the positive effect of SSOP on employees’ motivation and engagement, and of these last on employees’ retention. Furthermore, they confirmed that the usage of HR analytics positively moderates the relationship between SSOP and employees’ motivation and engagement.Originality/valueThis study contributes to both sustainable operations management and HR management literature streams. First, it adopts a multidisciplinary perspective which also considers evidence from HR management literature, allowing the authors to concentrate on the social dimension of sustainability. Second, it provided further insight regarding the adoption of a data-driven approach in relation to social sustainable operations management. Finally, it contributes to HR analytics-related literature by demonstrating its impact also on organizational aspects that are not directly controlled by the HR department.

The Effect of Market and Technological Turbulence on Innovation Performance in Nascent Enterprises: The Moderating Role of Entrepreneur’s Courage

Abstract Adapting to market and technological turbulence is essential for survival in a developing enterprise and requires making changes. Firms may need to increase their innovation performance to keep up and struggle with these changes to gain a competitive advantage. We believe that the courage of the entrepreneur emerges as a catalyst in such a struggle. Since a firm’s superior performance is contingent on both internal and external environments of the firm, depending on, contingency theory, the current study investigates the effect of market and technological changes, which are part of environmental changes, on innovation performance in nascent enterprises and the moderating role of courage in this effect. The authors collected data from 331 innovative companies acting in free trade zones by using the convenience sampling method via HR department managers. The results showed that market and technological changes were significantly and positively related to innovative performance, and the entrepreneur’s courage moderated this relationship. It can be stated that entrepreneurs with high courage responded to changes with more innovation than those with low courage.

Unlocking the Path to AI Adoption: Antecedents to Behavioral Intentions in Utilizing AI for Effective Job (Re)Design

Purpose – The study attempts to shed light on the level of adoption of artificial intelligence (AI) in the human resource (HR) departments for the purposes of designing jobs through assessment of the willingness and utilization of the employees in the said departments. Aim(s) – The objective is to identify the primary antecedents that influence the behavioral intentions of employees in HR departments to use AI specifically for the HR function of job design. Design/methodology/approach – The study uses a multiple linear regression method grounded in a survey based on the Unified Theory of Acceptance and Use of Technology (UTAUT). The purposive sample consisted of 107 HR professionals working in companies in the Republic of North Macedonia. Findings – The results from the regression analysis revealed that performance expectancy, social influence, and facilitating conditions positively influence the behavioral intentions of HR professionals toward AI adoption in job design activities. Limitations of the study – Future studies could address the limitations of our research endeavor by broadening the sample size, assessing the opportunity for adopting AI in other HR functions, and including more countries in the sampling and analysis. Practical implications – The study points out several recommendations to HR managers, business leaders, and policy-makers regarding the effective and ethical utilization of AI for designing and redesigning jobs in the contemporary business environment to make the workforce more satisfied, engaged, and productive. Originality/value – This study represents one of the first research endeavors on the application of AI for the particular HR function of job design, considering its previous wider adoption in HR functions like recruitment and payroll, which is heavily researched. It further contributes to the discussion of if and to what extent HR professionals tend to use AI.

The Loyalty of New Generation Employees from The Perspective of Psychological Contract

The proportion of the post-90s generation of employees in the enterprise is higher and higher, and they are increasingly becoming the main force for the future operation and development of the enterprise. At present, the turnover rate of the younger generation of employees is significantly increased, and their loyalty to the enterprise is obviously lower than that of the older employees. Therefore, the loyalty of the new generation of employees to the enterprise is a matter of great concern to the human resources department of the enterprise. Not only small and medium-sized enterprises, but also large-scale enterprises are also facing the problems caused by the low loyalty of the new generation of employees. In the face of the turnover rate of the new generation of employees, it is very necessary to understand the basic situation of such employees and analyze the factors affecting turnover, especially from the aspects of psychological needs, emotional needs and interpersonal relationships. Only employees can clearly feel that the enterprise can fulfill its commitments and realize its wishes, Achieve balance and improve their loyalty to the enterprise from the perspective of psychological contract. This paper takes the new generation of post-90s employees of Internet data service enterprises as the research object, starting from the relationship between employee psychological contract and employee loyalty, analyzes the impact of psychological contract on the loyalty of the new generation of post-90s employees, and finds the way to improve employee loyalty from the perspective of psychological contract.

Impact of Digital Communication in Human Resources: A Comprehensive Review

Modern businesses increasingly recognize the value of digital communication within their HR departments. This study seeks to gain a deeper understanding of how organizations utilize digital communication and its impact. The prevalence of social media in recent years has made it a ubiquitous presence across various digital platforms. Both Indian and international businesses employ digital communication platforms for purposes such as marketing their products, engaging with customers and employees, advertising job openings, and connecting with the public. One notable advantage is its significant simplification of the hiring process for HR managers. Furthermore, digital communication empowers HR departments to monitor employee activities and reinforce the company's brand. This research aims to explore digital communication's role as a medium in HR departments. It underscores the importance of the topic through a review of relevant literature, drawing upon reputable sources like Wiley, Emerald, and Sage to highlight the extensive adoption of digital platforms for internet-based communication. The study also establishes the contextual framework for the use of internet technology in digital HR communication. Notably, it identifies the need for further research due to the rapid advancements in internet technology. This research examines the function of digital communication within HR departments, potentially revealing new dynamics in the determination of formal and informal communication activities within organizations.

The Strategic Role of the HR Department in Increasing the Company's Competitive Advantage (Case Study of Madura Batik Jokotole Collection)

Excellence in competition is greatly influenced by human resource management strategies. By implementing appropriate human resource management strategies, it is hoped that companies can utilize the advantages of their human resources to support the achievement of competitive advantage. In the context of this phenomenon, the author feels interested in conducting research on the Jokotole Collcetion Madura batik company using a qualitative approach. The results of this research indicate that human resource management has a key role in linking company strategy with performance achievement, organizational culture development, innovation, and flexibility.

Implementasi Aplikasi Mobile HRIS Pada PT YKK Zipper Indonesia Menggunakan Metode Borg and Gall

Human resources are organizational resources that need to be managed effectively and efficiently. The amount of information that needs to be managed related to human resources creates very complex problems. The importance of managing very complex human resources in a company makes the company have to form a new department, namely the Human Resources Department or Personnel Department. PT Ykk Zipper Indonesia is currently still using a desktop-based application Hris system where the obstacles of employees when submitting Overtime, Leave and Salary Slips must be in the office environment, from these problems researchers try to implement this mobile application it is hoped that the problem of submitting Overtime, Leave and mobile salary slips can be resolved. The research method is based on the Borg and Gall method. This method includes several steps to make a product. The results of this study are presented in the form of an application, according to this method the results of this application have only reached the initial stage of product development.

Sistem Informasi Manajemen Pegawai Berbasis Desktop (Studi Kasus: LPP RRI Jayapura)

Human Resources Management Information System (HRMIS) is a critical element in organizations or institutions to ensure the efficiency and effectiveness of employee data management. This research discusses the development of a desktop-based HRMIS at LPP RRI Jayapura to overcome challenges in employee data processing, such as the lack of user understanding of the existing system and issues in personnel administration. The research method used is the waterfall approach with steps including requirement analysis, system design, implementation, and testing. The research location focuses on the HR and General Affairs department of LPP RRI Jayapura. Data collection is done through observation and interviews with the Head of the Administrative Division. The results of the research include system design, database table structure, user interface, and black box testing. This system features the management of job positions, ranks, employees, spouses, children, promotion, mutation, and report generation. Black box testing indicates that the system functions well. The conclusion of this research is that the development of a desktop-based HRMIS can improve the efficiency and effectiveness of employee data management at LPP RRI Jayapura. This system is expected to provide solutions to existing challenges and enhance the performance of personnel management in the institution.

Smart Job Advisor using NLP

This paper presents a novel automated system designed to streamline the resume short listing process, thereby facilitating the candidate selection procedure for the human resources department. In this system, HR personnel are required to simply upload the resumes, which are subsequently normalized and categorized based on a range of relevant parameters. The grouped resumes are then evaluated and assigned scores according to the specific criteria outlined by the HR department. Subsequently, the resumes are organized in descending order of their scores

Job Crafting on Job Satisfaction: the mediating role of Work Engagement

This study plans to break down the effect of job crafting on job satisfaction at the HR and General department of PT. SP Manufacturing with work engagement as an interceding variable. The sort of exploration utilized is quantitative examination. This exploration is a causal examination. The populace in this study were each of the 63 representatives of the HR and General department of PT. SP Manufacturing Padang City. The inspecting strategy utilizes soaked testing where all individuals from the populace are utilized as tests. Gathering information utilizing a poll with a Likert scale. The strategy for examination utilizing Partial Least Square utilizing the Smart PLS program. The after effects of information handling in this study demonstrate that: (1) job crafting has a positive and significant effect on job satisfaction at the HR and General department of PT. SP Manufacturing Padang City (2) job crafting has a positive and significant effect on work engagement at the HR and General department of PT. SP Manufacturing Padang City (3) work engagement has an effect positive and significant effect on job satisfaction at the HR and General department of PT. SP Manufacturing Padang City (4) job crafting has a positive and significant effect on job satisfaction through work engagement at the HR and General department of PT. SP Manufacturing Padang City.

Measuring Job Satisfaction and Work-Life Balance at Foam Mattings India Ltd., Kerala

A company's human resources division oversees all matters involving employees. The HR department also keeps up with any new laws dictating how employees should be treated during the hiring, working, and firing processes. A venture of the Kerala government is Foam Mattings India Limited. Fomil offers a variety of products, including mats, door mats, rugs, carpets, car mats, coir tiles, Coir Geo-Textiles, and a number of other environmentally friendly items, to meet the needs of both domestic and foreign markets. Their guiding principle is eco-friendliness, so all of their items are manufactured entirely of natural materials like coir, jute, sisal, cotton, sea grass, flax, paper, and hemp. Over 200 highly competent employees with specialized training are employed in the manufacturing facility in order to guarantee that each and every product that departs is flawless. The paper seeks to assess the quality of work life among the enterprise's employees. A sample of 25 employees was collected for the same purpose. The case study aims to shed light on work quality in the organizational context.