Human Resources Department Research Articles

Motives and strategies of women pursuing careers in IT and HR managerial positions

Purpose Despite more than 50 years of research into gender and work, the impact of women occupying managerial positions persists to be under-represented in mainstream human resource management (HRM) literature. The purpose of this article is to identify and explore the perceptions of women who decided to choose their career path either in IT or HR positions to explore their motivation, career strategies and success factors.Design/methodology/approach Twenty semi-structured interviews were conducted with women occupying either IT or HR managerial positions. The study included two datasets: (1) women representing managerial positions in IT and (2) women representing managerial positions in HR.Findings Women holding HR managerial positions took action to achieve the intended position in their dream industry since their studies. On the contrary, the choice of the IT industry was one undertaken by candidates with no previous IT experience. Because the IT sector is dominated by men, women in these positions still had to prove their competences.Research limitations/implications The research showed that women cannot be ignored in the science, technology, engineering and mathematics (STEM) industry, and they prove a valuable resource for managerial positions in IT or HR departments in many sectors.Originality/value The research underpinned a new boundaryless career model for both HR and IT positions.

Proposed Employee Retention Strategy as the Form of Employer Branding in an Educational Startup (Case: Vokraf)

The fast-changing of technology and the impact of COVID-19 pandemic has changed a lot of aspects in the world, one of them is in the field of HRM. Thus, some adjustments are needed to be done by the companies so they can keep up with the industrial trend and demand. Vokraf is one of the educational startups in Indonesia established in 2019 and their products are selling online digital classes. Based on the interview result with the Vokraf’s HR department, there was a great resignation phenomenon happening from 2022 until mid-2023. In 2022 the employee resignation was 24 from 61 employees while per mid-2023, the employee resignation was 18 from 50 employees. This employee resignation somehow has impacted the company’s performance and should be overcome immediately. The author uses some factors that affecting the turnover intention from the previous research to identify what factors that triggering the employee turnover intention at Vokraf. The secondary data and primary data are being used to help the author in mapping and finding out those factors. Secondary data is sourced from 12 exit interview data while primary data is sourced from semi-structured interview with 9 Vokraf’s key informants. The key informants are chosen by using purposive sampling with snowball sampling technique. All the collected data are being analysed using the Interactive Model Analysis by Miles and Huberman (2014). The employee retention strategy will be proposed as the final step and the recommendation to the company to overcome this issue. There are five factors found that affecting the employee turnover intention at Vokraf, they are about career path, job stress, employee compensation, leader-member exchange, and supportive work environment issues. The author makes the employee retention strategy in the form of implementation plan & implication timeline starts from June 2023 – June 2024.

Digital Management Mode of Enterprise Human Resources under the Background of Digital Transformation

The development of computer technology promotes the emergence of a large amount of data. How to mine the required information from the massive data has become a problem that needs to be considered by enterprise human resources. In view of the data-based requirements of enterprise human resource management in the era of data, this paper studies the use of decision tree technology for data mining of enterprise employees, and on this basis, uses the improved AdaBoost-c4.5 algorithm to carry out experiments on personnel recruitment in human resource departments. The experimental results show that the performance of the algorithm is relatively stable in five cycles, and reaches 83.27% in the fifth cycle. On this basis, the AdaBoost-c4.5 algorithm is compared with ID3 algorithm and C4.5 algorithm. The results show that the performance of AdaBoost-c4.5 algorithm is improved compared with the two algorithms, and in the specific application of enterprise employee recruitment, it can effectively improve the processing of incomplete data in the case of incomplete data, but when the number of iterations reaches more than 10 times, its accuracy will not be improved. This shows that the performance of this algorithm has reached a critical value. If the number of iterations can be reduced, better results can be obtained. At the same time, through comparison with SOC curve, it is found that AdaBoost-c4.5 algorithm has lower cost and is more operable, which has practical significance in actual personnel recruitment.

The Impact of Hybrid Work on the Quality of Interpersonal Relations in the HR Department of the Enterprise – A Case Study

Purpose: The purpose of this article is to answer the question of whether the implementation of hybrid work organization results in a quality change of interpersonal relations in an HR Department. Methodology: To achieve the stated goal, the authors decided to conduct a case study in a large, dispersed organization. Empirical data were obtained through an online research questionnaire, an individual in-depth interview, and the IT systems of the organization under study. Findings: As a result of the study, it was shown that in the examined HR Department, the implementation of hybrid work organization did not change the quality of employee relations. The results contradict some existing sources, making us assume that the impact of hybrid work on employee relations is not unequivocal. Therefore, there are possible situations where its negative or positive effect does not exist. This opens a wide range of possibilities for applying hybrid work methods without negatively impacting the organization. Originality/value: The literature is scarce when it comes to analyzing the impact of hybrid work organization on employee relations. Most of the available material is based on reports from consulting companies and its scientific value is impossible to examine. Even less literature addresses the issue of interpersonal relations in the post-pandemic era. Keywords: hybrid work, interpersonal relations, relational capital, relational quality, human resources, pandemic, case study.

The Effect of Work Environment and Compensation on Employee Work Satisfaction at Medical Appliance Company

The purpose of this study was to examine the effect of work environment and compensation towards employees work satisfaction at Medical Appliance Company. This study was causal research using quantitative method. The sampling method used purposive sampling technique based on certain criteria. This study had a sample size of 57 respondents. The data analysis used outer and inner model test in SmartPLS software version 3.3. The findings of this study showed that the work environment and compensation had a positive and significant effect on employee work satisfaction at Medical Appliance Company. This study can be used as a reference for Human Resource Department to make policy and decision that have an impact on increasing employee job satisfaction.

The Effect of Work Environment and Compensation on Employee Work Satisfaction at Medical Appliance Company

The purpose of this study was to examine the effect of work environment and compensation towards employees work satisfaction at Medical Appliance Company. This study was causal research using quantitative method. The sampling method used purposive sampling technique based on certain criteria. This study had a sample size of 57 respondents. The data analysis used outer and inner model test in SmartPLS software version 3.3. The findings of this study showed that the work environment and compensation had a positive and significant effect on employee work satisfaction at Medical Appliance Company. This study can be used as a reference for Human Resource Department to make policy and decision that have an impact on increasing employee job satisfaction.

The Mediating Effect of Organizational Memory on Social Media and Hotel Reputation in Jordan

Purpose: This study analyzed the mediating effect of organizational memory on the relationship between social media and hotel reputation in Jordan. Theoretical framework: The study employed the theory of organizational memory to clarify the mediating effect of organizational memory on social media and hotel reputation. It is a theoretical construct that explains how knowledge production, preservation, distribution, and application occur across time in an organization and how the cumulative impact affects the organization's current as well as its planned actions and decisions. Design/methodology/approach: The study surveyed 600 participants from hotels in Amman. They were selected randomly according to Westland’s sampling criteria. They were asked to rate their responses on a seven-point Likert scale. Moreover, the (PLS-SEM) is adopted in this research to analyze the collected data. Findings: The result reflected that the social media significantly influences hotel reputation in Jordan. Besides, social media positively impacts organizational memory and organizational memory positively impacts hotel reputation. It is also noted that organizational memory partially affects the relationship between social media and hotel reputation in Jordan. Research, Practical & Social implications: The results of this study will be a policy recommendation between the department of human resources, regulators, researchers and policy makers. Originality/value: This is the first research in Jordan to address the mediating effect of organizational memory on the relationship between social media and hotel reputation.

The Effect of Payment Accounting Information System on the Effectiveness of Internal Control

<p>This study aims to test whether the payroll accounting information system affects the company's internal control. This research was conducted in 2022 where the approach used was an approach with quantitative data. The population in this study are companies in the city of Jakarta, with the sample criteria being employees who carry out functions in the accounting or finance and HR departments of the company. The sampling technique used is a saturated sample with a sample of 103 respondents. The collected data is processed using smartPLS software version 4.0. The results of this study indicate that the payroll accounting information system has a positive effect on the effectiveness of the company's internal control. The results of this study support the theory of Theory of Reasoned Action (TRA) which explains that a person or individual will realize that an accounting information system will generate benefits for its users.</p>

Continuous Professional Training in the Banking of the Future

Abstract This article analyzes the situation of human resources in Romanian banks, in the context of the implementation of the "remote" bank. With the acceleration of digitalisation, financial and banking institutions are going through a complex transformation process. Most of the recurring customer operations have been taken over by internet banking platforms. Banking 4.0 and the exclusively digital banking experience is becoming the desire of financial-banking institutions in our country, as well. In the context in which the "job description" of bankers is changing substantially, the question of their future arises. Therefore, digitalisation draws attention to the need for continuous retraining and continuous professional training of employees in this sector so that they can face the demands of the banking of the future. With the help of in-depth interviews conducted with 8 managers or experts from the financial-banking field, we tried to analyze whether Romanian banks are preparing for the full digitalisation of retail services through the professional training of employees. The study shows us interesting insights about the effectiveness of HR departments in banks. Also, a relevant result comes from branch employees where there is a solid concern about losing their job in the future. In addition, the research gives us some direction on the skills needed to design the banker of the future. The article shows us that, in the context of digitalisation, the qualification of human resources in the sector becomes essential and the efficiency of professional training and engagement programs turns into a strategic objective for organizations.

THE IMPACT OF ORGANIZATIONAL FACTORS ON EMPLOYEE KNOWLEDGE SHARING IN INTERNET SERVICE PROVIDER COMPANIES IN PAKISTAN

This study examines the impact of organizational factors on employee knowledge sharing in Internet service provider companies in Pakistan. The hypothesis is supported by the data which is collected by the 274 respondents, questions filled by the middle to top management level from internet services provider of Pakistan. The study focused on companies such as Cyber Internet Private Limited, PTCL, Wateen Telecom Limited, Storm Fiber, Connect, Multinet Pakistan Private Limited, Fiber Link, World Call Cable Broadband, Optix, and Nayatel in cities such as Islamabad, Quetta, Karachi, Hyderabad, Faisalabad, Peshawar, Sialkot, Multan, and Lahore. The study found that employee engagement and organization strategies have a positive impact on employee knowledge sharing, while organizational culture and organizational support do not. The Partial Least Square Structural Equation Model revealed that organizational factors explain 51.6% of the knowledge sharing among the employees of internet service provider companies in Pakistan. The study has some limitations, including a focus on established companies and limited consideration of employee access. Nevertheless, it will assist internet service provider management and human resource departments in identifying areas for improvement in employee knowledge sharing. Keywords: Employee engagement, organization culture, organization strategy, organization support, employee knowledge sharing.

Web-Based Payroll Application Design and Development Using Rapid Application Development

Payroll is a system used by a company to manage the payment of the employees. The payroll system makes it simpler for HR to pay all employees' salaries each month. It is challenging for employees who work from home (WFH) to be present due to the COVID-19 epidemic. The HR department needs help overseeing and monitoring employee absences and regulating compensation. In response to these issues, a web-based information system was developed to simplify employee attendance tracking and to aid the Human Resource Division's (HRD) supervision and management of staff tasks and compensation. The system has undergone testing in the employee attendance phase, the validation process by the HRD Division and checking the results of the test and several factors starting from logging in to the payroll reporting process and the results of the UAT test on average meet the success rate indicators to be implemented into the company.

Soft skills acquisition for engineering undergraduates in Turkey: A soft skills course design

In the ever-changing employment world, HR departments in all sectors are highly meticulous while hiring persons for all sorts of positions for organizations. What they expect the applicants to possess is not only the technical skills they need to do their jobs but also the soft skills they will be using in the job environment such as critical decision making, team-leading, communication and more to be productive, efficient, and effective. Since engineering is a highly interdisciplinary field, graduates of it have the opportunity to work in many different professional contexts and they must acquire soft skills for all sorts of professional settings. This study explores soft skills for professional life and determines the content of the soft-skills course that should be included in the curriculum of engineering faculties at Turkish universities which are in the top 10 ranking of University Ranking by Academic Performance (URAP) and offers a course design for a soft-skills course originating from academic discussions and the needs of the job market.

Employees’ Perception Regarding In-House Training Programs in Pakistani Organizations

This study examines employees’ perception regarding quality of in-house training programs in different organizations of Lahore city, Pakistan. These Organizations have in-house training facilities and conduct training programs in coordination with HR department on regular basis. Purpose of study is to find employees perception and satisfaction level regarding various training variables and difference of opinion among groups of respondents (gender, designation, and work experience). Data sample consists of 123 employees through structured questionnaire. The research tool consists of 32 items and 6 factors including training material, trainer, need-based training, facilities, timing, & schedule, and benefits of training. Questionnaire includes 30 close-ended questions on Likert’s five point rating scale. Research design uses quantitative approach. Data Analysis tool used for interpretation is SPSS 23.0 applying frequency distributions/percent, mean, standard deviation and t-tests/ANOVA for analysis. Survey method was used to collect data. A structure questionnaire was used as primary data collection tool using random sampling technique. Total 175 questionnaires were distributed to respondents by the researcher, out of which 123 completed questionnaires were found usable. The study provides conclusions about employees perception and satisfaction level regarding various training factors surveyed in the research tool. It also provides conclusions about difference of opinion among various groups of employees (like gender, designation and work experience groups). Study findings shows overall satisfaction level among employees of organizations. The study also represents recommendations for managerial implication and directions for future researchers for training and development practices.

Автоматизация сравнительного анализа компетенций специалистов в управлении персоналом

The article is devoted to the discussion of ways to create tools for comparative analysis of the professional competencies of specialists to automate the recruitment processes of a modern enterprise, which are supposed to be developed based on methods for analyzing the semantic proximity of generated texts based on natural language processing technologies. The paper describes the need to create solutions designed for a comparative assessment of the professional competencies of an employee when building a unified recruitment management system covering all inter-ested participants in the labor market and substantiates the possibility of using collections of texts created by a specialist for a comparative analysis of his capabilities. The scientific novelty of the work lies in the description of the aggregation procedures of consolidated collections of generated texts characterizing the competence of a specialist, which are based on the classification proposed by the author. The presented materials are of practical importance for the creation of automated decision support tools by HR departments of companies in terms of implementing procedures for objective assessments of the competencies of job seekers.

IMPACT OF E-RECRUITMENT ON THE EFFECTIVENESS OF HR MANAGEMENT IN COMPANIES: THE CASE OF BOSNIA AND HERZEGOVINA

Human resources play a significant role in a company as human capital affects the company´s success and competitiveness. Effective HR management helps the company achieve its goals. Key HR activities in acquiring human capital are recruitment, training, and retention of employees. Finding the right employees is of great importance to a company and this process should be fast and efficient. E-recruitment, as an ICT-based process, can increase the efficiency of the recruitment process and HRM. Bosnia and Herzegovina (B&H) is struggling with strong migration processes, mostly the workforce since numerous youth and families are migrating to Europe. This affects the ability of companies to find new employees, retain existing employees and attract talented ones. The main aim of this paper is to investigate to what extent the companies in B&H use e-recruitment and how it affects the overall effectiveness of the HR management process. The paper is based on survey research conducted among 100 medium and large companies with developed HR departments in B&H. The results indicate that the companies are aware of the importance of HR for the company´s success, they are aware of technological advances and the impact of ICT on the HRM processes, but they still do not rely only on e-recruitment in acquiring new talents and employees. However, the results also indicate that the e-recruitment process leads to the time and cost efficiency of the HR recruitment process.

Formation of leadership style of Generation Z

The struggle to find and keep good employees in European companies is in full swing, and it poses a big problem on the desks of HR departments and leaders at all levels. Aside from a general shortage due to demographic developments, a new generation of future employees (Generation Z or ‘Gen Z’) is growing and will join the labor markets soon. A new generation, Gen Z, is entering the workforce, and companies must provide their future employees with a fitting employer value proposition. This study attempts to shed light on the features of leadership style for Gen Z. European companies have already started engaging in research to understand generational differences regarding company expectations better. The motivation of this study is to identify and categorize criteria that help to distinguish a ‘perfect from an average leader’ in the eyes of a Gen Z candidate. The central question of this empirical study was: ‘What does Generation Z expect from its future leaders, and which leadership style fits best to these requirements to unfold the full potential of this generation?’ The results show that Gen Z representatives are motivated and willing to perform. However, social and convenience factors play an essential role. The study comprises 550 pupils and students from Austrian education institutions entering the labor market in a few years. The study’s findings show a shift from ‘doing to being’ and from ‘managing to understanding’. Gen Z emphasizes social aspects like team spirit, working environment, work-life balance, and job security. Density, variety, and flexibility in the job are essential to Gen Z. Gen Z is accustomed to fast changes, which also determines their media-dominated private lives. Cross-functional jobs include job rotation, interdisciplinary tasks, tasks in groups with changing team members, etc., are exciting for Gen Z. Keywords: Generation Z, leadership style, transformational leadership, coaching leadership, servant leadership, employer marketing.

Supply Chain Collaboration and Intention to Use Blockchain: Mediating Role of Perceived Usefulness

This study aims to examine the mediating role perceived usefulness between supply chain collaboration and the intention to use blockchain in the textile industry of Pakistan. A cross-sectional method is conducted, and data is gathered with the help of the adopted questionnaire from previous studies. The HR department of the concerned firm is requested to circulate the printed questionnaire among middle-level employees of the firm. A total of 240 cases are considered in this study. Five Likert scales, from strongly disagree to agree strongly, are considered to test the suggested hypotheses based on previous studies. The findings of this study confirmed the direct effect of supply chain collaboration on the intention to use the blockchain and the partial mediation effect of perceived usefulness is revealed. There are few studies on supply chain collaboration, blockchain use, and perceived usefulness in developing countries like Pakistan's textile industry, especially among middle-level employees. Existing scholarship ignores emerging countries' textile sectors and extends results to other industries. The insights also help managers create blockchain-integrated supply chain strategies. Blockchain technology may be maximized via technology providers and industry-wide cooperation. These practical consequences may improve developing nations' textile supply chains' efficiency, transparency, and competitiveness. The insights also help managers create blockchain-integrated supply chain strategies. Blockchain technology may be maximized via technology providers and industry-wide cooperation.

ADVANTAGES OF THE IMPLEMENTATION OF HR-ANALYTICS IN ENTERPRISE MANAGEMENT

The article substantiates the implementation of HR-analytics in the activities of modern enterprises in order to increase the efficiency of the work of structural divisions involved in personnel work. The role of HR analytics in the process of personnel management is considered, the use of HR indicators is proposed, which greatly simplifies the assessment of the performance of personnel departments at various levels and, ultimately, predicts and evaluates the results of their work. The issue of efficiency is one of the key issues in almost all business processes. If a choice needs to be made in conditions of limited resources: what is better to spend money on, then it is impossible to do this without measuring efficiency. This also applies to HR services. In connection with the growth of requirements for effective personnel management at enterprises, the question of how to evaluate the activities of the personnel service in order to determine the required number of its employees and evaluate the effectiveness of their activities is becoming relevant. At the same time, the evaluation of personnel management services should be related to the tasks of the enterprise and stimulate personnel specialists to perform their work in the most effective way. The article also analyzes the problems of applying HR metrics in the practice of modern domestic enterprises. The advantages of HR analytics for HR and business activities have been determined. It was found that the variety of functions and tasks of personnel work units, the lack of practice of accumulating primary data, which are adapted to the direction of the company’s industry, greatly complicate the metric analysis of the effectiveness of HR activities as a whole. That is why there is a need to describe and systematize indicators of HR activity in order to facilitate their integration into the work of a modern HR department. For the effective implementation of the HRM system at the enterprise, it is very important to use HR analytics tools. This practice will allow to more accurately determine the vectors of strategic response to achieve the goals of controlling business activity. Thus, HR analytics is the key to successful organizations that have the necessary resources to invest in complex information systems and are able to attract and develop effective skills for monitoring analytical data. Most of these organizations create opportunities for HR analytics in order to achieve a competitive advantage by analyzing data about their workforce. But the ability of human resources units to influence these processes is often limited, therefore the issue of the prospects for activating this function in Ukraine, taking into account the world experience in this field, is actualized.

A Review of Staff Attrition in the Hotel Industry – An Indian Perspective

The hospitality industry has a bad name for a high staff attrition rate and the human resource department or the hotel authorities have the daunting task of having control over that issue. Due to the high turnover of employees, hotels suffer on account of the extra cost of new recruitment, training, and also reputation loss of the company. This review article examined the root causes of attrition in the hotel industry in India. Several issues related to employee turnover intentions were examined through the eyes of all employees and employers of luxury hotels. Interviews and questionnaires were used to gather information related to organizational culture, satisfaction level of staff, work environment, growth opportunity, average salary, work environment, work-life balance, training facilities, supervision, job security, and job embeddedness. Unfortunately, most of the hotels were found to be ineffective in their policy-making to retain competent employees. Low salaries, long and hard work were identified among the most crucial factors affecting attrition. The study recommended certain key strategies to curb the high attrition rate.

The Role of Negative Perfectionism and the Relationship between Critical Thinking and the Halo Effect: Insights from Corporate Managers in Human Resources.

This research aims to explore the relationship between critical thinking and the halo effect among managers working in the Human Resources (HR) departments of corporations. By utilizing a sample of over 301 corporate HR managers as participants, this study provides valuable insight into the dynamics between critical thinking, the halo effect, and the mediating role of negative perfectionism. The findings of this study suggest a significant negative relationship between critical thinking and the halo effect, as well as a significant positive relationship between negative perfectionism and the halo effect. Notably, negative perfectionism acts as a mediator between critical thinking and the halo effect. Our research also reveals that compensation level moderates this relationship, with lower-income HR managers exhibiting a stronger association between negative perfectionism and the halo effect compared to higher-income HR managers. These findings significantly contribute to our understanding of the interplay between critical thinking and the halo effect among HR managers in corporate settings. Identifying negative perfectionism as a mediating factor clarifies the underlying mechanisms between critical thinking and the halo effect, while the moderating effect of compensation level highlights the importance of considering contextual factors. The practical implications of this research include the significance of promoting critical thinking skills among HR managers to mitigate the halo effect in job recruitment and performance evaluation. Additionally, organizations should prioritize fairness and consistency in compensation levels to minimize the influence of negative perfectionism and its impact on the halo effect.