Human Resource Management Development Research Articles

Utilizing green financing in developing green HRM resources for carbon neutrality: presenting multidimensional perspectives of China.

This study examines how green finance may encourage the development of green human resource management (HRM) solutions to help China achieve carbon neutrality. For an empirical estimate, the Chinese data is subjected to DEA analysis, Tobit regression, and a sensitivity analysis model. The findings highlight the significance of green finance in the creation of green HRM solutions that aid firms in enhancing their environmental performance, boosting employee happiness, and getting them closer to their carbon neutrality goals. With the use of tools like green bonds and sustainable investment funds, businesses may raise capital for sustainability projects and encourage the adoption of environmentally responsible HRM practices. Moreover, the study results discussed the need to incorporate environmental sustainability considerations into HRM plans, enabling organizations to cultivate a sustainable culture and engage employees in supporting carbon neutrality through green practices in talent acquisition, training and development, performance management, and employee engagement. Incorporating environmental sustainability into HRM processes, boosting stakeholder involvement, and looking into new funding methods are all points emphasized in the study, which aims to enhance the uptake of green HRM initiatives.

Digitalization of HRM for strategic human resource management orientation: Logistic regression and dominance analysis approach

Background: According to the contemporary HRM theory, strategic human resource management (SHRM) orientation, as a company's philosophy of aligning human resource management (HRM) policies and practices with an organizational strategy for maximizing organizational results, is considered the highest level of a company's HRM development. At the same time, one of the trends in HRM is the digitalization of HRM activities, following the global trend of adopting digital tools for increasing individual and organizational efficiency and effectiveness. The question that consequently arises is whether the digital component entered the SHRM perspective, in other words, whether SHRM orientation could exist without digitalization of HRM endeavours. Purpose: The paper strives to provide answers, both theoretically and empirically, to the following central and three supporting research questions: CRQ = Is digitalization of HRM contributing to the strategic HRM orientation of a company?, SRQ1 = Are digital HRM practices positively related to the SHRM orientation?, SRQ2 = Are some digital HRM practices more relevant for the SHRM orientation than others?, and SRQ3 = If the relationship between digital HRM practices and SHRM orientation does exist, which digital HRM practice is the most relevant one for SHRM orientation? Study design/methodology/approach: To provide empirically based answers to research questions, we utilized the CRANET 2021 dataset, covering 4495 organizations with more than 200 employees from 38 countries worldwide. We used nine indicators for revealing the existence of digital HRM (manager self-service, employee self-service, HRIS, algorithm-based HRM, HR analytics, telework, digital learning, social media recruitment, social media selection) and five indicators for determining the SHRM orientation (HR manager's membership in the management board or equivalent; involvement of HR manager in the development of business strategy; existence of written HRM strategy; HR to employee ratio, the level of HR department performance evaluation). SHRM orientation was determined using K-Means cluster analysis, and relationships between variables were analysed using correlation analysis, multiple logistic regression and dominance analysis (DA). Findings/conclusions: Correlation analysis revealed that all indicators of digitalization of HRM processes have a positive and a significant relationship with SHRM orientation, implying that digital HRM practices are relevant for SHRM orientation. The results of logistic regression indicated that the usage of manager self-service, algorithm-based HRM, HR analytics, telework, digital learning and social media selection increase the probability of organizations' SHRM orientation more than other explored indicators. The results of DA demonstrate that the most important digital HRM practices for the SHRM orientation is digital learning. Limitations/future research: As CRANET dataset is limited in its variables of digital HRM and indicators of SHRM orientation, further research is needed to confirm our findings.

Sustainable development and digitalization of human resource management during and after the COVID-19 pandemic

Sustainable development and digitalization of human resource management during and after the COVID-19 pandemic

Human resource management and artificial intelligence integration development and innovation

Abstract Artificial Intelligence is one of the important tools to realize the effective management of human resources. The article firstly investigates and finds out the problems of the current salary satisfaction status of the employees of column A of a news center, designs the job salary prediction model based on a collaborative filtering algorithm and the separation prediction model based on standard Logistic regression based on the results of the questionnaire, and finally calculates the economic benefits of the employees of column A of the news center. The performance bonus of column A of the news center in 2019 showed a steady upward trend as a whole, with 107,908 yuan in January and 198,320 yuan in December. The market value of column A of the news center increased steadily in 2020, reaching 171,134 yuan in January and 230,370 yuan in December. In 2021, the performance bonus of column A of the news center in January ~ June has not changed much, which is 112,099 yuan in January and 122,076 yuan in June. It can be concluded that the salary prediction model proposed in this paper has high accuracy in predicting the performance bonus of the news center A column, and the market value shows an increasing trend year by year. It can be seen from the analysis of the economic benefits of the news center A column after operating the salary and separation prediction model proposed in this paper the financial benefits after performance management have been changed for the better.

Investigating the Status of Human Resource Management Development Indicators Based on Competency Components in the e-Commerce Development Center of the Ministry of Industry, Mines and Trade

This article was conducted with the aim of investigating the status of human resource management development indicators based on competency components in the e-commerce development center. The research method is applied in terms of purpose and in terms of the type of data, it is an exploratory mix that is both qualitative and quantitative. The research method was carried out in the qualitative part of the foundation's data and in the quantitative part, using a descriptive survey method. The statistical population in the qualitative section included a number of experts and in the quantitative section it included all the employees of the E-commerce Development Center including 340 people. In the qualitative part, 10 people were selected using the targeted snowball method, and in the quantitative part, 181 people were selected randomly and clustered according to the Karjesi and Morgan table. The validity and reliability of the verification questionnaire was analyzed with a coefficient of 0.855. The findings showed that the indicators of the development of human resources management are: (Strategic view: attention to the way of selecting employees, emphasis on employee training, having the necessary budget, establishing new technologies in the organization, the existence of succession view, attention to the level of employees' capabilities , clear explanation of the organization's goals, attention to the personality characteristics of employees), (part of identity: continuous training, attention to the management of intellectual capital, formation of the appointment committee, central research), (elimination of deficiencies and improvement of skills: emphasis on motivational issues in the organization, flexibility organizational adaptability, appropriate distribution of financial credits in the organization, the existence of a scientific view among managers and the use of experienced managers), (individual-organizational problems: lack of attention to employee motivation, weakness in planning and implementation of organizational goals, lack of organizational flexibility, Frequent managerial appointments, discretionary appointments, financial restrictions, involvement of other organizations in appointments, lack of continuous control and supervision of employees, (development of organizational structural reform processes: evaluation of the work performance cycle, retention of expert employees in the organization, formation of working groups, modeling of organizations successful internally and externally), (the professional competence of the organization: satisfaction, organizational development, targeted recruitment, capital management, realism, organizational commitment). In addition, all components except the components that emphasize employee training, create unity in the organization Lack of attention to employee motivation, lack of organizational flexibility, formation of working groups, organizational commitment and effective appointments in the organization are not in a favorable situation. In addition, the resulting model has a suitable structure.

Human Resource Development Management in Improving the Quality of Educators at MTS Al Hikam Jatirejo

The research is intended to describe and analyze the management of human resources development at MTS al hikam jatirejo was inspired by jombang. To describe and analyze the quality of educators at MTS al hikam jatirejo was inspired by jombang. To describe and analyze the management of human resources development in improving the quality of educators at MTS al hikam jatirejo was inspired by jombang. The method used was case studies. Research shows that the management of human resource development at MTS al hikam jatirejo was debunked by jombang very well because it has been through several stages and selections made by madrassa head who refers to the vision of the madrasah mission and its prescribed standards of soup. The quality of educators at MTS al hikam jatirejo is detrained by jombang, and have effective roles and responsibilities, and the program evaluation results can be a model for the next program. The management of human resource development in enhanced educators at MTS al hikam jatirejo is said to be successful, with several such training as workshops, bimtech, and supervision to design and evaluate the development of human resources in the following year.

The Main Scientific and Practical Directions and Priorities of Management and Development of the Digital Economy at the Enterprises of Modern Shipbuilding

Theoretical reference: The article outlines some of the main theoretical and empirical aspects of studying the process of digitalization and human capital management of industrial economic entities, including considering the main structural elements of human capital formation/functioning, and the synergistic effect of various structural elements of human capital. Method: The article discusses some main analytical methods for assessing the effectiveness of digitalization processes, including the market capitalization method, a method for assessing intellectual capital based on average annual return on assets (ROA), and a method for estimating the cost of human resources based on computational and analytical indicator of information productivity. Results and Conclusion: The article discusses results around trends in digital transformation for shipbuilding companies and conclusions that the digital economy determines the new role of human resources and capital and that people remain a key success factor for digital enterprises. Implications of research: The research helps outline the main directions and priorities of human resource management and digital economy development at modern shipbuilding enterprises. Originality and value: The research provides a comparative analysis of theoretical and empirical aspects of digitalization and human capital management in the context of the shipbuilding industry, examining computational methods for evaluation. This contributes new perspectives and analysis specific to this industry context.

Human Resource Management: A Study on Private University in Indonesia

This paper aims to chronicle the historical development of Human Resource Management (HRM) as both an established academic field and a professional enterprise. The study adopts a desk-based methodology to examine the literature that has played a pivotal role in comprehending the beginnings, evolution, and professional advancement of HRM. A total of ten publications, sourced from scholarly journals, were selected to accurately depict the current situation. The papers underwent examination using three qualitative analysis procedures: data categorization, validation, and inference formulation. The study's findings indicated that mergers and acquisitions, talent management, succession planning, industrial and labour relations, and diversity and inclusion were previously the core components of human resources. The transition took place due to globalisation, corporate consolidation, technical progress, and more study. Academic institutions, professional bodies, and individual firms have devised specialised programmes of study to train future professionals for the specific obligations of the post. Multiple publications regarding human resources indicate that academic and practitioner organisations are also keen on making contributions to and advancing the sector.

Mapping the landscape of HRM research in higher education: a 40-year review and directions for future research

PurposeThe purpose of this study is to analyze and map the terrain of human resource management (HRM) in higher education (HE) contexts, with the aim of uncovering potential gaps within the existing knowledge base.Design/methodology/approachThis study employs a unique, in-depth bibliometric analysis of 945 publications from the Web of Science database over the past 40 years between 1981 and 2022.FindingsBased on the bibliometric analysis, the authors retrospectively examined the dominant research themes in HRM within the HE sphere, tracing their evolution over time. Four central clusters emerged: the theoretical foundations of HRM, strategic HRM, organizational culture and human capital development. Furthermore, the authors pinpointed critical research gaps and proposed areas for future inquiry, such as the impact of HRM on productivity, leadership dynamics, sustainable growth development, international staffing strategies and knowledge transfer mechanisms.Research limitations/implicationsThis study demonstrates how academics can use bibliometric techniques to systemize literature, expose potential gaps and suggest fruitful lines of inquiry in the field of investigation. The findings of this study can also help improve the decision-making processes of managers and human resource professionals.Originality/valueThis study provides readers with a systematic understanding of the development of HRM in HE settings and presents forward-looking perspectives, highlighting future research possibilities. Moreover, it validates the significance of bibliometric analysis as an efficient technique for discovering gaps in the existing literature.

Unveiling Organizational Impact on Civil Servant’s Change Readiness: Investigating the Mediating Influence of Adaptability

Employees’ response to organizational change remains pivotal in determining the success of change initiatives, especially within public sector organizations. This study aims to explore the determinants of change readiness among civil servants. Data was gathered through surveys of 350 civil servants involved in organizational change processes. Various factors influencing change readiness were identified, and their direct impact was assessed. Furthermore, the study delved into the mediating role of adaptability in the relationship between these factors and change readiness. Results indicate that organizational identification exerts a positive yet statistically insignificant influence on employees’ change readiness, while managerial climate significantly impacts employees’ change readiness. Adaptability emerged as a mediator between these factors and employees’ change readiness. This research contributes to understanding the determinants of employees’ adaptability and change readiness, offering valuable insights into human resources management and organizational development.

Towards evidence-based human resource development for South African local government

Background: The effective management of human resources is crucial for the sustainability of municipalities. However, as evidenced by poor service delivery, municipalities are not measuring human resource development. There is no known assessment tool or system to measure the performance of human resource development in South African municipalities.Aim: This study investigated the human resource development challenges experienced in municipalities and recommends, among other things, an evidence-based assessment tool that will improve human resource development implementation.Setting: Participants included line managers, human resource development professionals, employees, and councillors from randomly sampled local, district and metropolitan municipalities in South Africa.Method: An exploratory sequential mixed-methods design was used. Quantitative data were collected using questionnaires from 111 respondents. Qualitative data were collected from respondents given an opportunity to elaborate on their responses to statements in the questionnaire.Results: The results of the study show that municipalities are not effectively implementing human resource development, which compromises service delivery and municipal performance. They also suggest that municipalities are not effectively implementing the adopted Integrated Municipal Framework for Human Resource Development.Conclusion: The study concludes that there is an urgent need for local government to prioritise the management of human resource development. An evidence-based assessment tool will ensure that human resource development governance gaps are addressed in municipalities.Contribution: This study adds to the debate on the management of human resource development in South African local government by providing a context-specific analysis of implementing and managing human resource development and by recommending improvement strategies.

A bibliometric analysis – Green human resource management on green employee behavior

An analysis of the development of green human resource management and employee green behavior research publications was carried out between 2016 and 2023. Hence, this study aims to classify concepts or themes related to green human resource management and employee green behavior through descriptive analysis. A total of 224 articles indexed in Scopus were subjected to analysis using VOS viewer software, serving as a crucial tool in the visualization of the bibliometric network. This process involved the application of keyword filtering techniques. The analysis revealed that the 224 articles contain numerous concepts that could be categorized into eight clusters. The significance of this study lies in the discovery of a study concept for green human resource management and employee green behavior that will aid in the development of a conceptual framework for future research. The reviewed articles were only obtained from the Scopus database. Therefore, future research must use a comparative analysis approach as a different analytical strategy involving other databases such as Web of Sciences.

Analysis of Civil Servants Training – an Integral Part of Human Resource Development Management in Public Institutions

This paper, addresses the issue of professional staff training in the public institutions of the Republic of Moldova, as an integral part of human resource development management, being considered an important direction of modernization of the contemporary society. The professional staff training in public institutions is necessary for the development of the ability to react to the increasingly rapid changes, in order to make them more efficient and competitive in the face of new challenges. Therefore, in this paper we have analysed the effort made by the central public authorities to organize the staff training, working in public administration. In this context, several indicators that characterize the professional staff training activity in public administration institutions, have been assessed. The information provided by the State Chancellery of the Republic of Moldova, responsible for the staff training of public administration, served as factual material.

Effects of digital education on human resource development

BACKGROUND: The process of Digitizing Education has experienced significant growth in recent times, particularly under the background of COVID-19. Enterprises have ushered in new transformation needs, and digital education is the foundation of digital management. OBJECTIVE: Based on the entropy value method, it indicates the prominent factors affecting the progress of digital education. Give suggestions on human resource development and educational digitization. METHODS: Using panel data for 32 countries from 2015 to 2022. This study integrates digital technology, digital education economic environment, digital skills, and information literacy to establish an evaluation index system for assessing the level of digital education. RESULTS: The entropy value indicates that digital technology holds a prominent role in affecting the progress of human resources. Well-developed digital education can promote human resource management. CONCLUSIONS: The proposed digital technology has an important impact on the development of digital education and human resource management. Enterprises should pay more attention to the introduction of high-quality information talents to realize the digital transformation of enterprise management. The results open up several avenues for digital education in human resource management in future research.

OPTIMIZATION OF PUBLIC SPEAKING SKILLS FOR IMPROVEMENT OF HUMAN RESOURCES MANAGEMENT OF RPTRA & PKK KELURAHAN PETUKANGAN UTARA

A community engagement initiative conducted in collaboration between Budi Luhur University's Faculty of Communication and Creative Design and North Petukangan Subdistrict, Jakarta, has yielded significant results. The program focused on enhancing public speaking skills and has left a notable impact. Participants in the Public Speaking Workshop reported substantial improvements in their ability to communicate effectively in public. They gained practical speaking techniques, overcame stage fright, and developed a better understanding of their audience, resulting in a boost in self-confidence. Participants expressed increased confidence and motivation to address audiences, a valuable asset in their roles at RPTRA and PKK North Petukangan Subdistrict.
 Furthermore, the positive community response indicated a growing interest in similar programs, emphasizing the increasing awareness of the significance of public speaking skills for human resource development and community progress. The most significant impact was observed in human resource management at RPTRA and PKK, where enhanced speaking skills enable leaders and facilitators to communicate, motivate, and lead more effectively. In conclusion, this community engagement program has brought about positive changes in human resource development and community management in North Petukangan Subdistrict. It illustrates how higher education can benefit local communities, enabling them to realize their full potential.

Strategy of Human Resource Management Development in Increasing the Competitive Advantage of Small and Medium Enterprises (Case Study of MSMEs Lepo Lorun Ikat Weaving Center, Nita Village, Sikka Regency)

This research aims to determine and analyze SHRM strategies, which can achieve compatibility between business strategy and HR strategy, increase employee productivity and performance, increase employee satisfaction and engagement, and achieve competitive advantage in the competitive market of ikat woven micro, small and medium enterprises Lepo Lorun and knowing and analyzing the application of SHRM to improve human resources at Lepo Lorun MSMEs so that they have the ability to compete with every MSME in Sikka Regency. The type of research used is qualitative research which is generally carried out through a case study approach. The data analysis technique used in this research is historical analysis, data reduction, presentation and drawing conclusions. Lepo Lorun is also an ideal example of how culture is preserved by commercializing the culture itself. In the context of Lepo Lorun, its existence seems to save local cultural products such as weaving and other handicrafts. To develop the ikat weaving business, the Lepo Lorun group has several development strategies. These development strategies cover all production activities starting from the provision of raw materials, product diversification, weaving equipment and infrastructure, management organization, marketing and passing on weaving knowledge and skills. These development strategies aim to maintain and improve the quality of their production results.

Effect of Affective Commitment on Task Quality: Mediating Role of Employee Engagement

This study aims to examine the influence of Affective Compliance on Task Quality, with a specific focus on the potential mediating effect of Employee Engagement. Affective Compliance pertains to the degree of emotional connection that employees experience towards their employing organization. In contrast, Task Quality refers to the extent to which the output generated by employees aligns with predetermined criteria and anticipated outcomes. The research employs the Partial Least Squares (PLS) data analysis method, which facilitates the modeling of intricate relationships among the variables under investigation. The study's findings indicate that Affective Compliance exerts a positive and statistically significant impact on Task Quality. However, the discovery that Employee Engagement serves as a mediator in the association between Affective Compliance and Task Quality is of greater interest. Employee engagement is a concept that aids in elucidating the relationship between affective Compliance and task quality. The findings of this study carry significant implications for the fields of human resource management and organizational development. Enhancing employees' levels of affective Compliance can enhance the quality of their tasks by fostering increased employee engagement. Hence, organizations must prioritize strategies that enhance the emotional connection between employees and the company, thereby enhancing the work output's quality. This study offers a comprehensive analysis of the interconnectedness of these variables within the work setting, presenting the possibility of enhancing employee productivity and work quality.

Impact of Training and Development on Organizational Performance: a Mediating Role of Employee Performanceimpact of Training and Development on Organizational Performance: a Mediating Role of Employee Performance

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Analisis Pengelolaan Sumber Daya Manusia dalam Upaya Peningkatan Kualitas Kinerja Individu: Studi Kasus di Kantor PWI Sumut

Currently, with the rise of the media, the flow of information received by the public is different, professional journalists are an important pillar in informing the public. As a basis for action and improving the quality of life, human resource development has many things needed because it has important aspects in increasing productivity (Effendi and Sulistyorini, 2021). The purpose of this research is to find out the implementation of management and development of human resource management in the North Sumatra PWI organization. The research conducted by this writer uses a qualitative approach where the data is obtained without using numbers. The researcher chose a qualitative approach because it felt clearer and broader in the discussion. The use of a qualitative approach is intended to obtain original and natural data. This means that data is in accordance with the real situation and has deep meaning. PWI Sumut has carried out well the development of its human resources and encouraged its members to behave professionally in carrying out the profession as journalists through the training provided. Starting from the development of knowledge and skills, deepening the code of ethics, and competency tests which become formal development in the journalist profession. Although there are still some members who violate the journalistic code of ethics. Keywords: human resources, improving the quality of performance, North Sumatra PWI office

Dimensional structure, scale development and impact effect testing of platform-based human resource management

Abstract This paper first constructs an analytical model of platform-based human resource management, where the series of independent variables and the series of dependent variables are grayed out by multiplying each variable by its whiteness at different time series points. The Cholesky method is employed to solve for the regression parameters, and the original dependent variable series and its predicted value series are gathered to calculate the error estimates. Finally, the model was used to analyze the dimensional structure and test the effect of platform-based HRM. =0.31, p0.001, the perception of continuous platform-based HRM was significantly and positively related to job performance, as demonstrated by the results. The perception of continuous platformed HRM is significantly and positively related to psychological capital β=0.54, p<0.001. This paper provides a theoretical guide for HRM in platformed companies and a conceptual model and measurement tools for studying platformed HRM.