Human Resource Function Research Articles

Outsourcing Human Resource Functions and Organizational Performance: A Study of Some Selected Commercial Banks in Nigeria

Outsourcing Human Resource Functions and Organizational Performance: A Study of Some Selected Commercial Banks in Nigeria

Resetting the Human Resource strategy for organizational performance in Zimbabwe Urban Councils

While literature is awash with evidence that links strategic human resource management to organizational performance, little is known on sustaining the relationship dynamics within a public sector context that is operating under polarized conditions. This study explores the challenges faced in implementing the human resource strategy within urban councils in Zimbabwe to unearth solutions that are sensitive to a polarized work environment. A case study approach was used to collect data from the 32 urban councils in Zimbabwe, which are classified into four categories namely, cities, municipalities, towns and local boards. Stratified sampling was used to identify nine urban local authorities for data collection and purposive sampling identified the participants for interviews. The point of saturation was reached after interviewing 18 participants and the data was analysed using the atlas.ti. This study revealed, a misalignment of the human resource function and the organizational goals, a serious financial resource crisis and a lack of trust between key stakeholders. The study contributes to the development of human resource competencies that respond to the organizational needs in a polarized environment. Further, it incorporates the adoption of technology in the human resource strategy and the need to foster a culture of supporting soft skills such as teamwork and collaboration from the level of elected officials down to the entire workforce. 

THE IMPACT OF REMOTE WORK ON HR PRACTICES: NAVIGATING CHALLENGES, EMBRACING OPPORTUNITIES

The COVID-19 pandemic has enhanced the rise of remote work, revolutionized organizational operations, and significantly impacted human resources (HR) practices. This paper explores the profound effects of remote work on HR functions, addressing both challenges and opportunities in this new paradigm. The shift to remote work has increased flexibility for the workforce and opened access to a global talent pool. However, it has not been without its challenges for HR professionals. They now face hurdles in engaging employees, managing performance effectively, and promoting team collaboration. Ensuring a unified organizational culture and cultivating a solid connection among remote workers have become pressing concerns. This research emphasizes the significance of HR departments adapting to the realities of remote work. It proposes a need for redefining talent acquisition, training, performance evaluation, and employee engagement strategies. By analyzing real-world case studies and expert insights, this study offers valuable guidance to HR leaders and practitioners in effectively navigating challenges and optimizing remote work arrangements. Embracing remote work provides clear advantages for organizations that enhance resilience and attract top talent. In this regard, HR professionals must proactively adopt technology and acquire new skill sets to optimize remote work environments. As organizations navigate the challenges of remote work, the HR function plays a fundamental role in shaping work's future and nurturing a thriving workforce. This study offers valuable insights, empowering HR practitioners to position their organizations for success amid this evolving landscape.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0056/a.php" alt="Hit counter" /></p>

The rise of the human capital industry and its implications for research

AbstractWe document the size and scope of the industry of for‐profit vendors that now handles a considerable proportion of human resource tasks for individual US employers, a collection we describe as the human capital industry. Outsourcing these tasks changes how the human resources function is executed in ways we describe below. This change should matter to researchers if they are interested in choosing topics that have relevance, and it should also matter to teachers of human resources who want to present an accurate description of practice to students. Aside from the now remarkable size of the HR industry, arguably its most important attribute is its marketing efforts, which now drive the agenda for the field of HR. A concern about that agenda is that it often creates the perception of challenges for management when in practice no evidence of those challenges exists.

Integrating Artificial Intelligence in Human Resource Functions: Challenges and Opportunities

Integrating Artificial Intelligence in Human Resource Functions: Challenges and Opportunities

HR Functions Productivity Boost by using AI

In today's fast-paced world, the Human Resources (HR) department plays a pivotal role in the success of any organization. With a plethora of tasks to manage, the HR team often faces the daunting challenge of screening and selecting the best candidates for various positions. To streamline this process, we propose a novel system that integrates the power of Kruskal algorithm for resume screening, conducting a qualifying test called "BTNT," and psychological testing like Emotional Intelligence to analyze the shortlisted candidates. Our proposed system utilizes a Knapsack approach under Dynamic Programming to suggest the most suitable candidates for HR roles. By automating these tedious HR tasks through Artificial Intelligence (AI), we ensure a faster, more accurate, and cost-effective selection process.
 Our research paper presents a detailed analysis of the proposed system's effectiveness and showcases the benefits of adopting this innovative approach. We believe that this cutting-edge system will revolutionize the HR industry by providing an efficient, objective, and unbiased selection process. The BTNT test's incorporation will help identify candidates' technical skills, while the psychological test will highlight their soft skills. This holistic approach ensures that organizations not only hire the best-fit candidates but also create a positive work environment that fosters growth and development. Our research paper is a must-read for any HR professional looking to optimize their recruitment process and gain a competitive edge in the market. With our proposed system's implementation, companies can attract and retain top talent, improve employee productivity, and ultimately increase their efficiency.

Robotic Process Automation (RPA) in Human Resource Functions

Automation has become a game-changer in the field of Human Resource (HR), revolutionizing traditional HR operations and transforming the way organizations manage their workforce. This study explores the concept of automation in HR and its impact on various HR functions including recruitment, onboarding, employee data management, payroll administration, performance management and employee engagement. The study delves into the benefits of HR automation such as increased efficiency, improved accuracy, reduced manual errors and enhanced employee experiences. It highlights the different technologies and tools used for HR automation including Robotic Process Automation (RPA), Artificial Intelligence (AI), Machine Learning (ML) and data analytics. Overall, automation in HR operations brings numerous benefits to organizations including improved efficiency, accuracy, compliance and employee satisfaction. HR professionals can focus on strategic initiatives and value-added tasks, resulting in better talent management and organizational success in the dynamic business landscape.

Conceptualising the nexus between macro‐level ‘turbulence’ and the worker experience

AbstractIn this article, we introduce the special issue on conceptualising the nexus between macro‐level ‘turbulence’ and the worker experience. We discuss ‘turbulence’ as economic, political, social, technological, and environmental crises occurring in the macro‐environment and affecting the world of work. We argue that human resource management plays a critical role in supporting not only the organisation, but also workers, to navigate through macro‐level events. Based on the contributions included in this Special Issue, we suggest a novel framework that situates and expands the role of the Human Resources (HR) function in contemporary organisations by proposing a new role, the Proactive Carer. We argue that the debates around the role of HR and HR professionals have so far been too narrow and internally focused. It is time to expand this role to be externally facing, proactively monitoring the macro‐environment for significant events, anticipating any significant changes for workers, and designing interventions to minimise any negative impact. We conclude by highlighting avenues for future research.

Enhancing Human Resource Functions through Digital Information Management Systems: The Moderating Role of Organisational Commitment

The adoption and implementation of digital information management systems is largely viewed as a means for promoting efficiency in organisations. Conversely, the realisation of the benefits derived from full utilisation of integrated digital information management systems still remain distant, pointing to lack of efficiency for some universities, particularly in the context of Sub-Saharan Africa. This lack of efficiency on the part of some universities suggests the need for accelerated incremental or adaptive digital innovations which are regarded as antecedents for the full utilisation of digital information management systems. Owing to this, the purpose of this study is to investigate the influence of digital information management systems as an antecedent for human resource functions in promoting efficiency. The hypotheses are tested using a sample size of 202 comprising senior managers, heads of sections and human resource personnel. The authors identify enterprise resource planning and human resource information systems as factors that bring efficiency to human resource functions. Organisational efficiency is associated with sound human resource functions driven by full utilisation of digital information management systems. Furthermore, the realisation of efficiency requires commitment of resources by the organisation. The empirical outcomes suggest that the digital information management system in place is predominantly used for recruitment, training and development processes while performance management processes are largely done manually. This paper contributes to the research literature on the significance of digital information management systems utilisation particularly from Sub-Saharan Africa. Also, the study provides a new empirical test using a data set of 202 decision makers such as senior managers and heads of sections.

The Involvement of Local Community in The Tourist Attractions of Baliwoso Upadesa, Pengotan, Bangli

Bali, which is essentially the center of Indonesian tourism which is known by all foreign tourists, has all kinds of tourism that tourists need. One of the tourism sectors is special interest tourism, especially in rural areas. The involvement of local community participation plays an important role in the development and preservation of the environment and local resources. However, most of them work as farmers, of course they lack knowledge and experience in the field of tourism. So that in involving the community it is necessary to do training first. This study aims to analyze the form of local community involvement in Pengotan Village by using the theory of participation and the function of human resources. This research was conducted by collecting qualitative data. Data obtained from interviews and observations. After the data was obtained, the researchers analyzed the data using Miles and Huberman. The results of this study found that the Pengotan Village Community involved in Baliwoso participated actively in a top-down or bottom-up manner, starting from managerial functions to the operational functions of Upadesa Baliwoso. This provides a boost to employment opportunities or additional income by working to meet the operational needs of tourists visiting Baliwoso.

Islamic Economic Thought Has Existed Since The Time Of The Prophet Adam Alaihis Salam

Studies on the history of Islamic economics are still very rare, especially the study of Islamic economics before the Nubuwah period or the time of the appointment of the Prophet Muhammad as a Prophet and Apostle. The purpose of this study is to prove that Islamic economic civilization has existed since the time of the Prophet Adam sent by Allah to the earth. The method used in this study is a qualitative method with a research library, with a historical methodology approach. The results of the study said that Islamic economic civilization existed long before the Nubuwah era or the time of the appointment of the Prophet Muhammad SAW as a prophet and apostle. At the time of the Prophet Adam, there were very simple economic activities to meet their basic or primary needs. These economic activities are consumption, distribution and production. More and more economic functions were practiced during the time of Noah and Yunus, including the functions of transportation and trade. Even at the time of the Prophet Yusuf, there was already a supply and warehousing function. The time when Prophet Musa carried out economic activities more fully and in detail, namely when Prophet Musa a.s. met with two girls who were queuing to get their cattle to drink and then Prophet Musa offered himself as a representative (wakalah contract) to carry out the duties of the two girls. Furthermore, more intense cooperation in the field of livestock maintenance and development as employees (managers) and shahibul Maal (livestock owners). The economic functions at the time of the Prophet Muhammad were more complete, namely the functions of production, consumption, distribution, human resources and investment. Almost everything was lived by the Prophet Muhammad himself since the age of 8 years. The initial journey that the Prophet Muhammad had carried out was as a deputy at the beginning as a shepherd with a salary system, then as a mudharib in a trading business when the prophet Muhammad was not married, and then after marrying Khadijah the Prophet acted as a shahibul mall and at the same time an investor and this is when the Prophet Muhammad have a lot of time to think about the condition of society, at this time the Prophet had achieved financial freedom or freedom of money

The Role of Information Technology in Improving the Efficiency and Productivity of Human Resources in the Workplace

The ubiquity of information technology in contemporary society has rendered it an indispensable component across a wide range of domains. The utilization of information technology has had a noteworthy influence on enhancing efficiency and productivity in diverse domains, encompassing the professional milieu. The Human Resources function is a crucial element within an organization, playing a significant role in driving the success and expansion of the company. The objective of this investigation is to scrutinize the function of IT in enhancing HR efficacy and output within the workplace. It is crucial to comprehend the ramifications of IT employment within an organizational framework. The primary emphasis of this investigation is qualitative in nature. The process of data collection involves meticulous observation and recording of data, followed by the application of analytical methods such as data reduction, visualisation, and inference to derive meaningful insights. The research has deduced that in the constantly changing digital era, the significance of information technology in enhancing the effectiveness and output of human resources in the work environment is pivotal. IT facilitates the automation of mundane tasks, enhances collaboration, provides expedient access to information, enables effective training, supports intelligent data analysis, promotes efficient performance management, allows for work flexibility, and ensures information security.

The Influence Of Human Resource Policy On Job Satisfaction In Predicting Organizational Commitment

Purpose: This research aims to explore the relationship among human resource policy, job satisfaction and organizational commitment through the perception of employees working in small and medium enterprises in Vietnam.
 
 Theoretical framework: The human resource functions and related distinct processes that help attract, develop, and retain a company's human resources. They involve employees and guide them to help carry out activities aimed at achieving organizational goals employees (Jahanian et al., 2012). Business leaders are always cautious when reviewing existing human resource policies and constantly improving to make employees satisfied with their jobs, thereby helping them improve their productivity and commitment to the organization. 
 
 Design/methodology/approach: The qualitative method is based on an overview of previous studies, the research team builds the first scale, then the questionnaire is sent to the experts and conducts a trial survey with 30 employees to control the survey, edit and complete the concepts of the questionnaire. For the quantitative research, data was collected using convenience sampling method from a total of 400 employees and managers who are working at SMEs in Viet Nam. The method of and Confirmatory Factor Analysis (CFA), Structural Equation Modeling (SEM) were carried out to measure the influence of latent variables on organizational commitment.
 
 Findings: The research results show that employees' perceptions of HR policies include selection and recruitment; training and improvement; evaluation of employees’ tasks; stability and promotion in work, remuneration and reward, and encouragement of participation and innovation. These HR policies have a direct positive impact on job satisfaction and commitment to the organization. In addition, job satisfaction has a significant positive effect on organizational commitment. Therefore, it is necessary to improve the implementation of HR policies to promote employee job satisfaction, which helps to increase commitment to the organization. 
 
 Research, Practical & Social implications: We recommend future research that expands on other components for a comprehensive assessment of HR policies. In addition, it is necessary to analyze in detail the components of organizational commitment such as affective commitment, Continuance commitment, Normative commitment.
 
 Originality/value: The results of standardized estimation of the parameters of the research model show that the relationship between the concepts in the formal research model is statistically significant (p<0.05). HR policies have been shown to have the most positive impact on job satisfaction in SMEs.

The transformative impact of artificial intelligence on hr practices and employee experience: A review

This review paper explores the profound impact of Artificial Intelligence (AI) on Human Resources (HR) practices and employee experience. With the rapid advancement of AI technologies, organizations are increasingly integrating AI-driven solutions into various HR functions. This paper provides a comprehensive examination of the current state of AI adoption in HR, delving into its implications for recruitment, training, performance management, and employee engagement. Additionally, it explores the effects of AI on the overall employee experience, including job satisfaction, well-being, and work-life balance. The review identifies the benefits, challenges, and ethical considerations associated with the integration of AI in HR practices. Finally, future directions and recommendations are provided for organizations and HR professionals seeking to navigate the evolving landscape of AI in the workplace.

Competency Models for Information Security and Cybersecurity Professionals: Analysis of Existing Work and a New Model

Competency models are widely adopted frameworks that are used to improve human resource functions and education. However, the characteristics of competency models related to the information security and cybersecurity domains are not well understood. To bridge this gap, this study investigates the current state of competency models related to the security domain through qualitative content analysis. Additionally, based on the competency model analysis, an evidence-based competency model is proposed. Examining the content of 27 models, we found that the models can benefit target groups in many different ways, ranging from policymaking to performance management. Owing to their many uses, competency models can arguably help to narrow the skills gap from which the profession is suffering. Nonetheless, the models have their shortcomings. First, the models do not cover all of the topics specified by the Cybersecurity Body of Knowledge (i.e., no model is complete). Second, by omitting social, personal, and methodological competencies, many models reduce the competency profile of a security expert to professional competencies. Addressing the limitations of previous work, the proposed competency model provides a holistic view of the competencies required by security professionals for job achievement and can potentially benefit both the education system and the labor market. To conclude, the implications of the competency model analysis and use cases of the proposed model are discussed.

Manfaat Penerapan Audit Sumber Daya Manusia Pada Perusahaan

The purpose of this article is to look at the effectiveness of employee performance in implementing human resource audits in companies. This article is a qualitative descriptive article using interview and questionnaire data collection methods for the human resource management division. The data analysis method used is qualitative analysis by performing the function of assessing personnel effectiveness based on comparisons between criteria, cause and effect. Based on the research that has been done, it is known that the activities of the human resource function in companies have been running effectively in implementing human resource audits.

Role of Learning and Growth Perspective in The Mediating Relation of Human Resource Function with Employee Champion: Evidence from The Small Medium Industries

Human resources (HR) is a key factor for achieving company competitive advantage, but research on the competitive advantage of HR is still little to do. As is known, the superiority of HR can be seen from the role of HR as an employee champion. This study aims to analyze the effect of the HR function on employee champions from the perspective of learning and growth as a mediating variable. The research sample consisted of 627 employees form 14 the small medium industries. The sample obtained was 82 employees. This research was conducted using questionnaires and interviews. In making the questionnaire used a scaling technique Likert to measure attitudes, income, and perceptions of people or groups of people about social phenomena that occur. The analytical tool used was SEM-PLS. The findings of the research result found that the HR function does not directly influence employee champions, but after incorporating the perspective of learning and growth as a mediating variable. It appears that the effect of the HR function on employee champions.

Review of the Data and Implications for the Human Resource Function about the Effect of Developing Technology on the Workplace

It is challenging to separate the hoopla around technological innovation from its actual prospective effects on work, despite popular media's predictions to the contrary. This study looks at the data about how new technologies are affecting the workplace and how the human resource (HR) function may assist businesses and people in navigating these changes. According to available data, corporations are using cutting-edge technology like artificial intelligence and robotics to automate routine, uncomplicated operations and use predictive algorithms to make complex decisions more quickly and accurately. Additionally, new technologies are being employed more frequently to encourage the adoption of more flexible working practices like gig and virtual work. However, this will pose a number of difficulties for HR professionals, who must assist workers in modernising their skills to compete in the workplace of the future and find solutions to any potential detrimental effects of increased connectivity and precarious employment on worker wellbeing.

Opportunism in headhunter‐client relations: An agency theory perspective

AbstractRecruitment is one of the most important human resource functions for organizational success and survival. While organizations increasingly use headhunters to recruit employees, little research has focused on client‐headhunter relations. This paper draws on agency theory and interviews with 130 contingency‐based headhunters and corporate clients to examine clients' opportunistic behaviors and how headhunters sought to mitigate these opportunistic behaviors. Our analysis shows that clients used several headhunters in search assignments, negotiated and refused to pay placement fees, contacted candidates directly, changed search criteria and terminated search assignments, and used headhunters to poach employees from their competitors. Our analysis also shows that headhunters used various social interaction and contract‐based approaches to mitigate these behaviors, which affected recruitment‐related outcomes. This paper contributes to the literature by providing the first agency theory‐based study on clients' opportunist behaviors, bringing principals into agency theory‐based research, and showing that clients' opportunism affects recruitment‐related outcomes.

The Role of Human Resource Management in Institutional Effectiveness: A Comparative Study of Two Ghanaian Universities

This paper examined the role of human resource management in institutional effectiveness. The objectives were to examine innovative strategies adopted by two public universities in Ghana to promote effectiveness in human resource management as part of the quality assurance strategies of such universities and compare the various systems used in managing human resources in both institutions. Using a comparative qualitative case study research design through semi-structured interviews and content analysis, the study found that both institutions did not have comprehensive (stand-alone) human resource (HR) policies to guide everyday HR practices however, separate policies existed for specific HR functions. Again, KNUST has a decentralised section for specific units but UENR operates a centralised human resource division. The study found that both institutions did not have strong systems for conducting HR audits. The study recommends that universities put structures and mechanisms in place to ensure continuous organisational feedback, perform a functional audit and design systems for assessment of HR policies to ensure that they are responsive to institutional/national laws and policies and promote effectiveness.