Integration Of Human Resources Research Articles

Risk management and HR practices in supply chains: Preparing for the future

This study explores the strategic integration of risk management and Human Resources (HR) practices within the context of supply chain management, aiming to identify how such integration enhances organizational resilience and sustainability. Employing a systematic literature review and content analysis, the study examines scholarly articles from key databases, focusing on the period from January 2000 to the present. The methodology involves a comprehensive search strategy, stringent inclusion and exclusion criteria, and a detailed selection process to distill insights from relevant literature. Key findings reveal that strategic HR practices, such as talent management, leadership development, and fostering a risk-aware culture, significantly contribute to mitigating supply chain risks and bolstering resilience. Furthermore, the study highlights the pivotal role of technological advancements, including artificial intelligence, blockchain, and the Internet of Things, in supporting the dynamic integration of risk management and HR practices. This integration not only addresses operational efficiencies but also aligns with strategic objectives towards sustainability and adaptability in the face of global disruptions. The study concludes that the strategic importance of integrating risk management with HR practices cannot be overstated, emphasizing its necessity for building agile, resilient, and sustainable supply chains. As organizations navigate the complexities of modern supply chains, this integrated approach offers a pathway to not only survive but thrive amid uncertainties, underscoring a blueprint for sustainable competitive advantage in evolving global markets. This review contributes to the existing body of knowledge by providing a comprehensive overview of current practices and future directions for integrating risk management and HR practices in supply chain management.

Sustainable and ethical supply chain management: The role of HR in current practices and future directions

This study systematically reviews the integration of Human Resources (HR), sustainability, and ethics within the framework of supply chain management, illuminating the pivotal role of HR practices in enhancing the sustainability and ethical integrity of supply chains. Employing a systematic literature review coupled with content analysis, this research scrutinizes scholarly articles and case studies across various databases, focusing on the period from 2000 to 2024. The methodology hinges on precise inclusion and exclusion criteria to distill relevant literature, which is then subjected to rigorous content analysis to identify prevailing themes and insights. Key findings reveal that strategic HR practices, including talent management, training and development, and leadership cultivation, are central to embedding sustainability and ethical considerations into supply chain operations. These practices not only foster a culture of sustainability and ethics but also drive organizational change towards more sustainable supply chain models. The review identifies a dual challenge for sustainable supply chain management: the complexity of global supply chains and the increasing demands for transparency and ethical conduct, presenting both significant challenges and opportunities for innovation. Finally, the study underscores the critical role of HR in sustainable and ethical supply chain management, highlighting the necessity of integrating sustainability into HR practices. Strategic recommendations for organizations and HR professionals are provided to navigate the evolving landscape of supply chain sustainability. The study calls for further research into the dynamic interplay between HR practices and supply chain sustainability, particularly in the context of emerging technologies and global supply chain complexities.

Assessing the integration between disaster risk reduction and urban and regional planning curricula at tertiary institutions in South Africa

Urban areas are increasingly being affected by more frequent and severe disasters. It has been argued in theory and international development policy that the integration of disaster risk reduction (DRR) within existing urban planning (UP) curricula would greatly benefit efforts to build resilient urban environments. However, the current status quo and progress of this crucial transdisciplinary integration in the South African University context remain unclear. Through the application of an exploratory mixed method research design, this article established that UP lecturers at South African universities have a good grasp of the theoretical need for the integration of DRR into existing curriculums and have also tentatively started to integrate DRR into some of their modules. However, because of challenges such as full curricula, financial and human resources constraints and integration predominantly happening on postgraduate level, integration has not occurred in sufficient depth while also missing the opportunity to expose the majority of the student cohort and future urban planners to much-needed DRR knowledge.Transdisciplinary contribution: This article illuminates the current status of integration across and collaboration between DRR and UP at selected South African Universities.

A multidisciplinary approach to STEM education: Combining HR, counseling, and mentorship

In the dynamic landscape of Science, Technology, Engineering, and Mathematics (STEM) education, the traditional emphasis on technical proficiency is evolving to recognize the multifaceted needs of learners. This research explores the integration of Human Resources (HR) practices, counseling services, and mentorship programs as a holistic and transformative approach to STEM education. The multidisciplinary model aims to address not only the academic rigor inherent in STEM disciplines but also the psychological, emotional, and professional development crucial for success. The paper emphasizes the challenges faced in integrating HR, counseling, and mentorship, including institutional silos, resource constraints, diversity barriers, resistance to change, measurement complexities, and scalability concerns. Recommendations are proposed to overcome these challenges, emphasizing collaborative interdisciplinary structures, strategic resource allocation, proactive diversity initiatives, effective communication, robust evaluation metrics, and phased scalability. In conclusion, the integration of HR, counseling, and mentorship in STEM education represents a paradigm shift toward a holistic, student-centered model. By dismantling traditional barriers and fostering a culture of collaboration, institutions can create an environment that nurtures the comprehensive development of STEM learners. This integrated approach not only equips individuals for success but also contributes to the evolution of a more dynamic, inclusive, and impactful STEM community poised to meet the challenges and opportunities of the future.

Analysis of the Role of Aviation Security Inspectors in the Implementation of Duties, Functions and Authorities at the Airport Authority Office

Aviation has an important role apart from being a bridge that connects and unites regions/islands in the Republic of Indonesia, aviation is also a means of smoothing the wheels of the economy, accelerating development, as well as opening access to and from the outermost, remote, disadvantaged and border areas. Aviation security is part of aviation which is supported by the integration of human resources, facilities/equipment, and procedures. Aviation Security Inspectors are human resources who must be developed professionally according to their career path. Currently, Aviation Security Inspectors are considered to be not optimal in carrying out their duties, functions, and authority, one of the reasons for this is the disharmonization of regulations. The aim of this research is to conduct a study of the role of Aviation Security Inspectors in carrying out their duties, functions, and authority at the Airport Authority, in order to form Aviation Security Inspectors who are professional, accountable, and have integrity, so that optimal, effective, and efficient aviation security supervision can be achieved. This research is descriptive research with a qualitative approach, namely research conducted to explore existing problems through studying regulations and data in the field and interpreting them, then described in a deductive description with literacy support.

Critical success factors of food safety management for achieving climate neutrality: a multilevel moderated approach with industry revolution 4.0

PurposeThe growing awareness of climate risks associated with food safety issues has drawn the attention of stakeholders urging the food industry to carry out a sustainable food safety management system (FSMS). This study aims to investigate whether the critical success factors (CSFs) of sustainable FSMS can contribute to achieving climate neutrality, and how the adoption of FSMS 4.0 supported by the Industry Revolution 4.0 (IR 4.0) technologies moderates the impact of the CSFs on achieving climate neutrality.Design/methodology/approachSurvey data from 255 food production firms in China and Vietnam were utilised for the empirical analysis. The research hypotheses were examined using structural equations modelling (SEM) with route analysis and bootstrapping techniques.FindingsThe results show that top management support, human resource management, infrastructure and integration appear as the significant CSFs that directly impact food production firms in achieving climate neutrality. Moreover, the results demonstrate that the adoption of FSMS 4.0 integrated with the three components (ecosystems, quality standards and robustness) significantly moderates the impact of the CSFs on achieving climate neutrality with lower inputs in human resources, infrastructure investment, integration and external assistance, and higher inputs in strengthening food safety administration.Originality/valueThis study provides empirical findings that fill the research gap in understanding the relationship between climate neutrality and the CSFs of sustainable FSMS while considering the moderating effects of the FSMS 4.0 components. The results provide theoretical and practical insights into how the food production sector can utilise IR 4.0 to attain sustainable FSMS for achieving climate neutrality.

Measuring employee-consumer integrated retailer brand equity

The aim of this research is to develop and test a measure of integrated retailer brand equity (IRBE) based on frontline fashion retail employees' internal (i.e., as employee) and external (i.e., as consumer) perceptions of the retailer's brand. Comparisons are made between two types of frontline employees, patronizing and non-patronizing. Using advanced PLS-SEM techniques, this research introduces a third order reflective-formative hierarchical component model (HCM) into the retailer brand equity domain. The research validates an IRBE model with four consumer dimensions and seven employee dimensions. Both types of employees value all four consumer dimensions; however, they value different employee dimensions. The IRBE model, when operationalized, can encourage closer integration of human resources and marketing functions, and enable practitioners to enhance their brand offerings and build a more cohesive retailer brand.

Human Resources and Technology Integration in Effective Public Management

This study aims to explore effective public management within the framework of the integration of human resources and technology. By utilizing current literature review approaches, this study focuses on sources published within the last decade. Employing keywords related to human resource and technology integration on platforms like Google Scholar, the research aims to extract relevant and significant information from a wide range of scholarly materials. The findings in this study confirm that the integration of human resources and technology in public management is an essential foundation for creating responsive, transparent , and high-quality public services. Managing public management and optimizing public services in accelerating technology includes using digital platforms; human adaptation to technology; transparency and participation of the technology community; and data security. Meanwhile, the integration of human resources and technology in innovation and development can be described in the use of technology and data analysis; collaboration, and improvement of human resources; as well as a survival strategy not to change. Finally, to see the management of change in public management in a technological framework from the aspects of technology adoption, changes in organizational culture, service efficiency and improvement, HR training and development, and monitoring and evaluation.

Human Resource Integration and Performance of Mergers and Acquisitions in UAE

The realistic study evaluated the association between Human Resource Integration and Performance of mergers and acquisitions in the United Arab Emirates (UAE). The education study utilized a descriptive consideration design with a quantitative prototype. A sample of 300 participants were prudently chosen from 1071 people using Slovene’s formula. Evidence was congregated by means of survey questionnaires. The researchers used simple random sampling to garner facts for the study. Statistics were assessed using Descriptive statistics, Structural equation modelling, Bootstrapping to test the indirect effects and Pearson linear correlation coefficient (PLCC) for quantitative measurements. The study verdicts came up with a momentous correlation between Human Resource Integration and Performance of mergers and acquisitions in the United Arab Emirates (UAE). The project concluded that Human Resource Integration is essential for Performance of mergers and acquisitions in the United Arab Emirates (UAE) because it covenants with issues to do with achievement of joint objectives of the mergers and acquisitions in the UAE. If the Human resources of the merged banks are well managed, they can contribute to the socio-economic headway of the nation on the whole. From the study outcomes, the researchers recommended that the government of UAE should encourage the prioritization of the practice of virtues of accountability, transparency and reconciliation among the workers in order to allow growth of mergers and acquisitions in the nation at large. The government of UAE should increase on the budget meant for training the Human Resources countrywide for better management of mergers and acquisitions in order for the country to develop globally.

Comparing effects and application of telemedicine for different specialties in emergency medicine using the Emergency Talk Application (U-Sim ETA Trial)

Telemedicine as a technology can support processes in the field of emergency medicine (EM) including therapies and diagnostics, but technically is often based on hardware solutions for local EM structures, especially when involving the field of pre-hospital EM. By developing an open-source, data protection compliant solution (EU GDPR and HIPAA) as well as using standardized web and open-source based technology the Emergency Talk Application (ETA) can be used as a technology that can connect emergency medical providers and include already available regional structures. By actively involving patients and connecting these with emergency or urgent care physicians ETA can be used not only as a teleconsultation system for paramedics and physicians, but in a wider network. Randomised simulation trial, comparing EM scenarios from the field of internal medicine, trauma and neurology. Participants were qualified as certified paramedics or emergency physicians (EP). Paramedics performed as ambulances crews and involved an EP if needed via ETA as Tele-Emergency Physicians (TEP). EP participated from a device of their choice, while being able to stay within their clinical workspace. From 141 scenarios 129 used ETA. Significant differences were found for the length of scenarios, duration of time the TEP was on scene, TEP arrival after scenario start, duration until TEP was called and the duration until a diagnosis was made. Also a strong positive and significant correlation between duration of the scenario and the time a TEP was bound could be described. Telemedicine is a technology that is increasingly used in the field of EM. Improving the use of telemedicine by using up-to date technology while allowing an integration of available technical and human resources is a challenge in the field of emergency medicine especially with its regional but also broad medical variety. When using one technical solution, understanding that different cases need a different medical and also telemedical approach can help in the understanding and improving therapies, diagnostics but also the involved processes and solutions. Such results are not only relevant for healthcare providers but especially by law and decision makers as to which type of solution could be introduced in each regional setting.

Analisis Penerapan Good Corporate Governance Dan Budaya Lokal Dalam Tata Kelola Keuangan LPD

This study aims to determine (1) the factors causing fraud in the LPD, (2) the implementation of good corporate governance in financial governance in the LPD, and (3) the application of local culture used in financial governance at the LPD Dawan Widang Kelod. This research use desciptive qualitative approach. This study utilizes primary and secondary data collected through interviews, observations, documentation, and literature reviews. The findings of this study reveal that the elements that contribute to LPD fraud are weak organizational structures, weak supervisory functions, absence of a system or refusal to use the system, weak LPD governance, the presence of a ewuh pakewuh culture, and low-quality human resources. Good financial governance practices have not been implemented in LPD Dawan Widang Kelod such as transparency, accountability, responsibility, independence, equality and fairness which are not in accordance with the provisions. LPD Dawan Widang Kelod has implemented the local culture of Tri Kaya Parisudha which can shape the character and integrity of human resources. However, in its implementation it has not been implemented optimally to achieve good financial governance

Research on the Coupling of Human Resource Structure and Industrial Structure: A Survey from Nine Provinces of the Yellow River Basin in China

To realize the benign coupling between human resource structure and industrial structure, and promote high-quality economic development, the article analyzes the coupling relationship between human resource and industrial structure, conducts a comparative study on the coupling between human resource and industrial structure in nine provinces in the Yellow River Basin by using 2020 statistics. The results showed: the coupling degree of primary industry in each area is far less than 1, indicating a surplus of human resources. The coupling degree of the secondary industry is greater than 1, showing a shortage of human resources varies in the upper and lower reaches of the river. While the lake of human resources in the tertiary industry goes in the middle and upper reaches of the river, except for Ningxia Province, where there is a surplus of human resources. In this regard, the government needs strengthen the top-level design, promote the integration of human resources, and realize the positive coupling between the human resources structure and industrial structure in the Yellow River Basin.

The integration of lean and human resource management practices as an enabler for lean deployment –a systematic literature review

PurposeThe current research aims to map and investigate how human resource management and lean practices can be integrated. This investigation will help identify the HRM aspects critical in the success of lean initiatives while exploring the research gaps in the existing literature. The review also aims to delineate the benefits and challenges of integrating lean with HRM systems to discuss further research and practice areas.Design/methodology/approachThis study utilizes a systematic literature review method to identify and synthesize the existing literature. As part of the process, a protocol that provided a plan for the review was followed, including the research questions and the data to be extracted.FindingsThe study results indicate that aspects of HRM practice and policies such as training and development, teamwork, motivation, communication, leadership, are key enablers of lean initiative deployment and success. The benefits of the integration of human resources with lean can help in lean training and development, communication of lean initiatives and successes, allocating and hiring continuous improvement personnel, and supporting leadership in lean deployment. Challenges to integrating lean and HRM practices included lack of integration and collaboration between disciplines. Further exploration areas in successful lean deployment would be practical longitudinal case studies on lean deployments with human resource (HR) partnerships and involvement.Practical implicationsThis review paper has crucial implications for practice relating to, integration of lean with HRM structures and tailoring HRM initiatives to ensure the success of lean deployment and reduce risks of failure.Originality/valueThe systematic literature review study conducted in this paper is the first of its kind to integrate and map the HRM concepts that can be integrated with Lean to deploy the initiative successfully. This mapping is critical for ensuring the success of lean methodologies within an organization and paves the way for future research. In addition, managers and organizations can find support and guidance from this study to focus on vital areas of partnership between their lean and HR programs.

The Impact of Functional Integration of Human Resources in the Development of Institutional Performance: Exploratory Study of a Sample of Tourism Education Institutions in Iraq

The Impact of Functional Integration of Human Resources in the Development of Institutional Performance: Exploratory Study of a Sample of Tourism Education Institutions in Iraq

Managing global HRM integration in international expansion: the case of Geely cross-border acquisition

Learning outcomes This case was designed for use at the undergraduate and MBA level in human resource management and international business. Upon completion of the case study discussion and assignments, students will be able to: (1) understand human resource management in multinational corporations and the importance of cross-cultural management and human resource integration in acquisitions; (2) understand the challenges and solutions faced by multinational corporations in the process of expansion; (3) analysis of what characteristics should be considered in CEO selection for managing a newly acquired company; and (4) analyze how to better promote global human resource management from the dimensions of localized HRM system reform and human resource structure reconstruction. Case overview/synopsis After a long period of negotiation, exploration, suspension and restart, Geely Group finally acquired 49.9% of the shares of DRB’s Proton Holding and 51% of the shares of the luxury car brand, Lotus Group. On the afternoon of May 24, Geely Holding Group held an acquisition signing ceremony with the Malaysia DRB-HICOM Berhad (hereinafter referred to as DRB). Geely’s commercial territory now extended into Southeast Asia, and its product spectrum increased to luxury sports cars.However, the completion of the acquisition did not mean peace of mind. On the contrary, Geely still faced a series of challenges because of differences in cultural background. The national cultures of the two countries (China and Malaysia) were very different, and so were the values of the two enterprises. Facing the challenges of promoting global human resource integration, Geely needs to make a fundamental decision on the HRM mode in the new-acquired company. Should Geely transplant its own management practice into the Proton, or adopt localized HRM philosophy? Which kind of global HRM practice would be more effective for supporting the new-acquired company developments in the future? In the post-acquisition management, how to better realize the global human resources integration become a key problem faced by Geely. Complexity academic level This case was designed for use at the undergraduate and MBA level in human resource management and international business. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Visualization and mapping of global eHealth research based on keywords

PurposeThis paper aims to examine the global pattern of growth and development of eHealth research based on publication headcount, and analysis of the characteristics, of the keywords used by authors and indexers to represent their research content during 1945–2019.Design/methodology/approachThis study adopted a bibliometric research design and a quantitative approach. The source of the data was Elsevier’s Scopus database. The search query involved multiple search terms because researchers’ choice of keywords varies very significantly. The search for eHealth research publications was limited to conference papers and research articles published before 2020.FindingseHealth originated in the late 1990s, but it has become an envelope term for describing much older terms such as telemedicine, and its variants that originated much earlier. The keywords were spread through the 27 Scopus Subject Areas, with medicine (44.04%), engineering (12.84%) and computer science (11.47%) leading, while by Scopus All Science Journal Classification Health Sciences accounted for 55.83% of the keywords. Physical sciences followed with 30.62%. The classifications social sciences and life sciences made only single-digit contributions. eHealth is about meeting health needs, but the work of engineers and computer scientists is very outstanding in achieving this goal.Originality/valueThis study demonstrates that eHealth is an unexplored aspect of health literature and highlights the nature of the accumulated literature in the area. It further demonstrates that eHealth is a multidisciplinary area that is attractive to researchers from all disciplines because of its sensitive focus on health, and therefore requires pooling and integration of human resources and expertise, methods and approaches.

Fueling Mexico: Energy and Environment, 1850–1950

Fueling Mexico: Energy and Environment, 1850–1950

Research on Enterprise HRM Effectiveness Evaluation Index System Based on Decision Tree Algorithm

In order to explore the application analysis of the decision tree algorithm in enterprise HRM effectiveness evaluation, we discuss data mining, decision tree algorithm, and decision tree model construction. In view of the continuous growth of big data information in the information age, we use the mean clustering algorithm, expert system algorithm, and decision tree algorithm to verify the accuracy and time efficiency of enterprise HRM effectiveness. Finally, it is considered that the application of the decision tree algorithm of data mining not only is in line with the enterprise HRM efficiency evaluation but also can promote the integration and effective allocation of human resources and transform the generated decision tree algorithm into classification rules, which has been widely studied and applied, and finally has important strategic significance for the development of enterprises.

Analysis on Intelligent Management of Human Resources in Urban Community under Normalized Epidemic Prevention and Control

As the basic unit of social governance grid in China, urban community plays an active and important role in the promotion of comprehensive ability of social governance in China while the intelligent management of human resources within community management organizations and the effective integration of external human resources plays a decisive role in improving the overall level of social governance. This paper analyzes the three problems of human resource management in urban community under conditions of normalized epidemic prevention and control, such as unreasonable personnel allocation, large internal consumption of human resources, less strength of personnel reserve, weak integration ability, imperfect supervision mechanism and insufficient human resource incentive mechanism. It is concluded that only by adhering to the thinking of intelligent guidance, technology empowerment and information platform, can the community effectively promote the modernization of social governance.

The Extent of Integration of Community Health Worker Programs Into National Health Systems: Case Study of Botswana

BackgroundThe paucity of Human Resources for Health (HRH) is a major global health challenge. The World Health Organization (WHO) recognizes the potentials that Community Health Workers (CHWs) have in closing the gap of an inadequate supply of human resources for health (HRH). However, weak CHW integration into national health systems curtails effective implementation of CHW delivered high impact interventions in resource constrained settings. This study assessed the extent of integration of the CHW Recruitment, Education, and Certification (REC) component into the national health system’s HRH building block, using Botswana’s CHW program as a case study.MethodsThe study used mixed methods. Data collated from CHW training program documentary abstraction, five key informant interviews were analyzed thematically. Data collected through the survey with 123 CHWs were analyzed quantitatively. A recently developed Community Health Workers Program Integration Scorecard Metrics (CHWP-ISM) that comprises of the WHO building blocks and corresponding CHW integration metrics, with process, evidence, and status of integration parameters, was used to determine the extent of integration.ResultsAn analysis of Botswana’s CHW REC component using the CHWP-ISM scale showed that the component was 80% integrated into the national HS. Whereas the CHW training program was fully government sponsored and accredited, some aspects of the program’s selection and recruitment criteria and training modalities were lacking integration. Although CHW training was exclusively offered at a local private training institute, findings from documentation reviews, interviewed KIIs and the survey show that the training accreditation, regulation and funding was the responsibility of the central government.ConclusionThe application of the CHWP-ISM scale to assess extent of CHW program integration into HS identified important CHW human resource integration gaps in CHW selection criteria and recruitment process as well non-inclusion of CHWs post-training accreditation by national accreditation board in government policy documents.