Human Resource Management Decisions Research Articles

The Impact of Artificial Intelligence Replacing Humans in Making Human Resource Management Decisions on Fairness: A Case of Resume Screening

A growing number of organizations have used artificial intelligence (AI) to make decisions to replace human resource (HR) workers; yet, the fairness perceptions of the people affected by the decision are still unclear. Given that an organization’s sustainability is significantly influenced by individuals’ perceptions of fairness, this study takes a resume-screening scenario as an example to explore the impact of AI replacing humans on applicants’ perceptions of fairness. This study adopts the method of the online scenario experiment and uses SPSS to analyze the experimental data: 189 and 214 people, respectively, participated in two online scenarios, with two independent variables of decision makers (AI and humans), two dependent variables of procedural and distributive fairness, and two moderating variables of outcome favorability and the expertise of AI. The results show that the applicants tend to view AI screening resumes as less fair than humans. Furthermore, moderating effects exist between the outcome favorability and the expertise of AI. This study reveals the impact of AI substituting for humans in decision-making on fairness. The proposed model can help organizations use AI to screen resumes more effectively. And future research can explore the collaboration between humans and AI to make human resource management decisions.

Pengaruh Kepuasan Kerja, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Widyaiswara Melalui Etos Kerja di Lingkungan Badan Pendidikan dan Pelatihan Kementerian Pertahanan (Badiklat Kemhan)

Human Resource Management (HRM) plays a crucial role in the administration of personnel within an organization, focusing on planning, organizing, training, and compensation management. Employee performance is a critical aspect that influences the goals of a company. This research focuses on the Education and Training Agency of the Ministry of Defense (Badan Pendidikan dan Pelatihan Kementerian Pertahanan or Badiklat Kemhan), specifically on the performance of Widyaiswara, a key element in the outcomes of education and training. The research design follows the framework of Grenner and Martelli, with an emphasis on explanatory research that focuses on the relationship between research variables and tests hypotheses. This study aims to identify the impact of HRM policies and decisions on employee performance, with a focus on workplace relationships, cohesion, and harmony. The implications of this research can serve as practical guidance for civil servants, especially those in Badiklat Kemhan and other government agencies. The findings of this research can be used as a reference to enhance the efficiency and effectiveness of employee performance by improving job satisfaction through the enhancement of work ethics, organizational culture, and organizational commitment.

Human Resource Management and Organisation Decision Optimization based on Data Mining

Human Resource Management and Organisation Decision Optimization based on Data Mining

Research on Human Resource Management Optimization and Decision Support System Construction Based on Electric Power Enterprise Strategy

Abstract At the present stage, the development of electric power enterprises needs to update the concept of human resource management by fully combining it with their actual situation and constructing a systematic human resource management model so as to occupy a favorable position in the market competition. This paper brings the classification rule mining algorithm based on the ant colony algorithm into human resource planning decision-making, adds an adaptive mechanism to the ant colony algorithm, updates the algorithm strategy, and improves the quality of algorithmic decision rules. Establish a fuzzy comprehensive judgment model for performance appraisal and salary decision-making in electric power enterprises and design a comprehensive system of dynamic decision support for human resource management in electric power enterprises. Analyze the effect of α, β and ρ values on the performance of the adaptive ant colony algorithm and determine the utility of the classification rule mining algorithm based on the adaptive ant colony algorithm for human resources planning and decision-making. Combine the evaluation level and scoring factors of employees in electric power enterprises to obtain the employee performance appraisal rankings and determine their remuneration packages. The practical benefits of the HRM dynamic decision support system designed in this paper are examined by a system reliability test. The reliability of the human resource management decision-making system designed in this paper is maintained at 0.93~0.97, and the decision-making reliability of traditional system 1 and traditional system 2 is maintained at 0.90~0.92 and 0.90~0.91, respectively. The decision-making system for human resource management in electric power enterprises constructed in this paper is more advantageous for practical operation.

Human resource management and organisation decision optimisation based on data mining

Human resource management and organisation decision optimisation based on data mining

Big data and human resource management: paving the way toward sustainability

PurposeThis paper aims to examine the influence of big data (BD) on human resource management (HRM). It defines how these data can be a useful tool in the decision-making process of companies’ human resources to obtain a sustainable competitive advantage.Design/methodology/approachThis paper emphasizes the need to develop a holistic approach to emphasize these relations. Starting from these observations, the document proposes empirical research employing Eurostat data to test the benefits of BD in HRM decisions that optimize the relationship between training, productivity, and well-being.FindingsThe findings estimate HRM decisions and their impact in a broader macroeconomic and microeconomic perspective.Originality/valueBD research is emerging as a crucial discipline in human resources. To overcome this problem, the paper develops an analysis of the literature on cleaner production and sustainability context; it creates a conceptual framework to clarify whether the existing studies consider the growing intensity of BD on human resources.

Human resource analytics revisited: a systematic literature review of its adoption, global acceptance and implementation

PurposeThis systematic literature review aims to explore the adoption, global acceptance and implementation of human resources (HR) analytics (HRA) by reviewing literature on the subject. HRA adoption can assist HR professionals in managing complex procedures and making strategic human resource management (SHRM) decisions more effectively. The study also aims to identify the applications of analytics in various disciplines of management.Design/methodology/approachThe review is conducted using a domain-based structured literature review (SLR), emphasizing the diffusion of innovative thinking and the adoption process of HRA among early adopters. The philosophical stances are analyzed with the combination of research onion model and PRISMA protocol. Secondary data are gathered from published journals, books, case studies, conference proceedings, web pages and media stories as the primary source of information.FindingsThe study finds that skilled professionals and management assistance can significantly impact adoption intentions, enabling professionals to deal with analytics. The examples and analytical models provided by early adopters allow managers to manage complex processes and make SHRM decisions.Research limitations/implicationsThe study suggests that the lack of use of quantitative techniques is a key limitation and should be considered in future studies. Despite the rise in the number of research papers on HRA, its application in the workplace remains limited.Practical implicationsThis research can assist managers in implementing HRA and help resolve complex and inefficient processes, making SHRM decisions.Originality/valueThis study adds to the existing body of knowledge on how HRA can aid a company's efficacy and performance and can be considered one of the first to link adoption and HRA.

The evolution from information-based HRM to big data HRM

Abstract The current research on big data human resource management is increasing, and this paper uses big data technology to analyze the research on the evolution from information-based human resource management to big data human resource management. Firstly, the idea of the evolution of enterprise human resource management is proposed by analyzing the current situation of human resource management and data decision making, combined with the requirements of the development of the big data era. Then the HR data model system is constructed by drawing on the world’s successful cases, and there are six modules in the system, and each module has the corresponding index analysis that needs to be solved. Finally, the empirical analysis of the company’s employee turnover using the gray correlation model, based on the data of the characteristics of the company’s leavers, set 12 evaluation indicators to facilitate the research analysis. The scores of environmental variables are in third place, with an average score of 0.4381, which indicates that personal environmental factors do not greatly influence employee turnover. The score of the individual variable is in second place with an average score of 0.4532, which indicates that the company has formed a better learning culture and employees are willing to put more effort into their work, and individual factors are not the most important reason for employees to leave. In this study, the mastery, understanding and, use of data have turned into a core driving force for companies to keep moving forward, and the guiding document also places new demands on the top management within the companies involved.

Use of Digital Technologies for HR Management in Germany: Survey Evidence

Abstract Using a survey with 57 German firms, we evaluate the level of digitalization of the human resource management (HRM) function and document perceived benefits and barriers of technology adoption from organizational and individual users’ perspectives. The results give reason for optimism. Most of the companies report that the core HR processes are digitized. We do not observe adverse effects of the digital HRM tools on users’ job satisfaction and work stress. Still, more than half of companies do not yet use digital tools for strategic HRM decisions. Respondents appreciate the increased speed and cost-efficiency of digital HR processes and associate them with a competitive advantage in talent acquisition. The most prominent barriers to adoption are lack of qualified professionals, high costs, and uncertainty regarding the legal framework. Additionally, we test whether small- and medium-sized enterprises differ systematically from larger organizations in how they use digital HRM tools.

Creating a Significant Learning Experience When Introducing Labor Relations to Students

Despite declines in private-sector union membership in the United States, labor relations remains an essential topic within the field of human resource management. However, most undergraduate students have little experience with labor unions, making it difficult to enhance learning by applying labor relations concepts to their prior experiences. The current lesson addresses this gap by teaching students about labor relations through the exploration of an authentic collective bargaining agreement (CBA) and an analysis of an actual work stoppage (i.e., strike or lockout). Students will learn about how different elements of the CBA influenced negotiations and factors that contributed to a work stoppage, leading to a basic understanding of how the human resource management decisions they make as managers can directly impact organizational outcomes. The lesson also serves as a tool for synthesizing content from throughout the semester in an undergraduate human resource management course.

How Personality Traits and Professional Skepticism Affect Auditor Quality? A Quantitative Model

A qualified auditor is responsible for auditing the financial information of the corporation and providing recommendations for the managerial level to improve operations management, risk management, inside control, and other related operations. The study of the effects of personality traits and professional skepticism on audit quality has become critical but has not been fully clarified for the success of the audit system. This study investigates the hypothesis regarding how audit quality is affected by personality traits and professional skepticism using a quantitative model. The Big Five Model and Hurtt Model are adopted in the proposed research framework. A questionnaire with a total of 254 samples is collected. The data are analyzed using multiple linear regression analysis to test the hypothesis. The results of this study indicate that the moderation effect between personality traits of “extroversion” and “professional skepticism” is significantly associated with audit quality. Additionally, this finding contributes to human resource management decisions in that one should be mindful of the increase in perceived audit risk that arises from the professional and personal attributes of the auditor when recruiting individuals to serve on their audit procedures. This research provides empirical evidence of the important relationship between personality traits and professional skepticism regarding auditor quality. The outcomes from the study will reduce the operations risk faced by auditors and improve auditing performances.

Human Resource Management Decision System University Based on Decision Model

The purpose of university personnel management is to improve the efficiency of running a school by optimizing the allocation of university human resources. Personnel management is one of the most important aspects of university administration, as it plays a key role in the formation of discipline teams and management teams. The use of advanced information technology is to improve the efficiency of personnel management, the establishment of university human resources analysis system, and to promote the school management work. Combining with the achievements of office automation and decision support development, this study analyzes the realization methods and key technologies of human resource management in university decision system, discusses the significance of human resource management in university decision system analysis based on decision model, and constructs human resource management in university decision system. This study first introduces the basic content of human resource management decision model and makes a comprehensive analysis of human resource demand prediction and then constructs a human resource management in university decision model according to the analysis structure. After defining the construction path of the decision‐making model of human resource management in colleges and universities, the human resource grading and promotion analysis is carried out to additionally define the prediction of human resource demand in universities. Finally, the decision system is realized and tested by means of mathematical model.

Business intelligence and analytics: The case of human resource management decisions

This case is designed to illustrate the conceptual foundations of business intelligence (BI) and business analytics (BA); thus, analysts can develop an understanding of how to utilize the BI & BA framework to make proper decisions in human resource recruitment. The case starts when Roger, the HR General Manager of Ford Motor Company Thailand, and his team decided to develop a BI-based integrated Team Leader Recruitment System for not only selecting the right candidates for the job but developing them into great team leaders for Ford production line as well. The team started discussing its current evaluation criteria, such as the score from its production system exam, the results of a case study and roleplay exam, and the final interview score, and then dove into more factors that helped create insights into the value of Ford employees. Employee Lifetime Value (ELTV) was then introduced, along with some other factors such as IQ and EQ scores and Myers Briggs Psychological Type Indicator (MBTI) scores. Finally, the team developed a BI dashboard that gathered all relevant factors to evaluate its final five candidates: Tom, James, Andy, Jonas, and Tony. The dashboard also displayed each candidate’s individual KPIs and the departmental and corporate KPIs they contributed to. Indexes measuring the candidate’s job satisfaction, workplace culture, and leadership and teamwork skills were also included as important factors for selecting the right candidates.

Middle ageism: when social climate and perceived employability relate to attitudes and intent to hire middle-aged employees

PurposeAs the global workforce ages, organizations face unprecedented challenges, especially managing effective communication between generations. The phenomenon of middle ageism (i.e. discriminating against middle-aged employees based on their age) has become more prevalent. The authors examined how contextual settings and communication affect attitudes toward middle-aged employees and hiring intentions.Design/methodology/approachData were collected from 537 employees from various organizations, via questionnaires. The moderated mediation model was analyzed using Hayes' PROCESS models.FindingsResults showed that attitudes toward middle-aged employees mediated the relationship between social climate of shared codes and language and hiring intentions. Social climate was positively related to attitudes toward their adaptability, but negatively to attitudes toward their ability. Also, decision-makers' own perceived employability moderated the relationship between attitudes toward employees' adaptability and hiring intentions, and the indirect relationship between social climate and hiring intentions.Practical implicationsSince age diversity is expected to become one of the most dominant diversity classifications in the very near future, coping with middle ageism constitutes a growing challenge for managers and HR staff. The findings indicate that in order to enhance sustainable employment and prevent discrimination, organizations need not only maintain a supportive climate for older employees, as an affirmative action, but also ensure better communication in terms of sharing codes and language that enhance positive attitudes toward middle-aged colleagues.Originality/valueIn an era where diversity and inclusion dominate human resource management decision making, this study contributes to the literature on the underexplored domain of age diversity.

The Role of Motivation as Mediating Leadership Style and Work Environment on Employee Morale at Fast Food Restaurant Z in Jakarta

This research is about the influence of leadership style and work environment on work morale where motivation is a mediating variable. The object of this research is Fast Food Restaurant Z in Jakarta, which is one of the fast food restaurants in Indonesia. The research method uses a quantitative-causality approach, which will be tested using the SEM-PLS method with the SmartPLS program. The choice of the SEM-PLS method is the right reason, because it can observe a relatively small number of 52 employees without reducing the level of statistical accuracy. Employees whose sample size has been determined must have followed the convenience sampling assumption. The results of this study provide an empirical model of a positive relationship between leadership style, and work environment on morale mediated by motivation. These results provide theoretical empirical recommendations, especially managerial implications for Fast Food Restaurant Z in Jakarta as an important consideration in making effective Human Resource Management decisions and achieving business continuity in the future. Keywords: leadership style, work environment, motivation, morale DOI: 10.7176/JRDM/86-04 Publication date: June 30 th 2022

Enhancing Performance of Mwasalat Misr Company in Greater Cairo-Egypt during COVID-19 Pandemic

This research study explores human resource management decisions, management roles, and how they can have a significant and unique impact on the performance of the Mwasalat Misr organization. The survey adopted a qualitative survey design using a sequential narrative approach using unstructured interviews and a stakeholder analysis approach using open-question questionnaires. The research focuses on how to advance the public transport industry by advancing the relationship between HRM and   organizational performance. Some of the key unresolved issues that require further research and help industry management investigate these issues and build a more cumulative body of knowledge that has important implications for theory and practice. Suggestions. The study concludes that four factors influence performance: personnel decisions, management roles, employee satisfaction, and cultural and organizational behavior. The COVID 19 pandemic has been found to serve as a parameter between the completed variable and the company's performance.

The Essence of Human Resources Management

The current research aims at identifying the essence of human resource management, recognizing the management through examining the importance of management, whose target is to establish an ongoing cooperative social entity with an objective and purpose. Furthermore, it seeks to discover the principles of management and the significance of human resource in the institution, and to demonstrate the prominence of human resource study and the historical development of human resource management. The administration in its modern form is the result of a number of overlapping changes and developments dating back to the beginning of the industrial revolution. So, the study of the most important historical stages of the administration is beyond doubt very crucial, let alone the demonstration of the objectives of human resource management whether social, economic, ethical, organizational, functional, personal or global. It also looks into human resource management decisions, the most important of which were individual and collective decisions. In addition, I will clarify the functions and work of human resource management such as recruitment, training, wage determination, worker relationships, workforce planning and importance. I will conclude the research by emphasizing that people with modern trends see the organization as having many functions, like production, marketing, accounting, finance and others. Besides, human resource management is also a key function of the organization, just as other functions in the organization are. This is because of the importance of the part of the human resource through its role and the work and tasks it accomplishes in the organization. The major point of the research is that the management in its modern form is the upshot of many changes and developments and has taken several names from personnel management to employees’ management to human resource management.

Are undergraduate students good proxies for HRM professionals? A comparison of responses in a hiring decision study

PurposeThere is a dearth of human resource management (HRM) literature examining the generalizability of research employing undergraduate student participants. The purpose of this study is to conduct an experiment to compare the job applicant evaluations and hiring decisions of undergraduate student participants with those of working adults with hiring experience.Design/methodology/approachThis study employed a between-person 2 × 2 × 4 experimental design: participant group (undergraduate students or working adults with hiring experience) × job gender-type (male typed or female typed) × job applicant (heterosexual female, lesbian female, heterosexual male or gay male). Participants read descriptions of a job and a job applicant and then evaluated the applicant.FindingsThe results supported a moderated mediation model where participant group moderated the interaction of applicant gender and job gender-type in predicting perceptions of competence, which in turn predicted perceptions of person-job fit, likeability and respect-worthiness, which then predicted hiring decisions. Undergraduate student participants, but not working adults with hiring experience, evaluated female applicants applying for a male-typed job in a manner consistent with gender stereotypes and were less likely to hire the female applicant than the male applicant.Originality/valueTo inform HRM practice, research must reflect real-world decision-making. The literature on the roles of gender stereotypes and bias in hiring, and other important HRM decisions, relies heavily on undergraduate student participants. Findings of this study suggest a need to further examine whether those studies can be generalized to working adults actually making those decisions.

A GLANCE INTO THE WORLD OF GIG ECONOMY: A REVIEW & BIBLIOMETRIC ANALYSIS

Purpose –Comprehensive review of the existing literature has been done to analyze the theoretical concepts and current developments in the domain of Gig Economy. Exploring current trend of Gig Economy is the aim of this paper. Further future research agenda will also be identified & set. Research Method – 526 papers from the web of science database was analyzed. Comprehensive explorations of papers have been done by two tier method.Bibliometric analysis helped to understand current state of affair on this topic. Systematic literature review analysis of few papers was conducted for identifying different domain of research Findings –Extensive review of the existing literature has been provided, based on the bibliometric analysis. This study also highlights future research themes by identifying knowledge gaps based on literature review. Research Limitations/Implications – State of Gig Economy have been explained for few years only. Web of science title search reflected papers for five years only. This research can be extended on the database of Scopus for extended number of years to gain deep insights on this topic. Multiple dynamics of Gig economy has not been explored, which is required to be explored to evaluate its impact specifically in the domain of human resource. All human resource management decisions are required to be taken meticulously not just by evaluating its impact on ROI but also valuing its impact on human mind.Orgnaizations should keep human sentiments, its overall spillover effect in mind while adopting strategies right from human resource planning,recruitment,onbaording,salary framework,training,mentoring to firing. Research of this kind will add human element in hiring & firing decisions. Originality/value – To develop an exhaustive overview & understanding of the research in the area of Gig Economy, bibliometric analysis & literature review has been done. Future researcher will be able to orient their research in the identified area.

Attitudes on hiring Middle-Aged Employees: The Impact of Social Climate and Rater’s Employability

As global workforce ages, organizations face unprecedented challenges, especially managing effective communication between generations. The phenomenon of middle ageism (i.e., discriminating against middle aged employees based on their age) has become more prevalent. We examined how contextual settings and communication affect attitudes toward middle-aged employees and hiring intentions. Results showed that attitudes toward middle-aged employees mediated the relationship between social climate (of shared codes and language) and hiring intentions. However, social climate was related positively to attitudes toward their adaptability, but negatively to attitudes toward their ability. Also, decision-makers' own perceived employability moderated the relationship between attitudes toward employees' adaptability and hiring intentions, and the indirect relationship between social climate and hiring intentions. In an era where diversity and inclusion dominate human resource management decision making, this study contributes to the literature on the underexplored domain of age diversity.