Human Resource Management Department Research Articles

When and how does e-HRM optimize communication pace and processing time?

PurposeThis study aims investigate the effects of electronic human resource management (e-HRM) on communication pace and processing time reduction through the mediation of organizational agility. The study also investigates the moderating role of technological attitude (TA) on the relationship between e-HRM and organizational agility.Design/methodology/approachThe data was collected from 331 information and communication technology (ICT) companies – one respondent from each company working in the Human Resource Management (HRM) department. The data was analyzed through the partial least square structural equational model (PLS-SEM) using WarpPLS7.0 software to test the study’s hypotheses.FindingsWe found that e-HRM has positive significant effects on communication pace and processing time reduction through the mediation of organizational agility. Furthermore, TA is found to be positively moderating the relationship between e-HRM and organizational agility.Research limitations/implicationsThe study adds significant value to the existing knowledge base on e-HRM by providing empirical insights about the role of e-HRM in optimizing the communication pace and processing time of today’s businesses.Practical implicationsThe study also provides invaluable insights to practitioners to replace conventional HR systems with e-HRM to better perform HR functions by optimizing communication pace and processing time in the current fast-paced era.Originality/valueE-HRM has become an issue of great significance in the contemporary corporate landscape to improve operational efficiency. Despite its widespread adoption in the corporate world, empirical evidence on e-HRM, particularly on its consequences, is still inconclusive.

The role of human resources management in the development of total quality management in the public and private sectors in Jordan

The purpose of this study was to determine the role of human resources management (HRM) in the development of total quality management (TQM) in Jordan's public and private sectors. This study used a quantitative research technique to assess the study sample's characteristics and investigate the link between HRM practices and TQM in Jordan's public and private sectors. There were 235 Jordanians in the research sample who were used by the public and private sectors in the HRM department. . A simple random sampling method was applied to ensure that every participant had a similar chance of being included in the research. A questionnaire with elements relating to HRM practices and total quality management was used to collect data. The results indicate that human resources planning, training, and performance evaluation play significant roles in the development of TQM in both the public and private sectors in Jordan. However, organizational bonuses demonstrate a weak relationship with TQM. As a result, institutional policymakers may greatly benefit from HRM and TQM by achieving strategic objectives and enhancing overall performance. This entails creating standards for quality, identifying risks, streamlining processes and guaranteeing customer satisfaction. The study recommendations can be made based on the mutual relationship between HRM and TQM to improve integration and make the most of this relationship such as by developing integrated training programs and integrating individual goals with quality goals.

Sustainable human resource management factors

Purpose of the research is to analyze works on the topic of sustainable human resource management, study factors, as well as identify and systematize specific practices for each category of factors.Research methodology. In this work, an analysis of existing publications in the Scopus database was carried out.Originality / value of the research. Although the concept of sustainable development is not new and has been actively studied since the 1960s of the last century, the study of sustainable human resource management as a separate concept dates back only about twenty years. Works from this period focus on exploring theory regarding the definition of concept, characteristics and functions, but the specific factors and practices through which sustainable human resource management in companies is expressed have not been explored much.Findings. The result of the study was the identified factors of sustainable human resource management, a model of sustainable human resource management formed based on the De Prince approach, as well as a systematization of practices for each of the identified factors. The article may be useful both for theoretical study of the concept and for practical application in companies by human resources management departments.

Exploration of Human Resource Management in Enterprise Business Management

Human resource management is an integral part of enterprise operation and management, contributing to the avoidance of financial risks, alleviation of performance problems, promotion of organizational development, enhancement of operational efficiency, and fostering sustainable enterprise development. Enterprise management should prioritize attention to human resource management by establishing an independent human resource management department and strategically planning human resource management tasks. This involves building an information management platform, developing a professional human resource management model to mitigate market risks, actively recruiting human resource management talents to form a competent team, and enhancing the human resource management and supervision system. These measures are essential for comprehensively improving the level of enterprise operation and management.

IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEES’ PERFORMANCE: A CASE OF EDUCATIONAL SECTOR IN LARKANA, SINDH, PAKISTAN

This study evaluates the impact of training and development on employees’ performance in educational sector of Larkana by focusing on teachers, staff of marketing, human resource management, finance and examination department. The specific objectives were (i) to identify the impact of training and development on employees’ performance in educational sector of Larkana (ii) to examine the relationship of training and development on employees’ performance in educational sector of Larkana. The study used a convenience sampling technique and a quantitative research approach to choose its respondents from six educational institutions of Larkana. 200 people participated in the study's sample size. The results of the study show that employee performance has improved significantly as a result of training and development programs, but they may have had a greater impact if employee performance assessments and training needs assessments had been conducted beforehand. The study subsequently suggested that decisionmakers reassess the organization's training strategy to ensure that the training and development programs provided to employees are informed by performance reviews and training needs analysis. The overall organizational objectives are likely to benefit from the alignment of training and development programs with employee performance reviews and training needs assessments.

Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts

AbstractUsing an institutional lens, we investigate the isomorphic effects of both external and internal contexts on human resource management (HRM) systems. Our analysis uses data from 4768 organizations across 34 countries to focus on the similarities in HRM systems. By employing distance matrices, a commonly adopted method in geographic science, we find that both external and internal contexts affect (dis)similarities in HRM systems. Organizations in similar environments exhibit more similar HRM systems. Furthermore, we find that the devolvement of HRM activities from HRM to line management reduces the similarity of HRM systems across organizations. By contrast, a strong strategic position of HRM does not yield a comparable effect. Our study's main contributions include elucidating the multifaceted relationship between context and HRM, highlighting the HRM department's role in this relationship, clarifying the context–HRM connection via the concept of isomorphic pressures, and illustrating the use of distance matrices as tool with great explanatory power for the analysis of similarities among HRM phenomena.

Technology-Enabled HR Practices for Successful Implementation of SHRM

People are considered the most significant resource in any organisation. Identifying strategic ways to effectively organise and manage them is essential to achieving maximum profitability and efficiency, as it ensures that they have the right workspace and amenities. The information and communications technology (ICT) industry is constantly innovating, and as technology is the driving force behind businesses in the modern world, human resource management strategies need to take this into account. It has been essential to take the time to consider the various ethical and practical concerns that arise in the field of human resource management (HRM), as well as the elements that contribute to the effective integration of technology into HRM operations. The rapid improvements in technology, such as robotic services and artificial intelligence (AI), have presented human resource practitioners with new and critical difficulties. We conducted a survey with 216 members of the HRM department to find out more about the different aspects that affect the success of strategic human resource management (SHRM). The elements that define the successful integration of technology in efficient strategic human resource management (SHRM) include hiring and selection, onboarding of new hires, performance management, data analytics, and HR metrics. The study's findings suggest that how technological solutions are implemented in SHRM has a significant impact on their efficacy. Businesses must always invest in technology and adjust to changes in the SHRM industry.

Innovation and Exploration of Human Resource Management in Pharmaceutical Enterprises of the 21st Century

Purpose - The 21st century marks an era of rapid advancements in digitization, informatization and globalization. Amidst a fast-evolving market economy, the lag in Human Resource Management (HRM) within pharmaceutical companies significantly hampers corporate growth. The primary objective of this paper is to explore the issue of HRM lag.
 Design/Methodology/Approach - Grounded in corporate management theory, this paper conducts a literature review coupled with HRM theory, taking a particular pharmaceutical company as a case study. It identifies six major issues present in pharmaceutical HRM: unclear functional positioning of the HRM department, insufficient staffing in the HR department, be short of effective talent cultivation mechanisms, incomplete salary management system, outdated performance incentive policies, and absence of modern information technology platform support. Therefore, six recommendations are proposed.
 Findings - Engaging professional HRM consultants for HR transformation, redefining the HR department’s functions, enhancing the professionalism of HR practitioners, establishing competitive salary and incentive mechanisms, advancing the application of modern information technology, and developing modern talent management models are innovations that can significantly bolster the comprehensive management capability of the enterprise.
 Research Implications - This study contributes to elevating the strategic positioning and management capability of the HR department, playing a pivotal role in shaping a high-value talent empowerment platform. It also provides a foundation for subsequent research by other scholars in this field.

Qualitative Approach in Exploring Factors for Business Performance (BP) among Small Middle Enterprises (SMEs) from Information Technology Sector (ITS) in Guangzhou City of China

Purpose – This study explores the factors of each variables’ relationship [Top Management Support (TOP) and Competitive Pressure (CP), Electronic Commerce Adoption (ECA) and DV: Business Performance (BP)] by the collection of qualitative method based on the research framework that after it is tested followed by hypothesis question. Design/methodology/approach – The collection of qualitative method in semi-interview of 12 respondents with multiple background from Human Resource Management Department (HRMD) can be utilized, exploring the factors of each variables’ relationship by use of MAXQA2022. Findings – The presentation of qualitative approach from selected 12 respondents by semi-interview also can find out the factors of each variables’ relationship. Research limitations/implications – The qualitative method for exploring and tested each variables’ relationship in Key Successful Factors (KSFs) for implementing Electronic Commerce Adoption (ECA). The research background and research data are limited to Small Middle-sizes Enterprises (SMEs) and employees from Information Technology sectors in Guangzhou City of China. Originality/value – By studying the relationship and factors between IVs (TOP and CP), MV: ECA, and DV: BP, this paper will help to better understand how TOP and CP affect BP, and how ECA mediate the relationship between IVs: (TOP and CP) and DV: BP. With the increasing market competition and rising labor costs in China, improving and utilizing ECA for enterprises may be an important means to cope with future competition.

Human resource management (HRM) and performance: Balancing between optimization of organizational performance and well-being of (healthcare) employees

The future of Dutch healthcare is a challenge that focuses on four aims: the ‘Quadruple Aim’. These aims concern: improving the quality and accessibility of care, enhancing patient experience, reducing healthcare costs and increasing the job satisfaction of healthcare professionals. Healthcare professionals play a major role in the realization of the first three aims. The pressure on healthcare and the scarce capacity forces us to treat this human capital with care. Satisfied employees are partly decisive for the success of an organization. At the same time, an organization expects optimal performance from its employees. This requires an active and involved attitude from the HRM department. The individual employee plays an intermediary role between HRM activities and organizational performance. In order to increase knowledge and understanding about this position, attention to the individual in the context of the organization is essential. In this article, the relationship between HRM, performance and well-being of employees and underlying theoretical explanation models are discussed. Recommendations were made on the contribution that HRM can make to the balance between employee and organizational interests.

Workplace Bullying: Impact on Productivity, Teamwork, Sales and Income among Food Service Industry

For decades, workplace bullying has brought the attention of every organization’s Human Resource Management Department. Several research studies uncovered that workplace bullying is a constant problem in working life that is often ignored and even tolerated in organizations. This study is descriptive-correlational, and survey questionnaires were disseminated through Google forms as the primary data gathering tool. The respondents of the study were the service crews of five (5) different quick-service restaurants at Barangay Tikay, Malolos, Bulacan. The findings of the study revealed that: (1) employees completely disagree with experiencing workplace bullying, (2) the level of employee’s productivity, teamwork participation, and contributions to sales and income showed a significant disagreement, and (3) there is a significant relationship between workplace bullying experience and employee productivity, teamwork performance and contribution to sales and income. Therefore, the null hypothesis, which claimed that workplace bullying has no significant relationship on the employee’s productivity, teamwork participation, and contribution to sales and income of food service establishments, is hereby rejected. Several recommendations were presented to managers concerning the implementation of further measures to foster an excellent working environment for employees.

Towards Achieving Electronic Human Resource Management: Challenges Facing Public Enterprises in Adopting Technology

This study examined the challenges that are faced by South African public enterprises in implementing digitalization in the Human Resource Management (HRM) department. A qualitative research approach was used with data obtained using structured interviews from a public enterprise, and Human Resource Practitioners were used to conduct interviews in this study. Purposive non-probability sampling was applied in engaging 15 participants in a public corporation and data was analyzed using thematic analysis. The study revealed that HRM departments do not entirely make use of technology in their operations. The inability to use technology is due to a lack of in-house digital training, and the organization’s inability to quickly swiftly respond to environmental changes due to bureaucratic structure. It was therefore recommended that public entities embark on extensive employee digital training and implementation of effective internal digital systems for organizational effectiveness.

Human Resource Management and Digitalization in a South African Public Enterprise

Although digitalization has been experienced in many business operations, we are still lacking complete knowledge of the impacts of the application of these technological operations in Human Resource Management (HRM) at both an individual level and organizational level. This paper, therefore, seeks to clarify the importance of digitalization to organizations and the challenges facing HRM due to the lack of digitalization. This paper is a study carried out in a South African public enterprise to identify the organizational effects of lack of digitalization in the Human Resource Management department. Qualitative research was applied and interviews were used to gather data from Human Resource professionals and section managers in a public corporation. Twenty-four individuals were purposively chosen for data collection. The research discovered effects such as lack of digital training, the occurrence of errors, service delays, and the possibility of employee burnout due to manual systems used to serve a large organization. The discussion provided in this study would strengthen the body of knowledge on the importance of digitalization in public enterprises, especially public organizations that have a role to protect national security.

Perceived challenges: Unfounded reasons for not forging ahead with digital human resource management practices

Orientation: Understanding the challenges that influence the adoption of digital human resource management (HRM) practices across the human resource (HR) value chain enables HRM departments and organisations to optimise HRM digitalisation.Research purpose: The purpose of this study was to identify challenges that influence the adoption of digital HRM practices across the HR value chain in the South African workplace.Motivation for the study: Challenges hindering the adoption of digital HRM practices needed to be identified and proactively addressed to accelerate the process of HRM digitalisation.Research approach/design and method: A cross-sectional quantitative research design was adopted, with an on-line questionnaire as data collection tool. A purposive and snowball sampling method was used. Data were collected from 312 HRM professionals and line managers in the automotive industry in the Eastern Cape Province of South Africa. The data were processed using Statistical Package for Social Sciences (SPSS), version 27, and analysed using exploratory factor analysis (EFA), descriptive analysis, Pearson Product Moment correlations and regression analysis.Main findings: The study revealed people, organisational, technological and environmental aspects that posed challenges to the adoption of digital HRM practices. However, these challenges did not become deterrents in the adoption of digital HRM practices in the automotive manufacturing organisations surveyed.Practical/managerial implications: Organisations need to forge ahead with the digitalisation of HRM practices. The challenges experienced in the process should be addressed proactively.Contribution/value-add: This study emphasises the challenges that should be monitored and addressed throughout the implementation of digital HRM practices in South Africa.

STRATEGI MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN MOTIVASI KERJA KARYAWAN PADA PT GARUDA KARYA MANDIRI

This study aims to find out what strategies are carried out by the company in this case the human resource management department to increase work motivation at PT Garuda Karya Mandiri. The findings of this study are expected to be able to find out the strategies and steps taken by the company's human resource management to increase work motivation for employees in running the company's organizational wheels. Where we know that in the era of free competition that is so tight today, work motivation that remains high and well maintained will have an impact on achieving optimization of company performance. If this is realized in a company, it can be said that the company will be able to continue to grow, compete and survive very well. In an effort to always maintain employee work motivation so that it is always optimal, a certain strategy is needed by the company's human resource management to make the right steps in increasing employee motivation in the company. The method used in this study is a qualitative method using the motivational theory of Abraham Maslow in seeing and explaining the human need to live. The results of this study found that there were at least three main strategies carried out by the Human Resources Management of PT Garuda Karya Mandiri in increasing employee motivation, namely (1) Compensation Stability Strategy, (2) Firmness Strategy in the Application of Rewards and Punishments, (3) Clarity of Planning Strategy Career path.

ПЕРЕДОВЫЕ ПРАКТИКИ ОРГАНИЗАЦИИ И ВНЕДРЕНИЯ ДИСТАНЦИОННЫХ ФОРМ ЗАНЯТОСТИ

The purpose of the study is to assess the level and potential for the development of corporate personnel policy implemented by three Russian corporations: Yandex, Sberbank of Russia, and Rostec, representing the IT industry, banking, and manufacturing industries, taking into account the possibilities of remote work, modern innovations in the labor market and employment, as well as new approaches to the development of the labor and personal potential of workers, including people with disabilities. In the process of studying, analytical industry general scientific methods were used, including analysis of cases of industry leaders. Quantitative and other aspects of the corporate policies of the analyzed companies were clarified during in-depth interviews with three employees of the human resource management departments of the head offices (management companies) of each company. Additional statistical materials are taken from the joint statistical collection of the National Research University Higher School of Economics, Rosstat, and the Ministry of Digital Development of Russia “Indicators of the Digital Economy–2022”. The results of the study confirmed the existence of a significant potential for the development of corporate personnel policy carried out within the framework of the remote labor organization and also proved that remote technologies contribute to the professional and personal growth of employees, maintaining loyalty to the employer and increasing labor productivity and that they make it possible to attract employees with disabilities to higher paid and more qualified positions, giving them the opportunity to develop professionally and socially. It is concluded that it is necessary to actively disseminate and scale up the best practices of Russian corporate leaders, which can become a guide for the development of other companies in the field of human resource management, including through government support measures.

Трансформація функціонально-методичних підходів до управління персоналом в умовах інтеграції виробництва і мережевих інформаційних технологій

The article is devoted to the issues of the objective need to transform functional-methodical approaches to personnel management in the context of the integration of production and network information technologies. The functions of personnel management in the conditions of digitalization are defined. It is noted that the implementation of each management function requires the use of specific technologies Methods of personnel management in the conditions of integration of production and network information technologies are revealed. It is argued that the effectiveness of these personnel management methods in the conditions of digitalization depends on the flexibility of employees, the introduction of innovations, accounting for the moral wear and tear of processes, increasing the speed of learning, the development of internal rotation and the flexibility of job instructions. The main modern challenges and new tasks of personnel management are characterized. It is emphasized that all these challenges cause changes in approaches to personnel motivation and tasks of motivation policy. The advantages of the personnel management information support system are noted. New methods introduced into the practical activities of personnel management services, transformed into human resource management departments, are characterized. The KPI system is presented, which guides the activities of employees to achieve the planned results with the possibility of their overachievement. The results grading system is described, which allows positioning in the hierarchy of their value for the enterprise. The QMM system is shown, which provides personnel evaluation system based on quality system criteria. The MBO system that supports personnel management by results or management by goals is demonstrated. It is noted that the concept of a balanced system of BSC indicators is an effective tool that allows managing the personnel training system of a modern enterprise.

Perceived challenges: Unfounded reasons for not forging ahead with digital human resource management practices

Orientation: Understanding the challenges that influence the adoption of digital human resource management (HRM) practices across the human resource (HR) value chain enables HRM departments and organisations to optimise HRM digitalisation. Research purpose: The purpose of this study was to identify challenges that influence the adoption of digital HRM practices across the HR value chain in the South African workplace. Motivation for the study: Challenges hindering the adoption of digital HRM practices needed to be identified and proactively addressed to accelerate the process of HRM digitalisation. Research approach/design and method: A cross-sectional quantitative research design was adopted, with an on-line questionnaire as data collection tool. A purposive and snowball sampling method was used. Data were collected from 312 HRM professionals and line managers in the automotive industry in the Eastern Cape Province of South Africa. The data were processed using Statistical Package for Social Sciences (SPSS), version 27, and analysed using exploratory factor analysis (EFA), descriptive analysis, Pearson Product Moment correlations and regression analysis. Main findings: The study revealed people, organisational, technological and environmental aspects that posed challenges to the adoption of digital HRM practices. However, these challenges did not become deterrents in the adoption of digital HRM practices in the automotive manufacturing organisations surveyed. Practical/managerial implications: Organisations need to forge ahead with the digitalisation of HRM practices. The challenges experienced in the process should be addressed proactively. Contribution/value-add: This study emphasises the challenges that should be monitored and addressed throughout the implementation of digital HRM practices in South Africa.

The Outsourcing and Its Relationship with Human Resources Management

Human resource management is now the backbone of any modern business. It is true that a few years ago no one imagined the importance that the functions of the human resources department would have for the overall development and progress of a business. In the year 2022 we are now talking about the mutation of the Human Resource Management Department, and we are talking about the strategic HRM. On the other hand, the economic crisis and the intense competitive environment has created the need for companies to readjust their activities and even their goals so that they can meet the ever-increasing needs of the business environment. This adjustment process is called in a word flexibility. The need for flexibility is expressed through the creation of institutions. One of these institutions is the institution of outsourcing, i.e., outsourcing.

HOW DO HUMAN RESOURCES MANAGEMENT PRACTICES REFLECT ON EMPLOYEES? AN EVALUATION FROM JOB CRAFTING PERSPECTIVE

Amaç: Bu çalışmada, kontrol ve bağlılık odağından insan kaynakları yönetimi uygulamalarının çalışanların iş becerikliliği davranışları üzerindeki rolünü belirlemek amaçlanmıştır.Yöntem: Çalışmanın amacı doğrultusunda İzmir ilinde bulunan bir üniversitenin İnsan Kaynakları Yönetimi Bölümü üçüncü sınıf öğrencilerinden 22 kişi seçilmiş ve yarı yapılandırılmış görüşmeler gerçekleştirilmiştir. Görüşmelerden elde edilen cevaplar betimsel analiz yöntemiyle incelenmiş ve yorumlanmıştır.Bulgular: Araştırma sonucunda, kontrol odaklı insan kaynakları yönetimi uygulamalarının iş becerikliliğinin ortaya çıkmasını zorlaştırırken, bağlılık odaklı insan kaynakları yönetimi uygulamalarının iş becerikliliğinin ortaya çıkmasını kolaylaştırdığı belirlenmiştir. Ayrıca bazı kontrol odaklı insan kaynakları yönetimi uygulamalarının da çalışanların iş becerikliliğini olumlu yönde etkileyebileceği görülmüştür.Özgünlük: Literatürde kavramı henüz kontrol ve bağlılık odaklı insan kaynakları yönetimi uygulamaları kapsamında inceleyen fazla çalışmaya rastlanamamıştır. Bu çalışma, Türkçe literatürde bu odakta yer alan ilk çalışma olması açısından önem teşkil etmektedir.