Field Of Human Resource Management Research Articles

PECULIARITIES OF HUMAN RESOURCE MANAGEMENT IN MULTINATIONAL COMPANIES

Davit Katamadze E-mail: qatamadze.davit@bsu.edu.ge Associate Professor, Batumi Shota Rustaveli State University Batumi, Georgia https://orcid.org/0000-0003-2992-9326 Indira Davitadze E-mail: idavitadze91@gmail.com PhD student, Batumi Shota Rustaveli State University Batumi, Georgia https://orcid.org/0000-0002-6506-5273 Abstract: Human resource management in modern multinational companies is characterized by certain difficulties, because such companies employ people of different nationalities, religions, cultures, different mentality and ethics, who prefer different forms of communication and management. The desire to manage with a different approach to organizational structure, culture and strategy creates problems in the management of human resources of multinational companies, these problems need proper research and solutions. The purpose of the study is to determine the challenges in the field of human resources management by multinational companies, to fairly evaluate the activities of expatriates and managers working in foreign companies and to protect their rights. Methods of data collection and observation were used in the development of the paper. The data collection method is mainly used to evaluate the human resources activities of multinational companies, and the observation method is used to identify the challenges and potential in the activities of expatriates, based on which the ways to solve the challenges in the field of human resources management of multinational companies were determined. As a result of the research, the factors affecting the management of human resources in multinational companies were identified, the elimination of which will help to increase the competitiveness of multinational companies and raise the level of qualification of the personnel employed in them. In order to eliminate the problems arising during the management of human resources in modern multinational companies, we have developed recommendations, the consideration of which significantly improves the process of human resources management in multinational companies. Keywords: Human resources management, multinational companies, expatriates, performance evaluation of managers. JEL classification: J53, J6, F22, F23

Construction of Human Resource Manager Competency Model Based on Data Mining Technology in Cross-Cultural Background

In the era of knowledge economy, enterprises are facing unprecedented competition and challenges. The process of globalization has accelerated the communication and integration between different cultures, making cross-cultural management an indispensable ability for enterprises. Especially in the field of human resource management, it is of great significance to build a competency model based on data mining technology to improve the cross-cultural communication ability, teamwork ability, and innovation ability of enterprise managers. The application of competency theory in the field of human resource management has the potential to completely revolutionize traditional management practices, enabling better adaptation to the continuous changes in the management environment. It plays a significant role in promoting the reform of the human resource management system. The aim of this paper is to build a competency model of human resource managers based on data mining technology and verify its effectiveness in cross-cultural background. It is assumed that the model can accurately evaluate the ability level of human resource managers and provide reference for enterprises to select and train outstanding talents. The experimental results demonstrate that the model achieves an accuracy of approximately 89%, a 93.3% improvement in efficiency, and a salary range exceeding 90%. The model is deemed reasonable, feasible, and highly precise in terms of competency assessment.

Implementation of Islamic Human Resource Management Policy in Improving Employee Job Satisfaction: Literature Review Study

This research investigates Islam-based Human Resource Management (HRM) and its impact on employee job satisfaction. Through a systematic analysis of various literatures, this study explores the concepts, principles, and applications of Islamic-based HRM, as well as the challenges associated with its implementation. Findings from the literature suggest that Islam-based HRM has the potential to create a more just, empathetic, and Islamic values-oriented work environment. However, challenges such as integration of Islamic principles into existing management frameworks, understanding and acceptance of Islamic-based HRM among leaders and employees, and potential conflicts between Islamic principles and prevailing regulations were also identified. Nonetheless, with deep understanding and strong commitment, organizations can overcome these challenges and reap great benefits from the implementation of Islamic HRM. This research provides a solid foundation for further developments in the field of Islamic HRM and highlights the great potential it has in creating a better and more sustainable work environment.

The use of big data analytics for human resource management in an organization

Aim. To examine the application of big data in the field of human resource management and in organizational network analysis as a methodology to study the patterns of employee interaction within a formal organizational structure to improve the effectiveness of the human resource management system.Objectives. Theoretical analysis of existing methodologies for evaluating data on human resources of an organization to provide new opportunities for enterprise transformation; identification of hidden information on human resources and its use for internal staff development, retention and training; study of the possibilities of using organizational network analysis (ONA) to improve the effectiveness of human resource management.Methods. The authors used system and logical approaches, general scientific methods (analysis, synthesis), methods of comparative and economic analysis, analytical processing of information, graphical presentation of information.Results. The sources of big data are analyzed, the main indicators characterizing the state of personnel and allowing to forecast its development, dynamics of preservation of human resources in the organization, its training are allocated. The directions of using organizational network analysis in the personnel management system are proposed.Conclusions. The identified potential advantages of using organizational network analysis in the analytics of data on human resources in the organization will contribute to the reduction of staff turnover, optimization of staff structure, improvement of experience and knowledge sharing within the organization. This, according to the author’s position, will lead the enterprise to a positive economic effect and open new opportunities for its transformation

INFLUENCE OF GREEN HUMAN RESOURCE PRACTICES ON SUSTAINABLE ORGANIZATIONAL PERFORMANCE: A REVIEW OF LITERATURE

The concept of “going green” has revolutionized business operations, leading organizations to prioritize social and environmental sustainability, including financial benefits. The Triple Bottom Line (TBL) theory’s three pillars of sustainable performance -economic, social, and environmental performance have also come to dominate contemporary business trends and have influenced the field of human resource management (HRM). Human resource management plays a crucial role in achieving sustainable organizational performance, with the enactment of green HR practices becoming a prominent strategy for aligning financial objectives with sustainable goals. This study aims to examine green HRM practices and their influence on achieving sustainable organizational performance to advance the ideology of green HRM and identify the research gap in this area. The study employed desk-based research using well-recognized academic databases such as ELSEVIER, Emerald Insight, Google Scholar, JSTOR, SCOPUS, etc. and extracted 66 articles using keywords such as green HRM, HRM practices, and sustainable organizational performance. The findings of the study extend that green recruitment and selection, green induction, green training, green rewards and compensation, and green employee discipline management significantly foster the green behavior of employees ultimately achieving sustainable organizational performance. This review contributes to the current literature on green HRM and eventually helps HR managers incorporate sustainability into their HR practices successfully.

ORGANIZATIONAL BEHAVIOR AS A FRAMEWORK FOR BIBLIOMETRIC RESEARCH ON THE LINKS BETWEEN WORKLOAD, CULTURE, AND DISCIPLINE IN THE WORKPLACE AND EFFICIENCY

Workload, organizational culture, work discipline, and job performance are some of the topics that this bibliometric review hopes to go into. The study finds trends, patterns, and gaps in the existing literature by using bibliometric analytic approaches. It utilizes co-citation and keyword analysis to uncover patterns of research collaboration and creates a publishing map according to year, author, journal, institution, and country. Researchers, practitioners, and policymakers can benefit from the analysis by better understanding the most recent breakthroughs and trends in organizational behavior, specifically related to employee performance. Furthermore, it addresses voids in the existing literature and pinpoints topics that require additional research. The results can help improve organizational policy initiatives and direct future research in the fields of human resource management and organizational behaviour. Job interview phrases and corporate culture were the subjects of an online poll that ran from 2019 through 2024. Beyond highlighting three ways these approaches could be enhanced to increase data quality, the research tries to demonstrate the benefits of online testing beyond its convenience. These recommendations for enhancing the quality of data can be applied to online organizational surveys and experiments.

Analysis of Factors Causing Low-Cost Carrier Airlines' Customer Satisfaction at Soekarno Hatta Airport

The scientific literature review article entitled Analysis of Factors Causing Customer Satisfaction of Low-cost Carrier Airlines at Soekarno Hatta Airport is in the domain of marketing management science. The purpose of this article is to formulate a hypothesis regarding the interrelationship of various aspects, which will then be used as a basis for further research in the field of human resource management. This research uses a qualitative descriptive research methodology. The data used in this research comes from previous research which is still relevant to this research. Information is collected from leading scientific online platforms, such as Publish or Perish, Google Scholar, digital reference books, and the journal Sprott. The results obtained from this research are presented as follows: 1) Punctuality of flight times influences customer satisfaction of low-cost carrier airlines at Soekarno Hatta Airport; 2) The service quality of low-cost carrier airlines influences customer satisfaction of low-cost carrier airlines at Soekarno Hatta Airport; and 3) Aviation safety standards influence customer satisfaction of low-cost carrier airlines at Soekarno Hatta Airport.

FEATURES OF MANAGING THE PROCESS OF FORMING A FAVORABLE SOCIAL AND PSYCHOLOGICAL CLIMATE IN THE TEAM OF A MODERN ENTERPRISE

Introduction. The practice of modern enterprises shows that a favorable social and psychological climate in the team increases the efficiency of the enterprise, contributes to reducing staff turnover and improving the general atmosphere at the workplace. At the same time, knowledge of the features of the effective formation of the appropriate social and psychological climate allows managers to create conditions for the professional and personal development of personnel, which results in an increase in the effectiveness of the enterprise. The purpose of the article. The purpose of the article is to study the specifics of managing the formation of the appropriate social and psychological climate in the workforce of modern enterprises for the development of recommendations for an effective personnel management strategy. Methods. The research methodology is based on the analysis of scientific literature and empirical studies in the field of human resource management, organizational psychology and sociology. Such methods of scientific knowledge as the method of analysis and synthesis, comparison, and abstraction were also used. Such a comprehensive approach made it possible to understand not only the theoretical aspects of climate management in the team, but also the practical methods of its implementation in a real business environment. Results. The article considers the key aspects of managing the formation of a favorable social and psychological climate in the collective of a modern enterprise. The key factors affecting the formation of a positive working environment are considered. Various aspects of the impact of organizational culture on the formation of a favorable working environment have been studied. The importance of effective communication between management and staff, as well as between employees, is highlighted in order to create trusting relationships and promote collective success. Different leadership styles and their impact on staff morale and motivation are analyzed. The importance of effective conflict resolution at the workplace and the development of joint problem-solving strategies has been proven. The peculiarities of the application of these approaches in ensuring sustainable growth and competitiveness of enterprises in the modern business environment are studied. Conclusions. Based on the analysis of key aspects of organizational culture, communication practices, leadership and conflict management, practical approaches to the formation of a favorable social and psychological climate in the company's team have been determined. Specific practical methods are proposed for increasing employee satisfaction, reducing staff turnover and increasing labor productivity, which contributes to the sustainable development of the enterprise in the conditions of modern business.

РИЗИКИ В УПРАВЛІННІ ПЕРСОНАЛОМ ПІДПРИЄМСТВА

The purpose of the work is to identify the essence of personnel management risk, with a focus on its components and their impact on enterprise development goals. Risk arises from conducting business in conditions of uncertainty. It has been established that risks in personnel management are difficult to identify and assess, as they are associated with human resources, which are based on personal essence. Hence, two problems arise. Firstly, risk increases the complexity of evaluating the consequences of decisions made. Secondly, risk in personnel management at the conceptual level affects potential effectiveness. Therefore, it is more appropriate to use the term "uncertainty" in personnel management instead of the concept of risk. A person making decisions regarding human resource management in conditions of wartime economy deals with uncertainty, not risk. It is proven that uncertainty and risk are functions of such factors as the quantity and quality of information available to management personnel, and the variability of conditions for implementing personnel decisions. Two main approaches to defining the determinants of decision-making success by managers are distinguished. The first relates to factors influencing task execution, and the second to personal factors. It is argued that in the field of human resource management, the level of risk depends on the subjective perception of risk by personnel. Considering the attitude toward risk of the decision-maker, three main types of behavior are identified: risk-prone, risk-averse, and risk-neutral. Identifying the purpose of personnel activity is related to the formation of enterprise development strategy and the development of prospective human resource management plans. The purpose directs the will of the employee and determines the future outcome. Personal (individual) goals are defined in the form of a postulate or model. The purpose of HR activity based on both traditional and modern human resource management models is identified. Managers in conditions of wartime economy make decisions based on external data over which they have limited control. Therefore, their attention should be focused on an environment unfavorable for making personnel decisions.

Pengaruh Fleksibilitas dan Perilaku Inovasi Terhadap Retensi Karyawan PT Jaya Jagat Raya Sidoarjo

The rapid progress in information and communication technology coincides with globalization in the field of human resource management and will determine the status of human resource management in companies now and in the future. The author uses a quantitative research method through a random sampling approach and data collection process through distributing questionnaires. The research sample used 30 staff who were taken randomly from 45 marketing staff. The results of this study indicate that flexibility and innovation behavior factors have an effect on employee retention at PT Jaya Jagat Raya.

Modern Eğitim Örgütlerinin İhtiyaç Analizi Değerlendirmelerinde Açık Sistem Modelinin İncelenmesi

Studies related to needs analysis in modern educational organizations are important for the development of a reliable, holistic model to determine which competence area needs training in order to train and train school administrators as a professional professional group, using business and human resource management fields, in addition to the school/education lens, so that school administrators can acquire and update professional competencies that will help them perform their duties professionally. For this reason, considering the professional training needs of school administrators from a different disciplinary lens, such as education and development in the context of business management, can make different contributions to the professional development of school administrators. It is expected to be an effective and practical solution that will also make a significant contribution to the efficiency of today's school organizations, especially with the open system model application in education management. As a result of the application of this model, the determination of undergraduate and/or postgraduate education, training, appointment, pre-service and in-service education curricula according to the professional competencies of all educational institution managers/leaders and teachers based on the professional competencies of school administrators and teachers within the Ministry of National Education and universities, effective holistic implementation of measurement and evaluation processes as a result of these trainings can be ensured. Since this model has been developed according to the educational needs analysis literature, it can be used as a practical model for all educational processes related to all kinds of professions. It can also be used for the same purpose for the training and education of teachers from all branches who will be employed or are currently employed within the Ministry of National Education. Key Words: Modern Educational Organizations, Needs Analysis, Open-System Model

Effective Strategies for Human Resource Development in the Digital Era

The rapid development of digital technology has brought significant changes in various aspects of life, including the field of human resource management (HR). This article aims to identify and analyze effective strategies that can be applied in human resource development in the digital era. In this context, HR development strategies do not only focus on improving technical skills, but also on developing soft skills which are essential for adaptation in a dynamic work environment. This research uses a qualitative approach with a comprehensive literature study method, reviewing various academic and practical sources. relevant to the topic. The main findings of this study show that the integration of technology in the training and development process, the formation of a work culture that supports innovation, and the implementation of a digital-based performance management system are some of the key effective strategies. Apart from that, the importance of visionary and adaptive leadership has also been identified as a determining factor for success in HR development in the digital era. This article provides insight for HR practitioners and managers to formulate HR development policies and programs that are relevant to the demands of the times. In addition, this research also makes a theoretical contribution by offering a conceptual framework for holistic and sustainable human resource development in the digital era.

Green Human Resources Management: Review from Theory to Empirical Research

This study aims to provide a comprehensive understanding of green human resource management by examining, analyzing, and synthesizing findings from 109 empirical studies conducted worldwide. These studies were pub lished between 2017 and July 2023. The findings of this study revealed that the examination of green human resource management predominantly revolves around two perspectives: business assessment and employee assessment. When viewed from a business perspective, research in green human resource management encompasses the following categories of factors: (i) Environmental impact; (ii) Business operations impact; and (iii) Corporate efficiency impact. On the other hand, when approached from the employee perspective, it focuses on factors such as: (i) Employee environmental behavior; (ii) Employee performance; (iii) Miscellaneous factors. Quantitative research methods were commonly employed in these studies, with a primary focus on surveying employees. The findings from this research play acrucial role in providing future researchers with a comprehensive overviewof the green human resource management field. Furthermore, we suggest potential avenues for future research in this area.

근로시간 단축(주 4일제) 관련 글로벌 동향 분석과 변화 방향 제언

This study attempts to suggest future directions in the perspective of human resource management based on various activities related to working-time reduction as a currently social issue and research findings on reduced working hours. Firstly, this study investigates how expected effects of reduced working-time are closely related to the realized effects of them by summarizing the previous studies. Also, based relevant research, this study suggests the overall potential issues that block the adoption of reduced working hours in terms of employees, firms, and gernal employment characteristics. Based on these literature reviews, this study summarizes the processes and results of global Four Day Week Global(4DWG) experiments, and suggests the limitations and directions of currently global experiments. Furthermore, this study investigates the two domestic firms which adopted the reduced working hours in the same industry. By doing In so doing, this study tries to draw the requirement before the adoption of 4DW as well as the driving forces after the adoption of 4DW. Based on these findings, this study proposes the future directions and HRM practices for successful adoption and operation of reduced working hours. In the discussion part, this study suggests future research directions in the human resource management field.

Are HRM practitioners required to possess competence in corporate ethics? A content analysis of qualifications in Australia and Asia

Ethical cultures, corporate social responsibility (CSR), and sustainability strategies are increasingly being addressed through formal organisational policies and structures. This is evidenced by codes of ethics, conduct, whistle-blowing reporting lines, anti-bribery and corruption policies, and broader stakeholder and environmental engagement strategies. In the United States, corporate ethics managers are responsible for these functions, supported by specific professional and university-level qualifications. However, this is not the case in Australia and Asia where the role appears delegated to human resource personnel in organisations. Human resource management (HRM) is increasingly advanced as a formal profession, yet whether corporate ethics content features as a significant component of the HRM profession is unclear. Expert knowledge is a foundation of a profession along with the duty to act within the limits of that knowledge and expertise. This paper scopes what constitutes professional expert knowledge. It examines corporate ethics expertise and HRM within this context. Major Australian and Asian organisations are examined to verify that HRM Departments, and thus HRM practitioners, are responsible for managing corporate ethics. Given the seniority and strategic importance of this function, the content of selected Masters in HRM and related fields are examined to identify the extent of ethics content. This is considered in the light of the expertise required to manage corporate ethics, and conclusions are drawn whether the HRM discipline is appropriately qualified to manage this function. Finally, recommendations and further research towards advancing the role and function of corporate ethics managers in general are proposed.

Innovation and Human Resources Management in the Health Sector: Systematic Review Study

The health sector has been developing technologically at an incredible pace in recent years. While this circumstance increases the importance of the concept of innovation, on the other hand, it causes institutions to change their management approach. The primary purpose of this study is to examine the research conducted within the scope of innovation in the field of human resources management in the health sector. The method of the research is "systematic review" (meta-synthesis). Within the scope of the purpose of the research, inferences were made by analyzing the research conducted with a series of keywords related to the concepts of 'innovation' and 'human resources management' with the criteria determined in the 'Web of Science Core Collection' database. Accordingly, 17 articles were examined in line with the study's inclusion criteria. The articles examined were evaluated according to the criteria determined by the researcher (main findings, including keyword, study subject, year of publication, method used, scale, sample size, science/department in which it was written, type of study). According to the results obtained from the research, it is observed that there is only one study that includes human resources management directly related to the concept of innovation. It was determined that the subjects studied in the articles were generally innovation, human resources or innovation and the health sector. The assessment is that the research results will contribute to new studies on related subjects and healthcare enterprises related to these subjects.

MANAGEMENT PRACTICES: SHAPING EMPLOYEE SATISFACTION AND COMMITMENT IN LARGE GERMAN COMPANIES

The rapid evolution of the political, economic, and social landscape has generated increased interest in understanding the contextual application of Management styles and behaviours toward employees. In this context, organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals. Therefore, this study aims to investigate the prevailing and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. To achieve the research objective, the study will employ a qualitative method to explore Management behaviours toward employees. Data was collected through interviews with randomly selected Managers from different companies and departments. The study aims to uncover discrepancies or variations in employee expectations regarding Management behaviour. The findings will provide a better understanding of the most prevalent and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. The results will be valuable to Management in adopting suitable leadership styles and improving employee satisfaction, leading to increased productivity and organizational performance. The research will contribute to the existing body of knowledge in the field of Management and human resource Management by providing insights into the impact of Management behaviours on employees. It will also offer recommendations to Management on how to enhance employee satisfaction and job commitment, leading to improved organizational performance. In conclusion, this study will investigate the prevailing Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

Employee turnover in multinational corporations: a supervised machine learning approach

AbstractThis research explores the potential of supervised machine learning techniques in transforming raw data into strategic knowledge in the context of human resource management. By analyzing a database with over 205 variables and 2,932 observations related to a telco multinational corporation, this study tests the predictive and analytical power of classification decision trees in detecting the determinants of voluntary employee turnover. The results show the determinants of groups of employees who may voluntarily leave the company, highlighting the level of analytical depth of the classification tree. This study contributes to the field of human resource management by highlighting the strategic value of the classification decision tree in identifying the characteristics of groups of employees with a high propensity to voluntarily leave the firm. As practical implication, our study provides an approach that any organization can use to self-assess its own turnover risk and develop tailored retention practices.

The Effect of Motivation and Work Environment on Employee Job Satisfaction (Case Study at PT. Latexindo)

Employee job satisfaction is an important factor in achieving productivity and good performance in an organization. This study analyzes the understanding of the factors that affect employee job satisfaction can help companies in improving employee performance and retention. This research uses a case study approach involving employees at PT. Latexindo as a research sample. Data was collected through questionnaires given to employee respondents. The variables studied include motivation, work environment, and job satisfaction. Motivation is measured by the level of needs met and the drive to achieve goals. Work environment is measured by factors such as co-worker support, leadership, and physical condition of the workplace. Job satisfaction is measured based on employees' perceptions of their jobs, including salary, recognition, and career development opportunities. The results of this study are expected to provide a better understanding of the factors that affect employee job satisfaction at PT. Latexindo, so that companies can take appropriate steps to improve job satisfaction and employee performance. The data analysis technique used is the Quantitative method using the help of SPSS version 29. This study used Multiple Linear Regression. Primary data collection using questionnaires. Research shows that motivation partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 2.990 > ttable 1.687 and significance 0.005 < 0.05. The work environment partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 0.877 > ttable 1.687 and significance 0.386 < 0.05. Motivation and Work Environment simultaneously affect and significantly affect job satisfaction at PT. Latexindo Toba Perkasa where Fcalculate is 5.399 while F table is 3.25 and significant 0.05. The results of the research make an important contribution in the field of human resource management. The research can also provide valuable input for other companies in their efforts to improve employee satisfaction and performance.

HR innovation through inter-organizational HR collaboration

PurposeStudies of inter-organizational relationships have traditionally overlooked the human resource management (HRM) field, with most research focusing on collaborations in the technical domain. This study endeavors to explore the impact of organizational human resources (HR) collaborations on HR innovativeness, drawing on theories about organizational learning capabilities to explain this connection. By analyzing the synergies arising from inter-organizational HR collaborations, this study aims to seek to shed light on the potential for HRM to contribute to organizational performance and foster innovation.Design/methodology/approachThe study is based on a quantitative survey conducted among 326 Dutch companies. The survey aims to find out whether these companies collaborate with other organizations on HR-related issues, the extent to which they renew their HRM function, and whether they apply organizational learning practices. The data collected for the survey are analyzed using Hayes PROCESS macro to investigate mediation effects.FindingsAs per the study, HR collaboration results in innovation. The research suggests that collaborating with HR across different organizations significantly contributes to HR innovation. This relationship can be explained by the inter-organizational learning practices that organizations adopt. Therefore, when organizations collaborate with each other, they learn from each other, which enhances their learning capabilities and ultimately leads to HR innovation.Originality/valueThis study delves into the extent to which organizations collaborate on HR-related issues, which is a relatively new field. Moreover, it contributes to the research on the connection between inter-organizational relationships and innovation by showing how much of it is explained by organizational learning.