Field Of Human Resource Management Research Articles

Barriers and Enablers of AI Adoption in Human Resource Management: A Critical Analysis of Organizational and Technological Factors

This paper examines the key factors recognized as transformative in the field of human resource management (HRM) and explores their influence on the global adoption of artificial intelligence (AI). While AI holds significant promise for enhancing HRM efficiency, employee engagement, and Decision Making, its implementation presents a range of organizational, technical, and ethical challenges that organizations worldwide must navigate. Change aversion, data security worries, and integration expenses are major roadblocks, but strong digital leadership, company culture, and advancements in NLP and machine learning are key enablers. This paper presents a complex analysis that questions the common perception of AI as only disruptive by delving into the relationship between power dynamics, corporate culture, and technology infrastructures. In this paper, we bring together research from several fields to help scholars and practitioners understand the nuances of AI adoption in HRM, with an emphasis on the importance of inclusive methods and ethical frameworks.

MODERN APPROACHES TO RECRUITMENT IN SMALL AND MEDIUM –SIZED ENTERPRISES: EFFECTIVE STRATEGIES AND METHODS

The article examines modern approaches to recruitment in small and medium-sized enterprises, focusing on effective strategies and methods. The study provides an overview of current trends and methods of candidate selection, an analysis of their applicability in a changing labor market, and the demands of modern business. The article examines the key aspects of successful recruitment, including the use of innovative approaches, adaptation to new technologies, and consideration of the specifics of hybrid and remote work. Special attention is paid to the impact of proper selection on the effectiveness of the organization, its competitiveness, and development. Based on the analysis of academic works in the fields of human resource management, labor psychology, and HR practices, the authors of the article identify important trends and innovations accompanying the recruitment process. The article offers recommendations for organizations aimed at optimizing recruitment, improving the quality of the workforce, and increasing productivity. Theoretical significance: The scientific article on recruitment is a contribution to the scientific field of human resource management and labor psychology. She summarizes modern theories and practices of recruitment and formulates new concepts and approaches, which contribute to the expansion of the theoretical base of the field. Practical significance: Optimization of the recruitment process: The recommendations presented in the article can be used by companies to optimize their recruitment processes, improve recruitment efficiency, and reduce staff turnover; Improving the quality of personnel: The methods and approaches developed in the article can help attract and select more qualified employees, which will lead to an increase in the professionalism of the team and the overall productivity of the organization; Economic effect: Effective recruitment can lead to lower costs for training and adaptation of new employees, as well as increase business profitability by increasing the quality and productivity of labor.

PROFILING THE ROLE OF EMOTIONAL LABOUR AND ORGANIZATIONAL CULTURE ON EMPLOYEE ENGAGEMENT AMONG NURSES

This study aims to understand the influence of emotional work, organizational cultural support, and effective emotional management on the involvement and commitment of nurses in a public teaching hospital in Malaysia. Through interviews with five nurses, this study identified four main themes that affect their well-being and commitment: Emotional Stress and Fatigue, Organizational Support and Appreciation, Commitment and Motivation, and the Effects of Burnout and Despair. High emotional stress and the absence of a supportive organizational culture were reported to reduce motivation and increase the intention to quit among nurses. This study recommends that hospital management strengthen emotional support and improve organizational culture to reduce the risk of burnout and increase nurse engagement. These findings contribute to the existing literature in the field of emotional labor and human resource management in the healthcare sector, particularly in understanding the unique needs of nurses in Malaysia.

Robert Owen as an Undervalued Pioneer of Human Resource Management: Research Gap Based on State-of-the-art and Systematic Literature Reviews

Objective: The aim of the article is to diagnose whether there is a research gap in the work from the last two decades (on Robert Owen’s achievements) related to Owen’s contribution to the emergence of human resource management (HRM). Research Design & Methods: I followed a state-of-the-art review (SotA) and a systematic literature review (SLR). Findings: Robert Owen is widely recognised as a utopian socialist and/or one of the pioneers of management. He is also one of the first who underlined the importance of an organisation’s human resources. Nevertheless, I noticed that researchers underestimate Owen’s contribution to the development of human resource management, and their works do not devote much space to Owen’s achievements related to this subdiscipline of management. The results of the reviews prove the interdisciplinarity and multicontextual nature of Owen’s ideas, while highlighting the research gap related to his achievements in the field of HRM. Implications / Recommendations: I suggest that studies on Owen should be carried out by HRM experts, as they know the details of this subdiscipline best. Even if business history knowledge does not play a crucial role in management practice, knowledge of the origin of management methods and techniques may help HR managers to correctly apply them in organisations. Contribution: The article is one of the few (if not the only) in which texts devoted to Owen and his achievements in the field of HRM are analysed through SLR. It can be a source of inspiration for scientists, management teachers, and students who are looking for an insufficiently recognised research topic.

ЭФФЕКТИВНОСТЬ ВНЕДРЕНИЯ ПЛАТФОРМЫ WORKFORCE MANAGEMENT В РИТЕЙЛЕ

The article presents the results of a study assessing the effectiveness of the implementation of digital solutions and platforms in the field of human resource management. The object of study of this article is department stores in the retail sector. The main goal of the study is to confirm the hypothesis put forward about the need to switch to digital tools for human resource management (WFM systems), as well as to confirm the effectiveness of their use. When conducting the research, the authors used general scientific methods such as the survey method, analogy and modeling based on elements of the architectural model of WFM work. The authors of the article identify the disadvantages of the traditional method for generating working time calculations and the advantages of the personnel management method using WFM tools. Based on the results of the study, the authors confirmed the hypothesis put forward on the basis of calculations carried out in a group of pilot department stores in the retail sector.

Leveraging Generative Artificial Intelligence (AI) for Human Resource Management: The AI Job Description Assignment

The introduction of generative artificial intelligence (AI) technology is rapidly changing the field of human resource management (HRM). Management educators are called to prepare students for the opportunities and challenges this new technology will bring. Thus, our aim is to provide management educators with an assignment to introduce students to the opportunities and limitations of using generative AI for writing job descriptions. The AI Job Description Assignment invites students to leverage generative AI to write a first draft job description and then refine that initial draft using information obtained from a mini-job analysis conducted with real people. The assignment exposes students to a new technology while simultaneously reinforcing the age-old importance of including job incumbents in the process through job analysis interviews or surveys. Students learn both the benefits and limitations of generative AI while re-imagining a traditional HRM method. A how-to guide is provided for instructors along with quantitative and qualitative evidence of effectiveness.

Pemberdayaan Perempuan melalui Pelatihan Manajemen Sumber Daya Manusia dan Pemasaran Digital di Sekolah Perempuan (SEKOPER) Mojokerto

This community service aims to empower women members of the Mojokerto Women's School (SEKOPER) through human resource management (HRM) and digital marketing training. SEKOPER, as a women's community, has great potential but still faces challenges in managing its business effectively and efficiently. This community service is based on the identification of the needs of SEKOPER members related to the lack of knowledge in the fields of HRM and digital marketing. The method used in this community service is through direct training for SEKOPER members. The training materials include HRM and digital marketing modules that are specifically designed to meet the needs of members. In addition, initial needs mapping was carried out to ensure the relevance of the material presented. The implementation of the training involved competent speakers in their fields and used interactive learning methods. The results of the community service showed an increase in SEKOPER members' understanding of the importance of good human resource management and the use of digital technology in marketing. There were positive changes in behavior, such as members' efforts in planning HR needs and implementing digital marketing strategies. In addition, the formation of a collaborative network between members is also one of the positive impacts of this program. Overall, this community service shows that human resource management and digital marketing training can be an effective effort in empowering SEKOPER women members. With increased capacity, it is hoped that SEKOPER members can improve their quality of life and family economic welfare.

Influence of Emerging Trends in Human Resource Management on Employee Performance of Nandi County Government, Nandi County, Kenya

There has been a rise of many emerging trends and issues in all sectors and organizations globally, and the human resource management field was not an exception. Therefore, this study sought to establish the influence of emerging trends in human resource management on employee performance within the Nandi County Government. The study was guided by the following objectives: to assess the influence of professional development and to determine the influence of information technology on employee performance. The findings of the study would enable the county government to understand how emerging trends influenced the performance of their employees and served as a reference point for prospective researchers. The study was anchored on the theory of performance and resource-based theory. It adopted both quantitative and qualitative research approaches. The study design was descriptive research design, and the target population was 222. The sampling adopted included stratified and simple random sampling techniques. The sample size of the study was 143, determined using the Yamane method. Structured questionnaires and interview guides were used to collect data, which were analyzed through descriptive and inferential statistics, including mean, standard deviation, and linear regression. The analyzed data were presented in tables, charts, and graphs. The study found that professional development emerged as a significant influencer, with a coefficient of 0.402 and a standardized coefficient of 0.421, suggesting a positive influence on employee performance through investments in professional growth. This influence is supported by a high t-value of 4.612 and a p-value of .000. Information technology similarly demonstrates a notable influence, with a coefficient of 0.383 and a standardized coefficient of 0.392. The statistical significance is reinforced by a t-value of 3.286 and a p-value of .000. The study concluded that employees perceived training programs related to the management information system positively. Further, the study concluded that there is a strong commitment among employees to pursue higher academic qualifications, indicating a culture of continuous learning within the Nandi County Government. The study recommended that comprehensive continuous learning programs be developed and implemented to encourage and support employees in pursuing higher academic qualifications and professional certifications. It also recommended that customized managerial training programs should be created to align with the specific competencies needed in the Nandi County Government Enhancing the IT infrastructure and accessibility in the County Government.

MONITORING THE EFFICIENT USE OF THE STAFF AT THE ENTERPRISE

One of the components of the successful operation of the enterprise and its competitiveness is efficiency. It mainly depends on the level of staff efficiency. Tracking this aspect of the business is critical to the success of the enterprise. That is why the question of monitoring the effectiveness of the use of personnel is relevant. To implement the goals of the article, the following methods were used: information on the state of research in the field of effective human resource management was analyzed and synthesized. With the help of a systematic and information-logical approach, the actual directions for improving the evaluation and monitoring of the effectiveness of the use of the company's personnel have been determined. In the course of the research, analytical methods and graphical methods and the synthesis method were also widely used to build a structural scheme of stages and an algorithm for monitoring the effectiveness of personnel use. The article further developed the aspects of evaluating the efficiency of the use of labor resources, which, unlike the existing ones, include aspects of the integration of technologies into monitoring processes, the development of soft skills and the impact of the working environment on the health and well-being of employees. In addition, the structural diagram of the stages and the monitoring algorithm received further development, which, unlike the existing ones, have a more systematic nature and take into account the possibility of selecting assessment and monitoring tools depending on the monitoring stages, categories of personnel and divisions of the enterprise. The proposed improvements will optimize work processes; make informed decisions regarding hiring, firing, professional development, resource allocation, etc.; increase employee motivation; ensure the quality of products or services; satisfy the needs of customers and increase their loyalty by fast and high-quality performance of tasks; increase the company's profit. The obtained results, consisting in the development of a block diagram of stages and an algorithm for monitoring the efficiency of the use of the company's personnel, allow for further research on the specification of the elements of individual stages of monitoring, the justification of key indicators and terms by which it will be carried out, and the development of reporting forms to display the results of monitoring.

The Law of Data-driven on Employee Growth in Enterprise Human Resource Management in the Era of Digital Transformation

In the era of digital transformation, the popularity of artificial intelligence technology has driven the development of the field of Human Resource Management (HRM) in enterprises, and data-driven HRM has become the key to the development and success of enterprises. Due to the late start, data-driven HRM is still in the development stage in China. To address the problem that traditional HRM lacks accuracy and real-time, this study proposes a Growth Potential Prediction (GPP) model based on the combination of all class features and a Random Forest (RF) classifier. The results of the study showed that the prediction accuracy of interpersonal background, work ability, educational status and organisational environment characteristics under the screening index based on [Formula: see text]1 value were 85.01%, 66.34%, 66.41%, 44.19% and 64.27%, respectively. The accuracy of ROS under the RF classifier and the macro [Formula: see text]1 value were 87.31% and 87.24%. After adding the network features, the accuracy and macro [Formula: see text]1 values of the feature ensemble could reach 90%, and the accuracy and macro [Formula: see text]1 values of all class feature combinations were 89.01% and 89.10%, respectively. In summary, the GPP model based on the combination of all class features and the RF classifier proposed in the study can accurately predict the growth potential of employees and provide some guarantee for mining the growth pattern of employees.

Improving information theory of context-aware phrase embeddings in HR domain

The object of the study is context-aware phrase representations. The growing need to automate candidate recruitment and job recommendation processes has paved the way for the utilization of text embeddings. These embeddings involve translating the semantic essence of text into a continuous, high-dimensional vector space. By learning context-aware rich and meaningful representations of phrases within the human resource domain, the efficacy of similarity searches and matching procedures is enhanced, which contributes to a more streamlined and effective recruitment process. However, existing approaches do not take into account the context when modeling phrases. This necessitates the improvement of information technology analysis in this area. In this paper, it is proposed to mark the beginning and end of phrases in the text using special tokens. This made it possible to reduce the requirements for computing power by calculating all phrase representations present in the text simultaneously. The effectiveness of the improvement was tested on a new dataset to compare and evaluate the models in the task of modeling phrases in the field of human resources management. The proposed approach to modeling phrase representations with regard to context in the field of human resources management leads to an improvement in computational efficiency by up to 50 % and an increase in accuracy by up to 10 %. The architecture of the machine learning model for creating context-aware phrase representations is developed, which is characterized by the presence of blocks for taking into account phrase boundaries. Experiments and comparisons with existing approaches have confirmed the effectiveness of the proposed solution. In practice, the proposed information analysis technology can be used to automate the process of identifying and normalizing candidates' skills in online recruiting

Algorithmic human resource management: toward a functional affordance perspective

PurposeOrganizations are increasingly deploying algorithmic human resource management (HRM) for decision-making. Despite algorithms beginning to permeate HRM practices, our understanding of how to interpret and leverage the functions of algorithmic HRM remains limited. This study aims to review the stock of knowledge in this field of algorithmic HRM and introduce a theoretical perspective of functional affordance to enhance the understanding of the value of algorithmic HRM.Design/methodology/approachA systematic literature review was conducted in this study based on 283 articles. The articles are extracted from the Web of Science and Scopus. The content of the articles was then integrated to formulate the framework for this study.FindingsFunctional affordance highlights algorithmic HRM can be systematically embedded within the organizational environment, with its characteristics naturally suggesting the functionalities or actions available for HR managers to choose from. The findings of this study demonstrate five features of algorithmic HRM from the perspective of functional affordance: awareness of algorithmic HRM, alignment with business model design, action readiness, adaptation to business context and attribution to individuality.Originality/valueThis study provides a novel perspective for understanding the insufficiently theorized application of algorithmic HRM within organizations. It presents an integrated framework that elucidates the key features of algorithmic HRM and elaborates on how organizations can better develop algorithm-driven capabilities based on functional affordance.

Implementation of Strategic Human Resource Management Practices: A Review of the Organisational Performance and New Research Paths

This study aims to discover new avenues for research in the field of Strategic Human Resource Management (SHRM) by investigating the effects of SHRM practices on organizational performance. This study investigates how well HR policies and procedures mesh with overarching company objectives by means of a quantitative methodology and an exhaustive literature analysis. Quantitative data will be gathered through structured surveys aimed at 500 HR managers and executives from different industries. The purpose of these surveys is to measure the implementation and outcomes of SHRM practices. A systematic review of the existing literature will also be conducted to synthesize current knowledge and identify research gaps. In addition to discussing new trends like technology, globalization, sustainability, employee happiness, and agile work methods, important results show that SHRM improves financial performance, employee engagement, and competitive advantage. This study seeks to contribute to the understanding of SHRM and its crucial role in improving organizational resilience and performance by pointing out major research gaps and offering future approaches.

Exploring the job (dis)satisfaction indicators of online food delivery employees: insights from employees' online reviews

PurposeThe present study sought to determine the main themes employees discussed in online reviews associated with satisfaction (pros) and dissatisfaction (cons).Design/methodology/approachThis study used qualitative content analysis to examine employee reviews working in India's largest food delivery company.FindingsThe analyses revealed the existence of seven themes: company environment, employees, salary, work–life balance, company culture and values, flexibility and favoritism. Negative themes were associated with the “work-life balance” and “favoritism” themes. The results provided valuable insights into online food delivery platform employees' overall experiences based on social media information and aided in identifying key themes associated with various satisfaction levels.Originality/valueThis study contributes to the literature by uniquely utilizing user-generated content from an employment search engine as a novel data source to investigate the factors influencing satisfaction and dissatisfaction among online food delivery employees. This approach represents a significant departure from traditional survey-based methods, filling a gap in the literature by offering insights directly from employees' unfiltered perspectives. By leveraging this innovative methodology, our research provides a fresh and nuanced understanding of the experiences and concerns of online food delivery workers, thereby adding substantial value to the fields of organizational behavior and human resource management.

Study on the Development and Influencing Factors of Psychological Empowerment

Psychological empowerment, as a core concept in contemporary management, has garnered significant attention in recent years within the fields of organizational behavior and human resource management. By enhancing employees' autonomy, competence, meaning, and impact, psychological empowerment effectively stimulates intrinsic motivation, thereby improving job satisfaction and organizational effectiveness. This study aims to systematically review the evolution of the concept of psychological empowerment, including its dimensions and measurement methods. It examines key antecedents affecting psychological empowerment, such as individual characteristics (e.g., personality traits, self-efficacy), job characteristics (e.g., task variety, job significance), and organizational features (e.g., organizational climate, empowerment culture), as well as outcomes like job satisfaction, job performance, and organizational commitment. Based on these findings, potential future research directions are proposed, providing valuable insights for the further development and practical application of psychological empowerment theory.

A Benchmarking Model for HRM Elements of Large Mining Industry: ISM-Based Approach

While human resource management (HRM) elements concerning the expansive mining industry have been acknowledged, they still need to be explored. This paper presents a novel and strategic endeavour to construct a benchmark model linking HRM elements specific to the large mining industry. Drawing from an extensive literature review, crucial HRM elements pertinent to the mineral industry are systematically identified and thoroughly examined. The study utilises the interpretive structural modelling (ISM) technique within the context of major Indian mining industries to unveil latent relationships among these HRM-related elements. Through six-phased interactions, a foundational model is established, illuminating these relationships. The findings are poised to positively impact the mining industry, contributing to enhanced system sustainability. Furthermore, this paper represents a pioneering effort as the first research to elucidate the relationship model of HRM elements within the mining industry. It encourages HRM researchers to delve further into the mining industry to address its challenges. This research serves as a foundational study and provides a platform for further investigations by HRM experts, researchers and field personnel, enabling a multifaceted exploration of HRM perspectives.

HR-brand: features of formation and development

Relevance. The development of HR management stems from the need for organizations to attract and retain highly qualified employees in the competitive environment of the modern labor market. HR branding is a strategy based on the formation and support of a positive image of the company in the eyes of employees, as well as the company's commitment to the principles and values that bind employees and the organization. Positive evaluations of the organization's employees and their recommendations can attract new specialists and strengthen the company's reputation as a reliable and attractive employer.The purpose of the article is to study a special category of reputation and perception of the company – the HR brand.Objectives: to study the conditions for building an HR brand, its structure and key elements; to consider the history of the origin of the idea of HR branding; to assess the interest in creating a special reputation in the field of human resource management; to justify why it is impossible to build an EVP (employer's value proposition) without HR branding.Methodology. In the course of scientific research, empirical, theoretical, statistical methods and methods of graphical representation were used.Results: the theoretical aspects of building a company's HR brand were studied; the popularity of this topic in science and business was shown. A set of knowledge about the features of HR branding in the Russian and foreign markets has been formed and the prospects for the development of this area are shown. It shows why it is important to work on an HR brand and how to start forming a positive image of the company, its reputation and prestige.Conclusions. The article emphasizes the relevance and importance of the topic under consideration, taking into account the latest trends, prerequisites and prospects for new companies. The possibilities that open up for an employer when forming an original and popular HR brand are considered.

Адаптивное стимулирование как элемент эффективной системы управления человеческими ресурсами вуза

The article researches the problem of adaptive incentives as a significant element of an effective human resource management system of a higher education institution. The purpose of the study is to provide a methodological analysis of key aspects of team adaptation incentives using in HRM and justification of a set of measures aimed at achieving strategic goals in the field of human resource management of an educational organization. The research methodology is based on the conceptual provisions of management theory and HRM, identifying alternative approaches to resolving individual problematic components of human resource management in educational organizations. It is demonstrated that in the conditions of talent competition the focus of the system of adaptation incentives to the changing parametric characteristics of competitive socio-economic dynamics applied in HRM of higher education institution is team adaptation, which ensures the improvement of management efficiency in achieving strategic goals. The significance of the research results lies in the proposal and justification of adaptive measures that stimulate teamwork of employees of an educational organization by developing leadership and management skills, building up the system of feedback and communication, creating a favorable educational environment, etc. The implementation of the proposed activities will contribute to the improvement of HRM quality, to building competencies and motivation for teamwork.

What influences the use of HR analytics in Human Resource management in Norwegian municipal health care services?

BackgroundThe centrality of human resources in the provision of healthcare suggests that Human Resource (HR) management and the use of Human Resource analytics – use of digital data to better understand, assess, plan and organize the workforce - can play an important role in this. However, data driven decision making in the field of human resource management is lagging, and the appropriation of HR analytics in the healthcare sector is limited.AimThe current study explores the role of HR departments and the adoption of Human Resource analytics in four municipalities in Norway to obtain insights into what influences the use or lack of use of HR analytics.MethodsEmpirical data were generated through qualitative interviews with fourteen individuals working in HR departments, the municipal administration, and the healthcare services. Structurational theory guided the analysis. The findings show that none of the municipalities made extensive use of data to inform decision making related to human resource management or workforce planning.Results and conclusionThree conditions hampered or made irrelevant the use of HR analytics: a decoupling between the services and HR, a weak data-culture, and HR and decision-making processes involving a plurality of stakeholders. However, there were changes underway in all municipalities related to the role of HR and HR analytics.

One who wishes to wear the crown, must bear its weight: How performance pressure benefits career-prospective employees in organizations

Performance pressure is not uncommon in the field of human resource management, and it stands as a constant companion to those aspiring to advance their careers. Drawing on the appraisal theories of emotion and literature on fear and career prospects, this research explores how and when performance pressure fosters work-goal progress. Across two time-lagged, multi-industry field studies with full-time employees, we demonstrate that performance pressure intensifies mental preoccupation with work by triggering fear of performance failure, which in turn promotes work-goal progress. Furthermore, these positive serial mediation effects (performance pressure → fear of performance failure → mental preoccupation with work → work-goal progress) are moderated by employees' career prospects within organizations, being more pronounced among those with higher career prospects. Theoretically, this work deepens the understanding of the positive impacts of performance pressure and broadens its influencing mechanisms and contextual moderators. Practically, the findings can inform organizations in leveraging performance pressure to serve the best interests of both individuals and the organization. Limitations and future directions are also discussed.