Human Resource Management Model Research Articles

Assessment of Human Resource Management Framework from Islamic Paradigm: Proposition of an Islamic Model of Human Resource Management

The study of Human Resource Management (HRM) in the context of Islamic philosophy has gained traction especially in the last two decades. This paper aims to assess the HRM purpose, processes and practices in the light of Islamic doctrine to eventually present an Islamic model of HRM that is hinged upon Islamic principles and values. The postulated model offers a unique perspective by incorporating both contemporary and spiritual dimensions to HRM framework in order to provide a holistic outlook to the study of Islamic Human Resource Management (IHRM). The proposed model named The “AF Islamic HRM Model” is driven by two key Islamic concepts of Adl (justice) and Falah (wellbeing or success), where Adl represents an essential underlying element for all HRM processes as per the proposed IHRM model and the conception of Falah implies an ultimate reward or success in this world as well as in the world hereafter, as perceived from the Islamic belief system. The paper entails a qualitative research approach by evaluating the existing HRM models as well as analyzing the already available literature regarding Islamic perspective to the HRM theory to ultimately posit a model which contributes value to the existing knowledge base of Islamic HRM. There is not much research regarding the application of Islamic ideology to various facets of HRM and this study endeavors to address this research gap by proposing an IHRM model which consolidates both the contemporary HRM philosophy as well as the Islamic tenets and guidelines, encompassing diverse aspects of both religion and worldly life by providing insights about the conventional HRM body of knowledge with a touch of ethics and spirituality.

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Market Needs and Education of Mass Communication: A Perspective of Media Managers in Leading Private Television News Channels of Pakistan

Mass Communication is a field that gives extensive knowledge about other disciplines of academics and its degree holder can work in various professions due to their grip on different subjects. In Pakistan, it has been observed that many of the professionals who are working in the media industry do not have any educational background of mass communication instead they are specialized in other subjects. A mismatch between the media education and degrees of working professionals is raising serious concerns about the future of mass communication degree. Therefore this research is an attempt to examine the criteria that keeps in mind while hiring graduates in major television news channels of Pakistan. This study also aims to understand the importance of mass communication education in the career building of graduates from the perspective of media management. To investigate their perspective, in-depth interview method of Media Managing directors, Human Resource Managers, Director News, and Bureau Chiefs from the five leading private television channels of Pakistan i.e. GEO, Gourmet News Network (GNN), 92 News HD, Express TV, and Dunya TV are conducted. As this study focuses on the management perspective, therefore, the data is analyzed under the umbrella of the Knowledge, Skills and Abilities (KSA) Model of Human Resource management. The study concludes that there is a gap between academia and the professional field. Media graduates are somehow lacking in the professional training which is making path for non-media graduates to enter in the media field. Apart from that, individual needs such as confidence and communication skills are also making an impact on the hiring of media graduates.

From Norm and Theory to Practice: a Tailor-made GEP for the Institut de Ciències del Mar

The European Commission is fully committed to promoting gender equality in research and innovation. It is a priority for the European Research Area (ERA) and a cross-cutting principle under Horizon Europe. Gender equality plans (GEPs) have been established as the primary instrument for implementing institutional changes in Research Performing Organizations (RPOs) to address structural barriers to gender equality in research and innovation. Within this framework, specific objectives are defined, and thematic areas for intervention are recommended. In this regard, the formulation of a GEP for the Institut de Ciències del Mar (ICM), implied a broader challenge as it had to comply with diverse national regulatory frameworks. Nevertheless, the variety of reference frameworks, instruments and approaches did not condition the aspiration to design a GEP that fully responded to the specific context of the ICM. Thus, the GEP became the roadmap to generating an organisation cultural change that allows the effective integration of gender equality across all its areas and actions. Drawing from ICM’s experiences, we aim to share the path undertaken by ICM and shed light on the multifaceted challenges encountered during the GEP’s design and successful implementation. There is a pressing need to transition from mere adherence to the normative framework to achieving genuine gender equality in practice. Transforming normative principles into practice requires tailored and individualised strategies, feasible objectives with measurable results, appropriate measures to achieve them, and indicators to measure progress. This challenge involves effective institutional changes that remove obstacles to gender equality, both inherent in the research system and stemming from the institutional model of human resources management, funding, decision-making and research programs. The commitment to gender equality must transcend the field of research and research to encompass all staff and institutional practices. Successfully transitioning from theory to practice requires institutional commitment, data-driven decision-making, resource allocation, stakeholder engagement, internal collaboration, responsibility, leadership, and strong gender expertise. This paper stems from the European Horizon Project Leading Towards Sustainable Gender Equality Plans in RPOs (LeTSGEPs).

Exploration on human resource management and prediction model of data-driven information security in Internet of Things

The advent of the Internet of Things (IoT) has accelerated the pace of economic development across all sectors. However, it has also brought significant challenges to traditional human resource management, revealing an increasing number of problems and making it unable to meet the needs of contemporary enterprise management. The IoT has brought numerous conveniences to human society, but it has also led to security issues in communication networks. To ensure the security of these networks, it is necessary to integrate data-driven technologies to address this issue. In response to the current state of human resource management, this paper proposes the application of IoT technology in enterprise human resource management and combines it with radial basis function neural networks to construct a model for predicting enterprise human resource needs. The model was also experimentally analyzed. The results show that under this algorithm, the average prediction accuracy for the number of employees over five years is 90.2 %, and the average prediction accuracy for sales revenue is 93.9 %. These data indicate that the prediction accuracy of the model under this study's algorithm has significantly improved. This paper also conducted evaluation experiments on a wireless communication network security risk prediction model. The average prediction accuracy of four tests is 91.21 %, indicating that the model has high prediction accuracy. By introducing data-driven technology and IoT applications, this study provides new solutions for human resource management and communication network security, promoting technological innovation in the fields of traditional human resource management and information security management. The research not only improves the accuracy of the prediction models but also provides strong support for decision-making and risk management in related fields, demonstrating the great potential of big data and artificial intelligence technology in the future of enterprise management and security.

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.

A moderated mediation model of green human resource management

ABSTRACT Our paper develops and tests a moderated mediation model of green human resource management (HRM). Time-lagged data gathered were utilized to assess climate for green initiative (GI) as a mediator of the impact of green HRM on green voice behavior (GVB) and test green servant leadership (SL) as a moderator of the indirect link of green HRM to GVB via climate for GI. Results from partial least squares structural equation modeling denote that climate for GI partly mediates the linkage between green HRM and GVB. Unexpectedly, green SL reduces the indirect positive relationship of green HRM to GVB via climate for GI. By gauging the aforesaid relationships, our paper augments the existing knowledge regarding the mediating mechanism relating green HRM to GVB. Our paper also augments the green management literature by treating green SL as a moderator.

The impact of artificial intelligence on human resource management systems - Applications and risks

Organizations traditional human resource management model has been impacted by the ongoing optimization and advancement of artificial intelligence skills and technology, and the broadening of its application scope. The impact of artificial intelligence (AI) systems on employee recruitment, human resources allocations, and talent management is significant. This paper examines the interplay among AI, data applications, human resource management (HRM) systems and the resultant effects. It will examine the significance of effectively managing the deployment of AI systems, as existing literature defines. This study examines the effects of artificial intelligence AI technology on the effectiveness of company administration compared to traditional human resource management systems (HRMS). Several recommendations are offered to enhance the reformation and optimization of the organizations human resources (HR) division. The research findings indicate that incorporating the new system in conjunction with human involvement can significantly enhance the efficiency of employee recruitment, allocation of human resources, and management of talent within the firm. There was an improvement observed in both employee happiness and productivity elements.

Sustainable Human Resource Practices and Framework in the Selected Philippine State Universities and Colleges (SUCs): A Case Study

Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.

АДАПТАЦИЯ МОДЕЛЕЙ УПРАВЛЕНИЯ КАДРАМИ ДЛЯ СТИМУЛИРОВАНИЯ РАЗВИТИЯ ГОРНОДОБЫВАЮЩИХ ПРЕДПРИЯТИЙ

This article examines the issue of adapting HR management models in the context of mining companies in order to stimulate their development. In today's dynamic economic environment, mining companies face a number of challenges that require effective personnel management to ensure competitiveness and sustainable growth.
 The author analyzes the features of personnel management in the mining industries, highlighting key aspects such as the specifics of the production process, the characteristics of the workforce and the risks associated with occupational safety. Then modern models of personnel management are considered, including approaches to the selection, development and motivation of employees.
 The concept of adapting these models to the specifics of mining companies, taking into account their unique needs and challenges, is also proposed, which includes the development of specialized training and development programs, the introduction of motivation systems that take into account the dangers and difficulties of the working environment, as well as the creation of flexible management structures for rapid adaptation to changing market conditions.
 In conclusion, the importance of continuous improvement of human resources management models in mining companies in a rapidly changing economic environment is emphasized, which will allow them not only to survive, but also to thrive in modern competitive conditions.

Human Resource Management Through Artificial Intelligence Model in the Healthcare

The increasing complexity of the healthcare industry necessitates the recognition of human resources as a primary sustainable source of competitive advantage within healthcare management systems. This significance is magnified when healthcare professionals, physicians and nurses are considered. When human resource management (HRM) is discussed, it must be acknowledged that personnel are not devoid of emotions. The fostering of a healthy and sustainable working atmosphere is considered a critical responsibility by professional managers. In this research, a novel human resource management model is presented, which is based on AI: machine learning within the healthcare context. A deep learning model architecture based on CNN has been designed and optimized, which is trained in two scenarios through four datasets and also customized for the target hospital. The 92% accuracy is the power of the model in the recognition. The effectiveness of the model is assessed by curating a new dataset consisting of facial images of hospital professional staff displaying eight emotions: happiness, contempt, anger, sadness, disgust, fear, surprise, and neutrality. According to the post-implementation survey findings, the model has a positive impact on human resource management and enhances staff performance, making it suitable for modern and critical organizations such as hospitals and health canters. In the healthcare domain, effective communication is deemed essential for interactions with patients, as emotions play a significant role. Emotion recognition in human resource management has a profound impact not only on optimal work output but also on the relationships among personnel, clients, and the entire managed team.

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.

Retracted: A Performance Analysis Model for Corporate Human Resource Management Based on Extenics Theory

Retracted: A Performance Analysis Model for Corporate Human Resource Management Based on Extenics Theory

УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ЯК ВАЖЛИВИЙ НАПРЯМОК СУЧАСНОЇ ТЕОРІЇ МЕНЕДЖМЕНТУ

The article is aimed at developing theoretical provisions, methodological approaches, and practical recommendations for the formation and development of the human capital management system. The relevance of the study is due to the theoretical and practical significance of the issues under study related to improving the socio-economic efficiency of human capital management at the regional level in a strategic perspective. The article considers the main components of the management mechanism of enterprise human resources that ensure the efficiency of production and sales processes. The authors emphasize that human resources management of a modern high-tech enterprise is a targeted influence on employees in socio-economic systems in order to successfully solve operational and strategic tasks of the enterprise. The most important goal of the human resources management system of modern enterprises is to maximize the use of the personal potential of the abilities of employees as a subject and the most important resource of business structures. The authors present the system of human resources management of a modern enterprise and emphasize that changes in business structures in the process of strategic development, their share, and growth rate in the market are largely determined by the chosen model of human resources management. The article considers the software of human resources management in the modern economy; a number of problems and reasons for the inefficiency of the human resource management system are outlined. The authors emphasize that in the development and implementation of long-term plans, special attention should be paid to the strategic perspective of human resources management, considering human resources as a potential asset of the enterprise. The study showed that the problems of the inefficiency of the human capital management system are caused, among other things, by the solution of short-term tasks without reference to strategic development, insufficient support from the middle level in the management system; underdeveloped or lagging infrastructure development; lack of material, human, informational, financial and other resources for the implementation of strategic tasks and operational plans.

The impact of artificial intelligence technology on the management of front-line employees in manufacturing enterprises: The proposal of a theoretical model

Artificial intelligence technology has greatly changed production process equipment and technological systems. The changes in production technology systems and environments will inevitably affect people's psychological behavior, thereby affecting employee performance. This article found that artificial intelligence technology has the effects of interpersonal isolation, skill deprivation, innovation opportunity deprivation, and sense of achievement deprivation on frontline employees in manufacturing enterprises, leading to a sense of powerlessness and fatigue among frontline employees, resulting in a decrease in employee satisfaction, an increase in turnover rate, and an increase in insecurity. To address the impact of artificial intelligence technology on frontline employees, traditional human resource management models should be changed, employee care should be strengthened, team activities should be emphasized, life situations should be created, and diverse skills should be developed.

The Conceptual Model of Green Human Resource Management in Business Organization: A Literature Review

The conceptual model of Green Human Resource Management (GHRM) in business organizations focuses on integrating green practices into human resource management strategies, the research model can support organizations in minimizing expenses without losing talent, reducing total costs, and driving business success in an ever-evolving world. GHRM is a program that helps create a green workforce that can understand and appreciate green culture in an organization that requires a high level of technical and management skills in employees. This research aims to see the implementation of GHRM in organizations that support environmental performance and see the dimensions of GHRM practices in supporting sustainable business organizations. This research used a qualitative research design with a literature study approach. The results of this study state that GHRM involves integrating green practices into human resource management functions, such as recruitment, training, performance appraisal, and compensation. Implementing GHRM can improve environmental performance, financial savings, and competitive advantage. The research limitation only refers to the research of the GHRM conceptual model. In the research "Conceptual Model of Green Human Resource Management in Organizational Business," the originality can be found in the specific focus on developing a conceptual model for green human resource management (GHRM) in the context of organizational business.era demands a tight competition among organizations, and employee engagement plays pivotal factors in determining the organizational success, especially in the manufacturing companies. This research examines the effect of organizational leadership, employee development, and performance management on employee engagement in the manufacturing sector. Through a comprehensive case study approach, data were collected from several manufacturing companies to analyze the relationships among these key variables. Quantitative approach was applied. Respondents were employees of manufacturing companies in food and beverage, automotive, textile, electronic, and other sectors, recruited using saturation sampling technique. The causal model was applied, and data were analyzed using Structural Equation Modeling, which was operated through SmartPLS. The results of the study demonstrated a positive and significant effect of organizational leadership and performance management on employee engagement. However, training and development were found to have no significant effect on employee engagement.

Suvremena menadžerska analiza perspektive višestrukih dionika u upravljanju ljudskim resursima

The aim of the paper is to enhance the understanding of strategic human resource management (SHRM) as a concept by identifying the factors that impact its adoption in organizations and the potential outcomes, thus creating a comprehensive framework. This paper has been designed as an integrative literature review that attempts to answer the following research questions: What are the predictors of the adoption of a multi-stakeholder perspective in human resource management and what are the expected outcomes of implementing strategic human resource management in terms of value creation? In addition, the paper aims to answer the following questions: How do strategic changes influence the adoption of the multi-stakeholder perspective in human resource management (or the strategic human resource management processes) and is there a causality between them? To explain the interconnectedness between strategic changes and human resource management, the authors propose a conceptual framework for the multi-stakeholder perspective in human resource management or a new model for strategic human resource management. The proposed conceptual model provides a more comprehensive view of strategic human resource management. The key elements of the proposed strategic human resource management model are the CEO leadership characteristics, including CEO career diversity and CEO willingness to adopt the authentic leadership approach, and the possible consequences of SHRM in achieving higher organizational effectiveness (improved organizational performance). This model also assumes that employee engagement plays a mediating role between strategic human resource management practices and organizational effectiveness. This paper provides an integrative literature review on the adoption of the multi-stakeholder perspective in human resource management and creates a new conceptual framework for strategic human resource management.

A New Model of Human Resource Management for Work in an Intensive Environment

A New Model of Human Resource Management for Work in an Intensive Environment

Providing a Human Resource Management Model for Hamedan University of Medical Sciences Hospitals Based on the Pathology of Accreditation Standards

Providing a Human Resource Management Model for Hamedan University of Medical Sciences Hospitals Based on the Pathology of Accreditation Standards

Analysis of the Selection and Employment Model of College Counselors from the Perspective of Human Resources Management

In the context of the continuous deepening of the reform of public institutions by the country, universities, as special public institutions, need to continuously explore and try reform paths that are in line with their own development. The enterprise human resource management model serves as a means to optimize and adjust the internal personnel structure and better achieve human resource allocation, providing reference and reference for the selection and employment of college counselors. Therefore, in order to further improve the quality of college counselor selection, it is necessary to apply advanced concepts of human resource management, clarify counselor selection standards, and better complete the construction of the college counselor team. This article analyzes the current situation of college counselor selection and proposes innovative selection models to address the main problems, in order to promote the improvement of the quality and ability of college counselors.