Human Resource Management Processes Research Articles

Information management and means of computerization as a technology of management activity

The article considers the theoretical and methodological foundations and trends of effective use and implementation of modern information systems and technologies in the context of human resources management. It has been proven that the use of information and communication technologies plays a key role in ensuring the computerization of the human resources management process. It is noted that the computerization of the process of human resources management, which studies theories and methods of personnel management, as well as psychological, sociological and pedagogical research in personnel work, further creates an effective mechanism for personnel management in various fields of professional activity and society as a whole . It is determined that the personnel management system is a set of tools and methods that allow the company to have the right number of personnel and the appropriate quality required to carry out its effective activities.

The Functions of Human Resources’ Recruitment and Supply at Universities in Transition from the Fourth Generation based on the Meta-synthesis Method

Present study aimed at presenting the elements and characteristics of human resources' supply and recruitment at fourth generation universities, through a mixed method and the meta-synthesis approach. The qualitative part included all related scientific works (212 retrieved works) which according to Sandelowski & Barroso (2007), the initial screening availed 52 works and in the second screening based on CASP 39 documents were finally entered into meta-synthesis coding. The Conceptual modeling and opinion polling stages included 12 experts and managers in the field of human resource management. Main categories' reliability was 0.64 based on Kappa formula. The relative content validity coefficients for the categories of recruitment based on value creation for internal capacities, value increase for external talents and cyberspace of absorption were 1, 1 and 0.66, respectively; all greater than the minimum value (0.79). The findings confirmed the study model with 3 sub-categories, 9 concepts and 76 codes. Finally, the recruitment function at fourth generation universities of the country, in accordance with the indicators of the proposed model, should be one of the priorities of the application of recruitment in the human resource management process at claimed fourth generation universities in country.

Implementation Of Human Resource Management At Yusro Hotel Restaurant And Convention Jombang

This study aims to determine the implementation of the HRM operational function (particularly in terms of procurement, training and development, integration, compensation, maintenance, discipline, and employee termination), the obstacles that hinder the successful implementation of the HRM operational function, as well as to recommend alternative strategies in overcoming the problem. related to HR at Hotel Yusro Jombang. The approach used in this research is a qualitative approach which is analyzed using an interactive analysis model and combined with a SWOT analysis technique, then tested using a source triangulation technique. The results showed that the implementation of HRM at Yusro Hotel could not be said to be effective because the functions of employee procurement, employee development, employee integration, employee maintenance, and employee discipline had not been implemented optimally. Barriers that occur during the implementation process of human resource management at Hotel Yusro Jombang are divided into two types, namely revenue and management incompetence in planning various HR management programs. And from the results of calculations and analysis on the Cartesian SWOT diagram, it shows that the position of the implementation of human resource management at the Yusro Hotel Jombang is in quadrant III, so the strategy that can be used to overcome HR problems at the Yusro Hotel is the WO strategy, namely by holding employee team building, reviewing re-employment process, realization of the competency certification program, and promotion of products and services through various means.

Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work

Human Resource Management (HRM) processes are considered the beating heart of any successful organization. Recently, several studies have highlighted how organizations can use commitment-oriented HR practices to generate organizational and individual effectiveness. The aim of this study was to verify whether the perception of HRM practices could be able to elicit extra-role behaviors and, at the same time, whether this relationship could be mediated by employability and learning conditions. The analyses were carried out on a sample of 1219 Italian workers using Structural Equation Models. The structural model yielded good fit indices and the results showed a significant and positive effect of the perception of HRM practices on both employability and learning. However, the perception of HRM practices is not directly associated with extra-role behaviors, but only through the effect of both mediators (full mediation). Practical implications about the importance of creating working conditions that are adequately oriented to the development of individual skills in order to produce indirect beneficial effects on the organization are discussed.

Mechanism Construction of Human Resource Management based on Blockchain Technology

Abstract The traditional human resource management system is faced with such problems as the quality of staff recruitment can not be guaranteed, the training performance is not consistent with the actual performance, the enterprise performance appraisal is unfair, and the salary distribution is unfair, which seriously affects the enthusiasm and loyalty of employees and threatens the survival and development of enterprises. In view of the current situation and problems of human resource management system, combined with the technical characteristics of blockchain, this paper proposes a human resource management mechanism based on blockchain technology, in order to achieve the company’s human resource management system accurate, efficient, open and transparent. It is found that there is a good coupling between blockchain technology and human resource management system. This paper constructs a human resource management mechanism based on blockchain, innovates the application scenarios of blockchain technology, and provides certain guiding significance for the establishment of human resource management system and process improvement in the future.

HUMAN RESOURCE MANAGEMENT IN IMPROVING THE QUALITY OF TEACHERS IN INDONESIAN ISLAMIC PRIMARY EDUCATION INSTITUTIONS

Human Resource Management (HRM) problems are familiar at all educational institutions, such as the Islamic Basic Educational Institution. This study aims to reveal and introduce the concept of HRM in improving the quality of teachers at the SDI (islamic elementary school) Qurrota A'yun Tulungagung, Indonesia, to show the importance of HR in improving the quality of teachers in Islamic Primary Educational Institutions. Furthermore, this research involves ten informants, including a school principal, teachers, committees, parents, and community leaders. Subsequently, data were collected through in-person interviews (via telephone and online by WhatsApp messaging services), participant observation, and documentation. The results show the process of human resource management in improving the quality of teachers through planning, training, and evaluation. Firstly, the planning strategy is conducted through pre-service education or recruitment, while the training strategy is conducted by making on-the-job and off-the-job training programs. Lastly, Every week, semester, and year, the evaluation is completed, and rewards are given. In conclusion, the findings imply that human resource management has an important role in determining the quality of teachers.

Manajemen Pengembangan Sumber Daya Anggota (PSDA) KOPMA UIN Sunan Kalijaga Yogyakarta

The ups and downs of the journey of KOPMA UIN Sunan Kalijaga Yogyakarta was able to give an idea to all its cadres that the optimization of the development of member resources was not optimal. This study aims to describe how the process and implementation of human resource management in the development of member resources (PSDA) of KOPMA UIN Sunan Kalijaga Yogyakarta. So that it is hoped that in the future the cadres are required to be able to optimize the development of the resources of KOPMA UIN Sunan Kalijaga Yogyakarta members to achieve common goals. The research is a type of qualitative research whit data collection carried out by conucting observations, interviews and documentation. The validity of the data was tested by using triangulation technique. The results showed that:1) human resource management of KOPMA UIN Sunan Kalijaga Yogyakarta through: a) planning and recruitmen: b)selection process: c) education and training; d)career development; e) comensation. 2) development of mamber resourvces (PSDA) of KOPMA UIN Sunan Kalijaga Yogyakarta through: a) member development; b) communication media; c) membership administration; d) member welfare; e) special programs.

"CONCEPT AND PURPOSES OF HUMAN RESOURCE MANAGEMENT IN THE ASPECT OF LABOR LAW"

"This scientific article analyzes issues regarding the concept and purpose of human resource management in the aspect of labor law. In particular, it reveals the systematic nature of the human resource management process and believes that in order to increase the efficiency of an enterprise, it is necessary, first of all, to pay attention to the human resources of the enterprise, which are the driver of any development. In addition, the author believes that the goals of human resource management in the aspect of labor law are enshrined not only in the theory and in doctrine of labor law; these goals can be traced in the current legislation of the Republic of Uzbekistan, which are gradually disclosed in this work. Moreover, this article emphasizes that in the process of human resource management of an enterprise, a deep study of the economic situation and cultural, traditional values of its employees is one of the main factors in achieving success and forming loyalty of employees of the enterprise to the values and goals of the enterprise as a whole, and particularly the employer."

COVID-19 and People Management: The View of Human Resource Managers

COVID-19 has brought an unexpected need for change within organizations, particularly regarding human resource management. The nature of this global crisis has meant that these processes remain under-systematized. The aim of this study, which uses an exploratory design and mixed-methods analysis, is to contribute to describing the changes in human resource management practices and processes that resulted from this pandemic and to present the outlook of human resource managers for the future. One hundred and thirty-six Portuguese companies participated in the study, with the answers provided by their human resource managers. Results show that the main changes have occurred in the processes of work and safety, training, work organization, recruitment and selection, induction and onboarding, and communication. The profiles that emerged showed an association between the level of change and size of the organization. There was an increase in the use of teleworking and layoffs, and a positive assessment of the organizations’ level of preparation and adaptation to this crisis. Human resource managers reported that the most evident changes in the future will be associated with the use of technology, teleworking, and work organization. These findings are of the upmost importance, as human resource managers are essential pillars in the adjustment of the organizations to this pandemic situation.

Modeling engineering of therapeutic education approaches for diabetic patients and quality of the support and human resources management process : Towards a new challenge in the management of public health

The modeling engineering of psychotherapeutic approaches to diabetic patients has a positive impact on the quality of the support process and organizational, personal and professional development, in the sense that the education and neuro-educational training project constitutes a powerful human resources management vector.The research would attempt to analyze therapeutic education models and corresponding health promotion approaches, as well as the identification of methods and techniques used in health practiceAs a result, the quality of the neuro-educational approaches is the guarantor of the effectiveness of the recommended support system. Adopting this imperative highlight, a new PCA patient-centered approach. This major concern therefore calls on the medical profession to question the impact and effects of collaborative support in the process of building and developing the conceptual, procedural and behavioral skills of diabetic patients which facilitate their self-knowledge, their self-determination and their awareness of the factors of therapeutic effectiveness and the promotion of their physical, moral, social and psychological well-being. It prompts us to ask ourselves how the different care teams and support actors organize and coordinate their andragogical actions, with a view to complementarity and synergy.We proceed, through a descriptive and exploratory research approach, opting for a so-called longitudinal survey, by a semi-directive questionnaire and by an interview technique. By comparing the results of the study with the validation interviews, it emerges that appropriate attention must be paid to the support process to allow the diabetic patient to master all the components of reflective therapeutic practice and to achieve his personal and organizational development necessary for the development of a subject actor of change and innovation.This support system engineering will define the frame of reference, including the ethical values ​​and the basis of the required professional skills which will be applicable to any program for the development of cognitive and behavioral skills in diabetic patients.The new vision will be built around adapted support practices, collaborative approaches, a comprehensive, harmonious and balanced therapeutic education program, personalized training courses and inclusive evaluation methods that go well beyond validation and tenure. (Towards a sick-centered vocation).

HUMAN RESOURCES CHALLENGES FOR THE NEXT 10 YEARS: CASE STUDY OF TURKEY

Today, it is critical for businesses to utilize their resources to gain and sustain competitive advantage by having skilled workforce, retaining, and using employees in line with their business objectives and strategies. Therefore, possession of skilled workforce is recognized as one of the determining factors in the success of enterprises in today's competitive environment. It is important to emphasize that this can be achieved only with effective management policies and practices. The concept of globalization will not be missing within next 10 years considering that it has been one of the most important phenomena of the recent decades. In this context, human resources managers, who continue to remain “local” in terms of their knowledge and experience, need to improve themselves by learning new markets, new legislation, new cultures and different norms required by the changing business conditions. In the past, while practices known as employee record keeping, social work duty, personnel management were constituting the main understanding of Human Resource Management (HRM), following the industrial relations, HRM processes have started to be subject to major change and transformation. Currently, HRM has become a critical topic for the organizations due to its significance and impact on their strategic management. Within this context, application, and transformation of HRM is the focus of this study within the projections about its future considering the potential problems may have been encountered during this transformation process. Therefore, this study will examine the difficulties and challenges that may be experienced by HR managers within the next 10 years. Firstly, the current problems of HRM and the main discussions on this subject in the literature will be examined together with the predictions for the next 10 years. Later, in line with the survey results conducted to the HR managers in the Istanbul region, the discussions in the literature will be compared with the predictions of the local HR managers. Considering the complexity of human resources that derives from its own nature and the environment in which it operates, the everyday challenges experienced by HR professionals while handling their routine tasks should be discussed thoroughly by encouraging everyone to share their ideas and to put their best effort to improve their HR processes, policies, and practices.

Формирование интеллектуального потенциала предприятия на основе управления человеческими ресурсами

The relevance of the study of the formation and use of intellectual potential at the enterprise level is due to the high role of intellectual resources in creating competitive advantages and achieving market leadership. Human resources are a key component of the intellectual potential, which allows you to build management models aimed at increasing the return on human capital of a particular enterprise. The purpose of the article is to consider the processes of human resource management in the context of creating the intellectual potential of the enterprise. To do this, it is proposed to consider the system of intellectual potential with capital-forming and resource components, as well as to note the place of corporate human resources management (HR-system) in them. The authors note that human resources are the most significant component element not only of intellectual development, but also of incoming innovative development, which determines from 40 to 80% of the resulting economic effects. Based on the analysis and synthesis of research materials, it is possible to form a practical apparatus for human resource management at a particular enterprise, creating favorable conditions for the growth of the intellectualization of the enterprise.

The Role of Human Resource Rengineering in Achieving Organizational Prosperity An Analytical Study of the Administrative Officials’ Opinions in Al-Hayat Company for Soft Drinks and Mineral Water in Erbil from Iraqi Kurdistan Region

Human Rengineering has great role in the life and prosperity of the organization, which comes from its focus on one of the important elements of production, that is human element, the organizations operating in the Iraqi Kurdistan Region lack the awareness of the impact of human engineering on the organizational prosperity, which is a distinct entry point of development and administrative excellence adopted in the leading and prosperous organizations. This research dealt with an analysis of the role of Human Resource Rengineering in achieving Organizational Prosperity. It aims to identify the problems that result from negligence in adopting scientific rules and foundations in the fields of work, and to give a clear picture of the importance of Human Rengineering, which receives a lot of attention and support in international scientific and academic forums. The research was tested in Al-Hayat Soft Drinks and Mineral Water Company in Iraqi Kurdistan Region-Erbil, and the research was carried out on a sample of (66) administrative and supervisory officials and workers with experience and efficiency. By using the questionnaire as the primary tool to collect data from research sample, and testing a number of relationships and impact between research variables in order to obtain answers related to the research problem and in achieving the goals of the research through a set of statistical methods based on the statistical program (SPSS). The research reached a set of conclusions, among them: There is a correlation and effect of human resource rengineering in achieving organizational prosperity. The research concluded with a set of recommendations, which are: the necessity of taking into account the continuous improvement of the various processes of human resources management and focusing mainly on human resource formation and training on the renewal of knowledge and improving their level, which gives you modern technologies and new skills that allow the management of current changes.

Digital Transformation of Human Resource Management: Social Media’s Performance Effect

Growing importance of technology and digitalization, leaded by globalization, has changed the nature of competition. Innovation becomes evident in that competitive environment, and firms began to transform their human resource capabilities and functions in that direction. It is commonly accepted that the competitive advantage depends on mostly efficient and effective utilization of human resources. Thanks to the communication technologies, social media evolved into the most-preferred method to reach high qualified human resource. Although firms have been active in social media networks for a long time, they have started to use this medium for human resource management purposes, such as internal communication, career management and recruiting process, recently. LinkedIn, Facebook, Twitter and Google+ are primarily addressed social media tools which are used frequently in human resource management processes. In this respect, this study aims to examine the social media tools used in human resources management processes and the effects of social media use in human resource management processes on the human resources management performance and firm’s overall performance. The survey was conducted on human resource managers of 122 firms operating in manufacturing and service industry in Turkey. Data obtained from 122 human resource management managers were analyzed through the SPSS 21.00 statistical packet program. Descriptive analyzes, factor analysis, reliability analysis and correlation analysis have been conducted. Proposed relations were tested through regression analyzes utilizing Hayes’ PROCESS Macro. Research findings displayed that human resources management managers use social media tools frequently for recruitment and employee branding processes, and prefer mostly LinkedIn in all processes of human resources management. Furthermore, regression analyzes results revealed that human resources management performance mediates the effect of social media use at human resources management, on firm’s overall performance. The issue of social media use at human resources management have been examined in recent years and there is a limited number of research on that issue. Thus, this study examining social media use at human resources management and its performance effect is expected to contribute to literature.

Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees

To remain competitive, organizations must make sense of antecedent weak signals that might yield information on opportunities or threats. However, perceiving those signals requires psychological capabilities which are not evenly distributed over their workforce. Identifying who might effectively sense weak antecedent signals is the necessary first step in the staff selection and management process. To this effect, Human Resources Management processes at organizations rely on assessments. However, this study suggests that some self-assessments might be too context-sensitive to fit their purpose across cultures. In particular, the CEI-II evaluation applied to a small and convenience sample of Brazilian executives did not satisfy Brazilian respondents’ selection for curiosity. The authors briefly discuss how the Brazilian context may differ, not least because of a considerably lower generalized trust level, and suggest relying alternatively on projective instruments.

Could Education Quality Audit Enhance Human Resources Management Processes of the Higher Education Institutions?

This article aims to check whether the quality audit assessment could positively improve human resource management (HRM) practices and processes of the private higher education institutions. A quantitative analytical approach was performed in order to enhance our understandings of the impact of quality audit in terms of HRM. Twenty-six reports of 26 Omani private higher education institutions (HEIs) who already completed the first stage of national accreditation process has been analysed through this research. Researchers were able to notify a certain positive impact in certain areas related to the staff and staff support. The progress observed is partial, as certain sub-areas of assessment were severely criticized and several recommendations of improvement were issued in such regard. Through this research, we were able to conclude that the Omani private HEIs performed very well in the sub-areas of staff profile, severance, promotion, incentives and Omanization. Contrarily, an important number of recommendations was issued regarding the sub-areas of staff organizational climate and retention, human resource (HR) planning and management, professional development and finally recruitment and selection processes.

Human Resource Management in Quality Improvement of ZIS Management at LAZISMU Purbalingga in the New Normal Era

The purpose of this research is to analyze human resource management in improving the quality of zakat, infaq, and shodaqoh (ZIS) management at LAZISMU Purbalingga. This research is qualitative non-experimental (descriptive) research and uses phenometric approach. This research was executed at the Lembaga Amil Zakat Infak Shodaqoh Muhammadiyah (LAZISMU) Purbalingga, Central Java. The source of this research is the director of LAZISMU, The Employees, and some people who paid the ZIS at LAZISMU Purbalingga. Researchers act as instruments as well as data collectors. Other instruments are also used to support in completing data research. In this study, researchers used interview, observation and documentation methods. Data analysis techniques using qualitative descriptive analysis. The data analysis technique is divided into several steps including data collection, data presentation and conclusion drawing. The results showed there are two types of employees at LAZISMU Purbalingga. First the employee or permanent employee, the second is the voluntary employee. The process of human resource management there are several stages, starting from the process of Recruitment, Placement, Coaching and Training, and Human Resources Evaluation. There is a uniqueness of the stages of human resources management compared to organizations and companies in general. ZIS management at LAZISMU Purbalingga is applied into various fields of activities. First the areas of education, economics, health, social and da'wah, and teh last is construction branch. Each areas has its own advantages and is certainly applied in activities that have many benefit for people.

Optimization of the Enterprise Human Resource Management Information System Based on the Internet of Things

In this paper, the optimization of the enterprise HR information system is studied based on IoT first-off technology, the system demand phase is analysed, and the edge control system is designed and built. The hardware and software system and edge node management platform are implemented first, and then the communication scenarios between the edge layer of the system and the sensing layer, the edge layer, and the cloud layer are analysed, and the business type-driven link selection algorithm and the northbound multilink switching algorithm are designed and implemented, respectively, to guarantee the communication reliability between different layers of the system. Based on the implementation of the above functions, the edge control system can meet the intelligence, expandability, and security requirements of IoT applications. An in-depth investigation and research are launched mainly on the enterprise demand to determine the functional requirements and performance requirements of the enterprise and to achieve the basic logical structure; in the system design phase, the system architecture and other aspects of the design are realized. According to the conditions of the system function structure, a number of system module functions are designed in detail. The system is composed of the following modules, namely, personnel change management, organization management, and salary and benefits management. The system consists of the following modules, namely, personnel change management, organization management, compensation and benefits management, and personnel information management. The system modules run through the process of human resource management; in the system implementation stage, the system coding and page operation are realized based on the development tools and software development techniques. The system finally achieves the system design objectives and is put on a trial operation to meet its actual business requirements.

REACH THE STARS: HOW TO MANAGE HUMAN RESOURCES SUCCESSFULLY IN EARLY CHILDHOOD EDUCATION CENTER?

This research is motivated by the success of the PAUD Terpadu Al Furqan Jember in developing students' potential, academic, and non-academic achievements. This success cannot be separated from human resource management, especially teachers as educators. This study aimed to determine the process of human resource management for teaching staff at PAUD Terpadu Al Furqan Jember. This type of research is descriptive qualitative with observation, interviews, and documentation as data collection methods. The results showed that the human resource management process in PAUD Terpadu Al Furqan Jember was carried out in planning, organizing, developing, and evaluating. The planning stage began with a needs analysis by the principal, followed by recruitment by the foundation. The principal's organizing stage is carried out by coordinating human resources' placement according to expertise and the appointment of a companion teacher to assist the apprenticeship program for new teachers. Schools and foundations carry out the development stage in competency improvement and quality control activities, routinely held every Saturday. The evaluation phase is carried out once a week after development activities and at the end of each semester carried out by the principal, peers, and parents. The evaluation results' follow-up is the existence of coaching carried out by the foundation and the school in constructive personal criticism, followed by training attended by all human resources.

REACH THE STARS: HOW TO MANAGE HUMAN RESOURCES SUCCESSFULLY IN EARLY CHILDHOOD EDUCATION CENTER?

This research is motivated by the success of the PAUD Terpadu Al Furqan Jember in developing students' potential, academic, and non-academic achievements. This success cannot be separated from human resource management, especially teachers as educators. This study aimed to determine the process of human resource management for teaching staff at PAUD Terpadu Al Furqan Jember. This type of research is descriptive qualitative with observation, interviews, and documentation as data collection methods. The results showed that the human resource management process in PAUD Terpadu Al Furqan Jember was carried out in planning, organizing, developing, and evaluating. The planning stage began with a needs analysis by the principal, followed by recruitment by the foundation. The principal's organizing stage is carried out by coordinating human resources' placement according to expertise and the appointment of a companion teacher to assist the apprenticeship program for new teachers. Schools and foundations carry out the development stage in competency improvement and quality control activities, routinely held every Saturday. The evaluation phase is carried out once a week after development activities and at the end of each semester carried out by the principal, peers, and parents. The evaluation results' follow-up is the existence of coaching carried out by the foundation and the school in constructive personal criticism, followed by training attended by all human resources.