Human Resource Management Programs Research Articles

Organizational Commitment and Workplace Spirituality as Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG

Objective: The most important resource of a company is human resources. Human resources are intangible and unique, making them very difficult for other companies to imitate. Therefore, improving the quality of human resources is very important. One important indicator for determining the quality of human resources is work performance. This also applies to banking. Effective human resource management is the key to improving employee performance. Therefore, companies must consider these factors before developing their human resource management program. Theoretical Framework: This research was conducted with the title "Organizational Commitment and Workplace Spirituality as Moderation of Organizational Citizenship Behavior (OCB) and Spirituality on Employee Performance". Method: The type of data used is quantitative, namely in the form of numbers using formal, standard and measuring tools. The population of this study was 150 company employees. Samples were taken from this population, and the sample selection for this study was determined by random sampling, resulting in a sample of 150 respondents. The data collection techniques used in this research are as follows: observation and questionnaires. After the data is collected, the data is then processed using the Smart PLS analysis tool. Results and Discussion: Based on the results of this research analysis, it has been found that organizational citizenship behavior (OCB) and spirituality influence employee performance. Workplace spirituality is able to moderate organizational citizenship behavior and spirituality on employee performance. Organizational Commitment is able to moderate Organizational Citizenship Behavior (OCB) on employee performance. However, organizational commitment was not able to moderate spirituality on employee performance in this study. Originality/Value: This research has several limitations that can be overcome by other authors in future research. It is recommended that future research include more independent variables or add moderating variables that have not been researched in this research.

Human Resources Management Impact on College Education Quality

The role of human resource management (HRM) in forming the educational environment and ensuring excellence at higher education institutions is great. In German universities and organizations, HRM practices are adopted to measure performance of teaching with respect to student outcomes. The research questions impact of HRM on quality education and roadblocks found while implementing for improvements. HRM’s pivotal role in raising the standards of education and its singularity as people-centeredness aspects in educational institutions when presented by a literature review. The methodology used is a descriptive qualitative study which describes the understanding by College administrators in regard to Human Resource Management and related programs. The study includes a literature review of HRM practices in higher institutions. The findings uncover difficulties in teacher recruitment and retention but highlight the role of HRM practices, including faculty development programs, mentorship initiatives, or thorough support to academic staff members when it comes to ensuring education quality. The limitations are the poor teacher training and motivations of teachers to deliver good quality education, as well as poverty statements or socioeconomic statuses on which students come from. Among the suggestions, there are filling talent gaps, increasing work process effectiveness and its smoother continuity on a long-term basis by enhancing efficiency in staff knowledge issues as well as closer cooperation between faculties and HR departments. With all this information, it is possible to conclude that HR planning for analyzing tasks, costs and workforce requirements are necessary in promoting the functions of educational institutions towards achieving academic goals.

Accent Bias Training in Undergraduate Human Resource Management Education

Accent bias, a type of linguistic bias that is based on a speaker’s pronunciation, is a source of partiality in hiring and retention decisions. This study sought to understand perspectives on linguistic diversity and accent bias among university instructors and students in undergraduate human resource management programs. Results point to a lack of coverage alongside stereotypical views about accents and accent bias among instructors and a desire for accent bias training among all participants. The discussion addresses misconceptions that arose, argues for greater focus on accent bias in business communication, and provides guidance for the development of accent bias training.

Operationalising employee capabilities post pandemic crisis: a sustainable HR approach

AbstractSustainability scholars argue that sustainable human resource management (HRM) promotes positive financial, social, and human capital outcomes. Sustainability linked with people management creates an enduring business. However, many challenges exist for firms implementing and maintaining a sustainable HRM program. Evidence suggests that these challenges could intensify in economic uncertainty, and firms' sustainable HRM endeavours will likely be abruptly terminated in an uncertain environment. This article explores the adverse outcomes of economic uncertainty and the potential value of a sustainable HRM approach. A model drawing on the Resource-Based View and utilizing Dynamic Capabilities and Absorptive Capacity highlights how the practitioner can operationalize a sustainable approach to HRM in times of uncertainty.

Peranan Audit Manajemen Untuk Menilai Efektivitas, Efisiensi Dan Kinerja Karyawan Sumber Daya Manusia Terhadap PT. Sarana Mentari Cemerlang Surabaya

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.

HR Practices, Risk Management, Planning and Employees Perceived Performance of Family-Owned Businesses

This study determined the relationships of human resource practices, human resource risk management practices, human resource planning practices and employee perceived performance in family-owned businesses in General Santos City a highly urbanized city in the Philippines. The study used quantitative and qualitative research methods. Descriptive survey and correlational design were used employing quantitative method. The data were gathered through 300 respondents. Key Informant Interviews were conducted to corroborate the discussion of the results of the study as the qualitative data. The data gathered were analyzed through frequency, percentage, weighted mean, spearman correlation, and multiple linear regression analysis. The findings of the study revealed that there is low positive correlation between human resource practices and employee perceived performance (Ho1). There is a low positive correlation between human resource risk management practices and employee perceived performance (Ho2). There is a significant moderate positive correlation between human resource planning practices and employee perceived performance (Ho3). Human resource practices, human resource risk management practices, human resource planning practices have significant effects on employee perceived performance (Ho4). Given the overall results, the local and national agencies such as may refer to the results of this study and may come up with a policy revision exclusively for the family-owned businesses. The human resource management and development program which are formulated based on the findings of the study should be adopted by the family-owned businesses in General Santos City.

IMPLEMENTATION OF A EXCELLENT HUMAN RESOURCES MANAGEMENT PROGRAM IN ENCOURAGING SHARIA ECONOMIC GROWTH AND EXPORTS IN SOUTH TANGERANG

South Tangerang is a city in Indonesia that has great economic potential, especially in the sharia economic and export sectors. However, to develop this sector, serious and integrated efforts are needed from various parties. One effort that can be made is to implement a excellent human resource management (HR) program. There are several problems that need to be overcome, such as a lack of understanding of excellent human resource management, a lack of quality human resources, and a lack of support from the government and society. Therefore, serious and integrated efforts are needed from various parties to overcome this problem and encourage the implementation of excellent HR management programs. Increasing sharia financial literacy: This PKM is carried out with the theme "Economic Empowerment Through Excellent HR Management, Literacy. Development of human resources that quality Increased exports Increased sharia financial literacy Development of quality human resources Increased exports Increased skills and knowledge of business actors Increased networking and collaboration Increased awareness of the importance of the creative economy Through increased literacy, understanding of sharia finance, excellent human resource management, and understanding of exports and imports, It is hoped that local business actors can achieve better growth and have a positive impact on local communities.In a broader context, this PKM activity also shows the important role of universities in supporting the development of the creative economy at the local level. By holding activities such as PKM, universities can help local business actors improve their quality and competitiveness, as well as encourage economic growth in the region.

Nurses’ job crafting, work engagement, and well-being: a path analysis

BackgroundNurses’ well-being is a topic of interest at both individual and organizational levels. Studies that explore the relationship between nurses’ job crafting, work engagement, and well-being are scarce. Therefore, the purpose of this study was to confirm the effect of job crafting and work engagement on nurses’ well-being.MethodsThis cross-sectional survey study involved 207 nurses within a week in July 2022 across two centers, among whom the response rate was 99%. Three following instruments were used in the survey: the 14-item well-being scale, the 12-item job crafting scale, and the 9-item Utrecht Work Engagement Scores (UWES). Path analysis was performed and goodness of fit was evaluated.ResultsJob crafting and work engagement were strongly correlated with well-being, and nurses’ well-being was affected by job crafting and work engagement. Path model fit indices were adequate. The mediating effect of work engagement on the relationship between job crafting and well-being revealed that task job crafting influenced psychological well-being through work engagement (Effect: 0.15, 95% confidence interval [CI]: 0.08–0.22, p = 0.001). Furthermore, relational job crafting influenced social well-being through work engagement (Effect: 0.22, 95% CI: 0.11–0.38, p = 0.001).ConclusionThe study’s findings can help strategize human resource management programs to enhance relational job crafting to improve nurses’ social well-being and enhance task job crafting to improve their psychological well-being. Furthermore, through job crafting, improved human resource policies can enhance work engagement and improve nurses’ well-being.

Demystifying the roles of organisational smart technology, artificial intelligence, robotics and algorithms capability: A strategy for green human resource management and environmental sustainability

AbstractWith growing climate change concerns, and constant advancements in smart technology, artificial intelligence, robotics, and algorithms (STARA), organisations in emerging economies are becoming more compelled to go green, develop and deploy their STARA capability to boost profits more effectively, and their environmental sustainability (ES). Likewise, with governments increasingly calling for ES, organisations' human resource management (HRM) is further pressured to ensure their programmes aid realisation of environmental objectives without compromising profit maximisation. However, it remains unclear how complementary Green HRM (GHRM) programmes can be supported by organisational STARA capability (OSC) to bolster ES. Accordingly, we investigate how OSC and GHRM programmes predict ES through a time lagged survey design with data from 461 managers of 177 manufacturing organisations in Nigeria. Results indicate that OSC positively predicts all GHRM programmes and ES but dampens the positive relationship between green training, involvement and development (GTID), and ES. Apart from green performance and compensation (GPC), which is a negative predictor, other GHRM programmes positively predict ES. While green recruitment and selection (GRS) and GTID are complementary mediators, GPC plays a competitive mediating role. Policy implications are subsequently discussed.

Personalized human resource management via HR analytics and artificial intelligence: Theory and implications

This conceptual paper theorizes the emerging concept of personalized human resource management (HRM), which refers to HRM programs and practices that vary across individuals within an organization. As a subset of high-performance work practices (HPWPs), personalized HRM is implemented at the individual level and represents the next generation of HRM, which is characterized by the adoption of advanced HR analytics and artificial intelligence (AI) to provide tailored HR solutions. We argue that personalized HRM constitutes a unique source of sustained firm competitive advantage and offers additional beneficial performance effects on top of other HPWPs. Drawing on the theories of individual differences and person-organization fit, we explain why personalized HRM outperforms traditional standardized HRM in terms of productivity, favorable HR climate, flexibility, return on investment of HRM, and firm financial performance. We also suggest that business strategy is a moderator of the relationship between HRM and firm performance. Building on the AI job replacement theory, we further propose that the mechanical and analytical intelligence (intuitive and empathetic intelligence) required for personalized HRM tasks is positively (negatively) related to the adoption of AI. Lastly, we elaborate on the implications and explain how advanced HR analytics and AI can facilitate the transition toward personalized HRM.

HUMAN RESOURCE MANAGEMENT SYSTEMS IN SPORTS ORGANIZATIONS

The effect of human resource management mainly depends on how it corresponds to the level of development of the organization. Along with the development of the organization, the human resource management programs must change and develop, otherwise, there will be a disproportion in the development of personal and material factors of production, which will negatively affect the effectiveness of the personnel's activities. All this indicates the importance of scientific research of various important issues related to the economic problem. In today's non-governmental sports organizations operating in Georgia, the implementation of personnel policy, its development, transparent and effective management measures are carried out by the organization itself and its corresponding structural unit, the main priority of which is the development of personnel management systems employed in the company and the introduction of modern trends in it. In order to achieve the goal, the organizations work actively and plan various projects. Attracting, developing and maintaining qualified personnel is the main guarantee that the customer receives high-quality services and products. In order to have effective and result-oriented human resources, it is necessary to study the current trend, identify the gaps and work on its immediate correction and elimination of the problem. Keywords: human resource management, recruitment, forms of management, strategic planning, communication, effectiveness of personnel management.

Careers of women public managers: Career needs of women public managers across generations

AbstractThis study examines women's managerial experiences in leadership roles and reflects on their career needs. Women's career needs are understood by applying the Kaleidoscope Career Model (KCM), which is yet to be widely explored in public sector settings. The KCM recognizes the interplay of multiple experiences that shape the career development of women in the workforce. Using 21 in‐depth interviews with women municipal government leaders in the United States; we find that while all three parameters of the KCM model are relevant for women public managers, the need for balance is overwhelmingly evident for women across all generations. Further, we demonstrate how the relationality of women public managers and the interplay of personal and professional needs drive their career goals. The findings from this study are relevant to human resource development policies and practices that consider generational differences into account. Work‐life balance needs are relevant for women across all generations (Baby Boomer, Generation X, and Generation Y), and organizations play a vital role in mitigating the burden for women managers. Women public managers' need for balance dominates across generations over the need for challenge and authenticity. Human resource management programs should consider policies and programs that are responsive to the specific needs of women across different generations. Women managers from Generation X and Baby Boomer generational cohorts express interest in leaving their current position or look forward to retirement in the future.

MODELS AND METHODS OF DESIGNING THE ORGANIZATIONAL STRUCTURE OF A VIRTUAL TEAM

The modern organizational system is constantly exposed to the turbulent internal and external environment. To ensure the effective implementation of projects, programs and project portfolios, the activities of all human resources should be rationally coordinated. The use of information systems for the management of the organization's activities is a rational toolkit for the implementation of such tasks. To develop this information system, organizational structures should be analyzed in order to develop a model of an information analytical system to support personnel decision-making. The positive and negative sides of various organizational structures of organizations are considered. The subject of the study is resource management in projects of safety-oriented systems. Management of human resource management projects and programs in the civil defense system. The purpose of the article is to improve the efficiency of human resources management of the civil defense system of Ukraine. Research methods: the method of analyzing hierarchies, graphodynamic theory, empirical research, analysis and synthesis. The following results were obtained: It is proposed to use the graphical form of presentation of organizational models that belong to safety-oriented systems. Conclusions: A model of a multi-agent information system has been developed. To solve the task of finding the optimal organizational structure, an efficiency criterion has been defined, according to which a comparative analysis of organizational structures will be carried out, and such a criterion can be the manager's expenses for the formation of a project team. Therefore, the formation of virtual teams allows you to effectively manage the human resources of the project. They are formed from a group of applicants who are united by a common goal. In the project team where a temporary virtual organization is formed, it is allowed to use special expert knowledge and at the same time the experts do not cross each other. Also, this format allows you to form teams that have geographic restrictions and at the same time save resources.

Promoting good and sustainable work in occupational health education.

The world of work is facing severe challenges due to rapid technological change, globalization, climate change and, more recently, the Covid-19 pandemic. Occupational health professionals must deal with these challenges, but it is unclear how well they have been prepared for this task by their academic training programmes. To explore content and learning objectives related to these challenges in the curricula of Occupational Medicine (OM) and Occupational Safety, Industrial Hygiene and Ergonomics (OSH), we conducted an online survey among academic leaders of these programmes in universities of several European countries. In addition, related programmes in Human Resource Management (HRM) training were included. Selected study programmes were explored in terms of the main topics and learning objectives related to the challenges for promoting good and sustainable work in universities in Europe. The study programmes were identified through contacts with professional associations and a website search. Given the exploratory, non-representative study design, data analysis was limited to description. OM and OSH programmes addressed the above challenges to a very limited extent, except for their disciplinary approach to work-related diseases and injuries. In contrast, HRM programmes were dealing more extensively with globalization, climate change and digitisation. Significant limitations of knowledge and competences in dealing with the key challenges of the modern world of work were identified. More relational, ethical and interdisciplinary learning is needed in these programmes, addressing core issues of today's world of work.

Co-creating curricula with industry partners: A case study

The case study explores how a mid-sized business school in Australia co-created the curriculum in its Master of Human Resource Management program with industry partners in a bid to cope with tensions between academic rigor and industry relevance. Using a tensions theory lens, we identify other inherent tensions that the curriculum co-creation processes must cope with - tension between individuals and groups, between various stakeholders that inform curriculum design, and between the needs of experienced older versus less experienced younger students. Our analysis suggests that the rigor versus relevance debate is a false debate. We contribute to the management education literature by analyzing a curriculum development process with industry partners that produces learning outcomes that are both relevant and rigorous. The following factors were found necessary for effective curricula co-creation: support from senior management; capability to recruit suitable industry partners; effective leadership that manages emergent tensions; preparatory work to identify the level of industry involvement; processes that make it easier for industry partners to contribute; and importantly, strong relationships with executive champions from partner organizations. Finally, we propose a matrix that plots curriculum content along ‘organizational relevance’ and ‘theoretical abstraction’ axes to demonstrate the nature and effectiveness of industry involvement.

Effectiveness of Human Resource Information System on HR Functions of an Organization

HRM (Human Resource Management) is particularly imperative in a learning based economy, where thoughts and mastery are extraordinarily esteemed, and an imaginative and inventive workforce is important to meet the difficulties of this new economy. Productive and compelling administration of human capital is progressively a basic and complex procedure. Thus, there has been a significant increment in the quantity of associations assembling, putting away, and examining data with respect to their HRs using a product which is HRIS (Human Resource Management System). The developing significance of HRIS is because of the acknowledgment of HR experts that IT (Information Technology) and IS (Information System) ought to be a piece of HR capacities principally to create and utilize better HRM programs. This appropriation of HRIS by associations consolidated with the expanding modernity of this product, gives the HR work new difficulties which requests the HR experts to partake and contribute completely to their organizations, as genuine key business accomplices/strategic partners. This paper endeavours to recognize the viability and the significance of the utilization of HRIS on the HR elements of an association. It incorporates the top administration, chiefs, and official of HR working in assembling, administration and IT areas. Results give experiences into HRIS practice, its belongings and viability and demonstrate that HRIS is of direct importance & confirms fulfilment of the HR capacity. Furthermore it furnishes HR experts with chances to upgrade their commitment to the vital heading of the firm.

HRM Practices develop product differentiation and cost leadership strategy, enabling Organizations to attain competitive advantage: A narrative review

Human resource management practice (HRMP) has been broadly acknowledged and widely recognized by almost every organization. Many studies have been conducted to review the application of human resource management (HRM) and other aspects that have manifested and been determined to be true in a variety of scenarios. HRM practices have been found to be essential and effective in the delivery of services and socioeconomic growth. In well-established organizations, up-to-the-level performance and competition are impossible without the required skilled, well-motivated people working in a good human resource management program development. In both small and big educational institutions, a framework that relies on human resources management strategies for program implementation is required in an educational setting the most essential practices of human resource management are selection and recruitment, appraisal of performance, training and development, and reward and rumination systems. It is very pertinent for an organization to comprehend methods of attracting, retaining boast the Morales of those in the marketplace who are skilled and competent. Organizations by the virtue of implementation of soft dimensions of HRM become able to gain a competitive edge. From the available literature it very evident that through the procedures and practices of human resource management not only the performances of an organization are enhanced but it becomes able to get what is called “competitive advantage”.

Career or environmental crusade? – Irfan’s dilemma

Subject area Integrated Case Study, Advanced Management Accounting, Environmental Management Accounting (EMA), Human Resource Management. Study level/applicability This case is designed for undergraduate students in accounting, business or human resource management programmes. Case overview The case is about Irfan, a former Production Manager in Omicron, a small and medium-sized enterprise in Selangor, Malaysia, manufacturing automotive metal parts. Irfan is truly enthusiastic for environmental and cost-reduction tools and wishes to pursue it further to his best possible. The case presents Irfan facing the dilemma of how to align his passion for these tools to his future career choice. He is faced with three options – to remain in Omicron, to accept a job offer in another company or to establish his own consultancy firm. The case highlights the heavy involvement of Irfan in the implementation of a new environmental tool, Material Flow Cost Accounting (MFCA) in Omicron, and all the tasks, activities, benefits and challenges encountered. Being at the ground with the implementation and outputs achieved, Irfan is excited about MFCA and wants to continue with it, due to the rich and valuable experience gained from its implementation and its potential for future savings. However, he does not seem to observe a similar excitement among the higher management. The case details an example of the implementation of MFCA for one of Omicron’s products and other relevant information that could serve as a guidance to any future implementation either in Omicron, the new company or even his own company. The case also provides details about Omicron and how Irfan regard Omicron as his second family to hint a strong pulling factor for Irfan to remain in Omicron, hence providing the extra weight on the dilemma he faces. Expected learning outcomes In the process of assessing a career choice dilemma for a middle-level manager, students are expected to analyse the three career options available to this middle manager, whose dilemma also relates to his passion of pursuing environment-related and cost-reduction tools. Where the environment is concerned, some parties need extra persuasion to pursue it and this also triggers the middle-manager’s dilemma. This case is intended to provide a tool to enable students to review and discuss matters, such as overcoming obstacles of pursuing environmental-related initiatives and progressing a mid-life career that provides self-fulfilment financially, emotionally and mentally. Among the theories and concepts referred include diffusion of innovations theory, EMA concepts and Hofstede’s cultural dimensions. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 1: Accounting and Finance.

Development of Human Resource Management Program for Protected Horticulture

Development of Human Resource Management Program for Protected Horticulture

Story of Milk Mantra: Growth and Sustenance in a Complex Emerging Market

This case is developed to discuss various leadership styles and strategies that are necessary for Milk Mantra in order to expand and sustain growth in complex emerging markets. The protagonist in this case is Srikumar Misra, founder and CEO of Milk Mantra. He is faced with serious challenges as the organization plans to expand into new markets across India. This case talks about the dreams, aspirations, and the dent that the company has left in the history of dairy business and the plans of expansion it has for the future. The leadership evolution for the company is very strategic with the changing business focus. This case illustrates the understanding, in depth, about the evolution and growth of the company, and the current obstacles being faced by the firm. The analysis of the case study is more suited for postgraduate students in general and specifically for the students of general management programs and human resource management programs.