Human Resource Management Skills Research Articles

HUMAN RESOURCE MANAGEMENT SKILLS OF SCHOOL HEADS: BASIS FOR EMPLOYEE WELFARE PROGRAM IN THE SCHOOL CONTEXT

This study aimed to determine the level of the human resource management skills of the school heads, which would serve as the basis for designing an employee welfare program in the school context. The study employed a non-experimental descriptive survey research design to investigate the research problem. The respondents in this study were 145 teachers from the elementary schools in Santa Cruz South District. The findings of this research were beneficial to both teaching and non-teaching personnel, increasing awareness of the organization's initiatives regarding the employee welfare program that would be implemented in schools to address both personal and organizational needs. It was recommended that the Department of Education (DepEd) strengthen the implementation of the Employee Welfare Program in every school to ensure that the personal and professional needs of both teaching and non-teaching staff were met. This proactive approach not only enhanced the overall well-being of employees but also contributed to a more positive and collaborative school culture. In conclusion, the study underscored the importance of targeted employee welfare programs and provided a solid foundation for future initiatives aimed at improving human resource management in schools. KEYWORDS: Human Resource Management Skills in School Heads, non-experimental descriptive survey research design

Pendampingan dan Penyuluhan Siswa-Siswi SMA Katolik ST. Bonaventura Madiun dalam Menentukan Pilihan untuk Kuliah, Bekerja atau Bekerja Sambil Kuliah Setelah Lulus Sekolah

The purpose of this community service is helping provide direction to St. Bonaventura in choosing his goals after graduating from school, opening the paradigm for St. Bonaventura towards a bright future, and providing enthusiasm and motivation for St. Bonaventura in living life after graduating from school. The methods used in this community service are expository, namely conveying material verbally and inquiry, namely learning that emphasizes critical and analytical thinking processes related to human resource management skills and marketing management with in-depth understanding of the material on how to determine the future.The results of counseling and outreach carried out to grade 11 students of St. Catholic High School. Bonaventura's 42 students are 41 of them chose to continue their education/college and one person worked to continue his parents' business

Identifying the Predictors of School Improvement Plan Implementation by School Administrators

This study aimed to identify the level of managerial capabilities, human resource management, and quality assurance practices of school administrators on the implementation of School Improvement Plan (SIP). The respondents of the study were the 489 public school administrators of Northern Mindanao, Philippines. The data were gathered through survey questionnaires and was treated through descriptive statistics, Pearson product-moment correlation, and stepwise multiple regression analysis. School administrators exhibit remarkable managerial capabilities, earning high praise for their adept handling of operations, finances, and for fostering a conducive learning environment. Their strong human resource management skills are evident in nurturing collaborative communities, managing staff effectively, and conducting recruitment efficiently. Quality assurance practices are notably well-developed, indicating the school's ability to deliver top-notch education and support. Implementation of the SIP receives glowing reviews, showcasing the administrators' proficiency in enhancing learning environments, community engagement, resource allocation, curriculum, and staff management. Thus, the data highlights the school administrators outstanding performance and excellence across multiple crucial areas. The correlation analysis revealed significant relationships among managerial capabilities, human resource management, quality assurance practices, to the SIP implementation. Particularly, strong correlations were observed, indicating that schools excelling in one management area tend to perform well in others. Regression analysis highlighted five significant predictors of SIP implementation by administrators: school operation management, teacher and staff performance, leadership, processes, and partnerships/resources. These findings emphasize the significant role of effective management practices, especially in areas like staff performance, quality assurance, and resource allocation, in driving SIP implementation.

Exploring nonstandard service frontline situations

THE AIMS OF THE PAPER Jaycustomer behavior often increases the unpredictability of the service to an unmanageable extent. A co-creation based development can be presumed in the attitude of the consumer and of the frontline staff. The primary goal of this research was to investigate the dynamics of interactions between customers and frontline staff, particularly in nonstandard situations. This study aimed to understand how 'jaycustomer' behavior, which includes unpredictable and challenging customer actions, impacts these interactions and the overall service process. METHODOLOGY To explore the above, the study employed a quasi-secondary data collection method (narratives, netnography). Frontline conflicts were simulated based on a mystery shopping scenario. Mystery shoppers were instructed to combine two theoretical jaycustomer types – the Belligerent and the Egocentric Edgar (the selfish) – in their approach. These shoppers were tasked with observing various aspects of frontline staff behavior, including reactions, communication, gestures, and problem-solving intentions. MOST IMPORTANT RESULTS The simulations led to the identification of distinct behavioral patterns on both sides of the customer-staff interaction. The study highlighted specific jaycustomer oriented patterns and the frontline staff's response strategies. Furthermore, essential human resource management skills in dealing with such jaycustomer scenarios were identified, providing insights into both customer and employee behavior in challenging service situations. RECOMMENDATIONS The findings of this research offer significant implications for service management and marketing theory, particularly in developing a consensual model for managing frontline processes. Additionally, the study suggests that reviewing and aligning staff training content with these research findings could be a fruitful direction for enhancing human resource management practices in customer service environments. An expert interview conducted post-experiment further affirmed special tasks for frontline management to handle such jaycustomer situations effectively.

PEMANTAUAN TUMBUH KEMBANG BALITA DI TAMAN POSYANDU DUSUN NGUMPUL

One of the opportunities for MSMEs to survive and grow during a pandemic is through a digital system. The Human Resource factor is the main key, starting from the business owner and the workforce in the owner's environment. Human Resource Management Training for Go Digital MSMEs aims to provide solutions for solving problems faced by the MSME sector, namely the skills of MSME itself in the field of Human Resource Management, especially in managerial skills, organizational management skills and the ability of MSME Human Resource to survive, be adaptive and resilience in the face of adversity during the pandemic. The methods for implementing this community service activity are lectures, tutorials, and discussions. The results achieved are as follows: (1) Participants are given knowledge and motivation to understand organizational management skills, managerial skills (Human Resource) at MSMEs; (2) The participants are given the opportunity to discuss problems and constraints related to MSME Human Resource management skills, MSME business strategies, and being a Go Digital MSME.

Situational Analysis of Human Resource and Material Management Skills of Middle Level Health Care Managers at Primary Health Centres of Valsad, Gujarat: Identifying Barriers and Suggesting an Action Plan

Background: Management of Human resources in health has been a major challenge. Availability of manpower and material are the key ingredients required for efficient and effective delivery of health services. Removing the barriers related to it can help to improve functioning of PHCs Objectives: 1. To analyze Human resource and Material management skills at PHCs by middle level healthcare managers. 2. To understand the constraints for effective management at PHCs. Materials and Methods: A cross sectional study was conducted amongst 38 Medical officers who were selected by simple random sampling method. Data collection was done using a semi structured and scale-based questionnaire adopted from NIHFW, India. Results: Almost half medical officers had experience of less than one year. Only 10.5% PHC/CHCs have full staff. 47.3% health facilities were lacking AYUSH MOs. 63.2% health facilities faced stock out of at least one item in last six months; Lack of manpower (34.8%) and overburden of work (27.9%) are major barriers. Conclusions: 90% PHCs have one or more posts vacant. Material management need to be improved for better provision of services. Major barriers are lack of Manpower, Infrastructure and Multitasking.

PELATIHAN SDM “UMKM GO DIGITAL” SEBAGAI STRATEGI BISNIS BAGI UMKM DI MASA PANDEMI

One of the opportunities for MSMEs to survive and grow during a pandemic is through a digital system. The Human Resource factor is the main key, starting from the business owner and the workforce in the owner's environment. Human Resource Management Training for Go Digital MSMEs aims to provide solutions for solving problems faced by the MSME sector, namely the skills of MSME itself in the field of Human Resource Management, especially in managerial skills, organizational management skills and the ability of MSME Human Resource to survive, be adaptive and resilience in the face of adversity during the pandemic. The methods for implementing this community service activity are lectures, tutorials, and discussions. The results achieved are as follows: (1) Participants are given knowledge and motivation to understand organizational management skills, managerial skills (Human Resource) at MSMEs; (2) The participants are given the opportunity to discuss problems and constraints related to MSME Human Resource management skills, MSME business strategies, and being a Go Digital MSME.

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia.

Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills.

The Effect of Human Resources Management Skills on Accounting Information Quality in Kurdistan Public Sector

The article’s purpose is to measure the impact of human resources management skills on accounting information quality in kurdistan public sector. To enable the study to measure human resource management skills at public sectors in Kurdistan region of Iraq, the researchers used five human resources management skills elements, first is communication skill, second is flexibility skill, third is negotiation skill, fourth is ethical action skill, and fifth is compassion skill. To assess the current study, the researchers used a quantitative research method in the form of a survey. The questionnaire was delivered at random to 84 administrative employees from several government departments in the Kurdistan region. The researchers, on the other hand, were able to collect 78 completed questionnaires. The results showed that as for the impact of communication skill on accounting information system was found the value of Beta is .632 with significant level .000 this indicated that first research hypothesis is supported which is Communication skill as human resource management skills has a positive and significant influence on accounting information system. As for the impact of Flexibility skill on accounting information system was found the value of Beta is .611 with significant level .000 this indicated that second research hypothesis is supported which is Flexibility skill as human resource management skills has a positive and significant influence on accounting information system. As for the impact of Negotiation skill on accounting information system was found the value of Beta is .642 with significant level .000 this indicated that third research hypothesis is supported which is Negotiation skill as human resource management skills has a positive and significant influence on accounting information system. As for the impact of Ethical actions skill on accounting information system was found the value of Beta is .649 with significant level .000 this indicated that fourth research hypothesis is supported which is Ethical actions skill as human resource management skills has a positive and significant influence on accounting information system, and lastly, as for the impact of Compassion skill on accounting information system was found the value of Beta is .661 with significant level .000 this indicated that fifth research hypothesis is supported which is Compassion skill as human resource management skills has a positive and significant influence on accounting information system

Значення стратегічного управління людськими ресурсами для підприємств морського транспорту

The article emphasizes that many maritime accidents have been reported over the last few decades, due to the lack of skills of naval officers to control both resources and crisis. Consideration of human resources management is gradually seen as a core part of the human error management approach. The International Maritime Organization has raised the issue of the need to develop human resource management skills on board ships, but the standards of competence and criteria for their assessment have not been fully established. The article shows that most organizations recognize that their human resources are a source of competitive advantage. This recognition, coupled with increased environmental uncertainty, increased cost control and increased government regulation, have enhanced the strategic role of human resource management. It is emphasized that where human resources are a source of competitive advantage of the organization, their management plays a crucial role in providing "best practices" to the strategic planning process at the corporate level. Personnel planning provides another important link to organizational strategy, making critical work accessible and adding time to addressing staff shortages or redundancies. Another strategic value of the human resources function includes environmental scanning and competitive analysis to prove the role and importance of strategic human resource management for enterprise competitiveness. It has been proven that enterprise human resources are a source of competitive advantage and are proposed at the level of strategy development, aligning staff practices, policies and programs with organizational strategy so that desirable employee roles and behaviors support different strategies (eg innovation, quality improvement, cost reduction). The importance of human resources management in the formation of the organizational strategy of the company is established and the practice of strategic management of human resources of advanced enterprises is analyzed. The practical significance of the results obtained is to prove the role of human resources for strategic management. As a result, the involvement of human resources management in strategy formation has increased. It is recommended to use the appropriate components of the human resources planning procedure to address human resource shortages. The article underlines that another important aspect of strategy formulation is the international human resources strategy, which addresses the human resources issue of transferring them to the state as a result of international alliances. Consideration of the practice of applying international alliances has revealed the relationship between international company strategies and human resource planning, as there may be major differences in approaches to human resource management. Factors affecting the level of integration, which include industry differences, shifts in economic activity, technology change, and changing demographics, are considered. Finally, human resources managers must develop the personal skills necessary to participate in formulating a strategy.

Influence of Head Teachers’ Human Resource Management Skills on Preschoolers’ Access To Quality Education in Kisii County, Kenya

Influence of Head Teachers’ Human Resource Management Skills on Preschoolers’ Access To Quality Education in Kisii County, Kenya

Management Skills of Financial Resources and Learners’ Access to Quality Education

The first five years of a child play a critical role in laying a solid foundation for primary, secondary and future learning of any student or pupil. Hence, the quality of Early Childhood Education which leads to the acquisition of basic competencies among preschoolers is crucial for a child's subsequent learning and Educational advancement. In spite of the great importance associated with the Early Childhood Development and Education in Kenya, the government's effort to ensure that all preschool age children access quality education has not been impressive. Hence, the present study sought to explore the influence of head teachers' management skills on preschoolers' access to quality Education in Kisii County, Kenya. The objective of the study was determined the influence of head teachers' financial management skills on preschoolers' access to quality Education. The study used ex post facto research design. The target population for the study included 702 Head teachers, 957 Pre-primary Teachers, 9 sub-county ECDE officers and 2 County ECDE officers in Kisii County. The sample size for the study included 155 Head teachers, 282 Pre-primary Teachers, 9 sub-county ECDE officers and 2 County ECDE officers. The data was collected using questionnaires; interview schedule and school Observation checklists. To ensure validity of research instruments in the present study, face, construct and content validities of the questionnaires and interview schedules were assessed. The study employed the split-half method to establish the reliability of the instrument which was found as r= 0.848. Quantitatively collected data was analyzed using measures of central tendencies, frequency distributions, percentages, Pearson's product moment correlation coefficient, simple and multiple regression analysis while thematic analysis was used to analyse qualitative data. The study established that there was statistically significant positive correlation (r=.593, n=268, p<.05) between the Head Teachers' human resource management skills and preschoolers' access to quality Education and there was statistically significant positive correlation (r=.599, n=268, p<.05) between the Head Teachers' financial resource management skills and preschoolers' access to quality Education. On the correlation between the Head Teachers' Teaching/Learning Resources Management Skills and Preschoolers' Access to Quality Education, the study established that there was statistically significant positive correlation (r=.570, n=268, p<.05) between the Head Teachers' management of teaching/learning resources and preschoolers' access to quality Education. On the same note on the relationship between the Head Teachers' Management of Classroom instruction and Preschoolers' Access to Quality Education, the study established that there was statistically significant positive correlation (r=.571, n=268, p<.05) between the Head Teachers' management of classroom instruction and preschoolers' access to quality Education. lastly, the study established that there were statistically significant (p<.05) positive correlation between the Head teachers' management competencies and all the five aspects of preschoolers' access to quality Education investigated (resources adequacy in ECD, quality nutrition, health and safety in ECD, child acquisition of basic literacy competencies, participation in ECE (Absenteeism, Punctuality, and Retention).

\u201cPosting policies don\u2019t change because there is peace or war\u201d: the staff deployment challenges for two large health employers during and after conflict in Northern Uganda

BackgroundBetween 1986 and 2006, the Acholi region in Uganda experienced armed conflict which disrupted the health system including human resources. Deployment of health workers during and after conflict raises many challenges for managers due to issues of security and staff shortage. We explored how deployment policies and practices were adapted during the conflict and post-conflict periods with the aim of drawing lessons for future responses to similar conflicts.MethodsA cross-sectional study with qualitative techniques for data collection to investigate deployment policy and practice during the conflict and post-conflict period (1986–2013) was used. The study was conducted in Amuru, Gulu and Kitgum districts in Northern Uganda in 2013. Two large health employers from Acholi were selected: the district local government and Lacor hospital, a private provider. Twenty-three key informants’ interviews were conducted at the national and district level, and in-depth interviews with 10 district managers and 25 health workers. This study focused on recruitment, promotions, transfers and bonding to explore deployment policies and practices.ResultsThere was no evidence of change in deployment policy due to conflict, but decentralisation from 1997 had a major effect for the local government employer. Lacor hospital had no formal deployment policy until 2001. Health managers in government and those working for Lacor hospital both implemented deployment policies pragmatically, especially because of the danger to staff in remote facilities. Lacor hospital introduced bonding agreements to recruit and staff their facilities. While managers in both organisations implemented the deployment policies as best as they could, some deployment-related decisions could lead to longer-term problems.ConclusionIt may not be possible or even appropriate to change deployment policy during or after conflict. However, given sufficient autonomy, local managers can adapt deployment policies appropriately to need, but they should also be supported with the necessary human resource management skills to enable them make appropriate decisions for deployment.

General entrepreneurial aspects of university students: A research among Turkish universities

When general aspects of entrepreneurs were taken into consideration, it can be said that they are close to action, ready to take risk, target oriented, desire of owning his/her own firm and not satisfied with salary-based payments. Generally speaking, entrepreneurs should have basic skills like business management (developing of mission, vision, setting goals, sharing values and motivating people) and human resource management skills. Simply, realizing all human resource management related functions, starting from recruitment of the right person to evaluating personal performance. Despite the fact that universities or academia in general, potentially have huge power in orienting graduates to be entrepreneurs, minimal research results can be found in the related written literature. Still in entrepreneurship education and career development, very little information exists, especially regarding motivation levels, behaviors or characteristics of students or graduates. Thusly, in this study, the general entrepreneurial aspects of university students were investigated by using innovativeness, determination, desire for achievement, ingenuity, independence and self-confidence entrepreneurial dimensions. The sample consisted of totally 1512 university students from 8 different universities in Turkey.

You’re Hired! Applying the Human Resource Selection Process to Team Formation

This article explains an activity that can be conducted to form teams in university business classes. It allows students to actively participate in the team selection process and learn valuable human resource management skills. Students are placed in the role of hiring managers. They have to identify the skills and characteristics needed to complete a project and then review and evaluate résumés to select appropriate team members. The exercise provides students with practical experience in a key managerial function, as well as insight into how they are presenting their own skills and accomplishments on their résumés. While this activity has been primarily conducted in an undergraduate project management course where the team project is a substantial part of the student’s grade, the exercise is also applicable in other business courses.

Implementing knowledge management in university libraries of Punjab, Pakistan

PurposeKnowledge management (KM) is an emerging method of management. This study aims to explore the various aspects of implementing KM in university libraries of Pakistan.Design/methodology/approachA survey was conducted using a structured questionnaire, and data were collected from 75 chief librarians and reference librarians of 48 university libraries of Pakistan. A total of 60 valid responses received and analyzed using SPSS version-21.FindingsThe results disclose that a majority of respondents are familiar with KM, and literature reading is the major source of their awareness. The Pakistani academic librarians believe that KM can be applied, in the reference services, resources sharing, networking and information literacy programs of libraries. While, need for professional training and KM education are also reported. KM can be implemented in libraries through, use of ICT, developing knowledge sharing culture and developing mentorship in organizations. A lack of staff training, lack of expertise in KM, lack of knowledge gaining and sharing culture, lack of understanding of KM concept and its benefits and a lack of IT infrastructure are the major challenges faced by library and information science (LIS) professionals. Communication skills, information management skills, IT skills, leadership skills, human resource management skills are identified as key skills for the implementation of KM.Practical implicationsThis study provides a base to develop a KM strategy and implementation plan for academic libraries in Pakistan. It will facilitate to constitute an important step toward the management of intangible assets in Pakistani libraries.Originality/valueThe results of the study will unveil the perceptions of academic librarians toward KM. It will help to understand the relationship between KM and LIS. The study will also identify the challenges faced by librarians and skills required for the implementation of KM in libraries.

INFLUENCE OF ENTREPRENEURIAL SKILLS ON THE GROWTH OF MICRO AND SMALL ENTERPRISES OWNED BY WOMEN IN MERU COUNTY, KENYA

This study was aimed at establishing the influence of entrepreneurial skills on the growth of women owned micro and small enterprises in Meru town. The target population consisted of all women owned micro and small enterprises in Meru town. These enterprises can be classified into four types namely, trade, service, manufacturing and processing. This data was obtained from the business registration register. The study used descriptive statistics and used self- administered questionnaires to collect data. Data analysis was done using descriptive and inferential statictics using SPSS version 22. The study found that entrepreneurial skills such as marketing skills, financial management skills, human management skills, organizing skills among others had very strong influence on the growth of MSEs owned by women. The multiple regression analysis showed that entrepreneurial skills has a strength of 0.829 and a correlation of correlation of 0.696.The study recommended that all means to be used to ensure women entrepreneurs have the necessary enterprise running skills such as marketing skills, financial management organizing skills human resource management skills. Article visualizations:

Influencing the practice of human resource accounting: skills and strategies

Purpose- The purpose of the study is to provide empirical insights into the relationship between the prevalence of human resource accounting with skill inventory existent in an organization. Valuing human resources is argued to be one of the key elements of strategic human resource management. This argument has been widely advocated by empirical research, especially by studies executed in developed countries. Methodology- The purpose of the study is to provide empirical insights into the relationship between the prevalence of human resource accounting (HRA) with skill inventory in the particular context of Indian manufacturing sector. The sample comprises of ninety-six India manufacturing units (Israel 1992). The data is collected by survey-study using established and validated scales in the international context. The author has used a two-step data analysis - factor and regression analysis - to answer research questions. Findings- The findings demonstrate significant positive relationship between HRA as independent variable and endogenous variables: Business, Technical and Strategic Human Resource Management Skills. Conclusion- The study implicates need for enhanced skill-inventory and human resource investments. The study contributes to further development of HRA in developing countries, especially in institutional and cultural contexts of India.

Human Resource Management Roles & Skills Shortages in Malaysian Organisations

Human Resource Management (HRM) theorists reported that the key roles of HRM were four inter-related broad competencies namely, strategic partner, change agent, employee champion and administrative expert. If properly managed, these roles could create efficiency, commitment and cultural construction improvement in organizations. The roles were practiced differently to suit organizational objectives, industries and cultural values. But, without skilled, knowledgeable, qualified and experienced employees; it may affect organisational performance. This research was aimed to address HRM roles and Malaysians skills shortages from the perspectives of a sample of HR managers in a variety of Malaysian organisational types and sizes. The findings revealed that HR professionals were mostly performing their tasks as ‘administrative expert’ and less ‘strategic business partner’ in large companies. It was also found that Malaysians were lacking of accounting, Information Technology and human resource management skills.

Emerging Trends in Human Resources Management and the Savvy Supervisors in the Nigerian Oil and Gas Industry

This paper attempts to spotlight human resource management as a fundamental part of the role of any supervisor. In this paper, the human resource manager refers to the supervisor of three or more reports in a business unit not minding the existence of the human resource department in the organization. This view is in line with the emerging trend in the human resources management arena. Thus every attempt is made towards a brief presentation of the various aspects of human resource management, the emerging trends confronting the human resource management practitioner and the features of the emerging human resource management concept with particular reference to the savvy supervisor in the Nigerian oil and gas business environment. Human resource managers are relinquishing responsibilities hitherto domiciled in the confines of the human resources department, by tradition, and pushing them down the line to employees’ direct supervisors. The advantage, many believe, is the likelihood of a better engaged employee pool in the organization. The extent and willingness of human resource practitioners to respond to this paradigm shift is yet to be fully seen in the Nigerian oil and gas industry. The writer presents suggestions for supervisors to consider in improving their human resource management skills and how to leverage the support that is required from the human resource department in implementing the culture change.