Human Resource Management Strategies Research Articles

Intergenerational Climate and Work Engagement: The Mediating Role of Perceived Age Discrimination in a Sample of Older Workers

ABSTRACT Given that different generations can be found in the workplace, due to the increase of work life cycle, research regarding the impact of intergenerational climate and perceived age discrimination on work engagement is of relevance, especially among older workers, as those most impacted by age discrimination. The objective of this study was to investigate intergenerational climate and work engagement, and whether this relationship is mediated by age discrimination. The hypotheses were tested in a sample of 201 Portuguese workers with 45 or more years of age, by means of regression. Findings showed that intergenerational inclusiveness and affect, retention and intergenerational affect, and generational stereotypes are negatively related to perceived age discrimination. Furthermore, work engagement seems to only be positively impacted by intergenerational inclusiveness and affect. Age discrimination did not act as a mediator. Theoretical and practical implications to human resources management strategies in organizations are discussed.

Exploring the Experiences of Health Care Providers and Managers in the COVID-19 Pandemic: A Summative Content Analysiss

Background: The rapid morbidity and high mortality rates associated with COVID-19 have placed significant strain on healthcare systems. Mazandaran, as the third province, has been affected by this infectious pandemic. Objectives: The present study aimed to explore the experiences of healthcare providers and managers during the COVID-19 pandemic. Methods: The present qualitative research study was conducted using the content analysis approach between April 2022 and August 2022 to provide deep insights into the experiences of healthcare providers and managers during the COVID-19 pandemic. The participants included 15 hospital managers, comprising 2 clinical nurse supervisors, 3 matrons, and 10 chief executive officers. The participants were purposefully selected from hospitals affiliated with Mazandaran University of Medical Sciences, Iran. Data were collected through semi-structured individual interviews and the assessment of documents from the vice-chancellors of treatment, food and drug, development, and human resources. Results: The category of "challenges and strategies" emerged during the process of reducing and abstracting the codes. The challenges category evolved from three subcategories, including care and cure challenges, challenges related to providing physical resources and personal protective equipment (PPE), and challenges faced by healthcare providers. Similarly, the strategies category emerged from three subcategories, including strategies to improve patient care and treatment outcomes, strategies for procuring PPE and physical resources, and strategies for human resource management. Conclusions: The results of the present study revealed several challenges and strategies experienced by healthcare managers at Mazandaran University of Medical Sciences and hospital managers. Additionally, based on the existing infrastructure of Mazandaran University and the managerial skills of the managers, successful strategies were employed to tackle these challenges. These experiences can be utilized to inform revisions to health-related policies. Documenting these experiences can aid in better management of future infectious pandemics.

Sustainable human resource management practices and corporate sustainable supply chain: the moderating role of firm technology orientation

ABSTRACT This study investigates how corporate human resource management practices contribute to sustainable supply chain practices. The two types of human resource management practices relating to corporate social responsibility, include (1) employee standardised work conditions practices and (2) employee well-being and development practices. Corporate technology orientation is investigated as a moderating factor on the empirical evidence from 15 companies in the mobile technology industry. Results show that employee well-being and development practices lead to stronger community-oriented social responsibility, thus the increasing adoption of sustainable supply chain practices. Corporate technology orientation strengthens the positive impacts of employee well-being and development practices. These results imply the importance of adopting appropriate human resource management strategies, to deploy a sustainable supply chain.

Contemporary Human Resource Management Practices and Diversity in Changing Business Environments

Human resource management (HRM) serves as the cornerstone for organizations to achieve strategic objectives, address staff welfare, and enhance customer satisfaction. This study delves into the pivotal role of HRM in shaping organizational activities, particularly in the transition from personnel management to strategic HRM. It underscores the importance of aligning HRM strategies with overall organizational goals and examines various HRM practices and techniques. This study adopts a qualitative research design aimed at exploring the pivotal role of human resource management (HRM). The findings revealed that by exploring contemporary challenges and employing these techniques, coupled with the expertise of HR practitioners, organizations can effectively mitigate challenges and leverage opportunities. Moreover, a well-coordinated HRM approach, involving all levels of the organization and stakeholders, facilitates market expansion, strengthens brand reputation, and enhances talent retention and attraction. This study adopts a qualitative research design aimed at exploring the pivotal role of human resource management (HRM).

Research on Cross-International Business Operation and Management Strategies of Enterprises

As globalization accelerates, the corporate realm finds itself amidst an unprecedented international business landscape. Conventional marketing paradigms and management strategies falter in such rapidly shifting environments, presenting both challenges and opportunities for multinational operations. This discourse delves into the myriad challenges facing multinational corporations, such as policy risks, legal framework disparities, cultural differentials, economic and monetary policy uncertainties, and disparate rates of technological advancement. Moreover, the article conducts a profound analysis of theories pertaining to international business and multinational management, cultural variance theories, as well as strategic management theories, with the aim of furnishing a robust theoretical foundation for multinational operations and management. Beyond mere theoretical exploration, this article also endeavors to elucidate various successful strategies in multinational operations and management, encompassing market entry strategies, marketing strategies, human resources management strategies, and financial and risk management strategies, in order to furnish enterprises engaging in international markets with reliable guidance and successful paradigms, thus encouraging the realization of both social value and commercial interests in tandem.

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

This study looks at the Green Human Resource Management (GHRM) strategies used by Google, a company that is well-known throughout the world for its cutting-edge approaches to workplace culture and sustainability. The corporate agenda is starting to prioritize environmental issues more and more, thus it's important to understand how companies like Google incorporate sustainability into their HRM strategy in order to promote a more environmentally conscious and responsible business environment.Through a comprehensive review of literature and analysis of available resources, this study examines Google's environmental sustainability initiatives, policies, and employee involvement techniques through a thorough evaluation of the literature and analysis of the resources available. Recruitment and selection, performance management, workplace rules and procedures, supplier partnerships, community involvement, employee training and development, and measuring and reporting environmental performance are some of the key topics of inquiry. The results show that Google's GHRM policies are engrained in the company culture and demonstrate a dedication to social responsibility and environmental stewardship. The organization places a strong emphasis on the empowerment and participation of its workforce, promoting a sustainable culture through programs including training, rewards for success, and chances for community service. The implementation of GHRM techniques has several challenges, such as striking a balance between business and environmental objectives, guaranteeing alignment across various organizational roles, and surmounting resistance to change. Organizations may learn a great deal from Google's experiences and lessons gained when creating and implementing their own green HRM policies, which will encourage environmental responsibility and help create a more sustainable future.

Negotiating entry to the professional labour market among Vietnamese skilled migrants in Australia: The impact of cultural distance

This study investigates the employment transition among Vietnamese skilled migrants in Australia and examines the cultural factors that influence this transition. Employing a qualitative approach, we conducted fifty semi-structured interviews with Vietnamese skilled migrants who migrated to Australia within the last five years and twelve interviews with Australian recruiters to gain further insights into the barriers skilled migrants face. The findings highlighted the cultural challenges encountered by Vietnamese skilled migrants as they moved from Vietnam to Australia, two countries of great cultural distance. Without cultural adaptation support, most skilled migrants had to experience career setbacks before recognising and devising strategies to overcome these hurdles. This study emphasises the need for specialised human resource management (HRM) interventions and strategies that account for the cultural dimensions influencing employment outcomes for this international mobile workforce. Additionally, it calls for future research to expand beyond the examination of skilled migrants’ human and social capital and incorporate various contextual factors in investigating the employment journey of skilled migrants.

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

دور استراتيجيات إدارة الموارد البشرية في التميز التنظيمي دراسة تطبيقية على العاملين في صندوق تنمية الموارد البشرية بالمملكة العربية السعودية

This study aimed to examine the impact of human resource management strategies, including job analysis, human resource planning, training, performance evaluation, and compensation, on achieving organizational excellence in its various dimensions such as leadership excellence, strategic excellence, organizational structure excellence, individual excellence, and organizational culture excellence at the Human Resources Development Fund in the Kingdom of Saudi Arabia. The study sample consisted of 262 employees out of a total of 578, and the study followed a descriptive-analytical approach, utilizing the SPSS program for data analysis. The study found statistically significant evidence of the impact of human resource management strategies on achieving organizational excellence at the Human Resources Development Fund in the Kingdom of Saudi Arabia. The study recommended the continuous development of effective and well-thought-out human resource management strategies, covering all stages of the employee lifecycle, to optimize the utilization of human resources and achieve organizational performance and objectives.

Leadership Development Strategies in Organizations: The Role of Human Resource Management in Improving Effectiveness and Productivity

Effective human resource management strategies are key to sustainable business growth in a rapidly changing and competitive business environment. For organizations wishing to remain relevant and competitive in the global marketplace, the importance of leveraging innovation, environmental sustainability, and ethics and social responsibility in human resource management is of great concern. Therefore, the purpose of this research is to determine how the implementation of human resource management strategies that focus on innovation, sustainability, and ethics can help organizations achieve sustainable growth. This research was conducted using a descriptive-analytical approach by collecting data through literature review and content analysis of various relevant sources. The findings of this study revealed that HRM strategies based on innovation and sustainability help organizations to maximize human resource potential and create productive and sustainable work environments. In addition, the application of ethics and social responsibility in HR decision-making is a key pillar in creating an organizational culture of integrity. Organizations can achieve sustainable growth and sustainability by implementing this strategic approach.

Analysis of The Applications of Payroll and Wage Accounting Systems in Supporting Internal Control (Case Study at TK Aisyiyah Bustanul Athfal)

This research focused on an in-depth analysis of the implementation of payroll accounting and wage system in TK Aisyiyah Bustanul Athfal and its impact on school internal control. Using descriptive approaches and qualitative methodologies, data were collected through various techniques such as documentation, observation, and interviews. The findings of this study show that although the payroll and wage systems implemented have proven relatively effective, there are still significant shortcomings regarding administrative tasks, the use of documents, and accounting records. The implications of this study highlight the urgency to continuously improve the payroll accounting system to strengthen internal control at TK Aisyiyah Bustanul Athfal. These corrective measures should prioritize optimizing administrative processes and maintaining more accurate and detailed accounting records, thereby ensuring compliance with applicable internal control standards. The study provides valuable insights into the development of financial and human resource management strategies in an educational environment.

STRATEGIC ASPECTS OF HUMAN RESOURCES MANAGEMENT IN THE CONTEXT OF MILITARY OPERATIONS: UKRAINIAN EXPERIENCE

The purpose of the article is to study the strategic aspects of human resource management in the context of military operations and to substantiate the ways to minimise the negative effects of permanent crisis phenomena. Theoretical research has shown that when quarantine is lifted and during martial law, it is not about increasing the company's efficiency, but about how not to lose it. The research forms the theoretical and methodological basis for the practical aspects of HR management under martial law, but further study is needed to adapt the methods of HR management of organisations and enterprises to the conditions of military operations. An important aspect of management is to create conditions for the development of innovation, team spirit and the pursuit of high quality. Encouraging employees to be flexible in the interests of an adaptive organisation and continuously improving the quality of work are key. In addition, it is important to maintain working conditions that guarantee a high level of employee health and safety. By summarising theoretical studies and expert assessments, the article provides general approaches to the development of a human resources management strategy in the context of armed conflict. In the context of a permanent armed conflict localised in certain regions, it is important to have sufficiently qualified and trained personnel capable of effectively performing the tasks assigned. It is substantiated that motivation and recognition are important factors of personnel management in organisations. Ensuring the safety of personnel is the main task in wartime. The importance of effective internal communications in wartime increases significantly. The conditions of armed conflict can change very quickly, making flexibility and adaptability important qualities in human resources management. Organisations need to be prepared for rapid changes in plans and objectives, as well as changes in staffing levels. Effective management and leadership can ensure staff cohesion and motivation and ensure that tasks are completed successfully. Organisations should be prepared for changes in plans and strategies, as well as in the composition of their staff. The use of integrated approaches to strategy development will help organisations to effectively manage their workforce in times of war and ensure the functioning of their organisations.

E-HRM - Transforming Human Resource Management in the Digital Age: A Conceptual study

In the digital age, Electronic Human Resource Management (e-HRM) emerges as a transformative force reshaping traditional HR practices and organizational dynamics. E-HRM was developed due to advancements in technology, resulting in a reduction of administrative tasks for HR professionals (Thathsara, 2021). This paper explores the evolution, significance, and future trends of e-HRM in the context of modern Human Resource Management (HRM). The study begins by defining e-HRM as the integration of HRM strategies, processes, and systems through information technology. It traces the evolution of e-HRM from its inception to its current state, highlighting key features, components, and advantages. Moreover, the paper delves into the implementation challenges and considerations associated with e-HRM, including resistance to change, data security concerns, and the need for comprehensive training. Furthermore, it explores future trends and innovations in e-HRM, such as artificial intelligence, blockchain technology, and virtual collaboration, and discusses their implications for HR practices and organizational performance. In conclusion, the study underscores the transformative potential of e-HRM in driving organizational excellence, employee engagement, and competitive advantage in the digital age. It calls for organizations to embrace e-HRM as a strategic enabler for digital transformation and to invest in innovative HR solutions to thrive in an ever-evolving business landscape.

Talent Management Phenomenon in Indonesia-Systematic Literature Review

Talent management has attracted substantial attention from industry and academia worldwide. In Indonesia, implementing talent management in the business sector has expanded with business and economic growth. Various organisations, both multinational companies and local companies, have adopted the concept of talent management as part of their human resources management strategy. However, despite this trend, many organisations in Indonesia have yet to embrace talent management fully. This article explores the phenomenon of talent management in Indonesia through a systematic literature review (SLR) approach. A total of 29 articles discussing talent management in Indonesia were examined. It is evident that while talent management is gaining traction in Indonesia, especially compared to neighbouring countries, significant gaps in the discourse surrounding this phenomenon exist in both the public and private sectors

Analisis Kinerja Manajemen Tenaga Pendidik dan Kependidikan di SDN Lontar II Surabaya

This study aims to analyze the performance of teacher and educational management in SDN Lontar II Surabaya, focusing on the effectiveness of human resource management and strategies for teacher professionalism development. The research method used is a case study in several primary schools in a specific region. Data were collected through observations, interviews, and document analysis. The results of the analysis indicate that the performance of teacher and educational management in primary schools still faces several challenges, including lack of administrative support, limited resources, and the need for further training and development for teachers. Therefore, it is suggested that schools improve human resource management strategies, provide relevant training, and encourage teacher participation in professional development activities.

Manajemen Efektif Pendidik dan Tenaga Kependidikan untuk Menciptakan Pembelajaran yang Berkualitas

Management of educators and education personnel is a key aspect of personnel management in educational institutions, with strategies for managing teacher and educator staff being the main focus for achieving quality learning. Professional development is also crucial in improving the competence and quality of trainers, while evaluation of their activities is necessary to monitor and improve performance. This study uses the literature method, with data collected through library data, reading, and managing research materials. The findings of this study show that effective human resource management strategies involve careful planning, thorough training and development, and regular performance evaluation. The implementation of education policies that focus on quality learning requires cross-departmental cooperation and active participation from various stakeholders. Environmental and organizational factors, including management, regulation, human resources, infrastructure, relationships, collaboration and changes in the external environment, also influence the effectiveness of HRM in educational institutions. By understanding the importance of educator and education personnel management and implementing effective HRM strategies, educational institutions can create a quality and competitive learning environment. This will positively impact the quality of education provided to students and help achieve broader educational goals.

HUMAN RESOURCES MANAGEMENT AND ORGANIZATIONAL BEHAVIOR: CASE STUDY IN A CONSULTATION COMPANY

Objective: To Analyze the relationship between human resources management and organizational behavior, in light of the analysis of high-performance work practices and workers' organizational commitment. Theoretical Framework: This study focuses on the “high performance work practices” (Pfeffer, 1998; Becker, et al. 2001) which refer to a set of practices that aim to select, develop, and retain workers, especially the most innovative ones, to maximize the organization's performance. Method: A case study was carried out in an innovation and technology consultancy organization, based on the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and the perception of workers regarding high performance work practices (Esteves, 2008). The sample is mainly composed of male professionals, between 26 and 34 years old and with a undergraduate or bachelor’s degree. Results and Discussion: The results show some consistency with previous empirical studies: high performance work practices are present in this type of organization; professionals are affectively committed to the organization; there are significant correlations between high performance work practices and organizational commitment, especially at the level of affective commitment. Research Implications: Assists in the design and implementation of practical human resources management strategies for managers, which contribute to the formulation of management systems focused on organizational commitment behaviors of professionals in the context of the consultancy sector. Originality/Value: It is a pioneering study developed in a national context on the two constructs in the consulting sector, contributing to the literature by highlighting the importance of a relational and reflective approach to the importance of organizational behavior. Its relevance and value is evidenced by the support it gives to the design of management systems and practices based on organizational behavior.

Role of IOT and Blockchain Technology in the growth of digital HRM transformation as a function of Management

This study explores integrated IoT and Blockchain (BCT) technologies in the digital Human Resource Management (HRM) process, identifying the managerial phenomena. Using advanced algorithms like K-Means clustering, Random Forest predictive modeling, and Support Vector Machine sentiment analysis, the study convincingly shows that these technologies contribute to the optimization of HR management by picking the best method to use. The outcomes of the study reflect the successful segmentation of employees into clusters having strategies developed with the individual's specific needs in mind. The existing predictive models of the HRM strategies show an overall high accuracy level ranging from 86% to 92% precision. Sentiment analysis shows that the majority of the input from the employees (70%) is positive, which indicates their high job satisfaction. Also, the implementation of Blockchain technology ensures the security and reliability of the data, with a transaction rate of 200 transactions per second and an average block size of 2 MB. This demonstrates the ability of IoT and Blockchain technology to transform HRM practices which will aid in making decisions based on the available data, enhancing employees’ engagement, and ensuring the set of regulations is obeyed.

THE INFLUENCE OF HUMAN CAPITAL MANAGEMENT PRACTICES ON THE JOB PERFORMANCE OF EMPLOYEES

This study focuses on the operations of human capital management (HCM), which include training and development, hiring and selection, and performance assessment. The research investigates the link between employee performance and the bottom line of the Indian telecom business. An examination of the ways in which the human resource policies and processes in India's telecom business influence employee production is our primary objective. In the research activity that was indicated before, surveys serve as the foundation. Participants in the research include individuals who are employed in the public sector as well as the commercial sector of India's telecommunication infrastructure. In the process of conducting interrogations, the primary objective is to collect data. We were able to make use of descriptive statistics, correlation analysis, and regression analysis by our sample consisted of 272 individuals. Taking everything into consideration, the findings lend credence to the notion that human resource management strategies are significant and essential in influencing employee performance. To achieve this goal, it is possible to combine the process of examining their previous work to establish trust and confidence with training and development programs that aim to expand their knowledge and capabilities. Employees can perform their jobs more effectively when they are able to execute all these tasks, either individually or in combination. There is a substantial correlation between human capital management methods and employee performance as well as the practices themselves.