Human Resource Management Research Articles

Megatrends affecting the world of work: Implications for human resource management

Megatrends affecting the world of work: Implications for human resource management

Human resource management and economic practices in business enterprises in Pakistan

Human resource management and economic practices in business enterprises in Pakistan

Application and Challenges of Artificial Intelligence in Human Resource Management

Application and Challenges of Artificial Intelligence in Human Resource Management

“Is digital monitoring” a revolution for employee’s mental well-being? A case on HDFC Bank

Learning outcomes The learning outcomes are as follows: extending the basics of electronic monitoring in context of employees in the banking sector; exploring the role of monitoring in banking sector; and assessing the impact of electronic monitoring on employees’ mental well-being. Case overview/synopsis Psychological wellness was considered as a condition of mental well-being that enabled people to deal with the physical demands of life, realize their skills, be taught, exert appropriate effort and contribute to their community. Employers routinely questioned their employees and monitored those using computerized monitoring mechanisms. Organizations watched their staff to prevent non-work-related use of business resources. The information obtained through surveillance resulted in employee firing and a lawsuit filed by an employee who claimed stress and invasion of privacy. The most damaging effect of employee surveillance was the fear of losing one’s job. For many of us, a job was our sole source of income, and the prospect of losing it creates panic. The lack of trust among employees, supervisors and managers were witnessed in the workplace. Employee monitoring increased stress and anxiety in the workplace due to frequent monitoring behavior. The current case discussed the above settings in greater detail, the authors attempted to comprehend the well-being of banking sector personnel in terms of electronic monitoring. The absence of trust among employees, supervisors and managers is witnessed in the workplace. Employee monitoring was widely considered technique that employers use to guarantee that their employees would not abuse the resources granted to them to establish a healthy working environment. The case revolves around the branch head of HDFC Bahraich, Anurag Mishra who is facing conundrum within a juncture of employee monitoring impacting the well-being of employee. Complexity academic level The case is intended to students pursuing their graduation and post-graduation in human resource management. The case also provides suitable insights for the banking employees. Supplementary material Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

The Role of Artificial Intelligence in Human Resource Management: Enhancing Employee Age Verification for Legal Compliance and Workforce Optimization

The Role of Artificial Intelligence in Human Resource Management: Enhancing Employee Age Verification for Legal Compliance and Workforce Optimization

The transformation of human resources management in the pharmaceutical industry: challenges and opportunities in the digital age

The transformation of human resources management in the pharmaceutical industry: challenges and opportunities in the digital age

Pengaruh Produktivitas Kerja dan Lingkungan Kerja terhadap Pengembangan Karir Karyawan PT Kalbe Farma Cabang Cikarang

This study aims to analyze the effect of work productivity and work environment on employees' career development at PT Kalbe Farma Cikarang Branch. High work productivity and conducive work environment are important factors in increasing the career development opportunities of employees in an organization. This study used a quantitative method with Structural Equation Modeling - Partial Least Square (SEM-PLS) technique to analyze the relationship between variables. The sample in this study was 100 employees from the logistics department of PT Kalbe Farma, selected using saturated sampling technique. Data were collected by distributing questionnaires and analyzed using SmartPLS 4 software. The results showed that work productivity has a positive and significant effect on employees' career development. In addition, the work environment also contributes significantly to increasing career development opportunities. Further analysis revealed that work environment is a mediating variable between work productivity and career development. These findings confirm that organizations need to pay attention to employee productivity and create a supportive work environment to increase career development opportunities. The implications of this research provide recommendations for the management of PT Kalbe Farma in formulating more effective human resource management strategies to improve employee well-being and motivation.

EFFECTIVE HUMAN RESOURCE PRACTICES IN THE PHARMACEUTICAL INDUSTRY: STRATEGIES FOR TALENT RETENTION AND ORGANIZATIONAL SUCCESS

The pharmaceutical industry is a fast-paced and competitive sector where constant innovation and the presence of skilled professionals are crucial to the success of research, development, and production of medications. In this context, effective human resource management practices are essential for attracting and retaining talent. Modern management models, strong organizational cultures, and professional development programs play a significant role in fostering motivated and productive teams. By implementing competency-based management, flexible work schedules, and leveraging People Analytics, pharmaceutical companies can optimize employee performance and satisfaction, driving overall organizational success. Moreover, creating structured career development plans, offering competitive compensation, and incorporating recognition programs help retain top talent. Studies have shown that HR practices positively influence employee retention by improving work satisfaction and providing clear opportunities for growth. Additionally, HR strategies such as mentoring and continuous training are vital for fostering leadership and technical skills. Companies that invest in HR practices not only boost their internal productivity but also contribute to advancing scientific progress and global healthcare. In a sector where competition is fierce, having a clear focus on talent management will allow organizations to maintain a strong competitive advantage.

The Relationship Between Sustainable Leadership and Human Resource Management Practices in Educational Institutions in the Kingdom of Saudi Arabia

The aim of the study to explore the link between sustainable leadership and HRM practices on organizational performance in educational institutions in the Kingdom of Saudi Arabia, with the mediator role of organizational innovation. Sustainability is now a top priority for educational institutions; therefore, it is crucial to know how leadership practices affect HR management and, therefore, the organization’s performance. The research sample consisted of 256 educational leaders from Saudi schools (Directors, Vice Directors, supervisors, and counselors). The data were analyzed using the JASP statistical program. The results showed that there was a positive relationship between sustainable leadership and HRM practices as it is revealed in organizational performance and the need for sustainability-oriented leadership to enhance effective organizational performance. Furthermore, human resource management practices were found to be positively related to organizational performance thus supporting their role in the attainment of organizational goals. Organizational innovation was found to be an important mediator of the relationship between sustainable leadership and human resource management practices. These results support the notion that sustainable leadership is beneficial in improving human resource management practices by means of organizational innovation in the educational contexts of the Kingdom of Saudi Arabia. Lastly, the study provides practical implications for policy makers and educational leaders to implement sustainable leadership strategies and improve human resource management, which in turn will help the long term success of educational institutions in the Kingdom of Saudi Arabia.

The Changing Role of Human Resource Management as a Driver of Innovation in New Organizational Forms

The Changing Role of Human Resource Management as a Driver of Innovation in New Organizational Forms

Reducing AI bias in recruitment and selection: an integrative grounded approach

Artificial Intelligence (AI) is transforming business domains such as operations, marketing, risk, and financial management. However, its integration into Human Resource Management (HRM) poses challenges, particularly in recruitment, where AI influences work dynamics and decision-making. This study, using a grounded theory approach, interviewed 39 HR professionals and AI developers to explore potential biases in AI-Recruitment Systems (AIRS) and identify mitigation techniques. Findings highlight a critical gap: the HR profession’s need to embrace both technical skills and nuanced people-focused competencies to collaborate effectively with AI developers and drive informed discussions on the scope of AI’s role in recruitment and selection. This research integrates Gibson’s direct perception theory and Gregory’s indirect perception theory, combining psychological, information systems, and HRM perspectives to offer insights into decision-making biases in AI. A framework is proposed to clarify decision-making biases and guide the development of robust protocols for AI in HR, with a focus on ethical oversight and regulatory needs. This research contributes to AI-based HR decision-making literature by exploring the intersection of cognitive bias and AI-augmented decisions in recruitment and selection. It offers practical insights for HR professionals and AI developers on how collaboration and perception can improve the fairness and effectiveness of AIRS-aided decisions.

An analytical study of the role of convolutional neural network-based SHRM perception on the mechanisms of employee proactive behaviour

In the era of globalization and intense market competition, strategic human resource management (SHRM) is critical for boosting corporate competitiveness. This study employs structural equation modeling (SEM) and multiple linear regression to uncover the complex influence of SHRM perceptions on employee proactive behaviors, and uses a convolutional neural network (CNN) to explore nonlinear relationships and validate the SEM findings. Results reveal that SHRM perception has a significant positive effect on employee proactive behavior (\(\beta = 0.254\), \(p<0.001\)). Mediators such as job self-efficacy and conceptual psychological contract play a positive role, with indirect effects of 0.1043 and 0.1726, respectively, while insider identity perception significantly moderates the relationship (\(\beta = 0.09\), \(p<0.01\)). The CNN model ranks the importance of variables in descending order as: conceptual psychological contract, job self-efficacy, SHRM perception, job category, and insider identity perception, consistent with the SEM results. These findings highlight the potential of CNNs to optimize HR strategies and enhance employee motivation.

The Impact of Resource Management on Water Supply Project Performance

Resource management has become a critical focus globally as nations strive for sustainability and efficiency in utilizing their natural assets. Despite significant efforts to improve water accessibility in Rwanda, water supply projects continue to face high failure rates, particularly due to inadequate resource management. The general objective of the study was to examine the effect of project resource management on performance of water supply projects in Rwanda, specifically, Financial Resource Management, Human Resource Management, and Material Resource Management. The study used Resource-Based View (RBV) Theory and Goal setting theory. The target population was 273 people who were members of the Water for All Rwanda Project. To find the right amount of data to collect, the researcher used Slovin's formula to get a sample size of 162 respondents. The sampling technique that was used in the research was stratified sampling to put respondents into their appropriate groups. Then the researcher proportionately selected respondents using simple random sampling. The study made use of a questionnaire, interviews, and documentation research to collect data. The study adopted descriptive and correlational research design. The researcher did a pilot study with 10% of the total sample size equal to 16 respondents. Content Validity Index was 0.8 and the overall reliability coefficient was 0.814 for all items. Data analysis involved descriptive and inferential statistics of correlation and regression analyzed by Statistical Package for the Social Sciences (SPSS) version 25. The findings for three hypotheses were at ?=.05 that: There is no significant effect of financial resource management, human resource management and material resource management on performance of water supply projects in Rwanda were rejected since P=0.000<0.05, confirming that they have a significant positive influence on performance of water supply projects. The study revealed that there is significant effect of financial resource, human resource, and material resource management on performance of water supply projects in the Water for All Rwanda Project. It is recommended that the Water for All Rwanda Project focus on enhancing financial resource management by improving funding timeliness and strengthening financial monitoring mechanisms to ensure efficient resource allocation. Future research needs to examine the effects of community involvement on project implementation of water supply projects.

Moderation Analysis in Business Research: Concepts, Methodologies, Applications and Emerging Trends

Moderation analysis is an essential statistical technique employed to examine the effect of the strength or direction of the relationship between two variables by a third variable, which is referred to as a moderator. This essay seeks to provide an all-encompassing model of moderation by explaining the definition, outlining different methodologies, and illustrating the practicability in various fields, such as human resource management (HRM), marketing, psychology, finance, and organizational behaviour (OB). In HRM, moderation analysis is used to determine how variables like perceived organizational support affect the relationship between work-life balance policies and employee commitment. In marketing, moderators such as brand trust affect the influence of corporate social responsibility (CSR) efforts on customer loyalty. Likewise, financial research applies moderation to determine how risk tolerance influences the relationship between financial literacy and investment choices. In OB and psychology, moderators like organizational culture and psychological safety are critical in influencing team dynamics and leadership effectiveness. In addition, new trends in moderation analysis, including the use of AI and ML, have improved the capability to identify intricate interactions in diverse fields. The paper addresses these developments and presents future research directions, such as longitudinal modelling and multi-level moderation analysis. By combining these findings, companies and researchers can improve contextual factors affecting decision-making and align strategies to maximize them.

Sustainable Human Resource Management in Emergencies: The Case of the Lithuanian Logistics Sector

Sustainable Human Resource Management in Emergencies: The Case of the Lithuanian Logistics Sector

Strategic Human Resource Management and Employee Outcomes: A Comprehensive Literature Review on the Impact of SHRM Practices on Job Satisfaction and Organizational Commitment

Strategic Human Resource Management (SHRM) has emerged as a critical approach to managing human capital by aligning HRM practices with organizational objectives. This literature review examines the impact of SHRM practices on job satisfaction and organizational commitment. Key SHRM practices such as training and development, performance appraisal, and compensation and rewards are analyzed in relation to their effects on employees’ attitude and organizational performance. This review synthesizes findings from prior research to establish a conceptual framework linking SHRM practices with job satisfaction and organizational commitment. The study highlights the significance of SHRM in fostering employee engagement, motivation, and retention. The review also identifies research gap particularly in the academic sector of Pakistan, emphasizing the need for further empirical studies.

Navigating between Grand Challenges and Unusual Work Setbacks: How Do Public Managers Use Strategic Human Resources Management?

Navigating between Grand Challenges and Unusual Work Setbacks: How Do Public Managers Use Strategic Human Resources Management?

In the labyrinth of culture. Professional development paths for public cultural organizations’ workers

ABSTRACT This article focuses attention on a somewhat overlooked topic of professional development of non-artistic workforce of public cultural organizations (PCO). The research problem of this study was formulated in a form of question: How the career paths of workers of public cultural organizations are shaped? The study allowed to capture the specific types of professional paths of the non-artistic PCO’s workforce and factors that influence their careers’ patterns. The findings are presented in 3 sections: (1) typology of professional development models in PCO, (2) factors shaping the career paths of PCO workers and (3) A vision for the future of PCO. Data used in this article are derived from research composed of 51 in-depth interviews with PCO workforce in Poland. These findings contribute to the knowledge of the human resources management of public cultural organizations workers and present a set of implications for PCO policy.

Disruptive Technologies in HR Practices in The Current Business Landscape -A Review

The advent of disruptive technologies is significantly transforming the human resources (HR) function in today’s business environment. As organizations increasingly adopt innovative tools and practices, HR is evolving to become more agile, data-driven, and employee-centric. This review examines the impact of disruptive technologies on HR, highlighting how they are reshaping traditional practices and enabling organizations to meet the demands of a rapidly changing workplace. From artificial intelligence and automation to advanced analytics and cloud-based platforms, these technologies are driving efficiency, enhancing decision-making, and fostering a more proactive approach to talent management. The paper underscores the need for HR to embrace these disruptions, reinvent its strategies, and align itself with the future of work. This study delves into the disruptions reshaping HR practices, emphasizing the need to reengineer existing HR management frameworks to adapt to these changes. The paper explores various HR disruptions, highlighting how businesses must evolve to address future challenges posed by disruptive innovations. It underscores the necessity for HR to disrupt its traditional approaches, reinvent its services, and align itself with the demands of a rapidly changing landscape.

The Role of HRM in Building Resilience: The Relationality Imperative in Times of War

ABSTRACTThe increase in natural and manmade disasters around the world in which organizations need to operate has brought the concept of organizational resilience to the forefront. To understand the role that HRM can play in fostering resilience in extreme contexts, we adopt a resource‐based lens through the conservation of resources theory, to explore how organizations protected, gained, and retained employees as their most valuable resources in the face of the extreme context of war. Specifically, we investigated the underlying mechanisms that allowed organizations operating in the extreme context of the Syrian civil war, to increase their and their employees' resilience through their HR departments. Using a qualitative interpretive approach based on the narratives of HR managers and employees working in Syria during the civil war, we explore the role of HRM in building individual and organizational resilience. Our findings point to two mechanisms that HR departments relied on to protect resources and acquire new ones. First, HR departments adopted relationality practices, enacted by their managers, focused on investing in employees' psychological capital and wellbeing. Second, HR departments leveraged technology for recruitment and training purposes to attract and develop employees. Additionally, the extreme context characterized by scarce resources may have triggered the “strategification” of HR departments and transformed them, into strategic partners playing a critical role in their respective organizations' survival. We contribute to the literature on organizational resilience by highlighting the important relational role HRM can play to foster individual and subsequently organizational resilience.