Human Resource Management Performance Research Articles

The Impact of Green Human Resource Management on Green Recovery Performance: A Moderated Mediation Model

The main idea of this paper is to highlight the importance of environmental sustainability along with importance of implementation of green human resource management practices within an organization. Mediating role of pro environmental behaviors between the relationship of green human resource management and green recovery performance is the focus of study. It also looks at the moderating effect of ethical leadership style to achieve enhanced green recovery performance. The approach used for this study is quantitative and deductive. The researcher collected data through an electronic questionnaire and personally administration from 10 industries selected as per convince from PBD. Hayes process was used to analyze the mediating effect. Two hundred and fifty responses used as a sample for this study. The results confirm the findings of previous\researches conducted in other cultures. It also confirms that pro environmental behavior mediates the relationship of green human resource management and green recovery performance, and the Ethical leadership style (ELP) not moderate the relationship between GHRM and GRP and between GHRM and PEB respectively. This research provides guidelines for the researchers, policy makers, and managers.

OPTIMIZING HUMAN RESOURCES MANAGEMENT FOR ENHANCED PERFORMANCE IN NATIONAL INDEPENDENT POWER PROJECTS

Explores the critical role of human resources management (HRM) strategies in the success of National Independent Power Projects (NIPPs). This study investigates how HRM practices, such as recruitment, training, performance evaluation, and talent management, impact the performance and efficiency of NIPPs in delivering reliable and sustainable electricity generation. Through a comprehensive analysis of HRM strategies and their alignment with organizational goals, this research aims to identify best practices and challenges in HRM implementation within the context of NIPPs. By examining the nexus between HRM and project performance, this study offers insights into strategies for optimizing HRM practices to enhance the operational effectiveness and long-term viability of NIPPs in meeting the energy needs of the nation.

Becoming aware of the role of OCB in determining the relationship between HRM practise and performance: Evidence from social enterprise

The purpose of this study was to examine the influence of human resource management (HRM) practice variables on performance, with organizational citizenship behavior (OCB) as a mediating variable. This research specifically uses social enterprise as study material due to the different characteristics of social enterprise from other organizations in terms of organizational governance, where commercial logic and social logic are combined. This study uses a quantitative approach, involving 100 worker respondents in social enterprises in a survey, to see the influence of HRM practice variables on organizational performance with OCB as a mediator. Based on the results of data analysis using SEM-PLS, it was found that HRM practices have a significant effect on organizational performance. When the OCB mediates this influence, it is well known to be even stronger. The study's findings practically affect how human resource policies are decided since they suggest that practices should be created to encourage workers to perform to their highest potential.

Research on the Influence of High Performance Human Resource Management Intensity on Employee Engagement

In recent years, enterprises pay more and more attention to the work of high-performance human resource management. Through the effective transmission of relevant information, employees are encouraged to have a correct working attitude. Based on previous work experience, this analysis summarizes and analyzes the effect of high performance human resource management intensity on enterprise development, and proposes new solutions for employee engagement, makes employees feel the organization's concern and sense of belonging, strengthens the relationship between human resource management and employees' personal goals, and improves the communication effect between enterprises and employees. This paper discusses the influence of high performance human resource management intensity on employee engagement analysis and suggestions.

Research on Issues Related to Performance Appraisal of Enterprise Human Resource Management

In recent years, the importance of human resource management in enterprises has been gradually highlighted, and human resource management performance appraisal, as one of the key indicators for evaluating the effectiveness of human resource management in enterprises, it has attracted much attention. By comprehensively analyzing the existing research results, this dissertation discusses the relevant problems in enterprise human resource management performance appraisal, including the unclearness of goal setting, the difficulty of selecting appraisal indexes, the incompleteness of assessment methods, and the lack of employee participation. It further analyzes the impact of these problems on the results of enterprise performance appraisal and proposes corresponding improvement measures, it aims to provide reference for enterprises to enhance the effectiveness of human resource management performance appraisal.

Unilever‘s Practice on AI-based Recruitment

Artificial Intelligence (AI) is shaping the reality of human resource management (HRM). It is ideal for HRM to do predictive decision-making tasks like recruitment and selection. Talent acquisition includes identifying qualified candidates, aligning assessment methods with job or performance-related criteria, and managing administrative discretion in the hiring process. Other threats like high volumes of applications, biases in candidate selection, and a shortage of qualified candidates also bother recruiter teams. While AI-based recruitment supported by the natural language process (NLP) addresses such challenges by automating or augmenting various aspects of recruitment, such as sourcing, screening, and interviewing candidates. Unilever started its partnership with HireVue and Pymetrics to design a system of recruitment, selection and onboarding supported by AI in 2016. This article uses the case analysis method to discuss Unilever’s application of AI in the recruitment and selection process. The analysis will be conducted in the context of social network site (SNS), gamification, and verbal computer mediated communication (VCMC). Unilever saved bunches of time and cost, while improving its HRM performance. Such decision-making tools associated with AI raise concerns of bias and private crisis. This article is also aimed to discuss such a phenomenon in the context of Unilever. Talent acquisition by AI is an inevitable trend. This article is helpful as a benchmark.

Green human resource management and environmental performance: mediating role of green innovation – a study from an emerging country

PurposeThis study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge related to the role of firms’ GHRM activities in cultivating eco-responsible behaviors among employees, considering green innovation (GI) as a mediator.Design/methodology/approachFor this study, data of 579 respondents were collected from employees working in the manufacturing industry in India. In all, 579 employees from the manufacturing sector in India participated in the study. The proposed model was tested using SMART PLS 3.3.FindingsThe findings of this study stated that GHRM was found significantly to predict ENVP in the Indian manufacturing industry, and GI exhibited partial mediation. This study emphasizes that GHRM activities carried out by firms encourage employees to engage in innovation to develop green products and find novel green operation processes to improve firms’ ENVP.Research limitations/implicationsAs this study is limited to manufacturing organizations in India, the results of this study cannot be generalized; future studies may examine the proposed model in different contexts to generalize findings.Originality/valueThis study encourages policymakers to devise laws to enable organizations to implement GHRM practices. This study contributes to the existing literature on the environmental aspects of corporate social responsibility and environmental management. This study is one of the few attempts that seek to assess the relationship between GHRM, ENVP and GI in the Indian manufacturing industry. The contribution of this paper is significant to limit GHRM literature, as it empirically investigates the association between GHRM and ENVP.

Retracted: Research on Human Resource Management Performance Evaluation Method Based on Chaos Optimization Algorithm

Retracted: Research on Human Resource Management Performance Evaluation Method Based on Chaos Optimization Algorithm

Efficiency, quality, and management practices in multidisciplinary and traditional diabetes healthcare services in Mexico

AbstractDiabetes is a major health issue in middle-income countries like Mexico. Multidisciplinary healthcare (MHC) models aim to improve diabetes care and reduce costs. However, the relationship between management practices, efficiency, and quality of care in MHC and traditional healthcare (THC) models is unclear. This study evaluates the efficiency and quality of diabetes healthcare models in Mexico, identifying associated management practices. Methodology. Data from a retrospective longitudinal analysis were used to compare 20 THC and 20 MHC. Technical efficiency (TE) scores were estimated using data envelopment analysis (DEA), quality scores were calculated based on provider competence and patient performance. The relationship between efficiency, quality, and management practices was analyzed using positive deviance regression. Results. DEA analysis indicate higher TE in MHC units (mean score: 65, SD = 19) compared to THC units (mean score: 24, SD = 23). MHC units scored 78.55 (SD = 18.71) in performance score, while THC units scored 37.7 (SD = 18.97). MHC units also outperformed THC units in competence scores (mean: 68.71, SD = 18.31 vs. 49.97, SD = 23.31). Several management practices were associated with best performance in terms of both efficiency and quality strategic thinking, human resource management, financial management, operations management, performance management, and governance. Conclusion. This study highlights the higher efficiency of MHC models in diabetes care compared to THC models in Mexico. However, both models require improvement in quality. Understanding the relationship between management practices, efficiency, and quality can guide policymakers in enhancing diabetes care in low- and middle-income countries.

Esnek İnsan Kaynakları Yönetiminin İş Performansına Etkisinde İşe Adanmışlığın Aracı Rolü: Bankacılık Sektöründe Bir Araştırma*

Aim. This research examines the mediating role of work engagement in the relationship between flexible human resources management and job performance in the banking sector. Methodology. The research was designed according to quantitative and cross-sectional research methods. The research sample group consists of 384 people working in the Istanbul branches of privately owned deposit banks. Research data was collected by random survey method. Three scales with seven degrees related to conceptual structures and a demographic questionnaire about the participants were included in the questionnaire form. Security and validity analysis, correlation analysis between variables, and exploratory and confirmatory factor analyses were performed to analyze the data. Structural equation modeling was used for model validity, hypothesis testing, and mediation analysis. Data analysis was performed using SPSS 24 and AMOS 24. Results. In the correlation analysis, significant relationships were found between all the variables in the research model. According to the regression analysis results, the change in the variables of job performance and work engagement of flexible human resources management showed that work engagement significantly predicted the change in job performance. In the mediation analysis, the variable of work engagement has been seen that it has a strong mediating effect on the relationship between flexible human resources management and job performance. Originality. In the literature, no research tests the mediating role of work engagement in the relationship between flexible human resource management and job performance in the Turkish banking sector. In this aspect, research is a valuable contribution for researchers and practitioners.

Investigating the link between socially-responsible HRM and organizational sustainability performance – an HRD perspective

PurposeThe paper aims to investigate the impact of socially-responsible human resource (SR-HR) practices on organizational sustainability performance (OSP) in Indian business organizations that are mandated to publish business sustainability and responsibility reporting.Design/methodology/approachData were obtained from 620 working professionals employed in the organizations listed on National Stock Exchange in India. The proposed hypotheses were tested by deploying the statistical technique of multiple regression analysis using SPSS Version-21.FindingsThe results demonstrated that overall, SR-HR practices impact OSP. More precisely, all the dimensions of SR practices are positively associated with the organization’s financial performance, environmental performance and social performance (SP). There was a relatively higher significant impact of legal-oriented human resource management (HRM) on organizational economic and ecological performance. However, in the case of SP, a substantial effect of employee-oriented HRM was found.Practical implicationsStudy findings encourage HR practitioners to invest in SR-HR practices to build and strengthen employees’ abilities and contributing to sustainability goals.Originality/valueThis study is one of the few studies conducted in the Indian context that highlights the relevance of the convergence of HRM, human resource development and corporate social responsibility to realize sustainability goals.

Effect of public relations planning on human resource management performance of the Independent National Electoral Commission in Nigeria

Effect of public relations planning on human resource management performance of the Independent National Electoral Commission in Nigeria

HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE

Human resource management is one of the most important components to increase organizational performance. This is because human resources are the most valuable assets that can drive the organization to grow and prosper, and to be able to compete in the global market. This paper aimed to study the important components of human resource management and a linkage between human resource management and organizational performance based on the literature review. The results of the study showed that human resource management can help the organization to elicit and extract knowledge, skill, expertise, talent and competency of employees to work for the success and growth of the organization. Without effective human resource management, the organization cannot run its business to reach its goals and objectives. Therefore, each organization focuses on recruiting and selecting knowledgeable, skillful and competent employees and pay them with fair benefits and compensation to create their organizational commitment so that that they work to increase organizational performance. In addition, the organization should train unknowledgeable and unskillful employees to have more knowledge and skills required to work for the organization.

The Role of Green Training in the Ministry of Education’s Corporate Environmental Performance: A Mediation Analysis of Organizational Citizenship Behavior towards the Environment and Moderation Role of Perceived Organizational Support

Recently, the relationship between green human resource management (GHRM) and environmental performance has received a lot of attention from scholars. Teaching, training, and research and development carried out in higher education institutions, which are crucial sources for the promotion of sustainability, encourage GHRM. Using signaling theory, this study aimed to deal with the different roles of green training in the Ministry of Education’s corporate environmental performance. The mediation analysis of organizational citizenship behavior towards the environment was considered and the moderation role of perceived organizational support was evaluated. A survey was prepared to analyze the opinions of managers and staff of the Ministry of Education in Iran. After collecting the surveys, 211 complete responses were analyzed and the most important results from these surveys concluded that: (1) the important tools in adopted strategies for green training improve organizational citizenship behavior towards the environment (OCB) and the Ministry of Educations’ environmental performance; (2) the role of OCB in mediating the effects of training on corporate environmental performance (CEP) is essential; (3) perceived organization support (POS) has a moderation role between green training and CEP.

The Mediator Role of Job Satisfaction (JS) Among the Relationship Between Electronic Human Resource Management (E - HRM), Employee Performance (EP), and Organizational Commitment (OC)in Family-Owned Small Middle Enterprises (SMEs)in China

Purpose – This study explores the relationship between IVs [Electronic Human Resource Management (E - HRM) and Employee Performance (EP)], MV: Job Satisfaction (JS) and Organizational Commitment (OC) is the focus in the context among Small and Medium-sized (SEMs)Family Enterprises in China. Design/methodology/approach – 150 samples can be collected from Small and Medium-sized (SEMs) Family Enterprises in China by utilizing the convenience sampling method. And analyzing method in this study, the quantitative method can be selected by adopting IBMSPASS and PLS-SEM. Findings – Both E-HRM (β=0.380, p<0.01) and EP (β=0.545, p<0.01) have a significant positive impact on Job Satisfaction (JS). Job Satisfaction (JS) is an important factor affecting Organizational Commitment (OC). Job Satisfaction (JS) was included in the proposed model as an intermediary variable. Research limitations/implications – the moderating role of JS in the relationship between IVs (E - HRM, EP) and OC was studied using quantitative methods. The research background and research data are limited to small and medium-sized family enterprises and employees in China. Originality/value – By studying the relationship between IVs (E - HRM and EP), MV (JS), and OC, this paper will help to better understand how different E - HRM and EP affect JS, and how JS affects employees For corporate OC's. With the increasing market competition and rising labor costs in China, improving employees' OC for enterprises may be an important means to cope with future competition.

Green Human Resource Management (GHRM) and Environmental Performance in Pakistani Hotel Industry: The Role of Green Perceived Organizational Support (POS), Pro-Environmental Behavior and Green Innovative Work Behavior (GIWB)

The aim of this research is to examine the effect of GHRM practices on hotel environmental performance in Pakistan. The study further analyze the effects of green POS, pro-environmental behavior, or green innovative work behavior (GIWB). The target area was belong of five-star hotel workers in Pakistan. PLS-SEM was used to analyse data gathered by a survey questionnaire from 225 workers. According to the findings green POS, which leads to pro-environmental behavior and GIWB, was establish to be a powerful predictor of GHRM practices (green recruitment or hiring, green training, green rewarding, or green performance assessment). The results also revealed that pro-environmental behavior or GIWB had a momentous effect on hotel environmental performance. Moreover, Green HRM practices are considered to indirectly contribute to environmental performance via green POS, pro-environmental behavior, and GIWB. This research is one of the unique efforts in the area of environmental management to incorporate GHRM practices with green POS, pro-environmental behaviors, and GIWB. It makes a clear contribution towards a new streamline of research to realize the critical function of GHRM exercise to modify the environmental performance in hotels. The research aggregation have suggested GHRM is an important indication for supporting green POS and encouraging pro-environmental behaviors, as well as GIWB. It can support hotel managers to promote the green POS among the employees by practicing the GHRM practices that enables pro-environmental behavior and GIWB to solve the hotel industry's increasing environmental problems. Recent research suggests that managers should maintain and follow GHRM efforts and policies to improve environmental performance.

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.

Analyzing Human Resource Management and Contextual Performance link through Perceived Organizational Support: A case of University of the Punjab

Analyzing Human Resource Management and Contextual Performance link through Perceived Organizational Support: A case of University of the Punjab

The Link between HRM Practices and Performance in Healthcare: The Mediating Role of the Organizational Change Process.

The role of human resources as a change agent in the organizational change process holds great importance. Hence, it is crucial to identify ways human resources can support change. This paper investigates the direct and indirect relationships between human resource management (HRM) practices and organizational performance, as well as the mediating role of the organizational change process in these relationships. The proposed model integrates primary HRM practices, organizational change components, organizational performance, employee retention, and organizational abandonment. We collected data to evaluate the relationships between the model variables through a survey questionnaire applied to 441 Romanian employees in the healthcare industry. The paper used structural equation modeling to test the model's validity and hypotheses. The results show that HRM practices directly impact organizational performance and have a mediated impact through the organizational change process. Additionally, the direct and mediating effects are consistent, and healthcare employers consider appropriate HRM practices and effective management of the organizational change process as essential drivers to achieve superior performance. The empirical findings provide valuable insights for government policymakers, stakeholders, and health managers on how suitable HRM practices can influence organizational performance.

A Study on Strategic Human Resource Management and Organizational Performance

Organizations understand that in the current economic and social climate, a lasting competitive edge over competing enterprises is necessary for success. Sources of competitive advantage have historically included things like natural resources, economies of scale, technological expertise, and quality. While the aforementioned criteria remain a competitive advantage, the management of human resources is becoming more complicated and presents ongoing problems to businesses. Employees in the Indian workforce have developed new standards for organizational ethics and leadership to keep up with the increasing globalization of the economy. Using HRM strategically is likely to be one of the most significant factors of organizational success, according to studies.