Human Resource Management Performance Research Articles

Sustainable Human Resource Management and Organizational Outcomes: A Dynamic Capability Perspective

Drawing on dynamic capabilities perspective, this research examines the relationship between Sustainable Human Resource Management (HRM) and firm innovation performance and financial performance. We suggest that Sustainable HRM positively influences firm innovation performance and financial performance, and these effects are mediated by a dynamic capability, organizational resilience. Moreover, under higher level of environmental dynamism, the positive effects of Sustainable HRM on firm innovation performance and financial performance are stronger. In addition, environmental dynamism also moderates the indirect effect of Sustainable HRM on firm innovation performance/financial performance through organizational resilience. We tested the predictions in two empirical studies. In Study 1, we developed and validated our Sustainable HRM scale through a qualitative study and a series of quantitative studies. In Study 2, using data from a sample of 181 companies in China, we found support for our hypotheses. The theoretical and practical implications of our findings as well as limitations and future research directions are discussed.

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

All enterprise components and business activities are centered on the customer. Whether human resource management is reasonable and effective not only is a matter of human resource management, but also directly influences whether other resources can be used reasonably and effectively, and determines the efficiency of business operations. In human resource management, perfect performance evaluation criteria are developed based on the actual situation in order to evaluate employee productivity and work ethic. Nonetheless, in the process of actual enterprise HR management performance evaluation work, there are not only imperfect performance evaluation standards, but also relatively objective evaluation standards, and HR cannot conduct a comprehensive analysis of each position, which has a negative impact on the quality of enterprise HR management work. This paper improves the performance evaluation model for the original data mining and proposes a human resource management performance evaluation method based on chaotic optimization algorithm, which generates the initial values of evaluation data through chaotic logistic mapping, bringing the initial data closer to the optimal value, reducing the impact of random initialization on the algorithm’s performance, and when the model is trained, it can make the algorithm’s performance more stable. Capability thereby addresses the flaws in the original evaluation method. Experiments demonstrate that our method significantly improves the precision of model training and prediction.

The Role of Human Resource Planning, Promotion and Training in Human Resource Management Performance Evaluation of Soft Drink Manufacturing Industry in Sudan (2008-2013)

The Role of Human Resource Planning, Promotion and Training in Human Resource Management Performance Evaluation of Soft Drink Manufacturing Industry in Sudan (2008-2013)

THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND PERFORMANCE OF PUBLIC UNIVERSITIES IN KENYA A CRITICAL LITERATURE REVIEW

Purpose: The main aim of this study is to establish the relationship between human resource management practices and performance of public universities in Kenya. Methodology: The paper used a desk study review methodology where relevant empirical literature review was reviewed to identify main themes and to extract knowledge gaps. Findings: The objective of this study was to establish the relationship between strategic human resource management practices and performance of public universities in Kenya. Based on previous studies, resourcing practices, reward management and training and development were expected to have a positive effect on performance Unique Contribution to Theory and Practice: With due regard to the ever-increasing desire to have high organizational performance in public universities there is need to invest in various strategies. This should be done in a manner in which all the stakeholders are happy

Is There a Link Between Green Human Resource Management and Consumer Buying Behavior? The Moderating Role of Employee Diffidence.

Green Human Resource Management (HRM) supports promoting and incorporating sustainable development with regard to their resources. Managers and customers actively utilize the limited resources efficiently and effectively to accomplish environment-friendly goals and objectives. The study focuses on investigating the moderating role of diffidence between Green HRM, among eco-friendly behavior and Employee Performance of frontline employees of the hospitality sector. Two hundred ten individuals particapted in the research from hospitality sector with regard to examine green HRM policies of employees along with their influence on consumer buying behvaiour. Frontline employees incorporated the data on HRM performance, eco-friendly behavior, and diffidence. Besides, consumers gave their opinion on consumer buying behavior. The study’s findings revealed that Green HRM, aka Green HRM, directly impacts consumer behavior. In addition to this diffidence moderates the relationship between Green HRM and employee performance and employee eco-friendly behavior. Besides, future studies can explore the clothing and banking sector as the current study was conducted in fast food sector.

Green Human Resource Management and Sustainable Performance With the Mediating Role of Green Innovation: A Perspective of New Technological Era

The purpose of this study is to investigate the relationship between green human resource management bundle practices and green innovation and their impact on sustainability performance as measured by the Triple Bottom Lines (i.e., environmental, social, and economic performance). It is decided to use a quantitative approach in order to collect data from 335 small- and medium-sized (SMEs) businesses operating in the Kingdom of Saudi Arabia, through a customized survey. Structure equation modeling was applied through smart PLS to analyze the collected data. Results show that green human resource management bundle practices have a positive and significant impact on the sustainable performance of SMEs. Furthermore, results indicate that green innovation has a significant impact on sustainable performance and green innovation partially mediates the relationship between green human resource practices and sustainable performance of SMEs. This study demonstrates that the implementation of GI by firms can be enhanced through the use of GHRM, which, in turn, would enhance the firms’ sustainability. Additionally, this study both confirms and enhances the traditional understanding. The study also depicts that environmental management practices in the human resource and innovation sectors can result in greater sustainability.

Research on the Effective Application of Human Resources Performance Management in Enterprises

Research on the Effective Application of Human Resources Performance Management in Enterprises

Talking about the Innovative Application of Big Data in Enterprise Human Resources Performance Management

With the advent of the wave of big data, data has become an important information asset. With data information, we have the ability to gain insight into market conditions and strengthen management. The use of big data technology to conduct statistics, analysis, and mining of massive information can make information assets play a very high value in corporate strategy formulation and accurate decision-making. However, the traditional performance management concepts and management methods have not adapted to the development requirements of the times, and there are various drawbacks. This paper analyzes the impact of big data on enterprise performance management. Combining the key aspects of the company’s performance in the old data era, a new method of company performance management and the subsequent innovative development path are proposed. Recognition frameworks, employee similarity, FCM, and other assessment formulas are emphasized. From the employee’s work attitude, workability and appearance, and daily performance, combined with the calculation of employee benefits, the evaluation is more clear; after the implementation of the material reward experiment, the attendance rate increased by 16.3%. At the same time, the workload was gradually refined, from quantitative to qualitative, and sales increased by 28.6%, maximizing the advantages of human resources and promoting the sustainable development of the enterprise.

The threshold effect of commitment-oriented HRM practices on employee job performance: the role of employee age

PurposeTo reconcile the mixed findings on commitment-oriented human resource management (HRM) on employee job performance, this study tests whether commitment-oriented HRM has a threshold effect on employee job performance and when this threshold effect matters. The authors further tested the role of employees' age in the relationships.Design/methodology/approachThe authors conducted a survey and collected data from 601 employees in 32 firms in China, and used a multilevel approach to test the hypothesis.FindingsThe results showed that the association between commitment-oriented HRM and employee job performance was J-shaped, meaning that commitment-oriented HRM was positively related to job performance when the degree of commitment-oriented HRM exceeded a threshold. Moreover, the authors found that employee age moderated this J-shape relationship. Specifically, the curvilinear relationship between development commitment-oriented HRM and job performance was stronger in younger employees. Contrary to our prediction, the results showed that younger employees reacted more strongly to improve job performance than older employees when maintenance commitment-oriented HRM exceeded a moderate degree.Originality/valueThe findings on the J-shape effect and moderating role of employee age on the J-shape provided critical insights into understanding the mixed results of the effect of HRM. Additionally, this study provided new insight in the linkage between HRM practices and employee outcomes.

Human resource management and performance in Ibero-America: Bibliometric analysis of scientific production

For years, human resources management has been considered a relevant factor to improve the levels of performance and competitiveness of organizations. Therefore, it has increasingly captured the attention of researchers at a global level. This paper aims to analyze such context in Ibero-America from a bibliometric perspective – the construction of knowledge in the field of human resources management and organizational performance. With that purpose, articles published in the main collection of Web of Science between the years 2010-2020 are analyzed with the help of Bibliometrix and VOSviewer. The results show that Spanish, Brazilian, and Portuguese researchers are the most productive of the group, and that Brazilians are equally the most influential. Likewise, there is a low participation of Latin American authors in prestigious international journals, and little cooperation with the most prestigious universities worldwide. The paper concludes that, in general, when compared to global production, Ibero-American production is still marginal, pointing to a challenge for these authors, especially for Latin Americans. This is a pioneering study, the first attempting to characterize Ibero-American scientific production in the field of human resources management and organizational performance.

Strategies Adopted to Achieve Competitive Advantage of Commercial Banks in Nakuru County, Kenya

Commercial banks carry out a particularly critical role in an economy’s progression and development. As such, a banking sector that is competitive strengthens economic stability and efficiency, promoting social welfare by way of offering financial services and allocating funds to firms and households. The recent collapse of three large commercial banks in Kenya and their ensuing placement on receivership and liquidation highlight the inadequacies by commercial banks in the country to formulate and adopt strategies that at aim at not only ensuring a sufficient customer-base that translates to core deposit growth but also competitiveness and eventually competitive advantage. Against this backdrop, the study set out to assess competitive advantage among commercial banks is influenced by strategic adoption with a focus on Nakuru County, Kenya. Anchored on the resource-based view and dynamic capability theories, the study took the descriptive survey research design, targeting 68 bank operations and branch managers from the 34 commercial Banks in Nakuru Town. These were reached on census survey approach, utilizing primary data collected by use of questionnaires that are structured in design. Descriptive statistics were analysed using frequency counts, percentages, and means. Inferential statistics were analysed using regression model. The study employed regression analysis to assess the association between the predictor and outcome variables. Findings show that firm infrastructure, human resource management, and technology are significantly associated with commercial banks’ competitiveness in Nakuru County, while procurement practices are not. It is concluded that firm infrastructure, human resource management, and technology have a significant effect on commercial banks’ competitiveness in Nakuru County while procurement practices do not. The study recommends that commercial banks seeking to improve their competitive advantage in the country should invest in adequate firm infrastructure, high performance human resource management practices, pertinent technology and in proper procurement practices.

HRM Comparative Performance and Practices within MNCs’ subsidiaries in Kazakhstan

The issue of human resource management (HRM) is critical to economic growth, particularly in the countries like the Commonwealth of Independent States (CIS) and in the transition economies of Central and Eastern Europe (CEE). The growing number of multinational corporations (MNCs) as one of the main drivers of the internationalization process in the HRM sector has attracted considerable attention from management scholars worldwide. The aim of this report is to discuss and analyse HRM performance and HRM practices in subsidiaries of MNCs in Kazakhstan, as the largest recipient of foreign direct investment (FDI) among CIS countries. The methodological approach of this study is based on the analysis of Poór et al. (2017) work on HRM performance and practices combined by cross-cultural management (CCM) of HRM in GLOBE study (House et al., 2004). It found that the subsidiaries of the MNCs in Kazakhstan tend to adopt the divergence of HRM functions and practices instead of the convergence concept by giving more freedom to the local HR departments in managing their HR roles and strategies. In terms of leadership style, Kazakhs prefer charismatic and team-oriented styles and belong to the societal cultural practices in the cultural dimensions of power distance and group collectivism. The implication practices of the study may help HR practitioners in both private sectors and public government administrations to understand about the importance of HRM policies and practices characteristics and behaviours amongst the MNCs subsidiaries a country, in achieving and improving labor productivity and business efficiency.

Exploring Human Resource Competence and Management Performance of a Village-Owned Enterprise

This study aims at investigating the competence of human resources of BUMDes Blulukan in managing the business that leads to green entrepreneurship. This study uses a qualitative descriptive method using interviews and questionnaires as a data collection technique The conclusion of the study shows that the human resources in the BUMDes have adequate competence and level of understanding on green entrepreneurship, as seen from the effort in managing waste by creating products with higher selling points to improve the village communities' welfare in yielding innovative products from waste and generating income for village community products with high-selling values.
 AbstrakTujuan penelitian ini adalah melihat kemampuan Sumber Daya Manusia studi kasus pada BUMDES Blulukan dalam mengelola bisnis yang mengarah kepada green entrepreneurship. Penelitian ini menggunakan metode deskriptif kualitatif dengan cara wawancara dan penyebaran kuesioner sebagai teknik pengumpulan datanya. Kesimpulan penelitian menunjukkan bahwa kemampuan dan tingkat pemahaman SDM BUMDES terkait green entrepreneurship sudah cukup baik dengan melakukan pemanfaatan pengelolaan sampah menjadi nilai jual yang dapat meningkatkan kesejahteraan desa pada produk inovasi berupa pemanfaatan limbah sampah yang sebelumnya menjadi keresahan desa diolah menjadi produk yang menghasilkan nilai jual.

Linking brand Relationship between human resource management

The current study examined the relationship between human resource management (HRM), brand positioning, leadership management and brand performance. This relationship is examined in relation to the textile industry of Thailand. The mediating role of brand positioning and leadership management is also considered between HRM and brand performance. To address this relationship, the current study collected data from textile companies of Thailand. The managerial employees working in textile companies were considered as the respondents. A questionnaire was designed by using previous studies and primary data is collected. Data analysis is managed by using statistical tool. It is found that; HRM has influential role to enhance brand performance. The implementation of HRM practices in textile companies can enhance brand performance through brand positioning. HRM has positive role to effect brand positioning which further lead to the brand performance. Additionally, HRM effect positively on leadership management which causes to increase brand performance. Finally, this study recommended the textile companies to promote HRM practices to enhance brand performance.

Linking brand Relationship between human resource management

The current study examined the relationship between human resource management (HRM), brand positioning, leadership management and brand performance. This relationship is examined in relation to the textile industry of Thailand. The mediating role of brand positioning and leadership management is also considered between HRM and brand performance. To address this relationship, the current study collected data from textile companies of Thailand. The managerial employees working in textile companies were considered as the respondents. A questionnaire was designed by using previous studies and primary data is collected. Data analysis is managed by using statistical tool. It is found that; HRM has influential role to enhance brand performance. The implementation of HRM practices in textile companies can enhance brand performance through brand positioning. HRM has positive role to effect brand positioning which further lead to the brand performance. Additionally, HRM effect positively on leadership management which causes to increase brand performance. Finally, this study recommended the textile companies to promote HRM practices to enhance brand performance.

Greening the workforce in higher educational institutions: The pursuance of environmental performance.

The research aims to examine the role of green human resource management (GHRM) in the university's environmental performance. Furthermore, this research also focuses on the mediating effect of green commitment and pro-environmental behavior. It also aims to check how green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. The paper opted for a quantitative design using the convenience sampling technique/approach by collecting the data through a structured questionnaire on 208 academic staff currently employed in the university. The data were collected from August until December 2021 on two campuses (Gujranwala, Jhelum) of the University of Punjab in Pakistan. The current study results give empirical insights that show how green human resource management practices lead to environmental performance at a greater level in a university setting. Study results proposed that change in behavior of employees through human resource management practices can ultimately affect the organization's environmental performance. Further results also demonstrate that green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. This study highlights the role of the university staff's level of commitment and self-efficacy, which are beneficial for enhancing the university's environmental performance. The originality of this study fills the gap in how green commitment mediates the relationship of green human resource management and environmental performance further; it fulfills the gap of green self-efficacy that moderates the relationship of pro-environmental behavior and green commitment. The study sheds light on green human resource management practices in the higher education sector. It emphasizes the vital role of academic staff's environmentally conscious behavior in enhancing a university's environmental performance. The further study highlighted the increasing concept of green human resource management as a set of building the ability, enhancing motivation, and providing opportunities to influence workers' pro-environmental behaviors. The conclusion of the current research was capable of validating the positive concerns of green GHRM, behaviors, and commitments for environmental performance.

Research on Enterprise Human Resource Performance Management Innovation in the Era of Big Data

With the rapid development of Internet information technology, big data has become an important feature of today's era. Under the background of the big data era, the popularity of the Internet, the development of artificial intelligence and the application of information technology help to tap the potential of employees, optimize the enterprise organizational structure and realize the informatization and systematization of enterprise human resource performance management, so as to improve the work efficiency of enterprise human resource performance management and help enterprises achieve strategic objectives. The traditional human resource performance appraisal methods have some problems, such as strong subjectivity, low intelligence, insufficient application of performance management achievements and so on. Based on the era background of big data, this paper explores the innovation path, influence mode and application methods of enterprise human resource performance management, so as to further promote the development of research in relevant fields and provide reference for the practical application of enterprise management in improving evaluation methods, designing evaluation system, optimizing the key links and so on.

A Method for Enterprise Network Innovation Performance Management Based on Deep Learning and Internet of Things

In the Internet era, traditional performance management has failed to satisfy the modern enterprise development; therefore, enterprises must achieve timely innovation and improvement of performance management. The application of performance management in state-owned firms promotes employee motivation and skill development, as well as the development of innovative thinking. Performance effect, therefore, on the role of management in the state-owned enterprise development is bigger, especially because of the influence of traditional human resources performance management mode. The further development of state-owned enterprise resource management work affected the operation and management of state-owned enterprises. Therefore, state-owned enterprises must further optimize the path of performance management, to achieve its fine development. In view of this, this paper deeply analyzes the problems existing in the current performance management of state-owned enterprises and puts forward optimization methods for the problems, aiming at providing help for the optimization of the performance management of state-owned enterprises. In essence, a value network is a value symbiosis system between firms that involves resource sharing, value cocreation, risk sharing, and benefit win-win situations. The formation and development of value network not only extremely change the industrial structure and mode of production, but also have an important impact on enterprise innovation mechanism. Enterprise innovation under the value network system has become the focus of academic and business circles. With the rapid development of machine learning and internet of things (IOT) technologies, as well as China’s urbanization, China’s agriculture is embracing new development opportunities. Using artificial intelligence (AI) technology to effectively mine agricultural big data and realize effective control and management of intelligent agriculture has become a research hotspot and difficulty. Based on recurrent neural network (RNN) and IOT technology, this paper proposes an enterprise network innovation performance management path optimization system.

Application Research of Particle Swarm Algorithm in Bank Human Resource Management

In the era of knowledge economy, human resources as the first resource of enterprises have long become a consensus. However, human resource management in my country is still in its infancy. There are few studies on the relationship between the two, and the research conclusions are inconsistent. There are very few subjects for research. As the core of my country is banking industry, state-owned commercial banks affect the development direction of my country’s banking industry, and their human resource management has its own unique features. However, due to my country’s special national conditions, state-owned commercial banks have not been fully market-oriented, lacking a certain degree of independence and autonomy, and the impact of administrative intervention has led to human resource management in state-owned commercial banks that have not been developed as they should be. In a series of questions, in today’s turbulent global financial environment, state-owned commercial banks need to improve their human resource management to enhance their sustainable competitiveness. Based on combing the research on the relationship between human resource management and corporate performance by domestic and foreign scholars and analyzing the status quo and problems of human resource management of state-owned commercial banks, this paper collects data through questionnaires and analyzes the reliability and validity of the data. Then use empirical analysis methods to study the relationship between human resource management of state-owned commercial banks and corporate performance. The research results show that there is a significant positive correlation between the human resource management practices of state-owned commercial banks and corporate performance, that is, improving the level of human resource management can promote the improvement of corporate performance.

The moderating effect of big data analytics on green human resource management and organizational performance

ABSTRACT Green human resource management (GHRM) practices and big data analytics are becoming critical to enhance organizational performance. However, limited research has been conducted on GHRM practices and organizational performance in the presence of big data analytics. Therefore, this study aims to investigate the moderating effect of big data analytics on the relationship between GHRM practices and organizational performance. This explanatory study adopted a survey instrument to collect cross-sectional data from 189 respondents working in different organizations in Pakistan. The findings reveal a significant and positive effect of all GHRM practices on organizational performance. In addition, a substantial increase in the R2 models for all three dimensions of big data analytics as a moderator was found on the relationship between GHRM practices and organizational performance. This empirical study significantly enhances our understanding of how GHRM practices substantially influence organizational performance along with the use of big data analytics to maximize the benefits of GHRM and improve organizational efficiency. The study highlights the need to further explore green activities and behaviors for enhancing business value and competitive advantage. In addition, adoption of big data analytics supports faster decision-making, saves time and underpins efficient resource utilization to achieve operational and strategic efficiencies.