Human Resource Planning Research Articles

Role Balance Assignment Based on OCAT Method in Human Resource Planning

The core of human resources is the division of labour of enterprise employees. A human resource allocation method based on the E-CARGO model was designed to improve the development potential of enterprises and balance the preferences of managers and the task execution of employees in human resource allocation. This method was used to analyse the preferences of enterprise managers for employees and describe their preferences using the E-CARGO model. Then the OCAT method was used to mine the relationship between the team execution and the preferences of managers to find the balance between the two. The results showed that the experimental Scheme found the balance between the team execution and the preferences of managers. The original experimental scheme found three balance points, the improved scheme found three balance points, and the improved scheme found one balance point and one balance interval. Among the three experimental schemes, the improvement Scheme 1 achieved the highest execution ability and the shortest time. The research successfully analyses the relationship between the team execution and the preferences of managers in enterprise human resource assignment and puts forward a human resource assignment scheme that takes both into account.

Strategy for Increasing Organizational Commitment through Strengthening the Effectiveness of Human Resource Management, Organizational Culture, Trust, and Perceived Organizational Support

Organizations require high commitment from employees to achieve optimal goals, which can be improved through effective human resource (HR) management, a strong organizational culture, and a high level of trust. This research aims to identify optimal strategies, methods, and solutions to increase organizational commitment by strengthening the effectiveness of human resource management, organizational culture, and trust. Using a quantitative design and path analysis approach processed using SEM PLS, data was collected through a questionnaire to 139 foundation permanent teachers from 16 private high schools in South Jakarta City. The results of the study show that there is a positive and significant direct influence of the effectiveness of human resource management and organizational culture on organizational commitment. In addition, there is a positive and significant direct influence of the effectiveness of HR management on trust, but the direct influence of organizational culture on trust, as well as the direct influence of trust on organizational commitment, is not significant. It was also found that there was a positive but not significant indirect influence of the effectiveness of human resource management and organizational culture on organizational commitment through trust. The implications of this study emphasize the need for strategies to strengthen the effectiveness of HR management by improving compensation and maintaining positive aspects such as maintenance, HR planning, training and development, HR procurement, and performance appraisal. Organizational culture must be maintained through relationships between individuals, relationships with the environment, consistency of behavior, core values, and agreed norms.

Pentingnya Perencanaan Sumber Daya Manusia Dalam Sebuah Organisasi

Human resource planning is the first thing an organization or company must do when the company seeks better human resource management. All organizations or companies must determine their future with various different plans following current developments. Currently, changes are occurring quite rapidly, so organizations or companies must be able to keep up with the changes that are occurring quickly and precisely. Organizations or companies must be able to anticipate and adapt to change. Therefore, personnel planning is becoming increasingly important for companies, because the era of globalization, new technologies and organizational change processes overshadow organizational life repeatedly. An organization that is not supported by employees with good quantity, quality, strategy and function, of course the organization will find it difficult to maintain and develop its existence in the future, so that personal planning is successful. Human resource (HR) planning plays a crucial role in organizational success by ensuring the continuity of efficient and effective operations. In the context of globalization and rapid change, HR planning is becoming increasingly important to identify the need for quality and visionary human resources. The unique characteristics of an organization are also a focus in this abstract, where a unique business strategy can become a competitive advantage that is difficult for competitors to imitate. Evaluation of employee performance based on industry principles and the influence of organizational politics as well as a poor evaluation system on employees are also highlighted in this abstract. By understanding the critical challenges facing organizations, including in the context of globalization, HR planning can help organizations to strengthen their position in global competition and face change more adaptively.

Leadership and Institutional Management in Education

The objective of this study is to ascertain the management of leadership and institutions in education, specifically the Ministry of Religion, the Directorate of Islamic Religious Higher Education, and the Ministry of Education and Culture. The research methodology employed is library research. Primary data are sources that provide data directly from the first hand or are original sources. Secondary data are in the form of other books related to the problems that are the subject of discussion in this article. The steps of library research include: determining and formulating the problem or topic to be studied, collecting various written sources relevant to the research topic, and evaluating the relevance and credibility of each source after a significant literature review. The researcher then analyzes the content of the selected literature to identify patterns, themes, and trends relevant to the research topic. Finally, literature synthesis is achieved by combining information from various sources to form a more comprehensive understanding of the research topic. The results indicate that leadership management in educational institutions under the Ministry of Religious Affairs is a crucial element in the pursuit of educational excellence. Leadership management in the Directorate of Islamic Religious Higher Education (Diktis) is defined as the process of managing and organizing activities and resources in an effort to achieve the institution's strategic goals related to Islamic religious higher education in Indonesia. Leadership management at the Ministry of Education and Culture (Kemdikbud) is a process that involves the planning, organization, direction, and control of human and material resources in order to achieve national education goals.

Optimize and Thrive: An Electronic Health Record Optimization Program Case Study.

Although electronic health record optimization programs are common in healthcare organizations, a dearth of published evaluations of these programs exists. Little is known about the ability of optimization programs to handle flooding requests for change and achieve their objectives of cost savings, value, quality of care, and efficiency. This program evaluation reviewed one organization's electronic health record clinical optimization program. The evaluation examines the implementation of the insulin dosing calculator project at five hospitals within a large nonprofit healthcare organization using interviews, project documents, reported insulin dosing errors, and workflow observation to determine if the program provides sufficient structure and processes to successfully implement large optimization projects and achieve the project's desired outcomes. This evaluation finds that the optimization program processes support the implementation of large projects. The program can improve the planning of human resources to increase productivity and reduce waste. A clearer definition of meaningful project outcomes at the onset would allow the program to measure and communicate its accomplishments across the organization.

A STUDY ON HUMAN RESOURCE PLANNING AT RANE BRAKE LINING LIMITED, PUDUCHERRY

The research is under the theme “A STUDY ON HUMAN RESOURCE PLANNING” and the survey is carried out in the company called RANE BRAKE LINING LIMITED, SANYASIKUPPAM VILLAGE, PUDUCHERRY, 605107. The sampling procedure is simple random sampling. The research adopted a descriptive research design. Since the organization needs to improve, it is also recommended to improve interpersonal relations between employees. KEY WORDS Human Resource Planning, Survey, Descriptive Research design, Interpersonal Relations, Sampling Procedures, Organizational Development, Employee Relations.

Human Resource Planning, Employee Placement, Job Analysis of Employee Performance (Literature Review)

Human Resource Planning, Employee Placement, Job Analysis of Employee Performance (Literature Review)

Forecasting HR expenses: A review of predictive analytics in financial planning for HR

This review paper explores the role of predictive analytics in financial planning for Human Resources (HR), focusing on expense forecasting. It examines internal and external factors influencing HR expenses, including workforce size, economic conditions, and regulatory changes. The paper discusses methods and techniques in predictive analytics for HR expense forecasting, such as regression analysis, machine learning algorithms, common data sources, and software tools. Challenges in implementation, including data quality issues and ethical considerations, are addressed alongside future trends and opportunities, such as the integration of AI and real-time analytics. By overcoming challenges and embracing emerging trends, organizations can harness the full potential of predictive analytics to optimize HR expenses and drive organizational success. Keywords: Predictive Analytics, HR Expense Forecasting, Data Sources, Analytical Techniques.

Optimalisasi Sumber Daya Manusia dalam Perencanaan Pendidikan Islam

This study aims to determine the strategies used for the optimization of human resources in Islamic education planning. The method used is literature review. This research is a type of research that collects data from literature. Data collection techniques through references to books, journals, and websites. The initial step of this research is to study the data from previous research related to human resource planning. Data collection through books, journals, and websites. processing data. Data analysis is carried out with stages of data reduction, data presentation, and conclusion drawing. The results showed that the optimization of human resources in Islamic education planning is a crucial step to face the challenges of globalization and technological development. Through proper recruitment, continuous training, performance evaluation, as well as technology implementation, the quality of Islamic education can be improved. Thus, Islamic education can continue to contribute in forming a generation of faith, knowledge, and noble morals. This effort requires cooperation between various parties, including the government, educational institutions, and the community, to realize a superior and competitive Islamic education system

Menyusun Rencana Strategis untuk Ketersediaan Guru dan Tenaga Kependidikan: Tinjauan Analitis dan Solusi Prospektif

Human resource planning in education plays an important role in improving the quality of education. This research aims to reveal the results of research regarding the analysis of planning needs for teachers and education personnel at SDN Lidah Kulon IV, Surabaya. This research method uses a qualitative approach and descriptive research type. Data collection techniques were observational and interviews with school principals. The research results showed that the school collaborated with the Surabaya City Education Office in HR planning. However, schools do not have independent authority in teacher placement. The main challenge faced is a shortage of teachers which has resulted in double workloads for some teachers. To overcome this, SDN Lidah Kulon IV utilizes IT personnel to teach. However, the position of IT personnel has not been officially recognized as a teacher. In conclusion, educational human resource planning requires good coordination between schools and related agencies to ensure teacher needs are met effectively and efficiently.

Development of big data assisted effective enterprise resource planning framework for smart human resource management.

The planning of human resources and the management of enterprises consider the organization's size, the amount of effort put into operations, and the level of productivity. Inefficient allocation of resources in organizations due to skill-task misalignment lowers production and operational efficiency. This study addresses organizations' poor resource allocation and use, which reduces productivity and the efficiency of operations, and inefficiency may adversely impact company production and finances. This research aims to develop and assess a Placement-Assisted Resource Management Scheme (PRMS) to improve resource allocation and usage and businesses' operational efficiency and productivity. PRMS uses expertise, business requirements, and processes that are driven by data to match resources with activities that align with their capabilities and require them to perform promptly. The proposed system PRMS outperforms existing approaches on various performance metrics at two distinct levels of operations and operating levels, with a success rate of 0.9328% and 0.9302%, minimal swapping ratios of 12.052% and 11.658%, smaller resource mitigation ratios of 4.098% and 4.815%, mean decision times of 5.414s and 4.976s, and data analysis counts of 6387 and 6335 Success and data analysis increase by 9.98% and 8.2%, respectively, with the proposed strategy. This technique cuts the switching ratio, resource mitigation, and decision time by 6.52%, 13.84%, and 8.49%. The study concluded that PRMS is a solid, productivity-focused corporate improvement method that optimizes the allocation of resources and meets business needs.

Case Study on- “Recruitment and Selection Process” at Unique Rotopack Pvt Ltd

Role of Human Resource Management is important Function concerned with organizational activity aimed at Betterment of Employee’s performance as individuals and groups in organizational Settings. Recruitment and selection is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualification, to apply for jobs within an organization. The process of searching prospective employees with multidimensional skills and experience that suits organization strategies in fundamental to the growth of the organization, this demands more comprehensive strategic perspective recruitment. Organizations require the services of large number of personnel, these personnel occupies the various positions created to the process of organization. Each position of the organization has certain specific contributions to achieve the organizational objectives. The recruitment process of the organizational has to be strong enough to attract and select the potential candidates with right job specification. The recruitment and selection process begins with human resource planning and concludes with the selection of required number of candidates, both HR staff and operating managers have responsibilities in the process. People are internal part of an organization today. No organization can run without its Human Resource In today highly complex and competitive situation, choice of right person at the right place at the right time has far implication for an organization’s functioning. An employee well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement Thus hiring is an important function. Recruitment Programs are organized in discipline manner by preparing training budget, training calendar and supported by training rules and regulations. Training and Development is backbone of the organization as it helps to improve and enhance employee’s skills. knowledge, talent, behavior and overall personality development that increases Productivity.

Physician Workforce in Lithuania: Changes during Thirty Years of Independence.

Healthcare human resource planning is one of the biggest challenges facing the healthcare systems in many countries. Inadequate decisions in human resource planning can lead to an insufficient number of healthcare professionals then healthcare inequalities. One of the components of resource planning in the healthcare system is long-term data monitoring and the identification of potential trends. Since 1990, the number of physicians in Lithuania has decreased by 15.3% (-2266), but the decrease in the population has led to a 13.61% increase in the number of physicians per 10,000 inhabitants (5.32). During the analyzed period, the largest decrease in the number of physicians workforce by specialty was the number of medical physicians (-73.08%), epidemiology and hygiene (-69.30%), children's diseases (-49.08%), the most increased number was of family/general practitioners (GPs), geneticists, physical medicine, and rehabilitation specialists. Since 1992, the number of visits to physicians in Lithuania, which has been decreasing for a long time, began increasing, and in 2022 (9.3 visits) it has almost reached the number of visits (9.5) per capita as in 1991. The aim of this research was to collect long-term data from various databases, summarize them, and identify possible trends and the reasons for data changes. The study analyzed data from the Lithuanian healthcare system from the Declaration of Independence of Lithuania to the last 30 years. The data includes or affects the indicators of the healthcare system, changes in population and doctors, the number of visits to doctors, the number of medical students and residents, and data determining inequalities in the healthcare system. Long-term data analysis is useful for developing a model of healthcare human resource planning and for planning healthcare resources.

Market Research as The Architect of Informed Marketing Planning and Decision Making in Business Organization: A Literature Review

This study is focused on market research as the architect of informed marketing planning and decision making in business organizations. The objectives of the study are to critically and contextually examine the development of a company or business through proper planning, organization and control of both human and material resources to satisfy all specific needs within the market at the right time, ascertain the satisfaction of customer’s specific needs through required product or service which should comply with a customer’s requirements and preferences when consumed, determine the economical degree of success or failure a company can have while being new to the market or otherwise introducing new products or services , thus providing certainty to all actions to be implemented, and determine the orientation or disposition of small-scale business owners/operators in terms of customer orientation versus company/profit orientation. The study identifies and exploits market research and its components, business needs for market research, business failure, marketing planning and marketing decision-making; highlights methods / techniques of conducting market research, examples of market research and the best practices for market research to deliver value to organizations that help shape strategy, uncover opportunities, reducing uncertainty and make data-driven decisions and a razor-sharp focus on efficient growth. The findings of the study are that new product development and launch needs adequate market research, the final design of a product and its positioning needs market research, market research only works when subjects are honest and open to participating and the viability of a new product and how it might perform in the real world is dependent on market research, and that the small business owners claim to be alert to customer complaints and are market-driven, among others. The study concluded that market research is vital in today’s business landscape as it is the compass that guides product development, marketing campaigns and expansion efforts, ensuring resources are invested wisely. We, therefore, recommended that management of organizations should use the result of market research to inform the final design of the product and determine how it will be positioned in the market place, and management of organizations should also take note that the whole business activities must be preceded with market research, and sales forecasting to provide a sound, factual, consumer-oriented basis for planning business processes, and marketing practitioners must play the leading role in this direction, among others.

A Study on the Role of Human Resource Planning in the Implementation of Corporate Strategies

With the deepening integration of the global economy and the increasing intensity of market competition, the implementation of corporate strategy has become a crucial factor determining the survival and development of enterprises. In this process, human resources, as one of the most important resources for enterprises, play a profound role in the planning and management of the implementation of corporate strategy. This paper aims to explore the role of human resource planning in the implementation of corporate strategy through relevant research. The goal is to provide theoretical support and practical guidance for enterprises to formulate effective human resource planning, thereby promoting the successful implementation of corporate strategy. This not only contributes to enhancing the competitiveness of enterprises but also facilitates the development of theories and practices in human resource management.

Toward Equity in Access to Midwifery in Saskatchewan: Key Informants’ Perspectives

In this article, we report on the second phase of our exploratory research into issues related to equity in access to midwifery in Saskatchewan. This phase of the research project aimed to explore equity in access to midwifery as understood and experienced by key stakeholders involved in the early stages of midwifery implementation in Saskatchewan. A total of 19 interviews were conducted with participants from Saskatchewan Health, the Midwifery Transitional Council, and Saskatoon’s Regional Midwifery Operations Committee, as well as practitioners, primary health care managers, directors from select regional health authorities, and Saskatchewan midwives. Additionally, all available midwifery policy documents and relevant Primary Health Care and Health Human Resource documents complemented the qualitative analysis. Initial thematic analysis led to five policy recommendations: (1) develop a provincial definition of “priority population” for midwifery clients, (2) establish a midwifery health human resource plan, (3) identify provincial midwifery research priorities, (4) facilitate growth in interprofessional relationships, and (5) develop a provincial “road map” for implementation. A secondary analysis of participants’ responses revealed concern over the poor public education about midwifery services and lack of provincial government prioritization, as well as varied perceptions of the concept of “equity.” We conclude that although general commitments to equity in midwifery service and access are enshrined in Saskatchewan’s health care policies and midwifery regulations, insider perspectives suggest that significant yet modifiable barriers to equity in access to care currently exist. This article has been peer reviewed

أثر إدارة المواهب على تحقيق الإبداع التنظيمي في إدارة الرعاية الاجتماعية بجازان

This study aimed to measure the impact of talent management on achieving creativity in social care management in Jazan. The study adopted a descriptive analytical approach, and to measure the study variables, a questionnaire was used, distributed to a sample of 171 individuals. Multiple regression analysis was employed to test the hypotheses. The study found several noteworthy results, including a statistically significant impact of talent management, represented by talent selection, development, and retention, on achieving creativity in social care management in Jazan. However, there was no statistically significant impact of talent attraction strategy on achieving creativity in social care management in Jazan. The study recommended the participation of branch managers, department heads, and individuals in social care management in Jazan in the talent attraction process, considering the requirements of competition and development. It also suggested establishing foundations for talent selection based on the effective implementation requirements of the human resources plan to leverage them in achieving creativity in social care management in Jazan.

Perencanaan Manajemen Sumber Daya Manusia dan Dampaknya Terhadap Kinerja Pegawai

Human resource planning is one of the most important assets in a company because it can improve employee performance. This research aims to analyze the influence of human resource management planning which consists of five targets, namely workforce planning, recruitment, selection, orientation and placement, as well as training and development on employee performance. The research method uses a quantitative approach with samples taken of 100 employees at PT PLN Indonesia Power Suralaya using proportional random sampling. Data collection was carried out through distributing online questionnaires which were then analyzed using SEM-PLS. The research results concluded that planning, selection, orientation and placement, training and development are functions of human resource management planning which are proven to contribute positively to improving performance. Meanwhile, recruitment has no effect on performance. The path coefficient value shows that selection is the most dominant variable influencing the good and bad of employee performance

STUDY ON RECRUITMENT PROCESS AT HINDALCO INDUSTRY LTD.

ABSTRACT Personnel planning is now an essential task in every organisation. It plays a significant role in an organisation. Long-term organisational performance depends on the effectiveness of the organization's human resource planning. Every organisation has specific procedures that it adheres to in order to guarantee that the correct people are there at the right time and place in the proper quantity and type to help it accomplish its intended goals. Planning for human resources is one of the goals of the human resource department. Selection and hiring, training and development, career planning, transfers and promotions, risk management, performance evaluation, and other related activities. Every goal need particular care, as well as careful planning and execution. The proper person in the appropriate job is crucial for every organisation. Recruitment is crucial in this scenario. The usage of new technology and a skills gap are having a significant impact on how organisations approach hiring new employees.

Human Resource Planning in the Digital Era: Challenges and Opportunities

To be able to face intense business competition along with advances in information technology today, Human Resources (HR) has become the most important aspect in a company or organization that cannot be replaced by technological advances. Digital transformation has had a significant impact on the way companies or organizations work, make decisions and operate. It seems that HR must be digitally ready in order to maintain their position in the business and revolutionize the employee experience by combining several aspects such as HR, Technology and processes in a new digital ecosystem. Therefore, proper Human Resources (HR) planning is needed in this digital era. HR planning in the digital era will be faced with significant challenges and opportunities. In order to be able to overcome challenges and take advantage of existing opportunities, the role of an HR Manager is needed who has knowledge about business and not only about business but technological expertise is also needed in HR planning in this digital era.