Role Of Human Resources Research Articles

Current Scenario of the Changing Role of Human Resource in a VUCA Environment: A Case Study of UPRVUNL

The modern business environment is increasingly characterized by Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). In today's VUCA environment, organizations face unprecedented challenges and it is undergoing significant transformations of the role of Human Resources (HR). This paper explores how Human Resources (HR) departments adapt to these conditions, and examines the evolving role of HR in the context of VUCA with a focus on Uttar Pradesh Rajya Vidyut Utpadan Nigam Limited (UPRVUNL), a major power generation company in energy sector in India. Through a detailed case study approach, This research aims to explore the current challenges and strategies adopted by UPRVUNL's HR department in response to VUCA conditions and to understand the evolving role of HR in this context, identifying challenges and strategies that enhance organizational resilience and effectiveness.

A Study on the Impact of Talent Introduction Policies on Urban Mobility - A Literature Review

China is currently in a period of profound economic transformation, where the role of human resources in regional economic and social development has become increasingly pivotal. As the economy shifts towards a more innovative and knowledge-intensive model, the demand for high-skilled talent has risen sharply. In response to this trend, local governments have implemented various talent introduction policies aimed at attracting and retaining talent to promote high-quality economic development. This paper reveals the relationship between the implementation of talent acquisition policies and the mobility of high-skilled and low-skilled populations through a literature review of research on talent acquisition policies and population mobility. As an important and widely used regional development policy by local governments, the talent introduction policy has created a strong attraction to the mobility of labor, increasing the talent concentration of labor and knowledge overflow. The above conclusions are useful for the government to optimize the talent admission policy and the strategy of strengthening the country with talent.

When the Caregivers Need Care: The Silent Stress of Human Resources Work

The aim of this study is to examine the stress and pressure experienced by individuals working in human resources, focusing on the unique challenges that this work entails. This research is therefore guided by the question: what are the characteristics of work-related stress and burnout for individuals working in human resources? This study employed a mixed-methods approach, incorporating both qualitative and quantitative research methods. Initially, semi-structured interviews were conducted with eight human resources professionals, comprising an equal number of women and men. Subsequently, a survey was administered to a broader group of human resources personnel. The quantitative analysis utilized the “Copenhagen Burnout Inventory” as a measurement tool, alongside background questions regarding the participants’ gender, age, job title, field of work, and seniority. The findings from both the qualitative and quantitative research indicate that employees in human resource roles exhibit significant stress symptoms. A majority of the interviewees reported experiencing mental and/or physical symptoms attributable to work-related stress. Specifically, the quantitative data revealed that 65.7% of the participants sometimes or often feel mentally exhausted, while 40.3% report similar levels of physical exhaustion. Notably, despite these challenges, only 8.7% of the participants identify as being burnt-out in their roles. The quantitative results also highlight gender as a significant factor affecting the mental and physical well-being of human resources employees, with women reporting lower levels of well-being compared to men.

Looking back to look forward: Disruption, innovation and future trends in international human resource management

Recent global challenges, particularly the COVID-19 pandemic, have underscored the critical role of human resources in international business, pushing disruptions and innovations to the forefront of international human resource management (IHRM) research and practice. This special issue editorial provides a timely and in-depth examination of the evolving IHRM landscape, reflecting on the profound changes brought by the pandemic and investigating the transformative potential of AI-driven innovations in shaping an uncertain future. Through our exploration, we challenge several dangerous assumptions that global leaders must navigate and propose a forward-looking research agenda for the IHRM field. Our analysis highlights five key themes: (1) demographic shifts and diversity, (2) evolving patterns in globalization and global mobility, (3) the complexities of managing global workforces, (4) emerging dynamics in international careers, and (5) the role of multinational enterprises (MNEs) and international small- and medium-sized enterprises (SMEs). Together, these themes offer a comprehensive framework for advancing IHRM research and practice in an increasingly complex and dynamic global environment.

Evaluating Scientific Potential in Kazakhstan: A Regional Index Assessment Approach

The role of human resources in increasing competitiveness is enormous, including people with higher education, a certain status or academic degree, as well as knowledgeable human resources. The objective is to identify the scientific potential across Kazakhstan’s regions using the index assessment method and to analyze the differences between regions. Thus, the authors determine the scientific potential in the regions by the method of index assessment, using factors such as the proportion of people working in the field of science in the region and the amount of spending on science in that region. Conducting a regional analysis provides important information in the management of the state. According to this rating, the cities of Abay region (0.27), Almaty (0.58) and Astana (0.44) were in the lead, and Turkestan (0.02), Atyrau (0.02) and Ulytau (0.001) were in the last place.After all, since most of the scientific research organizations and universities are located in Astana and Almaty, the funds allocated from the Center for science and the number of people engaged in science are concentrated in these cities. This article also revealed the correlation of factors affecting the number of people involved in science in the country’s regions. As a result of the study, it was found that the number of people engaged in science in the regions is directly affected by the internal costs of research work in the regions. At the end of the article, recommendations were given on increasing scientific and high intellectual potential. These recommendations can be used by persons and organizations interested in the development of Science in the regions and applied to the teaching aids of higher educational institutions.

Bridging the gap: Ethical leadership, human resource practices and organisational justice

Orientation: Perceived organisational justice (POJ) and the role of human resource (HR) practices have been well documented, researched and argued. The role of leadership, and specifically the perception of ethical leadership in the relationship between HR practices and POJ has not been investigated, especially not in South Africa.Research purpose: This study aimed to determine the extent to which HRs practices influence POJ and the mediating role of ethical leadership, through a sectoral comparison.Motivation for the study: It is often, and rightfully, argued that the experience of HR practices determines employees’ perception of organisational justice; however, there is paucity in the perception of ethical leadership.Research approach/design and method: This study used a cross-sectional design and survey methodology. Convenience sampling resulted in 1184 respondents from 20 organisations in the South African private and public sectors.Main findings: A positive significant (p 0.05) relationship exists between HR practices and POJ, mediated by ethical leadership (mediation 32% for the private sector, 13% for the public sector and 21% for the combined sample).Practical/managerial implications: This research endeavour has the potential of empowering the leadership to propose concrete HRs strategies to cultivate proactive work behaviours influencing performance and competitiveness.Contribution/value-add: This study validated the ethical leadership and POJ instruments to be used with confidence in South Africa. It further emphasised the importance, not only of the perceptions of HR practices on the perception of organisational justice but also the role of leadership in this relationship, specifically ethical leadership.

Tata Kelola Administrasi Kurikulum dan Perpustakaan : Analisis Kualitas Layanan untuk Mahasiswa di SMK Plus Nahdlatul Ulama Sidoarjo

Education plays a crucial role in shaping competent and competitive human resources. At SMK Plus Nahdlatul Ulama Sidoarjo, the success of education relies not only on a quality curriculum but also on effective administrative management and supporting facilities such as libraries. This study aims to analyze the quality of curriculum administration and library services using a descriptive qualitative approach. Data were collected through observations, interviews, and document analysis. The findings indicate that good governance in curriculum administration and library services significantly impacts student satisfaction. Recommendations are expected to assist further development in the management of the curriculum and library, enabling students to optimally utilize educational resources.

Educational services sphere as a tool for improving the quality of human resources in the region

The educational services sphere of Stavropol Krai occupies a significant place in the Russian economic sector development, as its main task is to meet the needs of the region, which is currently receiving special attention from the state, in qualified personnel. It is the end result of the functioning of the sphere that is a reliable foundation for human resources formation in this constituent entity. The role of education and human resources in the development of the regional economy of Stavropol Krai has been considered. The influence of the educational system on qualified specialists training necessary for sustainable development of the regional economy has been analyzed. The main trends and challenges related to education development in the region have been studied, and practical recommendations for optimizing educational programs and improving the quality of training offered. Particular attention has been paid to the issues of training highly qualified personnel and creating favorable conditions for their retention in the region. The influence of the human factor on educational services development in the region by means of SWOT-analysis has been considered. The purpose of the study is to develop institutional tools for the human factor development in the educational services sphere. The objective of the study is the identification of forms and issues of human factor development in the sphere. The research methodology is represented by institutional analysis and statistical method, SWOTanalysis is also applied. The results obtained can be used for forming and implementing a strategy for improving the education system in order to increase the region’s competitiveness.

Evaluating SIKS-NG's Performance in Jabon District Social Welfare

Background: The integration of information systems into social welfare initiatives is increasingly important in rural areas. Specific Background: This study examines the effectiveness of the Next-Generation Social Welfare Information System (SIKS-NG) in a specific village, highlighting the role of human resources and supporting infrastructure. Knowledge Gap: Previous research emphasizes the need for trained personnel but lacks comprehensive analysis of resource adequacy. Aims: The research assesses the effectiveness of SIKS-NG in updating social assistance data, focusing on operators and available resources. Results: Findings reveal that effective implementation relies on competent operators and sufficient technological resources, such as computers and smartphones. Novelty: This study offers a comparative analysis with prior research, highlighting improved resource provision. Implications: The results emphasize the need for local governments to invest in human capital and technology to enhance social welfare outcomes and address poverty effectively. Highlights : Effective implementation of SIKS-NG relies on trained operators. Adequate technological resources, including computers and smartphones, are essential. Local government investment in human capital enhances social welfare outcomes. Keywords: Social Welfare, Information System, SIKS-NG, Rural Development, Human Resources

Implementasi Peningkatan Kerja Sama Tim, Work Life Balance, Trasformational Leadership Terhadap Kinerja Karyawan: Studi pada Karyawan PT. Pegadaian Cabang Sukabumi

In the era of globalization, the role of human resources for companies is becoming increasingly important, human resources determine the survival of the company. Human resources aim to develop the company. Pegadaian is a State-Owned Enterprise (BUMN) which has the status of a People's Credit institution with a Community Savings system to be able to meet needs to be effective. The aim of this research is to determine the implementation of teamwork, work life balance, transformational leadership on employee performance at PT. Sukabumi branch pawn shop. The method used in this research is a quantitative method with a descriptive approach. The sample in this study was 33 samples who were employees of PT. Pegadaian Sukabumi Branch using saturated sampling technique. Data was obtained through a research questionnaire distributed to all samples containing 20 statements regarding the variables of teamwork, work life balance, transformational leadership and employee performance, using an Ordinal measurement system. The data obtained was carried out various tests such as validity tests and reliability tests, classic assumption tests and then analyzed using SPSS 26 software testing. The results of the research showed that there was a significant influence between the variables of teamwork and work life balance on employee performance, but there were negative results for the variables. Transformational leadership on employee performance.

Becoming a True Partner: How HR Leaders Can Earn a Seat at the Leadership Table

As the role of the chief human resources officer continues to evolve, gaining full acceptance as a peer and strategic partner to other C-suite executives remains a challenge for many HR leaders. This article outlines proven strategies for HR to earn a respected seat at the leadership table. Through analyzing academic research and real-world company examples, key recommendations are provided. HR must demonstrate strategic alignment by directly linking people initiatives to overall business goals. Equally important is providing insightful counsel on ambiguous issues through empathetic listening and probing questions. Effective communication and influence skills are also essential to bring others along on strategic changes. Supplementing internal expertise, cultivating external thought leadership through industry events and publications enhances broader credibility. When HR executives successfully operationalize these strategies, they authentically position their function as a driving force behind organizational success while also proving their worth among senior peers. The brief aims to equip aspiring CHROs with actionable guidance for positioning HR as a trusted advisor.

Integrating AI with aviation cybersecurity: The strategic role of human resources<sup></sup>

The escalating complexity of cyber threats in aviation highlights the crucial need to integrate advanced technologies and strategic human resource management. This study delved into incorporating artificial intelligence (AI) in aviation cybersecurity, explicitly focusing on the strategic role of human resources (HR) in supporting these endeavours. Semi-structured interviews with eight industry experts from Turkey were analysed using NVivo to identify critical themes such as HR's involvement in cybersecurity, challenges in AI implementation, and the significance of cultural integration and interdepartmental collaboration. Sentiment analysis with Python's TextBlob indicated high positivity towards AI and strategic HR involvement. The findings underscored the necessity for continuous education, strategic recruitment, and resilient cybersecurity frameworks, emphasising AI's transformative impact on real-time threat detection and predictive analytics. The research offered valuable insights and recommendations for enhancing aviation cybersecurity, highlighting the essential role of HR and the advantages of AI integration.

Strategic Thinking: A Resource to Generate Value and Cross the Valley of Death of SMEs

The most challenging period for a company is the first three years following its inception, a period often referred to as the "valley of death." This article examines the factors contributing to the high mortality rate of small and medium-sized enterprises (SMEs) in the town of Melipilla, Chile, and presents potential strategies for reducing or preventing this mortality. The study employs an exploratory-descriptive approach, utilizing a qualitative methodology and a cross-sectional sample size collected through convenience sampling and semi-structured interviews. Upon analysis of the aforementioned data, it becomes evident that contemporary SMEs have more convenient access to capital, technology, information, and financing. These resources, which were once considered distinctive and crucial for competitive advantage, are no longer as pivotal in generating value. Conversely, the findings highlight the pivotal role of human resources and their strategic management in developing distinctive competencies, which are essential for SMEs to create value and ensure long-term sustainability.

PENINGKATAN KINERJA KARYAWAN MELALUI BUDAYA ORGANISASI DAN DISIPLIN KERJA KARYAWAN PADA PT PLN INDONESIA POWER UBP SURALAYA KOTA CILEGON

Human resources are the main asset for a company. Resources that have intellect, feelings, desires, abilities, and skills. All potential human resources greatly affect efforts to achieve the goals of an organization. So that between the organization and the individual in it is an unusual talent to be separated. Because the role of human resources is very important for an organization. Discussing cultural issues itself is essential for an organization or company, because it will always be related to the life in the organization. Organizational culture is a philosophy, ideology, values, assumptions, beliefs, hopes, attitudes and norms that are shared and binding in a certain community. Why is organizational culture important, because it is the habits that occur in the organizational hierarchy that represent the norms of behavior that are followed by the members of the organization. A productive culture is one that can make an organization strong and the company's goals can be accommodated.This study aims to find out the Improvement of Employee Performance through Organizational Culture and Employee Work Discipline at PT PLN Indonesia Power UBP Suralaya, Cilegon City.The method used in this study is the method of causal associative and by using a quantitative approach. The data collection technique used is by distributing questionnaires, with a population of 93 employees. The sampling technique uses a saturated sampling technique where all members of the population are sampled.The results of this study show that based on the results of the T test of Organizational Culture that obtained a value of tcount greater than ttable (3.148 > 1.986) with a significance value of less than 0.05 Partially, there is an influence of organizational culture on employee performance. So H0 was rejected and Ha was accepted. Work discipline value tcount greater than ttable (3,480 > 1,986) with a significance value of less than 0.05. So there is a partial Influence of Work Discipline on Employee Performance. So H0 rejected and Ha Accepted. Grade Fcount of 9.775 this result was then compared to Ftable. With a significant level (α) of 0.000, and df: n-k-1 = 93-2-1 = 90, the value f can be obtainedtable by 3.10. Because of the F gradecount 9.775 greater than ftable 3.10, then Ha is accepted.The conclusion in this study is that Organizational Culture and Work Discipline partially and simultaneously have a significant influence on Employee Performance at PT PLN Indonesia Power UBP Suralaya, Cilegon City.

The Use of E-CRM as a Means of Selling Groceries

Customer Relationship Management (CRM) is a type of management regarding the management of a company with its customers to improve relationships with customers to maximize company growth. To implement Electronic-Customer Relationship Management (E-CRM), the role of information technology and human resources of the company is needed. E-CRM can make it easier for customers to get the necessary information from the company. Wholesale Berkat Doa is one of the basic food distributors that sells various kinds of basic necessities such as rice, oil and sugar which are the most demanded needs. To see these basic food products, customers must come directly to the store because there is no intermediary media to convey and provide product information to customers. The purpose of this research is to create an E-CRM system so that sales at Wholesale Blessing Doa can be done online. By implementing the E-CRM system, it can help Wholesir Berkat Doa to market and sell basic food products to customers. Customers know product information in detail and with CRM features namely members, discounts, promos, live chat, points, vouchers and reviews can maintain relationships with new and old customers which makes loyal customers to keep shopping at Wholesale Berkat Doa

Positive Effects of Green HR Practices on Corporate Social Responsibility: Empirical Evidence from Tunisian Business

When appropriately designed and implemented, the methods of Green Human Resource Management (GHRM) stand to be significant avenues towards Reaching Sustainable Development Goals (SDGs). This study delves into examining the GHRM practices’ effectiveness over the sustainable performance of Corporate Social Responsibility (CSR). In an evolving economic landscape marked by trends such as globalization, escalating demands from investors and consumers and heightened product competition, governmental entities continuously strive to advance their performance by minimizing costs, renewing products and procedures, and enhancing quality to remain competitive. GHRM represents an initiative that contributes to fostering an eco-friendly workforce capable of understanding and implementing green culture within businesses and institutions. Hence, it is essential to underscore that human resources as well as their systems serve as the bedrock of any enterprise. It is a recognized fact that the role of human resources inside an organization is pivotal to plan and to execute these ecological policies in order to foster a green ecology. For our research, a sample size of 100 Enterprises (SMEs) in Tunisia has been chosen. We will conduct factorial analyses and Cronbach's alpha tests using SPSS 20 software to facilitate the aggregation and refinement of items related to the measurement scales of the questionnaire. Subsequently, all research hypotheses were upheld with results indicating that the practical implementation of GHRM such as training (GT), recruitment (GR) and remuneration (GRe) exerts a positive influence on the sustainable performance (SP) of CSR.

Implementation of transformational leadership in increasing the organizational commitment of civil servants

Leaders have an important role in an organization. Various tasks are the responsibility of the leader in an organization, including increasing the organizational commitment of civil servants at the Andi Jemma Airport Operator Unit Office. This can also be influenced by the leadership style used by a leader, one of the leadership styles that can affect the organizational commitment of civil servants is transformational leadership. The purpose of this study is to explore the implementation of transformational leadership in improving the organizational commitment of civil servants at the Andi Jemma Airport Operator Unit Office. This research uses exploratory research with a qualitative approach. Primary data sources in this study are the results of questionnaires and secondary data sources from the exploration of various journals. Activities in data analysis are data reduction, data presentation, and conclusion drawing or verification. The research results show that to achieve optimal results and maintain organizational sustainability, the role of human resource (HR) quality is key, which affects organizational performance and success. Transformational leadership style, with aspects of employee empowerment, effective communication, and individual development, emerges as an approach that has the potential to increase employee organizational commitment. The implementation of transformational leadership can form an environment that motivates and inspires employees to be dedicated to the organization, positively impacting the performance and existence of the organization, as in the case of Andi Jemma Airport.

THE INFLUENCE OF LEADERSHIP STYLE, MOTIVATION AND WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE AT THE DPRD SECRETARIAT REGENCY BONDOWOSO

Technological developments require organizations to continue to compete to develop their organizations by optimizing employee performance in order to achieve organizational goals. Human Management Resource is a science or method of managing the relationships and roles of human resources owned by individuals efficiently and effectively so that the common goals of the organization , employees and society are achieved. maximum. Based on the theory of performance improvement and supported by the results of previous similar research, the research object chosen was the Bondowoso Regency DPRD Secretariat. The researchers limited this research by only focusing on the issue of the influence of leadership style, motivation and work environment on employee performance. This research aims to provide empirical evidence regarding the influence of leadership style, motivation and work environment on employee performance. The sample size that can represent the population to be studied is 77 respondents. The data analysis technique used in this research is the regression method, the research results support the entire hypothesis that has been proposed. Based on the results, the hypothesis which states that the work environment has a significant effect on employee performance is accepted. This shows that if the work environment at the Bondowoso Regency DPRD Secretariat is getting better and more comfortable, it will make employee performance increase. Keywords: Leadership Style, Motivation, Work Environment, Employee Performance.

북한이탈주민의 자살문제에 관한 연구

This study sought to determine the impact of PTSD experience on the risk of suicide among North Korean defectors, and to compare and verify the differences in the protective role of human support resources by country of origin in this process. For this purpose, data on 410 North Korean defectors living in South Korea were used for analysis. To test the hypothesis, a moderating effect analysis was conducted using SPSS MACRO, and the results are as follows. First, PTSD among North Korean defectors was found to have a positive effect on suicide risk. Second, human support resources from North Korea had no direct effect on suicide risk, but it was confirmed to have a significant moderating effect in the relationship between PTSD and suicide risk. On the other hand, human support resources from South Korea had a direct effect on suicide risk, it was found to have no significant moderating effect. Based on these results, we examined the role of Human resources by country of origin in the problem of suicide among North Korean defectors, and proposed specific intervention measures and practical and policy implications.

TALENT MANAGEMENT - PRACTICES AND CAREER DEVELOPMENT OPPORTUNITIES IN THE I.T FIELD IN ROMANIA

In the context of globalization and in circumstances that have generated an economic competitiveness, organizations in the field of I.T. from Romania are in particularly opportune situations in terms of recruiting, selecting, retaining and developing talent. Talent effectively contributes to organizational success, which is why we are justified in saying that it can be the "lifeline" for any organization in the context of globalization. Regarding the evolution of the concept of talent management, the starting point can be found in the organizational context through the McKinsey consulting group, which later attracted the attention of academic theorists. In the desire of McKinsey consultants to emphasize the role of human resources in organizational success, the war for talent formula appeared. Recruiting, retaining and developing talent is a significant issue, which is why organizations have started investing in overcoming related issues and implementing talent management strategies. Talent management is recognized as a priority so that organizations in the field of I.T. are faced with this challenge to develop talent management systems that lead to the progress of the organization or produce its performance. Talent cannot be copied and is what creates value for the organization. What we can clearly state at this moment is the fact that talent management is a determining factor that supports the field of human resources. Success depends on the organization in the relationship with the existing human resource, in keeping, motivating and developing it according to its potential. In this research we proposed an analysis of the relationship between talent management practices and the personal and career development of the individual in organizations in the field of I.T. from Romania. Thus, the purpose of the research is to identify how employees in this field perceive their professional development within organizations. In the research methodology, I formulated the research objectives and hypotheses, described the research methods, instruments and sample. The analysis of the results was carried out with the help of the Qualtrics XM Survey platform, and the statistical analysis with the help of the SPSS program (version 22.0), by transferring the data from the Qualtrics XM Survey platform.