Human Resource Systems Research Articles

Research on the Digital Transformation of the Whole Industry Chain of Guangdong Supply and Marketing Cooperative

Guangdong Supply and Marketing Cooperative serves as an important institution for the “Three Rural Areas” in the Guangdong-Hong Kong-Macao Greater Bay Area. Its digital transformation and optimization serve as powerful supports for rural revitalization. This paper systematically reviews the main practices and effectiveness of the digital transformation within the Guangdong Supply and Marketing Cooperative. It also analyzes the current development dilemmas faced in the construction of digital supply and marketing. Additionally, it proposes targeted solutions, including building a big data resource base, optimizing the digital supply and marketing cloud platform, developing digital public-type agricultural social service applications, establishing a new model of rural e-commerce, enhancing the traceability management system for agricultural products, and strengthening the construction of the digital human resources system. These proposals aim to further promote the strategy for revitalizing the countryside.

The Impact of Human Resource Management on University Development

As competition in the education industry intensifies and the knowledge economy evolves, the significance of Human Resource Management (HRM) in university institutions. This study aims to explore how HRM affects the sustainable development and competitiveness improvement of universities. This article begins with a theoretical analysis to define the concept of HRM and its particular relevance within university education. The subsequent analysis examines the multi-dimensional framework of university development, encompassing its connotation, goals, and key influencing factors. The article further elaborates on the positive effects of HRM on university teaching quality, scientific research capabilities, organizational culture, and social services. On this basis, the main challenges currently faced by university HRM are discussed, such as talent mobility, institutional constraints, resource limitations, and internationalization pressure. Finally, optimization strategies are proposed, including building a scientific human resources system, enhancing talent training and development, fostering diversity among teaching staff, and improving decision-making efficiency and transparency. The conclusions of this study aim to provide strategic insights for university education managers to better utilize human resource advantages and promote the comprehensive and sustainable development of universities.

HR practices, service orientation and employee outcomes: a regulatory foci

PurposeUnderstanding employees’ multi-dimensional motivations is at the core of realizing the potential of a well-designed human resource (HR) system. This study aims to investigate whether the effects of HR practices on employee motivations, and their performance would be dependent on the service orientation of HR department.Design/methodology/approachThe authors collected data in two surveys: a pilot survey and a main survey with a two-wave design. The pilot survey with 93 respondents was to verify the newly developed HR service orientation scale. In the main survey, a total of 276 supervisor-subordinate pairs from 48 companies were valid for analysis.FindingsThe authors find support for their hypothesis that promotion-oriented motivation mediates the relationship between discretionary HR practices and employee outcomes [in-role performance and organizational citizenship behavior (OCB)]. Furthermore, the indirect effect of discretionary HR practices on employee outcomes is stronger when the HR service orientation is higher. Transactional HR practices, however, are not evidenced to relate to employee prevention-focused motivation and outcomes.Practical implicationsThe findings illustrate a comprehensive process of HR practices on employees’ multi-dimensional motivations. High service skills of HR professionals in handling internal employees’ needs could amplify employees’ promotion-focused motives, which in turn increase their in-role performance and OCB.Originality/valueIn sum, the authors' study contributes to both human resource management (HRM) and employee motivation literature by demonstrating the different impacts of discretionary and transactional HR practices on employees’ motivations. In addition, by revealing HR service orientation as an important contingency factor, the authors shed greater light on when and how HR practices can motivate employees.

Edukasi K3L kepada Tenaga Kerja Proyek Peningkatan Jalan Pulokulon-Tuko R.55 Kecamatan Pulokulon Kabupaten Grobogan

<p><em><span lang="EN-GB">Occupational safety, health, and environment (OSH) is inseparable from the labor and human resources system. Not only are safety, health and the work environment very important for employees, but safety, health, and the work environment also determine workplace productivity. According to Law Number 13 of 2003 concerning Employment, what is meant by employment for workers is the obligation to provide protection, including the welfare of body and soul, safety, and health of workers. Companies take various steps to protect their employees from the dangers of work accidents. Personal Protective Equipment (PPE) is an effort to protect part or all of the body from the potential hazards of work accidents and occupational diseases. This activity aims to foster a sense of responsibility among workers regarding the importance of implementing OSH so that they can minimize the number of work accidents. The method used in socialization is lectures. The results obtained are an increase in workers' understanding and discipline regarding the importance of OSH in the field.</span></em></p>

Analysis of factors influencing work accidents among Bajo Tribe Fishermen in the Coastal Area of Nelayan Bhakti Village, South Wangi-Wangi District, Wakatobi Regency 2023

Background: Occupational Safety and Health (OSH) is an inseparable part of the employment and human resources system. To increase fishermen's productivity, it is very necessary to implement Occupational Safety and Health (K3). The aim of this research is to analyze the factors that influence work accidents among Bajo fishermen in the coastal area of the Nelayan Bhakti village, South Wangi-Wangi subdistrict, Wakatobi Regency. Method: This research uses a quantitative analytical approach method design studies cut latitude ( cross sectional ). The population in this study were all fishermen from the Bajo tribe in the Nelayan Bhakti Village, Wangi-Wangi Selatan District, Wakatobi Regency, totaling 470 people who worked as fishermen. The number of samples in this study was 212 who worked as fishermen. The results of this research show the influence of knowledge on work accidents with the results of the chi-square test analysis with a value of p= 0.000, attitude with a value of p= 0.000, use of personal protective equipment with a value of p= 0.000, machine condition with a value of p= 0.000 and machine safety equipment with a value of p= 0.000 . The conclusion of this research is that knowledge, attitudes, personal protective equipment, machine conditions and machine safety equipment have a significant influence on work accidents among Bajo fishermen. Results: The results of this study show the influence of knowledge on work accidents with the results of the chi-square test analysis with a value of p= 0.000, attitude with a value of p= 0.000, use of personal protective equipment with a value of p= 0.000, machine condition with a value of p= 0.000 and machine safety equipment with a value of p = 0.000. The conclusion of this research is that knowledge, attitudes, personal protective equipment, machine conditions and machine safety equipment have a significant influence on work accidents among Bajo fishermen. Conclusion: The conclusion of this research is that knowledge, attitudes, personal protective equipment, machine condition and machine safety equipment have a significant influence on work accidents among Bajo fishermen.

Keterlibatan High Involvement Management untuk Menjamin Kualitas Manajemen Sumber Daya Manusia

Studies on human resource management (HRM) have been supported by previous research that there are best practices, high-involvement management (HIM) that can guarantee superior organizational performance. However, there are still concerns that contingency theory still applies, namely that the fit between the human resource system and its context, and in particular the organization's business strategy, is important, and thus, High-Involvement Management (HIM) will only outperform other systems in certain circumstances. In the 1990s, there was a spate of research that attempted to test whether High-Involvement Management (HIM) was indeed universally relevant. This journal reviews these studies. This journal first introduces the conceptual dimensions of HRM and performance. This suggests that the issues are more than a simple competition between universalism and contingency theory. There are more complex hypotheses linking human resource practices beneath the surface of the current literature. This journal reviews research based on these hypotheses, and shows that the studies provide an uneven picture. First, there are conceptual differences underlying the studies and, second, the results vary across studies, and the effects of High-Involvement Management (HIM) vary across performance measures, even within particular studies. Although quite a number of studies claim to support universalism, their claims are not always unequivocally supported by their research evidence, and it is premature to conclude that they support universalism. There is more support for the 'lean production' argument which emphasizes the interaction effect between DIA and total quality management on performance.

Pathology of the Human Resources System in Long-term National Programs: A Comparative Study between the First and Second Plans Based on Operational Factors

Objective: This research was conducted with the objective of pathologizing the human resource system of the country's long-term programs in a comparative study between the first and second plans based on operational factors. Methodology: This study was qualitative in approach and applied in objective. The statistical population included all effective managers in discussions related to the human resource management system in long-term national programs, members of parliament, heads of organizations, managers, and deputies of government agencies involved with the human resource management system. Interviews were used as the data collection tool. The obtained damages were analyzed using the one-variable T-test, and then the identified damages were analyzed and prioritized using the AHP method. Findings: The findings showed that the sub-criterion of the absence of a career advancement path in government organizations with an eigenvector of 0.692 was in the first priority; the sub-criterion of types of employment without examination in executive devices with an eigenvector of 0.64 was in the second priority; the sub-criterion of degree-orientation with an eigenvector of 0.63 was in the third priority; and the sub-criterion of inadequate direct financial compensation for employees with an eigenvector of 0.6 was in the fourth priority. Also, the inconsistency rate of the comparisons made was 0.042, which, being less than 0.1, indicates that the comparisons made can be trusted. Conclusion: It can be concluded that the lack of clarity in the career path is the most serious damage to the country's human resource system, which planners can mitigate by paying more attention to this challenge.

Pay practices and safety organizing: Evidence from hospital nursing units.

Our understanding of how highly reliable care delivery is brought about remains elusive, in part, because there is limited evidence regarding the organizational practices that enable safety organizing-the behaviors and processes underlying high reliability. Because safety organizing relies on discretionary effort and lowering barriers to sharing expertise and discussing threats to safety and errors, we investigate three pay practices and their effects on information sharing and, in turn, safety organizing. Specifically, we examine average pay level, minimum pay rates, and pay dispersion on nursing units and their relationship with information sharing and safety organizing. Cross-sectional analyses of survey data from 1,461 registered nurses in 45 nursing units in three Midwestern hospitals on safety organizing linked to administrative data on pay practices from the organization's human resource systems. Pay data and survey responses were aggregated to the nursing unit level. PROCESS and structural equation modeling were used to simultaneously test for direct and indirect effects of pay variables on information sharing and safety organizing. PROCESS and Mplus path analysis indicated that paying a higher minimum rate in the unit and having lower pay dispersion have indirect, desirable associations with safety organizing through information sharing. Pay practices can help organizations enhance safety organizing. In particular, higher pay rates for the lowest level nurses and lower pay dispersion among nurses are associated with unit-level information sharing and safety organizing. Having pay practices associated with lower within-unit variation and higher pay for the lowest paid members of a unit may be viable strategies for greater information sharing and safety organizing.

The Impact of Electronic Human Resources Management in Achieving Entrepreneurship

The current study aims to understand and analyze the relationship between the independent variable, electronic human resources management, represented by its dimensions (E-recruitment, E-training, E-development, E-performance evaluation, E-compensation), and the dependent variable is entrepreneurship with its dimensions (creativity, initiative, risk-taking), and the researcher adopted on a scale through the statistical program (SMART PLS) analysis of these dimensions to analysis the sample of 7 commercial banks in Iraq. The research problem was represented by the following question: (Is their perception and awareness of the benefits of electronic human resources management in achieving entrepreneurship), too many results, the most important of which was the presence of a positive correlation with moral significance between the variable electronic human resources management and entrepreneurship. This indicates any integration between the variables. The study came out with a set of recommendations, the most important of which was that the company must keep pace with new and continuous developments and releases, and include these releases in its products more widely than they are now to face the changes. Which may occur in customer desires due to technological innovations in the product. The electronic human resources system must be applied in all organizations because it contributes to achieving entrepreneurship.

Leveraging Differentiated Human Resource Systems to Foster Workplace Creativity: A Conceptual Framework

In today’s rapidly evolving business landscape, creativity is a crucial factor in driving success. Numerous studies have looked at the connection between human resource systems and creativity, but they frequently consider workers as a homogeneous group, disregarding the unique differences between individuals in an organization. To address this limitation, we provide a conceptual framework that demonstrates how ‘differentiated’ human resource systems can effectively promote creativity across various hierarchical levels of an organization. This work clarifies the multifaceted nature of human resources’ involvement in nurturing creativity and may pave the way for future research in this field.

PEMBELAJARAN MODEL METODE KASUS (CASE METHOD) UNTUK MENINGKATKAN PEMBELAJARAN INOVASI MAHASISWA MATA KULIAH MANAJEMEN STRATEGIK

Strategic management is very important in managing an organization, because it can differentiate how well an organization achieves its performance, can face all forms of change and every decision provides benefits for various forms and types of profit-oriented organizations, government institutions, health and other organizations. other non-profits. Strategy is a process of implementing planning to achieve the organization's long-term goals by involving various existing resources. The Strategic Management course is a course designed to provide students with an understanding so they can implement a series of managerial decisions and actions in determining company performance in the long term. After students complete this strategic management course, students are expected to understand strategic management in terms of environmental observation, strategy formulation (strategic planning or long-term planning), strategy implementation, and evaluation/control. In addition, students are able to consider the implications of organizational strategy for the entire human resource system in the organization by translating organizational goals into specific resource management systems.

Fostering innovative behaviours of public sector employees: the potency of innovation-based HR practices, risk propensity and error tolerance

PurposeAlthough the innovative behaviour of public employees is critical for the creation of public value and meeting of public interests, the authors are uncertain about the role of the human resource (HR) system in affecting individual behaviour as past studies tended to discuss innovation at the organisational level of analysis. Based on corporate human resource management (HRM) literature, the authors draw from the ability-motivation-opportunity (AMO) model to examine the influence of innovation-based HR practices on work-related risk propensity and innovative behaviour and the moderating role of perceived error tolerance of public sector organisations.Design/methodology/approachDyadic data were collected from supervisors and their subordinates in various public sector organisations in the UAE. The authors collected valid responses from 100 managers and 200 employees.FindingsThis study's findings demonstrate that the HR system in the public sector shapes employees' behaviour at the individual level of analysis, consistent with the corporate HRM literature. The authors reveal that innovation-based HR practices significantly promote employees' innovative work behaviour because they trigger their inclination and disposition to take risks. Furthermore, the authors provide evidence that such risk-taking propensity at work is heightened under the conditions of a high level of error tolerance by the organisational management.Practical implicationsThis study's findings point out the importance of implementing innovation-based HR practices, such as recruitment, reward and training, to drive public sector employees' innovative work behaviour as they could galvanise their risk-taking propensity and, subsequently, innovative behaviour. Public sector managers also need to develop an innovation culture tolerant toward employees' mistakes to further foster employees' work innovativeness. Policy wise, this study's findings could be integrated into the national innovation strategy to drive the national growth in the UAE.Originality/valueThis study sheds light on the drivers behind innovative behaviour among public employees, which is a less researched area, especially in a non-Western context.

DETERMINANTS OF COMMUNITY FINANCIAL STATEMENT QUALITY: TANAH LAUT DISTRICT A VILLAGE FINANCIAL SYSTEM AND HUMAN RESOURCE COMPETENCE

The quality of village financial reports is supported by several factors such as the implementation of the village financial system and competency of human resources. This research aims to determine the influence of the village financial system and human resource competency on the quality of village financial reports in three sub-districts of Tanah Laut Regency. This research is research with a quantitative approach. The research results show that the village financial system partially has a significant effect on the quality of village financial reports. Human resource competency partially has a significant effect on the quality of village financial reports. The quality of Village Financial Reports is influenced by qualified human resources and an optimal Siskeudes system. HR competency can be interpreted as the suitability of educational background and responsibilities as village treasurer. It is felt that Siskeudes will make it easier to complete village financial reporting.

ЦИФРОВЫЕ ТЕХНОЛОГИИ В ПОДБОРЕ И ОТБОРЕ КАНДИДАТОВ: ОТ РУЧНЫХ ОПЕРАЦИЙ К ФОРМИРОВАНИЮ ЗАДАНИЙ

In modern society, digitalization of the human resource (HR) system and processes is an objectively set need of companies, a vector and format of HR policy and HR strategy. The transfer of HR management processes to “digital” has become a powerful factor in the survival of the enterprise in the ever-increasing “struggle for Talents”, a driver of increasing the effectiveness of implemented HR policies. HR management today is moving to a new level — the “HR 3.0” model, based on the use of algorithms, digital products, cloud technologies, mobile applications, artificial intelligence, integrated software, etc. One of the main directions of using digital technologies in the field of HR management is digital recruitment (digital recruiting). Digital recruiting as one of the most progressively developing areas of HR policy, which determines the practical value of this research. The focus of the article is the question of the forms and possibilities of using various digital technologies within the key stages of the process of recruitment and selection of candidates for vacant positions of the organization. The conclusion is made about the most striking trends in the digitalization of recruiting from the point of view of the analysis of the practice of Russian state and commercial structures. The request for transformation of the spectrum of key functions of a modern recruitment manager operating in a highly improvised social space is indicated. The scientific novelty of the article consists in determining the capabilities of modern digital technologies in the search and selection of candidates.

Help yourself before helping others: When corporate social responsibility does not make a company more attractive to job seekers

AbstractThis paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally‐directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally‐directed high‐investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally‐directed HIHRS, the positive influence of externally‐directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).

A Psychological Ownership Perspective on the HR System–LGBT Voice Relationship: The Role of Espousal and Enactment of Inclusion Matters

AbstractVoice behaviours of invisible sexual minorities, such as lesbian, gay, bisexual, and transgender individuals and others whose sexual orientations and/or gender expressions fall outside of heterosexual/cisgender norms (LGBT), have received scant attention in prior research. Based on the psychological ownership (PO) perspective, this study investigates the relationship between the presence of an LGBT‐supportive human resource (HR) system and LGBT employees’ voice. Moreover, grounded in the situational strength and leadership literature, this study examines the boundary conditions of the strength of an LGBT‐supportive HR system and leader inclusiveness within this PO mechanism. Data collected from LGBT employees in three waves reveal that PO can mediate the influence of the presence of an LGBT‐supportive HR system on LGBT voice. Additionally, the strength of an LGBT‐supportive HR system moderates the relationship between its presence and LGBT employees’ PO in the first stage, while leader inclusiveness moderates the PO–voice relationship in the second stage. Overall, the mediating effect of PO is most significant when a strong HR system is aligned with high leader inclusiveness. Theoretical and managerial implications are also discussed.

Potential application of industry 4.0 with lean six sigma in Indonesia's defense industry: A Comprehensive Study

Amidst a rapidly evolving global landscape and ever-advancing technology, Indonesia's defense industry, as a vital strategic sector, must foster innovation to enhance its potential and competitiveness. An effective approach is the amalgamation of Industry 4.0 with Lean Six Sigma. Industry 4.0 encompasses technology-driven industrial advancements, including IoT, big data, AI, robotics, and integrated automation. In contrast, Lean Six Sigma focuses on elevating process quality and efficiency. This study explores the applicability of integrating Industry 4.0 with Lean Six Sigma in Indonesia's defense industry, aiming to expedite production, optimize resource utilization, and elevate operational efficiency. Lean Six Sigma aids in reducing error rates and production costs. The research employs a literature study method with comprehensive analysis of the implementation of Industry 4.0 technology and Lean Six Sigma methodology. The findings reveal that this integration holds immense potential for the defense industry. Nevertheless, it encounters challenges such as technology and infrastructure limitations, cybersecurity concerns, financial investments, human resource readiness, regulatory compliance, and system integration complexities. Recommended solutions comprise infrastructure and technology enhancements, bolstering cybersecurity measures, government financing and support, human resource development, research and development initiatives, and robust project management and system integration. In conclusion, adopting Industry 4.0 with Lean Six Sigma promises strategic advantages for Indonesia's defense industry. Collaborative efforts and government backing shall steer the defense industry towards an innovative and fiercely competitive future. Future researchers can broaden the scope, delve into obstacle analysis, and assess the impact to foster the defense industry's optimal growth

Efficiency of investments in human capital: priorities and prospects for their development

The authors of the article considered the current state and problems of attracting investment in human capital. The purpose of the study is to analyze the attraction of investments in human capital and substantiate their effectiveness. The scientific and practical significance of the study lies in the fact that an assessment was given in the areas of use of investments in human capital. Using the method of analytics of views on the theory of human capital concepts, its place in the development of socio-economic relations made it possible to determine a set of indicators that characterize the effectiveness of investments. The study analyzed the dynamics of attracting investment in human capital at the present stage, which made it possible to identify such problems as the development of human potential, the role of educational services and the system of training human resources in social reproduction. As a consequence, the existing shortcomings in the process of investing human capital depending on the level of development of the country's regions were revealed. The authors within the framework of comparative analysis substantiated the necessity of achieving priority directions of investment resources in human capital development according to the indicators that most strongly influence the level of socio-economic development. In addition, the analysis of various sources of policy documents on the strategic development of the RK, in particular, the state programs of socio-economic direction, allowed us to conclude that the results of the study will make a certain contribution to the development of measures aimed at ensuring further development of human capital, in particular, to increase the level of GRP at the present stage.

Knowledge Management and HRM Innovation through Expatriates

In this study, the main objective is to understand how the international assignment is related to the acquisition and transfer of knowledge. As specific objectives, we intend to understand the international assignments motivations and to explore how the international assignment can impact the employee's career development. Through an exploratory case study approach, a qualitative research methodology was used to collect data, using a semi-structured interview with a group of stakeholders from an international company (five expatriates and two organisational representatives of expatriations process) in order to answer to the following research questions which factors contribute to the acquisition and transfer of knowledge of expatriates in companies? and how does the acquisition and transfer of knowledge of expatriates in companies take place? The interviews were verbatim transcript and data analysed according to thematic analysis procedures. Our findings show that expatriates are simultaneously agents of knowledge acquisition and knowledge transferring. In addition, expatriates have many high expectations about the useful of their knowledge transferring to home company, specifically in their organisational career evolution and for business innovation and competitiveness. Using the findings, on the one hand international companies can improve human resources system to fit their support practices to needs and expectations of their expatriates after return to home company. On the other hand, the knowledge brought from expatriation, helps organisations at the strategic level through market knowledge and enables the implementation of international innovation human resources policies and practices, contributing to the globalisation of the company. Some conclusions to the contributes to the knowledge management will be highlighted in the last part of the paper.

THEORETICAL ASPECTS OF STRATEGIC PERSONNEL MANAGEMENT RESEARCH

With the rapid economic development and increasingly fierce social competition, the accelerated development of global digitalization, the current enterprises are characterized by the development of informatization, and the role and impact of human resource management on enterprise performance are becoming more and more prominent. Enterprises are people-oriented, and on the basis of this concept, enterprises gradually explore a human resource management system suitable for enterprises. In the face of the current environment and the task of high-quality development of the country, traditional personnel management can no longer meet the needs of enterprise development, human resource management has gradually been upgraded to the level of strategic planning, and more and more enterprises realize the importance of strategic human resource management. In the face of many challenges, enterprises should be based on the industry, start from the aspect of talent management, stimulate the motivation of internal talents, and continuously improve the autonomy and creativity of internal talents in all aspects of work. Talent management is not only the basic condition for the normal operation of enterprises, but also the focus of whether enterprises can develop smoothly, and the conditions for the continuous improvement of economic benefits of enterprises. If enterprises want to make strategic results, they must establish the connection between human resources and enterprises at the strategic level, and sort out and formulate human resources work plans from corporate strategies. Human resource management has always occupied a very important position in enterprise management, and strategic human resource management is more suitable for the development of enterprises in the current economic and competitive environment. Based on the theory of strategic human resource management, this paper analyzes Huawei's concepts and tools for building a strategic human resources system based on its theoretical concepts, core contents, and importance in enterprises, in order to provide some experience and enlightenment for other enterprises.