Human Resources Research Articles

INCREASING THE HUMAN RESOURCES POTENTIAL OF STATE AUDIT BODIES AS A BASIS FOR IMPROVING THE EFFICIENCY AUDIT MECHANISM

Recent economic and financial scandals worldwide, the growth of the shadow economy, the increase in funds concealed from the budget, the rise of corruption, and insufficient adherence to financial discipline create very serious problems. The development of an audit system that creates a transparent and comprehensive informational environment for the government and the public, and plays a key role in economic regulation, is aimed at addressing these serious issues and improving the economic and managerial environment. The purpose of the paper is to explore how increasing the human resources potential of state audit bodies serves as a basis for improving the efficiency audit mechanism. The improvement of the functioning of the state audit system and the enhancement of the knowledge and expertise of personnel and specialists working in this field are based on the critical need to assess and refine the existing system. At the current stage of development, improving the mechanisms of state audit and financial control, as well as monitoring the effective use of budget expenditures, has become a priority. In this context, the concept of state budget policy has undergone changes and is now focused on results-based management. To achieve these goals, new approaches to assessing economic efficiency are being developed, with the improvement of the efficiency audit mechanism being the main focus. The development of auditing institutions plays an important role in accelerating the country's socio-economic development. As a result of these institutions' activities, it becomes possible to identify new financial and economic resources necessary for economic growth. Increasing transparency in society and strengthening financial discipline in economic activities are also closely linked to the work of these institutions. The paper examines the issues of enhancing the knowledge and experience of personnel and specialists, who play a key role in the development of the audit institute.

The Influence of Human Resource Development, Leadership Style, and Competence on the Performance of the Mediating Role of Service Quality

This study aimed to determine the effect of HR Development, Competence, and Leadership Style on Service Quality and teacher performance at SMP and SMA IT AL Utsmani Bangkinang. A questionnaire is used to collect data in this research. The population in this study were all teachers at SMP and SMA IT AL Utsmanai Bangkinang with 81 teachers. The sample of this study used the census method with PLS 3.0 Structural Equation Modeling (SEM) analysis. The results showed that HR development had a positive and insignificant effect on Service Quality. The results showed that HR development had a positive and insignificant effect on Service Quality, Competence had a positive and significant effect on Service Quality, Leadership Style had a positive and significant effect on Service Quality, and Human Resources Development had a positive and significant effect on performance.

Social Marketing Strategy for Social Care Programs for Victims of Human Trafficking Crimes

This study aimed to determine the social marketing strategy for social care programs for victims of human trafficking crimes by identifying the reality, mechanisms, challenges, and proposals for activating social marketing for social care programs for victims of human trafficking crimes. The research is descriptive research that aims to describe the social marketing strategy for social care programs for victims of human trafficking crimes. In line with the type of research, the researcher relied on the social survey method with a sample, which is one of the most appropriate methods for descriptive research. The research community was represented by officials in the department of combating human trafficking crimes at the Ministry of Human Resources and Social Development and in shelter centers in the kingdom's regions. The research sample was determined by a simple random sample of officials in the Department of Combating Human Trafficking Crimes at the Ministry of Human Resources and Social Development and shelter centers in the kingdom's regions, consisting of 121 individuals. The research results confirmed that The challenges of social marketing for social care programs for victims of human trafficking crimes were represented in: interest in superficial advertising aspects of social marketing, lack of marketing skills among those in charge of social marketing programs, lack of good planning for social marketing programs, and poor training of workers in the field of social marketing. The proposals to activate social marketing for social care programs for victims of human trafficking crimes represented: interest in conducting social surveys to determine the needs of victims, building a specialized department in social marketing for social care programs for victims of human trafficking crimes, interest in realistic advertising aspects of social marketing, and measuring victims’ satisfaction with the programs scientifically provided to them.

Unlocking HR’s Hidden Treasure on Innovation Capability: The Mediating Role of Knowledge Management Capacity

Effective innovation is possible when one can innovate. Malaysia has serious problems due to a lack of R&D and innovation skills. Furthermore, small and medium-sized firms (SMEs) in developing nations have received less attention in past research on Malaysian innovation. A quantitative strategy is employed to meet the study's goals. A survey approach is used to collect data from the owners, chief executives, and management of ICT SMEs. The research collected and analyzed a total of 200 respondents. The research models and hypotheses were assessed using the Partial Least Squares (PLS) technique. This research comprises the difference between Innovative Centric Human Resource Management (ICHRM) (Acquisition; Development; Egalitarian; Collaborative; Documentation, Information System) and Innovation Capability (Radical; Incremental), also the relationship between ICHRM and Innovation Capability, using Knowledge Management Capacity as a mediator. Based on the findings of this study, the majority of HRM practices are suitable for SMEs' incremental innovation capabilities. This study also presents empirical evidence of the impact of ICHRM on knowledge management capacity on innovation, focusing on the impact of each dimension in ICHRM components that were linked to organizational processes, with a focus on the influence on incremental and radical innovation.

İnsan resursları departamentlərinin funksiyalarına daxil edilən yeni səlahiyyətlər

The development of enterprises today and in the future is proportional to the amount of capital that will be in vestedin Human resources and the ability to establish the working conditions of Human resourcesin a form that will meet the irwishes as much as possible. It is very difficult for enterprises that cannot realize these torealize their goals in the long run. The management of human resources aiming at the desired resul with a high motivation that can beachiev edaccording tot herules of the work place by loving and willingly by the employeesisone of the main elements of corporate success. In the article, the concept and importance of human resources, functions of human resources management, principles of human resources management, environment of human resources management (IRI) etc. Topic sare exploredin detail and the importan ceisem phasized. Keywords: Human Resources, law, personnel, evaluation, employee, recruiter, work, quality.

Impact of Human Resource Policy Implementation on Service Delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya

Efficient implementation of policies has a crucial function in improving service delivery in the public and private domains. The success of policy execution directly impacts how much the policy contributes to enhancing service delivery. To achieve high-quality, efficient, and timely service delivery, the Directorate has adopted a strategy of revamping, retooling, and continuous learning. The Office of the Director of Public Prosecutions (ODPP) follows the Excellence Charter and adheres to the ODPP Strategic Commitments for the period 2020-2023. In this context, the researcher focused on examining the impact of human resource policy implementation on service delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya. Implementation Theory and Organizational Culture Theory guided the study. Descriptive research design was utilized. The target population was 198 individuals working within the ODPP Western Region of Kenya. Individual respondents were selected randomly from Legal, Administration, and Support Staff in region. Data collection was done through questionnaires distributed to staff and document analysis was conducted in the resource centres available in the region. Face-to-face interviews with selected County Heads were carried out by the researcher. Descriptive statistics, such as means, percentages, and frequencies, was used in the research's quantitative and qualitative approaches to analyze the data using SPSS. The findings indicated that human resource has a significant impact on service delivery at the ODPP, Western Region, Kenya. The results upon Analysis of Variance (ANOVA) established human resource policy implementation had an r of 0.265, β = 0.252, t= 3.786, p= 0.05. It was concluded that Policy Implementation had a statistically significant impact on service delivery in the ODPP. The study recommends that ODPP should enhance HR policy implementation and service delivery in the Western Region by improving communication, offering regular training, fostering open dialogue, establishing a robust monitoring framework, deploying dedicated HR Officers, and ensuring transparent and unbiased career progression and training opportunities. The study will be part of references materials for all ODPP Staff, stakeholders, policy makers and other institutions in Kenya as an insightful tool in advancement of efficacy and efficiency in policy implementation.

Enhancing Sustainable Tourism in Medan through Heritage-Based Development

This study aims to analyze the strategies for developing heritage tourism in Medan, focusing on the Kesawan area as a key destination. The research utilizes SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats), which helps identify the internal and external potential in the development of heritage tourism in the city. The results show that Kesawan’s strengths lie in its historical, cultural, and architectural value, as well as its strategic location, making it an attractive tourist destination. However, the weaknesses identified include inadequate infrastructure, limited human resources, and insufficient funding. Opportunities include the growing trend of cultural tourism and government support for heritage development. Nevertheless, threats such as uncontrolled urbanization, climate change, and economic pressures require particular attention in managing the area. The integration of heritage aspects in the city’s tourism master plan is progressing well, with the Medan City Tourism Development Master Plan (RIPPARKOT) outlining sustainable development strategies and policies. This study recommends improving infrastructure, enhancing human resources, and adopting effective marketing strategies to support sustainable heritage tourism development. Proper management could position Kesawan as a premier heritage tourism destination, contributing to the local economy.

Challenges of Lack of Human Resources in Training Management at SPNF Sanggar Medan City Learning Activities

The background of the research is based on the formulation of the problem, namely the challenges faced by the Learning Activity Studio (SKB) in Medan City from the perspective of training management due to limited resources. This study uses a qualitative approach with a descriptive analysis method. The subjects in this study are leaders and employees at SPNF SDKB in Medan City who are selected through purposive sampling techniques. Data collection was carried out through observation and interviews directly to respondents. Data analysis is carried out qualitatively consisting of data reduction, data presentation, and conclusion drawing. The results of the analysis show that the development of human resources in a SKB is very necessary to improve the quality and success of the training program, namely further efforts are needed in the development of more varied training programs and more activities, as well as improving human resource competencies so that the company can survive and develop in accordance with environmental demands. To increase training management resources, SKB can consider strategies such as internal and external training, as well as the use of technology to improve training access and efficiency.

The role of Green Transformational Leadership and Green Product Innovation in Emerging Economies: Green Employee Behaviour and Green Human Resource Management as Intervening Variables

Purpose: This study is to offer a critical re-evaluation of the Green Transformational Leadership (GTL)–Green Product Innovation (GPI) relationship within SMEs in emerging economies, challenging the direct causality assumed in prior research. Theoretically, GTL, as a conceptual construct, lacks the mechanisms to produce a direct impact on GPI, a misconception widely propagated in earlier literature. As such, our study is to redirect such topical issues. In doing so, we also analysed green employee behavior (GEB) and green human resource management (GHRM) as intervening variables. Method: We distributed questionnaires into several SMEs operated in East Java, Indonesia. Result: Our empirical evidence strongly supports the proposed framework, suggesting no significant direct relationship between GTL and GPI and even showing a negative coefficient. However, when mediated by GHRM and GEB, the relationship becomes both positive and significant, indicating that these intervening variables are essential for realising the innovation potential of GTL. Furthermore, GTL partially fosters GHRM and GEB, while both GHRM and GEB positively influence GPI. These findings carry profound theoretical implications by refining the understanding of leadership’s role in sustainability practices and offering actionable insights for managers aiming to enhance green innovation through strategic HR and behavioural interventions.

Awareness and perceived readiness of Industry4.0 in Africa: a case study of SMMEs in Nigeria

ABSTRACT This study assesses the awareness and readiness for Industry4.0 in African emerging economies. It also investigates the factors affecting the adoption of Industry4.0 among Nigerian SMEs based on the Diffusion of Innovation theory using quantitative methodology. A total sample of 377 employees was selected. The results show a positive but weak correlation among awareness and perceived readiness and the adoption of Industry4.0, suggesting that other factors such as trialability, compatibility, and relative advantage play a significant role in Industry4.0 adoption. The main challenges identified include high investment costs, a lack of managerial will, perceived complexity, and a shortage of adequately skilled human resources. The perceived level of readiness for Industry4.0 reveals most SMEs were at the computerisation stage, indicating a significant gap in Industry4.0 readiness. Theoretically, the study explores the DOI theory in African context by introducing awareness and perceived readiness as additional factors for adoption while managerially providing insights for industry4.0 adoption in resource-constrained economies such as Africa.

Working for Jessica or Michael? Implications of gender stereotypes for job application intentions at technology startups

AbstractResearch SummaryWe examine a critical yet underexplored aspect of human resource management in nascent technology ventures: employee recruitment. Applying theories of gender stereotyping, we contend that female‐led technology startups face greater obstacles in attracting job applicants than their male counterparts. Evidence from a randomized online experiment conducted in 2020/2021 with 777 US job seekers substantiates this barrier, indicating that the disparities are partly rooted in gender‐stereotypical perceptions of female technology entrepreneurs as less competent, agentic, and warm, which contribute to less favorable assessments of their ventures' economic potential and employee empowerment potential. Startups with gender‐diverse leadership teams appear to overcome these biases. Confirmatory evidence comes from a 2024 replication study with 455 US job seekers, underscoring the need to address gender biases in the technological ecosystem.Managerial SummaryIn the competitive landscape of technology startups, attracting talent is key. Our study reveals that startups with female leaders face gender biases during recruitment, with job candidates perceiving female technology entrepreneurs as less competent, agentic, and warm—and their startup ventures as less likely to have what it takes to grow and to empower employees. Analysis from a randomized online experiment involving 777 US job seekers in 2020/2021 and a follow‐up study with 455 US job seekers in 2024 confirm such biases. Crucially, a gender‐balanced leadership team significantly counters such biases, enhancing the venture's appeal to potential hires. These insights highlight the need for technology startups to promote gender diversity within their leadership to dismantle stereotypes and attract a broader talent pool.

Designing a Human Resource Empowerment Model for Pharmacists in Pharmacies in Tehran

Background: One of the most effective strategies to gain a competitive advantage in the current business environment is to enhance the efficiency of employees within organizations. The purpose of this research was to design a human resource empowerment model for pharmacists in pharmacies in Tehran. Methods: The research's statistical population includes two qualitative and quantitative components. In the qualitative part, 35 elite pharmacists from universities, industry, and the Ministry of Health were included, while the quantitative part involved a statistical sample of 220 individuals. For data analysis, the Grandad process of Kolmogorov-Smirnov statistical tests, independent one-sample t-test, exploratory factor analysis, confirmatory factor analysis, and structural equation modeling were used. SPSS 25 and AMOS 24 software were used to analyze the research data Results: The findings showed that in the final development model of empowering pharmacists and personnel in Tehran courts, causal factors include psychological characteristics and training. The core category includes cultural and moral competence, as well as professional and technical competence. Background factors include commitment and skill. Intervening factors include moral values. Strategies include efficiency and speed. The consequences include creativity, innovation, and social responsibility.Results: The findings showed that in the final development model of empowering pharmacists and personnel in Tehran courts, causal factors include psychological characteristics and training. The core category includes cultural and moral competence, as well as professional and technical competence. Background factors include commitment and skill. Intervening factors include moral values. Strategies include efficiency and speed. The consequences include creativity, innovation, and social responsibility. Conclusion: It can be concluded that continuous training workshops should be organized for pharmacists in Tehran pharmacies to enhance their specialized knowledge. Periodic in-service courses should be provided to these individuals based on their professional activities. The organization should consider social activities and social behaviors as focal points.

Development Strategies for Service-based Human Resources Business in Digital Age: The Case of Leadership Factory

Abstract: This research mainly takes the leadership factory as an example and, through analysis, points out the future development path for service human resources business. During the COVID-19 period, the development of the human resources industry was hindered, as reflected in the development of products, markets, and human resources itself. Service human resources companies have seized the most important product demand during COVID-19 and completed product changes. However, with the end of the epidemic era, market saturation also means that products need to be updated and iterated accordingly. Market diversity, uncertainty, and the development of the times have brought difficulties and risks to enterprises. Therefore, companies need to gain a foothold in the new era market. This study found that companies can specify their future development plans through five aspects: digital technology, diversification, professional capabilities, market penetration, and sustainable development capabilities. This research conference provides ideas for the future development of most service-type human resources business.

ANALISIS KINERJA PEGAWAI DITINJAU DARI FAKTOR INTERNAL DAN EKSTERNAL DI KANTOR URUSAN AGAMA (KUA) KECAMATAN BENJENG KABUPATEN GRESIK JAWA TIMUR

This research aims to analyze employee performance in terms of internal and external factors as well as supporting and inhibiting factors in improving employee performance in KUA Benjeng District, Gresik Regency using a descriptive qualitative analysis approach. The results of the research are that performance is viewed from internal employee factors, work quality is in accordance with the law or SOP and punctuality is optimal. Then employees have various innovations to make it easier to complete work and employees are able to carry out their work in accordance with their main duties and functions. Performance is reviewed from external factors, employees communicate well with superiors and co-workers, employees implement teamwork and employees implement organizational culture well. Supporters in improving employee performance, the quality of their human resources is very responsible for the tasks that have been assigned, employees have competencies that are in accordance with their main duties and functions and work commitment has been implemented well. The obstacles to improving employee performance are inadequate work facilities, employees do not mix family problems into the office and human resources at KUA do not understand technology.

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.

INNOVATIONS IN HUMAN RESOURCE MANAGEMENT IN THE PUBLIC SECTOR OF UKRAINE

The article examines the characteristics of innovations in human resource management within Ukraine’s public sector. It defines the concept of innovation in human resource management as the introduction of new ideas, methods, technologies, and processes aimed at enhancing the efficiency and effectiveness of managing human resources. The importance of studying this topic is highlighted, particularly in light of the need for the public sector and government bodies to adapt to the demands of wartime and the socio-political crisis, as well as the necessity to develop a strategy for advancing the public sector through the implementation of various international agreements. The main objective of the study is to analyze the specific features of introducing innovations in the human resource management system of Ukraine’s public sector. This includes identifying successful practices for implementing electronic systems, key areas for the digitalization of public administration, and promising research directions. The study demonstrates that several organizational, technological, and social variables influence the interactions between employees, management, and other stakeholders. For instance, technological innovations enable the automation of HR processes (e.g., talent management systems, HR analytics, electronic document management platforms) and the use of online tools for employee training and development (e-learning, webinars). Organizational innovations promote the adoption of new management models. The study highlights several priority areas for further development: strategic communications in public policy, shaping the corporate culture of government agencies, defining their mission, strategic goals, values, and vision; fostering innovative leadership; developing horizontal connections within organizations through innovation; and ensuring principles such as fairness, transparency, openness, and equal access through the digital transformation of public administration.

Development of a digital profile of a university teacher

Currently, digitalization is a cross-cutting business process in the higher education system. Digital transformation has affected both the functioning of the higher education system in general and the activities of each university and participants in the educational process in particular.An important problem is the adaptation of teachers to a dynamically changing digital environment, taking into account the requirements for the level of digital competencies resulting from the specifics of the digital environment, and the already existing level of digital literacy of the teacher. In a modern university, a teacher is a multifunctional subject who performs educational, methodological, research, and administrative tasks, the solution of which is often associated with working in the digital environment of an educational organization.The article presents a model of the digital environment of a university with an emphasis on human resources and digital services is presented, which allows the development of a policy for managing changes and transformation processes in universities. The thesis that the digital environment determines the level of requirements for the digital competencies of teachers is substantiated.The authors propose an evaluation method for the teacher’s digital literacy, which makes it possible to develop the teacher’s digital profile considering the educational, methodological, administrative, and research activities.

ARTIFICIAL INTELLIGENCE AS AN INNOVATIVE TOOL OF CORRUPTION PREVENTION IN JUDICIARY: THE ADVANTAGES

There has been made an attempt in the article to assess the possibility and expediency of application of information and communication technologies and their highest manifestation – artificial intelligence – as an anti-corruption tool in the judiciary. The essence and modern forms of the artificial intelligence phenomenon and its connection with information and communication technologies have been analyzed. There has been researched national and foreign legal regulation on the application of artificial intelligence both in the field of public administration in general and in the field of the judiciary and administration of justice in particular. The cases of the most «significant» corruption events in the judiciary have been presented and an attempt to find out the reasons of the failure of traditional tools to prevent corruption has been made. There has been called into question the ability of the state to overcome such a negative socio-power phenomenon as corruption without the implementation of radical steps which have long been overdue and became even more actualized during the armed conflict. Some positive examples of the information and communication technologies use in the judiciary have been demonstrated. Separate advantages of using artificial intelligence as a new tool for preventing corruption in the administration of justice have been briefly systematized. There has been emphasized that artificial intelligence due to its impartiality is fully capable to ensure the realization of the right to a fair trial, preserving time, financial and human resources, and reducing the level of corruption. At the same time, there has been underlined that without studying the risks and threats of using computer programs at this level of their development, relying only on them as a panacea for the destruction of corruption practices is imprudent and premature. Finally, an impulse for further research of artificial intelligence and its features as a tool of corruption prevention in the judicial system has been given.

Unlocking the Potential of Teff for Sustainable, Gluten-Free Diets and Unravelling Its Production Challenges to Address Global Food and Nutrition Security: A Review

Sustainable diets, as defined by the Food and Agriculture Organisation, aim to be nutritionally adequate, safe, and healthy, while optimising natural and human resources. Teff (Eragrostis tef), a gluten-free grain primarily grown in Ethiopia, has emerged as a key contender in this context. Widely regarded as a “supergrain”, teff offers an outstanding nutrition profile, making it an excellent choice for people with gluten-related disorders. Rich with protein, essential amino acids, polyunsaturated fats, and fibre, and abundant in minerals like calcium and iron, teff rivals other popular grains like quinoa and durum wheat in promoting human health. Beyond its nutritional benefits, teff is a hardy crop that thrives in diverse climates, tolerating both drought and waterlogged conditions. Due to its resilience and rich nutrient content, teff holds the potential to address nine of the 17 United Nations’ Sustainable Development Goals (SDGs), including SDG 1 (no poverty), SDG 2 (zero hunger), and SDG 3 (good health and wellbeing), which are tied to improving food and nutrition security. However, teff production in Ethiopia faces significant issues. Traditional farming practices, insufficient storage infrastructure, and food safety challenges, including adulteration, hinder teff’s full potential. This review explores teff’s dual role as a nutritious, sustainable food source and outlines the key challenges in its production to conclude on what needs to be done for its adoption as a golden crop to address global food and nutrition security.

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.