Human Resource Management Approach Research Articles

The Role of Leadership Styles in Shaping Organizational Culture: A Human Resource Management Approach

The Role of Leadership Styles in Shaping Organizational Culture: A Human Resource Management Approach

The Data Analysis on Business Communication and Entrepreneurial Competency in Influencing Business Performance

MSMEs (Micro, Small,and Medium Enterprises) have great potential in the local economy and can be a solution to reduce the unemployment rate by absorbing more workers. One business sector that has received great attention is the culinary sector. MSMEs in the culinary segment have great potential to contribute to the local and national economy.The unsatisfactory performance of MSMEs in Indonesia is caused by a lack of quality human resources (HR) or a lack of expertise in entrepreneurship. This can be seen from the lack of progress in the knowledge of MSME players in aspects of management, organization, information and communication technology, marketing, and other skills that are essential in running a business.This research aimsto obtain, know, study,and analyze the variables that will be mapped into the entrepreneurial model and their influence on businessperformance. The research method approach used is a Systematic Literature Review (SLR) which is carried out by identifying relevant research, assessing its quality, and scientifically summarizing the results of previous research.The results of research discussions found variables that would become entrepreneurial models in improving businessperformance. This research uses a human resource management approach, especiallyregarding factors that influence businessperformance. In this research, three variables were found to be used as research objects, namely two independent variablesand one dependent variable.The novelty of the resulting research is creating an entrepreneurship model consisting of communication and entrepreneurial competence and their influence on business performance.

The Influence of Human Resource Management on Enterprise Benefits

In the global business environment, enterprises are facing increasingly fierce competition. To flourish in this challenging setting, an enterprise's human resource management (HRM) strategy is paramount. This study aims to delve into the ramifications of HRM on corporate benefits and how businesses can elevate their competitiveness via innovative HR strategies. Through an in-depth case study analysis of three representative enterprises — Alibaba, Tesla, and IKEA — this research elucidates their distinct HRM strategies and the specific repercussions on enterprise benefits. The findings indicate that companies that strategically align their HRM practices with their business goals tend to have better employee satisfaction, efficiency, and market positioning. To achieve enduring success, contemporary enterprises need to perpetually refine their HRM approaches, ensuring alignment with company objectives and adaptability to a fluctuating market landscape. Conclusively, exceptional HRM does not just amplify employee contentment and efficiency; it carves a decisive edge for enterprises in the cutthroat market arena.

Mitigating Tacit Knowledge Loss in South African State-Owned Companies: HRM Approach

This study is an interdisciplinary research that sought to explore knowledge loss risks interdependently in relation to the knowledge management (KM) and human resource management (HRM) disciplines in South African state-owned companies (SOCs). This study highlighted the significant role of knowledge-based HRM systems, which will naturally enhance the management capacity of tacit knowledge to mitigate risks and assist SOCs to deliver on a developmental mandate, as well as ensure their survival and the economic growth of developing nations. The paper aims to explore the connection between KM and HRM practices for the effective management of enterprise tacit knowledge loss risks using the SOCs of South Africa as a case. This study is a mixed methods research project, using the exploratory sequential design as a research strategy. Data were collected qualitatively through interviews with 20 purposively nominated human resource managers, and survey data was collected randomly from 25% (145 of the 585 responses) of the workers employed in SOCs. Qualitative data were analysed thematically using Atlas.ti and Statistical data were analysed using SAS and exploratory factor analysis. The relationship between HRM and KM practices in lessening the risks inherent in tacit knowledge loss, mainly from voluntary turnover, is underdeveloped in many South African SOCs. The study established that the role of HRM in supporting KM is limited and underdeveloped in many SOCs, largely because they are lagging in key structures and knowledge-centric cultures, behaviours and HRM practices to drive the effective management of company knowledge. This study assists HRM executives and KM practitioners to develop knowledge-driven HRM practices in order to mitigate risks from the loss of tacit knowledge, whilst ensuring sustained performance in public enterprises. The study and proposed strategies seek to influence the discourse, policies, practices and theories on KM and HRM praxis in companies to mitigate the risks associated with the loss of tacit knowledge.

Sustainability metrics of environmental sustainability in Iranian manufacturing sector: achieving through human resources.

The paper investigates the impact of green human resource management (GHRM) on operatives' green actions in Iranian businesses. GHRM is a human resource management approach that prioritizes environmental and social responsibility. The study uses a random sample of 385 managers and employees from Iran's industrialized businesses in all regions. The research uses partial least square structure equations modeling to evaluate the suggested framework. The results show that GHRM practices affect corporate social responsibility, green attitudes inside the workplace, and green activities taken by workers. In addition, a green mentality and a commitment to corporate social responsibility encourage environmental activities in the workplace. The green psychosocial environment and corporate social responsibilities are intermediaries between green human resources development and individual green behaviour in Iranian businesses. The study suggests that incorporating sustainability metrics into the human resource management system is vital for achieving a sustainable future in industrial development. The research has important implications for businesses around the world, particularly those in the manufacturing sector, by encouraging them to adopt more environmentally responsive methods, including reducing resource usage.

The Role, Nature and Contribution of Indian Emerging Market Multinational Companies in African Countries

This article examines factors pertaining to the development of Indian emerging market multinational companies (EMNCs) in African countries. India is a member of the BRICS grouping of developing countries, the others being Brazil, China, Russia and South Africa. Therefore, understanding its role, scale and dynamics of internationalising in the African context is particularly important. The following key areas are examined: the historical and socio-economic context, internationalisation strategies of Indian MNCs in African countries, home and host country factors, labour markets in host countries and human resource management (HRM) approaches of selected Indian EMNCs in particular African countries. Most work on international business and international HRM in Africa focuses on the Sino-Africa nexus. Both China and India are members of the BRICS grouping but have followed different trajectories in internationalising in the African context. This analysis helps fill a gap by evaluating the Afro-Indian relationship in business, particularly EMNCs from India. The analysis finds the following abiding themes in the historical connections and relationships of Indian EMNCs: the role of family-owned businesses, human resource development and long-term host country commitment.

Green Human Resource Management Approach: Implementation for Development Team and Organization (Mini Review)

The purpose of this scientific article is to prove between three variables from existing scientific articles about the variables in this study qualitatively by using a literature review, the research method used is qualitative by searching literature reviews from scientific articles from various reputable international journals Result discussion above answers everything presented by researchers in this scientific article, with a qualitative result that exists. The recommendations in this study provide a differentiating variable that is considered a research gap and can be used for other researchers with different objects such as differentiators Green Recruitment & Selection, Green Training, Involment, and Development, Green Performance & Compensation, Green Perfoamnce Management And Appraisal, Green Employee Involment Practices, Top Management, Environmental Oriental, Green Team Creativity and Organizational Sustainability, green culture, green OCB, green Values, Commiment HRM, Environmental Regulation, Green Creativity, Green Team Creativity and Technological Turbulence, sustainability performance, and emerging economy

AN OVERVIEW OF HUMAN RESOURCE MANAGEMENT APPROACHES IN ALBANIAN PUBLIC VOCATIONAL EDUCATION INSTITUTIONS

The management of human resources is considered a crucial component of the overall educational process. As a result, functions related to the management of human resources must be carried out as effectively as possible to meet the requirements relating to both individuals, institutions, and society goals. Human Resource Management (HRM) practices play a pivotal role in the success and efficiency of public vocational education providers, which serve as the foundation for a skilled workforce and sustainable economic growth in Albania. This study provides a comprehensive overview of HRM practices within the context of public vocational education (VE)institutions in Albania. It explores the current implementation of the HRM practices as well as challenges, trends, and emerging strategies in managing human capital to enhance the quality of education and ensure the relevance of vocational training in the Albanian labor market. The research draws upon a qualitative methods approach, combining interviews, document analysis, to examine HRM practices across multiple public vocational education providers (VEP) in Albania. Key findings highlight the current approach of recruitment and selection processes, professional development opportunities, and compensation and renumeration and its importance of effective in shaping the workforce quality and educational outcomes. Moreover, the study sheds light on the challenges faced by these institutions, such as limited financial resources, bureaucratic constraints, and the need for alignment with evolving labor market demands. The paper provides information that can be translated to set of recommendations for public vocational education providers and policymakers in Albania to enhance HRM practices. These recommendations encompass the need for increased flexibility, the implementation of strategic HRM approach and the development of comprehensive HRM policies that address the unique challenges and opportunities in the Albanian vocational education sector. In summary, this study offers a valuable insight into the HRM practices of public vocational education providers in Albania, emphasizing the critical role of human capital management in advancing the quality and relevance of vocational education in the country. The findings and recommendations presented herein provide a foundation for further research and policy development in this important field.

The Recruitment, Selection, and Motivation: Driving Employee Performance AKPAR NHI Bandung

This study aimed to examine the influence of recruitment, selection, and motivation on employee performance at AKPAR NHI Bandung, a college of hospitality and tourism in Bandung, Indonesia. A sample of 62 respondents, consisting of 20 academic staff and 42 administrative staff, was selected to participate in the study. Data were collected using questionnaires distributed to the respondents. The findings revealed that both recruitment and selection had a significant positive impact on employee performance. Effective recruitment practices, such as attracting and selecting qualified candidates, were found to be crucial in driving employee performance. Similarly, aligning candidates' qualifications with job requirements through a well-designed selection process positively influenced employee performance. However, no significant relationship was found between motivation and employee performance. These results underscore the importance of implementing effective recruitment and selection strategies to enhance employee performance. Organizations should focus on attracting and selecting highly qualified individuals while ensuring a good fit between candidates and job requirements. Efforts should also be made to foster employee motivation through recognition, career development, and a supportive work environment. The study contributes to the understanding of human resource management practices and their impact on employee performance in the hospitality and tourism industry. The findings highlight the need for strategic human resource management approaches that optimize recruitment and selection processes and address employee motivation.

A S trategic Human Resource Management Approach in Chaebol Hotels

Purpose: The purpose of this study is to examine how strategic human resource management practices are enacted in chaebol hotels, and also to evaluate the relationship between the SHRM practices and organizational effectiveness as experienced by employees, regarding the concept of organizational justice. Design/methodology/approach: The questionnaire survey for employees served to test hypotheses which examine the relationship between SHRM and the influence of these HR practices on organizational effectiveness, using multi-regression analysis. This research encompasses a total of 450 responses collected from individuals employed at chaebol hotels in Seoul and Busan. Findings: This study revealed that chaebol hotels hired competent employees who had language capabilities, used appearance as a selection criterion, and ensured that sophisticated selection methods were well established through the HR systems of numerous subsidiary companies. Employees consider the perceived injustices in the recruitment and selection process and the perceived unfairness in promotions. Research limitations/implications: All findings support the concept that the best practice, driven by collectivism, employment legislation, trade unions, and financial considerations, plays a significant role in managing HRM in chaebol hotels. This study contributes a new SHRM framework by integrating a combination of best fit, based on quality enhancement strategy, and best practices tailored to the specific organization. Originality/value: This study contributed to explore the SHRM framework for the Chaebol hotel sector with regard to providing both high quality of service and also a high price policy. This study provides guidelines for efficient SHRM to managers and practitioners who operate deluxe hotels and offers an essential material to gain a better understanding of a new SHRM framework in service organization.

Optimizing Organizational Performance: A Human Resource Management Approach in Higher Education

This paper aims to analyze organizational performance optimization through human resource management at one of the tertiary institutions in Banjarmasin. This study uses a descriptive qualitative approach. Data were obtained from the results of interviews, observation, and documentation. The data analysis was carried out in stages, starting with data reduction, data presentation, and conclusion. The study results show that optimizing organizational performance through human resource management at UNISKA Banjarmasin is carried out using; a focus on achieving vision and mission targets, competitive recruitment and selection policies, employee career development, sustainable performance appraisal policies, monitoring, and evaluation. This research has implications that there are various challenges in implementing human resource management in tertiary institutions, such as limited human resources, differences in culture and values, and difficulties in flexibility. Therefore, several solutions are needed to deal with these problems, such as using technology and automation, increasing awareness of values and culture, and developing employee engagement programs.

Peran Kepemimpinan Kewirausahaan Kyai dalam Kemandirian Ekonomi Pesantren

The aim of this research is to analyze the role of kyai entrepreneurial leadership in the economic independence of Islamic boarding schools. This research uses a literature review study method, where the database source is obtained from trusted scientific searches. This literature study was carried out by collecting case studies of 15 Kyai in Indonesia who have a passion for preaching and entrepreneurship not only for existence, but also to realize the economic independence of Islamic boarding schools and the surrounding community. The results of this research are that researchers found that there are Islamic boarding schools that do not have economic independence, so that it is still a burden on society to provide donations and the like. There are also those who still depend on assistance from the private sector and the government sector. Only a few Islamic boarding schools show strong economic independence. One of the things that forms this is the epic collaboration related to the role of leadership style and entrepreneurial-based human resource management teams. This research focuses on reviewing literature studies using biographical, economic and human resource management approaches regarding the role of several Kyai or Islamic boarding school leaders in implementing a leadership style with a creativity, innovation and entrepreneurial approach. Religious and entrepreneurial values are important points to preach to human resources and students.

Volunteers in Public Service Production: Modeling the Contributions of Volunteers to Organizational Performance

Abstract Volunteer use as an alternative service delivery arrangement entails public organizations directly incorporating volunteers in service production through a quasi-employment relationship. However, research evaluating the contributions of volunteer labor to organizational performance are relatively few. This article fills this gap by drawing from two theoretical insights. First, this study tests a linear model based on the traditional human resource management approach of interchangeability in which volunteers constitute a one-on-one substitute for paid employees. Second, this study draws insight from critical mass theory to explore a nonlinear model based on the assumption that the productivity of one volunteer may not be equal to that of one paid employee due to the systematic limitations of volunteer labor. Analyzing a five wave panel dataset of 484 local law enforcement agencies in the United States that utilize sworn volunteers with general arrest powers, the findings indicate that an increase in the number of sworn volunteers has a linear negative effect on clearing violent crimes in sheriffs offices. However, the results also indicate evidence of curvilinear effects on clearing violent crimes in police departments. This article suggests the need to account for the systematic limitations of volunteer labor when measuring performance and to explore multiple indicators. This study contributes to theory building and testing by enabling a two-way understanding of the relationship between volunteer involvement and organizational performance in the public sector.

MANAGEMENT AND IMPROVEMENT OF HUMAN RESOURCES ORIENTED TO GLOBAL MARKET COMPETITION: CASE OF INDONESIA ARTIST CERTIFICATION AND PROFESSIONAL STANDARDIZATION POLICY

The art ecosystem in Indonesia is colored by two circles: traditional artists and modern artists, where each type of artist has a different interpretation of the process of making works of art. On the one hand, in general, traditional artists prioritize creation, works, and character so that in the process of art, they do not lean towards the economic value of the work produced. Although in many aspects when compared to modern artists, traditional artists lack the appreciation they deserve. In contrast to modern artists, who professionally and access to information become easier to access resources, especially in obtaining funding in the process of creating. These pros and cons are further escalated by the existence of a professionalization policy through an artist certification policy initiated by the Ministry of Education, Culture, Research, and Technology in order to increase competition in the global market. This research started from a research question, namely mapping the problems that arise in the field in the implementation of certification and standardization programs. With qualitative-descriptive methods, this study tries to explore several findings, including: (1) Certification and standardization are urgent as the Indonesian artist community needs to improve its competence in increasing competition on a global scale, regardless of problems in the field to the grassroots, further formulations are still needed; (2) A human resource management approach is taken to regulate artists who have so far been difficult to put in order; and (3) The approach to capacity and quality development is the main motivation of the government in issuing this regulation. This research led to one conclusion, namely the motivation to encourage local art to become a global product facing various challenges, especially in bringing together the interests of artists with the government.

Impact of Motivation Factors on the Employees of Airlines Industry

Employees play pivotal role in shaping the accomplishment expansion and even downfall of an organization. Hence there is a need for proper motivation of the employees so that they feel instigated and energized in their task that paves the way for the betterment of the organization. This analysis will predict the potency and efficacy of Human Resource Management approach and methodologies adopted by Human Resource Management of the Airlines Industries to persuade rather influencing their employees thus bestowing them with prolificacy and self -contentment about their job. The study focuses on the action performed by Human Resource Management in stimulating the employees and recognizing several workers inspiration factors for the development of a superior organization. No matter whatever may be the circumstances ,there is consistently and invariably its necessary and high demand for the commitment of the staffs in Airlines Industry. Employee Motivation is of foremost important concern that affect the performance level of employees in Aviation Industry. The main concern of this research work is to bring into lime light the various facets that helps in stir up and dynamize the spirit of the employees , so that they can never feel pressurized by their work load and enjoy every bit of their job to the optimum.

Labor process theory and critical HRM: A systematic review and agenda for future research

Labor process theory (LPT) is a critical approach to studies on work and employment; it is rooted in the Marxist tradition, which addresses conflictual relations between capital and labor and connects work transformations with broader structural contexts. LPT has been one of the theoretical lenses through which critical human resource management (HRM) scholars have attempted to challenge taken-for-granted concepts and approaches introduced by mainstream, positivist, and functionalist HRM research. Yet, an effort to consolidate its significance in critical HRM is missing in the extant literature. Drawing on a systematic review of 103 research articles published from 2000 to 2021, the present paper identified four key themes in previous LPT-informed HRM research, including institutional forces, control regimes, solidarity and resistance, and the deskilling-upskilling paradox. Based on this review, the article discusses what critical HRM scholars can learn from this collective understanding of LPT and how they could also employ this theory to advance critical HRM research. The main argument brought forward is the idea that LPT is worthwhile to challenge the excessive optimism propagated by the pluralist approaches in HRM.

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

Orientation: This study examines the experiences of human resource (HR) practitioners in two urban local authorities (ULAs) in Zimbabwe.Research purpose: The research aimed to understand the human resource management (HRM)-oriented strategies and the extent to which HR practitioners’ experiences could enable effective implementation.Motivation for the study: There is a need to understand the challenges HR practitioners in ULAs in Zimbabwe face in delivering effective HRM.Research approach/design and method: The study adopted a qualitative research approach using semi-structured interviews with 17 purposively selected HR practitioners. Thematic analysis was used to extract themes from the interviews.Main findings: The findings revealed five themes of HRM challenges in Zimbabwean ULAs, including political interference, resource constraints, bureaucracy and the impact of coronavirus disease 2019 (COVID-19). Human resource management delivery is hindered by stakeholder involvement, performance management gaps, technology gaps and limited interaction with line management. Additionally, traditional HRM approaches committee-focused procedures, and inadequate investment in employee education limit HRM capabilities and procedures.Practical/managerial implications: The study suggests that policymakers and HR practitioners in ULAs in Zimbabwe should pay attention to the identified HRM challenges and proposed solutions to enhance HRM delivery and HR performance. The proposed conceptual model can serve as a guide to overcoming HRM challenges.Contribution/value-add: This study adds to the limited research on public sector HRM in Africa, and stakeholders and HR practitioners can benefit from the conceptual model and recommendations for streamlining HRM procedures in ULAs in Zimbabwe.

IMPACT OF MOTIVATION FACTORS ON THE EMPLOYEES OF AIRLINES INDUSTRY

Employees play pivotal role in shaping the accomplishment expansion and even downfall of an organization. Hence there is a need for proper motivation of the employees so that they feel instigated and energized in their task that paves the way for the betterment of the organization. This analysis will predict the potency and efficacy of Human Resource Management approach and methodologies adopted by Human Resource Management of the Airlines Industries to persuade rather influencing their employees thus bestowing them with prolificacy and self -contentment about their job. The study focuses on the action performed by Human Resource Management in stimulating the employees and recognizing several workers inspiration factors for the development of a superior organization. No matter whatever may be the circumstances, there is consistently and invariably its necessary and high demand for the commitment of the staffs in Airlines Industry. Employee Motivation is of foremost important concern that affect the performance level of employees in Aviation Industry. The main concern of this research work is to bring into lime light the various facets that helps in stir up and dynamize the spirit of the employees , so that they can never feel pressurized by their work load and enjoy every bit of their job to the optimum.

HUMAN RESOURCES PRACTICES IN METROPOLITAN MUNICIPALITIES IN CONTEXT OF PERFORMANCE INDICATORS

To evaluate the level of reflection of the human resources management approach to public institutions, in particular metropolitan municipalities, through performance indicators is the aim of the research. The research data were obtained from the 2021 activity reports of 30 metropolitan municipalities. The concept of human resources, which has been adopted in for-profit private sector businesses, has also been used by public institutions in recent years. The efficiency of human resources comes to the priority in improving the quality of public services offered to local people. It is understood that 190 of the 5998 performance indicators included in the 2021 activity reports of the metropolitan municipalities within the scope of the research are related to the human resources functions. The most used human resources function was training and development at a rate of 47% (90) among the performance indicators. Afterwards, it is understood that subjects such as motivation of employees and mentoring (20%; 38 items) are included. It has been determined that there is only 1 performance indicator for selection and placement and career management. The limited level of performance indicators related to human resources constitutes the impression that metropolitan municipalities cannot fully transition from the understanding of personnel management to human resources management in terms of content.

Strategies, challenges and opportunities in the implementation of COVID-19 field hospitals: a scoping review

ObjectivesCOVID-19 has strained healthcare systems, requiring the redesign of their structure, human resource management and clinical approach. Countries have adopted implementation strategies and maximise field hospital functionality to address the...