Effective Human Resource Management Research Articles

Impact of Human Resource Management (HRM) Practices on the Performance of Call Center in Lahore, Pakistan; Evaluating Employee Staffing, Satisfaction and Reward

The achievement of effective Human Resource Management (HRM)practices significantly influencesthe performance of an organization.The current studyaimedto investigatethe impact of HRM practices,such as employee staffing, employee satisfaction,and employee reward on employee performance in Lahore, Pakistan. Data was gathered through the survey methodby using the sample size of 306. The response was analyzed by using Statistics Package for SocialSciences (SPSS). SPSS is used tomeasurethe relationships through regressionanalysis, descriptive analysis, model summary, and Analysis of Variance (ANOVA). Findings revealedthat the HRM practices play a crucial role toimprovethe performanceof organizations in Lahore, Pakistan. Resultsexpend that addressing employeestaffing, employee satisfaction,and rewards wouldhelp toimprovethe performanceof call centers. Moreover, the study also recommendedthe strategies involvingthe deploymentof Artificial Intelligence (AI)-powered work force management,software and staffing, and real-time performance analyticsto enhance transparency and coaching

School management and organizational culture towards teachers` performance: The perspective of educational transformation

This research addresses the limited deep understanding of the direct impact of the School Movement Management practices on various aspects of teacher performance within the framework of a dynamic organizational culture in the continually transforming educational era. The study aims to examine the influence of school movement management and school culture on the pillars of teacher performance in this era of educational transformation. The research method is quantitative, utilizing a sample of 62 elementary school teachers selected through purposive sampling based on their involvement in the implementation of School Movement Management and their activities within the school's organizational culture. Data was collected through surveys and documentation, including trial testing of the research instruments. Data analysis was conducted using T-test and F-test. The research findings confirmed three points. First, there is an influence of School Movement Management on the performance of elementary school teachers. Second, there is an influence of Organizational Culture on the performance of elementary school teachers. Third, there is a combined influence of School Movement Management and Organizational Culture on the performance of elementary school teachers. This study highlights the importance of collaboration among schools, principals, the community, and supervisors to enhance the competencies of principals in School Movement Management and Organizational Culture. The results provide evidence that both aspects significantly impact teacher performance, supporting more effective human resource management policies in the context of educational transformation

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

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

Optimalisasi Manajemen Strategi Untuk Menjadikan UMKM Yang Unggul Dalam Persaingan Bisnis

In the current era of globalization and digitalization, Micro, Small, and Medium Enterprises (MSMEs) face increasingly complex challenges in maintaining and improving their competitiveness. Optimizing strategic management is crucial to ensure that MSMEs can not only survive but also excel in the tight business competition. This study aims to identify and analyze effective management strategies for MSMEs to improve their competitiveness. The research methodology involves qualitative and quantitative analysis through case studies of MSMEs in various industrial sectors. Data were obtained from in-depth interviews with MSME owners, surveys, and internal documentation analysis. Key findings indicate that MSMEs that successfully implement optimal management strategies—such as product innovation, utilization of digital technology, effective human resource management, and targeted marketing strategies—can significantly improve their competitive position. This study concludes that the implementation of strategic management based on a deep understanding of market needs, adaptation to changes in the business environment, and the use of modern technology are key factors in achieving competitive advantage. Practical recommendations for MSMEs include developing market analysis capabilities, improving digital skills, and implementing more structured management practices. By implementing these recommendations, MSMEs are expected to increase their competitiveness and contribute more to local and national economic growth.

The problems of human resource development and the main ways to solve them

The effectiveness of any organization depends on a number of factors, including a well-designed human resource management system. A properly formulated human resource management strategy is a guarantee of success for a modern organization. In turn, the systemic effectiveness of human resource management depends on its properly formulated and implemented processes, timely and accurate identification of problems in each process, as well as the development of correct, effective, targeted solutions and recommendations for their resolution.

The Effect of Human Resource Management on Learning Effectiveness in Vocational Schools

This study aims to analyze the effect of human resource management (HRM) on the effectiveness of learning in vocational schools. This research uses quantitative methods with a meta-analysis approach. The data source came from an analysis of 10 national and international journals. The data collection process is through searching the google database, ProQuest and ScienceDirect. Data analysis techniques in quantitative analysis research by calculating the value of effect size with the help of the JSAP application. The results of this study concluded that human resource management has a significant influence on the effectiveness of learning in vocational schools with an effect size value of 0.814; P< 0.001. The findings have a positive impact on vocational school teachers to provide professional and competent teacher candidates in work. Vocational schools need to implement good HR practices to improve the quality of education and produce job-ready graduates.

Tell Me About Your Job. . .: An Experiential and Relational Job Analysis Exercise

Without updated job descriptions, workers are likely to lack role clarity and the effectiveness of important human resource management (HRM) functions will be hindered. Yet, organizations frequently scrimp on or altogether skip the process necessary for producing those descriptions: job analysis. Many introductory HRM students similarly identify job analysis as the most opaque and least interesting topic they learn about. The job analysis interview exercise (JAIE) addresses these pedagogical challenges. It involves conducting a job analysis interview with a university employee who is working in a job related to students’ occupational field of interest. They use this information to produce a job description and critical assessment of the job’s design, then receive feedback on their process and output. In addition to enhancing students’ interest in and comprehension of job analysis, the JAIE contributes to the meaningfulness of interviewees’ jobs by allowing them to connect with the beneficiaries of their work.

Evaluation of the Effectiveness of Human Resources Management Improving the Quality of School Education

This article aims to evaluate the effectiveness of human resource management (HR) in improving the quality of education in schools. Through a comprehensive approach, this article will analyze various aspects of human resource management in schools, including planning, development and evaluation of the performance of teaching and education staff. Furthermore, the impact of HRM on improving the quality of learning processes and outcomes in schools will be studied in depth. The resulting findings and recommendations are expected to provide insight for stakeholders in efforts to improve the effectiveness of HRM and the quality of education in schools.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi Kerja

Work motivation is an important factor in improving employee performance and achieving organizational goals. Human Resource Management (HRM) plays a crucial role in motivating employees through various strategies and policies. The method used in this study is a type of qualitative research. The data sources obtained in this study are from the results of library research from various sources. The main source of data for this research is the results of research published on google scholar. Data analysis was carried out qualitatively with the stages of data reduction, data presentation, and conclusion drawn. The results of this study are obtained how the role of human resource management in increasing work motivation, effective human resource management strategies and policies to increase work motivation, as well as challenges and solutions in the implementation of human resource management to increase work motivation

The influence of human resource management policies on employee behaviour related outcomes and organisational resilience during COVID-19

PurposeThis study examines the effect of Human Resource Management (HRM) policies in respect to workplace flexibility and employee empowerment on two employee behaviour related outcomes (employee organisational commitment (EOC) and collegiality) and organisational resilience during the COVID-19 pandemic.Design/methodology/approachData were collected using an online survey questionnaire managed by Qualtrics. The questionnaire was distributed to the lower, middle and senior managers of 1,000 Australian organisations with 337 responses used in the analysis.FindingsThe findings indicate that workplace flexibility exhibits a direct and indirect (through collegiality) significant positive association with organisational resilience, and employee empowerment exhibits a direct and indirect (through both EOC and collegiality) significant positive association with organisational resilience.Originality/valueThe results highlight the importance of implementing desirable HRM policies in respect to empowering employees and enhancing workplace flexibility due to their role in facilitating organisational resilience both directly and indirectly through their influence on employee behaviour related outcomes, specifically EOC and collegiality.

Strategic human resource management in digital marketing and business: Birds eye from Indonesian enterprise

Human resources are considered an important resource for companies today because the knowledge that a person has can be used to become an organisation’s competitive advantage. In addition, digital marketing has an important role in determining the performance of business entities because we have now entered the digital era, which certainly cannot be separated from the influence of technology on marketing through social media. Therefore, this study aims to examine the effect of Strategic Human Resource Management (SHRM) in digital marketing on business entity performance, which is determined by digital marketing in a business entity. The data in this research was collected by distributing questionnaires to 455 Micro Small Medium Enterprises (MSMEs) in Indonesia. Data analysis used the Moderated Regression Analysis (MRA) method. The research results show that strategic human resource management variables influence business performance, and the support of digital marketing capabilities and activities strengthens this influence. Based on the results of this research, existing business entities must strengthen organizational performance by strengthening human resources in basic soft skills and hard skills and skills in digital marketing and improving marketing activities using digitalization.

Exploring ethical leadership and green human resource management for social sustainable performance improvement: evidence from the Greek maritime industry

Purpose Improving the social sustainable performance of organizations requires a shift toward ethical leaders’ behaviors and green-focused human resource management initiatives. Drawing on the resource-based view of the firm, this study aims to empirically evaluate the influence of ethical leadership and green human resource management on the social sustainable performance of maritime companies. Design/methodology/approach The study analyzes empirical data from 109 Greek maritime companies and uses partial least squares structural equation modeling to examine the hypotheses. Findings The findings confirm the direct, significant and positive effect of both ethical leadership and green human resource management on social sustainable performance. The complementary (partial) mediation of green human resource management in the ethical leadership – social sustainable performance is also revealed. Originality/value This study contributes to the under-researched domain of social sustainability and addresses the emerging concept of green human resource management in the maritime transportation literature. It also highlights the effect of ethical leadership and green human resource management on the improvement of social sustainable performance, which is also lacking in the literature. The study uncovers that the presence of leaders with ethical values and the implementation of green human resource management are important for organizations seeking to achieve high levels of social sustainable performance.

Double-edged sword at work: impacts of guanxi human resource management on employee innovative behavior

PurposeThis paper develops and tests a theoretical framework to explain the effect of guanxi human resource management (HRM), a unique Chinese cultural phenomenon, on employee innovative behavior.Design/methodology/approachWe draw from a sample of 398 employees in 81 teams and test the moderated mediation model using multi-level modeling.FindingsThe results show that guanxi HRM can be perceived by employees as being simultaneously an unethical hindrance that stifles innovative behavior and a strategic challenge that is beneficial for innovative behavior. In addition, the results show that these indirect effects are contingent upon the strength of guanxi HRM.Originality/valueThe study advances our understanding of the mechanism and boundary condition underlying the double-edged nature of guanxi HRM practices.

THE ROLE OF HUMAN RESOURCE MANAGEMENT IN IMPROVING THE PERFORMANCE OF LOMBO VILLAGE APPARATUS, SIDENRENG RAPPANG DISTRICT

This research aims to identify the role of human resource management (HRM) in improving the performance of village officials in Lombo Village, Sidenreng Rappang Regency. The research method used is a qualitative approach with descriptive case studies. Primary data was collected through interviews with village government officials, while secondary data was obtained from various sources such as websites, social media, books, and presentation materials. Literature reviews on HRM and performance were used as the basis for data analysis. The research findings indicate that HRM plays a crucial role in enhancing the performance of village officials. Careful selection of village officials involving community participation, employee development through training and education, and providing fair and adequate compensation are some key aspects identified. Based on the research findings, it is recommended to continue improving the selection process of village officials with greater precision and transparency, continuing investment in employee development, implementing periodic and objective performance assessment systems, and reviewing and updating existing compensation systems. It is hoped that the implementation of these recommendations will enhance the effectiveness of HRM at the village level, which in turn will contribute to improving the performance of village officials and village development overall.

Pedagogical implications of pragmatic HRM research.

This chapter examines the interplay between human resource management theory and human resource management practice. It advocates that effective human resource management practice and theory are intrinsically intertwined, and this indispensable link ought to be central to the pedagogy of management research methods. Through greater embeddedness of the institutional and societal context in research method teaching, students can develop as scholars who understand their roles as facilitators of dialogue between researchers and a significant part of their audience (practitioners). The chapter conceptualizes this perspective as a collaborative model in human resource management research, which then must hold centrality in the teaching of research methods in our university and college classrooms.

The effect of Human Resource Management on employee Performance – A Systematic Literature Review

Purpose – Human resources management is considered the heartbeat of organizations and institutions in the field of business administration in particular. Good management ensures the retention of employees who are creative and skilled. This affects the organization’s productivity, profits, and competitive position in the market. Aims – This paper aims to develop a suitable systematic review on the research literature that has been undertaken to investigate how on human resource management influences employee performance within an organization. Growth in employee performance, through good management and its practices is an important factor that affects the organization and its production. Design/methodology/approach – This systematic literature review, analysed publications and articles published over the past two decades (2005–2023) on the human resources management in Northern Cyprus. Based on the comprehensive research analysis of 18 articles, employees are motivated to perform effectively through commitment, loyalty, discipline, innovation and self-learning. Their performance has been thoroughly investigated in numerous research papers. Findings – All hypotheses were supported by data collected from 18 research papers that showed that human resources management works to improve employee roles and job performance and human resources management is considered a means to enhance the relationship with employees and develop them. Limitations of the study – The research is limited to studies on human resources management that were done in Northern Cyprus. Originality/value – This systematic review of literature is significant because it presents insights on the importance of human resources management in the realms of an organisation.

Pendampingan Optimalisasi Peran Sumberdaya Manusia Perusahaan Kontraktor di Banjarmasin dan Palangkaraya untuk Peningkatan Kinerja Organisasi

More than in the previous era, after the COVID-19 pandemic, companies must build effective human resource management (HRM) to improve employee performance and work culture. This condition requires an organizational form and HRM system relevant to performance needs and demands. PT Gagah Putera Satria needs to transform employees' systems, processes, and work culture to increase their performance as a company engaged in the service sector. Improving and enhancing the performance of the human resource organization is the key to the company's success in achieving the expected performance. That is why the company developed a comprehensive HRM as a major project along with the change in the form of the company, which was initially a heavy equipment rental company, shifted to heavy equipment contractors in the mining industry in Kalimantan. This assistance aims to help the company improve HRM performance. The activities include mapping the actual conditions of the problems experienced related to the company's HRM, restructuring the human resource organization, and disseminating recommendations for HRM performance improvement programs to principals and employees of the head office and project office at the site. The results of the assistance are the formation of an integrated structure of the HRM system, the operation of the human resource management process with a streamlined structure and a more effective process, and the increased managerial skills of the HRM personnel of the company.

Effect of Green HRM and Green Self-efficacy on Pro-environment Behavior-Mediating Role of Environmental Commitment

The basic aim of sustainability is to promise a good future for our planet and the upcoming generations. This can be achieved by raising awareness regarding sustainable development among people. The present research explores the relationship between green human resource management, green self-efficacy, and pro-environment behavior with the mediating role of environmental commitment. The research was based on a structured questionnaire on employees working in the universities of Pakistan. The data was collected from 600 employees working in the universities of Pakistan through convenience sampling. Smart PLS-SEM was used in the analysis. The study found that the relationship between green human resource management and green self-efficacy with pro-environment behavior is significant in the presence of environmental commitment. The mediating role of environmental commitment is tested using bootstrapping techniques. The research makes contributions to theoretical and practical fields. Convenience sampling might have introduced a bias in the data, limiting the generalizability of the findings beyond the specific sample of employees from universities in Pakistan. Since the research was conducted in the specific context of Pakistan, cultural factors might have influenced the responses and relationships, thereby limiting the generalizability of the findings to other cultural contexts.Future reserachers might conduct longitudinal studies to investigate the long-term effects of green human resource management and green self-efficacy on pro-environment behavior, thus providing a deeper understanding of the causal relationships over time.In addition future researchers might supplement the quantitative findings with qualitative studies to gain a deeper insight into the underlying mechanisms and to capture the nuances and complexities of individuals' experiences and perceptions related to green human resource management and pro-environment behavior.

Integrating eye care into primary healthcare in Nigeria: Challenges of the primary healthcare workforce

AbstractVisual impairment and blindness pose a significant and growing public health threat in Nigeria. Over 1.6 million Nigerians are visually impaired or blind, with more than 80% of these cases being preventable and treatable. The risk for ocular morbidities is expected to increase due to rapid population growth, an aging population, and the rising burden of noncommunicable diseases. Despite efforts to improve eye health services, universal eye health remains elusive, with 35% of Nigerians unable to access eye care in primary healthcare (PHC) facilities. Many Nigerians instead turn to traditional and alternative medicine for primary eye care (PEC), which can worsen their outcomes. This article highlights the potential of the country's PHC system to address these challenges, emphasizing the importance of PEC as an integral part of PHC. The article discusses the various challenges faced by PHC workers in delivering eye care services in Nigeria, focusing on financing, training, leadership, and policies for eye care. It also provides a set of comprehensive recommendations aimed at overcoming these challenges, including improved leadership and policy implementation, optimized financing, strengthened collaborations and partnerships, enhanced education and training, and effective human resource management systems. We emphasize the importance of holistic and strategic efforts to bolster the PHC workforce's capacity to provide universal eye healthcare in Nigeria, ultimately improving access to high‐quality eye care services for all.

Mediating Role of Employee Turnover Intentions in the Relationship Between Strategic HRM, Organizational Learning Culture, and Job Satisfaction in the Shanghai Technology Sector

This study investigates the critical interplay among strategic human resource management (HRM), organizational learning culture, job satisfaction, and organizational success within Shanghai's dynamic technology sector. With the city emerging as a global tech hub, this research aims to understand how effective HRM practices and a robust learning culture influence employee satisfaction and organizational performance, and how employee turnover intentions might mediate these relationships. Utilizing a combination of qualitative and quantitative methods, the study explores the implications of strategic HRM and learning cultures in fostering innovation and retaining talent in a hig hly competitive environment. The findings highlight the importance of aligning HR strategies with organizational goals to enhance job satisfaction and reduce turnover intentions, thus driving sustained organizational success in the tech industry. This research fills a gap in understanding the complex dynamics at play in Shanghai's tech sector and provides actionable insights for companies striving to thrive in this fast-paced market.