Human Resource Management Function Research Articles

Investigating the E-HRM functions and its impact on banks performance: case of commercial banks in Pakistan

This study aimed to investigate the impact of the functions of electronic human resource management (E-HRM) within an organization on its banking performance. In reference to previous studies, the researcher developed the research model to investigate how the application of E-HRM impacts banking performance in terms of Information technology, E-recruitment and selection, E-training, E-motivation and E-communication. This study followed a quantitative methodology by using a questionnaire tool. The study population was managerial level employees of banking sector in Pakistan. The findings of the results indicate that Information Technology, recruitment and selection, Training and Motivation has significant effect on banks profitability and Communication has insignificant effect on Bank performance. This study makes significant contributions. The study proved that successful use of e-HRM solutions enhances the profitability of the banking sector in Pakistan.

Implementation of HR management functions: A quality-analysis

This study aims to analyze the practice of Human Resource (HR) management functions in Madrasah Aliyah Negeri (MAN) Yogyakarta III from a quality perspective. The research method used is descriptive qualitative through in-depth interviews, observation, and documentation. Data analysis uses the stages of reduction, presentation, and inference. The results showed that, at MAN Yogyakarta III, the institution's quality is quite influenced by implementing the Human Resource Management (HRM) function, which can be seen in the form of internal and external customer satisfaction. For internal customers, customer satisfaction can be seen from the increase in psychological development, such as opportunities for personnel to continue to learn and develop abilities, assist personnel in developing their talents and creativity as well as efforts to create an atmosphere and culture that can make personnel feel satisfied and comfortable. As for external customers, satisfaction increases physical and psychological development, such as achievement scholarship programs, coaching, parallel achievements, a conducive learning atmosphere, family relationships between teachers and students, good learning services, capacity building, and creativity.

MACHIAVELISM AS THE ANTECEDENT OF NEPOTISM: AN EMPRIC RESEARCH

People or organizations initiate to obtain or multiply resources. One of the personal initiatives is to increase resources by establishing marriage or kinship or using social networks. It is possible to evaluate nepotism as an effort of social networks to increase resources. Nepotism is often handled through a human resource management and cultural perspective. This research differs from the previous researches due to the combination of nepotism and behavioral traits of personality. In this research, it is aimed to examine the effect of Machiavellianism, which has become famous for its fundraising strategy on nepotism. The research focuses on combining the concepts of non-clinical Machiavellian personality traits influencing the recruitment process and promotion from human resource management functions. The universe of the research consists of companies serving in the energy sector in Adana. Questionnaire technique has been used as data collection method in the research. 243 participants have been reached through the convenience sampling technique. It has been seen that there is a positive and significant relation between Machiavellianism, nepotism in promotion and nepotism in recruitment. This research does not examine the outputs of employees who do not have social networks in organizations but deals with the Machiavellian tendencies to take advantage of nepotism only in terms of personality psychology.

COVID-19 Crisis: Challenges to Human Resource Management (HRM)

The pandemic COVID-19 crisis have affected globally in every areas of economic businesses as well as the management of human resource in organization. This studies aims to explore in the challenges faced by Human Resource Management (HRM) functions during the COVID-19 crisis. The method used for this study is by reviewing literature of previous study by exploring how COVID -19 impacted HRM and how HRM cope with the situation. The standard method consists of four fundamental steps: search, appraisal, synthesis, and analysis. It is revealed that the pandemic COVID -19 crisis have impacted and give challenges to the HRM function in an organization. In conclusion, the challenges arise from these pandemic has disrupted human resource strategies in managing the workforce.

The relationship between formalization of HRM function and HRM intensity in SMEs: An empirical investigation in Sri Lanka

Human resource management (HRM) intensity is important for any type of business in which human resources play a vital role. However, little is known about HRM intensity in the context of small and medium-sized enterprises (SMEs). The aim of this study is to investigate the relationship between the formalization of HRM function and HRM intensity. The sample of the study consists of medium-sized enterprises operating in Sri Lanka. The results show that although the formalization of HRM function is low, HRM intensity is high. The findings also show that higher levels of formalization lead to a greater intensity in HRM practices.

Pengaruh Kedisiplinan Dan Loyalitas Karyawan Terhadap Prestasi Karyawan PT. XYZ Kota Medan

Discipline is the most important operative function of human resource management, because the better the employee discipline in the company, the higher the work performance that can be achieved. Furthermore, in a company, in addition to work discipline, work loyalty also has an important role in the management of human resources which in general can be interpreted as a form of loyalty, devotion and trust given or shown to the company, in which there is a sense of belonging and trying to provide services. and best behavior. The purpose of this study was to determine the effect of discipline and loyalty on the work performance of employees of PT. XYZ Medan City. The population in this study were permanent employees of PT. XYZ Medan City has 40 employees. From the results of the partial test (t test) of the work discipline variable (X1) on the work performance variable (Y) and based on the criteria of the T test, obtained a significance of 0.221> 0.05 and the value of t count = 1.246 < t table = 2.024, then Ho is accepted, it can be partially concluded that there is no effect of work discipline on work performance at PT. XYZ Medan City. From the results of the partial test (t test) of the loyalty variable (X2) on the work performance variable (Y) and based on the criteria of the T test, obtained a significance of 0.00 > 0.05 and the value of t count = 5.575 > t table = 2.024, then Ho rejected, it can be partially concluded that there is an influence of loyalty on work performance at PT. XYZ Medan City. From the results of data processing, obtained a significance value of 0.0 which is smaller than 0.05. From this analysis, Ho is rejected, meaning that there are simultaneously independent variables affecting the dependent variable. To improve employee performance, employee discipline and employee loyalty must also be improved.

Problems and prospects for the development of remote HRM in Ukraine in the war and post-war period

The development of information and communication technologies in the conditions of a new, digital economy naturally transforms the sphere of management and social and labor relations, and non-traditional forms of employment and labor organization are spreading. Quarantine measures taken by governments in connection with the COVID-19 pandemic, as well as the war on the territory of Ukraine, have become catalysts for the spread of remote work. The function of human resource management (HRM), performing an important connecting role of coordinating the interests of employers and employees, organizing the labor activity of personnel, itself becomes an object of transformation of labor modes, which requires prompt study of this phenomenon. A survey of HR-specialists of Ukraine in various industries, professional specializations and age groups revealed the prospects of remote HRM due to the availability of material and technical base, software and existing experience of "emergency" transfer to remote mode. At the same time, the existing socio-psychological barriers (prejudices of management, lack of informal communication, emotional defects in communication in the online work format) will contribute in the future, according to the majority of HR specialists, to the spread of a mixed work format in its various forms: distribution of working time for work in the office and outside the office; fixing the format of remote work for some categories of personnel and maintaining the traditional format for others; transition of some industries to remote employment. The results revealed actualize the need to search for scientific, theoretical and practical solutions to overcome obstacles to the development of remote work (including HRM) in the new economy.

Bringing it all back home: the HRM role in workforce localisation in MNEs in Saudi Arabia

Governments across the Arabian Gulf aim to reduce their dependence on expatriates by implementing localisation policies. Building on institutional and legitimacy theories, we seek to advance our understanding of the effects of such policies on multinational enterprises (MNEs). We used data from 157 MNEs operating in Saudi Arabia and found the indigenisation of the human resource management (HRM) function is closely correlated with the level of workforce localisation: key factors empowering localisation, defined as recruitment and training practices geared towards the needs of locals, include the demographics and role of the HRM Director. Theoretically, we contribute to the literature on institutionalism and legitimacy by revealing how various institutional forces influence the process of selection and transfer of HRM practices to adapt to the institutional environment of a given context. Our research also shows that if MNEs follow government recommendations, develop links with local educational institutions to target suitable job candidates, and adapt to shortages in local skills and competencies by investing in the training and development of local workers, they will be more likely to achieve success in workforce localisation and legitimacy.

Designing a Justice-Oriented Organization Model with the Approach of Ethical Values Studied by Islamic Azad Universities of Sistan and Baluchestan Province

Background: University, as the foundation of the higher education system and a center for the training of specialized and efficient human resources, needs to establish justice that fits with cultural and moral teachings.
 Objectives: The present study aimed to design a justice-oriented organizational model with the approach of moral values in the Islamic Azad university of Sistan and Baluchestan.
 Methods: This was a descriptive-analytical cross-sectional study. Quantitative data were collected with a researcher-made questionnaire with appropriate validity and reliability. In this study, 248 managers and employees were enrolled using a simple random sampling method based on Morgan’s table, and SPSS21 and Lisrel8.5 were utilized to analyze the data, applying factor analysis tests, Pearson correlation, and a structural equation model.
 Results: The results showed that the four components of organizational communication, servant leadership, human resource management, and Islamic work ethics with the values of 0.94, 0.82, 0.76, and 0.76, respectively, had the most prominent roles; however, organizational ethical values had the lowest role with the value of 0.16, as evidenced by the justice-oriented organizational model with the approach of moral values.
 Conclusions: According to the findings, it is recommended that managers improve the understanding of organizational justice on the part of employees through proper communication with the servant leadership style and based on fairness in human resource management functions and Islamic work ethical issues.

Workplace Favoritism and Workforce Sustainability: An Analysis of Employees’ Well-Being

The goal of sustainability in business is the maximization of resources for long-term productivity at a minimized negative impact for all key stakeholders. Several functions of human resources management are designed to achieve this goal. However, HRM practices can sometimes spiral down and result in the perception of favoritism–a practice that recruits or rewards relationship over merit. Hence, this project was designed to measure the impact of favoritism on the development of a sustainable hospitality workforce through the measures of subjective well-being, psychological capital, and knowledge hiding behavior. With the aid of randomly selected employees and estimation of structural models, the study validates the deleterious impact of favoritism and organizational politics on employee outcomes and by extension the sustainability of the workforce. Practical and theoretical recommendations are provided.

Public healthcare in Pakistan: a people management solution?

Pakistan is a developing country under severe pressure to provide efficient and effective healthcare to its population owing to inadequate financial and human resources and limited management capabilities. This study explores the role and practice of human resource management (HRM) in three Pakistani public teaching tertiary hospitals. We interviewed leaders and managers in these hospitals to gain a better understanding of the context, challenges and opportunities for HRM. Our thematic analysis revealed that a lack of specialised human resource (HR) departments staffed by HR professionals in these hospitals negatively impacted HRM functions and practices and created confusion and complexity. This was exacerbated by centralised decision‐making at the provincial level and limited managerial autonomy over key HR issues. However, despite the enormous challenges facing the Pakistani public healthcare sector the informants believed that HR could play a significant role in influencing employees' attitudes and behaviours to provide quality healthcare to more patients.

Performance appraisal systems: The need to focus on employee engagement

Of the numerous functions of human resource management, performance appraisal (PA) is considered to play a critical role in the success of the organisation because its outcomes show the success of the realisation of other human resource functions. But, with the changes in a working context where winning the hearts and minds of employees is of paramount importance, there is a need for improved engagement of employees in the appraisal process. This study aims to ascertain whether the current appraisal process engages the employee fully. The study was conducted by two organisations in Dar es Salaam. The total sample size consisted of 50 subordinates. Interviews with key informants and questionnaires were used to collect data. Descriptive analysis was used to analyse the data with the use of Statistical Package for the Social Sciences version 16. Results indicate that the PA tool does not fully engage employees; the focus is more on the gap between expected performance and actual performance than on employee engagement and coaching, which are fundamental in winning the hearts and minds of employees. Keywords: Appraisal, employee engagement, performance;

The impact of human resource management function on organization commitment from Islamic perspective

The impact of human resource management function on organization commitment from Islamic perspective

Artificial Intelligence and Public Human Resource Management: Questions for Research and Practice

Advances in big data and artificial intelligence (AI), including machine learning (ML) and other cognitive computing technologies (CCT), have facilitated the development of human resource management (HRM) applications promising greater efficiency, economy, and effectiveness for public administration (Maciejewski, 2017) and better alignment with the modern, constantly evolving employment landscape. It is not surprising then that these advanced technologies are featured in proposals to elevate the government’s human capital. This article discusses current and emerging AI applications that stand to impact most (if not all) HRM functions and their prospects for elevating public human capital. In particular, this article (a) reviews the current state of the field with regards to AI and HRM, (b) discusses AI’s current and potential impact upon the core functional areas of HRM, (c) identifies the main challenges AI poses to such concerns as public values, equity, and traditional merit system principles, and (d) concludes by identifying research needs for public HRM scholarship and practice that highlight the growing role and influence of AI applications in the workplace.

Interconnection of Green Marketing and Green Human Resource Management Functions

Over the globe, we are moving to industrialization, which expands business creation, innovation, and different business exercises. This also expands human comfort, yet in addition, builds its way of life. In any case, on the opposite side, it likewise increments environmental danger that came about biological dangers to person. This article highlights the importance of green HRM practices for effective green marketing. The green human asset (the executives) has to make green mindfulness among the new ability and the current representative working for the association, energize their workers for helping the association to lessen the reasons for ecological debasement through green development, green projects and practices, hold the assets for the group of people yet to come. Based on extensive literature review, it is found that green HRM can create readiness, motivation and pledge to workers to contribute their endeavors and thoughts to the greening of their association for real reflection to the consumers in endeavors to cope with green skepticism and greenwash for effective green marketing and corporate social identity.

Role and Function of Human Resource Management on The Performance of Correctional Officers

Lack of understanding of the function of human resource management that affects correctional officers' performance at the Class IIB Detention Center, Demak. Therefore, research is needed to determine the inhibiting factors and strategies for improving officers' performance. This study uses a qualitative descriptive method with a case study approach. The research was carried out at the Class IIB Detention Center, Demak. Primary data were collected through interviews and observations with the Informants of the Head of Class IIB Detention Center Demak, the Head of the Detention Center Security Unit, the Head of the Detention Service Sub-Section and the Head of the Management Sub-Section. In comparison, secondary data collects the literature on HRM and employee performance. Data analysis uses the Miles and Huberman model, where the data and information obtained will be processed through data reduction, data presentation, and data analysis. The results showed that the factors for the lack of understanding of the HRM function were lack of training and compensation, lack of supporting facilities, increased workload, and decreased motivation and soft skills of correctional officers. Several management process concepts include PDCE (Plan, Do, Check, Evaluate) and PDCA (Plan, Do, Check, Action). However, the POAC concept is more widely used and applied because it is more suitable for each management level. Therefore, to improve the performance of correctional officers, a unique strategy is needed to be called POAC (Planning, Organizing, Actuating, and Controlling).

Perencanaan Manajemen Sumber Daya Manusia di Sekolah

This study aims to determine the construction or concept of human resource management, human resource management functions, and human resource management applications. This research is a qualitative research . The technique used in determining the informants is purposive sampling. Data collection techniques by conducting observations, interviews, and document studies. Furthermore, the data analysis technique of this research uses Miles and Huberman type analysis which divides the analysis including data collection, data reduction, data display and conclusion drawing, verification. Furthermore, this research shows that the application of human resource management at SMP Muhammadiyah 2 Way Jepara, East Lampung is to carry out human resource needs planning, human resource procurement, human resources achievement evaluation and development.

Investigating the Role of Electronic Human Resource Management Practices on Commercial Banks Performance

In the advent of the Information Technology (IT) revolution, many organizational departments have gone through functionality changes to increase their efficiency and performance. This study aimed to investigate the impact of the functions of electronic human resource management (E-HRM) within an organization on its banking performance. In reference to previous studies, the researcher developed the research model to investigate how the application of E-HRM impacts banking performance in terms of Information technology, E-recruitment and selection, E-training, E-motivation and E-communication. The study's population comprises of management level personnel in Pakistan's banking industry. For the purpose of sampling, the researcher selected all commercial banks operating in Lahore to fill out the questionnaire since seventeen commercial banks exist in Pakistan. The findings of the results indicate that Information Technology, recruitment and selection, Training and Motivation has significant effect on banks profitability and Communication has insignificant effect on Bank performance. This study makes significant contributions. The study proved that successful use of e-HRM solutions enhances the profitability of the banking sector in Pakistan.

Efektivitas Manajemen Sumber Daya Manusia Dalam Meningkatkan Mutu Pendidikan

This research is qualitative field research that takes place at Madrasah Tsanawiyah Baburahman Aloindonu, Northwest Alor District, Alor Regency. The research subjects are Head of Madrasah, Deputy Head of Curriculum, Deputy Head of Public Relations, Educators who have long served, Educators who have recently served, Educators of English subjects, and Class VII, VIII, and IX students. Collecting data using interviews, observation, and documentation. Testing the validity of the data using source triangulation. The data analysis technique that the researcher uses is the data obtained and then compiled and describes the results of interviews and documentation according to what they are, data reduction, verification, and conclusions, after which validation is carried out. The results of the study show that: 1) the Head of Madrasah in carrying out the management process uses various stages, namely recruitment, selection, development, maintenance, and compensation of human resources but has not been realized optimally; 2) The factors that influence human resource management are the strong commitment of the Madrasah Principal in carrying out the functions of human resource management and the high enthusiasm of educators and education staff to transfer their abilities and skills; 3) Always get support from the foundation and the surrounding community. So that until now human resource management can still function properly, although it still needs to be improved. The quality of education is obtained from the results of the assessment of the National Accreditation Board for Schools/Madrasah which is rated C / quite good.

People Analytics Enabling HR Strategic Partnership: A Review

For more than two decades, academicians and practitioners have been theorising the role of people analytics in enhancing the efficiency, effectiveness and impact of the human resource (HR) management function, thereby prescribing people analytics as an enabler of HR strategic partnership. The objective of this study is to identify and synthesise existing literature on people analytics and its conceptualised efficacy. This is done with a view to assess how and why people analytics enhances HR as a field and elevates it to a function of strategic significance. The study uses the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) framework for systematic literature review to address the research objective. A total of 90 articles on the subject are identified majorly from Scopus. The analysis of this literature reveals four significant themes underscoring the role people analytics can play in enabling HR as a field and function. These include the following: (a) application of people analytics leads to greater vertical, horizontal and external alignment of the HR function; (b) people analytics facilitates better integration of HR management with the organisation’s strategic planning process; (c) people analytics aids the demonstration of causal links between HR management and business performance; and finally (d) people analytics endows the field with scientific rigour, consistency and resulting credibility. The study contributes to the existing knowledge on people analytics and HR strategy linkage by building a foundation and offering specific propositions for empirical enquiry relating the two. The significance of the study also emanates from its focus on the efficacy of people analytics which is being viewed as an HR approach with immense potential.