Human Resource Officers Research Articles

Witness of Christ and Brazilian Repression: Charles Harper’s Report to the World Council of Churches on His Visit to São Paulo in September 1977

Abstract This article analyzes a letter by Charles Roy Harper Jr., coordinator of the Human Rights Resources Office for Latin America at the World Council of Churches (WCC), written in 1977 during his visit to São Paulo amid the military dictatorship. In it, Harper tells other members of the council about the role played by the church in resisting the dictatorship, the repression orchestrated by the government against democratic forces, and some events such as the Solidarity Act at the Catedral da Penha and the invasion of the Pontifícia Universidade Católica de São Paulo. Observing Harper’s personal networks and enthusiastic view on the church’s stance on resisting authoritarianism during the period, this article examines the importance of the relationship between WCC and the Archdiocese of São Paulo in monitoring the situation of human rights violations in Brazil.

Managing employees' needs and well-being in the post-COVID-19 era

PurposeIn the wake of the COVID-19 public health crisis, organizations have increasingly adopted new technologies and new working modalities (e.g. teleworking, smart working and remote working). However, these important changes led to increased work-related stress for employees who are not always able to cope with the actual intrusive digital professional reality. This work identifies the negative effects of technology and new work modalities on employees’ well-being. It suggests remedies based on real-life examples to meet employees’ emerging needs in the post-COVID-19 era.Design/methodology/approachSemi-structured interviews with a variety of workers in different organizational contexts and positions were used as support for our recommendations. In particular, we had representation from managers, human resource (HR) officers, employees, psychologists, consultants and coaches.FindingsThe paper identifies eight specific negative effects of technology and new work modalities, such as inability to cope with stress, negative physical consequences, smart working fatigue, breaking down of the boundaries between private and professional life, decrease in work-life balance, hyper-connection, psychological and psychosomatic symptoms and burnout syndrome. Moreover, the paper proposes timely remedies, including enhancing leaders’ awareness, the right to disconnect and rethinking HR policies.Practical implicationsIt offers practical insights and encompasses views from various internal stakeholders (HR officers, senior managers, managers, subordinates and an organizational counselor) and external stakeholders (psychologists, consultants and coaches). The paper concludes with experience-based tips, highlighting the need for digital leadership to be able to both manage performance and guarantee people psychological safety at the same time. The remedies suggested are “ready-to-use” best practices to implement for safeguarding the health of employees.Originality/valueThis research is not only pertinent for managers grappling with these challenges in their everyday work but also valuable for scholars seeking to deepen their understanding of the topic through practice-based evidence. Furthermore, it significantly contributes to the literature as, while previous works have only analyzed findings singularly, this work is focused on the different perspectives of different internal and external stakeholders, offering a more comprehensive overview. Originality lies precisely in having taken into consideration the point of view of many actors with different roles and backgrounds.

The Influence of System Users’ Competencies on The Performance of Human Capital Management Information Systems in Tanzanian

Purpose: Human Capital Management Information System (HCMIS) performance in Tanzanian Local Government Authorities (LGAs) is investigated in this study, with a focus on the effect of user competency. Design/Methodology/Approach: This study used an explanatory cross-sectional methodology. Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera were the six regions of Tanzania that were included in the study, which included 37 LGAs. A total of 201 Human Resource Officers (HROs) were randomly chosen from each of the sampled districts to fill out a questionnaire that provided the bulk of the study's data. Six (6) HRO "approvers" and two (2) directors from the Human Capital Division were among the eight (8) key informants who were in-depth interviewed. Ordered logistic regression and content analysis were used to analyse the data. Findings: The study found that 21% of the HROs had sufficient IT skills, 52% claimed to have a deep understanding of HR, and 56% had 4–7 years of experience. System users' abilities, including their degree of IT skills, commitment, and experience, significantly affect HCMIS performance in terms of completeness, accuracy, and timeliness of information, according to the results of the ordered logistic model. Practical Implications: The study underscores the need for comprehensive and ongoing training programs to improve user competency. By regularly updating the knowledge and skills of employees, LGAs can ensure more efficient and effective use of the HCMIS. Social Implications: Individuals can be empowered to take charge of their professional development, leading to increased job satisfaction, employee motivation, improved HCMIS competencies, and, in turn, fostering diversity and inclusion. Originality and Value: The paper identified, cognitive abilities, and behavioural competencies, tailored to the needs and realities of Tanzanian organisations. This holistic approach to assessing competencies is relatively novel and adds depth to understanding how different aspects of user capabilities contribute to system performance.

Female CHRO appointments: A crack in the glass ceiling?

Executive succession in conjunction with a gender shift is a key factor for enhancing gender diversity in senior management positions. Although an extensive strategic leadership literature has examined CEO turnover and succession, research is lacking on the succession of top management team (TMT) members or non-CEO executives at the individual level. By focusing on a specific executive position—the chief human resources officer (CHRO)—this study examines how executive succession in conjunction with a gender shift occurs. Although women are underrepresented in TMTs, we observe an increase in the number of women appointed to the role of CHRO. By utilizing social role and social categorization theories, we describe the dynamics of the gender shift in the CHRO position. We find that CHRO succession with a gender shift is not prevalent and that male-to-male or female-to-female successions are more common. However, our results suggest that CEOs’ board positions in a firm with a female CHRO and the industry-level diffusion of female CHROs tend to be negatively associated with male-to-male CHRO successions. Our results highlight how such factors may mitigate the effect of social role perceptions.

Leaders’ knowledge systems in strategizing communication in high-uncertain and low-uncertain crises: balancing operational and relational outcomes

PurposeResearch on leaders’ knowledge management systems focuses exclusively on how leaders gather and disseminate knowledge in collaboration with external actors. Not much is known about how leaders address the psychological aspects of employees and strategize internal communication. In addition, while previous work has treated high uncertainty as a default feature of crisis, this study aims to propose that perceived uncertainty varies in experience/meaning and has a crucial bearing on the relative balance of cognitive/emotional load on the leader and behavioral/psychological responses.Design/methodology/approachThe authors contribute by qualitatively examining the role of leader knowledge systems in designing communication strategies in the context of the COVID-19 crisis by investigating communication characteristics, style, modes and the relatively unaddressed role of compassion/persuasion. In this pursuit, the authors interviewed 21 C-suite leaders, including chief executive officers, chief marketing officers, chief financial officers, chief human resource officers and founders, and analyzed their data using open, axial and selective coding, which were later extracted for representative themes and overarching dimensions.FindingsDrawing from grounded theory research, the authors present a framework of knowledge systems and their resultant communication with employees in high uncertain and low uncertain crises. The authors highlight interactions of a set of concepts – leaders’ preparedness, leaders’ support to employees tailored communication adapted to perceived uncertainty, leading to enhanced trust – in the achievement of outcomes related to balancing operational and relational systems with employees. The findings suggest that a structured process of communication helps employees mitigate any concern related to uncertainty and feel confident in their leadership.Originality/valueThe research has implications for leaders in managing their knowledge systems, for human esources practitioners in designing effective internal communication programs, as well as for scholars in knowledge management, communication and leadership.

Ethical practice and Human Resource performance in Nairobi City County government, Kenya

This study aimed to examine the relationship between ethical practice and human resource performance in Nairobi City County Government, Kenya.The study was built on Stakeholder Theory.The study's target population comprised 46 employees, including principal human resource officers, administrative officers, and human resource officers, based at City Hall, Nairobi. Data was collected through a semi-structured questionnaire. Data analysis was done using SPSS software, and key findings revealed that the county government’s application of accountability and ethical conduct positively impacts human resource performance. A positive correlation coefficient of 0.582 indicates a significant and positive linear relationship between ethical practices and human resource performance. Ethical guidelines and policies play a vital role in shaping the ethical culture within county governments and enhancing employee morale and job satisfaction.Ethical conduct should thus be at the forefront of the county government’s operations.The study roots for increased emphasis on competency-based hiring practices.

Recruitment and Organizational Performance of Association of Sisterhoods of Kenya

Purpose: This study investigated the influence of the recruitment process on the performance of the Association of Sisterhoods of Kenya. The study was aimed at examining the influence of recruitment methods, selection process, employment interview, placement, and induction. The study analyzed Contingency, Human Capital, Resource-based, and Person-Organization Theories. The study adopted a survey research design subjecting all A.O.S.K. employees. 
 Methodology: The study used descriptive methods for qualitative and quantitative. The data were collected using a structured questionnaire and an interview scheduled. The study carried out census sampling where 60 employees participated and purposive sampling for the advisory board where 3 members were interviewed. The data collected were analyzed using descriptive design for the qualitative data which included opinions, and experiences. The qualitative data collected were analyzed using SPSS software. The data were presented using frequency tables, percentages, and charts. 
 Findings: The findings showed that recruitment ensures that qualified professionals are harnessed to meet the rising needs. It was determined from the study analysis that there was a correlation coefficient of 0.906 and determination coefficients of 0.821, indicating a strong association between recruitment methods, selection process, employment interview, placement and induction and organizational performance. The study concluded that the recruitment method of employee referrals by the existing employee and word of mouth took precedence in recruitment in A.O.S.K. The study also concluded that application screening and background checks are positively and significantly related. The study also concluded that in the employment interview, the employees are examined on their past job experience working under pressure. The recruitment process enhanced A.O.S.K.’s efforts to get the right employees, skilled and knowledgeable in their work, improving performance. The study further concluded that employee placement and induction have been taken seriously by the office of HR where the new employees meet the Human Resource Officer on the first day for orientation and training. 
 Unique contributions to theory, practice and policy: The study recommended that the management of A.O.S.K. clear recruitment procedures to be followed by all the applicants. The study also recommended minimizing employee referrals in the employment process to avoid a scenario where all employees in the organization are related to each other. To enable organization continuity, knowledge management be promoted.

CABiT Cabs — Radhika’s Dilemma

The focus of this case is the human resources management challenges faced by the Chief Human Resources Officer (CHRO) at CABiT Cabs. This case discusses the CHRO’s dilemma in resolving the challenges. CABiT Cabs’ operations and expansion are discussed to provide students an overview of the dynamics and challenges of the radio taxi business. In addition, this case explores the weakness in the CABiT business model and the challenges on the human resources front. The case extensively discusses the dynamics of a start-up and the pressures faced by the top management. Finally, the options available to the protagonist to address the challenges are discussed. The dilemma faced by the protagonist in her career front is also discussed in this case.

The chief human resource officer in the C-suite: peer prevalence and environmental uncertainty

The chief human resource officer (CHRO) role elevates people-related matters to the apex of the firm. Why do some companies’ leading management teams place so much emphasis on human resources while others do not? The present study argues that CHROs’ presence in the C-suite is driven by firms’ imitation of industry peers’ leadership structures as a response to uncertainty. The investigation also sheds light on the moderating role of environmental factors that can influence mimetic isomorphism in HR leadership. Through a longitudinal analysis of large listed firms between 2006 and 2020, the study shows a positive relationship between the prevalence of the CHRO position among firms’ peers and a focal firm having a CHRO in its top management. The results demonstrate that certain types of uncertainty serve as boundary conditions for such copying actions: Industry growth strengthens mimicking behavior while industry dynamism weakens it. There is no clear evidence for the moderating role of industry competition. The findings contribute a neo-institutional view of human resource structures in the top management and strengthen the bond between the strategy and human resource literature.

How green human resource management can promote green competitive advantage: The role of green innovation

AbstractWith growing public concerns about ecological issues, it has been increasingly critical for corporations to enhance their green competitive advantages. Utilizing a natural‐resource‐based view of firm and human resource management (HRM) perspective, we propose that green HRM (GHRM) promotes firms' green competitive advantages by facilitating two kinds of green innovation (i.e., green product/process innovation). Via a two‐wave survey study of chief human resources officers (CHOs) and chief financial officers (CFOs) from 69 companies in China, we find support that GHRM positively links to green product and process innovations, each of which will, in turn, have a positive correlation with a green competitive advantage. Moreover, an indirectly positive linkage between GHRM and green competitive advantage via two types of green innovation is also proved. Our study expands current research by demonstrating a positive effect of GHRM in building green competitive advantage and by revealing two parallel mechanisms of such effect.

Recruiting for the hybrid generation. Tips for creating a successful business landscape through mentorship programs

PurposeBryan Otte, Chief Human Resources Officer at MGAC, examines the shifting dynamics of remote and hybrid work models. Addressing challenges in workplace connections, mentorship and trust, Otte advocates a human-centric approach for HR leaders. This study aims to deliver insights and practical strategies, guiding HR professionals in adapting strategies to facilitate meaningful connections, robust mentorship programs and sustained professional growth within the evolving work environment.Design/methodology/approachBryan Otte uses a qualitative approach, leveraging his role as Chief Human Resources Officer at MGAC. The methodology involves a thorough examination of the impacts of remote and hybrid work models on workplace dynamics. Otte integrates real-world examples and insights, offering practical strategies for HR leaders with a focus on a human-centric perspective. This approach combines professional expertise with a nuanced understanding of the evolving workforce, providing concise and valuable guidance for adapting HR strategies to the changing landscape of work.FindingsOtte’s findings reveal challenges in remote and hybrid work, including potential disengagement and trust issues. The absence of a central workplace hub may contribute to feelings of isolation, particularly among younger associates who often derive relationship modeling from the workplace. The study advocates for a human-centric approach, emphasizing the enduring value of intentional team building, mentorship programs and fostering relational bonds. The research underscores the need for HR leaders to adapt strategies, ensuring positive workplace engagement, professional growth and overall well-being in the evolving work landscape.Originality/valueBryan Otte’s article brings originality through his role as Chief Human Resources Officer at MGAC, providing unique insights into challenges posed by remote and hybrid work. The practical strategies proposed, emphasizing a human-centric approach, offer innovative solutions to address issues such as disengagement and trust. The article’s value lies in shaping HR strategies for the evolving workforce, stressing the enduring importance of intentional team building and mentorship programs. Otte's blend of professional expertise and nuanced understanding contributes significantly, offering actionable guidance for HR leaders navigating the changing dynamics of work.

Role of Proactive Forensic Audit in Safeguarding Assets of an Organisation

This study examines the role of proactive forensic audit in safeguarding assets of an organisation. Specifically, the study aimed to investigate the existence of qualified forensic auditors who safeguard assets, examine the existence of an automated proactive search for fraud indicators as a tool of safeguarding assets and to evaluate the integrity of the forensic auditors in Tanzania Revenue Authority, Kariakoo offices. The study collected data using questionnaires which were distributed to 144 respondents; among them were tax management officers, human resource officers, legal councils, ICT officers, accountants and auditors. The data were organized and analysed in SPSS. The study applied case study research design with qualitative and quantitative approaches. Findings of the study indicate that there is a shortage of qualified forensic auditors in TRA Kariakoo offices. The process of implementing the automated proactive search for fraud indicator is average. TRA Kariakoo examines its employees’ integrity on a regular basis. This study suggests to TRA Kariakoo to facilitate training to its employee in forensic audit skills. To tackle the challenge of automated search for proactive fraud indicators, TRA Kariakoo could adopt and make improvements in forensic audit tools, adopt new ones, create awareness to employees on these tools and to have continuous assessments of all employees.

Turkish Public Personnel Management and the Effect of the Presidential Human Resources Office on Human Capital

Kamu personel yönetimi, modern devlet anlayışında kamu yönetiminin çok önemli bir yönünü ifade etmektedir. Kamu personel yönetimi, kamu örgütlenmelerindeki insanlarla ilgili olan tüm faaliyetlerle ilişkilidir. Buradan hareketle bir kamu örgütünün hedef ve amaçları doğrultusundaki eylemlerinin istenilen şekilde sonuçlanabilmesi personel yönetiminin etkin ve verimli bir şekilde ifa edilmesiyle doğrudan ilişkili olduğu söylenebilir. Türkiye Cumhuriyeti, Osmanlı Devletinden büyük ölçüde tevarüs eden kamu personel yönetimi anlayışını zamanla dünya üzerindeki değişimlerden de etkilenerek geliştirmeye çalışmıştır. Sırasıyla İkinci Cihan Harbi, çok partili dönemin başlangıcı, askeri darbeler ve Neoliberal politikaların dünya üzerindeki etkileri gibi dönüm noktaları Türk kamu personel yönetimini en azından düşün boyutunda oldukça etkilemiştir. Nihayet 2018 yılında uygulamaya konulan Cumhurbaşkanlığı Hükümet Sistemi ile birlikte Türk kamu yönetiminde yeni bir aktör olan İnsan Kaynakları Ofisi ihdas edilerek, personel yönetiminden insan kaynakları anlayışına geçişisin örgütsel boyutu da somutlaştırılmıştır. Ofisin, üstlendiği görev ve sorumluluklar ve geliştirdiği projelerin içinde bulunduğumuz yüzyılın daha fazla yatırım yapılması gereken beşeri sermayeye olan etkisi en azından planlamalar ve hayata geçirilen projeler bakımından önem arz etmektedir.

How mobile is the transnational business elite? Evidence from Swiss banking executives

AbstractOver the last two decades, a growing literature has examined the emergence of a transnational business elite. However, the pathways of transnational mobility have not been fully characterized. In this article, we use a combination of sequence analysis and the concept of a career script to investigate the geographical mapping and organizational contexts in which transnational mobility occurs. To achieve this, we rely on a database of 186 executives from the 28 largest Swiss banks, as well as 20 interviews with chief human resource officers and 15 interviews with banking executives. Our findings contribute to relativize and differentiate the phenomenon of transnationalization of business elites by underlining the importance of the career context and by identifying distinct interpretations of international career resources according to different types of banks.

THE INFLUENCE OF HUMAN RESOURCE COMPLIANCE AUDIT ON EMPLOYEE PERFORMANCE OF PUBLIC UNIVERSITIES IN WESTERN KENYA

A human resource compliance audit is one of the critical aspects of the universities that helps ensure all the policies, procedures, and practices of the university are adhered to by the management and other employees. Employee performance has been reported to be low in many universities. This is because of non-adherence to the university policies and practices. Therefore, the main objective of this study was to establish the effect of human resource compliance audits on employee performance at public universities in Western Kenya. The study was based on human capital theory. The study adopted a descriptive research design. The target population for the study was 187 respondents comprising 9 human resource managers, 9 deputy human resource managers, 121 human resource officers, and 48 internal auditors in all public universities in Western Kenya. Stratified random sampling was used to select 127 respondents. Questionnaires were used to collect primary data. Reliability was tested using Cronbach’s alpha and validity using experts and factor analysis. Descriptive and inferential statistics were used to analyze data. Regression analysis indicated that human resource compliance audits had a positive and significant influence on employee performance. It was, therefore, established that a unit increase in compliance audit would lead to the subsequent increase in employee performance by 0.178 units. The study established that 61.6% variation in employee performance was caused by human resource audit. The study findings will be useful for policy-making in public and private universities and form a basis for future studies by contributing to the pool of existing literature. The study recommended that universities should plan for compliance audits at least twice per year. It was also recommended that the university should put in place relevant internal control measures that will help in tracking each employee.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0011/a.php" alt="Hit counter" /></p>

ACCREDITATION AND HEALTH SERVICE DELIVERY IN RWANDA - A CASE STUDY OF ACCREDITATION PROJECT OF KING FAISAL HOSPITAL, KIGALI

Accreditation is a crucial internationally recognized evaluation process used to assess and enhance the quality, efficiency, and effectiveness of healthcare organizations. It is based on the idea that adhering to evidence-based standards can lead to high-quality healthcare services. However, accreditation often involves significant costs, making it essential to evaluate its worth, especially in resource-limited regions like public healthcare organizations in Rwanda. This study examined the contribution of the accreditation project to the quality of healthcare in King Faisal Hospital, Kigali. This study used a retrospective research design with a quantitative approach whereby 354 patient records were reviewed, of which 71 represented the period before accreditation, 169 represented the period after the first accreditation, and 114 represented the year in which the hospital was preparing for the third accreditation. In addition, secondary data analysis was conducted on available data from the Office of Continuous Quality Improvement (CQI), Office of the Chief Executive Officer, and Office of Human Resources. One-way analysis of variance was performed at a significance level of <0.05 to test for differences between the three time periods examined. The findings resulting from this analysis showed that accreditation is associated with improved healthcare service delivery (p < 0.001). The health service provided was permitted for only 11.3% of the patients served before the hospital's accreditation, while it was permitted for 90.5% of the patients served after the accreditation. In addition, the accreditation process optimized management and leadership efforts to improve the delivery of healthcare services through ratification, implementation, and monitoring of clinical policies, guidelines, and protocols, as well as an established workforce capacity-building system. Therefore, it is worth tackling accreditation as a strategic approach to improving the quality of healthcare services.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0037/a.php" alt="Hit counter" /></p>

PENGARUH MOTIVASI TERHADAP KINERJA KARYAWAN BAGIAN MEDIS & KEPERAWATAN DI RUMAH SAKIT XYZ

XYZ Hospital medical personnel and their colleagues are the focus of this study, which seeks to define and clarify how motivation affects performance. In this study, quantitative techniques were applied. The population of this study were 46 people who worked at the Gowa Regency Personnel and Human Resources Office. sampling from research using saturated sampling. Direct field studies by distributing questionnaires to participants became a data collection method. After that, the validity and reliability of the questionnaires obtained were evaluated. The findings indicate a sizable beneficial impact of motivating factors on job performance. Employee performance is greatly enhanced by the cleanliness aspect. Employee performance will be enhanced with motivator improvement factors and hygiene considerations. As a result, the attractiveness of employee performance in the medical field, especially at XYZ Hospital is supported by motivator factors and hygiene elements.

Personnel Records Management In Tanzania

Background of the study: Inadequate and improper storage facilities, absence of electronic records management system, inadequate space for records storage, human resource officer’s lack of records management skills and lack of internal training were the main challenges affecting the management of personnel records in Liwale district council. Purpose: The study aimed at investigating the personnel records and the challenges faced in management of these records in Liwale district council (LDC) in Tanzania. Method: The study used a qualitative approach in which 30 respondents were purposely selected. Questionnaires and in-depth interviews were used to collect data. Quantitative data were analyzed using Statistical Package for Social Science version 20 while qualitative data were subjected to content analysis. Findings: Findings revealed that appointment letters and letters of confirmation were the most cited (16.7%) type of personnel records readily available in various departments at Liwale District Council. Others include health and social security records, letter of transfer, notification of termination/death and retirement, medical report, wages and salary slip, and copy of birth certificate. Conclusion: It is recommended that Liwale district council should address the challenges faced in the management of personnel records for better and fair decision-making.

A Systematic Literature Review on Graduates’ Social Intelligence

Social intelligence is becoming more important in the workplace as it helps people to be aware of their interactions which creates a harmonious working environment. As such, human resource officers are starting to prioritise this element as one of the criteria that they seek in a candidate during an interview. This paper is a systematic literature review on the current criteria that human resource officers look for during job interviews and their perceptions of graduates’ values in relation to social intelligence. This systematic literature review employed the four procedures by Gessler & Siemmer (2020) to clearly review previous literature. Thereview has highlighted that human resource officers have shifted their emphasis fromacademic performance to social intelligence when interviewing candidates during a job interview. However, graduates seem to have difficulties in showcasing social intelligence. Thus, further investigation is required in relation to how graduates perceive social intelligence and how they demonstrate social intelligence, either in oral or written communication.Apart from that, the review has also highlighted the inconsistencies in requirements between private and public sectors, as well as the size of the company. Thus, further investigation is needed to investigate these inconsistencies.

The age of automation: what skills do employees need to stay relevant?

PurposeThis viewpoint paper envisions the key competencies that employees should cultivate to thrive amidst the age of automation.Design/methodology/approachThis paper synthesises recent academic and contextual papers on the topic of workplace automation, alongside the author’s practical knowledge as a Global Program Manager for Robotic Process Automation projects in an S&P 500 company.FindingsFour skill building blocks are created which will help employees stay relevant in the age of automation: process engineering, automation technology, self-leadership and humanistic.Originality/valueIn this new era of automation, the skills of today will no longer be sufficient for employees to remain competitive in future. This paper contributes to literature by envisioning and presenting four skill blocks that could serve as a blueprint for human resources officers and executives to create the future learning plans and hiring strategies of their organisations, as they grow along the automation maturity curve.