Human Resource Personnel Research Articles

Workplace Bullying of K-12 Educators: Mental Health Services and Policy Considerations

Bullying behaviors in the workplace are marked by repeated events of intimidation that create a pattern of humiliation and fear in the victim. School staff in K-12 schools are not immune to bullying behavior by other adults in the organization. Educators experience personal and professional repercussions when confronted with bullying experiences by other educators or educational administrators. This qualitative study demonstrates the breadth of the issue and emphasizes the roles of a school psychologist, school social worker, and human resource personnel in the wake of the potential ethical challenges that present when a staff member reports they are being bullied. Additionally, other involvement remedies include responsible contributions toward incorporation of policies and mental health innovations that will address the adult population in a school or district.

Role of Efficient Human Resource Management in Managing Diversified Organizations.

As the world has turned into a global village, it has created many challenges for human resource departments regarding the management of a diverse workforce in satisfying the employees and creating a diverse yet safe environment for them that does not make them uncomfortable. The current study has investigated the effect of human resource practices on the diversity climate with the mediation of job satisfaction. The data has been collected from human resource personnel of multinationals in China with the help of 316 participants. The study deployed SEM analysis to analyze and measure the effect of training and development along with performance appraisal on the diversity climate. The findings of the study revealed that training and growth or development do not have an impact on the diversity climate, however, performance appraisal has a strong positive impact. Similarly, the mediating role of job satisfaction has been found to ensure the relationship of training and development and performance appraisal with the diversity climate. This study has provided certain implications for the HR managers of multinationals to ensure a secure diversity climate for a diverse workforce.

TRANSFORMING HR PRACTICES WITH BEHAVIORAL ECONOMICS

Behaviors Economics is presently a thriving field of research for many researchers. It offers a descriptive model of decision making which is entirely different from the traditional decision making models of economics. This research paper is an attempt to bring insights from Behavioral Economics which can help Human Resource personnel to address the issues like Dynamic Inconsistency and incentive design strategies.The author argues that the insight from Behavioral Economics can transform HR practices. HR managers and leaders stand to benefit from the emerging evidence from the lab and field of behavioral economics that calls for s rethinking of traditional decision making model.

A Human Resource Demand Forecasting Method Based on Improved BP Algorithm.

Human resources are the first resource for enterprise development, and a reasonable human resource structure will increase the effectiveness of an enterprise's human resource input and output. The reality is that even if an enterprise designs a human resource allocation plan in accordance with the corporate strategy, it is impossible for the enterprise to operate in full accordance with the plan during the operation process, so the human resource allocation plan only reflects the law of the enterprise's human resource needs during the enterprise development process. Giving effective guidance to the specific work of human resources is difficult. It is impossible to carry out effective human resources structure adjustment to adapt to changes in human resources demand due to changes in corporate tactics, business, scale, and other factors, especially when the current domestic human resources market has not yet fully formed. This paper examines the impact of key factors such as the company's business growth scale and production efficiency improvement on human resource needs with the goal of improving team structure, optimizing staff allocation, controlling labor costs, and improving efficiency and benefits. In this paper, we attempt to develop a human resource demand forecasting model based on business development and economic benefits and guided by intensive human resource development. We analyze and forecast the enterprise's total human resource employment, personnel structure, and quality structure using this model. In light of this, this paper employs an improved BP neural network to construct a human resource demand forecasting system, resulting in a new quantitative forecasting method for human resource demand forecasting with strong theoretical significance. Simultaneously, the human resource demand forecasting system developed can enable enterprises to carry out personnel demand forecasting from the actual situation, making forecasting more applicable, flexible, and accurate, allowing enterprises to realize their strategies through reasonable human resource planning.

Early career Black women in school-based mental health fields: Understanding their experiences of workplace discrimination

This study aimed to understand school mental health providers' experiences with racism and other forms of discrimination (i.e., gendered-based discrimination) at work, with an exclusive focus on early career Black women. Participants included 10 Black women in school-based mental health fields, namely school psychology and school counseling. All participants completed one individual interview and data analysis was grounded in a transcendental phenomenological approach. Findings revealed three key themes: (1) Affinity and Action, (2) Individual Experience of Discrimination, and (3) Systemic Racism and Discrimination Impacting Students of Color. Participants were passionate about advocating for all students and liberating marginalized students from oppressive school structures. However, participants' own experiences with discrimination impacted their well-being and job satisfaction. The participating women utilized several strategies to cope and push for change (e.g., reporting to the human resource personnel). Yet, people in power precluded their efforts and the emotional toll led some participants to question whether they should transition to a new field of practice. Findings from this research support calls for increased attention to Black women in school mental health fields, because they are placed at risk of experiencing work discrimination due to their intersectional identities.

Implementation of Breastfeeding Policies at Workplace in Mexico: Analysis of Context Using a Realist Approach

Return to work is one of the most significant barriers to breastfeeding (BF). Family-friendly policies are critical to ensure that BF and maternal work are not mutually exclusive. This study aims to determine contextual factors and underlying mechanisms influencing the implementation of workplace policies in Mexico. Following a qualitative approach, the study was conducted in the following four cities in Mexico: Mérida, Chihuahua, Guadalajara, and Monterrey. Interviews were conducted in 14 workplaces, and included 49 (potential) beneficiaries, 41 male employees, and 21 managers and human resources personnel. The information collected was analyzed through a deductive thematic analysis and mapped against the Context-Mechanism-Outcome framework of Breastfeeding Interventions at the Workplace. Contextual factors influencing a BF-friendly environment in the workplace were as follows: work-schedule flexibility, provision of lactation services (i.e., BF counseling) other than a lactation room, women’s previous experience with BF and family-friendly environments in the workplace. The underlying mechanisms enabling/impeding a BF-friendly environment at the workplace were as follows: awareness of Mexican maternity protection legislation, usage of BF interventions in the workplace, culture, supervisor/co-worker support and BF-friendly physical space. To achieve a BF-friendly environment in the workplace, actions at the level of public policy and workplaces must accompany adherence to Mexican legislation.

A Study on Total Rewards Management in Philippine Healthcare Companies: An Occupational Issue

Introduction. Companies and hospitals in the healthcare industry, like other businesses, are not exempted from the rising labor costs and growing dissatisfaction among employees. The assessment and optimization of total rewards management (TRM) are important since TRM consists of monetary and non-monetary rewards given to employees in exchange for their time, talents, and efforts.
 Objective. This study assessed the TRM in Philippine healthcare companies. This study also looked into the organizational structure of various health-service companies and their TRM, and the difference between companies with TRM and without TRM in terms of pay, benefits, work-life balance, career development, and performance recognition.
 Method. A total of 74 human resource personnel were randomly sampled from healthcare companies in the Philippines. A survey questionnaire was administered with items on TRM philosophy divided into five parts – pay, benefits, work-life balance, career development, and performance recognition. High mean scores per TRM component correspond to higher levels of agreement to positive statements to the corresponding TRM component. Chi-square test was used to determine the association between various demographic variables and the existence of a TRM philosophy in a company. T-test was used to determine whether the differences in the mean scores per TRM component were statistically significant or not.
 Results. Less than half (44%) of the included companies have TRM and companies in Metro Manila were more likely to have an existing TRM philosophy. Companies in the healthcare sector usually disseminate information on TRM during town hall meetings, and not during onboarding. Employees in the healthcare companies had strict work schedules as most employers did not allow flexi-time arrangements. This may have contributed to burnout and stress that are common in most companies. Lastly, employees working in companies with a TRM philosophy do not experience significantly better pay, benefits, work-life balance, career development, and performance recognition than those working in companies without TRM.
 Conclusion. These findings suggest that even companies with an established TRM philosophy need significant improvement in their TRM processes for TRM to translate to better pay, benefits, work-life balance, career development, and performance recognition.

Interactions in Professional Discourses in Job Interviews: The Use of Interpersonal Meaning, Mood and Modality

This paper presents an aspect of the investigation into the interaction in professional discourse,that focuses on interpersonal meanings in a job interview. The theory of the interpersonal metafunction or the clause as exchange from systematic functional linguistics is used to analyse the interactions between interviewers and interviewees in job interviews. The study uses Mood and Modality to examine closely how interaction is carried out in the interviews. In an interview, the interviewer uses particular speech roles and the interviewee responds accordingly. However, the current study shows a variety of responses that do not always complement the interviewer’s speech role. Data for the study were obtained from 10 interviews from one interview session for the post of customer services. A qualitative content analysis was carried out using Halliday’s Systematic Functional Linguistic theory on the clause as exchange that was deemed suitable to bring out the various meanings in the interviews. A close examination of Mood and Modality was carried out on the recurrent themes in the interviews such as strengths and weaknesses, problem solving strategies and initiative and working experiences of the interviewees. The findings show that recent Malaysian graduates have used mostly “can”at 28 % and “will”at 35 % as Modality resources. A study on the grammatical realisation of interaction in interviews is necessary for recruitment companies, human resources personnel and interviewees themselves. The current study hopes to contribute towards an understanding of current market demands for hiring employees in terms of interviews.

Panic-gogy in the COVID-19 pandemic: developing online teaching self-efficacy by management faculty

The COVID-19 pandemic forced educational institutes worldwide to shift to online education in an emergency situation. The faculty used panic-gogy as a pedagogy tool to shift their courses to synchronous or asynchronous online mode. Focus group discussions were conducted to gather the panic-gogy experiences of management faculty. Bandura's self-efficacy building information sources were used as a framework to analyse management faculty's experiences. Vicarious experiences and social persuasions emerged as the most influential information sources of self-efficacy building. The analysis led to implications for management education administrators and human resources personnel related to training management faculty in online teaching and facilitating the process of building online teaching self-efficacy in management faculty.

Model of Human Resources Management (HRM) Practices Factors Affecting Small and Medium Enterprises (SMEs) Performance

This paper presents a development of Structural Equation Model (SEM) that shows the relationship of human resource management (HRM) practices and the factors affecting the organizational performance of small and medium enterprises (SMEs) in UAE. The model comprises five independent constructs of HRM practices factors and one dependent construct of SME organizational performance. Constructs of Independent Variables (IV) contain 36 items/factors and the construct of the dependent variable (DV) contains ten items/factors. The data used to develop the model was gathered through a questionnaire survey amongst SMEs human resources personnel from several SMEs in UAE. A total of 226 questionnaire forms were collected and analysed with the response rate of 88.7%, which is considered a good representation of the sample size. The developed model was analysed and assessed with AMOS-SEM software at measurement and structural levels to ensure that both levels achieve the fitness criteria. After the structural model achieved the satisfactory level of goodness of fit. The model was evaluated using path analysis to determine the relationship between IV and DV. It was found that all the IVs are significant to DV. Hence, the model has demonstrated the multivariate relationship between the considered variables/factors related to the topic of this paper. The findings can assist the practitioners in SMEs organizations in planning and implementing.

Review of practice & policy strategies for managing digital communication and ICT use in Australian universities

This paper explores practices and policies for managing information communication technologies (ICTs) and ensuring healthy and productive work environments in higher education settings. This was informed by: (1) semi-structured interviews with 12 senior Human Resource and Wellbeing personnel recruited from 11 public Australian universities; and (2) a review of policy documents that address ICTs/digital communication sourced from 37 Australian public universities. Analyses revealed that ICT management involved balancing flexibility and boundaries and expectations around responsiveness. Findings from interview data revealed that to improve ICT management it is important to develop university guidance material, detangle the notion of responsibility, establish boundaries around expectations of responsivity, provide more education and develop positive working practices. Thematic analysis and subsequent quantification of 654 policy documents revealed gaps in the university policy context on the topic of digital communication. The largest proportion of policies focused on privacy and security, followed by media representation of the university (e.g., throughout branding), then bullying, harassment and discrimination. We make recommendations for policy and practice improvement. It would be beneficial for future research to assess the impact of enacted digital communication management strategies (e.g., policy interventions) on worker wellbeing and work practice outcomes.

Impact of Artificial Intelligence on HR practices in the UAE

Social trends and information technology are creating pressure, resulting in organizations being forced to update and recreate themselves. Against this backdrop there is an increasing trend to adopt artificial intelligence technologies. This study aims to explore and investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in UAE companies with the help of mixed-method design. A mixed-method design was applied to explore and test the research questions. Semi-structured interviews and survey were conducted, respectively for both the study designs. AI and HR personnel were approached as sample participants for this study. Thematic analysis and PLS-SEM (Partial least squares path modeling) were used to analyze the data, respectively. Positive and significant effects of planned training and development process (0.231→0.021), tactical performance appraisal and integration of AI (0.719→0.000), and integration of AI and efficient HR practices (0.204→0.131) were shown. The moderating role of ease of use on integration of AI and efficient HR practices was negative and insignificant. AI plays an essential role in shifting the HR functions to enter the digitization era. The types of businesses and abilities require some activities such as training and development due to the increased use of technology.

REMOTE WORKING: FROM BENEFITS TO AN OBLIGATION FOR TALENT RETENTION STRATEGY INTHE SERVICE INDUSTRY

Purpose:This research seeks to investigate whether a remote working model has become a key factor influencing talent retention strategies during the covid-19 pandemic. Research Methodology:A mixed research methodology was applied following the grounded theory of conceptualization to assess data associations and explain their relationships. A situational analysis of relevant research related to the topic was conducted. Primary data collection included a total of 12 interviews issued to Human Resource personnel in the service industry and a survey to 115 people aged between 20-30 years who due to the covid-19 pandemic remain working remotely. Findings: We found out that 45% of people consider remote working as key when deciding on a new job. However much remote working has rapidly picked up momentum, managers still need to work on their management skills to enhance high-quality talent retention strategies and competitive advantage. Research limitations: We only focused on 17.47% of the labor force in the service industry who are between 20-30 years and due to covid-19 pandemic remain working remotely. However, most service industries had already implemented remote working models before the pandemic. Future research should include these companies as well and expand on the population scope. Practical Implications: The results could be used by managers to optimize productivity, efficiency and improve company talent retention strategies. Additionally, it offers employees work-balance benefits to consider for future jobs. Originality/Value: Remote working, talent retention strategies, and the service industry have been extensively researched. However, covid-19 influences a lot of these models and applicability especially in the service industry, unfortunately, it has been less explored.

Professional women and maternity transition: Guidelines for maternity coaching in organisations

Orientation and research purpose: There is a need to explore the role of maternity coaching in supporting and retaining professional women in South African organisations. Therefore, this study investigated the experiences of professional women during their maternity transition into working mothers and explored how maternity coaching can be used as a strategic intervention to support these women.Research design, approach and methodology: A qualitative inductive methodological approach was followed to gain an in-depth understanding of maternity coaching. The research strategy was cross-sectional and multi-perspective, consisting of 13 participants from 4 professional groups.Main findings: The findings emphasise that maternity coaching can play a positive role in assisting both working women and organisations to successfully navigate the maternity transition phase. Through the findings, it was established why maternity coaching is needed as a mechanism of support, how maternity coaching should be implemented and what should be included in the coaching conversations.Practical managerial implications: This article provides a Maternity Transition Coaching Model with guidelines and recommendations for different professional groups in any organisation where maternity transition is experienced. The implications of this study are how maternity coaching can be implemented as a tool in dealing with retention of professional women during maternity transition and to increase gender diversity at the senior organisational level.Contribution: The body of knowledge contributes to understanding the role of maternity coaching as an emerging form of transition coaching in organisations. A Maternity Transition Coaching model was designed that is complemented by guidelines for implementing a maternity coaching programme that can be utilised by human resources personnel, senior management and coaches who are exposed to the adverse consequences of senior women leaving the organisations because of the challenges they face during maternity transition.

Hospitality Fresh Graduates’ Competency and Hotel Job Offer Decisions

Fresh graduates are the future generation that will keep the hotel industry regain its ground in this uncertain pandemic era. Hotels need to recruit prospective employees with desired skills set which could increase their performance in delivering the best service to their guest. This study was conducted to help fresh graduates to see what is the element of competency that hotels look into in deciding to hire a new employee. The elements of competency which are communication, cognitive, leadership, problem-solving, and human relation was examined to identify their effects the hotel job offer decisions in Malaysia. Data required for this study was collected through self-administered questionnaires to 205 hotel human resources (HR) managers and personnel involved in selecting and recruiting employees. The data gathered were analysed using SPSS statistical tool, and was found that all elements of competency were positively related to HR’s job offer decisions. The study highlights the element of problem-solving skills as the important element of competency that HR managers expects from fresh graduates.

Implementation of Decision Support Personnel Recruitment System for Laguna State Polytechnic University-San Pablo City Campus

The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.

Global knowledge transfers through inpatriates: performance management, LMX and embeddedness

PurposeThe study explores inpatriation and the role of performance management (PM) upon knowledge transfer through the theoretical lenses of leader–member exchange (LMX) and social embeddedness theories.Design/methodology/approachThe study adopts a qualitative approach and focuses on inpatriate managers at the headquarters of three large UK healthcare multinational corporations (MNC). The authors were able to collect and analyze 24 interviews, with a focus on our key variables. The authors also conducted interviews with human resource (HR) personnel responsible for global mobility.FindingsThe findings suggest that the inpatriate managers’ willingness to transfer knowledge is contingent on their LMX with their supervisor and embeddedness within the firm. The authors found that good PM is the facilitator.Originality/valueThe critical contribution of the paper is exposing apparent weaknesses in current inpatriate PM practices in contributing to the MNCs' global knowledge flows, and ultimately, firm performance. This study's findings add to the awareness of how MNC knowledge flows transpire and emphasize the importance of rigorous PM practices for MNC knowledge transfer.

Coaching Context, Coachee Regulatory Focus and Pre-Coaching Motivation: An Experimental Study

This study responds to the call for a closer look at the role that contextual and individual factors play in workplace coaching as a context-sensitive intervention. Drawing on and integrating theories of regulatory focus and training we proposed and examined a model that explains the impact of organizational coaching context on coachee pre-coaching motivation using coachee situational regulatory focus as an underlying mechanism. Results of a scenario-based experimental study (N=175) demonstrated that organizational coaching context affects coachees’ situational regulatory foci beyond chronic dispositions. Further, the indirect relationship between developmental organizational coaching context and pre-coaching motivation was mediated by coachee situational promotion focus. However, we did not find the hypothesized indirect relationship between remedial organizational coaching context and coachee pre-coaching motivation via coachee situational prevention focus. The study highlights the important role that organizations’ management and human resource personnel play in the ‘kick-off’ of a workplace coaching intervention by shaping the context of coaching assignments prior to coaching. Furthermore, this study emphasizes the importance of including the organization’s informal feedback for the employee prior to coaching as a key contractual element that contributes to coachees’ pre-coaching motivation. We conclude with implications for future workplace coaching research and practice.

Current Status and Issues for Japanese Firms Expanding into Thailand: From the Perspective of Local Core Human Resource Development

Purpose - The purpose of this paper is the debate on human resource development and the investment and expansion of Japanese firms in Thailand, with the aim of providing suggestions on the aspect of human resource development in Japanese firms operating in Thailand. Design/Methodology/Approach - Based on the contents of a field survey in Thailand, the current situation of local human resource development of Japanese firms was ascertained and examined through comparison with Chinese and Korean human resource development in Vietnam, Myanmar, and Mongolia. Findings - The surveys themselves reveal that the timing of the determination of core personnel tends to be later and the positions to which they are promoted tend to be lower in Japanese firms than in Chinese and Korean firms in Asia. Further research and analysis are required on how this affects the corporate management of local subsidiaries. Research Implications - Human resource development and personnel evaluation are clearly defined and systemized, and clear compensation is provided. The motivation of capable personnel can be expected to increase, and they can be expected to demonstrate their abilities.

Практика застосування ключових показників ефективності діяльності вищих органів аудиту країн Європи, США та Рахункової палати України

The international experience of performance indicators application by supreme audit institutions of European countries and the USA in their annual reports is investigated. In total, 267 indicators were identified, analyzed and grouped by areas of activity, in particular, audit activity (audit, conclusions and reports), recommendations, other activities, consequences and effects of work, relations with main stakeholders (with parliament, audit objects, other bodies, society, international community), human resources (personnel, training and certification), management and financial support. The areas of interaction with society and publicity of work, personnel management and audit activity are the most characterized by quantitative indicators areas, least of all interaction with audit objects and other activities of the body, except audit. Among the studied countries, fewer quantitative indicators were published in the reports of the Supreme Audit Institutions of Estonia, Slovakia and Croatia (less than 20 indicators), most of the aspects of activity were quantitatively assessed in the reports of the Supreme Audit Institutions of the UK, Czech Republic and Poland (65 – 80 indicators). The Accounting Chamber in 2020 in terms of the number of indicators in this comparative analysis ranked second (published 75 indicators). Over the eight years analyzed, this number increased significantly, but there is still no indicators for some areas of work, such as international activities and interaction with audited entities. It was also determined that the selection of indicators presented in the reports of the Accounting Chamber lacks consistency, the practice of disclosing some important performance indicators has ceased. Based on the analysis of international practice and the experience of the Accounting Chamber, a system of indicators advisable to characterize its work is proposed. Proposed 55 groups of indicators characterize all areas of activity and correspond to the best international practice and approaches of the supreme audit institutions performance measuring framework (SAI PMF), which is used in the strategic planning of the Accounting Chamber.