Human Resource Planning Research Articles

Enhancing Salary Prediction Accuracy with Advanced Machine Learning Models

Abstract. Accurate salary prediction is crucial for navigating the complexities of the job market and ensuring fair compensation practices. This research focuses on evaluating advanced machine learning models to improve salary prediction accuracy. The study integrates demographic, educational, and professional experience data to offer a comprehensive analysis of earning potential, aiming to foster equitable job markets and enhance strategic human resource planning. The methodology involves employing various models, including Linear Regression, Decision Tree, and Random Forest (RF). Key steps include preprocessing the dataset to address missing values, categorize data, and remove irrelevant features. The study finds that the RF model excels in predicting salaries, surpassing other models in performance metrics. This superior efficacy is attributed to RFs ability to handle complex, high-dimensional data and mitigate overfitting. The results of this study have significant implications for establishing fairer compensation practices and improving job market efficiency. By offering a reliable tool for understanding earning potential, this research contributes to better career decisions and strategic planning for both individuals and organizations. Future research will explore further refinements and applications of these models in real-world scenarios.

Analysis of Planning for Health Workforce Needs at Lasinrang Pinrang Regional General Hospital

Hospital is a health service unit as a place where hospital personnel perform their main tasks and functions. Integration between hospitals and health workers is closely related in terms of health services. How the face of the hospital depends on the quality of its health workers. This research is descriptive research. Research location at the Health Service Office of Lasinrang Pinrang Regional General Hospital. The study was conducted from May 7, 2021 to July 7, 2021. The population in this study were all health workers at the Health Service Office of the Lasinrang Pinrang Regional General Hospital with a sample size of 22 respondents. The results of the study indicate that the Inventory of new health workforce resources is limited to the type and number, while others are not yet such as the skills and abilities of each existing health worker. The forecast of health workforce resources that has been carried out is only informal and immediate, and this is not a systematic planning effort. The suggestion in this research is that there needs to be team work or specialist planning staff or a section/department in the organizational structure. which deals with human resource planning and development and the need for the formulation of strategic plans to serve as a basis/reference for planning health workforce resources.

Human Resource Planning Strategy to Improve the Quality of Online Library Management Information Systems (E-Libraries) of Higher Education in the Industrial Era 5.0

Library management information systems in universities are essential for managing e-libraries in universities. The world of education will face one of the challenges after 2030: the use of information technology or robotics in various sectors of human life, one of which is university libraries. This research was conducted using a literature approach by collecting data from various relevant theoretical sources about human resource management and higher education management information systems in the context of university library human resource planning strategies. This article delves into the practical application of library human resource planning strategies in universities. It discusses the formulation of university library human resource planning and the development of human resources in the era of Society 5.0. Furthermore, it explores the challenges and opportunities in implementing these strategies, such as change management, adaptive higher education management information system policies, and the development of librarians' professionalism in the era of society 5.0. This study uses a literature approach by collecting data from relevant theoretical sources about library human resource management and higher education management information systems in the educational context of university library human resource planning strategies. Data is analyzed through systematic literature synthesis to identify university library human resource planning strategies that can improve the quality of management e-library in the era of Society 5.0. In this era, adaptive and technology-oriented human resource management strategies are the key to improving the quality of university e-library management.

Exploring peer-to-peer lending: key influences of firm uncertainty, loan features and venture quality

PurposeThe purpose of this study is to identify the determinants of success in peer-to-peer (P2P) lending campaigns, especially amid global financial disruptions like the COVID-19 pandemic. Addressing a notable gap in current research, we explore how factors such as firm uncertainty, loan characteristics (interest rates and maturity) and venture quality (human, social and intellectual capital) influence P2P lending effectiveness. Using multiple regression analysis on data from 523 projects on the October platform, our study aims to enhance the understanding and operational efficiency of P2P platforms, contributing to a more resilient financial ecosystem.Design/methodology/approachThis study employs a quantitative research design using multiple regression analysis to examine the impact of specific variables on the success of P2P lending campaigns. Data were collected from 523 concluded P2P lending projects on the October platform, spanning from 2015 to 2021. Variables of interest include the level of uncertainty of the firm, loan characteristics such as interest rate and maturity and the quality of the venture assessed through human, social and intellectual capital. This method allows for a robust analysis of the factors contributing to the success of P2P lending within a dynamic financial context.FindingsThe findings of this study reveal that the success of P2P lending campaigns is significantly influenced by the level of uncertainty of the firm, the interest rate of the loan and the quality of the venture. Specifically, higher uncertainty in firms correlates negatively with campaign success, while competitive interest rates positively impact funding outcomes. Furthermore, ventures that demonstrate robust human capital, particularly those with management teams that possess diverse skills and high qualifications, tend to attract more funding. These results underscore the critical role of strategic financial and human resource planning in enhancing the effectiveness of P2P lending platforms.Originality/valueThis study contributes uniquely to the literature by integrating multiple variables – firm uncertainty, loan characteristics and venture quality – into a comprehensive analysis of success factors in P2P lending. It addresses the scarcity of research examining the combined effects of these factors, particularly in the context of global financial disruptions like the COVID-19 pandemic. By focusing on a specific European platform during a dynamic period, this research provides new insights into how P2P lending can adapt to and thrive amid financial crises. The findings offer valuable guidance for both practitioners and policymakers aiming to optimize P2P lending practices in uncertain economic landscapes.

Home Healthcare Staffing, Routing, and Scheduling Problem With Multiple Shifts and Emergency Considerations

ABSTRACTEffective planning of human resources is critical in designing an efficient home healthcare system. In this study, we present a novel home healthcare staffing, routing, and scheduling problem inspired by a real‐world application. The proposed problem addresses a set of patients, with varying daily visit requirements, being served by a set of caregivers with different qualification levels over a multi‐day multi‐shift planning horizon. The problem aims to minimize the number of extra shifts for caregivers, maximize the allocation of caregivers to emergencies, and minimize the sum of route durations over the planning horizon. These objectives are optimized hierarchically while considering a set of restrictions, including time windows, skill matching, synchronization, care continuity, and labor regulations. To tackle the problem, we introduce a mixed‐integer linear programming model. The model is then extended and two sets of valid inequalities are incorporated to enhance its tightness. Computational experiments are conducted on a set of 20 instances. The results highlight the efficiency of the proposed extension in increasing both the number of instances that can be solved to optimality and the number of instances for which a feasible solution is found.

Evaluating the Effectiveness of Traditional Recruitment and Selection Practices in a Technologically Dominated Economy

In the contemporary business environment, there is a need for firms to plan and implement proactive traditional recruitment and selection, especially regarding employees working in the gig economy. However, the poor handling of traditional recruitment and selection processes can significantly affect the quality of employees and their performance in an organisation. This study aimed to evaluate the effectiveness of traditional recruitment and selection practices in a technologically dominated economy. The importance of attracting and selecting a highly skilled workforce in a tight and competitive market has made adopting best practices in recruitment and selection by organisations critical. Firstly, the study highlighted various traditional recruitment and selection methods in organisations. Secondly, the overall recruitment and selection process was identified. Finally, strategies to mitigate the identified challenges faced in the traditional recruitment and selection process were suggested. The study was qualitative, adopting the survey strategy. Purposive was adopted, and hematic was used for data analysis. Findings revealed that traditional recruitment and selection as a practice is important for both employees involved in the gig economy. Importantly, the strategic approach to traditional recruitment and selection practices is vital and should be the cornerstone of any projected recruitment and selection process in a gig economy. Results validate the critical role of the traditional recruitment and selection process in achieving organisational aims and objectives in a technologically dominated economy. The study also proves that collaborative methods are central to the success of any traditional recruitment and selection process. Recommendations affirmed that recruitment and selection should be planned and well implemented. Human resource planning was also measured to be vital and emphasis on significant features of traditional recruitment and selection as a process such as having a place a well and implemented traditional recruitment and selection policy was asserted.

THE IMPORTANCE OF HUMAN RESOURCES PLANNING IN STRATEGIC MANAGEMENT

Changes in competitive conditions force businesses to develop new capabilities in order to sustain their existence and be successful. At this point, businesses have made an effort to change their management approach and gain a strategic perspective. This approach, called strategic management, involves the effective use of the resources that the business has in order to regulate the relations between the business and its environment and to gain superiority over competitors or to make a difference. The most important resource that businesses have is human resources. The most important key to the adoption and successful implementation of the strategic management approach is to have an effective manpower. With a strategic human resources planning, businesses will be able to ensure that employees are provided at the right time, with the desired qualifications and assigned to the right jobs in line with the business strategy. The purpose of this study is to create a conceptual framework for the role of human resource planning in the strategic management process. At this point, the studies on strategic management, human resource management and strategic human resource management in the literature were examined in detail. As a result of the research, it was concluded that strategic human resources planning is the process of creating comprehensive and long-term human resources strategies and developing the plans, programs and tactics necessary for the implementation of these strategies, and that businesses that manage this process in the best way can establish superiority over their competitors by identifying opportunities, threats, advantages and weaknesses.

AUDIT OF THE PERSONNEL MANAGEMENT SYSTEM ON THE BASIS OF FUNCTIONAL AND COST ANALYSIS

Report. The research was conducted to substantiate the increase in the efficiency of the personnel management system on the basis of functional-value analysis and the formation of recommendations on audit standards that will help organizations to effectively manage their personnel and achieve their goals. The article describes the audit technologies, systematizes the main indicators and develops a methodology for auditing the personnel management system on the basis of functional-value analysis with the allocation of organizational and substantive elements. Model. Based on the study of extensive empirical material, a comprehensive analysis of the audit process, methodologies and tools used to assess HR management systems on the basis of functional-value analysis was carried out. In the course of the work the key components of HR management systems were considered, including recruitment and selection, performance management, training and development, and compensation and benefits. Conclusions. As a result of analyzing numerous domestic and foreign sources, conclusions and observations were made concerning the audit of the personnel management system, including on the basis of functional-cost analysis. It was found that the use of a variety of practical tools and techniques in the audit of the personnel management system helps to obtain complete and objective information about its condition and effectiveness. These tools and techniques are a powerful means of analyzing and evaluating the HR system, as well as identifying problem areas and developing recommendations for improvement. Practical value. The practical significance of the research results lies in the fact that they can be directly applied in the real practice of personnel management. The results of the study will help organizations to optimize their HR management systems, improve performance and enhance the quality of decision-making. Originality. The application of the research findings will enable organizations to audit their HR management systems and identify strengths and weaknesses. Based on the identified problem areas, measures can be developed and implemented to address them and improve system performance. In addition, the results of the study will be useful in developing human resource planning strategies and making decisions on personnel development.

Predictors of Individual Work Performance among Private Business Companies for an Enhanced Organizational Human Resource Plan

This study aimed to examine the influence of organizational culture and multi-dimensional self-control as predictors of individual work performance among employees in private business companies. A descriptive-correlational research design was employed, involving 110 respondents from Santo Tomas, Davao del Norte, selected through stratified sampling. Data were collected using three standardized questionnaires, and statistical tools such as Mean, Pearson r, Standard Deviation, and Regression Analysis were applied. The results indicated that both organizational culture and multi-dimensional self-control had significant positive relationships with individual work performance. Specifically, organizational culture was rated with an overall mean of 4.32 (strongly agree), while multi-dimensional self-control scored 3.80 (agree), and individual work performance received an overall mean of 3.75 (agree). These findings suggest that fostering a strong organizational culture and enhancing employee self-control are key strategies for improving work performance, especially in culturally diverse environments. While Presidential Decree No. 442, Article 3, emphasizes the protection of workers' rights and labor laws, its relevance in this study lies in the broader context of promoting effective organizational practices. The study concludes that interventions to strengthen company culture and develop training programs focused on enhancing self-control may significantly boost employee performance. Future recommendations call for more specific and targeted approaches to implement these interventions within organizational frameworks.

Pengaruh Perencanaan Sumber Daya Manusia Terhadap Kinerja Karyawan Ritel

This study examines the relationship between human resource planning and employee performance in the retail sector. It focuses on how effective human resource strategies, such as workforce planning, recruitment, training, and development, impact the productivity, efficiency, and overall performance of retail employees. The study aimed to assess the effect of human resource planning on employee performance in the retail sector. Data collection was based on field observations and the distribution of questionnaires. Data analysis was performed using simple linear regression processed with SPSS, resulting in the equation Y=28.41+0.26X. The findings demonstrate that human resource planning has a positive and significant effect on employee performance. The hypothesis was accepted as the calculated t-value was greater than the t-table value (2.554 > 1.988).

The Impact of Human Resource Planning on Strategic Goals of Companies

Today's world, especially the world of companies, is undergoing significant and continuous changes and transformations. All dimensions of companies, from internal to external environments, from human to non-human factors, are rapidly transitioning from one state to another. In today's competitive world, one of the important tools for creating transformation, ensuring the survival of a company, and achieving desired goals and missions is the human element. This research aims to examine the impact of human resource planning on the strategic goals of the company (case study: Exon Group). The research population includes all employees of Exon Group in Tehran, totalling 360 individuals. Structural equation modelling was used to test the hypotheses, and the software used in this study includes SPSS version 22 and Smart PLS version 2. The research findings indicate that human resource planning has a significant impact on the strategic goals of the company.

Pengaruh Budaya Organisasi dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Duta Raja Gas Depok

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

Effective HRP on Break-Even Analysis in Start-up Private Hospitals

The study examines the effectiveness of Human Resources Planning in start-up private on performance hospitals in Egypt and the effectiveness of Human Resources Planning (HRP) on Break-Even point (BEP) analysis. It found that most hospitals use Break-Even Point (BEP) analysis in Human Resource Planning (HRP), and there is a significant positive relationship between their use and successful Human Resource Planning (HRP) the study recommends that Hospitals use Break-Even Point (BEP) as a primary tool for Human Resource Planning (HRP) oversight due to their impact, efficiency, and accuracy in startup private hospitals. The sample consisted of 54 accounting department employees. The findings highlight the importance of using Break-Even Point points in Human Resource Planning. This dissertation explores the effectiveness of Human Resource Planning (HRP) policies and Human Resources Management (HRM) practices in the Break-Even Point (BEP) analysis of start-up private hospitals in Egypt, clarifies the relation between Human Resources Management (HRM) and Human Resource Planning (HRP) in the growth of private start-up hospitals. Human Resource Planning (HRP) is a strategic process that identifies the current and future demands of a hospital’s human resources to achieve its goals. It connects Human Resources Management (HRM) with the hospital’s strategic plan, aiming to maximize the value of high-quality employees. Strategic Human Resources Management (HRM) is a holistic approach to assembling the best team for business growth and success. Drawing from five start-ups private hospitals and interviews with employees and founders, it reveals that Human Resources Planning (HRP) connects with Human Resources Management (HRM) can play various roles in the growth of these hospitals, from strategic to non-strategic. Previous research has primarily focused on the influence of entry timing, idea, and funding on performance. The study aims to provide a comprehensive understanding of the effectiveness role of Human Resources Management (HRM) and Human Resources Planning (HRP) on the Break-Even Point (BEP) analysis in private start-ups hospitals in Egypt. Health reforms in the past 25 years have primarily focused on structural change, cost containment, and market mechanisms, neglecting the importance of Human Resources Management (HRM) and Human Resources Planning (HRP) in private startup hospitals, the most resource-intensive part of the healthcare system, face significant pressures for efficiency and effectiveness. Effective Human Resources Planning (HRP) is crucial for improving service delivery in hospitals worldwide, highlighting the complexities of Human Resources Management (HRM) and Human Resources Planning (HRP). The research findings presented in this dissertation are intriguing for more study on the topic and may be used by business owners in their strategic plans for successful operations and business growth. Keywords: Human Resource Management (HRM); Human Resources Planning (HRP); Break Even Point (BEP) analysis; Private Start up Hospitals; Healthcare Industry; Egypt.

Using Generative AI for Strategic HR Planning: How AI Can Elevate Your People Strategy

This article explores how generative artificial intelligence (AI) technologies such as machine learning and deep learning can be applied to enhance strategic human resource (HR) planning. Drawing from academic literature and industry case studies, the article outlines key techniques of gen AI and principles for responsible implementation. It then discusses specific opportunities for gen AI to elevate HR processes like recruiting, training, performance management, compensation planning, and cultural transformation from descriptive to prescriptive levels through data-driven decision making and insights. Aligning AI goals with organizational values around diversity, ethics and worker well-being is emphasized. The essay aims to translate technical concepts into practical recommendations while arguing that when guided properly, gen AI shows strong potential to empower HR leaders and elevate their people strategy through personalization, prediction, continuous improvement and robust measurement of ROI.

Home healthcare: particle swarm optimization for human resource planning under uncertainty

Home healthcare: particle swarm optimization for human resource planning under uncertainty

Ongoing and emerging issues for residential long-term care in the context of Covid-19.

Background: Long-term care facilities have been confronted with various workforce challenges, including a poor image within the nursing profession, a shortage of staff, and a growing demand for long-term care. Furthermore, these facilities have been significantly impacted by the pandemic and the respective measures with detrimental effects on residents, staff, and their family members. Aim: This study explored issues in working in residential long-term care from the perspective of nurses and their perception on amplifying and additional effects of Covid-19. Methods: It applied a qualitative design focusing on experiences and views of 25 LTC nurses working in Austrian long term care facilities during the pandemic. Data were collected by conducting in-depth interviews either virtually or in presence. The data analysis was conducted by applying a thematic analysis. Results: The four identified themes are: (1) Work motivation, (2) Dealing with vulnerability, (3) Human Resource Planning and (4) External view on long-term care. For each theme it was delineated which aspects have been present in the pre-Covid-19 situation and which became more visible or arose additionally. Conclusions: Nurturing connection between LTC nurses and with residents and relatives as well as signaling the positive aspects of LTC such as relationships, challenge and responsibility may allow to tackle Human Resource Planning issues.

Enhancing Organizational Productivity through Effective Human Resource Planning in Tanzania’s Public Sector

Enhancing Organizational Productivity through Effective Human Resource Planning in Tanzania’s Public Sector

An Effective Opinion Mining-Based K-Nearest Neighbours Algorithm for Predicting Human Resource Demand in Business

The process of estimating and preparing for an association's future supply and management of human resources is known as human resource planning (HRP). It is a significant section of directorial development. This study suggested a novel technique to HRP demand forecasting using the Modified K-nearest neighbor (M-KNN) algorithm. M-KNN is machine learning (ML) algorithms that locate the k major comparable data sample to a new information sample and uses those data sample to forecast the value of the new sample. We generate an HR order estimate pointer organization consisting of variables that pressure HR order such as market share, sales volume, and economic conditions. We use M-KNN to find the k most similar data samples to each data point in the display organization and use those data samples to predict HR command. We assessed our M-KNN algorithm using data from a actual association and find that it can correctly forecast HR command with an fault speed of less than 5%. M-KNN is a talented advance to HRP command forecasting as it is easy to use, does not necessitate a lot of data, and can exactly predict HR command in the attendance of non-linearity and haziness.

An Effective Opinion Mining-Based K-Nearest Neighbours Algorithm for Predicting Human Resource Demand in Business

The process of estimating and preparing for an association's future supply and management of human resources is known as human resource planning (HRP). It is a significant section of directorial development. This study suggested a novel technique to HRP demand forecasting using the Modified K-nearest neighbor (M-KNN) algorithm. M-KNN is machine learning (ML) algorithms that locate the k major comparable data sample to a new information sample and uses those data sample to forecast the value of the new sample. We generate an HR order estimate pointer organization consisting of variables that pressure HR order such as market share, sales volume, and economic conditions. We use M-KNN to find the k most similar data samples to each data point in the display organization and use those data samples to predict HR command. We assessed our M-KNN algorithm using data from a actual association and find that it can correctly forecast HR command with an fault speed of less than 5%. M-KNN is a talented advance to HRP command forecasting as it is easy to use, does not necessitate a lot of data, and can exactly predict HR command in the attendance of non-linearity and haziness.

PLANEJAMENTO ESTRATÉGICO DE RECURSOS HUMANOS: UMA ABORDAGEM DAS VANTAGENS COMPETITIVAS PARA AS ORGANIZAÇÕES

This study aims to analyze the process of Strategic Planning for Human Resources in an approach of competitive advantage for organizations and the benefits that organizations get when they deploy efficiently the HR strategic facing organizational competitiveness, addressing the concept and its range in the magnitude of the strategic process. Strategic Human Resource Planning is a fundamental process for any organization, as a whole, living moment in the spotlight in the current view, being the complexity of conducting strategic or decisions that impact the human resources and organizational corporation process. A deepening this subject can help companies improve their processes to achieve excellence in its services.