Human Resource Service Research Articles

A Study of Human Resource Capability for Enhancing Local Food-Processing Entrepreneur’s Performance among Community-Based Enterprises

This research explores the human resource (HR) capabilities that reinforce performance and resilience in community-based enterprises (CBEs). Locally, the food-processing sector, specifically focusing on the provinces of Ubon Ratchathani, Yasothon, Amnat Charoen, and Si Sa Ket, serves as the focus of this study. Adopting a qualitative research methodology based on acceptable criteria, the researchers conducted three rounds of purposive sample selection. Ultimately, 16 CBEs comprising 43 key informants were included in the study. Categorical data were gathered through diverse methods to ensure data saturation and mitigate bias. The approaches of focus groups, observations, face-to-face interviews, and analysis of relevant documentation were ethically employed. Thematic and content analyses were used to examine the data within the framework of HR capability and operational performance among CBE members. The findings derived from HR capability and their contributions to firm performance rely on several critical aspects, such as the importance of employee training and development, leadership effectiveness, strategies for motivation and retention, fostering a supportive organizational culture, implementing strategic HR practices, adapting to new technologies, leveraging external HR services, adhering to regulatory standards, promoting gender equality and inclusivity, and understanding economic influences. This study contributes to the theoretical understanding of strategic HR management by contextualizing these internal (HR) and external (economy) practices within CBEs. Additionally, it offers an essential agenda for practical recommendations to HR professionals and policymakers with a shared goal of advancing local and national growth and development. Importantly, it emphasizes achieving sustainable growth for CBEs and enhancing resilience in the food-processing sector

Exploring HR Experiences at Bunda Sarini Clinic: Digitalization, MIS, Service Quality, and Operational Efficiency

The integration of digitalization and Management Information Systems (MIS) has profoundly enhanced human resource efficiency, service quality, and operational effectiveness at Klinik Pratama Bunda Sarini. This study explores the role of MIS in optimizing workforce management and improving patient-centered care, highlighting both its advantages and the challenges encountered during implementation. Researchers employed a qualitative case study approach, utilizing semi-structured interviews and document analysis to examine HR professionals' experiences with digital transformation. The findings indicate that MIS has streamlined administrative workflows, reduced clerical inefficiencies, and improved real-time data accessibility, facilitating faster decision-making and higher patient satisfaction. However, workforce resistance, digital literacy limitations, and data security concerns created obstacles in the transition process. Structured HR-led training programs and phased implementation strategies effectively addressed these challenges. The study underscores the importance of sustained investment in workforce development, cybersecurity measures, and digital infrastructure to support long-term healthcare digitalization. Future research should evaluate the long-term impact of digital adoption in small-scale healthcare institutions.

A Multidimensional Perspective of Chefs on the Role of Technology in Restaurants

ABSTRACT This research evaluates chefs’ perceptions of the role of technology in restaurant kitchens. It adopts a comprehensive approach that integrates the relevant factors identified in previous research to provide a multidimensional approach. Following a qualitative research design, semi-structured interviews were conducted with 27 restaurant chefs. The perceptions of chefs on the role of technology in restaurant kitchens consist of eight main themes, which include mostly positive aspects: food and service quality, human resources, financial, competitiveness, image, customer experience, food waste and job safety. This research contributes to a theoretical and practical understanding of the relationship between restaurant management and technology in service industries, specifically the restaurant industry, and offers a conceptual model of the role of technology in restaurant kitchens.

The intersection of finTech adoption, HR competency potential, service innovation, and firm growth in the banking sectors using Entropy and TOPSIS.

The adoption of Financial Technology (FinTech), along with the enhancement of Human Resource (HR) competencies, service innovation, and firm growth, plays a crucial role in the development of the banking sector. Despite their importance, obtaining reliable results is often challenging due to the complex, high-dimensional correlations among various features that affect the industry. To address this issue, this research introduces a hybrid Multi-Criteria Decision-Making (MCDM) model that integrates the Entropy-Weighted Method (EWM) and the Technique for Order Preference by Similarity to Ideal Solution (TOPSIS). The primary objective of this study is to systematically evaluate and rank multiple alternatives based on key criteria using the EWM-TOPSIS approaches. Specifically, the analysis considers eleven multifaceted characteristics and eight potential alternatives (A1 to A8), revealing the significant influence of the proposed MCDM approaches in assessing FinTech adoption, HR competency, service innovation, and firm growth. The findings underscore the effectiveness of the entropy-TOPSIS approaches in providing a structured analysis for a smarter and well-informed decision-making. Ultimately, this research proposes the best alternative from the evaluated options, contributing valuable insights into the future role of FinTech, HR competencies, service innovation, and firm growth within the banking sector.

VARIATION IN THE ASSESMENT OF THE IMPORTANCE OF HUMAN RESOURCES CATEGORIESFROM THE PERSPECTIVE OF PRISON SERVICE MANAGERS

This article refers to the issue of differentiation of the importance of human resources from the perspective of the management staff of the Prison Service, and in particular the diversi-ty of the significance of the officers' potentials in the form of their predispositions, abili-ties, knowledge, experience and qualifications. The first part of this article describes the basic issues in the field of human resources and defines this concept in relation to the categories of resources important for the management of basic units of the Prison Service. In order to capture them, it seems appropriate to refer to concepts and studies illustrating the psychosocial risks of penitentiary staff. It is postulated that these risks have a direct impact on the deterioration of the Prison Service's human resources in the context of hu-man resources. Then, the methodological model was presented, indicating that the research procedure was based on the author's questionnaire, which examined 41 directors and man-agers of penitentiary units aged 34 to 54. The aim of the study was to identify differences in the levels of importance of individual categories of human resources. To determine them, the Friedman ANOVA test and the Wilcoxon test were used. The results indicate that the distinguished categories of resources can be ordered in terms of the number of relationships with other categories of resources, in relation to which they obtain statistical-ly significantly higher levels of importance.

PENERAPAN PRINSIP TRANSPARANSI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBERDAYA MANUSIA DALAM PELAKSANAAN REKRUTMEN PPPK DI KABUPATEN MUNA BARAT

This study aims to determine how the Application of the Principles of Transparency of the Civil Service Agency and Human Resource Development in the Implementation of PPPK Recruitment in West Muna Regency. The method used in this research is descriptive qualitative research with data collection through observation, interviews, and documentation. Based on the research results, The implementation of the principle of transparency in the BKPSDM of West Muna Regency in the implementation of PPPK recruitment has been running but not yet optimal. Although tasks have been carried out well, the late response to information and the difficulty of the community in understanding the registration procedures and accessing information through the website show that transparency still needs to be improved. In general, the provision of clear information and easy access to information are still areas that need improvement to ensure effective transparency.

PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE CONTEXT OF SUSTAINABLE DEVELOPMENT AT THE LEVEL OF THE SĂLAJ COUNTY POLICE INSPECTORATE

This study highlights the changes in human resource management, the shift from traditional paradigms to an individual-centered approach, and the importance of continuous learning and adaptability. It describes the sustainable development of human resources in the Sălaj County Police Inspectorate, emphasizing the crucial role in maintaining public order and cooperation with various institutions, the activity of the structures of the Human Resources Service and the Professional Training Office within the unit, structures with essential activities in the management and development of police personnel. The culmination of the study is the analysis of the professional training within the inspectorate, which highlights the progress and adaptability in the training of the personnel within the Sălaj County Police Inspectorate, but also the importance of effective communication and recognition of meritorious in achieving institutional performance.

HUMAN RESOURCE PREDICTORS OF SERVICE QUALITY IN UGANDA’S PUBLIC SECTOR: A FOCUS ON THE DIRECTORATE OF INDUSTRIAL TRAINING

This study investigates the human resource predictors of service quality within Uganda's public sector, specifically at the Directorate of Industrial Training (DIT). The primary objective of the research was to assess the influence of human resource factors—namely employee engagement, goal-setting processes, and organizational citizenship behavior—on service quality at the DIT. The study was guided by Latham and Locke’s Goal Setting Theory and the SERVQUAL Model, providing a framework for understanding how these human resource practices impact service delivery. A descriptive cross-sectional research design was employed, and a stratified random sampling technique was used to select participants. Out of 384 questionnaires distributed, 351 were returned, yielding a response rate of 91%. The sample included 226 female and 125 male respondents. Data was collected using structured questionnaires and analyzed using Pearson’s rank correlation and descriptive statistics. Multiple regression analysis was applied to assess the relationships between the independent variables (employee engagement, goal-setting, and citizenship behavior) and the dependent variable (service quality). The findings revealed a significant positive relationship between the human resource predictors and service quality at the Directorate. The study concludes that enhancing employee engagement, aligning goal-setting processes, and fostering organizational citizenship behavior are critical for improving service quality in the public sector, particularly at the Directorate of Industrial Training. These results underscore the importance of strategic human resource management in fostering high-quality service delivery. KEY WORDS: Human Resource, predictors, Service Quality, Uganda, Public Sector

The Contribution of Information Communications Technology on Improved Human Resources Performance in Kinondoni Municipality, Tanzania

The study addressed the challenge of improving human resource performance within Local Government Authorities (LGAs), particularly in Kinondoni Municipality, where inefficiencies and limited technological integration have hindered effective governance and service delivery. Recognizing the potential of Information and Communication Technology (ICT) to transform organizational processes, the study explored its contributions to human resource performance, focusing on the policy and legal framework governing ICT use, its influence on efficiency and effectiveness, and the challenges of adoption. Guided by the Technology Acceptance Model (TAM), which emphasizes the role of perceived ease of use and usefulness in technology adoption, the study targeted employees and stakeholders, including human resource officers, IT personnel, administrative staff, and community leaders. Using a sample of 100 respondents selected through purposive and stratified random sampling, data were collected through interviews and questionnaires and analyzed using SPSS for descriptive statistics and thematic analysis for qualitative insights. Findings showed that ICT policies are well-established (mean = 4.2, SD = 0.75) and that ICT improves efficiency, accessibility, and data integrity, with record-keeping identified as a significant benefit (40%). Offices were well-equipped with internet-connected computers (mean = 4.3, SD = 0.75), though Human Resource Information Systems (HRIS) adoption was moderate (mean = 3.9, SD = 0.85), reflecting limited utilization. Key challenges included inadequate training and insufficient integration of ICT into human resource practices. Despite these obstacles, ICT was found to significantly enhance human resource performance, supporting governance and service delivery. The study recommended increased investments in infrastructure, continuous training, implementation of e-governance initiatives, and the establishment of impact evaluation frameworks to maximize ICT’s potential.

Pengaruh Kualitas Pelayanan dan Kemampuan Sumber Daya Manusia Terhadap Kesejahteraan Anggota Koperasi Wahidiyah Kecamatan Kedungwaringin

This study aims to determine the effect of service quality and human resource capabilities on the welfare of Wahidiyah Cooperative members of Kedungwaringin District, both partially and simultaneously. Quantitative research method with descriptive approach. The population in this study were all cooperative members. The sampling technique used Non Probability Sampling technique with a sample size of 120 people. Data collection using a questionnaire. The data analysis technique used is multiple linear regression analysis, classical assumptions and hypotheses. The results of data quality show all valid and reliable. Partial test results for service quality variables show tcount (7.571)> from ttable (1.980) and sig value 0.00 <0.05 then Ho is rejected and Ha is accepted which means there is a positive and significant influence on member welfare. Partial test results for the human resource capability variable show tcount (15.269)> from ttable (1.980) with a sig value of 0.00 <0.05, so Ho is rejected and Ha is accepted, which means there is a positive and significant influence on member welfare. The test results simultaneously obtained the value of fcount (117.840)> from ftable (3.07) with a sig value of 0.00 <0.05 it can be concluded that H0 is rejected and Ha is accepted, meaning that service quality (X1) and human resource capabilities (X2) together have a significant effect on the welfare of members.

Merit-based recruitment in the South African Public Service: Challenges and opportunities

Section 195 (i) of South Africa’s Constitution mandates that public administration must reflect the nation's diversity, with recruitment and personnel management practices based on competence, fairness, and impartiality, while addressing historical inequalities to ensure broad representation. This creates a dual obligation for public administration: to foster inclusivity and equity while ensuring merit-based recruitment. Merit-based recruitment is crucial for meeting the public service's human resource needs and achieving employment equity by making opportunities accessible to all societal groups. While the practical application of merit-based recruitment presents opportunities, it still encounters considerable obstacles, such as political interference, and fragile institutional structures. This paper explored both the challenges and opportunities of merit-based recruitment in the South African public service through an analysis of government reports, academic literature, and policy reviews. The findings reveal that while the concept of merit-based recruitment is embedded in policy, its execution is hampered by political interference, nepotism, a lack of institutional capacity, skills shortages, and tensions between affirmative action and meritocracy. The paper recommends strengthening monitoring and evaluation measures employed by the Public Service Commission (PSC) to effectively promote and oversee the implementation of merit-based recruitment processes in the public service.

RESEARCH ON THE IMPACT OF HUMAN RESOURCE MANAGEMENT INTENSITY ON EMPLOYEE SERVICE INNOVATION

In the business environment of the 21st century, employees play a core role in service innovation. Their creativity directly affects the quality of service and the market performance of enterprises. Stimulating and cultivating employees' service innovation ability is an important issue in modern enterprise management. This study designed and implemented a questionnaire survey, collected 584 valid sample data for formal investigation, and used SPSS software for data processing and empirical analysis. The results revealed that the intensity of human resource management positively impacts employee service innovation, thereby enhancing the relationship between human resource management and service innovation.

Factors influencing provider deviation from national HIV and nutritional guidelines for HIV-exposed children in western Kenya: a qualitative study

BackgroundMalnutrition and HIV interact in a vicious cycle for HIV-exposed infants (HEIs), increasing vulnerability and the severity of each condition and contributing to poor health outcomes. We identified multi-level factors influencing provider adherence to Kenyan HIV and nutrition guidelines for HEIs.MethodsWe conducted six focus group discussions and seven in-depth interviews using a semi-structured question guide. Participants were selected through purposive maximum variation sampling of health workers involved in maternal and child health services and outpatient nutrition programs at two facilities in western Kenya. Data collection and analysis were guided by the Theoretical Domains Framework (TDF). Transcripts were coded by two primary coders using both deductive and inductive thematic analysis.ResultsTDF domains that drove guideline adherence included: environmental context and resources, beliefs about capabilities, and social influences. While participants praised attempts to integrate HIV and nutritional services through teamwork and service colocation, challenges in the successful referral of patients between services persisted. Participants described siloed HIV and nutrition-related knowledge across staff, leading to missed or delayed care if certain providers were unavailable. Participants emphasized understaffing as a major contributor to gaps in care. Inconsistent material resource availability also disrupted linkages between HIV and nutrition services for patients. While participants frequently expressed high intention and internal motivation to link children between services, they described minimal structured supervision or positive reinforcement from supervisors and feeling demoralized when resource constraints interfered with care provision. Lastly, participants described patient-level factors that made it challenging for families to seek or remain in care, including poverty and HIV and malnutrition-related stigma. Participants made several recommendations, including training multiple cadres in the fundamentals of both HIV and nutritional care to address siloed services and understaffing.ConclusionsThis study details the factors that facilitate or hinder health workers as they implement national guidelines and link HEIs between HIV and nutritional services, including the impact of physical integration of service sites, human and material resource constraints, and health worker motivation. Future interventions can address these challenges by expanding access to needed resources, task sharing, and testing implementation strategies that increase the efficiency of service delivery to improve linkages in care for vulnerable infants.

Development Strategies for Service-based Human Resources Business in Digital Age: The Case of Leadership Factory

Abstract: This research mainly takes the leadership factory as an example and, through analysis, points out the future development path for service human resources business. During the COVID-19 period, the development of the human resources industry was hindered, as reflected in the development of products, markets, and human resources itself. Service human resources companies have seized the most important product demand during COVID-19 and completed product changes. However, with the end of the epidemic era, market saturation also means that products need to be updated and iterated accordingly. Market diversity, uncertainty, and the development of the times have brought difficulties and risks to enterprises. Therefore, companies need to gain a foothold in the new era market. This study found that companies can specify their future development plans through five aspects: digital technology, diversification, professional capabilities, market penetration, and sustainable development capabilities. This research conference provides ideas for the future development of most service-type human resources business.

Analysis of the Implementation of Electronic Medical Records in Efficiency, Productivity, and Performance of Health Services at the Sriamur Bekasi Health Center with the Wellbeing Method

The application of digital technology in health services has significantly improved efficiency and service quality. Electronic Medical Record (E.M.R.) is a technology implementation that records, stores, and manages patient medical data electronically. This study aims to analyze the impact of using E.M.R. on the productivity and efficiency of health services at the Sriamur Bekasi Community Health Center. This research uses the Wellbeing method with a qualitative approach. Primary data was collected through in-depth interviews and questionnaires distributed to the medical and administrative staff of the Sriamur Community Health Center. Secondary data on the number of patients before and after E.M.R. implementation was also analyzed. The leading indicators measured include service time, quality, error rate, and human resource utilization. The research results show a significant increase in productivity and efficiency after E.M.R. implementation. The number of patients served per day increases, and the time required for recording and retrieving patient data is reduced. Respondents indicated high satisfaction with using E.M.R., with the majority assessing that the system helps speed up administrative processes and improve the accuracy of medical data. Implementing E.M.R. at the Sriamur Bekasi Community Health Center has increased the medical staff's operational efficiency and productivity. This technology makes it easier to access and manage patient data and reduces the administrative burden so that medical personnel can focus more on health services. To maximize the benefits of E.M.R., ongoing training and regular evaluation of existing systems and procedures are required.

Evaluation of SIMRAL with CIPP Model on the Performance of State Civil Apparatus (ASN)

SIMRAL is used to manage APBD (Regional Government Budget), planning, budgeting, implementation, reporting, accountability, and audit supervision. Therefore, its series is long and unbroken. This study evaluates SIMRAL's effect on the performance of civil servants in the PUPR (Public Works and Spatial Planning) office of Bogor City to achieve performance at the individual, unit, or organisational level. The objective of this study is to evaluate the effectiveness of SIMRAL usage and the performance of civil servants in the PUPR office of Bogor City. The research method used is a mixed-method approach, with an evaluative program/policy approach using the CIPP model. This method focuses on evaluating four main components: (1) SIMRAL usage policy and objectives, (2) human resource quality, (3) SIMRAL application process, and (4) the output and outcome of SIMRAL usage. The output of this research is a policy recommendation on using SIMRAL, considering the mayor's regulations, work effectiveness-efficiency, human resource performance competency, service quality, budget control, and proper decision-making. SIMRAL also continuously enhances work motivation and quality.

Nurses' preferences for working in Uber-style ‘Internet plus’ nursing services: A discrete choice experiment

BackgroundChina's ‘Internet Plus’ nursing services, which are Uber-style home care services with an ‘online application, offline service’ approach, have been evolving over the past five years. Registered nurses' preference for these Uber-style Internet Plus nursing services are crucial for improving human resource management and service efficiency, yet research in this area remains scarce. ObjectiveThis study aimed to explore registered nurses' preferences for Uber-style Internet Plus nursing services and provide optimization recommendations from a supply-side perspective. DesignA cross-sectional study utilising a discrete choice experiment. Setting(s)Two public tertiary hospitals located in Tianjin, China, which have implemented Internet Plus nursing services. Participants211 registered nurses who participated in Internet Plus nursing services. MethodsThe survey was conducted anonymously using an online survey platform. Respondents were presented with choices between two alternatives, based on five key attributes: income, safety and security, patient and family cooperation, commute time, and service type. Mixed logit models estimated the stated preferences for attributes. Relative importance scores, willingness-to-pay estimates, and simulations of service-type uptake rates were calculated. Subgroup analysis and seemingly unrelated regression estimation were performed to examine heterogeneity in preferences. ResultsA total of 3202 choice observations were generated. When sorted by the strength of preference, the five attributes related to registered nurses' choice of Uber-style Internet Plus nursing services, measured by their relative importance scores, are as follows: safety and security (30.89 %), income (27.41 %), patient and family cooperation (18.47 %), service type (11.96 %), and commuting time (11.27 %). Elevating safety and security from low to high levels has the same utility as a 31.81 % increase in monthly income, equivalent to 2586.14 yuan. Subgroup analysis showed that senior nurses place more value on safety and security than junior nurses (β = 1.421 vs.β = 0.725; P = 0.011), and unmarried nurses had a stronger preference for family and caregiver cooperation (β = 1.105 vs.β = 0.314; P = 0.023). ConclusionsThe strength and heterogeneity of registered nurses' preferences should be highlighted in the dispatch algorithms model of Uber-style Internet Plus nursing services, thereby enhancing the efficiency and humanity of Uber-style Internet Plus nursing services. Tweetable abstractRegistered nurses prioritise safety and security, acknowledging heterogeneous preferences in Uber-style Internet Plus nursing services.

Exploring Important Attributes, the Potential Use Cases and Feasibility of Introduction of Measles and Rubella Microarray Patches (MR-MAPs): Insights from Nine Countries.

Background: Microarray patches (MAPs) are innovative, needle-free vaccine delivery systems, suitable for administration by minimally trained health care workers or trained community health workers. Their introduction may transform immunization programmes, particularly for vaccines where high coverage is required for population immunity, such as measles, and where vaccine delivery is challenging, such as in low- and middle-income countries. Recognizing the need to understand how best to tailor these products to reflect country priorities, workshops on measles and rubella MAPs (MR-MAPs) were conducted in multiple regions to collect insights on needs and preferences from relevant stakeholders at country level. Methods: The CAPACITI Innovation Framework was used to structure stakeholder discussions in nine countries in the period from August 2022 to July 2023. The discussions, building on the findings from a situation analysis on the barriers related to measles and rubella vaccine delivery, followed the four-step process outlined in the framework. Results: Key barriers hindering delivery of measles and rubella vaccines across the countries were in the categories of human resource management, service delivery, and demand generation. MR-MAP attributes that stakeholders believed would reduce or eliminate these barriers included ease of preparation and administration, improved thermostability, fewer (ancillary) components, and single-dose presentation. Some attributes such as the site of administration, wear time, and storage volume could exacerbate certain barriers. Based on an understanding of key barriers, product attributes, and underserved populations, stakeholders identified several potential use cases for MR-MAPs: (i) delivery at a fixed health post, (ii) delivery through outreach sessions conducted by health workers, and (iii) administration by community health workers. To enable robust national decision making about the introduction of MR-MAPs and successful implementation, global and national evidence on feasibility and acceptability of MR-MAPs should be generated. To prepare for the potential introduction of MR-MAPs, immunization programmes should evaluate their immunization policies based on their preferred use cases and modify them if needed, for example, to enable community health workers to administer vaccines, along with making programmatic adjustments to waste management and training. Conclusions: MR-MAPs have the potential to reduce key barriers to MR delivery. Yet, their future impact depends on the ability of global stakeholders to steer the development of MR-MAPs to be responsive to country needs and preferences. The generation of evidence to enable robust decision making, timely modification of vaccine policies, and addressing programmatic considerations will be key to successful uptake.

INFLUENCE OF SERVICE QUALITY AND EMPLOYEE PERFORMANCE TOWARDS CUSTOMER SATISFACTION IN USING LOAN SERVICES AT THE MANADO PAWNSHOP OFFICE

This research aims to analyze the influence of service quality and employee performance towards customers' decisions in using lending services at the Manado Pawnshop Office. This research is important considering the strategic role of Pawnshop as a financial institution that provides collateral-based lending services. Data was collected through a survey of 150 customers who used lending services at the Manado Pawnshop Office. The analytical method used is multiple linear regression analysis to measure the influence of service quality and employee performance on customer decisions. The research results show that service quality has a significant positive influence on customer decisions. This indicates that aspects such as reliability, responsiveness and good service guarantees increase customer satisfaction and encourage them to use lending services. Apart from that, employee performance has also been proven to have a significant positive influence on customer decisions. The performance of employees who are professional, responsive and knowledgeable about Pawnshop products is a determining factor in customer decision making. The conclusion of this research is that both service quality and employee performance are key factors that influence customers' decisions in using lending services at the Manado Pawnshop Office. The practical implication of these findings is that Pawnshop needs to continue to improve service quality and employee performance to maintain and increase customer trust. It is hoped that this research can contribute to literature related to service management and human resource development in the financial sector.

Research on the Status Quo and Internal Control of Enterprise Human Resource Service Outsourcing

Research on the Status Quo and Internal Control of Enterprise Human Resource Service Outsourcing