Human Resources Staff Research Articles

THE ROLE OF INFORMATION TECHNOLOGY AND COMMUNICATION IN ENHANCING THE QUALITY OF THE PERFORMANCE OF HUMAN RESOURCES: A FIELD STUDY AT KING KHALID HOSPITAL IN NAJRAN, SAUDI ARABIA

<p>The study aimed to examine the role of information technology and communication in boosting the quality of the performance of human resources at King Khaled Hospital in Najran, Saudi Arabia in the light of variables (information systems and databases, communication systems, information technology in human resources). The descriptive-analytic approach was used to verify the role of information and communication technology in improving the quality of the performance of human resources. The study sample consisted of (133) employees in King Khalid Hospital in Najran. They responded to a closed-item questionnaire. The results found that there was a statistically significant relationship at the level of significance (α ≤0.05) between information technology (information systems and databases, communication systems, information technology in human resources) in the quality of the performance of human resources. It also confirmed that there was a statistically significant relationship at the level of significance (α ≤0.05) for information technology (communication systems, communication techniques) in improving human resource functions. This study recommends that the hospital administration should pay attention to information and communication technology because of its significant impact on the quality of the performance of human resources and its application in all other government agencies and institutions. It is also recommended for the need to keep abreast of technical developments and information technology and work to use them in human resources. In addition, there is a need to develop specialized training programs for human resources staff to work on all programs and use devices to raise the level of performance in a way that benefits the achievement of competitive advantage, excellence, and quality in performance. </p><p> </p><p>JEL: D83; J24; I10</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0989/a.php" alt="Hit counter" /></p>

Strategy to Improve the Quality of Islamic Educational Institutions Through the Child-Friendly School Model Based on Adiwiyata

The quality of education is a pillar of human resource development which is very important for national development. The child friendly school program is one of the efforts made to improve the quality of madrasas. This research is important because so far, the quality of education has been studied only on aspects of learning related to the academic field which have an impact on certain aspects. The purpose of this study was to find out and understand the strategy in improving the quality of education in Madrasah Ibtidaiyah Negeri 3 Jombang through the child friendly school program based on Adiwiyata. In addition, to find out the impact or implication of the implementation of the child friendly school program on the quality of education. This study uses a descriptive qualitative approach with a case study design. Data collection techniques were carried out by means of in-depth interviews, participant observation, and documentation. The data analysis was carried out with the process of data collection, data coding, data classification, data reduction, and data exposure. The results showed that the strategy carried out included several stages, namely: Formation of the implementing team for child friendly school, Conducting program socialization, Fostering human resources (teachers and staff), Building collaboration, Fulfilling indicators for child friendly school components, Carrying out monitoring and evaluation processes, and Responsive to inputs for the improvement of the child friendly school program. The implications of the program on the quality of education are seen in three aspects, namely teachers, students and institution.

DEEP LEARNING IMPLEMENTATION FOR EMPLOYEE ATTENDANCE SYSTEM IN UNIVERSITAS PERTAMINA

Attendance recording with RFID tags scan, make human resource (HR) staff’s task more effective and efficient because it is saving time and effort in performing manual recording and recapitulation that must be performed by the HR staff in a company. However, the number of cases where employees forget to bring their identification cards, which has an RFID tag increases the workload of human resource staff. This study proposes a facial recognition prototype as an alternative way to record employee attendance. The model used in this study uses artificial neural networks that have more than one hidden layer and uses a supervised learning approach. The results of the study show that when a high-resolution image provided for the training data, the prototype able to make an accurate prediction. However, some further study is needed before replacing existing attendance recordings with face recognition to address several problems such as distance between camera and object and accessories that affect the essential features in a face like glasses, headscarves, and mask. Further research should find the maximum distance between the object(s) and the camera and the position (angle) of the object towards the camera.

Recruitment and selection of school leaders in Saudi Arabia

The success of schools depends on effective recruitment and selection of school leaders. The present study sought to understand the processes of recruiting and selecting public school leaders in Saudi Arabia from their perspectives. Interview data were collected from 39 high school leaders in the Eastern province in Saudi Arabia. The results of the study indicated that the school leadership recruitment and selection processes in Saudi Arabia consist of few linear steps where the ministry engages in an effort to attract candidates from internal resources, followed by initial screening, and a formal interview to select the candidate from the pool. The analysis also revealed several challenges involved in the recruitment and selection processes of prospective candidates. Based on the findings of this study, schools are currently struggling to recruit qualified candidates that commensurate the mission and the needs of our schools. Therefore, we recommend providing appropriate budget, resources, and training to human resource staff to effectively communicate with prospective candidates, identify the type of candidates and design recruitment and selection strategy accordingly.
 
 Keywords: Recruitment, selection, school leaders, human resources, Saudi Arabia.

A Systematic Literature Review of the Impact of Human Resources Management Strategies on Employee’s Performance: Role of Job Embeddedness and Organizational Commitment as Mediator Variables

The present study seeks to examine the effectiveness of the practices of Human Resources (HR) on the performance of employees. It explores how job embeddedness and organizational commitment can have a mediation effect on the relation between the HR practices and staff’s performance. Moreover, this study discusses several dimensions of Human Resources Management System (HRMS) such as recruitment, involvement, performance appraisal, compensation, and training. Furthermore, task performance, the efficiency of work and creativity were taken as dimensions of Employee Performance. Data were collected through questionnaires from the participants. The study’s population consisted of 503 employees holding different positions in various sectors. Several results were reached by the study, the most significant of which is the finding that there is a positive relationship between the HRMS and Employee Performance. It was also deduced that an indirect partial mediation effect exists between HRMS and Employee Performance through both job embeddedness and organizational commitment. Keywords: Human Resource Management strategies, Employee Performance, Job Embedded, Organizational Commitment. DOI: 10.7176/EJBM/13-20-07 Publication date: October 31 st 2021

Managing cancer in contemporary workforces: how employees with cancer and line managers negotiate post-diagnosis support in the workplace

PurposeThis paper explores how deservingness features in how line managers and employees with cancer negotiate post-diagnosis support in the workplace.Design/methodology/approachIt draws on narrative interview data from people with cancer in the UK who were employed when diagnosed and line managers with experience of managing an employee with cancer. Semi-structured interviews were conducted with members of occupational health and human resources staff and staff from a UK cancer support charity.FindingsIt shows that post-diagnosis support for employees with cancer was negotiated in subjective, individualised ways, drawing on pre-diagnosis workplace contribution as well as the perceived deservingness of cancer as an illness. Managerial support for employees with cancer was also influenced by post-diagnosis employee behaviours, particularly those that implied a readiness to return to work.Research limitations/implicationsThe sample size and methods limit the generalisability of the results. However, sampling choices were instrumental in reaching a rich set of data, which enabled deeper understanding of individual workplace negotiations.Social implicationsPervasive and unhelpful notions of deservingness in the context of ill-health and disability have distinct and worrying implications for ageing workforces, particularly across the Global North. This has been exacerbated by the ongoing uncertainty and insecurity triggered by the coronavirus disease 2019 (COVID-19) pandemic. As a result insight into the management of ill-health at work has never been more relevant, and can be used to inform policy and practice.Originality/valueThis exploratory paper extends debates usually reserved for social welfare and health provision to a new domain by exploring how deservingness features in line manager–employee interactions in the context of an employee diagnosis of cancer.

How epistemic injustice maintains norms of the disembodied ideal worker in UK Universities

This paper extends debates usually reserved for philosophy, health and justice systems to a new domain by applying Fricker’s concept of epistemic injustice to the workplace to understand the experiences of academics living with disability and chronic health conditions. It focuses on the experiences of disabled UK higher education institution (HEI) employees, including women with long-term gynaecological health conditions. The paper brings together four studies conducted between 2017 and 2020 specifically: oof interviews with disabled academics (n=75), interviews with key stakeholders in universities (n=35) ((including university executives, line managers and human resources staff) alongside an analysis of the human resource management (HRM) policies (n=84) used by university managers to manage disabled employees and those with long-term health conditions.), a survey of experiences of managing gynaecological health conditions while working in universities (n=627) and : university staff with gynaecological health conditions (n=23) and We utilise the concept of epistemic injustice to explain the complicated spoken and unspoken, written and unwritten ways in which HRM policy and practice in UK HEIs reinforces sexist and ableist barriers, limiting meaningful inclusion of disabled employees and women employees with gynaecological health conditions. The paper reveals the invisibility of embodied experiences in HE HRM policy and subsequent practice, the implicit operationalisation of stigma to maintain silence and the burden of ‘proof’ required from individuals experiencing health conditions or disability that originates from an assumption of disingenuity. The stigmatised nature of many health conditions, particularly those relating to women’s reproductive systems, restricts open discussions of health and the materiality of bodies in the workplace, so limiting the provision of workplace accommodations. HRM policy and practice in UK HEIs requires disclosure and evidence from employees seeking support – obliging them to speak up in a context of institutional silence with no guarantees that they will be believed.

MANAJEMEN PUSAT KEGIATAN BELAJAR MASYARAKAT

The purpose of this study is to obtain a complete and clear picture of PKBM Management in PKBM Salsabila, Pasir Belengkong District, which includes planning, organizing, implementing, monitoring, and evaluating. This research uses a qualitative research approach with a case study design, the main informants are managers including the Chairperson, Secretary, treasurer, technical resource persons and tutors. Data collection is done by interview, observation, and study documentationThe results of research, management and data analysis that have been done by researchers by describing relevant theories about PKBM management are: (1). Planning of human resource tutors and staff development programs is carried out at the beginning of the new school year through workshops. (2). Organizing the tutor and employee human resource development program is done by forming a committee and division of tasks and responsibilities towards the implementation of the program. (3). Implementation of the tutor's human resource development program and has been going according to plan. (4). Supervision in the implementation of resource development programs is carried out in the field or indirectly through reports at weekly meetings. (5). Source of Funds are: (1) Operational operational assistance fund (BOP). (2) Parents' participation funds, called Monthly Mandatory Fees (IWB). (3) Kepititian funds originating from the participation of parents of students (6) The form of giving Rewards in the form of incentives from the foundation paid every month. (7). Parental support in implementing PKBM management (8). Implementation of management, in principle, does not exist, but there is a component in the management function in the development of human resources that has experienced a few constraints, namely the implementation time of activities and financing support in ideal program planning is not yet maximal.

Assessment center for senior engineering students: In-person and virtual approaches

An Assessment Center with senior Mechatronics and Biomedical Engineering students was established to strengthen and measure transversal competencies before graduation. Students solved a relevant case during this standardized exercise while internal professors and external evaluators (disciplinary experts and human resources staff from different companies) observed the students' performance. Finally, each evaluator had the opportunity to ask specific questions to the students and give them general feedback. This exercise resulted in an excellent opportunity to showcase our students' competencies with the companies and improve their employability, preparing graduates to be hired soon after graduation. This project describes the case study of the Assessment Center, its evaluation instruments, and results. The study also compares the in-person and virtual (given the Covid-19 pandemic) approaches of the Assessment Center, discussing the potential of web-based technologies as collaboration tools.

Screening for COVID-19 Risk Using VIEW (COVID-19 Early Warning) System

Background: As COVID-19 continues to spread globally, a safe workforce reentry for people with elevated individual and occupational risk from COVID-19 is essential. Risk stratification may help to identify individuals with COVID-19 risk levels and take appropriate measures. Objectives: (a) To reduce the burden of (COVID-19 among) corporate health-care ecosystem by multiple layers of screening of employees and their families through Nurse Education Health Assistants (NEHA) mobile application and using VIEW (COVID-19 Early Warning System) scores. (b) To offer teleconsultation services to individuals with the assistance of doctors and NEHA coaches (c) To assess accuracy/efficacy of VIEW system. Materials and Methods: A cross-sectional survey using NEHA mobile application was conducted among 2424 employees and their families of a leading multinational company. The human resource staff of the company collected data using NEHA application and uploaded it through a web portal. Further investigation was carried out by NEHA coaches through telephonic consultation using VIEW data. Results: More than half of the participants received the same VIEW scores by system and doctor zone, i.e., A VIEW score (58.54%), B VIEW score (59.63%), and C VIEW score (66.67%). System zone of VIEW system was compatible to categorize participants depending upon the level of risk probability toward COVID-19. Furthermore, NEHA coach and doctor gave the same VIEW scores under A (81.74%), B (67.63%), and C (38.46%). Conclusion: VIEW system is useful to detect risk probability toward COVID-19 infection and stratify patients under different VIEW zones to prioritize medical care, identify isolation needs, identify hospitalization needs at a scale.

Perceived Human Resource Management Practices and Demographic Profile of Staff at Private Higher Education Institutions in Oman

This study described the perceived implementation of human resource management (HRM) practices and staff’s demographic profile at private higher education institutions (HEIs) in the Sultanate of Oman. It further explored the relationship of staff profile and HRM dimensions. Purposive sampling was used with a 50 per cent response rate. The instrument is composed of two parts; the first part includes staff profile while second part consists of 10 HRM dimensions clustered in 36 HRM practices. The findings revealed that all HRM dimensions were often applied and more than half of the respondents were academic staff, expatriates, male, and from affiliated, and college HEI. As to relationship, it was found that staff’s designation and residential status had high significant relationship in most of the HRM dimensions while staff’s HEI affiliation, classification and gender had high significant relationship with two HRM dimensions.

Human psyche creation by application of natural language processing technologies

Subject of Research. The paper proposes a solution for the human psyche automatic creation based on his speech behavior analysis. It is shown that messages in social networks, instant messengers and chats can be used to form a training data set, both in the format of text messages and audio and video calls. The functions of the psychological type classifier constituents are revealed by the human speech behavior. A comparison is made between multiclass and binary classification based on the loss function minimization. Methods. The human psyche corresponded to the Myers-Briggs type indicator, which subsumes a person to one of 16 types. The technologies of Text Mining for natural language processing and a deep learning model for speech processing were used. The data set for training and testing was formed by recordings of people’s speech translated into text format. Class labels were formed by the content of a text parameters vector, which is a dictionary of frequently encountered words. A deep learning algorithm was used for the human psyche automatic creation and was based on recurrent neural networks of the Long Short-Term Memory type. The algorithm was tested both for multiclass and binary classification. The objectivity of the proposed approach to a human psyche creation was ensured by the variety of content created by a person at various time in accordance with life situations, profession, hobbies and other circumstances. Main Results. A new approach to the automatic human psyche creation is proposed, based on the binary classification and a deep learning model. The convergence of the binary classification results with the test set of the speech behavior of various people is demonstrated. The Long Short-Term Memory network application in binary classification makes it possible to achieve an accuracy equal to 83 % of the psychological type correct determination and reduce the losses to 25 %. Practical Relevance. Automatic human psyche creation based on his speech behavior enables various specialists (such as psychologists, sociologists, human resources staff members) to make decisions when working with a specific person. Analysis of a human personal qualities by his speech behavior is software-implemented.

Patients' Perceptions of Healthcare Quality at Hospitals Measured by the Revised Humane Caring Scale.

The patients’ perceptions are central to quality improvement of the healthcare system worldwide. This study aimed to examine patients’ perceptions of quality care and investigate the demographic factors related to the overall patients’ perceptions. The Revised Humane Caring Scale was distributed to 367 adult patients who were admitted at medical, surgical, and obstetrics and gynecology departments in 2 tertiary hospitals in Oman. Overall patients’ perceptions of quality of care were high, with professionalism being rated the highest, and cognition of physical needs and human resources rated the lowest. Significant differences in patients’ perceptions between hospitals as well as in the subscales of interdisciplinary collaboration and outcome variables, between planned- and emergency-admitted patients were found. The linear regression analysis indicated a relationship between gender and overall quality care where male patients reported higher satisfaction compared to counterparts. This study suggested the need to improve the cognition of physical needs (food quality and environmental sanitation) and human resources (staff to patient ratio) as well as pay attention to the individual patients’ needs especially for emergency-admitted patients.

Використання HR-аналітики в діагностиці системи управління персоналом

The article delimitates and presents the author's own definitions of the concepts of «diagnosis», «monitoring», «analysis», «evaluation» of the staff management system, «staff audit (staff management),», «HR-analytics». Based on the review of domestic and foreign theoretical and practical studies of the current state of HR-analytics, the understanding of HR analytics is deepened; the possibilities of its implementation in the diagnosis of the staff management system are determined; methodical approaches to this process are described: the object, theme, subject, directions of HR-analytics at the organization level are formulated, stakeholders (interested parties), instruments and examples of the system of metrics/measures (criteria and indicators) operated in HR analytics are defined. It is determined that the diagnosis of the staff management system is a broader concept than HR analytics, which is its main component. HR analytics is based on monitoring and analysis of data with the formation of relevant estimates in conclusions/reports. Preparation of alternative forecasts, improvement of HR processes and staff management system are the final stages of diagnosis of the staff management system. The proposed approach of delimitation of the categorical apparatus of instruments in the sphere of assessment of the effectiveness of human resources use and staff management of an organization with clearly defined structural elements of the process of staff diagnosis will help theorists and practitioners to perform more clearly their work on the analysis and critical evaluation of HR processes with further improvement and alternative forecasting.

Work Performance and its Influencing Factors Among Support Staff in Hospital Mersing, Johor

Work performance report is a systematic and comprehensive evaluation report that quantitatively assesses the level of performance of civil servants in Malaysia. The objective of this study was to ascertain whether work performance of supporting staff in Hospital Mersing is at par with the performance of civil servants in Malaysia. Other objectives were to identify the high-performing and lowperforming members in the organisation and to determine factors affecting work performance. This study was a cross-sectional, retrospective, and used convenient sampling from secondary data in the employee service books, Human Resource Management Information System (HRMIS) information and staff medical records in 2016. The results of this study show that there was significant relationship between socio-demographic factors with work performance, which were gender, monthly income and education level. However, there was no significant relationship between ethnicity (p=0.692), age (p=0.102), marital status (p=1.000) and period of service (p=0.299). There was no significant relationship found between health factor and job factor with work performance. The outcome from this study can be used by the hospital administration and supervisors to take measures improving the level of staff work performance accordingly, which can benefit both individual and the organisation.

Managing Cancer in Contemporary Workforces

This exploratory paper extends debates usually reserved for social welfare and health provision to a new domain by exploring how deservingness features in line manager-employee interactions in the context of an employee diagnosis cancer. It draws on narrative interview data from people with cancer in the UK who were employed when diagnosed and line managers with experience of managing an employee with cancer. Semi-structured interviews were conducted with members of occupational health and human resources staff and staff from a UK cancer support charity. Post-diagnosis support for employees with cancer was negotiated in subjective, individualised ways, drawing on their pre-diagnosis workplace contribution as well as the perceived deservingness of cancer as an illness. Despite the outcomes of these negotiations sometimes benefiting individual employees, support offered on grounds of deservingness did little to address structural issues of workplace accessibility and undermined employee entitlements. Managerial support for employees with cancer defaulted to dated stereotypes of disability and ill-health regarding genuineness and/or deservingness that did not reflect current equality, diversity and inclusion agendas. Pervasive and unhelpful notions of deservingness in the context of ill-health and disability have distinct and worrying implications for ageing workforces, particularly across the global north. This paper offers recommendations for research to address them.

Investing in HR? Human resource function investments and labor productivity in US organizations

This study provides an empirical examination of the relationship between organizational investments directed toward the human resource (HR) function and a key performance outcome – labor productivity. Utilizing a multiple constituency perspective of the HR function, we proposed that organizational investments of financial resources into their HR functions will influence labor productivity; and that the availability of professional HR staff and implementation of high performance work systems will moderate this relationship. Utilizing a sample of 475 organizations drawn from multiple locations and sectors in the United States, we found that HR function investments predicted labor productivity, and the proportion of HR staff occupying professional/technical roles moderated (enhanced) the HR function investment-labor productivity relationship. However, the HR function investment-productivity relationship was found to be stronger in organizations with low (as opposed to high) levels of high performance work systems. We discuss these findings within the context of increasing demand on the HR function to demonstrate returns on investments.

(Improving staff selection using a revised CV format (Business Communication Article: تحسين اختيار الموظفين باستخدام صيغة سيرة ذاتية منقحة

This study aimed to investigate the acceptance of the revised CVs، which includes information on the evaluation of the applicant's personality. To achieve the objectives of the study، the researcher used the descriptive survey method. The data were obtained from a random sample (115) respondents of recruitment managers، and human resources staff in the directorates of Al- Laith province. Respondents found that the new content was useful and that new information on applicants' personalities and their evaluation added value when compared to a traditional resume. This study also suggests that candidates' job screening and selection effectiveness can be improved with the inclusion of their personal evaluation data in the traditional method and may be useful for training new business school graduates in preparing their careers.

KEBIJAKAN MANAJEMEN PENDIDIKAN AGAMA ISLAM PADA SMA 1 SIMANJAYA

This study aims to reveal (1) the application of Islamic education programs and organizing, the implementation of policies and the implementation of educational programs, the evaluation process and the level of educational success, the supporting and inhibiting factors for the development of Islamic education management in SMA 1 Simanjaya Siman Lamongan. This research is qualitative research, using a rationalistic approach. The tool obtains data by using methods of observation, literature study, and interviews for processing data by using descriptive analysis. In general, the application of Islamic education management in SMA 1 Simanjaya Siman Lamongan has been carried out, the functions of education management have been carried out correctly. The implementation of Islamic education policy in SMA 1 Simanjaya Siman Lamongan has been directed at efforts to improve the quality of the school's image, and the level of success tends to increase. Supporting factors for the implementation of Islamic education management in SMA 1 Simanjaya Siman Lamongan is an institutional factor that has a juridical basis as a reference for organizing education, KBK curriculum which is the core of the education process, Location of SMA 1 Simanjaya Siman Lamongan SMA 1 Simanjaya Siman Lamongan which is a strength for SMA 1 Simanjaya Siman Lamongan, Human Resources (HR) or educational staff which is a critical element in the development of educational institutions and the support of parents of students who are built through the School Committee. Whereas the obstacle in implementing Islamic education management in SMA 1 Simanjaya Siman Lamongan is the perception of the community who still think that Private Schools are places of education that are not yet of quality, do not however have modern educational facilities and infrastructure, the quality of inputs is still low and sources of funding are still minimal.

Predicting employee attrition using tree-based models

PurposeThe purpose of this study is to develop tree-based binary classification models to predict the likelihood of employee attrition based on firm cultural and management attributes.Design/methodology/approachA data set of resumes anonymously submitted through Glassdoor’s online portal is used in tandem with public company review information to fit decision tree, random forest and gradient boosted tree models to predict the probability of an employee leaving a firm during a job transition.FindingsRandom forest and decision tree methods are found to be the strongest attrition prediction models. In addition, compensation, company culture and senior management performance play a primary role in an employee’s decision to leave a firm.Practical implicationsThis study may be used by human resources staff to better understand factors which influence employee attrition. In addition, techniques developed in this study may be applied to company-specific data sets to construct customized attrition models.Originality/valueThis study contains several novel contributions which include exploratory studies such as industry job transition percentages, distributional comparisons between factors strongly contributing to employee attrition between those who left or stayed with the firm and the first comprehensive search over binary classification models to identify which provides the strongest predictive performance of employee attrition.