Human Resource Technology Research Articles

Modeling the Relationship between Organizational Competency, Entrepreneurship, Human Resource Management, Technology Management, and Organizational Performance

Background and Aims: Organizational competency development is an important factor enabling community enterprises to respond to customer needs and effectively adapt to changing environments. This article aims to study the factors, components, and relationships among organizational competency factors, entrepreneurship, human resource management, technology management, and organizational performance, and to create a model of the relationship between organizational competency, entrepreneurship, human resource management, technology management, and organizational performance. Methodology: A literature review was conducted using the EBSCO database with the keyword “organizational competency”. This search yielded 195 articles, of which 125 were deemed non-redundant and suitable for analysis. Content analysis was employed to analyze the data. The review revealed that the key variables studied about organizational competency were entrepreneurship, human resource management, and technology management. These competencies were found to impact organizational performance significantly. Results: The study findings suggest that community enterprises seeking to enhance operational efficiency and improve overall performance should adopt the concept of organizational competency. To foster these competencies, organizations should focus on entrepreneurship, human resource management, and technology management. The relationships between these variables are illustrated in the proposed conceptual model. Conclusion: The study found that organizational competency is a critical determinant of organizational performance. Five key factors were identified: entrepreneurship, human resource management, technology management, organizational competency, and organizational performance. The empirical evidence suggests a positive correlation between the implementation of organizational competency and improved performance. Consequently, organizations aiming to enhance their performance should consider adopting the concept of organizational competency.

Developing High-Quality Science and Technology Human Resources in Universities through Knowledge Transfer from International Science and Technology Projects: A Theoretical Approach

Universities are crucial in developing high-quality human resources for national development goals. In many countries, universities are regarded as the "cradle of talent," contributing to social progress and enhancing national competitiveness. Alongside their research function, universities serve as "incubators" for high-quality science and technology (S&T) human resources. In addition to training potential personnel such as students, graduate students, and doctoral candidates, universities are also hubs for knowledge transfer activities targeting high-quality S&T human resources. These efforts aim to cultivate a workforce capable of producing innovative and high-quality S&T products, thereby contributing significantly to national development. Accordingly, the implementation of international collaborative projects in the field of S&T has proven to be highly effective in facilitating multi-level knowledge transfer activities. Such initiatives enable universities to achieve streamlined and intelligent governance. Building upon theoretical frameworks and project management approaches, this paper will analyze the critical importance of promoting knowledge transfer activities for developing S&T human resources in universities. Furthermore, it proposes a specialized model for this knowledge transfer process through international S&T projects conducted within universities.

Revolusi Industri 4.0

Industry is one of the main points in a kind of regional economy which has the strength to support the economy in a developed region and is strong in competition. In technological developments that continue to grow rapidly, industry must be able to improve a method or strategy when experiencing globalization. Industry 4.0 ushers in an era of digital transformation that integrates advanced technologies such as the Internet of Things (IoT), artificial intelligence (AI), and automation into industrial processes. The aim of this research is to analyze the readiness of the Indonesian industrial market to face the challenges and opportunities of the Industrial Revolution 4.0. This study uses various readiness indicators such as technological infrastructure, human resources and government policies to assess the extent to which Indonesian industry utilizes digital technology to increase productivity, efficiency and global competitiveness. Despite significant progress, some sectors still face challenges in technology adoption, skills development and infrastructure support. Recommendations are provided to accelerate industrial readiness to face global change through collaboration between government, the private sector and educational institutions. This research aims to analyze Indonesia's readiness to face the industrial revolution 4.0.

Peranan Freight Forwarding dalam Pengurusan Dokumen Ekspor pada PT. Samudera Lautan Luas Medan

This research aims to analyze the role of Freight Forwarding (FF) in export document management at PT. Samudera Lautan Luas Medan. The process begins with shipping planning between ports, with documents being the primary requirement for export activities. PT. Samudera Lautan Luas Medan handles all documents involving various parties such as exporters, importers, shipping companies, banks, customs, and related agencies. Key documents include proforma shipping instructions, invoices, packing lists, bills of lading, and other supporting certificates. As a freight forwarding company, they act as the exporter's representative in managing export documents. The company requires supplementary documents from the exporter to complete the process. Recommendations include improving document accuracy, developing human resources in technology, and enhancing infrastructure to achieve professional freight forwarding performance.

The impact of human capital and ICT index on local economic growth in Vietnam

This study aims to examine the factors of human capital and technology (ICT) that impact the economic growth of localities in Vietnam in the period 2016-2021. The study also evaluates the interactive impact between information technology factors and human capital factors on economic growth. The data used is based on secondary data of 63 Vietnamese provinces and cities in the period 2016-2021, extracted directly from the General Statistics Office and Vietnamese business white papers. Data on indicators representing ICT are collected through the Vietnam ICT Readiness Index for Development and Application Report released by the Ministry of Information and Communication. Using SGMM will allow to overcome model defects such as multicollinearity, autocorrelation, heteroscedasticity and endogenous variables. The results show that the variables of the rate of labor over 15 years old, or the rate of workers with vocational training, have a positive impact on economic growth, while the factors of the number of people attending secondary school or spending on Education has a negative impact on local economic growth. The technology index (ICT) has a positive impact while the information technology human resource index has a negative impact on growth. Under the interactive impact of ICT, it can increase growth but can also reduce economic growth at a higher level. These results help provide some policy implications to help improve economic growth for localities in the next period by increasing the use of technology and continuously improving the quality of human capital.

경력정체가 경력몰입, 경력만족 및 고용가능성에 미치는 영향: 경력개발지원인식의 조절된 매개효과

This study aims to examine the influences of career plateau on career commitment, employability, and career satisfaction, and to examines the moderated mediation effects of perceived support for career development on the relationships between career plateau and employability and between career plateau and career satisfaction via career commitment. To test the proposed hypotheses, this study utilized data collected from the 'Science and Technology Human Resources Development Panel Survey' of the Korea Institute of R&D Human Resource Development in Science and Technology(KIRD). The final sample size for this study is 2,066 employees. The results of data analyses reveal that 1) structural career plateau and content career plateau were negatively associated with career commitment, 2) the relationships between content career plateau and career commitment was moderated by perceived support for career development. 3) career commitment had positive effects on employability and career satisfaction, 4) career commitment had the partial mediating effect on the relationship between structural career plateau and career satisfaction, and had the full mediating effects on the relationship between content career plateau and career satisfaction. 5) career commitment had the partial mediating effects on the relationship between structural career plateau and employability, between content career plateau and employability. 6) perceived support for career development moderated the strength of the mediated relationships between content career plateau and career satisfaction and employability via career commitment, such that the mediated relationships were strengthened when perceived support for career development was low as opposed to when it was high. Based on these findings, implications of the research findings are discussed, and recommendations for future research are provided.

Blockchain Technology and Improving Human Resource Development Processes Field study on Jordanian Banks

The study examined the impact of blockchain technology on four human resource development processes in Jordanian banks. A quantitative approach was used, relying on a questionnaire survey of 158 employees from Jordanian banks, to test four hypotheses related to the relationship between blockchain technology and human resource development processes. The results showed that blockchain technology had a moderately positive relationship with all four human resource development processes, and all four hypotheses were partially accepted. The findings were consistent with previous studies on the role of blockchain technology in human resource management and development. The study revealed that blockchain technology can enhance the security, efficiency, and transparency of human resource development processes, as well as improve the performance, accountability, and innovation of both employees and organizations. However, the study also pointed out that blockchain technology presents certain challenges and barriers to human resource development processes, which require organizations to invest in resources, training, and communication to overcome. The study concludes that blockchain technology is a valuable and innovative tool for human resource development, though its generalizability is limited due to the focus on Jordanian banks.

FINANCIAL LITERACY SOCIALIZATION IN MANAGING MSME FINANCES IN NORTH MERUYA VILLAGE

Many MSMEs face a range of challenges depending on factors such as location, business type, capital, and financial literacy. A common issue is low productivity, often caused by internal problems like inadequate human resource management, technology use, financial literacy, marketing skills, and entrepreneurial ability. Additionally, limited access to capital, technology, markets, and information further stifles MSME growth. The primary financial barrier for MSMEs is their inability to meet banking requirements like proper financial reporting and business development plans, which limits their access to financing. Community service programs aim to address these gaps by educating MSMEs on how to prepare financial reports to secure bank financing, which can help improve production and business expansion. The program conducted at Nusa Indah RPTRA in North Meruya focused on MSME operators and aspiring entrepreneurs, offering social mapping, socialization, training sessions, and follow-up monitoring. As a result, participants gained a deeper understanding of financial management in MSMEs, enabling them to better navigate financial challenges. To ensure the sustainability of these efforts, continued government support, regular guidance for MSME owners, and collaboration between local authorities, PKK cadres, and the broader community are crucial. This integrated approach aims to foster long-term growth for MSMEs

Human Resource Management and Technology: A study of the Status in Nepalese Enterprises

This article is concentrated on the study of use of technology in HR management system in Nepalese organizations. At present most of the most of the corporate organizations of Nepal use different forms of related software for managing human resource in an effective way to bring effectiveness in performance outcomes. They use technology in various HR activities consisting of recruitment, selection, training, development, financial transactions, performance appraisal, job analysis, HR planning, learning, performance management, career management, compensation management, and maintaining good labour and industrial relation. The main focus of the use of modern technology along with relevant software for managing HR activities is to bring specific system in organizational activities for improving performance to use resources consisting of money, material, machine and information technology in an effective way which helps to maximize productivity, maintaining quality and minimizing cost of products and services which facilitates to improving competitive strengths of the organization in the market. In practice it is found that most of the Nepalese enterprises especially unorganized sectors are still using manual system for managing HR activities of the organization.

Factors Affecting the Management of Small and Medium-Sized Enterprises and Corresponding Recommendations

Abstract: Small and medium-sized enterprises (SMEs)play a crucial role in economic development. Their management methods and internal strategic decisions not only affect their own development but also influence the establishment of internal management systems within related industries. Therefore, identifying the factors that influence changes in business management methods is of paramount importance for SMEs. Additionally, due to the smaller size and scale of SMEs, they are easily affected by changes in various management factors. To mitigate risks and enhance development, SMEs must assess both individual and combined impacts of various factors. This article employs a literature review to examine SMEs comprehensively. It summarizes and analyzes existing research, identifies key management factors, and offers targeted recommendations. The research results show that human resource management, financial management, and technology management have important effects on the management methods of SMEs. All three aspects originate from the enterprise itself and continuously affect enterprise development from different angles. Therefore, this article also proposes corresponding recommendations for SMEs concerning these three aspects, in order to continuously improve enterprise management methods.

Product Commercialisation Training for Tenants Widyatama Business Incubator (WIBI)

This study examines the pivotal role of the Widyatama Business Incubator (WIBI) in supporting MSMEs and students in enhancing their businesses through essential knowledge and training programs. WIBI's Community Partnership Programme offers training in product commercialization, HR development, SNI certification, K3L compliance, and IPR management by addressing human resource management, business licensing, and technology optimization challenges. The six-month program encompasses site inspections, coordination, training, guidance, and evaluation, enabling WIBI to standardize tenant products, improve HR quality, and ensure compliance with national standards. The program's success in facilitating the growth and success of startup ventures demonstrates the significant contribution that WIBI makes to nurturing technology-based entrepreneurship and fostering innovation within the entrepreneurial ecosystem.

UPAYA MENINGKATKAN HALAL ADOPTION PADA TENUN SONGKET ETNIK LOKAL PANDAI SIKEK

The rapid transition of the global halal fashion industry may require a series of innovations and adaptations in the MSMEs sector. Therefore, technology adoption and organizational openness to change are the main challenges for stakeholders. This study was conducted to examine and analyze the effects of technology, organization, and an increasingly competitive environment on halal adoption in the MSME weaving sector. By using a purposive sampling technique with certain criteria, as many as 30 MSMEs owners or members were obtained to contribute and respond to the research questionnaire, and then those responses were analyzed through the Structural equation model technique with Smart-PLS software's latest version. Results stated that halal adoption in the MSMEs weaving sector is not affected by technological and organizational aspects, it is due to a lack of openness to accept the changes, then most of the actors also thought that halal adoption didn’t provide value-added. Therefore, the motivation for human resource development and technology utilization was also low. Halal adoption is significantly affected by environmental aspects. External pressures such as market demand and government regulations will force weaving MSME actors to adapt to the changes for business sustainability and maintaining national fashion cultural heritage.

Impact of work environment, leadership, human resources practices and technology on organizations performance

Impact of work environment, leadership, human resources practices and technology on organizations performance

Improving the Performance of Islamic Banking through Technological Innovation and Human Resource Management

This study base on few islamic banks those aplicate syariah law in runing their business. And the question is what the reason the principal of syaria would be executed? Which human resources those will be prepared to for running syariah bank activities? How the application of technology in assistance of bank syariah performance? The results of study are those; many syaria bank run its system not much different from commercial banks. Just change many terms in arabic language. This happen cause the commercial bank system easier and safer than syariah system. To run the syaria system, so be required better quality resources in running of businesss more than comercial banks. So, it need some analysis experts and business supervisors those more professional, to reduce the level of loses. Beside that, with the assistance of technology can help in coordination and communication with other people, especiallly between shohibul mal. Mudharib and partnership

The Dynamics Model of Cross-Regional to Enhance Economic Growth: New Empirical Evidence from Indonesia

Abstract Economic growth growth is crucial to improve community welfare in the long term. Although Indonesia’s economic growth is on an upward trend, Indonesia must remain vigilant in its relationship with the global world due to the rapidly changing and highly uncertain dynamics. Indonesia’s economic growth is also inseparable from the influence of various provinces’ economic growth, which varies due to the economic dynamics between regions. These dynamics can influence the region’s contribution to national economic growth. Therefore, identifying the important role of the determining factors of economic growth and appropriate policies in dealing with economic dynamics between regions is crucial because sustainable economic growth is also essential for improving community welfare. This study examines the determinants of Indonesia’s economic growth from a regional economic perspective, using a Dynamic Panel Data analysis model with three estimation models. The first model focuses on the primary variables of technological progress, population, and investment. The second model adds the human capital variable, while the third model further incorporates the variables of open economy, economic structure changes, and income inequality. The study utilizes data from the Indonesian Central Statistics Agency, covering 27 provinces from 2015 to 2022. The results indicate that increased technological progress, population, investment, human resources, economic openness, and economic structure changes can increase economic growth, while inequality of income harms economic growth. This research has implications that in creating determinant conditions for conducive economic growth, it needs to be carried out evenly in all provinces in Indonesia.

The Role of Technology in Shaping Modern Human Resource Management

The use of technology has caused a dramatic shift in Human Resource Management (HRM). Human resources (HR) technology has come a long way, baby, from simple payroll systems to cutting-edge AI and ML-powered applications. By automating mundane processes and offering data-driven insights, modern HR solutions streamline personnel management, training, performance assessment, and recruiting. The training and development of employees is being transformed by new technologies like Augmented Reality (AR) and Virtual Reality (VR). Nevertheless, difficulties continue to exist in tandem with these developments. There are a number of potential downsides to using technology in human resource management, including worries about data protection, expensive implementation costs, ethical quandaries, and reluctant employees. Organizations must resolve these concerns to preserve confidence and guarantee justice, according to the evaluation. The human aspect is still crucial in creating an inclusive and supportive workplace, even when technology is changing HR practices.

Adapting to climate change: Exploring tourism vulnerability and agricultural development in Gedangan Village

Background: Researchers agree on the necessity of a robust framework to adapt to and mitigate climate change, encompassing environmental education, financial support, green tourism, eco-tourism, and conservation projects. This paper investigates the vulnerability of tourism to climate change, tourism under various climate scenarios, and adaptation strategies within this sector. The tourism industry’s reliance on energy sources such as water, electricity, and fossil fuels underscores the need for a thorough evaluation of systems and frameworks to ensure sustainability and resilience. Gedangan Village, located 14 km west of Boyolali's town center, is a major vegetable-producing area in Cepogo District, Central Java, Indonesia, characterized by its productive highland agriculture. Method: This study uses a descriptive-analytical method with a qualitative approach, focusing on a case study in Gedangan Village to understand its potential, issues, and transformations. The location was purposively selected due to its relevance, and data was collected through purposive sampling of key informants. The paper employs a literature review to support its findings, leveraging various databases and sources. Conclusion: The conclusion highlights the need for enhancing technological use and human resources to maximize Gedangan's agricultural potential and address the challenges posed by climate change.

Integration of Oracle HCM with Third-Party Tools

A major step forward in the field of Human Resources (HR) technology is represented by the integration of Oracle Human Capital Management (HCM) with technologies developed by third parties. The integration of Oracle Human Capital Management (HCM) with a variety of third-party apps allows organisations to use a complete ecosystem that improves HR capabilities and overall organisational performance. This is particularly useful for organisations that are striving to achieve higher efficiency and simplify their procedures. Through this interface, Oracle Human Capital Management (HCM) is able to support the smooth interchange of data between itself and other systems, such as payroll, benefits administration, and recruiting platforms. This eliminates data silos and reduces the amount of human data input that is required. The enhancement of the correctness and consistency of the data is one of the most significant advantages brought about by this integration. The integration of Oracle Human Capital Management (HCM) with third-party technologies enables organisations to guarantee that employee data is consistently updated across all platforms, therefore reducing the likelihood of mistakes and conflicts. Real-time data synchronisation is also supported by this interface, which enables human resource professionals to have access to the most recent information in order to improve their decision-making abilities.

A temporal evolution of human resource management and technology research: a retrospective bibliometric analysis

A temporal evolution of human resource management and technology research: a retrospective bibliometric analysis

Basic medical sciences are pre-clinical subjects, not non-clinical subjects: Say 'No' to the prefix 'Non-'.

Few medical institutions in India, such as the All India Institute of Medical Sciences (AIIMS), use the term pre-clinical in their websites and brochures, but many institutions still use the word 'non-clinical'. In my opinion, the non-clinical departments should be renamed pre-clinical departments. In western countries, the curriculum is divided into pre-clinical and clinical. For example, in Oxford University, the initial instruction in courses such as Anatomy and Physiology is regarded as pre-clinical instruction. Non-clinical departments in western countries are the departments of human resource, accounts and information technology (IT).