Human Resources Research Articles

Employee Training and Delivery of Services at the Postal Corporation of Kenya

Purpose: Service delivery is an essential aspect for an organization to gain competitive advantage, since service delivery deals with how a service or a product is delivered to the client and whether it’s fairly or unfairly done hence determining prosperity or downfall of organization. A sure way of realizing full potential of an organization is use relevant human resource development mechanisms appropriately. Human resource development mechanisms describe an organization’s strategies of investing in activities and programs that are intended to develop competence, skills, and knowledge of employees. The study aimed to examine possible association between employee training efforts and service delivery in Postal Corporation of Kenya in Nairobi. Methods: The study is anchored on SERVIQAL model and it deployed a positive research philosophy paradigm and quantitative research design, targeting a population of 400 respondents comprising 300 employees and 100 clients, 40% sample size is obtained from target population translating to 160 respondents. Results: Key finding of the study was that employee training is a significant determinant of service delivery at Postal Corporation of Kenya. As such, the corporation’s efforts at enhancing the capacity of its employees were established to be significantly linked to the quality of the corporation’s services. Conclusion: The study recommends deliberate planning and enhancement of the employees’ skills and knowledge to ensure continued competitiveness of the corporation.

THE PATTERN OF SKIN DISEASES OF PATIENTS ATTENDING THE OUT PATIENTS DEPARTMENT IN A MEDICAL COLLEGE IN A DISTRICT IN WEST BENGAL

Objective: The objective of the study was to find out the pattern of skin diseases among the patients attending the Dermatology outdoor of a Medical College located in a district in West Bengal. Methods: This is an observational study. Patients attending the dermatology outdoor were included following the inclusion and exclusion criteria. Results: In this study, we found that infective diseases (51.09%) were more than non-infective diseases (44.31%). Among the infective diseases dermatophyte infection (15.22%) and Scabies (12.31%) were the highest. Eczema (11.68%) and contact dermatitis (10.07%) were the highest among the non-infective diseases. Conclusion: This study shows the pattern of skin diseases among the patients attending the dermatology outdoor. This gives a good idea about the skin diseases prevalent in this region. This knowledge will help to formulate policies regarding healthcare. It will also help to have an idea about the medicines and human resources required to deliver service to the people.

Work from home, time allocation, and well-being: the impact of lockdowns

AbstractDuring the COVID-19 pandemic, the incidence of working from home (WFH) skyrocketed as businesses closed and distancing standards were mandated, exposing many workers to a remote work arrangement. This paper studies how WFH relates to worker time allocation and enjoyment, considering gender differences and pandemic phases, using real-time data from the UK Click-and-Drag Diary covering pre-pandemic, lockdown, and post-pandemic periods. Findings show no statistically significant overall relationship to time allocation, but reveal gender disparities: pre-pandemic, WFH involved less paid work and more leisure among women, but during lockdowns, patterns converged. The results also indicate that there were no statistically significant differences in instantaneous enjoyment between WFH and non-WFH male employees. Female WFH employees enjoyed leisure time less than their counterparts pre-pandemic, however this negative correlation vanished during and after the pandemic. The economic implications span labor productivity, gender dynamics in employment, business model adaptation, and work-life balance. These findings could impact corporate policies, human resource strategies, and the design of governmental policies related to the labor market and gender equality.

Identifying key challenges and optimizing approaches for training of health care professionals for HPV vaccination programmes

Healthcare professionals (HCPs) play a crucial role in building vaccine confidence and promoting vaccination programmes. HCP vaccination recommendations are often the strongest predictor of vaccine uptake, influencing individuals' acceptance of and demand for vaccination. However, HCP training on human papillomavirus (HPV) vaccination faces challenges in some countries, including Ethiopia, Malawi, and Uganda. This study summarizes the discussions held during the Coalition to Strengthen HPV Immunization Community Symposium in Africa, the field experiences of co-authors, and expert opinions to inform its findings. Key challenges faced in these countries are maintaining regular and comprehensive HCP training, ensuring continuity due to staff turnover, reaching all health facilities, and including teachers as key mobilizers. Funding constraints, limited communication materials, and human resource shortages can further impact training effectiveness. Recommendations for strengthening HCP training on HPV vaccination programmes include providing adequate training to all HCPs, refresher training, including private sector HCPs and teachers, leveraging local training institutions, and integrating HPV vaccine training into pre-service HCP academic curricula. These actions would be essential for improving HPV vaccine coverage and working towards cervical cancer elimination goals.

A Study on the Impact of Talent Introduction Policies on Urban Mobility - A Literature Review

China is currently in a period of profound economic transformation, where the role of human resources in regional economic and social development has become increasingly pivotal. As the economy shifts towards a more innovative and knowledge-intensive model, the demand for high-skilled talent has risen sharply. In response to this trend, local governments have implemented various talent introduction policies aimed at attracting and retaining talent to promote high-quality economic development. This paper reveals the relationship between the implementation of talent acquisition policies and the mobility of high-skilled and low-skilled populations through a literature review of research on talent acquisition policies and population mobility. As an important and widely used regional development policy by local governments, the talent introduction policy has created a strong attraction to the mobility of labor, increasing the talent concentration of labor and knowledge overflow. The above conclusions are useful for the government to optimize the talent admission policy and the strategy of strengthening the country with talent.

Project Team Rewards and Performance of Information Technology-Based Projects in Commercial Banks in Kenya

Purpose: The expected outcome of projects is to achieve a positive performance consistently. Yet, there is no agreed definition of project performance, which complicates the achievement of the purpose. Projects in Kenya are mostly complex and difficult to manage and project team management practices are mostly used in projects for effective functioning. However, project managers in Kenya have been focusing on technical constraints of projects and neglecting project teams’ related constraints. The objective of the study was to investigate the influence of project team rewards on project performance in commercial banks in Kenya. Methods: The study adopted a pragmatic research approach. A cross-sectional study design and explanatory research design were adopted in the study. The unit of analysis was 429 projects in the 39 commercial banks operating in Kenya as of close of business on 31st December 2020 categorized into 20 types of Information technology projects. The target population was 195 Information Technology project managers as well as 78 staff working in human resource department, 78 staff working in finance department, and 78 staff working in operations departments in the 39 commercial banks operating in Kenya. The study used stratified random sampling to choose 206 respondents from the study population. Secondary and primary data was employed in this study. Annual reports of commercial banks provided secondary data. In addition, a semi-structured questionnaire was adopted to obtain data. Qualitative data, which was obtained from open-ended questions, was analyzed by use of thematic analysis, and the results were presented in a descriptive form. Inferential and descriptive statistics will be used to analyze quantitative data with the help of Statistical Package for Social Sciences (SPSS version 26). Descriptive statistics included frequency distribution, mean, standard deviation, and percentages. Inferential statistics included univariate regression analysis and Pearson correlation. Results: The study found that project team rewards had a significant effect on performance of information technology-based projects in commercial banks in Kenya. Conclusion: The study recommends that commercial banks should also diversify and strengthen their reward structures to better align with team members’ contributions and achievements. They should further strengthen their recognition and promotion programs to ensure that these elements are consistently applied and effectively contribute to team performance.

Encouraging theory papers for human resources management journal

Encouraging theory papers for human resources management journal

Codes of Ethics and their Place in the New Security Environment as an Important Part of Human Resource Management

Codes of Ethics and their Place in the New Security Environment as an Important Part of Human Resource Management

THE EFFECT OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE WITH THE MEDIATING ROLE OF INNOVATION (CASE STUDY: MIANDOAB CITY EDUCATION DEPARTMENT)

This study aimed to explore the effect of strategic human resource management practices on organizational performance with the mediating role of organizational innovation in the Miandoab City education department. This research is practical, in terms of purpose, and among descriptive studies in terms of data collection method. The statistical population of the research was all the experts of the Miandoab city education department, who were selected by simple random sampling method number of 218 people. To collect data, three questionnaires on strategic human resource management by Chen and Hong (2009), organizational performance by Ahmadi (2012), and organizational innovation by Shoham et al., (2012) were used. The validity of the questions was confirmed using confirmatory factor analysis, and the results showed that strategic human resource management has a significant effect on organizational performance with a factor of 44%, and on organizational innovation with a factor of 76%. Organizational innovation significantly affects organizational performance with a factor of 59%. The results also confirmed the mediating role of organizational innovation in the research community. The study emphasizes the necessity of paying more attention to the strategic methods of human resource management and strengthening innovation to cope with scientific and technological advances.

Research on Digitalization of Personnel Archives to Address the Challenges of University Human Resource Management

Currently, there are several issues within human resource management in universities, such as mismatches between personnel and positions, challenges in quantifying performance evaluations, and the frequent departure of top talent. These problems are often linked to the underutilization of personnel archives. By integrating big data principles into the digitization of personnel archives at universities, we can enhance the "intelligent" aspects of human resource management and decision-making. This approach enables science-based management through digital quantification, fully leveraging the potential of university human resources. The article delves into the digitization of personnel archives using big data principles to address the challenges faced by university human resource departments and to foster the advancement and progress of various university initiatives.

Qualitative research in the Academy of Human Resource Development-sponsored journals

Purpose Qualitative paradigmatic perspectives are increasingly recognized as providing in-depth, rich and nuanced interpretations and critiques of complex phenomena. Nonetheless, positivist and post-positivist epistemologies still dominate social science disciplines. The authors were unable to identify published information on the state of qualitative research in human resource development (HRD) despite the numerous theoretical foundations, epistemological stances and global approaches that shape HRD. To fill this gap, this study determined the prevalence of qualitative designs, data collection methods and data analysis techniques that have been used in Academy of Human Resource Development (AHRD)-sponsored journals. This study identified gaps in the use of qualitative research to be explored by HRD scholars to advance research and practice. Design/methodology/approach A descriptive case study approach was used to determine the state of qualitative research in three AHRD-sponsored journals. Findings Qualitative articles have increased in number but still account for a lower percentage of articles when compared with other peer-reviewed articles, including quantitative methodologies and conceptual papers. Most articles lacked grounding in stated ontology and epistemology needed to guide researchers’ investigations, potentially leading to weakened methodological choices, interpretations and authenticity of conclusions. Research limitations/implications To provide in-depth understanding of HRD-related phenomena, all important elements of qualitative articles should be addressed to strengthen the credibility and authenticity of the research process. Qualitative theorists and researchers can build on and embrace the soundness of qualitative research and theories in HRD. Expanding on the credibility and authenticity of rigorously conducted qualitative research will help to broaden the perspectives of researchers who may be hesitant to explore this methodology of inquiry. This will strengthen methodological sophistication and expand the knowledge base of qualitative research. Practical implications HRD professors/instructors will find this study to be a useful guide for graduate students who are exploring and using qualitative inquiry for their research and for understanding others’ research. Practitioners will also find it useful to understand HRD research to determine possible interventions in their workplaces. Originality/value This study identifies trends and patterns of epistemologies and methods used in HRD qualitative articles and provides a foundation on which to build future studies and establish unexplored, unconventional qualitative methodologies and methods.

Drug dispensing in public community pharmacies: evidence from the MedMinas project

BackgroundDrug dispensing is a service provided by pharmacists to ensure the supply of medications and other health-related products. However, despite the importance of dispensing services, Public Community Pharmacies (PCP) in Brazil still focus on the control and distribution of medicines and supplies. Thus, this paper aims to evaluate how the pharmacists in charge conduct and the challenges they encounter in dispensing services in PCP.MethodsThis is a mixed methods study, with a representative sample of 26 municipalities (whose populations vary between 37,784 and 409,341 inhabitants) in the state of Minas Gerais, Brazil. Data collection took place between April and October 2019 and included interviews and documentary research. Quantitative data analysis was carried out using descriptive statistics and qualitative data was subjected to thematic content analysis.Results24 dispensing services were analyzed. The PCP had, on average, two active pharmacists and operated full-time (40 h per week). In relation to dispensing services, the most frequently mentioned steps were checking the adequacy of the prescription received, followed by providing counseling to the user about the medicines, mainly regarding administration, storage and disposal. The results highlighted a need for improvements in terms of infrastructure, workforce and the pharmacist’s work process.ConclusionIt is necessary to invest and to design improvement strategies in dispensing services, especially regarding physical infrastructure, human resources and work processes.

PENGARUH PERENCANAAN ANGGARAN, PELAKSANAAN ANGGARAN, PENGADAAN BARANG DAN JASA, SERTA KOMPETENSI SUMBER DAYA MANUSIA TERHADAP PENYERAPAN ANGGARAN (STUDI PADA SATUAN KERJA BALAI JASA KONSTRUKSI WILAYAH V BANJARMASIN)

This research has five main purposes (1) to analyse whether budget planning partially has a significant effect on budget absorption, (2) to analyse whether partial implementation of the budget has a significant effect on absorption of the budget, (3) to analyse whether procurement of goods and services partially has a significant effect on absorption, (4) to analyse whether human resources competencies partially has a significant effect on budget absorption, and (5) to analyse whether budget planning, implementation budget, procurement of goods and services, and competence of human resources simultaneously have a significant effect on budget absorption.This research was carried out by the Work Unit of the Construction Service Center Region V Banjarmasin. Research method was descriptive quantitative. The population of this research was civil servants at Work Unit of Banjarmasin Region V Construction Service Center with the sample of 32 respondents using a purposive sampling technique. Methods of collecting data used surveys and questionnaires. The data analysis technique used the SPSS Version 25 for Window program.The results of research show that (1) budget planning has a partial and significant effect on budget absorption (2) budget execution has a partial significant effect on budget absorption, (3) goods and services have partial and significant effect on budget absorption, (4) human resources competencies have partial and insignificant effect on budget absorption, and (5) budget planning, budget execution, procurement of goods and services, and human resource competencies simultaneously have a significant effect on budget absorption.

The Contribution of Quality of Work Life to Employee Job Satisfaction in Travel and Tourism Industry: A Theoretical Construct

Tourism industry is one of the most intensive labor sector in the world which generates employment opportunities and income for the global economy, but the work in tourism industry is characterized by difficulty due to irregular and long working hours and pressure that employees have to work under to satisfy the expectations of various customers. For the purpose of sustainable tourism development, the management of tourism industry has to take care of quality of work life in order to enable employees to meet their important personal needs and to effectively balance their personal and work life. The objective of the current study is to find out whether there is contribution of QWL to employees job satisfaction in tourism industry, to add to literatures of tourism and human resources and to provide some valuable recommendations that can be applicable by tourism service providers to enhance QWL of employees and hence their level of job satisfaction.. After reviewing several literatures the study found that there is a significant relationship between QWL and employee job satisfaction or in other words, QWL contributes significantly to employee job satisfaction in tourism industry. The study highly recommended that the management of tourism industry should promote QWL practices to enhance the level of employee job satisfaction and hence employee productivity in tourism industry from one hand and to enhance customer satisfaction from the other hand and this last plays a crucial role in success of tourist establishments and tourism industry in general.

The stagnation of leadership in Catholic religious universities in Indonesia

This study demonstrated the connection between leadership and the underdevelopment of the Catholic Pastoral College (Sekolah Tinggi Pastoral Katolik (STPK)). This qualitative study was conducted in five STPKs located in Malang, Semarang, Pontianak and Medan. It involved leaders of four parties: (a) the Bishop; (b) the Directors of Catholic Education representing the Government; (c) members of the Ministry of Religious Affairs representing the Indonesian Catholic Church; (d) representatives of the management of the Colleges alongside teachers. Data was collected via Google forms, focus group discussions, and in-depth interviews with the Bishop, government, chairperson and foundation of STPK. The research findings revealed that: the elements of leadership are ineffective and lack coordination and cooperation with bishops and the government; the cultural influence of the Catholic hierarchy is strong; an effective pattern of communication relations is not established; and human resources are not yet professional. This report advised that a higher education commission be established to facilitate the formation of a collaborative task force to address critical challenges and ensure that STPK remains adaptable to changing times. Thus, the efforts and aspirations to transform STPK into a high-quality and competitive educational institution take shape.

GAPS Phase III: incorporation of capacity based weighting in the global assessment for pediatric surgery.

The Global Assessment for Pediatric Surgery (GAPS) tool was developed to enhance pediatric surgical care in Low- and Middle-Income Countries. This study presents the addition of a capacity-based weighting system to the GAPS tool. GAPS, developed through a multi-phase process including systematic review, international testing, item analysis, and refinement, assesses 64 items across 5 domains: human resources, material resources, education, accessibility, and outcomes. This new weighting system differentially weighs each domain. The GAPS Score was evaluated using pilot study data, focusing on hospital and country income levels, human development index, under-five mortality rate, neonatal mortality rate, deaths due to injury and deaths due to congenital anomalies. Analysis involved the Kruskal-Wallis test and linear regression. Benchmark values for the GAPS overall score and subsection scores were identified. The GAPS score's capacity-based weighting system effectively discriminated between levels of hospital (p = 0.0001) and country income level (p = 0.002). The GAPS scores showed significant associations with human development index (p < 0.001) and key health indicators such as under-five mortality rates (p < 0.001), neonatal mortality rate (p < 0.001), and deaths due to injury (p < 0.001). Benchmark scores for the GAPS overall score and the subsection scores included most institutions within their respective hospital level. The GAPS tool and score, enhanced with the capacity-based weighting system, marks progress in assessing pediatric surgical capacity in resource-limited settings. By mirroring the complex reality of hospital functionality in low-resource centers, it provides a refined mechanism for fostering effective partnerships and data-driven strategic interventions.

Improvement of Optimal Human Resource Allocation Algorithm Based on Deep Latent Semantic Model

With the advances of technology, the banking industry faces the challenge of processing large-scale, heterogeneous human resource data. Traditional methods have difficulties in providing efficient and accurate analysis and prediction. This paper proposes an optimized human resource allocation algorithm based on deep latent Semantic Model (DLSM), which improves the accuracy and efficiency of data analysis by integrating deep neural network (DNN) and transfer learning technology. The experimental results show that the DLSM model performs well in text classification and information retrieval tasks, with the accuracy, accuracy, recall and F1 scores improving by 7.5%, 5.5%, 6.0% and 5.8%, respectively. This study confirms the excellent performance of DLSM model in HR data processing, provides an efficient and scientifically based solution for recruitment optimization in the banking industry, and enhances the competitiveness of enterprises.

The Influence Of Physical Environment, Situational Leadership On Performance Through Work Motivation

Human resources are an asset for organizations and agencies, because humans are part of the elements in every organization that can trigger creativity. Without effective human resources, it will be impossible for the organization to achieve its goals.The analysis used to test the research hypothesis uses descriptive analysis and path analysis. The results of this study show that there arethere is a positive influence of the physical environment on work motivation, there is a positive influence of situational leadership on work motivation, there is a positive influence of the physical environment on teacher performance, there is a positive influence of situational leadership on teacher performance, there is a positive influence of work motivation on teacher performance, there is a direct influence of the physical environment on performance through work motivation, there is a direct influence of situational leadership on performance through work motivation.In an effort to improve teacher performance, management ensures that the physical work environment is adequate, and that situational leadership is supportive so that it can increase work motivation.

The Mediating Effect of Innovative Performance on the Relationship Between the Use of Information Technology and Organizational Agility in SMEs

The current study has four main objectives. First, it aims to investigate the effect of the relationship between information technology (IT) dimensions (customer relationship management, knowledge management, and human resource management) and innovative practices on organizational agility in small and medium-size companies (SMEs). Second, it seeks to measure the relationship between IT components and innovative performance. Third, it examines the impact of innovative performance on organizational agility. Fourth it explores the mediating role of innovative performance in the relationship between IT and organizational agility. These objectives provide a clear roadmap for the research and guide the analysis and interpretation of the findings. This paper’s statistical population was composed of senior managers in SMEs in Khorsaran Razavi, Iran. The data were collected using standard questionnaires, 172 which were received in 2023 and analyzed using SPSS version 25 and SmartPLS version 4 software. The results demonstrate that using customer relationships, human resources, and knowledge management as three dimensions of IT and innovative performance can enhance organizational agility. Moreover, innovative performance plays a crucial role as a mediator, strengthening the impact of information IT dimensions on organizational agility. These findings underscore the practical relevance for companies operating in a dynamic economic environment. Special attention to organizational agility and practical factors will increase flexibility, speed of response, etc., and, ultimately, companies’ success in this tense economic environment. The innovation of this research is that the three dimensions of IT, including evaluating customer relationship management, human resource management, and knowledge management, is a growing research field in organizational agility. Therefore, this research is vital in empowering SMEs to increase agility. By evaluating the effect of the four variables of knowledge management, customer relationship management, human resource management, and innovative performance on organizational agility in SMEs, on the one hand, this research expands the theoretical literature and, on the other hand, helps such companies.

Is It True That More Than Half of Web Contents Are in English? Not If Multilingualism Is Paid Due Attention!

The belief that English is and will remain largely dominant as the first language of the Internet in terms of content and is the natural lingua franca in cyberspace plays against the mobilization of human and funding resources to incorporate minority languages. We sustain that this belief stands on biased data and that multilingualism is more and more the nature of the Internet and translation its lingua franca. We challenge the validity of a source widely used, since 2011, to state that English represents a steady percentage of web contents over 50%. This business source, W3Techs, is well-famed and considered reliable for its surveys on web technologies, exploring a large sample of the Web. However, languages differ from other web technologies, in the fact than more than one language could be used on a website. Not taking into account the multilingual nature of the Web is a serious bias that leads to major errors. The study of the rate of multilingualism of the sample of websites used by W3Techs concludes that the percentage of English contents on the Web is within a 20%–30% range, a value coherent with the results from three referenced alternative methods. We plan for 2025 to create a tool for measurement of languages and rate of multilingualism in a series of websites, with thorough attention to list all the languages used within a website, a complex matter. This tool will be applied to the same sampling and should close definitively this matter.