Impact Of Human Resources Research Articles

Impact of Human Resources in Indian Oil Companies: Evolution, Challenges, and Future Trends

This study analyses the evolution, current challenges, and future human resource (HR) management trends within Indian oil companies. It seeks to provide a comprehensive understanding of how HR practices have developed over time, the obstacles faced by HR departments today, and the strategic directions necessary for future growth and adaptation. The research employs a mixed-methods approach, combining qualitative and quantitative data. Primary data were collected through surveys and interviews with HR professionals and employees in major Indian oil companies. Secondary data were drawn from industry reports, academic literature, and company records. The study utilizes thematic analysis to identify critical trends and challenges and statistical analysis to quantify the impact of various factors on HR practices. The study finds that HR practices in Indian oil companies have evolved from traditional administrative roles to strategic partners in business development. Current challenges include managing a diverse and technologically evolving workforce, adapting to global economic fluctuations, and addressing regulatory compliance issues. Future trends suggest an increased focus on digital transformation, diversity and inclusion, and strategic workforce planning. The findings offer valuable insights for HR practitioners and policymakers in Indian oil companies. They highlight the need for innovative HR strategies to address emerging challenges, such as integrating advanced technologies and fostering an inclusive work environment. The study also recommends improving HR practices to enhance organizational performance and employee satisfaction.

Evaluating the nexus of HRM and sustainability in green supply chains: A comprehensive literature review

Background: Sustainability is paramount across all fields, especially in supply chains. The role of human resources is crucial in achieving organizational sustainability standards. However, the impact of human resources on supply chain sustainability has been underemphasized. Purpose: This paper explores the critical nexus between Human Resource Management (HRM) and sustainability within green supply chains, identifying gaps in the current body of knowledge and emerging trends. Study design/methodology/approach: A systematic literature review was conducted, emphasizing sustainability in supply chains and its intersection with HRM's "green" aspects. Web of Science and Scopus databases served as the primary sources. The research involved documentation and content analysis, leading to the development of guidelines for future studies. Findings/conclusions: The study reveals a significant yet underexplored interaction between green HRM and supply chain sustainability. It highlights the need for more focused research in this area, providing a foundational framework for future studies. Limitations/future research: The study primarily focuses on the conceptual linkage between HRM and green supply chains, suggesting the need for empirical research to further validate and expand upon the findings. Future research should investigate specific HRM practices that effectively contribute to sustainable supply chains.

The Impact of the Components and Dimensions of Human Capital on Organizational Relations

Purpose: The aim of this paper was present components and dimensions of human capital terms impact on organizational relation. Theoretical framework: Many studies have dealt with the impact of human resources on the performance of organizations. In this paper, work has been done to study the dimensions of human capital and the way it affects organizational relations. Design/methodology/approach: The paper adopted the descriptive / exploratory approach, as an opinion questionnaire was designed specifically to find out the opinions of the scientific competencies of teachers and administrators at Al-Rafidain University College, where (100) opinion questionnaires were distributed. Findings: The most important conclusions are the evidence of the impact of human capital (components and dimensions) on organizational relations, at Al-Rafidain University College. Research, practical & Social implications: three dimensions used to human capital and for dimensions to organizational relation. Originality/value: the paper an contribution in field of the effects of human capital components on organizational relations in general and in the field of university education organizations, with the clarity of the impact of encouraging the Deanship of the College on the constituent aspects of human capital as well as aspects of dimensions

HSD46 Human Resources Costs in Breast Cancer Biopsy Processing in Chile: What's the Impact of Human Resources?

No evidence of human resources (HR) costs in processing breast cancer biopsies is available in the Chilean public sector. This analysis aims to estimate the impact of HR on direct costs, considering the effects of time in costs in a local pathology laboratory responsible for processing 8.8% of national breast cancer intraoperative biopsies (IB).

The impact of human resource and information technology on supply chain learning and operational performance

PurposeNo study examines the role of human resources management (HRM) and information technology (IT) in stimulating supply chain learning (SCL) and operational performance. The purpose of this study is to empirically examine the impact of HRM and IT on SCL (i.e. internal, supplier and customer learning) and operational performance using socio-technical systems theory.Design/methodology/approachOn the basis of data obtained from 213 Chinese manufacturing firms, the authors apply structural equation modeling to test the conceptual model.FindingsThis study finds that HRM improves all three dimensions of SCL, whereas IT improves internal and supplier learning only. The authors also observe that internal and customer learning improves operational performance. Supplier learning, on the other hand, has no influence on operational performance.Practical implicationsThis study offers new guidelines that help managers to better understand how to design sociotechnical systems to improve SCL and operational performance.Originality/valueThe results of this study provide a novel framework to recognize linkages between socio-technical systems, SCL and operational performance.

Polish Immigrant Organisations in Italy within the Context of Invisibility

In Italy, there are a number of formal organisations established and run by Polish immigrants and their descendants. The paper gives a brief account of the associations’ characteristics and describes how their internal factors – particularly social and cultural capital – have been primary determinants of their condition. The impact of human resources is particularly pronounced, since the Polish organisations in Italy remain largely unseen, either from the perspective of the country of origin or the country of residence, as well as relations between them. The invisibility context in which they pursue their goals and activities is discussed. Also, the ramifications of invisibility as a concept are given careful consideration. The analysis is based on the findings of a study that was conducted in the years 2016–2020 within the framework of the ‘Polish Immigrant Organisations in Europe’ research project.

Innovation Management and Usage of Knowledge Transfer in Tourism Enterprises

This paper presents an overview of issues related to the role of the chosen aspects of knowledge management in tourism enterprises. The development of tourism and achieving positive effects from it is primarily supported by the possession of tourism assets and attractions. However, to fully absorb them, it is necessary to create innovations in tourism enterprises and regions. Undertaking this subject is justified by the need to transfer the current knowledge in the field of innovation to the tourism sector. The paper aims to demonstrate the determinants of tourism enterprises’ innovation, with particular emphasis on the importance of knowledge and its transfer. The primary, quantitative research presented in the paper was conducted in Poland among tourism enterprises. 1200 tourism enterprises were tested, extracted from the population of over 12000 units placed in official databases. The main scientific goals of the study were: to recognise and empirically verify the conditions of innovation management in Polish tourism enterprises, to identify external and internal determinants affecting the formation of innovation in these enterprises and to assess the effects of introduced innovations. The study established a research hypothesis: Internal factors such as the involvement and creativity of employees in the creation and transfer of knowledge have a significant impact on the innovation of tourism enterprises. The presented results indicate that the main drivers of innovation are exogenous factors and come especially from customers’ expectations, willingness to use external sources of financing and benchmarking focused primarily on foreign enterprises. The impact of human resources and knowledge management processes on these processes is varied, and in the case of these determinants of innovation, the relatively largest impact was noted in the case of: knowledge transfer within the enterprise, efficient human resources management, creativity of employees and the creation of new knowledge resources in the company. The paper points to the need to change the approach of managers of tourism enterprises, to include roles attributed to employees in finding innovative solutions and transfer of the new knowledge. For this purpose, companies should develop these resources in terms of their quantity and quality.

Analysis of Factors Affecting Income Inequality in Indonesia From 2016 - 2021

The purpose of this research is to look at the impact of human resources, minimum salaries, infrastructure, and investment on income disparity in Indonesia from 2010 to 2022. This study employs quantitative descriptive analysis with secondary data spanning the years 2010 to 2022. Data from the CSA and the Ministry of Finance are used in this analysis. Secondary data comprises economic data, particularly GDP figures, as well as scientific papers, books, and journals. Because of its quantitative nature, structural equation modeling (SEM) is applied (combining time series and cross section). This study's model has gone through construction selection and testing to become an estimating model. SEM can be used to determine the relationship between human resources, minimum wages, infrastructure, and investment, and employment, economic growth, and income. The findings indicate that all variables have a negative and significant effect on income inequality. This suggests that improving human resources, the minimum wage, infrastructure, and investment will be followed by a reduction in income inequality in Indonesia.

Factors of solid waste management systems in Dhaka City, Bangladesh and Wuhan City, China

Using structural equation modelling, this study aims to identify various factors of household solid waste that could influence the level of solid waste management systems (SWMSs). The study finds that solid waste generation, human resources, technology, public awareness, and legal framework have a significant (p < 0.05) influence on solid waste collection, solid waste recycling, and solid waste disposal where notably, these three factors are found significant (p < 0.05) and have direct effects on SWMSs in both sample cities. Unfortunately, the impact of human resources on solid waste disposal, the impact of technology on solid waste recycling, and the impact of legislation on solid waste recycle are found insignificant. After considering two cities independently in the logistic regression models, the practice of SWMS has been influenced heterogeneously by the various factors. As a benchmark study, it also provides a number of policy implications for a wide range of stakeholders so that they can address the various factors for improving SWMS.

The Relationship between Perceived Job Satisfaction, Commitment and Loyalty in Banking Sector

In the current era of highly volatile corporate environment, organizations are facing challenges in the form of optimization of human resources in the banking sector of Pakistan. Human resources are measured as a source of ecological competitive advantage. The success of an organization depends upon several factors but the most decisive factor that effect the organizational performance and its employees. Job satisfaction is one of the most broadly discussed and devotedly studied paradigms in related disciplines such as industrial-organizational psychology, organizational behavior. The job satisfaction is the favorable or un-favorable attitude with which the employee views his and her work. Job satisfaction, thus, is the result of various attitudes possessed by an employee. The current study is in endeavor to observe and explore the impact of human resources practices on job satisfaction, Commitment &amp;amp; loyalty of private and public sector banking employees. In the study the scientific management model, identify that Human resource management practices like training performance appraisal teamwork and compensationhas significant impact on job satisfaction.

The impact of human resources (HR) activities on competitive advantage in private schools in Jordan

The aim of this study was to identify the impact of HR activities on competitive advantage in private schools. The study uses primary data collected with the help of a well-structured questionnaire that was developed and distributed among a sample of 92 respondents (49 female and 43 male), questionnaire results were statistically analyzed to test the hypotheses that were developed to identify the impact of HR activities on competitive advantages. Multiple regression analysis was used as a statistical tool and technique to identify five key elements: recruitment and reward system, training and skill development activities, organization climate, employee participation and empowerment; and effective communication system to determine competitive advantage in private schools in Jordan. The results indicated that there is a statistically significant effect of HR activities on the competitive advantage; On the other hand, there is no impact of other variables.

Human Capital Reporting (HCR) and Shareholder Value Maximization in Listed Manufacturing Firms in Nigeria

This study examines the impact of human resource reporting (HCR) or disclosures on share price and earnings potential measured by the earnings per share. It adopts an ex-post causal research design and employs secondary data retrieved from annual reports of 30 selected manufacturing firms in Nigeria. Data was analyzed using descriptive statistics, correlation analysis and the quantile regression techniques. The research outcome from the distributional dynamics for share price tends to highlight that the effect of HRD-Index is significant at 5% for firms at high levels above average financial performance at Q[0.2.] - Q[0.4] and also significant at 5% for firms at average levels of firm value Q[0.5] and even below average levels Q[0.6]-Q[0.9]. Finding thus highlights that the impact of human resource disclosures on share price or market value may not necessarily be a function of the share price levels. The distributional dynamics for EPS used as the measure for earnings potential is similar to that which was observed for Share price and tends to highlight that the effect of human resource disclosure is significant at 5% for firms at high levels above average earnings per share measure of financial performance at Q[0.1], Q[0.2.], Q[0.3.] and Q[0.4.] and also significant at 5% for firms at average levels of financial performance Q[0.5] and even below average levels Q[0.6]-Q[0.8]. The recommendation is that human resource investments should not been looked at as an expense but as a competitive strategy of the firm.

Korelacija humanog razvoja i privrednog rasta nacionalne ekonomije

The area that causes great attention of economic science is the issue of growth and development. The impact of human resources on economic growth is of great importance. Human capital is the driver of the economic growth of any national economy, on the other hand, the state is the driver of education of its population. An important driver of development is education, i.e. investing in the education system, which further drives other macroeconomic variables. Both theory and practice are increasingly dealing with the issue of human capital, as important components and factors of the overall economic development of the national economy. Investments in education result in an increase in economic growth, this increase allows for greater investment in future education. Long-term economic growth determines the standard of living, which directly affects human development. The Human Development Index sublimates several parameters in itself and at the same time shows correlations between the economy, quality of life, and level of education in the country. The paper aims to point out the importance of human capital in economic science and practice through the paradigm of the concept of human development, following the trends of HDI in the Republic of Serbia and the surrounding countries.

BUSINESS PROCESSES INTELLECTUALISATION TOWARDS SUSTAINABLE DEVELOPMENT GOALS FULFILLMENT

The article is devoted to the theoretical and procedural features of the intellectualization of economic processes. Definitions of "innovation" are given. It has been found that most definitions view innovation as a new (or significantly improved or modified) product. The most optimal formulation of this definition is singled out, namely: "innovation" is an innovation that consists in the creation and implementation of new (or significantly changed) ideas, principles or product. It is determined that at the enterprise level is especially important intellectualization of economic processes. The difference between similar terms "knowledge economy" and "human capital" is established. The tabular form shows the features of the future man in the labor market, organizations and HR. Employers have been found to understand the demands of the new age (artificial intelligence, general automation and robotics development) and to implement jobs that are more multidisciplinary and digitalized. It is determined that in the XXI century the role of education is becoming increasingly important. It was found that innovative development is key to the successful development and intellectual development of the domestic economy. It is determined that Ukraine has significant potential for innovative development, despite low current R&amp;D costs. It is studied that the impact of human resources and employment on Ukraine is the strongest innovation dimension, while the links and innovation environment are the weakest. The problematic conditions for the development of the innovation sphere have been studied: the complexity of doing business (Ukraine ranks 64th in the Doing Business ranking); bureaucratic procedure for obtaining patent documentation; underdeveloped intellectual property rights; insufficiently comfortable business climate; low share of foreign foreign investment; unresolved issues of IT enterprises. It was found that countries can improve their innovation capacity by comparatively analyzing their effectiveness, using strengths and eliminating weaknesses in innovation, as well as by studying best practices in countries that are becoming leaders in innovation at all income levels.

The effect of information systems and human resources strategies on the success of information systems: Evidence from Jordanian commercial companies

The study aims at measuring the impact of human resources and information systems strategies on the success of information systems in the industrial companies operating in the Amman stock exchange. The study sample was made up of accounting and finance departments for these companies. The initial data were collected through a questionnaire that designed for this purpose. The results have confirmed a strong impact of information systems strategies on the information systems success. As well, the results have confirmed the impact of information systems strategies on human resources strategies. The study also has proved that human resources strategies have maintained a weak effect on the success of information systems. The study recommends the researchers in this field to re-study this subject by modifying the measuring variables methods, and study other economic sectors.

Human Resource Time Use for Early Infant HIV Diagnosis: A Comparative Time‐Motion Study at Centralized and Point‐of‐Care Health Facilities in Zimbabwe

Research ObjectivePoint‐of‐care (POC) assays for early infant diagnosis of HIV (EID) increase access to testing, shorten time to results, and expedite initiation of antiretroviral therapy when compared with laboratory‐based (centralized) assays. However, there is a significant gap in our understanding of its human resource impact at the facility‐level. This study evaluated the human resource labor time associated with the use of EID platforms by facility‐based health workers (HWs).Study DesignUsing time‐motion methodology, we collected direct observation and self‐reported time‐use data on EID tasks performed by HWs at health facilities in Zimbabwe. Data collection occurred at three EID facility types in Zimbabwe—five POC hubs (test samples from the hub and lower‐volume, nearby facilities), nine POC spokes (lower‐volume), and eleven facilities that use centralized laboratories.EID activities were grouped into pre‐result (counseling, administrative, blood sampling, and preparation) and total EID time (counseling to result communication). Total EID time was observed in POC hub facilities. Since EID tests were not performed on‐site at facilities using centralized laboratories and POC spoke facilities, tasks related to logging and communicating results were not observed. Instead, direct observation data were complemented with HW surveys at those facilities.Mean difference comparisons between centralized and POC EID services were performed with a two‐sample t test with allowance for unequal variances. Bootstrapping with 10 000 replicates was used to estimate the bias‐corrected and accelerated 95% confidence intervals for each measure and difference in means test. To assess whether results were robust, group comparison was performed with two‐sided permutation tests with 10 000 replicates, with same inference to those from the bootstrapped two‐sample t tests. A P‐value of &lt;0.05 was considered statistically significant.Population StudiedFacility‐based health workers in Zimbabwe.Principal FindingsData collectors observed 30 EID processes and 30 HWs provided self‐reported time. Observed average total labor time per EID test at POC hubs was 28 minutes, 22 seconds (95% CI, 22:51‐35:48). HWs performed other tasks while the POC EID machine processed assays.Observed average pre‐result time (counseling to sample preparation) was 18 minutes, 6 seconds (95% CI, 13:00‐23:42) for POC compared with 27 minutes, 48 seconds (95% CI, 23:48‐32:50) for facilities using centralized laboratories. The mean difference of 9 minutes, 42 seconds (95% CI, 03:04‐16:18) was statistically significant. The major driver of this difference was the longer time to prepare dried blood spots (DBS) compared with POC assays.Self‐reported average labor time per negative EID was 49 minutes, 30 seconds (95% CI, 0:42:56‐0:57:08) for facilities using centralized laboratories compared with 53 minutes, 4 seconds (95% CI, 0:40:24‐1:04:44) for POC assays. The differences for self‐reported time were not statistically significant, and results were similar for positive EIDs.ConclusionsPOC EID did not incur significant additional facility‐based human resource time compared to centralized EID.Implications for Policy or PracticeThis study, combined with previously published data demonstrating that POC EID significantly improves timely ART initiation and is cost‐effective, furthers the evidence that POC EID is a feasible intervention for low‐resource contexts, where health facilities are short‐staffed.Primary Funding SourceUNITAID.

IMPROVING THE QUALITY OF HUMAN RESOURCES SERVING FOR MARINE ECONOMIC DEVELOPMENT IN TRA VINH PROVINCE

This paper focuses on assessing the role and impact of human resources on the marine economic development of Tra Vinh Province. Thereby, the article indicatesthat, in recent years at Tra Vinh Province, the role and the promotion of human resources still exist certain limitations. Tra vinh has not yet reached its potential while the province is having many opportunities for marine economic development. Based on the mentioned assessments, a number of basic solutions have been proposed to improve the quality of human resources serving for marine economic development of Tra Vinh Province in the coming time.

The Impact of Human Resources on the Banking Sector Performance in Syria

This research deals with the relationship between some of the general characteristics of human resources in the Syrian banking sector, such as the level of education, training and experience, and the operational financial efficiency of this sector. The data for the human resources is collected from the employees of several private banks in Syria, then testing the relationship with the financial data derived from the annual financial statements published by those banks for year 2019, the same year of data collection. This study is the cornerstone of complementary studies, which is more specialized in the field of human resources and financial performance. The study concluded that there is no effect of the human resources efficiency on financial performance for year 2019, which raises the urgent need of conducting similar research for a range of years and more comprehensive study on the factors that effect financial performance whether in the Syrian market or other markets as a part of behavior analysis on financial market.

The impact of human resource and quality management in health care: A Review

The impact of human resource and quality management in health care: A Review

Learning in Global Virtual Teams: A Practitioner’s View

Several advances in technologies have enabled teams to work outside of the conventional physical workspace. Widespread changes in the nature of work due to the technologies have enabled productivity between teams that are dispersed and contributing to an emerging digital economy. At the same time, it is hard to ignore the sociological and human resource impact of such teams, and the conditions that they are subjected to in the form of digitally-enabled teams, or as this article articulates, global virtual teams (GVTs). Taking an observer’s view this article explores the process of learning and knowledge transfer in GVTs and proposes a framework for minimising stress and maximising outcomes from virtual teams.