Implementation Of Resource Management Research Articles

Do employees benefit from employer branding strategy? The mediator role of affective commitment

Background: The modern business environment has caused a radical changes in all human resource management activities. In order to retain a competent and talented workforce, business organizations should manage job satisfaction, which imposes the need for a well-designed and implemented human resource management strategy. Purpose: This study aims to examine the role of affective commitment as a mediator in the relationships between employer brand values and job satisfaction. Study design/methodology/approach: Empirical research was carried out on a sample of managers from 146 enterprises in the Republic of Serbia, and data was collected using a questionnaire technique. After implementing descriptive and correlation analysis, we used simple and multiple regression to examine the mediator effects, and the Sobel Z test. Findings/conclusions: Our findings present empirical evidence on the mediating effects of affective commitment in the previously listed relationships. Limitations/future research: There are just three values relevant to the development of an employer branding strategy included in the study and this is acknowledged as a limitation. According to the models available in the literature, further research will contain other relevant components of the employer brand.

A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework

This study is based on the assumption that human resource (HR) practices are implemented through interactions between a variety of actors involved in the process. Novel insights emerge from the analysis of how interactions between HR managers, line managers (LMs) and employees result in effective implementation of HR practices. Drawing on the ability-motivation-opportunity (AMO) framework, the aim of the study is twofold. First, we investigate the extent to which HR department initiatives—classified into HR ability-enhancing, HR motivation-enhancing and HR opportunity-enhancing—increase LMs’ perceived ability, motivation and opportunity to perform in human resource management (HRM). Second, we analyse the role of LMs’ AMO on the effective implementation of HR practices assessed in terms of employees’ satisfaction with HR practices. We collected data from the HR manager, the line manager and between two and five employees (in total 302 employees) in each of the 100 Spanish companies in our sample. Our results reveal that HR motivation-enhancing initiatives increase LMs’ motivation; and HR opportunity-enhancing initiatives improve LMs’ perceived ability, motivation and opportunity, and indirectly the effectiveness of HRM implementation. We also found that LMs’ opportunity is a crucial factor in improving the effectiveness of HR practice implementation. Implications for research and practices are discussed.

Implementasi Manajemen Sumber Daya Manusia untuk Meningkatkan Kinerja Guru di SMP IT Imam Syafi’I dan Insan Utama Pekanbaru

Abstrak: This study aims to see how the implementation of human resource management to improve teacher performance and what factors encourage and hinder human resource management in improving teacher performance at Integrated Islamic Junior High Schools in Marpoyan Damai District, Pekanbaru City. This research was limited to 2 schools, namely Imam Syafii IT Middle School and Main Insan. This type of research uses descriptive qualitative. The informants in this study were 2 school principals and 40 teachers. Data collection techniques in this study using observation, interviews and documentation. The results of this study show that the implementation of human resource management to improve teacher performance at Integrated Islamic Junior High Schools in Marpoyan Damai District, Pekanbaru City is quite good, evidenced by human resource planning (HR) based on needs, human resource recruitment must be Strata qualifications 1 (S-1), Recruitment of human resources (HR) is carried out to increase the number of workers, and placement of human resources (HR) is carried out so that empty lesson hours are filled with learning activities. Then the driving factor for human resource management in improving teacher performance at SMP IT Imam Syafii and Insan Utama, namely the amount of support from student guardians, students and school principals, collaboration with other institutions, and training programs. While the inhibiting factors are: limited learning time, less optimal education and teacher training development, and personal busyness of each board so that they cannot carry out their duties on time.TRANSLATE with x EnglishArabicHebrewPolishBulgarianHindiPortugueseCatalanHmong DawRomanianChinese SimplifiedHungarianRussianChinese TraditionalIndonesianSlovakCzechItalianSlovenianDanishJapaneseSpanishDutchKlingonSwedishEnglishKoreanThaiEstonianLatvianTurkishFinnishLithuanianUkrainianFrenchMalayUrduGermanMalteseVietnameseGreekNorwegianWelshHaitian CreolePersian // TRANSLATE with COPY THE URL BELOW Back EMBED THE SNIPPET BELOW IN YOUR SITE Enable collaborative features and customize widget: Bing Webmaster PortalBack//

Green Human Resource Management: A Systematic Literature Review and Future Research Directions

This study addressed three basic questions regarding GHRM: the first - which green human resources management practices have or have not obtained better attention in organizations?; the second question - what are the contributing factors to the effective implementation of green human resource management in organizations? And the third - what are the major barriers to the practical implementation of green human resource practices in organizations? The research employed a systematic review strategy for the questions indicated above. In this respect, clear inclusion and exclusion criteria were employed to select 51 relevant articles from 417 GHRM articles obtained from various databases for analysis purposes. In addition, other research methods were used in the study, such as the collected data being analyzed via content analysis and presented descriptively using descriptive research design. The study results indicated that selection and requirement, training and development, and discipline management GHRM practices have obtained better attention in organizations; on the contrary, socialization, participation and working relationships, and retention practices acquired the least attention and still not yet getting sufficient emphasis. With regard to effective factors to implement GHRM, social responsibility, green missions, strategies, goals and policies, citizenship behavior, financial and non-financial motivation, green training, and teamwork are playing major roles; conversely, lack of knowledge and awareness, lack of training/technical support, lack of organizational leadership support, lack of a comprehensive plan to implement green human resource management, and lack of green culture, are the major barriers.

Status of infection prevention and control capacity in Korean hospitals: implications for disaster response and pandemic preparedness

ObjectivesThis study aims to explore the association of hospital infection prevention and control (IPC) structure (i.e. a dedicated IPC team and/or IPC committee) and IPC capacity in Korean hospitals, as well as its implications in the response and preparedness to COVID-19. Study designThis was a cross-sectional study using data collected through a nationwide survey. MethodsParticipating hospitals completed an online questionnaire. Participation was voluntary. The survey questionnaire was developed by the government in consultation with IPC experts. The questionnaire was distributed to 2108 hospitals, including both acute and long-term care hospitals. The independent variables were the presence of an IPC team and/or IPC committee. The dependent variables were IPC activities and capacity measures, which were based on the World Health Organisation (WHO) recommendations on the core components in IPC. ResultsA total of 1442 hospitals completed the survey. Hospitals with IPC structures conducted significantly more IPC activities in all outcome measures compared with hospitals without IPC structures, with the exceptions of monitoring hand hygiene and screening for infectious diseases that showed non-significant differences. Hospitals with IPC structures showed a significant difference in performance in IPC risk assessment, operating outbreak response teams and appraisal of hospital IPC policies compared with hospitals without IPC structures. ConclusionsThe presence of a dedicated IPC team and IPC committee was associated with increased IPC activities and IPC capacity. Hospitals with IPC teams and IPC committees showed strong implementation of planning, appraisal, resource management and outbreak response, indicating that strengthening IPC structures within hospitals is the key to more effective IPC and disaster response.

Quality of Service Based Radio Resources Scheduling for 5G eMBB Use Case

Several use cases appear with 5G and beyond networks such as enhanced mobile broadband (eMBB), where ultra-high data rates and low-latency connections become essential demands for asymmetric services, e.g., 8K video streaming and virtual reality (VR). The millimeter-wave (mmWave) band can be a promising player to handle these applications under the condition of efficient implementation of radio resource management (RRM) schemes, which distribute resources among user equipment (UEs) in the network. Firstly, mmWave UE channels are highly affected by the distance between the access point (AP) and UEs. Secondly, static and dynamic obstacles can easily block the AP-UE line-of-sight (LOS) link; hence, it highly attenuates mmWave signals. Moreover, eMBB applications lack symmetry in their data rate requirements, from 75 Mbps up to 300 Mbps; consequently, UE quality of service (QoS) should be considered in designing RRM schemes. In this paper, we study possible scheduling schemes that can be implemented for the 5G eMBB use case. Moreover, we propose a new demand-based proportional fairness (DPF) scheduling algorithm that first depends on both UE channel conditions and quality-of-service demands, then, if certain UEs reach the requirement, the algorithm prioritizes it only based on their channel quality. Furthermore, in this work, we consider a real model to simulate the effect of blockage occurrence on the performance of scheduling schemes. Results prove that the proposed DPF scheduling scheme outperforms conventional algorithms in terms of UE satisfaction while maintaining high total system throughput and fairness among UEs. For example, assuming blockage occurrence with 16 and 32 UEs, it guarantees satisfaction for more than 99% and 60% of UEs and, at the same time, obtains 3.29 and 4.24 Gbps system throughput and maintains fairness between UEs at 0.99 and 0.82, respectively. In contrast, conventional proportional fairness highly degrades satisfaction to only 74% and 30% to achieve total throughput equal to 3.1 and 4.3 Gbps, respectively.

Establishing a Business Intelligence (BI) Competences of the Accountant of the Future

The automatization of reporting processes in recent years is increasingly identified with the implementation and use of intelligent resource planning and management (ERP) systems in non-financial enterprises. Integrated business software is characterized by great functionality that provides rapidity and quality in solving accounting tasks, as well as in the process of financial planning, analysis, budgeting and control. Our research in the practice of non-financial enterprises show that most often the accountant that sign the Annual Financial Statement (though not the only one) is the specialist who works, respectively administers an ERP system. This imposes the need for BI competences.

Tackling the Science Usability Gap in a Warming World: Co-Producing Useable Climate Information for Natural Resource Management

Developing scientific information that is used in policy and practice has been a longstanding challenge in many sectors and disciplines, including climate change adaptation for natural resource management. One approach to address this problem encourages scientists and decision-makers to co-produce usable information collaboratively. Researchers have proposed general principles for climate science co-production, yet few studies have applied and evaluated these principles in practice. In this study, climate change researchers and natural resource managers co-produced climate-related knowledge that was directly relevant for on-going habitat management planning. We documented our methods and assessed how and to what extent the process led to the near-term use of co-produced information, while also identifying salient information needs for future research. The co-production process resulted in: 1) an updated natural resource management plan that substantially differed from the former plan in how it addressed climate change, 2) increased understanding of climate change, its impacts, and management responses among agency staff, and 3) a prioritized list of climate-related information needs that would be useful for management decision-making. We found that having a boundary spanner—an intermediary with relevant science and management expertise that enables exchange between knowledge producers and users—guide the co-production process was critical to achieving outcomes. Central to the boundary spanner’s role were a range of characteristics and skills, such as knowledge of relevant science, familiarity with management issues, comfort translating science into practice, and an ability to facilitate climate-informed planning. By describing specific co-production methods and evaluating their effectiveness, we offer recommendations for others looking to co-produce climate change information to use in natural resource management planning and implementation.

Factors influencing electronic human resource management implementation in public organisations in an emerging economy: An empirical study

Factors influencing electronic human resource management implementation in public organisations in an emerging economy: An empirical study

The Study of Green Human Resource Management Practices within the Private and Public Sector

Going Green has been quite a topic to discuss these days. People would always consider if anything they do and did will actually contribute to the society and the environment. As the world is moving forward as fast as technology and machinery created, Going Green has always been a concern to some people due to the shift in management. The world is trying to reduce air pollution and environmental toxins that could affect human beings' immune systems and by raising awareness which could reduce the number of pollutants released to the environment. Going green would not be the only factor that was supposed to improve the environment; Green Human Resource Management which had also been considered to reduce carbon emissions. This paper seeks to investigate and analyze whether the implementation of Green Human Resource Management would actually help to boost the employee performances as well as the organization. Thus, this paper will enhance the importance and will be viewed as a necessary requirement for transformation to add focus on the relevance of Green Human Resource Management that will be intensified and to produce an effective solution and recommendations.

PENERAPAN MANAJEMEN SUMBER DAYA MANUSIA YANG BAIK TERHADAP KINERJA PERUSAHAAN

The purpose of this scientific journal is to measure how much influence the application of competent human resource management has on the performance of a employees in a company. Respondents in this study amounted to 100 employees using a qualitative descriptive approach. The data researched and processed is the result of observational interviews with employees.
 Based on observations and research that has been done, it can be concluded that the implementation of good human resource management in a company greatly affects the performance of employees in a company. If a company in it does not have good human resource management, then the performance of a company will not be good and maximal. Then a company really needs the implementation of good management, so that human resources can improve the performance of a company. In addition, the company can also grow and achieve the desired goals. With this scientific journal, it is hopes that it can be guide implementing good management in a company.

Eucalyptus Succession on Croplands in the Highlands of Northwestern Ethiopia: Economic Impact Analysis Using Farm Household Model

The northwestern highlands of Ethiopia are characterized by severe land degradation and apparently low agricultural productivity. This situation is continuously threatening the livelihoods of smallholder farmers who mainly sustain their living from the cultivation of annual crops. In recent years, however, smallholder farmers have started converting their croplands to plantations of Eucalyptus, a non-native tree species to Africa, for its rewarding economic contributions. In this study, we aggregated data from 388 smallholder Eucalyptus growers located in three agroecology zones (onwards called farm typologies). We measured the economic impact of Eucalyptus succession on croplands using a farm household model which is provided in the GAMS (General Algebraic Modeling System) platform. The results of the model varied between farm typologies and showed that households’ gross margins increased with a corresponding increase in the conversion of croplands. Results also showed that gross margins from plantations of Eucalyptus were higher than that of cultivation of food crops. Furthermore, evaluation of farm portfolios indicated a higher benefit-cost ratio (BCR) for the plantation of Eucalyptus. We concluded that the conversion of croplands in the study area is an incentive-driven process in a dynamic farming system, which strongly demands bringing policy-emanated livelihood alternatives. With this arena, the expansion of Eucalyptus is recommended for lands of terrain features, high marginality and low suitability for the cultivation of food crops and setting aside fertile arable lands. We generalized that an increase in Eucalyptus plantation pays off given the implementation of proper land resource management and the apparent impacts of Eucalyptus on biodiversity and cultural landscape is managed with sustainability perspectives. However, it demands collaborative policy efforts that can especially meet socioeconomic, environmental and public interests.

HUMAN RESOURCE MANAGEMENT OF PT. NESTLE INDONESIA PANJANG FACTORY LAMPUNG, INDONESIA

The objectives of this study are: (1) to determine the application of the basic functions of management, namely planning, organizing, Actuating and supervising the Agricultural Service Department of PT. Nestlé Indonesia-Panjang Factory; and (2) knowing the implementation of operational functions in the field of human resources, namely procurement, development, compensation, integration, maintenance and termination of labor for human resources at the Agricultural Service Department of PT. Nestlé Indonesia-Panjang Factory. Activities carried out at PT. Nestle Indonesia, having its address at Jalan Raya Bakauheni KM. 13 Panjang Village, Panjang District, Bandar Lampung. This activity was carried out using interviews, observation, data recording, direct observation and field work as well as conducting a literature study. The form of activities carried out is in the form of work internships with the following activities, that are interviews, observation, and searching literature. The conclusion of this study is that the implementation of basic functions or human resource management in the Agricultural Service Department of PT Nestle Indonesia Factory Panjang has been implemented properly. Procurement of manpower in the Agricultural Service Department of PT Nestle Indonesia Panjang Factory is based on manpower needs.

PRACTICES AND CHALLENGES IN SCHOOL FINANCIAL RESOURCE MANAGEMENT IMPLEMENTATION IN THE PUBLIC SECONDARY SCHOOLS IN LAGUNA

This study aimed to determine the level of practices and challenges in financial resource management implementation among secondary public schools in the Schools Division Office (SDO) of Laguna. Methodologically, the researcher called for a descriptive research design in a quantitative approach. The respondents of this research are the sixty-eight (68) school heads and ninety-seven (97) finance officers. On the level, it was revealed that the practices of the schools such as stakeholders? participatory management, Income-Generating Funds (IGP), Annual Procurement Plan (APP), and school head ? stakeholders? collaboration were found to be remarkable. In the same manner, the management of challenges in their schools such as unforeseen expenditures, budgetary plans, internal auditing, and insufficient fund allocation was remarked as highly evident. And also, the implementation in school performance, Programs, Projects, and Activities (PPA) implementation, liquidation, transparency, and school facilities, were all also computed as highly evident. For all the variables mentioned above, the public secondary schools in SDO Laguna are indeed doing significant compliance on how they should manage their allocated finances. Moreover, after scrutinizing the data, the following conclusions are revealed: it was concluded that the practices have a significant effect on school performance, PPA implementation, liquidation, transparency, and school facilities. Hence, the null hypothesis is rejected. Likewise, it was also concluded that proper management of challenges has a significant effect on school performance, PPA implementation, liquidation, transparency, and school facilities. Thus, the null hypothesis is rejected. Lastly, it was concluded that there is no significant difference between the responses of school heads and finance officers when it comes to practices and financial resource management implementation. However, there is a significant difference between their responses to challenges. Hence, the null hypothesis is partially rejected.

Research on Flexible Management of Human Resources under the Background of Wireless Communication and Internet of Things

With the continuous progress of communication technology, the country has also proposed a new strategy for the development of wireless communication and the Internet of Things, with the purpose of promoting the development of the intelligent connection of all things, the digitization of enterprise communication, and the development of intelligent new industries. The integration of wireless communication and the Internet of Things has also put forward higher requirements for management talents in various industries. Adopting appropriate human resource management methods to meet the needs of talents in the digital transformation of various enterprises has become the focus of scholars and enterprises. In order to solve this focal problem, this paper starts from the meaning of flexible management of human resources in various industries and combines wireless communication and Internet of Things technology to design a system that conforms to the flexible management of human resources in various industries. Firstly, this paper analyzes the latest research situation of flexible management of human resources in various industries, analyzes the current basic concepts and main characteristics of “wireless communication,” “Internet of Things technology,” and “flexible management of human resources,” and summarizes the human resources in various industries in my country, the development status, and existing problems of resource management. Secondly, collect the influencing factors of flexible human resource management in various industries through field visits and online questionnaire surveys, then classify and analyze the collected questionnaire data, and finally summarize the influencing factors of flexible human resource management in various industries. There are different levels of flexible management of human resources; finally, the flexible management system of human resources in various industries is designed from the data obtained at different levels, and the feasibility verification of the flexible management is completed. In order to study the correlation between different variables, according to the content of the questionnaire, this paper adopts the correlation analysis method to analyze the human resource flexible reward, human resource flexible assessment, human resource flexible training, human resource flexible planning, human resource information management, flexible corporate culture, and human resources. The related variables such as the enterprise flexible management system are analyzed, and the least square regression equation is established, in which the variables involved can be mapped to the formula itself. From statistical data analysis, it is found that the flexible management of human resources has positive significance for the development of various industries. The seven points of human resource flexible reward, human resource flexible assessment, human resource flexible training, human resource flexible planning, human resource information management, flexible corporate culture, and enterprise flexible management system play a key role in the implementation of flexible human resource management. The human resource flexible management scheme designed by seven key action points is highly feasible and can bring significant positive benefits to the implemented enterprises.

Implementation of Human Resource Management in Undergraduate Teacher Development at Pondok Modern Darussalam Gontor Campus 2

This research focuses on the model of developing undergraduate teachers and implementing HR management in accommodating the process of fostering undergraduate teachers at Pesantren Gontor campus 2. The novelty in this research lies in the aspect of fostering undergraduate students as Islamic boarding school teachers and their empowerment in helping manage Islamic boarding schools. The aims of this study are to (1) find out the pattern of fostering undergraduate teachers in teaching and learning activities in Islamic boarding schools, and(2) to describe the role of HR management in maintaining the quality and performance of undergraduate teachers in teaching and learning activities. This research utilized a qualitative research method with a phenomenological approach. The data collection technique employs the Triangulation technique from Milles and Huberman, such as Observation, Interview, and Documentation. The data analysis technique utilized is a triangulation analysis technique consisting of data reduction, data presentation, and data verification. The results of this study reveal that the leadership of the Pesantren Gontor Campus 2 implements HR management in teacher development with the following points: Planning: Budgeting, Programming, Decision Making, and Forecasting. Organizing: Structuring, Assembling resources, Staffing. Actuating: Coordinating, Directing, Commanding, Motivating, Leading, Stimulating. Supervision (Controlling): Monitoring, Appraising. Evaluating (Evaluation): Reporting.

Problematics of Human Resources Development in Improving The Quality of Education in Madrasah

The aims of this research are; 1) how to implement human resource management in career development at MI Ma'arif Giriloyo; 2) how to assess human resource management at MI Ma'arif Giriloyo. This study was conducted with a qualitative approach with the type of research, namely case studies. The critical informants of this research concern the director, teacher, and staff of MI Ma'arif Giriloyo. Data collection techniques in this study are in the form of interviews, observations, and documentation. Data collection, observation, presentation, and conclusion are data analysis techniques used in this study. The conclusions of this study include the implementation, monitoring, and evaluation of human resource management at MI Ma'arif Giriloyo, namely: 1) the development and development of professional and spiritually oriented guidance, namely observations to be liked to improve the quality of human resources According to professions that include a spiritual approach: more many studies in titles, meetings, assignments, driving, socialization or seminars; 2) monitoring and evaluation carried out by Ma'arif Giriloyo by leading and knowing the history of HR which includes monitoring and evaluating the performance of teachers and education staff. Teacher Performance History Monitoring and Evaluation System. In addition, career development teachers carry out missions at the end of each semester in connection with monitoring and evaluating performance with the presence of teacher learning and activities.

Implementation of Human Resource Management at PMKS PT. Sinar Pandawa

The purpose of this study is to find out how the management of human resources is carried out at PMKS PT. Sinar Pandawa, namely knowing the recruitment system, employee training, employee assessment and supervision of employee attendance, as well as occupational safety and health. This study uses a descriptive research method with a qualitative approach. Data was collected by means of interviews and documentation, as well as using primary and secondary data. The results showed that in 2021 employees at PMKS PT. Sinar Pandawa numbered 107 people. Implementation of human resource management in PMKS PT. Sinar Pandawa is carried out with an employee recruitment system that is used through internal and external sources, conducting certified training, evaluating employees with 3 (three) aspects of assessment and monitoring employee attendance through the fingerprint attendance system. Then, the occupational safety and health that is implemented is by requiring employees to wear PPE (Personal Protective Equipment, as well as conducting socialization or counseling.

Do HRM practices facilitate innovation? A qualitative study in a developing country

PurposeThe purpose of this study is to examine the implementation of human resource management (HRM) practices that facilitate innovation in the public sector in a developing country.Design/methodology/approachQualitative method was engaged whereby a semi-structured interview was conducted to get the responses of two groups of employees which are top management and executive in two types of public organizations which are awarded and non-awarded. The collected data was later analyzed thematically.FindingsThe results show that there are differences and similarities among the public agencies in terms of their implementation of HRM practices that facilitate innovation. Apparently, the awarded public agencies do follow HRM practices that really facilitate innovation such as local training, provide more types of rewards to their employees and set a higher minimum level of innovation in their performance evaluation.Research limitations/implicationsThis research confines only 10 public agencies in Malaysia. Future studies might want to include a larger sample size to make the findings more extensive. It also would be interesting to know different approaches in HRM implemented in the private organizations as well as to examine their influences on performance and other organizational factors.Practical implicationsGood and fair HRM practices such as training, reward and performance appraisal practices that focus on innovation facilitate and produce more innovative employees and organization innovation. Thus, public managers should implement them to a higher extent.Originality/valueTo the best of the authors’ knowledge, this is the first study that aims to engage the qualitative method in understanding how HRM practices can facilitate innovation in a developing country.

The degree of integrated water resources management implementation in the Mekong River Delta in Viet Nam

AbstractA comprehensive approach in water resources management, referred to as integrated water resources management (IWRM), is required for successful water resource management. This study determined the degree of IWRM implementation in the Mekong River Delta in Viet Nam using indicator 6.5.1 from the United Nation's Sustainable Development Goal 6. A Delphi questionnaire approach was used in the study with a set of Knowledge Acquisition for Multiple Experts with Time Scales. The questionnaire was conducted with 21 selected experts for three rounds. The results showed that the degree of IWRM implementation in the Mekong River Delta in Viet Nam is at a medium‐high level. Enabling environment scores significantly better than the three other components, while the finance dimension falls short. This reflects the government's efforts to effectively manage water resources in the region. However, given the limitations in technical and financial capacity for IWRM implementation, this effort is deemed inadequate. The results thus provide an assessment baseline to assist decision makers in addressing the shortcomings of the current state of IWRM.