Influence Of Human Resource Management Research Articles

The Impact of Performance Appraisal and Training and Development on The Financial Performance of Small and Medium-Sized Enterprises (SMEs)

This study aims to measure the influence of human resource management (HRM) practices on the financial performance of small and medium enterprises (SMEs). It notably focuses on analyzing the effects of training and development programs and performance appraisal methodologies. In order to carry out this study, a quantitative methodology was employed, which entailed the use of self-administered questionnaires. A linear regression analysis was conducted on data obtained from 130 small and medium-sized enterprises (SMEs) to examine, assess, and improve the relationship between performance appraisal, training and development, and the financial performance of SMEs. The results indicate a clear and direct association between training and development, performance appraisal systems, and the financial success of small and medium-sized enterprises (SMEs). The findings highlight the critical importance of HRM practices as strategic investments rather than just administrative tasks. These findings provide useful insights for scholars and practitioners, offering a framework for implementing training and development and performance evaluation procedures to achieve financial success in small and medium-sized enterprises (SMEs), not just in Kosovo but also in similar global contexts.

Meningkatkan Kinerja Non-Keuangan Melalui Pengelolaan Sumber Daya Manusia dan Manajemen Pengetahuan yang Efektif pada PT. Bank SulutGo Cabang Gorontalo

This research aims to determine the influence of human resource management and knowledge management on non-financial performance at PT. Bank SulutGo Gorontalo Branch. The research applies total sampling involving 43 respondents.The data collection technique employed in the research is questionnaires distributed to all employees at PT. Bank SulutGo Branch. The analytical tool used to test this research is Multiple Linier Regression with analysis aided by Statistical Program for Social Science ( SPSS) Version 26. The result indicate that, partially, human resource management significant influence on non-financial performance. Simultaneously, both human resource management and knowledge management significantly influence non-financial performance at PT. Bank SulutGo Gorontalo Branch.

The Effect Of Human Resources Management On The Success Of Electricity Projects (Tower Transmission) In West Papua Province

<span>he development of electricity facilities and infrastructure plays a vital role in supporting the economic, social, and cultural activities of a nation. The success of construction projects, including transmission towers, can be measured based on the triple constraint, namely correct quality, timely and cost-effective. These three things can be achieved through human resource management. This study aims to measure the influence of human resource management which includes HR planning, project leadership support, organizational structure, and provision of training on the success of electricity projects (transmission towers) in West Papua Province. This study uses a cross-sectional approach to determine the relationship among the variables studied. The population of this study is all workers involved in the transmission construction project of the work tower SUTT Aimas – Sorong (AS) and SUTT Sorong – Rufey (SR). Data collection was carried out through interviews and questionnaires with a sample size of 35 respondents determined by purposive sampling. A partial disaggregation approach with Structure Equation Modeling - Partial Least Square using SmartPLS was carried out to measure the causal relationship among the observed variables. Based on hypothesis testing, it was identified that each variable influences the success of the electricity project, where the provision of training has the greatest influence, positive and significant where the t - <sub>value </sub>is 2.269 and </span><span>r</span><span>0.673; human resource planning has a moderate, positive and significant effect where the t - <sub>value </sub>is 0.374 and </span><span>r</span><span>0.389; project leadership support has a moderate effect, but positive and significant where the t - <sub>value </sub>is 0.182 and </span><span>r</span><span>0.354, while the organizational structure has an insignificant and non-unidirectional effect where the t- <sub>value is </sub>0.225 and </span><span>r</span><span>-0.393. Overall the goodness of the model in measuring the relationship between the four factors on project success is shown by the R2 value of 0.880 which is categorized as a strong influence</span>

Sustaining Organizational Outcomes in Manufacturing Firms: The Role of HRM and Occupational Health and Safety

While there is burgeoning interest in the influence of human resource management (HRM) on sustainability organizational outcomes (SOO), the intricate interplay with Occupational Health and Safety (OHS) has not yet been explored, particularly in manufacturing firms’ contexts. Therefore, this study aims to probe the symbiotic relationship between HRM practices, OHS, and SOO, spotlighting manufacturing firms. Data collection was conducted by utilizing a cross-sectional survey, convenience sampling technique, and a web-based form among the 256 respondents from an industrial company (Balexco) in Bahrain. Structural Equation Modeling (SEM) by Smart-PLS was used to analyze the collected data. Our analysis highlighted a significant positive relationship between HRM, SOO, and OHS. Moreover, this study highlighted the dual impact of direct and indirect HRM on SOO, mediated by OHS. These multi-layered insights reinforce the assumption that a comprehensive approach to HRM, aligning performance aspirations with employee well-being, is instrumental in improving SOO. This study is a novel contribution to the literature because, by uncovering the intricate interplay of HRM, OHS, and SOO, practical implications and limitations were provided.

Perceived Influence of Human Resource Management on Instructional Delivery in Primary Schools in Rivers State

This study investigated perceived influence of human resource management on instructional delivery in primary schools in Rivers State. The study used three research questions and three hypotheses. The study adopted a descriptive survey design. The total population was 988,508 (961 headteachers and 987,547 teachers) from all 961 primary schools in Rivers State. A sample size of 460 (60 headteachers and 400 teachers) was determined using multi-stage sampling technique. The instrument for the study was a self-structured questionnaire titled “Perceived Influence of Human Resource Management on Instructional Delivery Questionnaire”. The instrument was validated by experts in the Measurement and Evaluation and Department of Educational Management. Cronbach Alpha was used to achieve an overall reliability index of 0.84. Mean and standard deviation were used to answer the research questions while the z-test was used in testing the formulated null hypotheses at 0.05 level of significance. Findings revealed that teachers’ appraisal, teachers’ training, and orientation of teachers influence instructional delivery in primary schools in Rivers State. Based on the findings, it was recommended that school managers should regularly carry out performance appraisal to ensure teachers update their knowledge in a way that will enable them to deliver the curriculum effectively; there should be massive training and retraining of primary schools’ teachers to improve their pedagogical skills for effective instructional delivery in schools and school managers should ensure adequate orientation programmes are put in place for newly employed teachers to acquaint them with the requirement of their jobs for quality instructional delivery.

Human resource management practices and its impact on organizational performance in development banks: The emerging market case

The study examined the influence of human resource management (HRM) practices on the performance of development banks (DBs) in Nepal. It applied a descriptive and causal-comparative approach to establish a relationship between independent and dependent variables. It covered ten out of Nepal’s 17 ‘B’ class banks, examining 390 individuals from February to June 2023. Using regression analysis, the results highlighted that performance appraisal (PA) had the greatest impact (β = 0.347, p = 0.50), followed by compensation practices (CPs) (β = 0.279, p = 0.50), recruitment and selection (RS) (β = 0.145, p = 0.50), and training and development (TD) (β = 0.131, p = 0.50) on the organizational performance (OP) of DBs in Nepal. The study reinforces the findings of Osemeke (2012) which emphasized the positive correlation between RS methods and OP and advocates the crucial role of TD in shaping various dimensions of organizational success. The study contributes to social exchange theory (SET) and confirms Shore et al. (1995) results that HRM practices as investments affect employee self-perception in organizations. The study’s findings offer practical suggestions for banks aiming to improve performance by proactively adapting HRM practices to meet changing challenges and opportunities.

Financial technology and consumer financial satisfaction

Financial technology (FinTech) quick development had a significant impact on consumers’ financial lives, particularly their level of financial pleasure. The rise of mobile payments has been somewhat accelerated by the advent of FinTech. This study’s goal is to examine how FinTech used in payments affects consumer financial happiness using information from the Organisation for Economic Co-operation and Development (OECD) 2018 and 2021 National Financial Capability Study (NFCS). Given that the consumer financial happiness variable is non-continuous and ordered, the probit regression approach is used to get estimates that are more accurate. The empirical results of this study indicate that FinTech positively contributes to consumer financial satisfaction. In addition, this study selects financial education and financial capability as mediating variables to explore the possible influence channels between the development of mobile payments and the increase in consumer financial satisfaction. The mediating effects analysis demonstrates that FinTech positively affects financial education and financial capability, ultimately increasing consumer financial satisfaction. These findings have implications for consumer policymakers when promoting FinTech to consumers and helping them increase their financial satisfaction through mobile payments.

The Significance and Influence of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector: An In-Depth Analysis of Enterprise Performance Management (EPM) Impacts

Purpose: Manufacturing industry in India is one of the largest sectors and its continuously attaining growth and development. As focused by the NMCC (National Manufacturing Competitiveness Council, it is put to contribute 25% to the GDP by the year 2025 compared to the recent share of almost 16%. Particularly, the industry contributed 66% to the exports of the nation in FY11 and has been reinforcing at a CAGR of 20% in the past five years. Manufacturing holds a major position in the economy of the country, India, reporting for almost 16% of actual GDP in FY12 and employing nearly 12% of the labour force of India. The growth and development in the industry has been matching a very strong rate in the whole growth and development of the GDP in the past few years (India Brand Equity Foundation, n.d).At present, India is the biggest producer of chemical products, basic metals, textiles, pharmaceuticals, electrical machinery and general machinery and equipment. Design: This research adopted the conceptual research by using a descriptive research design. Secondary data has been collected and analyzed to find out the factors affecting the manufacturing. industry. This will help them to cope with the work environment and to effectively handle different situations. Findings: The findings from studies on Leveraging a comprehensive exploration, the study delves into the profound impact of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector. Findings illuminate HRM's pivotal role in shaping Enterprise Performance Management (EPM), demonstrating a direct correlation between strategic HR practices and heightened organizational effectiveness. The research underscores the nuanced ways in which HRM practices contribute to enhanced productivity, workforce engagement, and overall operational efficiency within manufacturing enterprises. As organizations align HR strategies with EPM goals, the symbiotic relationship emerges as a critical catalyst for sustained growth and success in the dynamic manufacturing landscape. Originality/value: This study includes a detailed analysis of the Significance and Influence of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector: An In-Depth Analysis of Enterprise Performance Management (EPM) Impacts. Paper type: Conceptual Research.

Analysis of The Influence of Human Resource Management on Innovation Mediated by Work Ethic in Government Office Employees West Sulawesi Province

This finding provides an overview as a critical study to encourage the realization of human resource management for efforts to increase innovation mediated by excellent work ethic, so the research is intended to examine and analyze the influence of human resource management on innovation through work ethic both directly and indirectly. Data was collected through observation and questionnaires at the State Civil Apparatus at the West Sulawesi Provincial Government with a sample of 341 people. The data was analyzed with a quantitative approach, descriptive statistical data analysis techniques, and Structural Equation Model (SEM) analysis. This study found that human resource management positively and significantly influences work ethic. However, human resource management has a negative but insignificant effect on innovation. It was also found that work ethic has a positive and significant impact on innovation and that human resource management has a positive and significant effect on innovation when mediated by work ethic at the West Sulawesi Provincial Government office. The Regional Apparatus of West Sulawesi Province is expected to optimize human resource management to increase the quality of public service innovation provided to customers. It must be able to implement various dimensions of human resources management more optimally so that a more positive work ethic spirit will be realized, resulting in better public services. Innovation is a significant variable to be improved so that various innovation efforts will encourage learning public service products that increasingly provide comfort to the people who become customers. Therefore, it is necessary to strengthen the application of human resource management to foster the spirit of work ethic further and simplify innovation at the West Sulawesi Provincial Government Office so that public services can benefit the community more.

The Influence of Human Resource Management on Enterprise Benefits

In the global business environment, enterprises are facing increasingly fierce competition. To flourish in this challenging setting, an enterprise's human resource management (HRM) strategy is paramount. This study aims to delve into the ramifications of HRM on corporate benefits and how businesses can elevate their competitiveness via innovative HR strategies. Through an in-depth case study analysis of three representative enterprises — Alibaba, Tesla, and IKEA — this research elucidates their distinct HRM strategies and the specific repercussions on enterprise benefits. The findings indicate that companies that strategically align their HRM practices with their business goals tend to have better employee satisfaction, efficiency, and market positioning. To achieve enduring success, contemporary enterprises need to perpetually refine their HRM approaches, ensuring alignment with company objectives and adaptability to a fluctuating market landscape. Conclusively, exceptional HRM does not just amplify employee contentment and efficiency; it carves a decisive edge for enterprises in the cutthroat market arena.

CATALYZING URBAN AND RURAL FEMALE ENTREPRENEURIAL SUCCESS THROUGH HRM PRACTICES AND DIGITAL TECHNOLOGY USE: INSIGHTS FROM LEBANON

This study investigates the influence of human resource management (HRM) practices and digital technology use (DTU) on women’s perceived venture growth. Further, it explores the mediating role of perceived venture growth and whether this factor contributes to the improvement of female entrepreneurs’ economic conditions. The analysis also assesses differences between urban and rural areas. Using a sample of 100 female entrepreneurs in Lebanon, the results indicate that HRM practices and DTU exert a positive, significant effect on female entrepreneurs’ perceived venture growth. The latter also has a positive influence on the economic conditions of these women and acts as a mediator in these relationships. The findings differ between urban and rural areas. For female entrepreneurs in urban areas, perceived venture growth is shown to mediate the relationship between DTU and women’s economic conditions while it mediates the relationship between HRM practices and women’s economic conditions for female entrepreneurs in rural areas. The findings emphasize the collectivistic nature of rural female entrepreneurs, underscoring their reliance on strategic people management for business growth. It also advocates for promoting digital literacy among rural female entrepreneurs to help them grow and expand their businesses.

The Influence of Human Resource Management on Organizational Commitment of Thai Private University Personnel

The purposes of this research were: (1) to study perceptions of employees towards human resource management of Thai Private Universities; (2) to study organizational commitment of Thai Private University personnel; (3) to study a relationship between human resource management and organizational commitment of Thai Private University Personnel; and (4) to analyze human resource management influencing organizational commitment of Thai Private University personnel. The samples used in this study were 350 employees who work in Thai Private Universities in Bangkok and suburban areas. The instrument used to collect data was a research questionnaire. Statistics used in this research consisted of Percentage, Mean, Standard Deviation, Pearson Correlation and Multiple Regression Analysis. The research results showed that: The perceptions of employees towards human resource management of Thai Private Universities, in total, were at a high level. In particular, training and development had the highest mean value, followed by employee retention, employee recruitment and selection, and benefits and compensation. The organizational commitment of Thai Private University Personnel, in total, was at a high level. In particular, affective commitment had the highest mean value, followed by normative commitment, and continuance commitment. The correlation coefficient between human resource management and organizational commitment of Thai Private University Personnel was at the statistical significance at the 0.01 level with correlation value between .127 to .598, which the highest correlation was a relationship between employee retention and organizational commitment. In addition, employee retention had the highest influence on organizational commitment of Thai Private University Personnel, followed by benefits and compensation, training and development and recruitment and selection respectively.

Enhancing firm innovativeness through HRM practices: the mediating role of innovation capability

Purpose This paper aims to investigate the influence of human resource management (HRM) practices on the level of innovativeness observed within the service sector of Ghana, taking into account the potential mediating role of innovation capability. Design/methodology/approach The research used a quantitative methodology to fulfill the study's objectives. A Web-based survey questionnaire was designed to gather data from a sample of 168 respondents, selected through a convenient sampling technique. The proposed model was tested using the Process Macro Model 4 by Hayes in SPSS version 26. Findings The study’s outcomes indicate that there is no statistically significant correlation between HRM practices and firm innovativeness. However, the mediating role of innovation capability was observed to fully account for the relationship between human HRM practices and firm innovativeness. Additionally, a positive and significant association was identified between HRM practices and innovation capability, as well as between innovation capability and firm innovativeness. Research limitations/implications It is important to note that the findings are limited to the perspective of employees within the service sector of Ghana. Therefore, future research could explore the manufacturing and/or extraction industries in Ghana to obtain a more comprehensive understanding. Furthermore, a larger sample size could be considered in future studies. Originality/value To the best of the authors’ knowledge, this study presents a novel examination of the hypothesized model within the Ghanaian context, providing valuable insights into the relationship between HRM practices, innovation capability and firm innovativeness.

Optimizing the influence of human resource management on relieving the psychological stress of employees

BackgroundHuman resource management is an important field that directly impacts the development of enterprises and the quality of employees’ work. With the rapid growth of society and the intensification of competition, enterprises are facing more and more pressure, and employees are also under more work pressure. Therefore, optimizing the enterprise’s human resource management system to relieve the psychological pressure of new and old employees has become an urgent research topic.Subjects and MethodsBased on the analysis and dismantling of the existing human resource management model, this study improves the structural modules that can be optimized, such as the suitable working environment and resource support provided by the company, the promotion system obtained by employees, and reasonable welfare benefits. The improved and optimized human resource management mode was compared with the traditional one under the same conditions, and SPSS23.0 software was used for correlation detection. This paper explores the relieving effect of the optimal management mode on the psychological stress of employees.ResultsThe employees who accepted the optimal management mode were more satisfied, the number of employees with psychological stress decreased significantly, and the self-evaluation score was higher. The difference was significant (P<0.05). Employees who accept the traditional management mode have no noticeable effect on relieving psychological pressure and low overall satisfaction.ConclusionsThe optimal human resource management model proposed in this study explicitly affects the psychological pressure of new and old employees and improves job satisfaction and performance.

The Role of Human Resource Management in Improving the Quality of Education at Budi Utomo Vocational High School Sokaraja Banyumas

Human resource management has an important role in improving the quality of education, if the management of human resource management in a school is said to be good, the quality of the school will also be good. This study aims to determine the human resource management at SMK Budi utomo Sokaraja, how the quality of education at SMK Budi Utomo Sokaraja, whether the influence of human resource management on improving the quality of education at SMK Budi Utomo Sokaraja. The approach used in this research is a qualitative approach and case study design. Data collection techniques were obtained through interviews, observation and documentation. The data analysis used interactive analysis, namely data reduction, data presentation and data verification. Extension of participation and data triangulation were used to seek data validity. This research resulted in data that human resource planning at SMK Budi Utomo Sokaraja is structured based on activities from the analysis of causal factors, through annual evaluations. While the process of recruitment of teaching and education personnel is by analyzing position needs, planning the recruitment process, then placing job advertisements, conducting interviews and the last stage is selecting candidates needed by the institution. Human resource development at SMK Budi Utomo Sokaraja, especially for teaching staff, is by participating in training, training, workshops and subject teacher meetings (MGMP). As for the education staff, they are involved in training librarians, assets, correspondence and other trainings.

Becoming aware of the role of OCB in determining the relationship between HRM practise and performance: Evidence from social enterprise

The purpose of this study was to examine the influence of human resource management (HRM) practice variables on performance, with organizational citizenship behavior (OCB) as a mediating variable. This research specifically uses social enterprise as study material due to the different characteristics of social enterprise from other organizations in terms of organizational governance, where commercial logic and social logic are combined. This study uses a quantitative approach, involving 100 worker respondents in social enterprises in a survey, to see the influence of HRM practice variables on organizational performance with OCB as a mediator. Based on the results of data analysis using SEM-PLS, it was found that HRM practices have a significant effect on organizational performance. When the OCB mediates this influence, it is well known to be even stronger. The study's findings practically affect how human resource policies are decided since they suggest that practices should be created to encourage workers to perform to their highest potential.

Influence of Human Resource Management on Organizational Performance with Talent Management Mediation

This study aims to examine the effect of implementing human resource management on organizational performance by mediating talent management. A structural equation model (SEM) was used to analyze the data by testing consisting of three hypotheses. The study used a population of respondents from the leadership of the High District Attorney's Office in Gowa Regency, South Sulawesi by collecting data through questionnaires and the number of samples that met the criteria for analysis from 100 leaders in various sections. The research concludes as follows: (1) The application of human resource management has a positive and significant effect on talent management; (2) The application of human resource management has no direct effect on organizational performance; (3) Talent management has a positive and significant effect on organizational performance. Decision makers and resource management leaders can use the results of this study to implement resource management strategies in the form of implementing talent management to improve organizational performance.

Influence of Human Resource Management on Organizational Performance with Talent Management Mediation

This study aims to examine the effect of implementing human resource management on organizational performance by mediating talent management. A structural equation model (SEM) was used to analyze the data by testing consisting of three hypotheses. The study used a population of respondents from the leadership of the High District Attorney's Office in Gowa Regency, South Sulawesi by collecting data through questionnaires and the number of samples that met the criteria for analysis from 100 leaders in various sections. The research concludes as follows: (1) The application of human resource management has a positive and significant effect on talent management; (2) The application of human resource management has no direct effect on organizational performance; (3) Talent management has a positive and significant effect on organizational performance. Decision makers and resource management leaders can use the results of this study to implement resource management strategies in the form of implementing talent management to improve organizational performance.

PENGARUH PENGELOLAAN SUMBER DAYA MANUSIA, KOMUNIKASI INTERPERSONAL DAN MOTIVASI KERJA YANG BERDAMPAK PADA KINERJA KOPERASI SETIA BUDI WANITA MALANG

This study was conducted to analyze and reveal the influence of human resource management and interpersonal communication on work motivation, which in turn affects the performance of cooperatives. The research design employed in this study is qualitative, and the data were collected through questionnaires and interviews from 75 respondents who are members and administrators of cooperatives. The results of this study demonstrate that human resource management and interpersonal communication have a significant influence on the work motivation of administrators and members in cooperative settings. Additionally, work motivation significantly affects the performance of cooperatives. This implies that interpersonal communication and motivation are key factors in successfully improving the performance of cooperatives, particularly in relation to the implementation of human resource governance, communication, and work motivation among cooperative administrators and members.

Influence of Human Resource Management on the Quality of College Education in Poland

The influence of human resources management (HRM) on the quality of college education in Poland is a critical concern in contemporary academia. This study investigates the relationship between HRM practices and the educational standards within higher education institutions (HEIs) in Poland. Through a quantitative survey conducted among academic staff and students, the research assesses current HRM practices, challenges faced by HEIs, and the impact of HRM on educational quality. Findings reveal a positive correlation between HRM practices and the quality of education, highlighting the significance of effective HRM strategies in enhancing educational standards. The study emphasizes the need for HEIs to focus on areas such as motivation, remuneration, evaluation, and personnel development to improve HRM effectiveness. Recommendations include aligning HRM practices with institutional strategic objectives, ensuring the sustainability of HRM efforts, and addressing challenges such as funding constraints and manpower shortages. These insights underscore the vital role of HRM in shaping the quality of college education in Poland and advocate for continuous monitoring and improvement of HRM practices to meet evolving educational needs.