Influence Of Human Resource Management Research Articles

Pengaruh Manajemen Sumber Daya Manusia dan Motivasi Kepala Sekolah terhadap Disiplin Kerja Guru di Sekolah Islam Terpadu Kabupaten Tapanuli Tengah

This study aims to verify the effect of human resource management and the motivation of school principals on the work discipline of teachers at SD IT Pandan in Central Tapanuli Regency. This research is a correlation research with a quantitative approach. The instrument used in this study was a questionnaire which was tested using validity and reliability tests, while the analytical technique used was quantitative analysis techniques. The results showed that there was a significant effect of human resource management on significant work discipline (Fcount (23.15) greater than Ftable (0.320)), there was also a significant influence of motivation on work discipline significantly (Fcount (38.04) greater than Ftable (0.320)). Meanwhile, based on multiple regression data analysis, the results showed that there was a significant influence of human resource management and motivation on the work discipline of teachers at SD IT Pandan in Central Tapanuli Regency. This is evidenced by the statistical results of multiple regression tests which show that Fcount (1.8) is greater than Ftable (0.320), then HO is rejected and Ha is accepted. In addition, the results obtained from the SPSS value which shows the value of Human Resource Management (β) 0.269 (**p<0.05; p=0.000) and Giving Motivation (β) 0.303 (*p<0.05; p=0.000) has a significant effect on the work discipline of teachers at SD IT Pandan in Central Tapanuli Regency. The contribution of the variable influence of human resource management and motivation to work discipline is (ΔR2) 0.144

THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES AND JOB INVOLVEMENT ON THE EMPLOYEE PERFORMANCE IN THE PUBLIC SERVICE SECTORS MEDIATED BY AFFECTIVE COMMITMENT

This study aims to analyze the influence of Human Resource Management (HRM) practices and job involvement on the employee performance of the public service sectors mediated by affective commitment. The sample in this study was 105 employees who work in the public sector. This study used path analysis employing the IBM SPSS 22 software. The results of this study indicate that there is a positive and significant influence of HRM practices in the public service sectors on employee performance and there is a positive and significant influence of job involvement on employee performance as well as the positive and significant influence of affective commitment to employee performance. The results also show that affective commitment does not mediate either partially or fully the influence of HRM practices on the performance of employees in the public service sectors. In addition, affective commitment also does not mediate either partially or fully the effect of job involvement on the performance of employees in the public service sectors. The best strategy proposed in this study is how to encourage the role of job involvement in the form of increased participation, work flexibility, empowerment, and wider responsibility to increase affective commitment and employee performance.

Value Chain Support Activities and Performance of Sheep Production Projects in Nyandarua County, Kenya

As Kenya grapples with meat deficit and reduced livestock productivity in the ASALs, sheep production in the high rainfall areas offers an opportunity to bridge the gap. Sheep and goats have many advantages over large ruminants for most farmers, including lower capital investment requirement for flock establishment, lower feed consumptions and thus lower food-related costs, high fecundity and thus faster flock building, and are easier to manage. However, sheep production still faces a myriad of challenges that result in low productivity and ultimately low returns to farmers. Projects have been designed and implemented to improve sheep productivity but with little impact. The performance of such projects in terms of timeliness, cost, budget compliance, and quality has been questioned. This research aims to assess how various value chain support activities influence the performance of sheep production projects in Nyandarua County, Kenya. Specifically, the study sought to examine the influence of firm infrastructure assess the influence of human resource management, explore the influence of technology development, and evaluate the influence of procurement on the performance of sheep production projects in Nyandarua County, Kenya. Value chain support activities are the independent variable while the dependent variable is the performance of sheep production projects. The theories that support this study are Capability-Based View, Knowledge-Based View, Resource-based view, and Market-Based View. Descriptive design was used to conduct the study whose population was drawn from sheep production value chain stakeholders in the county, whose population is estimated at 596, 268. A sample size of 271 stakeholders were reached. Qualitative data was analyzed using content analysis while descriptive statistics were used to analyze quantitative data. Descriptive and inferential statistics were used in analyzing the data. Results were presented in form of tables, percentages, bar charts, and graphs. The study found that effective leadership styles has a positive influence on employees’ motivation and morale and contribute positively to organizational and sheep production projects performance. At the same time, human capital planning, acquisition, and development strategies have a more positive influence on organizational and sheep production projects performance than traditional strategies. Further, information technology contributes to the successful introduction of new products or services, improved operational processes and provides guidance to decision making on project implementation and thus affect positively project performance. Moreover, respondents approved that, procurement is a strategic function in that it not only contributes to costs reduction but also to the achievement of budgetary compliance in sheep production projects. It can, therefore, be concluded that firm infrastructure, human resource management, technological development, and procurement are all key success factors in the increased performance of sheep production projects. As part of the recommendation, players in the sheep production value chain should consider adequately investing in firm infrastructure, human resource management, technological development, and procurement. They should also be guided by effective leadership styles that will yield the desired outcome through a positive influence on employees' motivation and morale while exercising human capital planning, acquisition, and development strategies to enhance organizational performance.

PENGARUH MANAJEMEN SUMBER DAYA MANUSIA TERHADAP MUTU PENDIDIK

The purpose of this study was to determine the management of MTs al-Amiriyyah Blokagung Tegalsari Banyuwangi's human resources, about the quality of MTs al-Amiriyyah Blokagung educators, is there any influence of human resource management on the quality of MTs al-Amiriyyah Blokagung Tegalsari Banyuwangi educators, the effect of human resource management on the quality of MTs al-Amiriyyah Blokagung Tegalsari Banyuwangi educators.This research uses descriptive quantitative method.The data collection methods used in this study are questionnaire, observation, documentation. As for the data validity test using the product moment formula, to find the reliability of the data using the formula Cornbach, Alpha. Then for hypothesis testing using the T test and F test, for the normality test using the Kolmogorov-Smirnov formula. In data analysis using Simple Linear Regression analysis.The results of this study indicate that the management of human resources on the quality of MTs al-Amiriyyah Blokagung Tegalsari Banyuwangi 2019/2020 Academic Year is classified as good, because the T test results of 81.524&gt; 1.305 t tables, which means Ha is accepted. there is an influence of human resource management on the quality of MTs al-Amiriyyah Blokagung Tegalsari Banyuwangi educators by 99.5% while the remaining 0.05% is influenced by other variables not examined, which means the effect of human resource management on the quality of MTs al-Amiriyyah Blokagung educators is good.

Research on the Influence of Human Resource Management on Enterprise Economic Benefit

Research on the Influence of Human Resource Management on Enterprise Economic Benefit

Uticaj praksi menadžmenta ljudskih resursa na nameru odlaska iz organizacije - medijatorska uloga organizacione posvećenosti

Managing human capital is growing into one of the most complex tasks that are set before the managers of the modern age. The reason for this lies in the fact that the 21st century workforce consists of several diametrically opposed generations' representatives who are expected to ignore their differences, adopt common values, and while standing "side by side", as a team, assist an organization whose part they are in its quest to climb high on the market ladder and achieve the set goals. The working attitudes and behavior of the currently dominant staff in the labor market - the millennials, are a factor that can establish or shake organizational stability. Prone to sudden retirement, not overly loyal, and to a certain extent uninterested in the future of the organization that provides them with employment, the millennials can pose a "threat" to its sustainability. Previous research indicates that the work on establishing the organizational commitment of this age cohort can be seen as a tool of neutralizing the risk of the aforementioned unwanted behaviors, and an activity to which human resource managers must be fully committed. The aim of the research is to determine the influence of human resource management (HRM) practices on the intention of employed millennials to leave the organization, and to examine the mediating role of organizational commitment in this relationship. The theoretical research was performed by content analysis of available national and foreign scientific-professional literature. The empirical research was conducted using a survey method in the first half of 2021, covering a sample of 99 millennials employed in the Republic of Serbia. Statistical software SmartPLS and SPSS were used to process the collected data. The results of the research indicated that the HRM practices have a negative statistically significant impact on the millennials' turnover intention, and that organizational commitment mediates and strengthens the aforementioned relationship.

Talking about the Influence of Human Resource Management on Enterprise Development under the New Situation

With the advent of knowledge economy, international competition is becoming increasingly fierce, human resources management in the role of enterprise management is growing. In the 21st century, the trend of globalization of the world economy has been strengthened, and the development of science and technology has been changing with each passing day. The essence of comprehensive national competition is becoming the competition of human resources. Similarly, enterprises in order to compete in the fierce and healthy development, we must reduce costs and improve management efficiency, must have a set of their own talent management methods. Human resources are the most important resources in all resources, effectively play the important role of human resources in the core competitiveness, and formulate the countermeasures of human resource competition, which is of great significance to improve the core competitiveness of enterprises. In the new century to further improve the management of human resources in state-owned enterprises, improve China's enterprise human resources management system is to enliven the state-owned enterprises, improve our comprehensive national strength of the top priority, to promote China's economic development is of great significance.

Human Resource Management Practices as an Antecedent of Employee Performance

The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.

Employee Job Satisfaction in JHL Solitaire Gading Serpong

JHL Solitaire Gading Serpong is a hotel that carries an iconic, majestic and spectacular concept. This hotel is the first five-starred hotel in Banten by providing various luxurious facilities and equipment that makes it famous as “Jewel of The City”. This research aims to reveal the Influence of Human Resource Management on Employee Job Satisfaction in JHL Solitaire Gading Serpong. Data in this quantitative research gathered using questionnaire given to 100 employees of the hotel and then processed by SPSS 23. The result shows that the mean of human resource management in JHL Solitaire Gading Serpong is 4.65 stating the excellent human resource management already exists in JHL Solitaire, meanwhile the mean for the variable of employee job satisfaction in JHL Solitaire Gading Serpong is 4.65 stating very high of employee job satisfaction in JHL Solitaire. The influence of human resource management on employee job satisfaction in JHL Solitaire Gading Serpong is 98.21%, and the other 1.79% is influenced by other factors that are not involved in this study.

High-performance work systems and open innovation: moderating role of IT capability

PurposeThis study aims to explore the impact of high-performance work systems (HPWS) on open innovation and the moderating role of information technology (IT) capability on the relationship between HPWS and open innovation.Design/methodology/approachThis study conducted a questionnaire survey in the industrial parks of the Yangzi River Delta in China and obtained 108 useful responses.FindingsHPWS positively impacts open innovation. IT exploration capability strengthens the relationship between HPWS and open innovation, whereas IT exploitation capability and ambidexterity do not strengthen such relationship.Research limitations/implicationsFirms should use HPWS to improve employees' motivation of external learning and searching for enhancing innovation openness. They should acknowledge the enabling role of IT exploration capability in facilitating employees' learning and searching toward open innovation and discreetly develop IT exploitation capability and ambidexterity during external knowledge searching, which may not achieve the desired facilitation purpose.Originality/valueThis study contributes to human resource management (HRM) by suggesting that a new antecedent, which is HPWS in our case, should be taken into account when considering the influence of HRM in the process of open innovation. This study has important implications for HPWS, IT capability and open innovation; open innovation can be improved by using HPWS and IT capability. This study also expands IT ambidexterity to HRM and innovation studies.

The Essential Role of Human Resources Management in Healthcare and Its Impact On Facilitating Optimal Healthcare Services.

The role of Human resource management (HRM) in the healthcare sector is vital to facilitate optimum healthcare services by improving workforce performance and patient satisfaction. A solid understanding of the role of human resource management and related functions is required to safeguard the delivery of quality service and the success of the healthcare program. The study aims to explore the role and responsibilities of human resource management and its impact on the employee performance and value of healthcare services. The descriptive and investigative methodology was applied to analyze and review the previously published academic literature to obtain the influence of human resource management on the healthcare sector. The study illustrates that HRM functions in healthcare have a robust effect on facilitating optimal healthcare services and workforce performance, leading to heightening organizational performance. The study recommends that it is imperative to implement effective human resource management plans to achieve higher performance in providing superior healthcare amenities and further enhancement of healthcare organization.

Explicating innovation-based human resource management's influence on employee satisfaction and performance

PurposeThis study aims to build and test an empirical model that investigates the mechanism with which innovation-based human resource management (HRM) impacts employee satisfaction and performance in Nigerian international airports.Design/methodology/approachA time-lagged approach that involved three-waves was used to collect data from passenger-contact employees and their immediate managers for three-month period starting from January to March 2019. A total of 247 dyads of passenger-contact employees and managers were used for the data analysis.FindingsResults from data analysis showed that coworker support and absorptive capacity mediate the impact of innovation-based HRM on employee satisfaction and performance. Innovation-based human resource effort is best applied when coworker support is evident in the workplace.Originality/valueThe development and application of innovation-driven human resources in the Nigerian aviation context encourage satisfaction with assigned task roles, leading to employee performance. Theory-based implications for managing passenger-contact employees were also given. A significant strength of this study is that it is among the forerunners of scholars that investigated innovation-based HRM as a continuum rather than different aspects of broader management issues.

Influence of human resource management practices on the organisational commitment with specific reference to selected hotels in Chennai

This study investigates the influence of human resource management (HRM) practices on the organisational commitment in hospitality industry. The study hypothesises that HRM practices (employee motivation, rewards and awards, grievance handling, employee engagement, performance appraisal and training and development) will be positively related to commitment to organisation and career. The study was conducted with randomly selected employees (300 numbers) of leading hotels in Chennai, Tamilnadu. The statistical results of the data collected from the employees of hotels reveal that majority of the six HRM practices have direct positive and significant relationships with commitment to organisation and career. The employees of the hotels felt that 'grievance handling' function of HRM practices has to be given more importance and 'performance appraisal system' has to be more effective in a manner to motivate employees to perform better.

Influence of human resource management practices on the organisational commitment with specific reference to selected hotels in Chennai

This study investigates the influence of human resource management (HRM) practices on the organisational commitment in hospitality industry. The study hypothesises that HRM practices (employee motivation, rewards and awards, grievance handling, employee engagement, performance appraisal and training and development) will be positively related to commitment to organisation and career. The study was conducted with randomly selected employees (300 numbers) of leading hotels in Chennai, Tamilnadu. The statistical results of the data collected from the employees of hotels reveal that majority of the six HRM practices have direct positive and significant relationships with commitment to organisation and career. The employees of the hotels felt that 'grievance handling' function of HRM practices has to be given more importance and 'performance appraisal system' has to be more effective in a manner to motivate employees to perform better.

Proactive Personality, Human Resource Management Practices, and Job Performance: A Case of Banking Sector Employees in Malaysia

The study aims to examine the influence of human resource management (HRM) practices and proactive personality on job performance. HRM practices comprised of compensation and benefits, training and development, and performance appraisal and achievement. Employees who participated in the study are employees of commercial banks located in Klang Valley. The results reported that compensation and benefits and proactive personality have a significant and positive influence on job performance. Discussions delineated on the predicting role of compensation and benefits and proactive personality in boosting job performance among employees in the study. Theoretical implications in terms of Social Exchange Theory and Self-Determination Theory are highlighted while practical implications are also brought to fore. Finally, limitations, directions for future research, and conclusion are also presented.

Direct and Indirect Influence of HRM Practices on Employee Performance and Turnover Intention

This study attempted to narrow the dearth in the literature with regard to the influence of human resource management (HRM) practices on employees. The study, using a sample of clerical front liners in service-based cooperatives in West Malaysia revealed that HRM practices (training and development, performance appraisal, communication and participation, and rewards) had a significant direct positive and indirect positive relationship with employee performance. The indirect relationship was mediated by affective organisational commitment. In contrast, HRM practices only had an indirect relationship with turnover intention, mediated by affective organisational commitment. Affective supervisory commitment did not mediate the relationship between HRM practices and employee performance nor the relationship between HRM practices and turnover intention. The results suggested that HRM practices can enhance employee performance directly as well as indirectly, through fostering affective organisational commitment. In addition, HRM practices can reduce turnover intention only indirectly through enhancing affective organisational commitment.

Proactive Personality, Human Resource Management Practices, and Job Performance: A Case of Banking Sector Employees in Malaysia

The study aims to examine the influence of human resource management (HRM) practices and proactive personality on job performance. HRM practices comprised of compensation and benefits, training and development, and performance appraisal and achievement. Employees who participated in the study are employees of commercial banks located in Klang Valley. The results reported that compensation and benefits and proactive personality have a significant and positive influence on job performance. Discussions delineated on the predicting role of compensation and benefits and proactive personality in boosting job performance among employees in the study. Theoretical implications in terms of Social Exchange Theory and Self-Determination Theory are highlighted while practical implications are also brought to fore. Finally, limitations, directions for future research, and conclusion are also presented.

Imperative Role Of Human Resource Management In Organizational Activities

Human Resource Management is the strategic approach to the effective management of people in a company or Organization such that they help their business gain a competitive advantage. The overall purpose of Human Resource is to ensure that the organizational is able to achieve success through people. It practices on organizational performance. The job of HRM is the job of all such departments to ensure that the business gets the most out of its employees. The Human Resources Management needs to provide a high return on the business investment in its people and deals with not just management issues but also human as well. It has widely spread over different channels receiving an application, selection, placement, Training and development, promotional activities, performance appraisal, job definition, compensation, reward and employee participation. In this paper we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for Organizational achievement. HRM becomes a valuable tool for management to ensure the organizational success. In today’s world the human resource management plays a very vital role in the daily life. On the one hand the soft and hard human resource management influence on the business and let them develop rapidly for organizational growth and success.

HRM reforms and job-related well-being of academics

PurposeThe purpose of this paper is to examine the influence of human resource management (HRM) reforms on job-related well-being of academics in Chinese universities. It also tests the mediating effect of work intensification (WI) and affective commitment (AC), and the moderating effect of perceived organizational justice (OJ) on the HRM‒well-being relationship to understand the influence mechanisms and boundary conditions.Design/methodology/approachA questionnaire survey was conducted in 25 Chinese universities, obtaining 638 usable questionnaires. Structural equation modeling (SEM) was used as the analytical technique to examine the model fit and test hypotheses.FindingsThe findings reveal that the relationship of HRM and well-being is neither direct nor unconditional, and a win‒win scenario for both management and employee well-being is possible when organizations pursue HRM innovations.Research limitations/implicationsThe limitations of this study are that data were collected at once and at a defined time, with no time lag being involved. In addition, all variables were self-reported.Practical implicationsCommitment-oriented HRM practices can create a win‒win scenario; when control-oriented HRM practices are necessary, managers should ensure OJ to offset their negative influence on employees.Originality/valueThis study is among the first to examine the impact of HRM on employee well-being in the context of Chinese higher education, contributing to the limited studies on HRM in Chinese public sector and the on-going debate on the nature of HRM in China.

Relationship between Strategy Implementation and Performance of Kenya Wildlife Service

Cases of a direct strategic direction–performance link may be found in numerous accounts of improvements of organizational performance attributed to changes in leadership. The same case applies to structural adaptations, human resource management, and technology. However, empirical studies into the links between these elements and performance have been lacking. However, Kenya wildlife services have experienced a lot of challenges in achieving its desired objectives more so local customer satisfaction. This study has investigated the effect of strategy implementation on organizational performance in the Kenya Wildlife Service. Four specific objectives guided the researcher and they included to establish the influence of strategic direction on performance; to assess how structural adaptations affect performance; to determine the influence of human resource management on performance; and to find out how technological requirements influence performance in the Kenya Wildlife Service. Theories that were reviewed included organizations theory, dynamic capabilities view, Okumu’s strategy implementation framework, and Higgins’ 8-S strategy implementation framework. The researcher employed a descriptive case study research design with a combination of both qualitative and quantitative methods. The population of interest in this study included all the management staff involved in formulation and implementation of strategy at the Kenya Wildlife Service. The Kenya Wildlife Service has seven deputy directors with 43 management staff under them. This study targeted all of them which translated into a population of 50 respondents in the organization. This study used a census technique which is a procedure of systematically acquiring and recording information about the members of a given population as a whole. A total of 50 members of management staff therefore took part in this study. A questionnire was used to collect data through drop-and-pick later method. Data collected was analyzed using descriptive statistics and inferential statistics and the results presented in tables and charts. The regression analysis results show that strategic direction, structural adaptations, technology requirements and human resource explains 96.3% of change in performance. Strategic direction has a positive relationship with performance and contributes by a factor of 0.343 to the change in the dependent variable. Structural adaptations also have a positive relationship with performance and contributed to the change in the dependent variable. Human resource management was found to have a negative relationship with performance and contributed to change in the dependent variable. This relationship was however not statistically significant.Technology requirements have a positive relationship with performance and it contributed to the change in the dependent variable. Performance of an organization largely depends on its external and internal customers. KWS seems to have concentrated more on the external customer forgetting its internal customers; the employees. Employee satisfaction is critical for KWS performance and therefore the need to focus on employees’ needs as the organization seeks to satisfy its customers. Motivated employees will have better individual productivity and this will yield improved overall oragizational performance. KWS should review its human resource policy and practices. Its new policy should take good care of employees; motivate them through rewards and incentives. KWS should adopt current technology for better operational performance. It should also be in a position to respond to frequent technological changes in its field.