Human Resource Management Issues Research Articles

Factors influencing strategic human resource management in business organizations

Subject. This article discusses the ability of business organizations to adapt to a dynamic external environment, and the development of internal communications in a modern enterprise. Objectives. The article aims to systematize the key factors that affect human resource management and contribute to the achievement of strategic goals of the business organization. Methods. For the study, I used a systems analysis. Conclusions. The article finds that personnel policies and the state of the internal and external competitive environment are the most important factors affecting the functioning of enterprises. Constant monitoring of these factors contributes to the development of comprehensive strategies that help handle human resource management issues in an effective manner.

FOSTERING COMPETITIVE ENVIRONMENTS FOR ENTREPRENEURS: INSIGHTS AND BEST PRACTICES

Today, it is critical fostering competitive environments in nurturing entrepreneurial success. In an era characterized by dynamic market landscapes, this study delves into key insights and best practices that contribute to creating an ecosystem conducive to the growth and sustainability of entrepreneurial ventures. This research investigates the challenges and perspectives in fostering a competitive environment for entrepreneurship, focusing on individual and institutional barriers faced by entrepreneurs. Drawing on a combination of qualitative data from semi-structured interviews and insights from existing literature, the study identifies key constraints such as regulatory barriers, legal uncertainties, financial challenges, human resource management issues, and inner fears and insecurities among entrepreneurs. Through a systematic analysis, the research proposes recommendations for policymakers and stakeholders to address these constraints and create a conducive environment for entrepreneurial activity. These recommendations include simplifying regulatory procedures, enhancing financial support mechanisms, improving talent development programs, fostering a supportive organizational culture, and combating corruption effectively. The study emphasizes the importance of a holistic approach that addresses both individual and institutional barriers to entrepreneurship, highlighting the need for collaboration between the public and private sectors. By implementing these recommendations, countries can unlock entrepreneurial potential, drive innovation, and achieve sustainable economic development. Keywords: entrepreneurial activity, competitive environment, challenges, solution, Kazakhstan.

Analysis of the behavior model of the nursing staff of outpatient and inpatient services

Particular attention is required to study the organization of work of nursing staff and the individual and personal characteristics of nursing specialists in both outpatient and inpatient services. Target. Studying the characteristics of professional skills, work experience, taking into account individual personal characteristics, behavior patterns of senior nurses of a healthcare institution and nursing staff. Results. The scientific literature on human resource management issues was analyzed, the main motivators of nursing staff in outpatient and inpatient services were studied, the significance of the personal qualities of maternity hospital and antenatal clinic employees was studied, and the professional qualities of nursing service managers were assessed. Conclusion. For representatives of the nursing staff of the inpatient service, individual personal qualities that reflect the specifics of working with people are of great importance, in contrast to the nursing staff of the outpatient service, for whom individuality, responsibility and independence are important.

Current Issues in Higher Education Human Resources Management

Current Issues in Higher Education Human Resources Management

Developing and Managing Tourism in the Post Covid-19 Era: Perceptions from Hotel Industry Professionals in Cyprus

As in any other part of the world, the COVID-19 pandemic had a huge impact on tourism in the south-eastern island of Cyprus. Indeed, in a turbulent environment with many challenges that Cyprus’ tourism had to face, such as loss of competitiveness, monoculture of tourism, unplanned development, human resources management issues, etc., the pandemic was considered the most significant, that not only led to the halt of tourism activity – and hence, the partial collapse of the industry - for many months, but also brought into the surface several chronic structural problems of the island’s hospitality business, in terms of management. This paper seeks to examine how the tourism sector and more specifically, hotel enterprises in Cyprus handled the crisis and its consequences. To collect the data, exploratory research was utilised through the form of document scanning as well as face-to-face in-depth interviews with representatives of five-star hotels in Cyprus. Findings revealed that the greatest challenge that hotels in Cyprus needed to face during the pandemic era, was the high degree of uncertainty. All respondents stressed the role of the government and its support and emphasized the cooperation between the public and private sectors on the island. The results of the study would be useful for hotel managers to reduce the immediate impact of the crisis and support the long-term recovery of their operations and expansion, of Cyprus tourism, in a sustainable manner.

MMALA: Developing and Evaluating a Maturity Model for Adopting Learning Analytics

Learning analytics (LA) adoption is a challenging task for higher education institutions (HEIs) since it involves different aspects of the academic environment, such as information technology infrastructure, human resource management, ethics, and pedagogical issues. Therefore, it is necessary to provide institutions with supporting instruments to deal with these challenges. Although there has been much research on factors that are associated with the adoption of LA in HEIs, there has been much less research on specific models that can be used to guide actual adoption. In this sense, we developed MMALA, a Maturity Model for Adopting Learning Analytics. It is a guide that describes the necessary practices for taking the first steps in this area and enables institutions to reach higher levels of maturity in LA use, culminating in an organized and systematic adoption. In this paper, we describe the development process of MMALA, focusing on the model evaluation, which used both the questionnaire and the expert opinion method. MMALA can also give institutions an overview of their current situation regarding LA adoption. In this sense, we present the results of the maturity evaluation of three Brazilian HEIs using MMALA.

Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being

Improving well-being is an important human resource management issue within public sector organizations as it is linked with improved employee and organizational outcomes. A key antecedent to employee well-being is work–life balance, which can be supported or impeded by flexible working. The extent to which flexible working supports work–life balance and, ultimately, well-being depends on how flexible working is implemented, where managers play a central role. Managers can enable work–life balance by providing employees with work-family-specific support, which incorporates a range of behaviors, including facilitating access to flexible working. However, research to date says little about how and why managers engage in these behaviors and whether this differs within the same organizational context. This article addresses this gap, presenting four approaches to managerial support for flexible working: unconditional support, performance contingent support, no support, and support based upon the approval of others (transfer responsibility). It explores the reasons for each approach through the lens of Conservation of Resources (COR) theory. It suggests that different approaches create the potential for employee well-being to vary considerably within the same organizational and team context. These findings inform how to support and manage flexible working arrangements in ways that optimize well-being in the public sector.

Strategies for Enhancing Employee Retention in Multinational Organizations: A Comprehensive Review and Analysis

Employee retention is a significant issue in modern human resource management, especially in the ever-changing environment of multinational organisations that arose in the late 1990s. The intricacy of efficiently overseeing abilities in an international setting exceeds the difficulties encountered in local corporate contexts. Retention, a crucial aspect of human resources management, pertains to an organization’s capacity to keep its employees in the face of dynamic and fiercely competitive circumstances. The significant efforts made by organisations in recruitment and training highlight the strategic relevance of staff retention, as it is expected to provide lucrative outcomes and enhance overall efficiency. The study aims to specifically examine two crucial factors: the influence of growth opportunities on employee retention and the significance of leadership in establishing conducive work conditions for retention..The study technique used guarantees a meticulous and thorough investigation of the selected subjects, enhancing the comprehension of the aspects that impact employee retention in the modern corporate environment.

The impact of cultural distance on the migration of professional athletes as high-skilled employees

AbstractGlobal migration creates both challenges and opportunities for employees and employers. An important issue in international business and human resource management is the integration of employees into a culturally different working industrial environment because focusing on cultural differences, integration, and mitigating culture shock can provide a competitive advantage. Our research examined the global migration involving the Hofstede cultural dimensions in the sports industry, especially in the football transfer market. The paper aims to find a relationship between cultural distance as an expression of cultural differences and international transfers of professional footballers as high-skilled and talented employees. Our study is based on a substantial quantitative examination of processing 34,430 international transfers. Our research question is: What kind of relationship can be detected between cultural distance and the migration of professional footballers? The results of a linear regression model show a significant negative correlation between the number of transfers and cultural distance. However, we believe that the country's economic performance and professional sports standards or quality are essential in addition to the cultural distance. Therefore, as a next step, the analysis involved both factors in getting a more sophisticated result. The results of the multiple regression model confirm the attitude of professional athletes; besides cultural distance, the impact of other factors (economic and/or professional aspects) is also important. Therefore, we recommend that companies pay close attention to their particularly valuable human resources.

Influence of Leadership Style, Financial Compensation, Workload, and Work Stress on Performance with Job Motivation as an Intervening Variable

Aims: The low employee performance in this increasingly competitive era remains a significant issue in Human Resource Management (HRM). The purpose of this research is to analyze the influence of leadership style on employee performance with motivation as an intervening variable. Study Design: This study falls under the category of quantitative research with a population of all marketing staff working at PT BRI Banjarnegara Branch, totaling 150 individuals. The sample for this study was determined using the Slovin formula and resulted in 109 participants. Methodology: The hypothesis testing is conducted using the Partial Least Square (PLS) based Structural Equation Model (SEM) approach. By employing the PLS-based SEM approach, researchers can analyze the relationships among the variables in the study and test the proposed hypotheses. Results: The results of the study show that leadership style, workload, work stress have a positive effect on employee motivation, and financial compensation has a negative effect on employee motivation. However, leadership style and workload do not have a significant effect on employee performance. Meanwhile, financial compensation and work stress have a positive influence on employee performance. In addition, work motivation has a positive influence on employee performance, leadership style has a positive influence on employee performance with motivation as an intervening variable, financial compensation has a negative influence on employee performance with motivation as an intervening variable.

Employees’ Turnover Intention in Malaysian Manufacturing Company

Employee turnover is a significant issue in human resource management, which refers to the employees’ willingness to leave their current organization within a predetermined time frame. Thus, it is essential to pinpoint the factors affecting this decision, which include salary, working environment, employer-employee relationship, and leadership styles. The primary data was collected from a sample of 136 employees from a manufacturing company in Johor, Malaysia, and all questionnaires were successfully collected from the respondents. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) software version 23, and Pearson Correlation and regression analysis were carried out to investigate the influences between the variables. The results from the correlational study revealed that all independent variables have a negative relationship with the dependent variable. Multiple regression analysis showed that the four independent variables substantially explain 54% of the variance for employee turnover intention. However, when assessing the coefficient for each independent variable, only salary, employer-employee relationships, and leadership styles were significant, and the remaining variable was insignificant. For future research, it is recommended that an explicit sample size should be adopted so that the findings can be generalized to other similar populations.

Brief introduction to Volume 5, Issue 1

Human resource management needs to be studied by combining multiple factors, such as economic, political, and cultural factors, and, as a comprehensive science, involves knowledge of multiple disciplines. This issue offers an in-depth examination of several facets of human resource management along with an engaging discourse on a wide range of issues pertaining to human resource management across several sectors, including the healthcare, services, and educational sectors. More specifically, the papers in this issue highlight common and contemporary issues in human resource management and offer solutions. They also elaborate on the impact of numerous elements on different behaviors or performance related to human resource management.

HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEMS IN SCHOOLS: LITERATURE REVIEW

Human resource management (HRM) is the most important factor in the world of education. HRM is connected to the formation of educational staff and educators, both of which are important components in preparing educational programs. The COVID-19 pandemic, which spread to various parts of the world for several years and reached Indonesia, has made digitalization in the Indonesian education sector, namely schools, adapt more quickly to the era of digitalization than before. Current technological advances have had a positive impact on the world of education, which is inseparable from the management of human resources in schools. This research uses a literature review method by looking for previous research in journals that discuss HR management in organizations (such as schools) and related HRM issues. The purpose of this literature review is to identify related journals and factors that can help in answering the objectives of this research. The data used in the literature review is from 2018 to 2023. By searching on Google Scholar for keywords used by information systems, HRM, and schools, The data collection for this literature review was from national journals. A total of 55 national journal articles were selected based on the key, and after selecting based on the article topic, relevance of the title, and analysis results, there were 15 articles that were suitable. The results of this literature review are that there are several benefits obtained by installing an HRM information system in schools, including: increasing efficiency both in terms of time and performance; improving data management so that data expands more quickly and is more accessible; and educational issues that can focus more on strategic work.

Challenges and prospects for health workforce management

The key to building an effective healthcare system is to provide highquality treatment, take measures for disease prevention, and make medical care more accessible for all population groups. Today, the Russian healthcare system has a lot of serious issues in human resources management that require urgent solutions.

THE FACTORS AFFECTING EMPLOYEE RETENTION

Employee retention is a key success factor for organizations worldwide. Human resource management issues include curriculum development, employee capacity building, and lifelong learning. This manuscript proposes a conceptual framework for defining the relationship among curriculum development, employee capacity building, lifelong learning, career development, career success, and employee retention in the ACLEDA banking sector. Thus, this manuscript aims to determine the possibility of enhancing employee retention for employees in the banking sector in the ACLEDA bank sectors through curriculum development, employee capacity building, lifelong learning, career development, and career success opportunities granted to them by the organization. From this point of view, the service organization’s ability to retain talented employees and the low turnover rate can cause great inconvenience to the organization. The purposive sampling technique applies to collect data for this study. The research design for the current study is quantitative, with 453 participants. Item-Objective Congruence and Cronbach’s Alpha were employed to validate the constructs. Then, Confirmatory Factor Analysis (CFA) was used to verify convenient and discriminant validity and goodness of fit indices. The Structural Equation Modeling (SEM) was carried out to test the relationship among variables. The results of this paper examine the relationship among curriculum development, employee capacity building, lifelong learning, career development, and career success as critical factors affecting employee retention in the banking sector in Cambodia. The results of SEM indicated that curriculum development, employee capacity building, lifelong learning, career development, and career success as critical factors regarding the organization’s ability to retain its employees.

The Role of Work Engagement in Promoting Employee Well-Being in the Service Sector of Malaysia

The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to psychological resilience. Thus, it results in substantial challenges to mental health, and improving employee well-being (EWB) becomes an important human resource management issue. Research data are needed to develop evidence-driven strategies to reduce psychological impacts. This study aimed to examine how vigour, dedication, and absorption affect employee well-being among employee working from home (WFH) in the service sector context during the COVID-19 pandemic. A snowball sampling was used by drawing responses from 152 executives and higher-level positions working in the Malaysian service sector through an online survey questionnaire. The data were then analyzed using structural equation modelling. The findings indicate that vigour and absorption have a significant positive effect on employee well-being while dedication was found to be no direct effect on employee well-being. Our results suggest that work engagement is an important work behaviour, not only promotes effective work outcomes but also has a positive impact on an individual’s well-being. The data for the study were collected from the employees working in the service industry during COVID-19 pandemic situation. Future research could evaluate other factors as potential moderators or mediators, such as employee resilience and risk behaviour, to further evaluate the employee's well-being and further establish its validity. The study contributes by integrating the conservation of resources theory (COR) in the pandemic situation. In the previous COVID-19 pandemic circumstance, the results showed evidence that answered the question of how work engagement played a role in promoting employee well-being in a Malaysian service sector setting.

Critical Issues of Human Resource Management in Ageing Care Centres: Case of Malaysia

The entire world is progressing towards an ageing population, as, until 2030, 1.4 billion population will be elderly, which leads to 2.1 billion by 2050. The changing lifestyle and the declining fertility rate are main reasons for drastic makeover of economic environment and business issues. This study aims to examine the critical issues of Human Resource Management (HRM) in elderly care sector. The success of a business is associated with employed staff and ‘ human resource’ in elderly care centres entails knowledge, skills, passion, loyalty, and personal traits. A qualitative research strategy is adopted, and semi-structured interviews were conducted with 10 HR executives of elderly care centres throughout Malaysia. Saldana’s structured inductive data analysis method for analysis. The result revealed critical issues of human resource management such as lack of professional and competent workers, absence of flexible and adaptive potential of employees. A recommendation plan is proposed regarding planning, recruitment, selection, training and professional development and supervision, and support of staff. Thus, it is imperative to achieve these objectives of human resource management in elderly care centres to provide graceful ageing to an older adult. The findings of the study may use as a guide for HR executives in elderly care centres.

MODERN APPROACHES TO THE FORMATION OF THE COMPANY'S HR STRATEGY

MODERN APPROACHES TO THE FORMATION OF THE COMPANY'S HR STRATEGY

Constructive career development of Japanese local employees and the human resource employment strategies of Japanese overseas subsidiaries in Asia

Global human resources and overseas local hiring is a concept unique to Japan. Professor Kyomi Koizumi, Sagami Women's University, Japan, is conducting a study on constructive career development of Japanese local employee and human resource (HR) employment strategies of Japanese overseas subsidiaries in Asia. In this study, she is working closely with Associate Professor Akira Sugiyama, Tokyo University of Social Welfare. Key factors that led the researchers to this project are the anxiety and dissatisfaction experienced by local hires who are neither Japanese expatriates nor local staff but intermediaries between the two and a lack of understanding of a local subsidiary on the part of the Japanese HQ, which could lead to human resource management issues that could affect performance. Sugiyama and Koizumi are exploring whether establishing an effective strategy of hiring locally based Japanese nationals could enhance the competitiveness of Japanese companies in overseas markets. The project's focus on Japanese nationals who are already present in a variety of overseas regions and who may offer the best solution to the HR management needs of Japanese companies expanding overseas makes it truly unique. The researchers want to identify the elements and conditions necessary for Japan to once again become a leading country in Asia and the world. Their intention is that their research will lead to corporate activities and individual career design.

The Concept of Employers Brand-the Case of Heineken

Organizational managers and the academic community have converged in recent years in recognizing human capital as a valuable resource at the base of operating in markets that are increasingly based on knowledge and skills. This perspective has been reinforced by the rapid development of organizational competition, at the level of locating, attracting and maintaining the appropriate labor force. Competition between organizations, known as the 'war for talent', has become a central issue in strategic human resource management and has been argued to be increasingly intense. The reason behind, may be that jobs are becoming more and more complex, while achieving high levels of organizational performance requires more and more innovative solutions to problems that depend on highly skilled and quality workers. Organizations should develop processes to enhance understanding of the behaviors and attitudes of talented employees (potential and existing). These should keep pace with contemporary social and demographic trends and the strengthening of the labor force migration phenomenon. The concept of employer brand, on the one hand, has to do with attracting strong talent, but equally important is the attraction and retention of the right employees, in the right conditions, contexts and constraints. This article dealt with the concept of employer brand, having as research objective the thorough study of the concept, analyzing the Heineken organization based on the case study technique. The organization was chosen as it is a prime example of employer branding, which can provide valuable lessons for today's organizations.