Human Capital Management Research Articles

Enhancing Productivity Through Business Analytics and Human Capital

This paper explores the strategic integration of business analytics and human capital to enhance organizational productivity. It examines the role of business analytics in facilitating informed decision-making and optimizing human capital management to achieve a sustainable competitive advantage. The research investigates how investments in human capital, particularly in developing digital competencies, improve individual performance and significantly contribute to organizational success. Through a detailed analysis of the intersection between advanced analytics and effective human resource practices, the study highlights these elements' transformational impact on enhancing productivity and driving innovation within modern organizations. The findings emphasize the necessity of developing a culture that encourages continuous learning and data-driven decision-making to fully realize the benefits of integrating business analytics with human capital. The paper concludes that a strategic focus on nurturing talent and leveraging analytical tools is crucial for achieving and sustaining enhanced organizational performance.

Enhance business performance in the naval and maritime sectors through the implementation of environmental management focused on human capital

ABSTRACT Organizations are shifting focus from profits to people and planet. Sustainable human capital management is key to this transition. Bio-energy is a potential solution to reduce oil dependency. Additionally, strong Corporate Social Responsibility (CSR) is essential for business reputation and success. With an eye towards achieving the Sustainable Development Goals (SDGs), this work’s goal is to measure the relationship among HC, Environment Management (EM) and CSR on the Business Performance (BP) across a diverse range of companies from the naval and maritime sector. Two control variables have been added: the age and the size of the companies. In order to quantify the linkages, a survey comprising questions was distributed to managers. The data obtained from this survey was then analysed by RStudio and SmartPLS. A positive influence has been got in five of the six relationships established and one of the control variables has an impact on the constructs studied.

Human Capital: Economic Nature and Influence of Artificial Intelligence in the Context of Sustainability during the Period of Civilization Transformation

Human capital management mechanisms are rapidly developing due to the dynamic nature of socio-economic changes and the emergence of innovative technological solutions. The transition to a new stage in the development of civilization means a change in people’s attitude to creating a material basis and ensuring existence. Most of the functions of people will eventually move into the phase of creative creation and management of these relationships, rather than direct participation in them. These trends are intensifying with the development and widespread dissemination of artificial intelligence, to which people begin to transfer an increasing number of functions to ensure the material basis for their own existence and development. The nature of labor is changing, and, consequently, the requirements for human capital are changing. Studying the nature of human capital as a self-increasing value and identifying the internal laws of innovative development make it possible to build a human resource management system in the context of sustainability by identifying the core of this system, the internal impulse and the mechanism of its dynamic development. Which is of particular importance for leveling risks and preventing the negative consequences of new challenges of our time. The transformation of modern society can be considered from this point of view as a transition period to a new view at human and his/her relationship with the environment, including human’s attitude to himself and his/her own environment (both personal and business), to nature, to the state and the world order.

Evaluating the Utilization of Human Resources for Health Information Systems at the Local Government Level: Findings from the Kilimanjaro Region

Introduction: Human resources for health (HRH) are critical to healthcare delivery. Global HRH shortages hinder health service provision. This study explored how data from HRHIS is utilized to optimize HRH planning, management, and development. Methods: The study used a utility-focused evaluation approach, employing multiple case study designs. Data were collected from seven (7) of the Ministry of Health and President's Office—Regional Administrative and Local Government through in-depth interviews and an observation checklist, whereas ten (10) participants were interviewed. Interpretative phenomenological analysis was used to describe individual experiences, practices of HRH management, and data use from HRHIS. Results: The study found that staffing levels, DHIS2, Work Indicators, Staff Needs and Prioritization, and Optimization Analysis are key data sources for HRH planning, allocation, and deployment decisions. However, relying on multiple systems for employee data management proved challenging due to inconsistencies and errors. While essential, HRHIS lacks integration with other systems, hindering data utilization. Manual data entry further exacerbates data quality issues, emphasizing the need for a more robust and integrated HRH information system. Conclusion: HRHIS is a valuable tool for HRH data management, but its potential is underutilized in Kilimanjaro. Despite implementation, challenges persist in using HRHIS data for planning, management, and development. Significant efforts are needed to promote data utilization and improve HRHIS's contribution to Tanzania's healthcare workforce. The study recommends accelerating the integration of HRHIS with other systems, such as the District Health Information System, the Human Capital Management Information System, Professional Councils databases, Regulatory bodies – Tanzania Commission for University, NACVET, Health Facility Registry, and TrainSmart. This integration will enhance data accessibility and improve HRH planning and management.

Desafíos del desarrollo organizacional en el desempeño del capital humanoen las mipymes de América Latina

The following article is a literature review research that aims to analyze the challenges faced by micro, small, and medium-sized enter-prises (MSME) in Latin America in the context of organizational develop-ment and human capital performance management. Recognizing the latter as a vital resource for the development and success of these enterprises. The methodology employed involves an updated review of scientific jour-nals presenting various theories related to organizational development in the last 10 years. The content and structure of this study highlight the contributions of var-ious authors who have conducted previous research on the topic. The re-search aims to consolidate and synthesize different perspectives and find-ings present in existing literature, thus providing a comprehensive view of the current situation. The results obtained allowed for a detailed analysis of different contributions that can be considered for possible solutions to the identified main challenges.

Personnel Selection in a Coffee Shop Company Based on a Multi-Criteria Decision-Aiding and Artificial Intelligence Approach

Human capital management is a strategic element for companies in a globalized world. Therefore, they must use strategies and methods to recruit and select personnel assertively to focus their training, strengthening, and business growth efforts. Personnel selection can be seen as a decision problem and can be addressed in a multi-criteria decision-making context. This work aims to present the selection process of a barista in a Mexican coffee shop. The baristas could be the face of the company to customers, and they could significantly impact their overall experience. The personnel selection process included eleven candidates and three criteria. This process was performed using the ELECTRE-III to model the preferences of a decision-maker and RP2-NSGA-II+H, a multi-objective evolutionary algorithm that exploits fuzzy outranking relations to derive multi-criteria rankings. The ordering obtained with the algorithm did not have any inconsistency concerning the integral preference model, and it allowed for the selection of a candidate to occupy the barista position. The results show the relevance of combining preference modeling with multi-criteria analysis methods for decision-making and artificial intelligence techniques.

Rethinking the Role of the Principal in the Strategic Management of Human Capital in Public Secondary Schools in Zimbabwe

Effective leadership and management are at the centre of the strategic management of human capital in education. Principals in schools as organizations promote the effective execution of strategies by coordinating staff members toward accomplishing school goals and objectives to improve student outcomes. Principals are critical in implementing strategic plans and providing a conducive setting for teaching and learning that allows human capital to grow and perform better. Principals must be strategic and forward-thinking by aligning school systems, culture, and processes to achieve all goals. Principals in public secondary schools in Zimbabwe face challenges in strategically managing human capital. Evidence mainly points to the teachers’ low motivation levels and lack of training and coherence in support mechanisms that would enable principals to strategically manage human capital in Zimbabwean schools. Thus, this necessitates the need to rethink the role of the principal. The study aimed to explore ways to rethink and redefine the principal’s role in Zimbabwean schools where education is in crisis. Following an interpretivist paradigm, a qualitative approach using a case study design was employed to gather data. The study found a need for policy change to strengthen the principal’s management and instructional leadership role when managing human capital effectively in schools. Such a bold move would pave the way for an upgrade in principals’ leadership and management capacities so they can effectively manage teacher performance and thereby improve academic performance.

The Future of HCM: Moving to the Cloud

The landscape of Human Capital Management (HCM) is undergoing a significant transformation as organizations increasingly migrate their HCM systems to the cloud. Cloud-based HCM solutions offer unparalleled scalability, flexibility, and cost-efficiency, enabling businesses to streamline HR processes, enhance data accessibility, and leverage advanced analytics. This paper explores the future of HCM in the context of cloud migration, highlighting key drivers, benefits, and challenges associated with this shift. Through a comprehensive literature review and analysis of case studies from diverse industries, the study demonstrates how cloud-based HCM systems facilitate real-time data management, support remote and hybrid work models, and integrate seamlessly with other enterprise systems. Additionally, the research addresses critical concerns such as data security, privacy, and change management, proposing best practices for successful cloud adoption. The findings underscore the pivotal role of cloud computing in shaping the future of HCM, offering strategic insights for organizations aiming to optimize their human capital and maintain a competitive edge in a dynamic business environment.

The Role of Human Talent Capital in Shaping Firm Value: Evidence from Non-Financial Sector of Pakistan Stock Exchange (PSX).

Purpose- This study examines the relationship between human talent capital and firm performance, focusing on firm value, growth opportunities, and volatility. The interaction effect of firm size on this association is also explored. Study Design/methodology/approach – This quantitative study uses a fixed effects model; the study analyzes data from 290 firms over 11 years (2013-2023). Diagnostic tests are employed to ensure the robustness of the results. Findings- The findings of the study reveal a significant positive impact of human talent capital on firm value and growth opportunities. Supported by quantitative measures, larger firms show greater utilization of human talent capital. Moreover, human talent capital mitigates cash flow volatility, highlighting its role in firm risk management. Profitability, liquidity, and innovation also significantly affect firm value and growth. Research limitations/implications – The study has several limitations. Firstly, the generalizability of the findings may be constrained by the focus on a specific industry and geographic region. Secondly, the reliance on quantitative data and fixed effects model might overlook qualitative factors influencing the human talent capital phenomenon. Thirdly, external factors such as macroeconomic conditions and regulatory changes could impact the study's findings, deserving further exploration. Research Practical Implications- The study advocates for corporate governance reforms and policy interventions to prioritize human talent capital investments. Financial strategies such as maintaining liquidity and managing leverage are recommended to stabilize firm volatility. Originality/value- This research highlights human talent capital as a key determinant of firm performance, encouraging strategic investments in human talent capital and financial management practices to enhance organizational success.

The Role of Human Resources in Human Capital Management

This article discusses the important role of human resources (HR) in Human Capital Management (HCM) with a theoretical basis from various experts, as well as global case studies that illustrate the implementation of the role of HR in HCM. Based on the theory outlined in "Armstrong's Handbook of Human Resource Management Practice," HCM underscores the importance of managing human capital as a strategic asset that contributes to the achievement of organizational goals. Experts such as Gary Becker, David Ulrich, and Michael Armstrong state that investing in developing employee skills and knowledge is the key to increasing a company's productivity and profitability. In a global context, case studies show that the role of HR has evolved to become more strategic, not only managing employees but also adapting to current trends in human resource management. These trends include employee well-being, skills-based hiring, work flexibility, hybrid learning, ESG reporting, and interpersonal skills development. The role of HR in HCM is about transforming human resources into the main force that drives organizational growth and sustainability through effective and adaptive management strategies.

The Report from the 4th Science Conference in the Series “Digital Society and Organizational Management Concepts” titled “Human Capital Management during Uncertainty”

The Report from the 4th Science Conference in the Series “Digital Society and Organizational Management Concepts” titled “Human Capital Management during Uncertainty”

Формування критеріїв розвитку інструментів управління людським капіталом

Based on the analysis of big data, methods and tools for improving the level of human potential of both individual teams of employees and the entire company have been studied. As a result of working with big data, visualization methods were used to graphically display the results of the survey, primary statistical processing of the numerical data of the online survey was carried out to evaluate the teams of employees, departments (company) for the sale of women's clothing, the trends of the studied indicators were determined, both the correlation analysis of the data and and cluster analysis, constructed dendrograms according to various criteria. A number of universal provisions regarding the use of human capital management tools are proposed, and their corresponding features in personnel management under martial law conditions are defined. Eight development criteria (five main and three auxiliary) are substantiated, which should be used to evaluate human capital management tools to increase business profitability.

The Influence of System Users’ Competencies on The Performance of Human Capital Management Information Systems in Tanzanian

Purpose: Human Capital Management Information System (HCMIS) performance in Tanzanian Local Government Authorities (LGAs) is investigated in this study, with a focus on the effect of user competency. Design/Methodology/Approach: This study used an explanatory cross-sectional methodology. Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera were the six regions of Tanzania that were included in the study, which included 37 LGAs. A total of 201 Human Resource Officers (HROs) were randomly chosen from each of the sampled districts to fill out a questionnaire that provided the bulk of the study's data. Six (6) HRO "approvers" and two (2) directors from the Human Capital Division were among the eight (8) key informants who were in-depth interviewed. Ordered logistic regression and content analysis were used to analyse the data. Findings: The study found that 21% of the HROs had sufficient IT skills, 52% claimed to have a deep understanding of HR, and 56% had 4–7 years of experience. System users' abilities, including their degree of IT skills, commitment, and experience, significantly affect HCMIS performance in terms of completeness, accuracy, and timeliness of information, according to the results of the ordered logistic model. Practical Implications: The study underscores the need for comprehensive and ongoing training programs to improve user competency. By regularly updating the knowledge and skills of employees, LGAs can ensure more efficient and effective use of the HCMIS. Social Implications: Individuals can be empowered to take charge of their professional development, leading to increased job satisfaction, employee motivation, improved HCMIS competencies, and, in turn, fostering diversity and inclusion. Originality and Value: The paper identified, cognitive abilities, and behavioural competencies, tailored to the needs and realities of Tanzanian organisations. This holistic approach to assessing competencies is relatively novel and adds depth to understanding how different aspects of user capabilities contribute to system performance.

Uncovering Research Clusters in Job Satisfaction and Organizational Commitment: A VOSviewer Approach

Job satisfaction and organizational commitment are two key concepts that have attracted the attention of researchers and practitioners for a long time. Job satisfaction refers to how much an employee feels happy or satisfied with the work they do. The scope of work that employees do is connected to other factors, such as the work environment, as well as horizontal and vertical relationships in the workplace. On the other hand, organizational commitment refers to the employee's attachment to the organization. This study examines job satisfaction and organizational commitment in various industries using systematic Bibliographic Review. The data used is 150 articles in the Emerald database from 2019 to 2024. The keywords used in the search are "Job Satisfaction" AND "Organizational Commitment". The 150 articles were then processed using VOSviewer and then analyzed to find research maps and future research recommendations. shows that there is still an open possibility of research on variables that have not been explored much by previous studies. From the network visualization analysis, several variables that are still interesting to study include job dissatisfaction, psychological empowerment, remote workforce, social support, socio emotional resources, spiritual gain, material gain, salary satisfaction, supervisor citizenship behavior, and transparency practice. Based on overlay visualization analysis, several interesting variables to be studied include spiritual leadership, capability control, occupational strain, conscientiousness, and supervisory commitment. Meanwhile, based on the density visualization display, the variables that can still be explored include inclusive leadership, supervisory commitment, individual initiative, output control, psychological empowerment, and voluntary turnover intention. Keywords: VOSviewer, Systematic Bibliographic Review, Job Satisfaction, Organizational Commitment, Human Capital Management

Bridging the Gap: Exploring the Impact of Human Capital Management on Employee Performance through Work Engagement

The aim of this study was to suggest and test a research model that examines whether work engagement mediates the effect of human capital management practices (HCMPs) on employee performance. These relationships were assessed through the Smart PLS 4 (Partial Least Square) software using Partial Least Square-based Structural Equation Modelling (PLS-SEM). Data were elicited from full-time hotel employees and their managers in South Africa. Based on the PLS-SEM results, work engagement was identified as a mediator of the effects of HCMPs on employee performance. Specifically, HCMPs, manifested by training, career opportunities, and rewards, improve work engagement, triggering employee tasks, and adaptive and creative performance. Additionally, work engagement had a positive influence on task performance, adaptive performance, and contextual performance. This research contributes by empirically testing work engagement as a full mediator in the relationship between HCMPs and employee performance, offering insights into the crucial role of HCMPs in fostering employee engagement and performance within the hospitality industry. Implications of the results are discussed, and directions for future research are presented.

Enhancing E-Commerce SME Performance through Human Capital, Organizational Culture, and Product Innovation: The Mediating Role of Employee Performance

This study investigates the impact of human capital, organizational culture, and product innovation on entrepreneurial performance in e-commerce small and medium enterprises (SMEs) in Shanghai, hypothesizing that these factors positively influence entrepreneurial performance with employee performance as a mediating variable. Approximately 375 entrepreneurs and staff from e-commerce SMEs participated, providing pertinent data through validated questionnaires rated on a 5-point Likert scale. Utilizing a quantitative research design, the study employed SEM-PLS analysis to examine relationships among human capital, organizational culture, product innovation, employee performance, and entrepreneurial performance. The findings indicate that human capital, organizational culture, and product innovation significantly impact entrepreneurial performance, with human capital having the most substantial effect, followed by product innovation. Employee performance was found to mediate these relationships, enhancing organizational competitiveness. Effect sizes and confidence intervals demonstrated strong content validity and statistical significance. The study concludes that strategic management of human capital, fostering a supportive organizational culture, and encouraging product innovation are crucial for improving entrepreneurial performance in e-commerce SMEs. These results suggest that SMEs should invest in human capital development, create an innovation-friendly environment, and emphasize effective leadership and ethical behavior. The implications highlight the importance of these factors in achieving success in the competitive e-commerce market, emphasizing the need for strategic management practices that prioritize human capital and organizational development to drive performance outcomes. This research provides actionable insights for SMEs seeking to enhance their competitiveness and sustainability in the rapidly evolving e-commerce landscape, underscoring the critical role of human capital and innovative organizational practices.

A Study Human Capital Management with Reference to Penner Industries Limited

A Study Human Capital Management with Reference to Penner Industries Limited

Sustainable Human Capital Management, ESG, and Firm Performance: Moderating Role of ESG Disclosure

Sustainable Human Capital Management, ESG, and Firm Performance: Moderating Role of ESG Disclosure

Supervisor Impact on Employee Careers: The Role of Rating Differentiation

ABSTRACT Organizations invest heavily in supervision to increase the competitive advantage of their human capital. Although recent studies show that supervisors add value in general, it is not well understood what specific supervisory behaviors are relevant for employee career outcomes. To that end, this study explores the performance evaluation process and focuses on supervisors’ evaluation behavior. Interpreting a supervisor’s tendency to differentiate as a way of advancing employee development, I provide theory-consistent evidence revealing the relevance of differentiation for employee career outcomes. Using proprietary archival data, I demonstrate that differentiation relates positively to employees (1) performing more successfully in a new position upon promotion, (2) receiving a promotion to the next position, and (3) remaining in the organization. Therefore, this study presents novel and relevant evidence on the importance of specific supervisory behaviors in establishing effective human capital management practices.

조직 구성원의 연령 다양성과 기업 성과 및 이직률 관계 연구: 인적자본 유입의 조절효과 검증

This study investigates the influence of age diversity on firm outcomes (i.e. firm performance and employee turnover rates) with the moderating effects of human capital inflow. The Categorization Elaboration Model (CEM) suggests that the key process that enables positive effects of diversity depends on the task-related information elaboration process, while socially categorizing each other hinders this process, resulting in the negative influence of diversity. Based on this model, we suggest that age diversity may have mixed effects on firm performance and employee turnover rates, suggesting both positive and negative effects. In line with human capital literature, we also argue that human capital inflow can determine the functional or dysfunctional effects of age diversity on firm performance and employee turnover rates. In particular, we argue that an increase in the influx of human capital leads to the formation of relationships, which in turn suppresses existing social categorization processes and enhances the positive effects of diversity. Using a sample of 283 Korean firms from Korean Women Manager Panel (KWMP) data, our findings show that age diversity is positively related to firm performance and negatively associated with employee turnover rates, suggesting the functional role of age diversity. Additionally, we find that human capital inflow significantly strengthens the functional effects of age diversity. Our study contributes to the literature on diversity and human capital by demonstrating the joint effects of diversity and human capital management.