Workforce Management Research Articles

Can compassionate leadership of senior hospital leaders help retain trainee doctors?

BackgroundHigh burnout and low retention rates among trainee doctors threaten the future viability of the UK medical workforce. This study empirically examined factors that can sustain trainee doctors.MethodA total of...

Small, Medium, and Micro-Sized Enterprises Strategies for Dealing with Contemporary Management Issues in Post-COVID: A Conceptual Framework

Purpose: Small, medium, and micro-sized enterprises (SMMEs) are integral to global economies, contributing significantly to employment, innovation, and economic growth. However, the COVID-19 pandemic has posed unprecedented challenges to most SMMEs around the world, reshaping their operational landscape and management strategies. This conceptual study seeks to review the available information in detail on contemporary management issues affecting SMMEs in the post-COVID-19 era. The study further assesses the management processes adopted by SMME managers to address these issues and provide a clear and easily understandable conceptual framework for SMMEs to survive post-COVID-19 challenges. Design/Method/Approach: The study rigorously analysed 1,105 peer-reviewed articles from reputable databases and adopted an interpretive qualitative approach and the systematic literature review technique. In this regard, a thematic analysis identified the recurring themes, thereby forming the basis for the conceptual framework. Findings: The identified themes include financial disruptions, shifts in consumer behaviour, resilience, and survival, rapid digital transformation, and remote work dynamics. A conceptual framework was developed, emphasising emotional intelligence, customer-centric adaptations, innovation risk management, financial resilience, technological innovation, adaptive leadership, sustainable business models, and remote workforce management. Theoretical Implications: Contribute to expanding conceptual knowledge base regarding SMMEs post-COVID-19 strategies in dealing with contemporary management issues. This includes the integration of organizational learning theory, which shows how SMMEs can learn from their experiences and adapt to the shifting business dynamics in the contemporary era. Practical Implications: The policy implication for these findings is that governments should develop targeted interventions, fostering a resilient environment for SMMEs. The findings of this study can enable SMMEs to Collaborate among stakeholders so as to propose essentials for creating sustainable solutions, ensuring that SMMEs continue their vital contributions to economic growth and innovation. Originality/Value: Theoretical perspectives on SMMEs post-COVID-19 strategies in dealing with contemporary management issues. The COVID-19 crisis has placed reliance on SMMEs to generate strategies for urgent management challenges, financial resilience, and an improvement in revenue streams. Research Limitations/Future Research: This research was limited to conceptual review and thus created the need to develop a conceptual framework that researchers can utilize to obtain empirical data on SMMEs post-COVID-19 strategies in dealing with contemporary management issues across the globe. Future research could also delve deeper into developing a more robust framework that shows the micro and medium-sized enterprise innovations, industry associations, and capacity-building initiatives that empower SMMEs to navigate the dynamic business landscape in the post-COVID-19 era. Paper Type: Conceptual JEL Classification: G32, L25, L26, M21

A new roadmap for an age-inclusive workforce management practice and an international policies comparison.

Worldwide, the worker population age is growing at an increasing rate. Consequently, government institutions and companies are being tasked to find new ways to address age-related workforce management challenges and opportunities. The development of age-friendly working environments to enhance ageing workforce inclusion and diversity has become a current management and national policy imperative. Since an ageing workforce population is a spreading worldwide trend, an identification and analysis of worker age related best practices across different countries would help the development of novel palliative paradigms and initiatives. This study proposes a new systematic research-based roadmap that aims to support executives and administrators in implementing an age-inclusive workforce management program. The roadmap integrates and builds on published literature, best practices, and international policies and initiatives that were identified, collected, and analysed by the authors. The roadmap provides a critical comparison of age-inclusive management practices and policies at three different levels of intervention: international, country, and company. Data collection and analysis was conducted simultaneously across eight countries: Canada, France, Germany, Italy, Japan, New Zealand, Slovenia, and the USA. The findings of this research guide the development of a framework and roadmap to help manage the challenges and opportunities of an ageing workforce in moving towards a more sustainable, inclusive, and resilient labour force.

The time-less threat of automation: has new technology been the predicted job killer?

ABSTRACT This paper analyses the association between five prominent indicators of occupations’ exposure to the risk of automation owing to a greater use of artificial intelligence (AI) in goods and service provision or workforce management, and employment change between 2011 and 2021 in Australia. Whilst much of international research has focused on innovation leaders, notably the U.S.A. Australia is a more typical, moderately innovative economy. The study explores employment change in four industry sectors with rather different development trajectories, and for vacancy data. Indicators of automation risk that seek to capture current technological capacity rather than future potential are more frequently found to be associated with employment change. However, patterns vary between sectors, over time, and by the time spent performing specialist tasks in occupations. Whereas a frequent assumption is that AI may displace labour, the present analyses show occupations deemed to be at greater risk of automation to have expanded.

Precision Workforce Management for Radiographers: Monitoring and Managing Competences with an Automatic Tool.

Optimizing work shifts in healthcare is crucial for maintaining high standards of service delivery and fostering professional development. This study delves into the emerging field of skill-oriented work shift optimization, focusing specifically on radiographers within the healthcare sector. Through the development of Skills Retention Monitoring (SRH), this research aims to enhance skill monitoring, workload management, and organizational performance. In this study, several key highlights emerged: (a) Introduction of the SRH tool: The SRH tool represents a resource-efficient solution that harnesses existing software infrastructure. A preliminary version, focusing on the radiographers' professional profile, was released, and after several months of use, it demonstrated effectiveness in optimizing work based on competency monitoring. (b) The SRH tool has thus demonstrated the capacity to generate actionable insights in the organizational context of radiographers. By generating weekly reports, the SRH tool streamlines activity management and optimizes resource allocation within healthcare settings. (c) Application of a Computer-Assisted Web Interviewing (CAWI) tool for pre-release feedback during a training event. (d) Strategic importance of a maintenance and monitoring plan: This plan, rooted in a continuous quality improvement approach and key performance indicators, ensures the sustained effectiveness of the SRH tool. (e) Strategic importance of a transfer plan: Involving professional associations and employing targeted questionnaires, this plan ensures the customization of the tool from the perspective of each profession involved. This is a crucial point, as it will enable the release of tool versions tailored to various professions operating within the hospital sector. As a side result, the tool could allow for a more tailored and personalized medicine both by connecting the insights gathered through the SRH tool with the right competencies for healthcare professionals and with individual patient data. This integration could lead to better-informed decision making, optimizing treatment strategies based on both patient needs and the specific expertise of the healthcare provider. Future directions include deploying the SRH tool within the Pisa hospital network and exploring integration with AI algorithms for further optimization. Overall, this research contributes to advancing work shift optimization strategies and promoting excellence in healthcare service delivery.

Strategic Management of Workforce Diversity: An Evolutionary Game Theory Approach as a Foundation for AI-Driven Systems

In the complex organisational landscape, managing workforce diversity effectively has become crucial due to rapid technological advancements and shifting societal values. This study explores strategic workforce management through the novel methodological framework consisting of the evolutionary game theory concept integrated with replicator dynamics and traditional game theory, addressing a notable gap in the literature and suggesting an evolutionarily stable workforce structure. Key findings indicate that targeted rewards for the most Enthusiastic employee type can reduce overall costs and enhance workforce efficiency, although managing a diverse team remains complex. The study reveals that while short-term incentives boost immediate productivity, long-term rewards facilitate favourable behavioural changes, which are crucial for sustaining organisational performance. Additionally, the role of artificial intelligence (AI) is highlighted, emphasising its potential to integrate with these theoretical models, thereby enhancing decision-making processes. The study underscores the importance of strategic leadership in navigating these dynamics, suggesting that leaders must tailor their approaches to balance short-term incentives and long-term rewards to maintain an optimal workforce structure.

Effects Of Lean Manufacturing Practices On Operational Performance

Lean manufacturing is a concept of process improvement in production management which focuses on waste elimination. This paper explores relationships between lean manufacturing practices and operational performance. Using data collected from 55 manufacturing companies in Tasikmalaya city. Lean manufacturing were measured by five dimensions: production flow management, customer focus, process management, workforce management, and supplier management. Operational performance comprises four dimensions: cost, quality, lead-time, and flexibility. The findings are that all dimensions of lean manufacturing are significantly related to on operational performance. Production flow management has a higher level of significance in large enterprises compared with SMEs, whereas for customer focus there is a higher level of significance in SMEs compared with large enterprises. Process management, supplier management and workforce management have much lower level of significance for both SMEs and large enterprises.

Modeling challenges to implement HR analytics in IT sector using ISM

This research paper delves into the intricate landscape of modeling challenges that hinder the integration of Human Resources (HR) analytics within the Information Technology (IT) sector. Employing a qualitative research methodology, the study conducts structured interviews to unravel the nuanced layers of impediments faced by organizations aspiring to harness the power of HR analytics. The research primarily employs Interpretive Structural Modeling (ISM) to map the interdependencies among these challenges, offering a comprehensive understanding of their hierarchical nature. The findings of this study contribute significantly to the existing body of knowledge by identifying key challenges ranging from data privacy concerns to the integration of analytics into HR decision-making processes. By illuminating the intricacies of these challenges, the research aims to guide the creation of strategic frameworks capable of overcoming them. Ultimately, this study seeks to pave the way for the effective implementation of HR analytics in the IT sector, fostering a culture where data-driven insights drive organizational decisions and enhance workforce management. Keywords: HR Analytics, Challenges of Implementing HR analytics, HR in IT sector, ISM technique.

Retailers' Response to Digital Transformation in the Industry: A Manager's Perspective

Prior to the COVID-19 pandemic, work disruptions were primarily linked to emerging technologies and expanding trade relations. However, the pandemic has highlighted the significance of the physical aspect of work. This study examines the effects of the growing prevalence of e-commerce in the retail sector by gathering insights from 20 retail managers. The participants were asked to provide their perspectives on the industry's transformation driven by digital advancements. The content analysis shows that the retail industry is changing rapidly and requires a deeper understanding of its driving forces. To keep up with the industry's digital power, future workforce management must implement appropriate strategies. One such strategy is transitioning to the future of work, which requires retail workers to acquire new skills to keep up with technological changes. To remain competitive, retailers must re-examine the in-store shopping experience. Strategic decisions should be made to optimize the workforce and focus on smarter operations. Effective inventory management can be a key differentiator for stores in a competitive market. With the right information, managers can make more informed business decisions. Digitizing the workforce can enhance employee engagement and productivity, resulting in cost savings that can be redirected to improving the customer experience. Further research is required to generalize the findings of this study. This can assist retailers in planning their business to achieve operational efficiency while remaining competitive.

Fostering humanistic algorithmic management: A process of enacting human-algorithm complementarity

Unlike traditional employer-employee relationships, contemporary digital platforms use algorithms to control and regulate the crowd workforce. Although prior research has expressed concerns over dehumanization stemming from algorithmic management, limited scholarly attention has been dedicated to exploring how human management can complement algorithmic approaches to address these concerns. Leveraging a case study of an on-demand food delivery platform during the COVID-19 pandemic, we developed a process theoretical model that uncovers several drivers and mechanisms essential for the transition from mechanistic algorithmic management to humanistic algorithmic management. This model elucidates the dynamic substitution and complementarity of human and algorithmic management through four key mechanisms: replacing and dampening, compensating, enabling, and synergizing. It also delineates effective humanistic management actions in scenarios in which algorithmic decisions are insufficient, which contributes to both performance and humanistic outcomes. In the realm of contemporary crowd workforce management, where digital platforms employ algorithms, this research sheds light on the unique and timely insights into the role of human managers in enhancing the strategic and humanistic values of algorithmic technology.

Training Opportunities for Managers in Home Health, Hospice, and Community-Based Care Settings.

The aim of this study was to identify areas for developing management skills-focused continuing education for managers working in home health, hospice, and community-based settings. Healthcare managers play a vital role in organizations, yet they have a range of management training. Researchers conducted a cross-sectional survey of managers at a large Visiting Nurse Association. Descriptive and bivariate analyses were performed to examine confidence in management skills by respondent characteristic. Factor and cluster analyses were used to examine differences by role. For all 33 management tasks, managers with 6+ years of experience reported greater confidence than managers with 0 to 5 years of experience. Tasks with the lowest confidence were budgeting, interpreting annual reports, strategic planning, measuring organizational performance, and project planning. Managers were clustered into 5 "profiles." Management training is not 1-size-fits-all. Healthcare organizations should consider investing in training specific to the identified low-confidence areas and manager roles to better support and develop a robust management workforce.

Learnings From the Implementation of an Electronic Human Resource Management System for the Health Workforce in Uttar Pradesh, India.

The state of Uttar Pradesh (UP), India, has one of the largest single public health systems globally, serving about 235 million people through more than 30,000 public health facilities with approximately 160,000 health personnel. Yet, the UP health system has a shortfall of public health facilities to meet the population's needs, a shortage of clinical and nonclinical health personnel, inequitable distribution of existing health personnel, and low utilization of public health facilities. A robust and effective electronic human resource management system (eHRMS) that provides real-time information about the lifecycle of all health professionals in UP may aid in improving the health workforce, resulting in better health services and improved health outcomes. The Government of UP rolled out Manav Sampada, a comprehensive eHRMS that complied with global norms and requirements. We describe the implementation of Manav Sampada at scale and elaborate on key learnings and adoption strategies. Manav Sampada was based on key principles of integration and data-sharing with other digital systems, included functional components, a minimum dataset, used a lifecycle-based approach, and a workflow-based system, all of which acted to improve human resource data quality. The eHRMS emerged as a valuable tool for key stakeholders in reviewing worker performance, identifying skill-building needs, and allocating resources for training, leading to improved availability and equity in the distribution of a few critical cadres. The eHRMS in UP is well positioned to become an integral part of the Ayushman Bharat Digital Mission, the backbone of India's integrated digital health infrastructure. Linking eHRMS to a planned beneficiary-centric unitized health service delivery system (capturing information at the individual level rather than the aggregate level) will enable the measurement of service delivery and quality, leading to improved workforce management.

Human resource management practices on Irish dairy farms: an exploratory study

Context Managing people outside the farm family unit is a new issue for many Irish dairy farmers. In the context of rapid growth, the demand for employees has increased, creating the need for Irish dairy farmers to have human resource management (HRM) skills. Aims This paper explores the extent and type of HRM practices adopted by Irish dairy farmers and the factors that influence their adoption. Methods A questionnaire was developed, piloted, and issued to farmers on the basis of herd size and location. Data from 203 dairy farmers who employ people were analysed to examine the adoption of different HRM practices and the influence of farm characteristics, farmer demographics and farmer attitudes on their adoption. HRM practices included compliance with employment legislation, health and safety, different approaches to recruitment, workforce management and retention. The questionnaire included one or more variables for each of these HRM practices. Where more than one variable was included, an aggregate variable was developed for that practice. Key results Whereas, overall, there was a low level of adoption of best HRM practices, farm characteristics such as herd size and number of employees had a significant influence on farmers’ adoption of compliance with employment legislation, health and safety, recruitment, workforce management and retention practices. Demographic factors such as age, level of education, and average hours worked influenced farmers compliance with employment law legislation, workforce management practices and retention practices. Conclusions The study highlighted an overall low compliance with employment legislation and low adoption of best practices in managing staff among dairy farmers in Ireland. Implications This study highlighted that improvement is needed in all areas of HRM on Irish dairy farms. The findings of this study would be useful to farm advisors who support dairy farmers in improving their management of their businesses. Overall, this study has contributed to a greater understanding of the challenges in managing people in agriculture and how certain factors influences the adoption of HRM practices on dairy farms.

Digital technologies in personnel management

This paper examines the pivotal role of digital technologies in the transformation of personnel management within contemporary enterprises. As businesses increasingly emphasize efficiency, adaptability, and innovation, digitalization in human resources (HR) management is becoming indispensable. The integration of cutting-edge technologies such as Artificial Intelligence (AI), Big Data, Machine Learning (ML), the Internet of Things (IoT), and 5G within HR processes stands at the forefront of this transformation, enhancing productivity and fostering sustainable organizational development. The study focuses on several critical aspects of HR digital transformation including recruitment, employee development, performance evaluation, and engagement strategies. It systematically examines the impact of digital technologies on these HR functions and assesses how they contribute to creating a more effective work environment. The research underscores the potential of digital tools to not only streamline HR processes but also to enhance employee satisfaction and organizational efficiency. Empirical evidence from leading companies that have successfully integrated digital HR solutions suggests significant cost reductions and improved operational efficiency. The paper analyzes these cases to identify the benefits and challenges associated with HR digitalization. It further discusses the implications of these technologies on corporate culture and the overall workforce management. Ultimately, this article provides a comprehensive overview of the challenges and opportunities presented by HR digitalization. It offers insights into effective strategies for implementing digital transformations in HR processes, based on practical examples from industry leaders. The findings aim to assist organizations in making informed decisions about optimizing their HR operations through digital technologies, thereby enhancing their overall effectiveness and adaptability in the digital era.

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Innovative decision support tools for perishable food supply chain management

PurposeWe introduce decision support tools aimed at optimizing perishable food supply chain management, effectively balancing conflicting objectives such as the exporter’s product collection cost and the importer’s profit. This involves considering factors like perishability, selling price, discount rate, and order quantity to achieve optimal outcomes.Design/methodology/approachThis study considered a three-echelon supply chain comprising farmers, a single exporter, and a single importer providing a single, random-lifetime, perishable product under deterministic customer demand. The proposed mathematical model derived the optimal order quantity, selling price, and discount rate for the entire supply chain. This integrated optimization model treats both demand and supply sides as a multi-objective problem, employing a nonlinear program and a two-stage capacitated vehicle routing problem formulation. Numerical examples and a case study focusing on Thailand durian supply chain were conducted to illustrate the approach of the proposed model.FindingsTaking into account both the importer’s profit and the exporter’s product collection cost, the proposed integrated supply chain model and tools maximize profitability, minimizes waste, and meets demand by optimizing perishable product collection costs and proposing a discount system for selling prices.Research limitations/implicationsLimited to a single perishable product in a three-echelon international food supply chain. Future research can explore different products and supply chain contexts.Practical implicationsThe tools enhance decision-making for supply chain managers, improving efficiency, reducing costs, and enhancing customer satisfaction in the perishable food industry.Social implicationsThe proposed model aids in local workforce management by forecasting required manpower for upcoming seasons. By factoring in product quality and pricing, it ensures customers receive fresh products at fair prices. Furthermore, the near-zero waste concept enhances storage conditions at importers' facilities, contributing to improved environmental hygiene.Originality/valueThe integrated model and decision support tools offer a novel approach to address complexities and conflicting objectives in perishable food supply chains, providing practical insights for researchers and practitioners.

Characteristics and motivations of environmental volunteers at episodic events

As climate change disrupts our lives and environmental awareness and concerns rise within society, more individuals invest time contributing to activities and projects that help preserve the environment. This study uses a recent international database containing data on 1383 environmental event volunteers in 13 different countries, composed of both developed and developing nations. A profile of the volunteers was created, exposing their demographic characteristics and preferences. This profile shows a decrease in the average age of participants compared with studies conducted over 10 years ago. Then, a comparison was analyzed of individuals who volunteered in the event individually with those who did so as part of a group of recruits. The latter constitutes a new challenge to volunteer participation, highlighting the emergence of new actors in the recruitment process of volunteers, such as businesses and educational institutes, changing the role of nongovernmental organizations (NGOs) from recruitment to proper volunteer placement. The motivations behind these environmental event volunteer activities were also examined, revealing that individuals volunteering as part of an organized group give more importance to utilitarian motivations than those who volunteer alone. This research contributes to the existing literature by providing an updated and less westernized perspective on environmental volunteers’ demographics and preferences. It also explains the influence of new actors in the volunteer-NGO relationship that are reshaping the management of the volunteer workforce.

NEED FOR HUMAN RESOURCE SOFTWARE IN ORGANIZATIONS

Considering how quickly technology is changing in today's world, businesses must modify their HR procedures to satisfy the needs of the digital era. This paper examines how technology breakthroughs have affected the role that HR professionals play, highlighting new developments and the difficulties they provide. The report evaluates the competency levels of HR specialists in technology-based businesses using empirical research, highlighting the need for reliable HR software solutions for effectively tackling the challenges of contemporary labor management. . Keywords— Human Resource Management System, HR Software, Workforce Management, HR Challenges, Recruitment Software, Human Resource Technology.

Human Resource: Futuristic Role of HR Professional Enhancing Technical Skills

As technology continues to revolutionize the workplace, the role of HR professionals is undergoing a profound transformation. In the future, HR professionals will play a pivotal role in leveraging advanced technologies to drive strategic HR initiatives and enhance organizational performance. This abstract explores the key aspects of this evolving role, focusing particularly on the imperative for HR professionals to enhance their technical skills. One critical area where HR professionals will need to excel is in data analysis and analytics. By harnessing the power of data-driven insights, HR professionals can make informed decisions, predict future workforce needs, and optimize workforce management strategies. Additionally, as artificial intelligence (AI) and automation become increasingly prevalent, HR professionals must understand how to effectively implement and manage these technologies to streamline HR processes and enhance efficiency. Furthermore, in the realm of recruitment and talent acquisition, HR professionals must adapt their strategies to the digital age. This involves leveraging digital platforms, social media, and applicant tracking systems to attract, engage, and retain top talent in an increasingly competitive landscape. Moreover, the rise of remote work necessitates proficiency in collaboration tools and virtual communication platforms. HR professionals must ensure that remote teams remain connected, engaged, and productive by leveraging tools such as Slack, Zoom, and Microsoft Teams. In addition to these technical skills, HR professionals must prioritize cybersecurity and data privacy to protect sensitive employee information in an increasingly digitized HR environment. By implementing robust security measures and complying with data protection regulations, HR professionals can safeguard employee data and maintain trust within the organization. Finally, proficiency in HR information systems (HRIS) and other HR technology platforms is essential for streamlining HR processes, managing employee data effectively, and driving operational excellence. Keywords- HR professionals, technical skills, Data analysis, Artificial intelligence, Recruitment, Talent acquisition, Digital platforms, Remote work, Collaboration tools, Cybersecurity, Data privacy, HRIS, HR technology.

Analysis of The Effect of Workload, Role Conflict, Work Stress on Exit Intentions and Work Burnout

The banking sector, including Bank Syariah X, faces challenges with high employee turnover rates, which can be attributed to factors such as workload, role conflict, and work stress. This quantitative study aims to analyze the impact of workload, role conflict, and work stress on turnover intentions and work fatigue among Bank Syariah X employees in the Jabodetabek area. A sample of 75 organic employees was selected using simple random sampling, and data were collected through questionnaire surveys. Analysis was conducted using Partial Least Square (PLS) analysis. The findings reveal that workload and role conflict significantly contribute to work stress, which in turn influences turnover intentions and job burnout. The study underscores the importance of addressing these factors to mitigate turnover and enhance employee well-being. The results provide valuable insights for academia to enrich research literature, researchers to contribute to knowledge development, and Bank Syariah X management to formulate effective policies and practices for workforce management.