Human Resource Management Model Research Articles

Induction training programme of resident doctors: The need of the hour

ABSTRACT Background: An induction training program is a structured process to acclimatize and orient the newly inducted staff or employees to an organization. As per the literature, there is no structured induction training program for resident doctors available in tertiary care teaching hospitals in India. Unlike other institutions, hospitals are complex places with several departments, processes, and patient services. Resident doctors in teaching medical institutions are a valuable human resource as they form the frontline doctors for delivering healthcare services. Therefore, the resident doctor needs to be oriented to the institution as early as possible to ensure quality in patient care services. The study aims to develop an induction training program for newly joined residents in teaching medical institutions and evaluate its effectiveness. The study setting was AIIMS, Bhubaneswar and the duration of the study was 6 months. Methodology: The ADDIE (analyze, design, develop, implement, and evaluate) model of human resource management was used as the study tool to develop the training program. An online national survey was conducted in the analyze phase to identify the training needs of residents. A comprehensive training module was developed based on the findings and referring the NABH Standards. The modules were implemented in a pilot mode in the study setting, and feedback was collected to understand the effectiveness of the program. Results: A training program for residents with 14 modules was developed and implemented. It consisted of 22 credits. The findings of the online survey and the feedback of the training program were found to be similar in many aspects though study participants were different in the analyze and evaluate phases. The Hospital Infection Control Practices, Hospital Management Information Systems, and Medico-legal Module were rated high by the residents. The study outlined the need for an induction training program for resident doctors in medical institutions. Based on the survey, the module was prepared and implemented. This module can be a model that can be replicated in other medical institutions. Conclusion: An induction training program for resident doctors was developed that helped them to get oriented to their workplace and improve their skills. This activity directly affects the quality of healthcare services thereby significantly contributing to patient safety.

Innovative Discussion on Enterprise Business Administration and Human Resources Management Model in The Era of Big Data

This article discusses the innovative path of enterprise business administration and human resources management model in the era of big data. By analyzing the limitations of the traditional management model and combining the application of big data technology, the impact of management model innovation on the core competitiveness of enterprises is put forward. This article focuses on the synergy of business administration and human resources management. The extensive application of data sharing and analysis improves the operational efficiency and adaptability of enterprises, and optimizes the allocation and performance management of human resources. The big data-driven management model can effectively enhance the competitive advantage of enterprises in the rapidly changing market and provide important support for the strategic development of enterprises.

Test of a serial mediated model of green human resource management in the manufacturing industry

AbstractOur paper develops and tests a serial mediated model of green human resource management (GHRM). Data came from entry‐level employees and supervisors in the power manufacturing industry in Bulgaria. The results from PROCESS Macro suggest that egoistic value, altruistic value, and biospheric value completely mediate the link between GHRM and eco‐friendly behavior (ECB). The impact of GHRM on ECB is completely mediated by environmental empathy. More importantly, egoistic value, altruistic value, or biospheric value and environmental empathy completely and serially mediate the link between GHRM and ECB. The abovementioned findings enhance the current knowledge on the mediators that operate in the association between GHRM and ECB. The results will assist policymakers, businesses, and scholars in understanding the significance of GHRM in the international marketplace as well as the underlying associations between GHRM and ECB, serving as a valuable tool for fostering and attaining these behaviors in the manufacturing industry.

Test of a moderated mediation model of green human resource management, workplace spirituality, environmental commitment, and green behavior

Our study examines a novel approach to foster employees’ commitment to the environment and green activities. We focus on how workplace spirituality (WPS) and green human resource management (GHRM) interact in this context. Data were obtained from restaurant employees with a time lag of one week and their supervisors in China. The results from SPSS PROCESS macro suggest that environmental commitment mediates the influence of WPS on green recovery performance, in-role green behavior, and extra-role green behavior. The results further suggest that GHRM moderates the indirect impact of WPS on the abovementioned green behaviors via environmental commitment. Our research contributes to the emerging and understudied literature on the relationship between WPS and organizational sustainability.

The Causal Relationship Model of Human Resource Management that affects Employee Commitment to Organizations in Social Enterprises in Thailand

Background and Aims: This research explores the causal relationship model of human resource management (HRM) and its effect on employees' organizational commitment in social enterprise businesses in ThailandThe objectives of this study are (1) to investigate the causal relationship model of HRM affecting employees' organizational commitment in social enterprise businesses and (2) to propose a causal relationship model of HRM that influences employees' organizational commitment in social enterprises.  Methodology: The study utilizes inferential statistical analysis, particularly Structural Equation Modeling (SEM). (Hair et al., 2010).  Results: The study confirms all three hypotheses, demonstrating that HRM has a direct positive relationship with employees' affective organizational commitment, with a direct effect (DE) of 0.418*. For continuance commitment, the hypothesis testing results showed a direct effect (DE = 0.342*) and an indirect effect (IE = 0.247*), both of which were accepted. For normative commitment, the hypothesis testing results revealed an influence with a direct effect (DE) of 0.594*.

УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ЗАКЛАДІВ ОХОРОНИ ЗДОРОВ’Я

Introduction. Significant changes in the functioning of the health care sector determined the transition to a new management system, which is reflected in the management of health care facilities in general and in the management of human resources in particular. The modern development of high technologies leads to the transformation of work and the structure and quality of human resources. The requirements for the professional and qualification level of employees, work discipline, experience, individual characteristics and soft skills, the ability to master new knowledge and acquire new skills are increasing. Therefore, the role and place of a person in the organization is growing and there is a need to change approaches to human resource management. The purpose of the article: substantiation of the theoretical and methodological provisions of human resource management of health care institutions Results. Based on the generalization of domestic and foreign works, the definition of human resources of the organization as a determining factor and the driving force of its development, which combines personal, business, professional qualities, the totality of which, with their continuous development, ensures strategic competitive advantages of the organization, has been clarified. The author's vision of the grouping of requirements for employees of health care institutions based on the competence approach, which takes into account such groups of criteria as basic (the same for all employees within a certain category), professional and general competencies (which can differ significantly even within the same category of employees) is substantiated ). The essence of human resources management as a set of methods, approaches, technologies for creating the necessary conditions and motivation of the organization's employees for the formation, development and realization of personal, business, and professional potential for achieving the goals of the organization, ensuring its competitiveness on the one hand, and the interests of employees on the other is specified. The methodological basis of human resources management has been improved based on the symbiosis of elements of basic concepts and models that determine the fundamental principles, criteria and approaches that take into account modern changes in the environment of organizations, the nature of work, requirements for employees and their positioning as a subject of the management process. The methodological aspects of human resources management have been developed, namely, criteria (competitiveness of human resources, human potential, efficiency of its use, optimal staffing), approaches (complex , institutional, structural-functional, functional, systemic, synergistic), which maximally take into account the specifics of the functioning of organizations. A conceptual model of human resources management has been developed, the main difference of which is the orientation to the person in all its manifestations and the creation of conditions for the development and realization of the personal, business, and professional potential of employees to achieve their own goals and the goals of the organization's development, ensuring its competitiveness. Conclusions. Human resources of the organization are the driving force of its development. They include personal, business, professional qualities. Human resources management consists in creating the necessary conditions and motivating the organization's employees to form, develop, and realize their personal, business, and professional potential to achieve the organization's goals, ensure its competitiveness on the one hand, and the interests of employees on the other.

Green Human Resource Management Model and Subject Well Being Towards Sustainability Performance

The purpose of green human resource management, subject well being and sustainability performance. The method used in this study is quantitative with a descriptive and verification approach. Primary data collection techniques were obtained through questionnaires, observations and interviews. Secondary data were obtained through libraries and reviewed documents. The population of this study were 100. Multiple linear regression analysis or path analysis was used. It turned out that green human resource management and subject well being on sustainability performanceas a whole showed a positive and good response. It can be concluded that there is a fairly strong influence between green human resource management and subject well being on sustainability performance and others are influenced by other factors.

Analysis of methods and models of time and human resource management in IT projects

In modern IT companies, time and human resource management are critical for the successful execution of projects. Effective time management reduces the risk of delays and increases team productivity, positively impacting the final result. The aim of the article is to analyze the standards, methods, and models of time optimization in IT projects, as well as human resource management in IT companies. The research revealed that there are several key standards and models for time management in the IT industry. Among them are Agile methodologies, Scrum, and traditional approaches. Each has its advantages and disadvantages depending on the project type and its requirements. Several time optimization methods are considered, such as the Critical Path Method (CPM) and the Program Evaluation and Review Technique (PERT). These methods are effective in identifying and managing project time constraints, allowing the identification of critical tasks and optimization of resource allocation. Regarding human resource management, the research identified the use of various motivation and team management models. In particular, Agile HR methods, which include team self-organization, flexible working schedules, and continuous feedback, contribute to increased motivation and employee satisfaction, impacting their productivity and work quality. Based on the research, it can be concluded that effective time and personnel management are essential components of IT project success. The use of Agile and Scrum methodologies combined with time optimization methods, such as CPM and PERT, enhances productivity and reduces the risk of delays. Implementing Agile HR methods for personnel management increases team motivation and efficiency. The combination of these approaches creates an effective project and personnel management system capable of adapting to changes and ensuring a high level of task execution.

RESPONSES TO DIGITAL HUMAN RESOURCE MANAGEMENT MODEL: SUGGESTIONS FROM DISRUPTIVE INNOVATION THEORY

Purpose – Considering the popularity of digital technologies, the study aims to provide additional perspective of why managers have low commitment to digital human resource management (HRM) model and how they should interpret and respond to this model.Body of knowledge – The study indicates that rushing to adopt digital HRM model is not encouraged, even though the model has potential benefits in terms of organizational efficiency and employee experience. However, the ignorance of its usage possibilities can make HR managers and professionals lose their control over HR activities to other business units.Implications – Managers need to understand the driving factors of digital HRM model, do critical analysis of its relation to the current business model, and evaluate potential impacts of its adoption on the organization. Based on these analyses, managers can establish a suitable response plan to the disruption, which can range from ignorance at the first time to full integration in the long run.Originality/Value – The emergence of digital technologies have disrupted the way organization operate their internal business processes. Compared to other functions, human resource management is likely to be overlooked in organization’s digital transformation plan, even though human resource is considered to be an important resource for its competitive advantages in today’s uncertain and fast changing world. The study contributes to drawing additional attention to the importance of digital HRM in organization’s digital transformation plan and provides additional perspective to interpret and implement digital HRM.

РИЗИКИ В УПРАВЛІННІ ПЕРСОНАЛОМ ПІДПРИЄМСТВА

The purpose of the work is to identify the essence of personnel management risk, with a focus on its components and their impact on enterprise development goals. Risk arises from conducting business in conditions of uncertainty. It has been established that risks in personnel management are difficult to identify and assess, as they are associated with human resources, which are based on personal essence. Hence, two problems arise. Firstly, risk increases the complexity of evaluating the consequences of decisions made. Secondly, risk in personnel management at the conceptual level affects potential effectiveness. Therefore, it is more appropriate to use the term "uncertainty" in personnel management instead of the concept of risk. A person making decisions regarding human resource management in conditions of wartime economy deals with uncertainty, not risk. It is proven that uncertainty and risk are functions of such factors as the quantity and quality of information available to management personnel, and the variability of conditions for implementing personnel decisions. Two main approaches to defining the determinants of decision-making success by managers are distinguished. The first relates to factors influencing task execution, and the second to personal factors. It is argued that in the field of human resource management, the level of risk depends on the subjective perception of risk by personnel. Considering the attitude toward risk of the decision-maker, three main types of behavior are identified: risk-prone, risk-averse, and risk-neutral. Identifying the purpose of personnel activity is related to the formation of enterprise development strategy and the development of prospective human resource management plans. The purpose directs the will of the employee and determines the future outcome. Personal (individual) goals are defined in the form of a postulate or model. The purpose of HR activity based on both traditional and modern human resource management models is identified. Managers in conditions of wartime economy make decisions based on external data over which they have limited control. Therefore, their attention should be focused on an environment unfavorable for making personnel decisions.

Assessment of Human Resource Management Framework from Islamic Paradigm: Proposition of an Islamic Model of Human Resource Management

The study of Human Resource Management (HRM) in the context of Islamic philosophy has gained traction especially in the last two decades. This paper aims to assess the HRM purpose, processes and practices in the light of Islamic doctrine to eventually present an Islamic model of HRM that is hinged upon Islamic principles and values. The postulated model offers a unique perspective by incorporating both contemporary and spiritual dimensions to HRM framework in order to provide a holistic outlook to the study of Islamic Human Resource Management (IHRM). The proposed model named The “AF Islamic HRM Model” is driven by two key Islamic concepts of Adl (justice) and Falah (wellbeing or success), where Adl represents an essential underlying element for all HRM processes as per the proposed IHRM model and the conception of Falah implies an ultimate reward or success in this world as well as in the world hereafter, as perceived from the Islamic belief system. The paper entails a qualitative research approach by evaluating the existing HRM models as well as analyzing the already available literature regarding Islamic perspective to the HRM theory to ultimately posit a model which contributes value to the existing knowledge base of Islamic HRM. There is not much research regarding the application of Islamic ideology to various facets of HRM and this study endeavors to address this research gap by proposing an IHRM model which consolidates both the contemporary HRM philosophy as well as the Islamic tenets and guidelines, encompassing diverse aspects of both religion and worldly life by providing insights about the conventional HRM body of knowledge with a touch of ethics and spirituality.

Investigation into New Models of Corporate Human Resource Management Through the Lens of the Sharing Economy

The emergence of the sharing economy model has significant and complex effects on company human resource management. This paper first evaluates the positive impact of the sharing economy on human resource management, and then delves into the challenges it faces, including job instability, recruitment dilemmas, data protection issues, and compliance with legal regulations. Subsequently, the article proposes innovative strategies for human resource management in the context of the sharing economy, involving the adoption of high-tech recruitment methods, flexible work plans, data-driven performance evaluation, and enhanced training and development. These innovative proposals aim to help companies more effectively manage human resources in the broader context of the sharing economy, providing practical references and guidance.

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Market Needs and Education of Mass Communication: A Perspective of Media Managers in Leading Private Television News Channels of Pakistan

Mass Communication is a field that gives extensive knowledge about other disciplines of academics and its degree holder can work in various professions due to their grip on different subjects. In Pakistan, it has been observed that many of the professionals who are working in the media industry do not have any educational background of mass communication instead they are specialized in other subjects. A mismatch between the media education and degrees of working professionals is raising serious concerns about the future of mass communication degree. Therefore this research is an attempt to examine the criteria that keeps in mind while hiring graduates in major television news channels of Pakistan. This study also aims to understand the importance of mass communication education in the career building of graduates from the perspective of media management. To investigate their perspective, in-depth interview method of Media Managing directors, Human Resource Managers, Director News, and Bureau Chiefs from the five leading private television channels of Pakistan i.e. GEO, Gourmet News Network (GNN), 92 News HD, Express TV, and Dunya TV are conducted. As this study focuses on the management perspective, therefore, the data is analyzed under the umbrella of the Knowledge, Skills and Abilities (KSA) Model of Human Resource management. The study concludes that there is a gap between academia and the professional field. Media graduates are somehow lacking in the professional training which is making path for non-media graduates to enter in the media field. Apart from that, individual needs such as confidence and communication skills are also making an impact on the hiring of media graduates.

From Norm and Theory to Practice: a Tailor-made GEP for the Institut de Ciències del Mar

The European Commission is fully committed to promoting gender equality in research and innovation. It is a priority for the European Research Area (ERA) and a cross-cutting principle under Horizon Europe. Gender equality plans (GEPs) have been established as the primary instrument for implementing institutional changes in Research Performing Organizations (RPOs) to address structural barriers to gender equality in research and innovation. Within this framework, specific objectives are defined, and thematic areas for intervention are recommended. In this regard, the formulation of a GEP for the Institut de Ciències del Mar (ICM), implied a broader challenge as it had to comply with diverse national regulatory frameworks. Nevertheless, the variety of reference frameworks, instruments and approaches did not condition the aspiration to design a GEP that fully responded to the specific context of the ICM. Thus, the GEP became the roadmap to generating an organisation cultural change that allows the effective integration of gender equality across all its areas and actions. Drawing from ICM’s experiences, we aim to share the path undertaken by ICM and shed light on the multifaceted challenges encountered during the GEP’s design and successful implementation. There is a pressing need to transition from mere adherence to the normative framework to achieving genuine gender equality in practice. Transforming normative principles into practice requires tailored and individualised strategies, feasible objectives with measurable results, appropriate measures to achieve them, and indicators to measure progress. This challenge involves effective institutional changes that remove obstacles to gender equality, both inherent in the research system and stemming from the institutional model of human resources management, funding, decision-making and research programs. The commitment to gender equality must transcend the field of research and research to encompass all staff and institutional practices. Successfully transitioning from theory to practice requires institutional commitment, data-driven decision-making, resource allocation, stakeholder engagement, internal collaboration, responsibility, leadership, and strong gender expertise. This paper stems from the European Horizon Project Leading Towards Sustainable Gender Equality Plans in RPOs (LeTSGEPs).

Exploration on human resource management and prediction model of data-driven information security in Internet of Things

The advent of the Internet of Things (IoT) has accelerated the pace of economic development across all sectors. However, it has also brought significant challenges to traditional human resource management, revealing an increasing number of problems and making it unable to meet the needs of contemporary enterprise management. The IoT has brought numerous conveniences to human society, but it has also led to security issues in communication networks. To ensure the security of these networks, it is necessary to integrate data-driven technologies to address this issue. In response to the current state of human resource management, this paper proposes the application of IoT technology in enterprise human resource management and combines it with radial basis function neural networks to construct a model for predicting enterprise human resource needs. The model was also experimentally analyzed. The results show that under this algorithm, the average prediction accuracy for the number of employees over five years is 90.2 %, and the average prediction accuracy for sales revenue is 93.9 %. These data indicate that the prediction accuracy of the model under this study's algorithm has significantly improved. This paper also conducted evaluation experiments on a wireless communication network security risk prediction model. The average prediction accuracy of four tests is 91.21 %, indicating that the model has high prediction accuracy. By introducing data-driven technology and IoT applications, this study provides new solutions for human resource management and communication network security, promoting technological innovation in the fields of traditional human resource management and information security management. The research not only improves the accuracy of the prediction models but also provides strong support for decision-making and risk management in related fields, demonstrating the great potential of big data and artificial intelligence technology in the future of enterprise management and security.

Sustainable human resource management factors

Purpose of the research is to analyze works on the topic of sustainable human resource management, study factors, as well as identify and systematize specific practices for each category of factors.Research methodology. In this work, an analysis of existing publications in the Scopus database was carried out.Originality / value of the research. Although the concept of sustainable development is not new and has been actively studied since the 1960s of the last century, the study of sustainable human resource management as a separate concept dates back only about twenty years. Works from this period focus on exploring theory regarding the definition of concept, characteristics and functions, but the specific factors and practices through which sustainable human resource management in companies is expressed have not been explored much.Findings. The result of the study was the identified factors of sustainable human resource management, a model of sustainable human resource management formed based on the De Prince approach, as well as a systematization of practices for each of the identified factors. The article may be useful both for theoretical study of the concept and for practical application in companies by human resources management departments.

A moderated mediation model of green human resource management

ABSTRACT Our paper develops and tests a moderated mediation model of green human resource management (HRM). Time-lagged data gathered were utilized to assess climate for green initiative (GI) as a mediator of the impact of green HRM on green voice behavior (GVB) and test green servant leadership (SL) as a moderator of the indirect link of green HRM to GVB via climate for GI. Results from partial least squares structural equation modeling denote that climate for GI partly mediates the linkage between green HRM and GVB. Unexpectedly, green SL reduces the indirect positive relationship of green HRM to GVB via climate for GI. By gauging the aforesaid relationships, our paper augments the existing knowledge regarding the mediating mechanism relating green HRM to GVB. Our paper also augments the green management literature by treating green SL as a moderator.

The impact of artificial intelligence on human resource management systems - Applications and risks

Organizations traditional human resource management model has been impacted by the ongoing optimization and advancement of artificial intelligence skills and technology, and the broadening of its application scope. The impact of artificial intelligence (AI) systems on employee recruitment, human resources allocations, and talent management is significant. This paper examines the interplay among AI, data applications, human resource management (HRM) systems and the resultant effects. It will examine the significance of effectively managing the deployment of AI systems, as existing literature defines. This study examines the effects of artificial intelligence AI technology on the effectiveness of company administration compared to traditional human resource management systems (HRMS). Several recommendations are offered to enhance the reformation and optimization of the organizations human resources (HR) division. The research findings indicate that incorporating the new system in conjunction with human involvement can significantly enhance the efficiency of employee recruitment, allocation of human resources, and management of talent within the firm. There was an improvement observed in both employee happiness and productivity elements.

Sustainable Human Resource Practices and Framework in the Selected Philippine State Universities and Colleges (SUCs): A Case Study

Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.