Human Resource Management Model Research Articles

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.

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.

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.

АДАПТАЦИЯ МОДЕЛЕЙ УПРАВЛЕНИЯ КАДРАМИ ДЛЯ СТИМУЛИРОВАНИЯ РАЗВИТИЯ ГОРНОДОБЫВАЮЩИХ ПРЕДПРИЯТИЙ

This article examines the issue of adapting HR management models in the context of mining companies in order to stimulate their development. In today's dynamic economic environment, mining companies face a number of challenges that require effective personnel management to ensure competitiveness and sustainable growth.
 The author analyzes the features of personnel management in the mining industries, highlighting key aspects such as the specifics of the production process, the characteristics of the workforce and the risks associated with occupational safety. Then modern models of personnel management are considered, including approaches to the selection, development and motivation of employees.
 The concept of adapting these models to the specifics of mining companies, taking into account their unique needs and challenges, is also proposed, which includes the development of specialized training and development programs, the introduction of motivation systems that take into account the dangers and difficulties of the working environment, as well as the creation of flexible management structures for rapid adaptation to changing market conditions.
 In conclusion, the importance of continuous improvement of human resources management models in mining companies in a rapidly changing economic environment is emphasized, which will allow them not only to survive, but also to thrive in modern competitive conditions.

Human Resource Management Through Artificial Intelligence Model in the Healthcare

The increasing complexity of the healthcare industry necessitates the recognition of human resources as a primary sustainable source of competitive advantage within healthcare management systems. This significance is magnified when healthcare professionals, physicians and nurses are considered. When human resource management (HRM) is discussed, it must be acknowledged that personnel are not devoid of emotions. The fostering of a healthy and sustainable working atmosphere is considered a critical responsibility by professional managers. In this research, a novel human resource management model is presented, which is based on AI: machine learning within the healthcare context. A deep learning model architecture based on CNN has been designed and optimized, which is trained in two scenarios through four datasets and also customized for the target hospital. The 92% accuracy is the power of the model in the recognition. The effectiveness of the model is assessed by curating a new dataset consisting of facial images of hospital professional staff displaying eight emotions: happiness, contempt, anger, sadness, disgust, fear, surprise, and neutrality. According to the post-implementation survey findings, the model has a positive impact on human resource management and enhances staff performance, making it suitable for modern and critical organizations such as hospitals and health canters. In the healthcare domain, effective communication is deemed essential for interactions with patients, as emotions play a significant role. Emotion recognition in human resource management has a profound impact not only on optimal work output but also on the relationships among personnel, clients, and the entire managed team.

Exploration of Human Resource Management in Enterprise Business Management

Human resource management is an integral part of enterprise operation and management, contributing to the avoidance of financial risks, alleviation of performance problems, promotion of organizational development, enhancement of operational efficiency, and fostering sustainable enterprise development. Enterprise management should prioritize attention to human resource management by establishing an independent human resource management department and strategically planning human resource management tasks. This involves building an information management platform, developing a professional human resource management model to mitigate market risks, actively recruiting human resource management talents to form a competent team, and enhancing the human resource management and supervision system. These measures are essential for comprehensively improving the level of enterprise operation and management.

Retracted: A Performance Analysis Model for Corporate Human Resource Management Based on Extenics Theory

Retracted: A Performance Analysis Model for Corporate Human Resource Management Based on Extenics Theory

УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ЯК ВАЖЛИВИЙ НАПРЯМОК СУЧАСНОЇ ТЕОРІЇ МЕНЕДЖМЕНТУ

The article is aimed at developing theoretical provisions, methodological approaches, and practical recommendations for the formation and development of the human capital management system. The relevance of the study is due to the theoretical and practical significance of the issues under study related to improving the socio-economic efficiency of human capital management at the regional level in a strategic perspective. The article considers the main components of the management mechanism of enterprise human resources that ensure the efficiency of production and sales processes. The authors emphasize that human resources management of a modern high-tech enterprise is a targeted influence on employees in socio-economic systems in order to successfully solve operational and strategic tasks of the enterprise. The most important goal of the human resources management system of modern enterprises is to maximize the use of the personal potential of the abilities of employees as a subject and the most important resource of business structures. The authors present the system of human resources management of a modern enterprise and emphasize that changes in business structures in the process of strategic development, their share, and growth rate in the market are largely determined by the chosen model of human resources management. The article considers the software of human resources management in the modern economy; a number of problems and reasons for the inefficiency of the human resource management system are outlined. The authors emphasize that in the development and implementation of long-term plans, special attention should be paid to the strategic perspective of human resources management, considering human resources as a potential asset of the enterprise. The study showed that the problems of the inefficiency of the human capital management system are caused, among other things, by the solution of short-term tasks without reference to strategic development, insufficient support from the middle level in the management system; underdeveloped or lagging infrastructure development; lack of material, human, informational, financial and other resources for the implementation of strategic tasks and operational plans.

Human Resource Management Optimization Strategies for Diverse Work Environments Based on Artificial Intelligence

Abstract Under the diversified work environment, the relationship between employees and enterprises has ushered in new and significant changes. How to adapt to changes, form a new human resource management model, and improve management performance is an urgent issue. In this paper, we constructed an employee turnover pre-analysis measurement model based on XGBoost artificial intelligence, iterated many times during training, generated a weak classifier in each iteration, trained on the basis of the residuals of the previous classifier, and finally combined all the weak classifiers in a weighted way, reduced the bias to improve the accuracy of the final classifier through continuous iteration, and completed the construction of the model. The historical data of employees in six branches of enterprise W are imported into the model for analysis, and the F1 values are all above 0.85, and the AUCs are all higher than 0.7, with good prediction performance. The top three important employee turnover influencing characteristics and their weights are overtime work 0.647, monthly income 0.618, and interpersonal relationship 0.579. Accordingly, human resource management optimization strategies are designed and applied in Enterprise W to implement human resource management reform. After the reform, the average monthly separation rate has been reduced from 2.23% to 0.19%, and the average number of monthly separations has been reduced to only 7, which is 91.86% lower than during the pre-reform period. This study proposes feasible paths for modern information technology and artificial intelligence-enabled human resource management, and optimization of human resource management in a diverse work environment.

Research on Innovation in Human Resource Management in the Context of a Sustainable Economy

Human resource management (HRM) is encountering fresh challenges and possibilities in the sustainable economy. As the world’s attention on environmental protection and social responsibility grows, businesses are reassessing their human resource management strategies and practices to support sustainable development. The innovative human resource management model helps improve employee satisfaction and loyalty and enhances enterprises’ competitiveness and market adaptability. First, businesses must focus on green recruitment by setting standards that prioritize environmental protection and social responsibility to attract talents that are aligned with sustainable development principles. This method not only enhances the company’s reputation but also fosters the sustainable advancement of society. Second, companies can introduce flexible working arrangements, such as telecommuting and flexible working hours, to meet employees’ needs for environmental protection and work-life balance. Furthermore, the organization should prioritize its workforce’s ongoing education and growth. It entails enhancing employees’ understanding and abilities in environmental protection and sustainable practices through comprehensive training programs and fostering an environment that encourages innovation. It is necessary for enterprises to establish an effective performance management system, incorporate sustainable development goals into employee performance appraisal, and ensure that employees will contribute to the sustainable strategy. Implementing the aforementioned innovative management measures allows enterprises to achieve enhanced economic benefits while positively contributing to the sustainable development of society and the environment.

Diversity and Inclusion Management in Human Resource Management - Based on Marginal Utility Perspective

Abstract This paper optimizes human resource management from the perspective of marginal utility. The utility function proposes the subtraction function of consumption, which represents the law of diminishing marginal utility. The Lagrange multiplier method solves the maximum utility problem. In human resource management, utility and marginal utility are redefined, and the probability density function and distribution function of exponential distribution are used as the index’s marginal utility and utility functions, respectively. Human resource management optimization models I and II were constructed based on the marginal utility, and the models and model parameters were solved. This paper applies the human resource management model to Company R as an example. The calculation shows that the total investment of the current index resources of Company R is 2.55 million yuan, and the total utility calculation is 0.8306. Under the optimization of human resource management based on Model I, the expected value of company R reached 0.8631 while maintaining the unchanged index resource input, an increase of 3.91%. The optimization based on Model II resulted in the index resource input being 2.3285 million yuan, with an unchanged total utility that was reduced by 8.69%.