Modern Human Resource Management Research Articles

E-HRM - Transforming Human Resource Management in the Digital Age: A Conceptual study

In the digital age, Electronic Human Resource Management (e-HRM) emerges as a transformative force reshaping traditional HR practices and organizational dynamics. E-HRM was developed due to advancements in technology, resulting in a reduction of administrative tasks for HR professionals (Thathsara, 2021). This paper explores the evolution, significance, and future trends of e-HRM in the context of modern Human Resource Management (HRM). The study begins by defining e-HRM as the integration of HRM strategies, processes, and systems through information technology. It traces the evolution of e-HRM from its inception to its current state, highlighting key features, components, and advantages. Moreover, the paper delves into the implementation challenges and considerations associated with e-HRM, including resistance to change, data security concerns, and the need for comprehensive training. Furthermore, it explores future trends and innovations in e-HRM, such as artificial intelligence, blockchain technology, and virtual collaboration, and discusses their implications for HR practices and organizational performance. In conclusion, the study underscores the transformative potential of e-HRM in driving organizational excellence, employee engagement, and competitive advantage in the digital age. It calls for organizations to embrace e-HRM as a strategic enabler for digital transformation and to invest in innovative HR solutions to thrive in an ever-evolving business landscape.

Critical Review of the Metallurgical Operation of the Greek Nickel Industry and Perspectives, based on the recent Industrial Experience on Smelting Reduction Process

The mining and industrial production of Greek ferronickel industry LARCO have ceased since 30.07.2022. The last LME nickel price crisis, exclusion from bank loaning, extremely high cost of electrical energy, management issues, resulted inter alia, in a prohibitive operational cost. Nevertheless, LARCO faces the challenge of restructuring and reoperation in the future, given that privatization is in progress, including the acquisition of the company’s assets to a joint venture enterprise.
 Within this framework, the current paper aims to contribute to the discussion for developing a new management strategy for the optimization of pyrometallurgical process, focusing on the critical step of smelting reduction. Based on industrial experience concerning open bath submerged arc electric furnaces, factors which critically affect the safety and cost-effectiveness of smelting reduction are detected and presented by means of case studies, being mainly classified as following: i) Optimal raw materials’ feed management, including laterite ores (domestic or not), solid fuels and electrode paste. Moreover, taking for granted the need for Ni-rich ‘foreign’ ores to increase the recovery and reduce the cost of the process, the extent of dependence on Fe-rich domestic ores is investigated, in order a safe and stable operation to be ensured. ii) Focus on preventive maintenance management. Substantial increase of the facilities’ operational index and cost saving is obtained, as proved by operational case studies. iii) Modern human resources management strategy. Their economical footprint is further discussed.

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

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

Factors in selecting senior citizens to work in the hotel business in Bangkok under modern human resource management

Factors in selecting senior citizens to work in the hotel business in Bangkok under modern human resource management

PRINCIPLE APPROACH TO FORMING AND IMPLEMENTING AN EFFECTIVE SYSTEM OF ENTERPRISE'S ECONOMIC SECURITY UNDER CONDITIONS OF ECONOMIC RECOVERY

The methodological and practical recommendations for the formation and implementation of an effective system of economic security at enterprises under conditions of the post-war recovery of the national economy are substantiated. The author's interpretation of the category «enterprise security» is proposed as a set of organizational, technical, managerial, and personnel measures that ensure the enterprise's stable functioning within the defined tasks of its development under the influence of destabilizing factors of the external environment. This made it possible to determine the content of the scientific categories «financial security of the enterprise» and «personnel security of the enterprise». At the conceptual level, the components of the mechanism for managing the financial security of the enterprise are substantiated, which, together with the process of its management, form the basis of the general system for managing the financial security of the business entity. It is recommended to consider the personnel security subsystem as an essential component in the structure of a modern enterprise's human resources management system, which combines it with the economic security system. A principled approach to understanding the role and place of the subsystem of financial and personnel security in the general system of the enterprise's economic security was formed, which made it possible to reveal in more detail the functional purpose of these subsystems and generalize the main elements (subjects and objects of management). The main areas of operation of the enterprise's economic security system under conditions of risks of economic activity and threats of the external environment are specified. The stages of evaluating the effectiveness of the enterprise's economic security system based on the resource and functional approach were considered. The practical implementation of the proposed author's approach will contribute to a proper mechanism for monitoring the enterprise's economic security system and a clear division of work between functional executors. The tasks of forming the enterprise's financial and personnel security subsystems are summarized.

Strategies for Enhancing Employee Retention: A Qualitative Study on Modern Human Resource Management Practices

Employee retention is a critical concern for organizations in today's dynamic business environment. This qualitative study explores the strategies employed by modern human resource management practices to enhance employee retention. Through in-depth interviews and thematic analysis, this research delves into the perspectives of HR professionals and employees to identify effective retention strategies. The findings highlight the importance of a holistic approach that encompasses talent development, work-life balance, and a supportive organizational culture. Furthermore, this study sheds light on the significance of ongoing communication and feedback mechanisms in retaining valuable employees. By illuminating these strategies, this research contributes to a deeper understanding of contemporary HR practices aimed at fostering employee retention.

Exploration of How Polyvagal Theory and Autonomic Nervous System Impact Organizational Performance Through Reduced Employee Turnover and Improved Work Culture

The evolution of corporate practices has made it more challenging for modern workers to remain in their respective roles for long periods, leading to high turnover. Accordingly, the employee turnover problem can be investigated by assessing the factors that encourage employees to shift from the safe and calm state to the fight or flight state. The Polyvagal Theory (PVT) is an innovative framework for understanding the relationship between the autonomic nervous system, emotional regulation, and social engagement. This study’s primary objective is to investigate the emerging trends in modern human resource management practices that encourage workers to resign prematurely. The findings divulge that the PVT can allow organizations to improve employee retention by implementing strategies that appeal to the workers’ psychological and emotional wellbeing.

A Study on the Management of Staff Remuneration in Wuhan Wanda Realm Hotel before and after the Epidemic

In modern human resources management theory, compensation management is the most important and difficult module: the design of the compensation system and its conformity to the needs of the company's development strategy are the most crucial. Its strategy to meet the needs of employees is simultaneously confronted with a complex external environment. Compensation strategies must also be adapted to maintain the effectiveness of the compensation system. This is a central issue facing hotel operators. This paper takes Wuhan Wanda Realm Hotel as the subject of this study and analyses its compensation structure, pay allocation, performance bonuses, benefits package and employee satisfaction. By comparing industry data, we can understand how Wanda Realm Hotel is operating in the face of the epidemic. To understand how to adjust the remuneration strategy, this study explores the problems in the existing remuneration system, applying theories such as two-factor and profit-sharing, through forwarding specific suggestions on salary differentiation, positions grading standard and salary incentive, this research intends to improve the overall salary incentive system of the Wanda Realm Hotel.

The effect of the effectiveness of human resources management on the performance of employees: an exploratory study in the Babylon Hotel, a joint stock company - in the city of Baghdad

The aim of this research is to find out the impact of the effectiveness of human resources management practices on the performance of employees in the Babylon Hotel Mixed Shareholding Company. In order to achieve the objectives of the research, the researcher designed a questionnaire consisting of (25) questions in order to collect primary data from the research samples. The society consists of the corporate sector in Iraq, and the Babylon Hotel mixed shareholding company has been selected as one of the largest companies in Iraq in the city of Baghdad. As for the research sample, it consisted of administrators in the Babylon Hotel Company and employees in the Human Resources Department (department manager - assistant manager - department head - employees - another job position), then the questionnaire was distributed to the research sample consisting of (25) items, collected and then analyzed using the program spss statistical analysis using a number of analyses. The research concluded that the job performance of employees is greatly affected by the practices of modern human resources management, all practices positively affect the performance of employees. They have the right to choose appropriate training programs, develop evaluation criteria, and follow the open-door policy to allow workers to participate in decisions, proposals, and develop policies and strategies that raise the performance of the institution in general and lead to its development and prosperity.

The effect of the effectiveness of human resources management on the performance of employees: an exploratory study in the Babylon Hotel, a joint stock company - in the city of Baghdad

The aim of this research is to find out the impact of the effectiveness of human resources management practices on the performance of employees in the Babylon Hotel Mixed Shareholding Company. In order to achieve the objectives of the research, the researcher designed a questionnaire consisting of (25) questions in order to collect primary data from the research samples. The society consists of the corporate sector in Iraq, and the Babylon Hotel mixed shareholding company has been selected as one of the largest companies in Iraq in the city of Baghdad. As for the research sample, it consisted of administrators in the Babylon Hotel Company and employees in the Human Resources Department (department manager - assistant manager - department head - employees - another job position), then the questionnaire was distributed to the research sample consisting of (25) items, collected and then analyzed using the program spss statistical analysis using a number of analyses. The research concluded that the job performance of employees is greatly affected by the practices of modern human resources management, all practices positively affect the performance of employees. They have the right to choose appropriate training programs, develop evaluation criteria, and follow the open-door policy to allow workers to participate in decisions, proposals, and develop policies and strategies that raise the performance of the institution in general and lead to its development and prosperity.

Evaluating the effectiveness of personnel selection and management strategies in Georgia

Personnel management refers to the development and use of such an organizational system that will contribute to the full disclosure of people's characteristics and capabilities and effective employment in the direction of achieving the organization's goals. This system includes the entire system of personnel selection, distribution and employment. In order for the organization to successfully achieve its goals, it is not enough to solve organizational, technical, resource issues and attract qualified personnel; Along with all this, it is necessary to organize the work process in such a way that every worker shows effort and interest in achieving the set goals. All this leads to the demand for qualified personnel who provide production and development of products and services. Human resource management includes the measures that the manager applies to attract and retain employees in the organization, to ensure their effective work and their fulfillment of organizational goals. The manager is responsible for staffing, developing, protecting and using the resources that are necessary for effective work. Human resources include all members of the organization from the top manager to the lowest ranking employee. An experienced manager knows how important human resources are, he actively works to develop and effectively use the organization's human resources. The main purpose of the research is to find out how much planning of personnel management is done in the organizations operating in Georgia, the development of strategies for working with personnel, the creation and formation of the organizational environment of companies, to highlight the problems and perspectives of personnel management, to develop a system of personnel evaluation indicators, personnel differentiation and evaluation-analysis, which will guarantee that the efficiency of the organization's work will be significantly expanded, human resources will be more mobilized and labor-oriented; The scientific originality of the paper is: - the conditions for the innovative development of the modern human resources management systems of the organization are determined. - the overseas experience of working with the personnel reserve in the organization as a management innovation is analyzed.

PERSONNEL MANAGEMENT RESEARCH METHODOLOGY: THEORETICAL AND SCIENTIFIC ASPECTS

Modern human resource management not only inherits all the functions of previous personnel management, but also strengthens the management of employees with a number of scientific methods, such as job analysis, human resource planning, recruitment and selection, performance appraisal, salary management, personnel training, career development planning. etc. in order to increase labor productivity and achieve the goal of enterprise development. It was determined that the strategic management of human resources is an important factor in achieving the strategic goals of the organization. This is a combination of unity and adaptability in the management of human resources, which must be in accordance with the strategy of the organization and its strategic needs. It is suggested that educational institutions pay special attention to career development and personnel management in the field of human resource management, so that teachers and staff can continuously grow and develop, providing a source of strength for the development of the institution. To motivate employees, management should pay attention to health factors, working conditions and wages, combine material incentives with spiritual potential, stimulate the work of employees, maintain enthusiasm and potential, develop and strengthen abilities, encourage creativity through scientific and rational relationship between staff effort and performance, and the relationship between reward and personal attractiveness. The participation of personnel in the management of the organization can significantly increase the enthusiasm and provide the necessary support for the reform of human resources management, i.e. replacing it with a new concept of talent.

The HRM Model Based on Competency Model in the Context of New Age Intelligence

In the new era of rapid technological development, new technologies are emerging: mobile positioning technology, face recognition technology, two-dimensional code technology, artificial intelligence technology, etc. In the trend of the times, these emerging technologies continue to penetrate into people’s daily life and influence their social habits. At present, the shadow of emerging technologies such as artificial intelligence has already appeared in human resource management and organizational behavior, and the application of these emerging technologies will certainly promote the change of human resource management and organizational behavior and have a double impact on human resource management and organizational behavior. On the one hand, emerging technologies such as artificial intelligence bring new opportunities for the development of human resources, which can not only improve the efficiency of human resource management, optimize human resource organizational behavior, and accelerate the transformation of enterprise management mode. On the other hand, the application of these emerging technologies also brings new challenges for HR development and management: the enterprises’ demand for low-end positions decreases, increasing the employment pressure in the talent market; the enterprises’ development faces transformation and rectification, increasing the difficulty of survival of small enterprises; the employment difficulties and development prospects of HR departments are uncertain. In the context of the new era of intelligence, the impact of emerging technologies on human resource management and organizational behavior is bound to intensify, and enterprises should innovate ideas and integrate new ways and methods to upgrade the traditional human resource management model and seize the opportunity to promote human resource management changes, so that emerging technologies such as artificial intelligence can inject new vitality into modern human resource management. Based on this, this paper proposes an enterprise HR management strategy based on the competency model and combines it with a practical case study and finds that the strategy has been recognized by 91% of employees within the company and has effectively improved the efficiency of HR management.

Human Resource Management (HRM) Functions in Organizational Development and Sustainability in Nigeria

Human Resource Management (HRM) Functions in Organizational Development and Sustainability in Nigeria

Personnel policy in the banking sector of Georgia

The personnel policy of a modern organization is one of the important issues in the way of establishing and improving both intra-organizational and international relations. The modern world is characterized by constant changes and a high level of development, which changes are related to the development of democracy, strengthening of competitiveness, globalization, etc. In the modern world, only the development of technologies is not a prerequisite for the success of companies. The main tasks of these changes are people, personnel policy, personnel selection, its management, employee relations in the organization, effective communication. The main goal of the work is to present the main aspects of the personnel policy in the banking sector in Georgia and to develop conclusions and recommendations in accordance with modern requirements in this direction. The methodological basis of the research is the questionnaire survey conducted in JSC Bank of Georgia and JSC TBC Bank, as well as the inductive and deductive methods of research and the works that belong to Georgian and foreign scientists. Researchers' ideas and concepts related to human resources selection-recruitment issues. In the wake of current changes in the world, the human role as a resource determining competitive advantage is becoming more and more important in modern management. Based on the research, it can be said that in the era of globalization, human resource is considered to be the most important asset, because the successful results of a modern organization are directly related to the effective management of human resources. Accordingly, the process of personnel selection and management carried out by companies in accordance with existing and strategic goals are very relevant issues in modern organizations. The scientific originality of the paper is: - the conditions for the innovative development of the modern human resources management systems of the organization are determined. - The main principles and technologies of personnel reserve management are studied. - the overseas experience of working with the personnel reserve in the organization as a management innovation is analyzed.

Big Data-based Human Resource Performance Evaluation Model Using Bayesian Network of Deep Learning

ABSTRACT Human resource management was of great significance for enterprises to formulate development strategies and improve competitiveness. With the rapid development of new technologies such as knowledge economy and big data, the traditional human resource performance appraisal model had certain limitations and was not objective, which had been difficult to adapt to the increasingly highly integrated development needs of modern enterprises. Therefore, this paper used big data analysis and new technical means to put forward the study of human resource performance evaluation model based on Bayesian network, aiming to provide some theoretical reference for modern enterprise human resource management. First of all, it summarized the related concepts of performance appraisal and its important position in enterprise management, analyzed the characteristics of human resources performance appraisal indicators and their mutual relations, and expounded the common methods and characteristics needed to build a performance appraisal system. Secondly, it summarized the relevant theory of Bayesian network and its advantages in solving complex random problems, and proposed a performance appraisal model based on Bayesian network for the needs of enterprise human resources management. Finally, the balanced scorecard method was used to build a performance appraisal system, and the performance appraisal model proposed in this paper was tested by experiments, and compared with the traditional method. The results showed that the performance appraisal model proposed in this paper had significant advantages and could be better applied to the performance appraisal management of enterprise human resources. The research of this paper can not only provide theoretical guidance for further research on enterprise human resource allocation and management, but also provide reference for performance appraisal in other fields.

Մարդկային ռեսուրսների կառավարում. էվոլյուցիա, ժամանակակից միտումներ / HUMAN RESOURCE MANAGEMENT: EVOLUTION AND MODERN TRENDS

People are the driving force behind the activities of any organization, but the assessment and role of human resources in organizations have been different in various periods. Nowadays organizations realize that their most important asset is their people. Consequently , they implement human resource management policies, aimed at contributing to the most effective use of this crucial resource. Accordingly, this paper presents how modern human resource management has evolved and highlights the current trends in this area that every organization should strive for.

The effects of servant leadership on employees’ outcomes in the Serbian hotel industry

Modern human resource management involves a series of methods that ensure employee satisfaction, intending to achieve organizational goals. The perception of hotel staff as a factor of market success implies the creation of a working environment within which the performance of employees would be adequately used for these purposes. Consequently, the need for extensive research of leaders who will be able to respond to all business and social challenges arises as a basic prerequisite for achieving enviable business results. This paper aims to examine the impact of servant leadership on positive and negative outcomes in the field of hotel business. For the purposes of the survey, 412 hotel workers, employed in various hierarchical positions, were surveyed. The results of the research indicate a positive correlation between servant leadership and job satisfaction and work engagement, that is, a negative correlation between this leadership style and turnover intention and burnout. Furthermore, regression analysis confirmed the direct impact of servant leadership on job satisfaction and work engagement, as well as turnover intention. This study fills theoretical gaps in the aspect of choosing purposeful leadership styles in the sphere of hotel business in Serbia.

S. S. Khanka. Human Resource Management: (Text and Cases). New Delhi: S. Chand & Company Ltd. 2007. 449 pages. Paperback. Indian Rs 300.00.

Human Resource Management (HRM) is a process of procuring, developing, maintaining and controlling competent human resource in the organisation so that the organisational goals are achieved in an effective manner. HRM has undergone tremendous change in its functions over the past 20-30 years. Many years ago, large organisations looked at the “Personnel Department,” mostly to manage the paperwork around hiring and paying people. But more recently, organisations consider the major role of HR Department as staffing, training and helping to manage people so that people and the organisation perform at the highest level of their capacity. The modern HRM views manpower as resource and asset of the organisation rather than just considering it burden on the resources. Usually large national and international businesses utilise these services due to their multidimensional operations and sizable employment. Small businesses carry out these activities by themselves to save cost associated with full-or part time help. However, they generally ensure that employees have—and are aware of— personnel policies conform to prevailing regulations. These policies are developed by the HRM professionals in the form of employee manuals and handbooks.

Analysis of the current situation of human resources management in enterprises and countermeasures

Human resources have become the most important resource in enterprises. This paper analyzes the current situation of human resources management and concludes that there is a shortage of talents and surplus, and the quality of human resources needs to be improved. The personnel management methods of enterprises are outdated and inefficient, and the brain drain of enterprise resources is serious. Lack of much-needed talent Current situation. And put forward the current situation of human resources management. Some measures: Change ideas, strengthen the strategic management of human resources, establish a modern human resources management organization, pay attention to achieving practical results, and improve the talent growth management mechanism. Establish a compensation system with incentive mechanisms, Improve the promotion and elimination mechanism based on scientific evaluation and dynamic adjustment., Improve the training mechanism with lifelong education and job access as the main body.