Organizational Human Resource Management Research Articles

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

Work and Employment Practices in an Intriguing Sub-Saharan Context: Unpacking Salient Endogenous Traits

Although cultural beliefs and practices have been shown as essential drivers of organizational employment policies and practices, the role of endogenous traits in managing employees in organizations in Africa has received less attention in research. We address this gap by employing an exploratory qualitative study approach to ascertain how Sub-Saharan African cultural norms and values shape the design and implementation of human resource management (HRM) in local and foreign-owned organizations in Cameroon. Data were drawn from key stakeholders, including human resource (HR) managers, trade union officials, staff representatives, and top management performing HR and strategy duties. The evidence delineates four major endogenous (socioculturally anchored) organizational HRM phenomena and their relevance for the organizations, employees, and the local community. This paper argues that the observed endogenous work and employment practices serve as the “glue” between organizational stakeholders, beget immense reverence, enhance employees’ experience and well-being, and are appropriate caryatids of modern organizational HRM in Africa.

Unveiling The Double-Edged Effects of High-Performance Work Systems (HPWS) On Employee Performance: A Case Study of a Selected Company in Durban Republic of South Africa

It has been documented that HPWS has both positive and negative effects on employee performance. However, limited studies are affirming this view therefore the review provides a comprehensive understanding of the strengths and weaknesses of HPWS in organisations.To aim of the study is to provide a comprehensive understanding of the strengths and weaknesses in the applications of HPWS in organisations. Under the research goals, a qualitative research methodology was utilised, specifically using in-depth interviews to collect data. The target population consisted of 6 employees of the organisation studied. These individuals were purposefully selected as they possess the necessary information to assess the perceived effects of HPWS on employee performance in organisations. For data analysis, the qualitative thematic data analysis approach was employed. The usage of thematic analysis in this study is founded on its ability to offer comprehensive and compelling insights into the concept of HPWS.Based on the six-step approach of qualitative thematic analysis, the findings suggest that the combination of employee motivation and strategic human resources management practices with HPWS can enhance employee performance. Nevertheless, it has been noted that improper implementation of HPWS can result in heightened job demands and burnout among employees. Therefore, incorporating an evidence-based approach in implementing HPWS is recommended. The study has a limitation as it solely utilizes a qualitative approach, leading to constraints in terms of statistical measurement. Consequently, it is recommended for future studies to employ quantitative or mixed methods research to obtain a more comprehensive understanding of the relationship between HPWS and employee performance.This study recommends that human resource management professionals use this research as a catalyst for implementing HPWS in their organisations. It can offer valuable guidance on effectively utilising HPWS as a concept and practical approach in managing human resources within organisations.The study highlights and postulate the importance of motivation and an evidence-based approach to HPWS. The evidence-based approach can be acknowledged as a contemporary approach to human resource management in organisations.

Pengaruh Kompensasi terhadap Kinerja Karyawan dalam Perusahaan

Compensation is a key element in human resource management that has a significant impact on employee performance in the company. Fair pay and financial motivation have long been topics of deep research in a variety of disciplines, including management, economics, and psychology. Compensation has a role in helping employees perform better. Employee performance will be influenced by compensation, so to ensure that workers work professionally, organizations must consult with them to decide on compensation levels. Business effectiveness and efficiency will be influenced by the quality of human resources, which will be determined by success in determining appropriate compensation for employees. This journal uses the library research or literature review method as the main basis in the process of writing scientific articles or journals. The reference sources used in this article were obtained through Google Scholar, a platform that facilitates access to various sources of scientific literature. In this way, we can ensure that this scientific article is supported by quality and relevant sources. The implications of this research indicate that companies should consider these factors in the planning and implementation of their human resource policies to achieve optimal employee performance and ensure employee well-being. Thus, these aspects can serve as guidelines in improving human resource management in organizations.

Role of Human Resource Management in Organizations

The role of human resource management in organizations in the Kartasura sub-district has been well designed and implemented in accordance with the needs of the region and the residents of Kartasura. The purpose of this research is to find out how the role of human resource management in the Kartasura sub-district is carried out. This research was conducted using qualitative methods such as observation, interviews, and literature review studies. The role of human resource management itself is divided into three. First, in administration, the Kartasura sub-district is responsible for carrying out the work program activities that have been designed. Second, operational and advocacy roles are carried out to control employees so that they can contribute well so that the work carried out can run effectively and efficiently. Third is the strategic role of human resources that must be carried out to support the work program that will be carried out. With the existence of a strategy in the work program that will be carried out, it is hoped that it can provide results that are in accordance with the goals desired by the company or organization.

A Guide to People Management Practices Focused on the Circular Economy: A Theoretical Approach

Aims: The training and development of people is essential for the companies that want to adopt the Circular Economy, but little has been objectively discussed in the literature on the subject, leaving several gaps for research. Then, the main goal of this study is to identify the people management practices organizations must adopt for the circular economy to happen in their processes and businesses.
 Study Design: Literature review and analytical assessment.
 Place and Duration of Study: Estate of São Paulo, Brazil, companies, experts, and general literature, between June 2019 and July 2020.
 Methodology: The study used a theoretical approach to people management practices in the general context as well as in the context of the Circular Economy. Then, a subjective analysis of the interpretation was performed to find correspondence between standard requirements and Circular Economy practices. Finally, a conceptual model was created.
 Results: The Circular Economy was characterized as sustainable development, justifying the need for human resource management to be oriented toward the Circular Economy. It was shown that 20% of articles in the literature address the need for people management oriented towards the circular economy. The relationship of the thirty-one identified practices with the standard requirements was divided into four dimensions: Organizational Culture; People Development; Leadership; and Team Development. A conceptual model was built based on the identified practices and classified into the four dimensions.
 Conclusion: The leading practices that best contribute to the Circular Economy context are divided into four dimensions and are recommended to be adopted for the successful transition to the Circular Economy. This research contributes to the human resources management in organizations transitioning to a Circular Economy and fills a gap in the development of people for such transition. Academically, it presents a contribution to the studies of people management in the context of Circular Economy for the changing organizations.

The Conceptual Model of Green Human Resource Management in Business Organization: A Literature Review

The conceptual model of Green Human Resource Management (GHRM) in business organizations focuses on integrating green practices into human resource management strategies, the research model can support organizations in minimizing expenses without losing talent, reducing total costs, and driving business success in an ever-evolving world. GHRM is a program that helps create a green workforce that can understand and appreciate green culture in an organization that requires a high level of technical and management skills in employees. This research aims to see the implementation of GHRM in organizations that support environmental performance and see the dimensions of GHRM practices in supporting sustainable business organizations. This research used a qualitative research design with a literature study approach. The results of this study state that GHRM involves integrating green practices into human resource management functions, such as recruitment, training, performance appraisal, and compensation. Implementing GHRM can improve environmental performance, financial savings, and competitive advantage. The research limitation only refers to the research of the GHRM conceptual model. In the research "Conceptual Model of Green Human Resource Management in Organizational Business," the originality can be found in the specific focus on developing a conceptual model for green human resource management (GHRM) in the context of organizational business.era demands a tight competition among organizations, and employee engagement plays pivotal factors in determining the organizational success, especially in the manufacturing companies. This research examines the effect of organizational leadership, employee development, and performance management on employee engagement in the manufacturing sector. Through a comprehensive case study approach, data were collected from several manufacturing companies to analyze the relationships among these key variables. Quantitative approach was applied. Respondents were employees of manufacturing companies in food and beverage, automotive, textile, electronic, and other sectors, recruited using saturation sampling technique. The causal model was applied, and data were analyzed using Structural Equation Modeling, which was operated through SmartPLS. The results of the study demonstrated a positive and significant effect of organizational leadership and performance management on employee engagement. However, training and development were found to have no significant effect on employee engagement.

The role of electronic human resource practices in the sustainable human resource management

Through a theoretical framework, this study aimed to identify definitions of sustainable human resource management by covering the definitions proposed by many researchers and attempting to reach a new definition. Many previous studies have identified many benefits that can be achieved by using sustainable human resource management in organizations. In addition, this study summarized these benefits and identified the most frequently mentioned benefits by reviewing previous studies. The study measured the impact of Electronic -Human Resource practices on Sustainable Human Resource Management in the Iraqi Ministry of Higher Education and Scientific Research by serving 180 employees. The partial least squares (PLS) method in the Smart PLS statistical program (version 4.0.8.9) was used as a statistical method for data analysis. The results of the study showed a relatively acceptable effect of e-human resource practices on sustainable human resource management in the Ministry of Higher Education and Scientific Research. The most important recommendation of this study was that if the Ministry wants to encourage the adoption of new working methods such as sustainable human resource management, it should introduce digital technologies such as artificial intelligence and machine learning in the continuous development and training of employees.

Eksistensi Konflik Di Dalam Organisasi

Conflict within the organization can affect individuals within the organization. Conflicts that are not handled properly can hinder organizational communication and hinder the creation of cooperation between individuals within the organization. This study aims to determine the effect of conflict on individuals in organizations. This study uses qualitative research methods with literature study techniques by collecting data from various sources such as books, journals, and references. This study aims to know and understand how conflict affects an individual in an organization. The results of the research show that this can affect individuals within an organization so it can affect the performance of each individual. This research is expected to contribute to the development of theory and practice of human resource management in organizations.

New labour market trends and developments

Subject. The new management paradigm arising from changes in the external and internal environment requires a change in the priority of elements that ensures the successful functioning of an economic entity, maintaining its competitiveness, and preserving the consumer segments of the produced goods and services. The priority of human resources means the need for a timely introduction of the evolutionary and revolutionary processes related to the labour force supply and demand, as its capacity reserve tends to decrease.Objectives. The purpose of the article is to provide an insight into the development of scientific thought, firstly, by regarding the evolution of traditional trends that characterise the modern labour market. Second, we described the emerging trends in the supply and demand of the labour force and the corresponding transformation of human resource management in organisations. Methodology. To achieve our objectives, we used general and empirical research methods. Analysis and synthesis were applied to obtain new knowledge on the topic. We used analysis to identify the components of the progress of scientific thought from the signal indicating the emergence of a trend to the identification of its drivers and challenges. Through analysis, we also identified the features of supply and demand of the labour force in the modern labour market, which is characterised by staff diversity. Statistical analysis revealed the current patterns of the changes in the Russian labour market, indicating the emergence of new trends. Synthesis made it possible to gain a single comprehensive view of the current cascade of trends and possible shifts in the behaviour of younger and older workers in the labour market.Results. The article presents the structured provisions that substantiate the impact of the cascade of trends on the development of the labour market and changes in the supply and demand for the labour force of younger and older workers. The outlined idea promotes the scientists’ conclusions about the existence of trend cascades. Managing these cascades in the labour market makes it possible to apply the conclusions of trendwatching to influence the emerging signals indicating the strengthening of a new trend that is undesirable for human resource policy.Conclusions. Significant shifts in the age structure of the population are changing the ageing megatrend, that has become global, as well as its impact on the labour market. The analysis methods used in the article, first of all, supported the researchers’ opinion that “success” as the goal of the new management paradigm can be achieved based on a knowledge of the trends that determine the vector of employer’s activities in order to keep up, succeed, and retain their positions several steps ahead of the competitors. Second, they allowed us to identify the mechanism of the emergence, development, and extinction of trends in the labour market and the formation of trend cascades. Third, they supported the theory of drivers that can change the substance and stability of the trend and, therefore, provide opportunities to manage it. Fourth, they allowed us to substantiate the changes in labour demand, which is characterised by a rapid and frequent change in the requirements for a worker to fill modern positions requiring new knowledge, practical and cognitive skills, and behavioural patterns. Fifth, they allowed us to demonstrate a priority shift towards new forms of dependent labour to match the new values and attitudes of employment applicants and employed personnel. Sixth, they allowed us to substantiate the potential of the segment of older workers in influencing the trend of ageism and the formation of ecosystem and occupational health policies in organisations. Seventh, they can be used to prevent in advance the disruption of the natural personnel rotation of different age generations in the labour market and the transfer of professional experience from the older generation of workers in the internal competitive environment.

Corporate social responsibility and employer brand personality appeal: approaches for human resources challenges in the hospitality sector

ABSTRACT Employer branding in organizational human resources management is essential. Nevertheless, certain gaps persist within the realm of scientific research in this field, particularly in the exploration of novel concepts like employer brand personality appeal and its potential impact within the hospitality industry, which grapples with numerous human resources challenges. To fill this gap in knowledge, this paper introduces employer brand personality appeal as a concept within the hospitality employer brand context and measures its impact alongside corporate social responsibility on employee turnover intention and satisfaction in Iran’s hospitality industry. Using a quantitative approach, a survey questionnaire was applied to investigate employees’ perceptions. Respondents were 225 employees of four-and five-star hotels in Tehran. Results signify the impact of both corporate social responsibility and employer brand personality appeal on employees’ behavioral consequences. Furthermore, findings support the influence of corporate social responsibility in promoting employer brand personality appeal. Therefore, this study expands hospitality employer brand literature by proposing a novel concept and exploring its potential for hospitality human resources deficiencies.

Antecedents of Organizational Performance: A Literature Review

Organizational performance is an important indicator for the survival and development of organizations, especially nowadays, the spread of the new crown epidemic, the declining international economic situation, and the increasing difficulties in the operation of domestic and international organizations have forced all organizations to actively seek ways to improve organizational performance. The measurement and influencing factors of organizational performance in different times and industries vary for each organization, but there are commonalities. This paper reviews a number of papers that attempt to identify the factors that influence organizational performance as a reference for organizations to improve their own performance. The literature review summarizes four antecedent variables that have a significant impact on organizational performance: organizational risk, organizational human resource management, organizational heterogeneity, and organizational leadership style.

Consolidating the theoretical foundations of digital human resource management acceptance and use research: a meta-analytic validation of UTAUT

AbstractWith rapid technological progress, the adoption of digital technology in human resource management (HRM) has become a crucial step towards the vision of digital organizations. Over the last four decades, a substantial body of empirical research has been dedicated towards explaining the phenomenon of digital HRM. Moreover, research has applied a wide array of theories, constructs, and measures to explain the adoption of digital HRM in organizations. The results are fragmented theoretical foundations and inconsistent empirical evaluations. We provide a comprehensive overview of theories applied in digital HRM adoption research and propose an adjusted version of the unified theory of acceptance and use of technology as a consolidating theory to explain adoption across settings. We empirically validate this theory by combining evidence from 134 primary studies yielding 768 effect sizes via meta-analytic structural equation modelling. Moderator analyses assessing the influence of research setting and sample on effects show significant differences between private and public sector. Findings highlight research opportunities for future studies and implications for practitioners.

HUMAN RESOURCE MANAGEMENT IN THE CONDITIONS OF GEOPOLITICAL CHANGES

For businesses, geopolitics is observed and addressed at the national and regional levels. Given that human resources play a central role in the functioning of enterprises, the ongoing challenge is to employ a variety of human resource management practices in response to crises. Therefore, organizational human resource management policies deserve a strong examination in terms of their impact on the business of enterprises, especially in times of crisis, as a result of geopolitical changes. The paper presents a survey on the attitudes of employees, and it was done on the territory of the Republic of Serbia, through a questionnaire. The questionnaire was distributed via a link, where the questions were with the answers offered, and also presented through the five-point Likert scale. The results are calculated through the SPSS program. Research can serve as a backbone for businesses to improve human resource management, especially in times of crisis. In accordance with the received answers, companies will get an insight into the importance of employee attitudes, and guidelines for further growth and development.

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Purpose: The performance of a good organization can be evaluated through the effectiveness of human resource management practices on employees. However, the problem of employee turnover always occurs because of weaknesses in an organization's human resource management practices, which affect the employee’s employability and organizational commitment. Therefore, this study examines human resource management practices, employability, and organizational commitment among sports graduates. Design/methodology/approach: This survey study involved 370 Universiti Teknologi MARA (UiTM) sports graduates who have worked in the government and private sectors. This research instrument contains 57 items to measure human resource management practices, employability, and organizational commitment. Data were analyzed using descriptive, inferential, and structural equation model (SEM) analysis using Analysis of Moment Structures (AMOS) software. Findings: The study results show a direct and indirect effect between the variables studied. The study results show that employability partially mediates the relationship between human resource management practices and organizational commitment Practical implications: This study fills a gap in research by establishing and examining the relationship between the antecedents of human resource management practices, employability, and organizational commitment. The results of this study can be used by Higher Education institutions to regularly review the curriculum and co-curriculum syllabus to ensure that the graduates’ success can align with the needs of the industry and employers. Originality/value: This paper contributes to future research on sports graduates by considering a new method. From this, it can provide an overview to researchers on the importance of human resource management practices, employability, and organizational commitment.

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

Linking Human Resources Management Practices and Organizational Commitment: The Mediating Role of Employability

Purpose: The performance of a good organization can be evaluated through the effectiveness of human resource management practices on employees. However, the problem of employee turnover always occurs because of weaknesses in an organization's human resource management practices, which affect the employee’s employability and organizational commitment. Therefore, this study examines human resource management practices, employability, and organizational commitment among sports graduates.
 
 Design/methodology/approach: This survey study involved 370 Universiti Teknologi MARA (UiTM) sports graduates who have worked in the government and private sectors. This research instrument contains 57 items to measure human resource management practices, employability, and organizational commitment. Data were analyzed using descriptive, inferential, and structural equation model (SEM) analysis using Analysis of Moment Structures (AMOS) software.
 
 Findings: The study results show a direct and indirect effect between the variables studied. The study results show that employability partially mediates the relationship between human resource management practices and organizational commitment
 
 Practical implications: This study fills a gap in research by establishing and examining the relationship between the antecedents of human resource management practices, employability, and organizational commitment. The results of this study can be used by Higher Education institutions to regularly review the curriculum and co-curriculum syllabus to ensure that the graduates’ success can align with the needs of the industry and employers.
 Originality/value: This paper contributes to future research on sports graduates by considering a new method. From this, it can provide an overview to researchers on the importance of human resource management practices, employability, and organizational commitment.

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

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

How does deviance tolerance enhance innovative behavior? The mediating role of cognitive crafting and the moderating role of regulatory focus

PurposeDrawing on the social information processing theory, this study aims to adopt a moderated mediation model to investigate the mediation role of cognitive crafting and the moderation role of regulatory focus in the relationship between perceived deviance tolerance and employee innovative behavior.Design/methodology/approachA questionnaire study with 181 employees from a state-owned communications technology company in China was conducted through a two-wave survey, with a one-month lagged design. The model is tested through confirmatory factor analysis, correlation analysis and PROCESS bootstrapping program in SPSS24.0 and AMOS22.0 software.FindingsThis study confirms that perceived deviance tolerance is positively related to innovative behavior, while cognitive crafting mediates the relationship between perceived deviance tolerance and innovative behavior. Furthermore, the promotion focus positively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher promotion focus enhances the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior. The prevention focus negatively moderates the relationship between perceived deviance tolerance and cognitive crafting, and higher prevention focus weakens the mediating effect of cognitive crafting on the relationship between perceived deviance tolerance and innovative behavior.Practical implicationsOrganizations need to establish a tolerant and inclusive management system and create a harmonious working atmosphere to provide a platform basis to inspire the innovative behavior of employees. Also, regulatory focus variables are suggested to be considered in organizational human resource management processes (e.g. recruitment and training) to improve organizational person–job fit.Originality/valueThe primary contribution of this study is to confirm that perceived deviance tolerance has a positive impact on innovation behavior and thereby providing a new perspective to understand the impact effect of perceived deviance tolerance. Another contribution the study explores the mechanisms and boundary conditions of perceived deviance tolerance on innovative behavior fills the theoretical gap of perceived deviance tolerance.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, DISIPLIN KERJA DAN WORK-LIFE BALANCE TERHADAP KEPUASAN KERJA: STUDI KASUS PADA KLINIK L’VIORS

This study aims to analyze the effect of leadership transformation, work discipline and work-life balance on job satisfaction of employees at L'Viors Kayoon Clinic Surabaya. The data in this study were collected from a 7-point Likert scale questionnaire distributed to 47 employees of the L'Viors Kayoon Clinic Surabaya using the census method. Furthermore, the analytical method used is Structural Equation Modeling - Partial Least Square (SEM - PLS). The results in this study indicate that transformational leadership influences job satisfaction at L'Viors Surabaya Clinic employees. On the other hand, work discipline and work-life balance have no effect on the job satisfaction of L'Viors Surabaya Clinic employees. With this research it is hoped that it can become a consideration for the development of leadership capabilities for management and become the development of theories related to organizational human resource management.