Organizational Human Resource Research Articles

Review Paper – “Recruitment Policies And Procedures In Organizations And Companies ”

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often referred to simply as human resources (HR). A company or organization's HR department is usually responsible for creating, putting into effect and overseeing policies governing workers and the relationship of the organization with its employees. The term human resources was first used in the early 1900s, and then more widely in the 1960s, to describe the people who work for the organization, in aggregate. HRM is employee management with an emphasis on employees as assets of the business. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment (ROI). The modern term human capital management (HCM) is often used by large and midsize companies when discussing HR technology. Human resource management is meant for proper utilization of available skilled workforce and also to make efficient use of existing human resource in the organization. The best example in present situation is, construction industry has been facing serious shortage of skilled workforce. It is expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts. Today many experts claim that machines and technology are replacing human resource and minimizing their role or effort. However, machines and technology are built by the humans only and they need to be operated or at least monitored by humans and this is the reason why companies are always in hunt for talented, skilled and qualified professionals for continuous development of the organization.

HR innovation through inter-organizational HR collaboration

PurposeStudies of inter-organizational relationships have traditionally overlooked the human resource management (HRM) field, with most research focusing on collaborations in the technical domain. This study endeavors to explore the impact of organizational human resources (HR) collaborations on HR innovativeness, drawing on theories about organizational learning capabilities to explain this connection. By analyzing the synergies arising from inter-organizational HR collaborations, this study aims to seek to shed light on the potential for HRM to contribute to organizational performance and foster innovation.Design/methodology/approachThe study is based on a quantitative survey conducted among 326 Dutch companies. The survey aims to find out whether these companies collaborate with other organizations on HR-related issues, the extent to which they renew their HRM function, and whether they apply organizational learning practices. The data collected for the survey are analyzed using Hayes PROCESS macro to investigate mediation effects.FindingsAs per the study, HR collaboration results in innovation. The research suggests that collaborating with HR across different organizations significantly contributes to HR innovation. This relationship can be explained by the inter-organizational learning practices that organizations adopt. Therefore, when organizations collaborate with each other, they learn from each other, which enhances their learning capabilities and ultimately leads to HR innovation.Originality/valueThis study delves into the extent to which organizations collaborate on HR-related issues, which is a relatively new field. Moreover, it contributes to the research on the connection between inter-organizational relationships and innovation by showing how much of it is explained by organizational learning.

STUDY ON RECRUITMENT PROCESS AT HINDALCO INDUSTRY LTD.

ABSTRACT Personnel planning is now an essential task in every organisation. It plays a significant role in an organisation. Long-term organisational performance depends on the effectiveness of the organization's human resource planning. Every organisation has specific procedures that it adheres to in order to guarantee that the correct people are there at the right time and place in the proper quantity and type to help it accomplish its intended goals. Planning for human resources is one of the goals of the human resource department. Selection and hiring, training and development, career planning, transfers and promotions, risk management, performance evaluation, and other related activities. Every goal need particular care, as well as careful planning and execution. The proper person in the appropriate job is crucial for every organisation. Recruitment is crucial in this scenario. The usage of new technology and a skills gap are having a significant impact on how organisations approach hiring new employees.

Teknik Manajemen Sumber Daya Manusia Terkini untuk Perencanaan Optimal dalam Konteks Pendidikan Islam

This article discusses the importance of human resource (HRM) management in the context of Islamic education and explores the latest techniques in HR management that can be applied effectively. With a focus on the management of educators and education personnel, the author outlines several techniques, from planning to compensation, that aim to support the quality of education and achieve the educational goals that have been set. This study uses a library research approach. The process of collecting information and data from various literature sources such as reference books, similar previous research, articles, notes, and various journals relevant to the problem to be solved. Descriptive analysis is a method that involves collecting data, structuring, or grouping, analyzing, and interpreting data to gain a deep understanding. The results of data analysis show that human resource planning is one of the management functions that is oriented towards developing strategic steps to prepare human resources (employees) in organizations with the number and quality needed. HR planning is a management process to determine the movement of an organization's human resources from the current position to the desired position in the future, using data as a guide for future planning

Management and Organization of Human Resources in Science and Technology of the Republic of Serbia

The subject of this paper is human resources in the field of science and technology in the Republic of Serbia. The aim is to establish the state and tendencies regarding the number and structure of human resources in the mentioned field. Accordingly, several research questions were defined. Open data (2018-2021) of the Statistical Office of the Republic of Serbia were used. The results showed that the average number of employees who have either higher education or are employed in the field of science and technology was 991.9 thousand and on average their number was growing. The majority were women, whose number and share increased on average. The average number of employees who have higher education and are employed in the field of science and technology was 501.4 thousand and their number was growing on average, including people of both genders. The majority were women, whose share was constant with a tendency to minimal decrease. The average number of employees aged 15-74 who are employed in the field of science and technology was 731.2 thousand and on average their number was growing, including persons of both genders. The majority were women, whose share was constant with a tendency to minimal increase. The most important sector in the field of science and technology was education. It is concluded that there are positive tendencies regarding the number of human resources in the field of science and technology in Serbia, especially when it comes to women.

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.

Unveiling the Hidden Dynamics: exploring causative factors and impact of employee turnover on organisational performance.

Employee turnover is a widely recognised subject in an organisational setting. Although academics and organisational human resource departments have accepted the fact that employee turnover can have a disastrous impact on the organisation, there are limited studies conducted on the causative factors and effects of employee turnover in organisations. Therefore, this study helped to highlight some of the causative factors triggering employee turnover and their impact on an organisation. In addition, the study also suggests vital strategies for mitigating and reducing employee turnover. In line with the preceding assertion, the cross-sectional qualitative study taking into consideration conference papers, government periodicals, chronological documents, and mainly secondary and primary sources were used. Online search engines such as Scopus, EBSCO, Emerald, science direct, and unrestricted web service search engines such as google scholar and Mendeley demonstrated to be valuable database resources. The finding indicated that performance appraisal feedback, job insecurity, stress and work overload, death, and compensation are significant factors responsible for employee turnover was also deduced that employee turnover can affect organisational performance through ineffectuality in the delivery of service, increase in workload, errors in work processes and reduction in sense of loyalty. However, findings also postulated that training and development, competitive benefits and compensation, effective leadership, and job satisfaction are key procedures that help in reducing and mitigating employee turnover.

ANALISIS KOMPENSASI PEGAWAI NEGERI PADA POLRI DALAM KEPEMILIKAN RUMAH LAYAK HUNI DI POLRI

Home is very important for life because it is one of the basic needs for humans besides clothing and food. Every individual human being will prioritise the fulfilment of basic needs over secondary needs, as well as the need for a house, everyone will try Qualitative descriptive method was used in this study. Data collection techniques commonly used in qualitative research are observation, interviews, and documentation. In addition, Sofyandi (2008) argues that to increase the productive contribution of an organisation's human resources, human resource management is defined as a strategy for applying management functions, namely planning, organising, leading, and controlling, in all human resource activities and operations, starting from attraction, selection, training and development, placement, and so on. Fair and competitive work compensation can motivate PNPPs to achieve higher work performance. Work compensation is one of the important factors that influence work motivation. Job satisfaction can be influenced by the extent to which employees are satisfied with the compensation they receive. High job performance tends to contribute to job satisfaction.

Impact de la Covid 19 sur la première ligne en Tunisie

Public primary healthcare facilities, the cornerstone of the Tunisian health system, were impacted by the Covid 19 crisis as all health systems in the world. This study aims to assess this impact of the pandemic. We analyzed the budgetary evolution of the basic healthcare group (BHG) of Medenine and Djerba between 2019 and 2020. Similarly, we examined the evolution of all the activities of BHG of Medenine. This analysis was also completed by a semi-structured questioning with a regional expert. Our results showed an increase in expenditure, a decrease in revenue (12.4% for GSB of Medenine and 10.8% for BHG of Djerba), and an accumulation of outstanding payment. BHG's activities have been affected by the pandemic. We showed that stomatology and vaccine activities were well maintained during the pandemic. However, we noted a regression in the number of patients and some illnesses. Activity related to child health and health education has significantly decreased. This impact has had and will have repercussions on the epidemiological state of the population. Despite the intervention of the regional management in terms of organization, training and strengthening of equipment and human resources, the pandemic has generally impacted the operation process of these establishments, which are already facing several challenges. We recommend above all to activate the already existing opportunities to replenish the financial resources of primary healthcare facilities, to improve work environment and continuous professional development and to computerize the data and its analysis according to a scientific approach.

Optimal Model for Appointment and Promotion in Public Banks (Case Study: Refah Bank of Tehran Province)

Objective: Appointments and promotions of human resources in organizations should be conducted with due consideration to the necessary educational and experiential qualifications, following the verification of competencies and successful performance in their previous positions. This study aimed to present an optimal model for the appointment and promotion of managers at Refah Bank in Tehran Province. Methodology: The current research is an applied study and was conducted within a mixed-methods framework, utilizing thematic analysis in the qualitative section and inferential statistics in the quantitative section. The qualitative section involved 17 experts (CEOs, deputy CEOs, directors, and heads of departments at the central Refah Bank) selected using the snowball sampling method and adhering to the principle of theoretical saturation. In the quantitative section, all branch heads of Refah Bank in Tehran city, numbering 131, were considered, with 98 participants selected using Morgan's table and purposive sampling as the sample members. Data collection tools included semi-structured interviews in the qualitative part and a researcher-constructed valid and reliable questionnaire in the quantitative part. Data from the qualitative interviews were analyzed using MAXQDA software, while data from the questionnaire were analyzed using Smart-Pls software. Findings: The findings revealed that 34 basic themes, 12 organizing themes, and 4 global themes could contribute to the development of the promotion model and the formation of a thematic network, while 109 basic themes, 33 organizing themes, and 8 global themes were effective in developing the appointment model. Conclusion: The results showed that the proposed models for employee promotion and appointment were highly suitable. The identified dimensions for developing the promotion model were ranked as follows: 1- Competence and skill enhancement, 2- Educational and research performance, 3- Tenure and records, 4- Job performance. The dimensions of the appointment model were ranked in order of importance as 1- Focus on internal organizational processes, 2- Willingness, 3- Trustworthiness, 4- Integrity and piety, 5- Assessment and analytical power, 6- Focus on employees and customers, 7- Knowledge and capability, 8- Leadership and strategic planning.

The effectiveness of human resource management practices on increasing organizational performance and the mediating effect of employee engagement

Enhancing employee loyalty to the company is essential to maximize corporate ability and achieve respective goals, as employees are the most valuable resource. Hence, managing human resources in organizations is key to achieving contemporary business success. The current study aims to assess the impact of human resource management practices (HRM) on organizational performance with employee engagement as a potential mediator. This study was conducted on Jordanian tourism projects. A total of 300 questionnaires were distributed with 237 returned. The data were analyzed through the partial least squares (PLS) software. Resultantly, performance appraisal and employee engagement significantly and positively impacted organizational performance. Recruitment and selection, training and development, compensation, and performance appraisal also significantly and positively impacted employee engagement. Employee engagement significantly mediated the impact of performance appraisal on recruitment, selection, and compensation with organizational performance.

Pay practices and safety organizing: Evidence from hospital nursing units.

Our understanding of how highly reliable care delivery is brought about remains elusive, in part, because there is limited evidence regarding the organizational practices that enable safety organizing-the behaviors and processes underlying high reliability. Because safety organizing relies on discretionary effort and lowering barriers to sharing expertise and discussing threats to safety and errors, we investigate three pay practices and their effects on information sharing and, in turn, safety organizing. Specifically, we examine average pay level, minimum pay rates, and pay dispersion on nursing units and their relationship with information sharing and safety organizing. Cross-sectional analyses of survey data from 1,461 registered nurses in 45 nursing units in three Midwestern hospitals on safety organizing linked to administrative data on pay practices from the organization's human resource systems. Pay data and survey responses were aggregated to the nursing unit level. PROCESS and structural equation modeling were used to simultaneously test for direct and indirect effects of pay variables on information sharing and safety organizing. PROCESS and Mplus path analysis indicated that paying a higher minimum rate in the unit and having lower pay dispersion have indirect, desirable associations with safety organizing through information sharing. Pay practices can help organizations enhance safety organizing. In particular, higher pay rates for the lowest level nurses and lower pay dispersion among nurses are associated with unit-level information sharing and safety organizing. Having pay practices associated with lower within-unit variation and higher pay for the lowest paid members of a unit may be viable strategies for greater information sharing and safety organizing.

Human Resource Management and Organisation Decision Optimization based on Data Mining

Human Resource Management and Organisation Decision Optimization based on Data Mining

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

Hotel employees' innovative behaviour and work engagement are critical to the quality of hospitality services. Although research has established that human resource management benefits individuals, teams, and organizations, it needs to be clarified whether it could promote innovative behaviour and work engagement among hotel employees. This study aimed to investigate the effect of human resource management practices on innovative behaviour among hotel employees and examine work engagement's mediating role in this relationship. Questionnaires from five four-star hotels were given to 152 respondents in order to collect data. The PLS-SEM model was used to evaluate the data. The result showed that human resource management practice significantly and positively affects innovative work behaviour and engagement. Similarly, work engagement substantially positively impacts the innovative work behaviour of hotel employees. The research also demonstrates that work engagement significantly mediated the association between human resource management practice perception and innovative work behaviour.

The Role of Work-life Balance to the Youth’s Organizational Commitment after Covid-19: Evidence from Vietnam

This study is to examine and identify the balance between work and personal life, which is one of the most major contributors to the tendency of Generation Z and Y to change jobs in the post COVID-19. By combining both the Social Cognitive Career Theory Model (SCCT) and The Social Exchange Theory Model (SET), which was used by Siew et al. (2021) and Hassan et al. (2020), the authors made certain adjustments to create a research model that is appropriate for the context and objectives of this study. Data analysis was based on 320 questionnaires that were collected from employees of generation Y and Z from the age of 18-41 and met the requirements of the research. The variables' consistency and validity were evaluated using SPSS 23, and a regression model was employed to test the hypotheses. The study indicated that Work-life balance is negatively related with organizational commitment. Moreover, Organizational commitment has a clear correlation with Job-hopping behavior of young people. The results showed that the correlation between independent and dependent variables, namely Work-Life balance, Self-efficacy and Emotional Intelligence, are very clear. In the context of the labor market in the post pandemic, Work-life Balance plays a crucial role in affecting the extent of organizational commitment of young workers. Human resources managers, human resources policy manners and organizations need to take this into consideration while implementing the strategies to retain the workers and mitigate the turnover risks.

Manajemen Sumber Daya Manusia Dalam Mewujudkan Pembelajaran Berkualitas Di Pondok Pesantren Riyadlotuth Tholabah Buluspesantren Kebumen

This research aims to describe the planning, organization, implementation and control of human resources in realizing quality learning at the Riyadlatuth Tholabah Bulus Pesantren Kebumen Islamic boarding school. The approach used in this research is descriptive qualitative. The research location is at the Riyadlatuth Tholabah Bulus Pesantren Kebumen Islamic boarding school. In this research, the research subjects were the boarding school leaders, lodge treasurers, lodge heads, deputy lodge heads, ustadz, infrastructure managers, lodge administrative staff, lodge secretaries, foundation chairs, foundation treasurers, and foundation supervisors. Furthermore, the informants for this research were students, guardians of students, community leaders, and Islamic boarding school committees. Research data was collected through in-depth interviews, participant observation, and document analysis. This research data was analyzed using interactive analysis techniques developed by Miles & Huberman, namely: data reduction, data presentation, and drawing conclusions. The results of the research show: (1) human resource planning in realizing quality learning at the Riyadlotuth Tholabah Bulus Pesantren Kebumen Islamic boarding school is carried out at the beginning of every year, always making a list of educators for the students; (2) organizing human resources in realizing quality learning at the Riyadlotuth Tholabah Bulus Pesantren Kebumen Islamic boarding school is carried out by holding meetings with educators, without any educational organization; (3) the implementation of human resources in realizing quality learning at the Riyadlotuth Tholabah Bulus Pesantren Kebumen Islamic boarding school has gone well because it is a routine; and (4) control of human resources in realizing quality learning at the Riyadlotuth Tholabah Bulus Pesantren Kebumen Islamic boarding school can be said to be quite good, control is also carried out by evaluating the human resources of the Islamic boarding school.

BUREAUCRATIC BEHAVIOR AT THE LICENSING SERVICE OFFICE IN THE INTEGRATED LICENSING AND INVESTMENT OFFICE OF MAKASSAR CITY

This study addresses issues related to bureaucratic behavior, specifically examining the cultural, design, and structural aspects, as well as the aspects of organizational human resources policy in the context of licensing service practices at the Integrated Licensing and Investment Office in Makassar. Employing a descriptive research approach with a qualitative case study method, data collection involved in-depth interviews with various informants, direct observation at the research site, and a review of relevant documentation. The findings indicate that in terms of organizational culture, there is a perceived inclination towards a culture similar to other government agencies. Additionally, organizational culture is influenced by cultural acculturation or external factors, especially if it benefits the organization, such as through regular daily and monthly meetings. In the aspects of structure and design, the work organization is formally divided and grouped into service counters and technical teams, reflecting a design identical to mechanical organizational design. Regarding human resources policy and practices, special attention is needed, particularly in addressing issues such as inappropriate employee recruitment and the capacity building of personnel, which is still awaiting an invitation from the central government. The study also emphasizes the importance of maximizing the IKM Survey (Community Satisfaction Index) for comprehensive insights.

Cultural identity threats and identity work of skilled migrants in multinational corporations

While skilled migrants (SMs) are increasingly valuable human resources in organizations, little is known about their cultural identity threats and work in multinational corporations (MNCs). This study draws on the identity work perspective and interviews with 163 SMs to examine how and why SMs use identity work to cope with encountered cultural identity threats and what types of SMs’ identity work can be identified in MNCs. Our analysis shows that SMs respond to identity threats in the forms of cultural tightness, value conflict, and stigmatization by protective identity work (i.e., differentiating, detaching, distancing, and rejecting) or adaptive identity work (i.e., shifting, revising, extending, and suppressing).

Information and Communication Technology (ICT) and Recruitment Process in Public Organizations: A Study of Nigeria Police Force, Ebonyi State Command

The importance of Information and Communication Technology (ICT) in the recruitment process cannot be underestimated. That explains why organizational human resources managers, the Nigeria Police Force inclusive, have integrated it into the all-important exercise. Therefore, this study examined the effect of application of ICT on recruitment process in the public sector organizations with particular reference to the Nigeria Police Force, Ebonyi State Command. The study was anchored on Technological Determinism theory espoused by Thorstein Veblen (1857-1929). The study adopted descriptive survey design with a sample size of 400. Data were generated through structured questionnaire designed in 5 Likert scale. Chi-square inferential statistics were used to test the formulated hypotheses. The study revealed among others – that the use of online recruitment platform has significantly facilitated teeming qualified citizens’ access to job openings in the Nigeria Police Force, Ebonyi State Command; that the use of online recruitment portal has significantly enhanced appointment of competent staff in the Nigeria Police Force, Ebonyi State Command. The implication of the findings is that the adoption of ICT without human manipulations is key to institutionalization of meritocracy in the exercise. The study recommended as follows among others – that the Nigeria Police Force should ensure sustenance of the use of ICT in the recruitment process so as to attract qualified candidates to the security outfit; that the use of ICT should be given free hand during the recruitment exercise in order to facilitate emergence of most competent and skillful candidates.

Research of a Multi-Level Organization Human Resource Network Optimization Model and an Improved Late Acceptance Hill Climbing Algorithm

Complex hierarchical structures and diverse personnel mobility pose challenges for many multi-level organizations. The difficulty of reasonable human resource planning in multi-level organizations is mainly caused by ignoring the hierarchical structure. To address the above problems, firstly, a multi-level organization human resource network optimization model is constructed by representing the turnover situation of multi-level organizations in a dimensional manner as a multi-level network. Secondly, we propose an improved late acceptance hill climbing based on tabu and retrieval strategy (TR-LAHC) and designed two intelligent optimization operators. Finally, the TR-LAHC algorithm is compared with other classical algorithms to prove that the algorithm provides the best solution and can effectively solve the personnel mobility planning problem in multi-level organizations.