Personnel Management Research Articles

Examining factors influencing the adoption of enterprise resource planning systems in secondary healthcare institutions

PurposeThe healthcare system in the Philippines has insufficient patient and personnel management, inefficient inventory systems and disorganized medical record-keeping, contributing to unsatisfactory patient care. This occurrence calls for a centralized database, like enterprise resource planning (ERP) systems that manage healthcare systems efficiently. This study utilized partial least squares-based structural equation modeling and random forest classifier (RFC) to identify the factors influencing the adoption of ERP systems in secondary healthcare institutions.Design/methodology/approachThe study proposed an extended unified theory of acceptance and use of technology framework integrated with the valence model to define behavioral intention and use behavior of ERP systems. A self-administered online survey was answered by 250 secondary healthcare stakeholders in the Philippines voluntarily.FindingsEffort expectancy, performance expectancy and social influence result in a very high behavioral intention, leading to the use behavior of ERP systems, while facilitating conditions and innovativeness in information technology led to high significance. Price value and perceived benefits are significant factors. RFC was proven reliable in predicting the factors, with an accuracy of 96%, indicating that the proposed framework can be used in future research to examine enterprise system adoption in different healthcare facilities.Originality/valueThere has yet to be a study that covers ERP in the Philippines, let alone its adoption. Since the ERP system is relatively present for a certain period of time, its adoption among healthcare facilities has not been covered in the Philippines. This study is the first to decipher and understand the ERP adoption and its practical implications.

РАЗРАБОТКА СТРАТЕГИИ УПРАВЛЕНИЯ ЖИЗНЕННЫМ ЦИКЛОМ ПРОДУКЦИИ С ПРИМЕНЕНИЕМ МЕТОДА АНАЛИЗА ВЗАИМОСВЯЗАННЫХ ОБЛАСТЕЙ РЕШЕНИЯ

Introduction. The materials of the article are devoted to the consideration of the complex process of strategic management of the life cycle of high-tech products, in which one of the main problems is the implementation of a single strategy. The basis for the formation of a modern strategy for managing the life cycle of high-tech products is the combination of management decisions of a functional nature in such a way as to eliminate contradictions and take into account their compliance with performance criteria. To solve the problem of compatibility of strategic solutions in the work, the method of analysis of interrelated decision areas (AIDA) was proposed and tested. Materials and Methods. The article examines the theoretical foundations of strategic management, pays special attention to the levels of strategic decision-making from international and national to local. The article proposes a modified strategic management matrix that expands the levels of development and implementation of strategic decisions and the associated objects of life cycle management of high-tech products, allowing you to form a theoretical and practical basis for an overall strategy. The integrated process of managing the life cycle of high-tech products from the perspective of developing a management strategy includes interconnected management solutions from key functional areas and business processes, their classification is reflected in the presented scientific article. In order to analyze the compatibility of strategic management decisions that form a single strategy for managing the life cycle of high-tech products, a method for studying interrelated decision areas (AIDA) has been proposed. Developed in 1986 and further tested in various fields, the method eliminated incompatible design solutions in the life cycle management strategy, choosing the most optimal ones according to the criteria of efficiency, competitiveness and optimization of the development-production cycle time. Results. Based on the results of the analysis, an optimal combination of strategic solutions of a functional level was formed, which reflects modern trends in the development of innovative production systems that face the need to reduce the risks of an informational, financial and investment nature by organizing an end-to-end pull-out material and information logistics flow, and introducing partner personnel management programs in long term. Discussion and Conclusions. The results of the study can form the basis of the methodology for developing a strategy for managing the life cycle of high-tech products at the regional, national and international levels.

An Analysis the Impact of e-HRM on Organizational Performance in Information Technology (IT) Industry in Delhi/NCR

The digital age has brought about significant changes in the business environment. The business environment and information technology (IT), one of the most important components of today's business world, are affecting the growth of many businesses. At the management level, IT plays a special role in people management. Electronic Human Resource Management (e-HRM) is a concept that involves the use of web technologies for the provision of services related to human resource management in organizations. The purpose of this article is to highlight the importance of the concept of e-HRM, its most important features, advantages, potential disadvantages and to guide the implementation of e-HRM in Delhi/National Capital Region (NCR). The approach of this paper includes theoretical analysis of existing literature and literature on e-HRM and data analysis on e-HRM implementation by organizations in Delhi. Use SPSS software to analyse the data. It pointed out that eenergy users management is a new development that supports, enhances and supports people management both in terms of people management and leader leadership and personnel.

КАДРОВЕ ЗАБЕЗПЕЧЕННЯ СОЦІАЛЬНО-ЕКОНОМІЧНОЇ БЕЗПЕКИ ПІДПРИЄМСТВА

The article examines the role of personnel support in the economic security system of an enterprise, emphasizing its importance in protecting businesses from various threats and risks. The main components of the economic security system are analyzed, highlighting the interaction of personnel support with other elements that form a comprehensive security management system. Particular attention is paid to personnel policy as a strategic direction of human resource management, defining the key principles and approaches to working with employees, as well as the factors influencing its formation.The article presents a personnel support model that includes key components such as goals, tasks, functions, and principles of personnel management to ensure economic security. The functions of personnel support are outlined, including risk assessment, personnel strategy development, employee supervision, security training, staff motivation, conflict investigation, confidential information management, and psychological state monitoring.It is noted that effective personnel support helps to reduce risks associated with the human factor and is a crucial element in ensuring enterprise stability and security. The article emphasizes the importance of the interconnection between personnel support and personnel policy in achieving the strategic goals of an enterprise and maintaining its competitiveness.

Employment Challenges and Employment Structure Adjustment of Low-Carbon City Pilot Policies: Evidence from Chinese Enterprises

Under the background of global climate change and sustainable development, low-carbon transformation has become an inevitable choice for China and even global economic development. As the cornerstone of social stability and the key to people’s well-being, employment is facing profound changes brought about by low-carbon development. Based on the micro perspective of enterprise behavior change, this paper takes the implementation of China’s low-carbon city pilot policy as an exogenous policy shock and constructs a time-varying difference-in-differences (DID) model to test the impact of the low-carbon city pilot policy on enterprise employment, based on the data of China’s A-share listed enterprises from 2008–2021. The results show that the implementation of low-carbon city pilot policies significantly expands the employment scale of enterprises and increases overall employment by about 6.77%. From the perspective of employment skill structure, it can promote the employment of high-skilled and low-skilled workers. From the perspective of employment position structure, it can promote the employment of production operations personnel, technology research and development personnel, and service and management personnel. These results are still valid after a series of robustness tests. The policy effect is due to the deepening of enterprise capital integration, green investment, technological innovation and vertical specialization. In addition, it is also affected by the differences of enterprise ownership, enterprise scale, industry pollution degree, regional environmental regulation, and market competition degree. Further research shows that low-carbon city pilot policies significantly reduce the share of labor income of employees in heavily polluting enterprises, resulting in the loss of employee welfare. From the perspective of employment, this paper provides more theoretical support and empirical evidence for low-carbon policies to drive changes in micro-enterprise behavior, so as to achieve the sustainable goals of “double carbon” and “stable employment”.

Priorities in Strategic Personnel Management in Tourism and Hospitality

Topicality of problems of strategic HR management in complicated and uncertain current conditions is proved by importance of personnel in the field of tourism and hospitality and affected by professional qualities of employees, which stipulates the level of tourist satisfaction, efficiency and competitiveness of organization as a whole. The goal of the research is to identify priorities among alternative opportunities in strategic HR management in enterprises of tourist and hospitality industry. Methodology of the research is based on integration of systemic and strategic management. The model of strategic HR management and empiric data at enterprises of the hotel type show high personnel turnover, uneven employment, absence of social ways of stimulation, importance of economic ways of motivation usually available in large hotels. Therefore, each enterprise elaborates its own system of employee retaining on the basis of balancing material and non-material incentives and forms a complex approach to methods of HR management. Working-out of priorities in strategic HR management rests on provisions of strategy of organization development and its key components. As alternative opportunities the following trends were proposed: innovation HR management with IKT elements, research and analytical approach, Well-being concept.

Executive Religiosity and Disclosure Tone Ambiguity of Annual Reports

This paper examines the effect of C-suite executive religiosity on the disclosure tone ambiguity of corporate annual reports. The paper utilizes executive-level religiosity, disclosure tone, and financial data from a sample of 2515 publicly listed U.S. corporations. It applies fixed-effect regression analysis to show that the presence of religious executives within the C-suite team reduces the disclosure tone ambiguity of annual reports, as evidenced by a reduction in the number of negative and uncertain words within corporate annual reports. Subsample analyses show that religious CEOs and CFOs in the C-suite primarily drive the main findings, which is consistent with their heightened control over corporate annual report preparation processes post-SOX. The main finding holds across multiple robustness tests and suggests that the individual religiosity of C-suite executives can be an important determinant of a company’s disclosure tone-related choices. By utilizing the measure of executive-level religiosity, this study directly addresses recent calls for further research to examine additional personal and psychological factors beyond executive-level narcissism and political ideology that can influence top management personnel’s corporate disclosure tone-related choices. This study contributes to the literature by examining the influence of individual executive-level religiosity on the tonal sentiment of corporate communications, as represented by corporate annual reports.

‘Divide and rule’: employment strategies of Chinese suppliers in supply chain relocation

ABSTRACT The US – China trade friction, combined with the COVID-19 pandemic, has prompted lead firms in the Global North to relocate supply chains out of China. This research employs an explanatory case study approach, involving 51 semi-structured interviews with managerial personnel and workers at a Chinese outdoor leisure products manufacturer during the 2021–23 period. In light of existing employment modes, a supplier devises differentiated employment responses to supply chain relocation, which results in a divide-and-rule approach to employment strategies. Furthermore, relational governance is a prerequisite for the considerable space of supplier agency in employment relations throughout the process of supply chain relocation.

КАТЕГОРИЙНЫЙ АППАРАТ ИССЛЕДОВАНИЯ ОБЕСПЕЧЕНИЯ ЭФФЕКТИВНОСТИ ДЕЯТЕЛЬНОСТИ ПРЕДПРИЯТИЯ ОБЩЕСТВЕННОГО ПИТАНИЯ

The article considers theoretical views of modern authors and scientists on the mechanisms of improving the efficiency of catering enterprises in general and systematisation of mechanisms by key categories, such as personnel management, process management, quality management and management of customer satisfaction, impressions and emotions.

Excellent Service Management of School Administration Personnel in Senior High Schools in Sleman District

Excellent service is the best form of service that aims to optimally meet customer expectations and needs. In the world of education, school administration personnel have a strategic role as the main support for the continuity of the educational process. This study aims to describe the formulation and implementation of excellent service management for administrative staff at high schools in Sleman Regency. This research uses a qualitative method with a descriptive approach. Data were collected through observation, interviews, and documentation, then analyzed using the Miles, Huberman, and Saldana model. Data validity tests include credibility, transferability, dependability, and confirmability. The results show that the formulation of excellent service management is carried out by formulating innovations through strengthening the competence and quality development of administrative staff. This aims to create a superior and quality education service system in SMA-Kabupaten Sleman. The implementation of excellent service is carried out through professional attitudes, attention, and real action to build an administrative service system that is responsive to aspirations, needs, and the dynamics of scientific and technological developments. This research recommends strengthening the competence of administrative staff on an ongoing basis and innovating service management, so as to create quality, superior and highly competitive education services in accordance with the demands of the times.

Business Model Innovation through AI Adaptation: The Role of Strategic Human Resources Management

AbstractWhile artificial intelligence (AI) requires business model innovation, it simultaneously poses persistent operational, regulatory and strategic challenges, highlighting the importance of researching AI adaptation to appropriate organizational value. AI adaptation is not monolithic, and its nature and consequent value appropriation processes may vary due to external factors and an organization's strategic approach to innovation and resource management. Accordingly, a taxonomy of AI adaptation and its link with value appropriation can yield a theoretical understanding and practical implications of why and how organizations vary in leveraging strategic human resource management to shape business innovation led by AI adaptation. In this paper, we address this issue by applying adaptive structuration theory and conducting interviews with top management personnel from 51 companies based in India. Based on our findings, we develop a novel taxonomy of AI adaptation (exploitive, exploratory, emancipatory and expedient), structured within a 2 × 2 matrix and a robust model of value appropriation within a dynamic business environment.

The Existence of the State Civil Apparatus Information System (SIASN) in the Process of Determining the Decree on Promotion of Civil Servants in Agencies in the Work Area of the Regional Office XI BKN Manado

Building an integrated electronic-based government system in personnel management is very important today. Transformation of the personnel management service process based on information technology is a mandate from the Regulation of the Head of BKN Number 20 of 2008 concerning the Personnel Service Application System (SAPK). Proposals for promotion are one form of service that is currently carried out through SAPK. The Regional Office XI BKN Manado has the responsibility in the process of determining the decision letter for the promotion of Civil Servants. This study was conducted to describe the existence of SIASN in the timeliness of determining the decision letter for the promotion of Civil Servants at Agencies in the Work Area of ​​the Regional Office XI BKN Manado and what aspects cause delays in determining the decision letter for the promotion of Civil Servants. By using a qualitative design, it was found that there were slight weaknesses in the criteria for bureaucratic compliance (compliance) which can be seen from the delay in the signing stage of the decision letter for the promotion by the authorized official even though the SIASN operator had tried to be on time. The delay in signing the SKKP, although not caused by the dysfunction of the SIASN system, this obstacle still has a significant impact on the credibility of SIASN as a system designed to accelerate the promotion process.

Analysis of the Utilization of Assessment Center Results in Civil Servant Career Development in the Regional Government of North Sulawesi Province

Assessment center is a comprehensive method to assess the ability, competence and suitability of a person with a certain role or position, by measuring technical and non-technical competence. The North Sulawesi Provincial Government in supporting the bureaucratic reform process has the responsibility to implement employee development programs through the assessment center method before holding a position as a high-ranking official. This study was conducted to explain the utilization of assessment center results in career development (promotion, rotation/mutation, and competency development) of Civil Servants (PNS) in the North Sulawesi Provincial Government. Qualitative design was used in this study. The research findings that the utilization of assessment center results by the North Sulawesi Provincial Government in this case through BKD as the personnel management official has not been effective enough because there are still elements of subjectivity in the mutation/rotation of Officials/Employees. In terms of selection/filling of JPTP (Promotion), the North Sulawesi Provincial Government is committed to continuing to use the Assessment Center method even though in reality there are still elements of subjectivity when it is already in the selection committee. In addition, the results of interviews with informants indicate that the utilization of assessment center results has not been optimal due to various factors, including political intervention, lack of understanding of assessment centers, implementation of the merit system, organizational culture, talent management systems, and budget issues and availability of training, as well as regulations/legal umbrellas.

Early explorations of holistic review in graduate medical education

Background: Graduate Medical Education programs have implemented holistic review to improve the selection process for new residents. Holistic review will have a profound effect on Health Information Professionals (HIPs) with the arrival of medical residents with different backgrounds and needs. The unique experiences and skills of HIPs will position them well for the new realities in medical residency programs. This article traces the historic roots of holistic review. Methods: The authors employed a scoping review to track the historical traces of holistic review in Graduate Medical Education over the formative period of 1999-2019. Results: Medical residency programs over a 20-year period piloted holistic review in the screening, interview, and multiple time periods in the selection process. These ventures reflected a diversity of approaches and creative adaptations from other disciplines such as personnel management, organizational psychology, and active learning forms of education Conclusion: Health information professionals and medical educators will better engage with the newer cohorts of residents when equipped with a history of holistic review.

The role of networking competencies in social enterprise performance

Purpose – The goal of this research was to identify the need for networking competencies in social enterprises rated by the managerial personnel of social enterprises and academic staff of universities in Latvia. Research methodology – A survey among representatives of Latvian social enterprises and academic staff of Latvian higher education institutions (HEIs) was conducted. The data was processed by means of average ranking, Kruskal-Wallis H test, and one-way-ANOVA test. Findings – The analysis of the results of Latvian survey revealed that: 1) social enterprise per- sonnel and university academic staff rated the role of networking competencies in social enterprise performance differently; 2) social enterprises rated cooperation with local governments higher and with industry associations as less important than the group of university academic staff. Research limitations – The research is limited to the analysis of only networking competencies. Practical implications – The research results contribute to the institutional framework for the social entrepreneurship ecosystem through recommendations to universities in creating training programmes of social entrepreneurship competencies. Originality/Value – The conducted empirical study is the first study of its kind in the Latvian social enterprise ecosystem, and it offers unique data that can be used for planning the development of networking competencies.

How Do Nonprofit Proposal Writers Learn Their Jobs? Results of a Nationwide Survey and Interviews

This article responds to the need for studies on the proposal-writing process within nonprofit organizations. The few empirical studies within the technical communication field and nonprofit studies have focused on job satisfaction and compensation rather than the writing process. Based on a nationwide survey ( n = 580) and interviews ( n = 18) of members of several professional organizations for proposal writers, this study describes the differences between academic and nonprofit proposal writers, writers’ experiences learning their job duties, and how long it takes to feel confident in their position. The study also reports three areas of study that writers said are important to their job: research methods, project management, and personnel management. The author provides suggestions to professors of proposal-writing coursework and recommends that they pair with local professional organizations to develop strong connections with the profession.

Study Environment and Psychological Factors of University Students’ Intention to Drop out

Student dropout is a pressing issue demanding immediate attention from most universities. It profoundly affects the psychological well-being of students, their financial status, career path, relationship with others while also raising concerns within the university about the quality of studies, study programs, academic personnel, resource reallocation or reputation management. Furthermore, dropout can impact the students’ close relatives and even society at large, which may face a shortage of skilled professionals in the future.Our study aims to uncover the relationship between the study environment and psychological factors, and university students’ dropout intentions with the potential to provide valuable insights which would enable the development of effective preventive measures and programs.350 university students (of whom, 20% males and 80% females) participated in the study. The participants filled out a questionnaire measuring Study engagement (Schaufeli et al., 2019), Academic resilience (Martin & Marsh, 2006), Study satisfaction (Schmitt et al., 2008), Study environment characteristics (autonomy, feedback, support from teachers and students, and opportunities for development) (Bakker, 2014), Study-related stress, Intention to drop out, along with questions on sociodemographic data.The results show that study engagement is predicted by academic resilience, satisfaction with studies, and study environment factors. Study-related factors, student engagement, and stress predict the dropout intention. Moreover, it was discovered that study engagement mediates the effect of academic resilience, student satisfaction and study environment factors on dropout intention. Study-related stress has a direct positive effect on the intention to drop out. The results of the study confirmed that study environment factors (autonomy, feedback, teacher and student support, and development opportunities) together with psychological characteristics (student engagement, academic resilience, study satisfaction and study-related stress) are important predictors of students’ intention to drop out.These aspects are important to consider when developing and implementing preventive programs and measures to manage students’ dropout from universities.

Legal forms of ensuring personnel security in the personnel management system of public agencies

Relevance. The relevance lies in the need for a comprehensive study of the legal forms of ensuring security in the administrative and public sphere: a competence-based approach to personnel and career modeling, ethics of official behavior, reasonable state and public control over certain types of permitted activities of Russian officials, support for the social status of an employee.Purpose. The purpose is a legal analysis of existing areas of personnel policy to prevent occupational risks within the framework of security, including the identification of positive examples of the functioning of similar foreign institutions.Objective. The objectives are to summarize scientific positions on the methodology of ensuring safety in the personnel management system; consideration of legislative innovations in the regulation of the sphere of labor; identification of risks of illegal and unethical behavior of officials at various stages of professional activity, identification of legal ways to eliminate them; assessment of foreign experience in the field of personnel security.Methodology. The use of formal-dogmatic, comparative-legal and other scientific methods made it possible to identify a system of measures taken by administrative and public structures in order to overcome threats to the high-quality and objective performance of official duties by employees of public agencies.Results. The results are in the importance of transforming the personnel selection mechanism (the preliminary stage of the process of filling a public position), eliminating the shortcomings of the existing practice of competitive procedures, preventing illegal, unethical behavior of employees. Elements of novelty are present in the proposal to develop measures to regulate the initial stage of personnel work in civil institutions, which is currently limited by formal requirements for candidates and regulated by various departmental acts.Conclusion. It is concluded that it is necessary to improve the procedures for the admission and distribution of personnel to public agencies in the Russian Federation, including improving a number of competitive procedures based on anonymity by analogy with foreign experience.

Компетентностный подход в управлении персоналом в здравоохранении: исторические аспекты.

Based on the analysis of publications, historical aspects of the formation and implementation of competency models for personnel management in healthcare are presented. Purpose: based on an analysis of global experience in applying the competency-based approach in personnel management, to assess the degree of implementation of corporate models of personnel competencies in healthcare. Materials and methods. An in-depth study of the literature on the development and application of a competency model in management in medical organizations from a historical perspective was carried out. Methods used: historical, analysis. Results. The introduction of personnel assessment based on soft competencies into healthcare practice in European countries, Canada, and the USA has proven itself to be successful. In Russia, the modern model of managing a medical organization requires a global and dynamic revision. The competency-based approach to personnel management in healthcare has a high level of theoretical development: the methodology of its construction and the regulatory framework. However, the experience of implementing this approach in healthcare, organizing all stages and procedures for working with personnel in conditions of personnel shortages in a specific medical organization, is in its infancy. The implementation of a competency-based approach to personnel management in healthcare has a high level of theoretical development: the methodology of its construction and the regulatory framework. Despite the high level of theoretical development, the modern model of managing a medical organization requires a global and dynamic revision. In Russia, the experience of implementing this approach in healthcare, organizing all stages and procedures for working with personnel in conditions of personnel shortages in a specific medical organization, is in the process of formation. Findings. The methodology for constructing a corporate model of soft competencies of personnel, the algorithm and diagnostic tools for personalized assessment of personnel in a specific medical organization require detailed development.

Improving The Process of Developing Management Personnel Competencies Through Artificial Intelligence

The rapid development of artificial intelligence (AI) technologies has introduced intelligent approaches in various fields. In particular, these technologies play an invaluable role in modernizing the processes of training, retraining, and ensuring the continuous professional development of managerial personnel. This article presents the results of a survey conducted among more than 500 managers working in the public sector to assess the effectiveness of organizing continuous professional development courses and the use of AI technologies in this process. Based on the research results, taking into account the survey results and advanced international practices, an intelligent information system model is proposed. This system is designed to assess the competencies of managerial personnel and automatically recommend key competencies that they need to develop. In addition, the article offers suggestions for mechanisms to digitally manage the process of improving professional competencies, assessing its economic efficiency, and integrating AI tools into this area.