Resource Management Policies Research Articles

Pengembangan Sumber Daya Manusia di Puskesmas Kabupaten Langkat Kecamatan Salapian

The World Health Organization (2006) reported that healthcare workers contribute up to 80% to the success of health development, and one of the best ways to address the healthcare crisis is through training and improving human resource management. Human resource development is an effort to enhance the quality or capacity of human resources through the process of education planning, training, and improving human resource management policies. Healthcare workers are essential for health services, so leaders must consider all their needs, desires, and interests in order to work at their best. To determine the development of human resources in Langkat District, Salapian Subdistrict, this research uses qualitative research. Primary data collection was conducted through in-depth interviews (departmental interviews). Information obtained from in-depth interviews with informants was processed and analyzed using content analysis methods. The types of healthcare workers in Langkat District, Salapian Subdistrict, consist of Health Human Resources (SDMK) which are still dominated by medical personnel, including 7% dental doctors, 11.2% general practitioners, 45% midwives, 21.1% nurses, Meanwhile, public health workers are 5.6%, environmental health workers are 2.8%, pharmaceutical workers are 4.2%, nutrition health workers are 1.4%, and medical laboratory technology experts are 1.4%. The development of SDMK is in accordance with the standards for demand development. The acquisition of human resource development training is limited to medical personnel and its distribution is still uneven.

Telework and Work Intensity: Insights from an Exploratory Study in Portugal during the COVID-19 Pandemic

The expansion of teleworking and the digital transition movement have given companies and workers great flexibility, albeit with significant organisational consequences. The recent COVID-19 pandemic further reinforced the scale of this impact. Thus, the current research aims to understand whether the multiple dimensions of telework have impacted upon workers’ time management and work intensity through the unprecedented experiences during the pandemic and, in particular, to assess whether telework intensifies work, in what ways and the main reasons for this. The article analyses the literature on teleworking and work intensity and presents a documentary analysis on the subject, in addition to presenting the results of an exploratory study carried out in 2021 in Portugal which investigates the impact of teleworking on workers’ time management. The article underlines that although teleworking can increase a worker’s well-being by eliminating travel time, it presents several risks, namely it can intensify work through increased pressure to meet objectives and targets. Therefore, it is essential to develop research on the effects of telework, particularly assessing the relationship between telework and work intensification, as well as its effects on working conditions and workers’ well-being. This research will be an important resource for regulating labour laws and designing human resource management policies.

Near real-time retrieval of lake surface water temperature using Himawari-8 satellite imagery and machine learning techniques: a case study in the Yangtze River Basin

Lake Surface Water Temperature (LSWT) is essential for understanding and regulating various processes in lake ecosystems. Remote sensing for large-scale aquatic monitoring offers valuable insights, but its limitations call for a dynamic LSWT monitoring model. This study developed multiple machine learning models for LSWT retrieval of four representative freshwater lakes in the Yangtze River Basin using Himawari-8 (H8) remote sensing imagery and in-situ data. Based on the in situ monitoring dataset in Lake Chaohu, the dynamic LSWT retrieval models were effectively configured and validated to perform H8-based remote sensing inversion. The test results showed that six models provided satisfactory LSWT retrievals, with the Back Propagation (BP) neural network model achieving the highest accuracy with an R-squared (R2) value of 0.907, a Root Mean Square Error (RMSE) of 2.52°C, and a Mean Absolute Error (MAE) of 1.68°C. Furthermore, this model exhibited universality, performing well in other lakes within the Yangtze River Basin, including Taihu, Datonghu and Dongtinghu. The ability to derive robust LSWT estimates confirms the feasibility of real-time LSWT retrieval using synchronous satellites, offering a more efficient and accurate approach for LSWT monitoring in the Yangtze River Basin. Thus, this proposed model would serve as a valuable tool to support the implementation of more informed policies for aquatic environmental conservation and sustainable water resource management, addressing challenges such as climate change, water pollution, and ecosystem restoration.

Digitalization of HRM for strategic human resource management orientation: Logistic regression and dominance analysis approach

Background: According to the contemporary HRM theory, strategic human resource management (SHRM) orientation, as a company's philosophy of aligning human resource management (HRM) policies and practices with an organizational strategy for maximizing organizational results, is considered the highest level of a company's HRM development. At the same time, one of the trends in HRM is the digitalization of HRM activities, following the global trend of adopting digital tools for increasing individual and organizational efficiency and effectiveness. The question that consequently arises is whether the digital component entered the SHRM perspective, in other words, whether SHRM orientation could exist without digitalization of HRM endeavours. Purpose: The paper strives to provide answers, both theoretically and empirically, to the following central and three supporting research questions: CRQ = Is digitalization of HRM contributing to the strategic HRM orientation of a company?, SRQ1 = Are digital HRM practices positively related to the SHRM orientation?, SRQ2 = Are some digital HRM practices more relevant for the SHRM orientation than others?, and SRQ3 = If the relationship between digital HRM practices and SHRM orientation does exist, which digital HRM practice is the most relevant one for SHRM orientation? Study design/methodology/approach: To provide empirically based answers to research questions, we utilized the CRANET 2021 dataset, covering 4495 organizations with more than 200 employees from 38 countries worldwide. We used nine indicators for revealing the existence of digital HRM (manager self-service, employee self-service, HRIS, algorithm-based HRM, HR analytics, telework, digital learning, social media recruitment, social media selection) and five indicators for determining the SHRM orientation (HR manager's membership in the management board or equivalent; involvement of HR manager in the development of business strategy; existence of written HRM strategy; HR to employee ratio, the level of HR department performance evaluation). SHRM orientation was determined using K-Means cluster analysis, and relationships between variables were analysed using correlation analysis, multiple logistic regression and dominance analysis (DA). Findings/conclusions: Correlation analysis revealed that all indicators of digitalization of HRM processes have a positive and a significant relationship with SHRM orientation, implying that digital HRM practices are relevant for SHRM orientation. The results of logistic regression indicated that the usage of manager self-service, algorithm-based HRM, HR analytics, telework, digital learning and social media selection increase the probability of organizations' SHRM orientation more than other explored indicators. The results of DA demonstrate that the most important digital HRM practices for the SHRM orientation is digital learning. Limitations/future research: As CRANET dataset is limited in its variables of digital HRM and indicators of SHRM orientation, further research is needed to confirm our findings.

The Effects of Human Resource Management Deficits on Science Education in Basic School Management

The assessment of human resource management (HRM) policies and programs of teachers and management under Ghana Education Service (GES) has been studied, centering mainly on the science teachers of Presbyterian Senior High School, Tema, Ghana. The study examined how Ghanaian public school administration is affected by the absence of human resource managers. It assessed how well policies and programs operate to inspire teachers and enhance their welfare. The research findings indicated that the source of recruitment of science tutors to the Ghana Education Service was from educational universities and colleges. Nevertheless, other policies have been unsuccessful in bridging the gap between teaching professionals and their deserved welfare and other basic needs since the Human Resource Directorate of GES is situated at the district education office which science teachers have no direct contact, to direct their needs. Government School administrators most often lack HRM qualifications which leads them to always focus on teachers' supervision and not consider their well-being. Again, strategic policies like postings, recruitment, and maternity leave were found to meet the expectation of the teachers. Furthermore, policies and programs on study leave, in-service training, orientation, and job description have not met the expectations by staff. The work recommended that GES human resource personnel should be added to the administrative hierarchy in schools to help in policy implementation. It was also suggested that the Ministry of Education and the education service provides the right remuneration that can cater for the teacher’s basic needs such as accommodation and adequate learning materials to facilitate his work.

Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.

Factors Influencing the Performance of Department of Public Works and Highways Field Engineers: Input for Supervisory Project Management Plan

The Department of Public Works and Highways (DPWH) plays a critical role in shaping infrastructure projects in the Philippines, with field engineers at the forefront of any project execution. This study was conducted to determine the factors influencing the performance of field engineers at the DPWH, considering the individual, team, and organizational factors. Using a descriptive-correlational research design, the study was conducted at DPWH Eastern Samar District Engineering Office, with 30 field engineers who served as the respondents. Mean and standard deviation were used to analyze the data, while Pearson’s correlation was used to test the hypothesis. The key findings revealed that factors such as technical skills (r=0.306), experience (r=0.162), and motivation (r=0.332) have nothing to do with performance, with p-values higher than 0.05. On a team level- leadership and management (r=0.407) are critical to success. Sufficient resource allocation (r=0.356) drives better performance at the organizational level. The research stressed the importance of providing continuous professional development to field engineers to enhance their technical know-how and leadership capabilities. Likewise, supportive leadership that fosters collaboration and communication among teams is vital to achieving project goals. On an organizational scale, efficient resource management and well-defined policies are necessary for field engineers to perform effectively and efficiently. It is suggested that to improve project outcomes, the DPWH should implement targeted training programs, foster leadership that encourages teamwork, and ensure adequate resource distribution. Also, refining organizational policies can help create a more structured and supportive environment for field engineers to improve individual and team performance and ensure efficient use of resources, ultimately enhancing infrastructure development in the Philippines.

Analysis of Factors Affecting Turnover Intention in BPR Batam City Bank Employees

The growth of the banking sector in Indonesia has experienced rapid development in recent decades, playing a key role in supporting the economy and the well-being of the community. Employees in the banking sector, including Bank Perkreditan rakyat (BPR), have a significant impact on the success of the bank. However, employee turnover intention has become an important issue that needs to be addressed in the midst of increasing competition in the banking sector. This study identifies the factors influencing employee turnover intention at BPR Batam City and proposes strategies to minimize turnover, Data obtained through the distribution of 192 questionnaires to respondents. The study's findings also explain the relationship between compensation, organizational culture, job stress, and job satisfaction on employee turnover intention. These results can serve as a basis for developing more effective human resource management policies in the banking sector.

Strategic Human Resources Management Policies and Their Impact on It Industry Performance

Strategic Human Resources Management Policies and Their Impact on It Industry Performance

The role of state institutions of Kyrgyzstan in the formation of water resources management policy

This article explores the importance of the activities of government agencies in the development and implementation of water resources management strategies. Analyzing the functions and powers of government institutions, the authors discuss their influence on the formation of legislation, the development of water resources management strategies and monitoring their implementation. The article also examines current problems and challenges faced by government institutions in this area, and also suggests ways to solve them to ensure sustainable management of water resources in Kyrgyzstan. Particular attention is paid to the role of government institutions in regulating access to water resources, as well as in developing strategies to ensure sustainable use of water resources in a changing climate. The results of the study may be useful for forming recommendations for improving water resources management policies in Kyrgyzstan.

Інституційне середовище посилення стійкості водогосподарської сфери в умовах зовнішніх ризиків і загроз

The article considers the importance of the functional influence of the institutional environment on strengthening the sustainability of the water management sector and the overall increase in its efficiency in the context of the growing destructive impact of external risks and threats. The key aspects related to the formation of effective institutional mechanisms aimed at ensuring sustainable development of water resources and reducing the vulnerability of the water sector to external influences are identified. The importance of creating an effective regulatory framework that would comprehensively contribute to ensuring the sustainability of the water management sector in the long term is analyzed, taking into account the variety of external risks, such as climate change, environmental pollution, as well as the destructive impact of military operations. The issues of implementation of institutional innovations in the system of regulation of the water management sector in Ukraine are considered, in particular, such as the introduction of the latest technologies for water resources management, development of a system of interaction with non-governmental public and environmental institutions in the decision-making process, as well as promoting their participation in the formation of water resources management policy. The necessity of increasing attention to the institutional aspects of water resources management is substantiated, this will contribute to the conservation and sustainable use of water resources in the face of growing external risks and threats. It is proved that effective management of water resources requires an integrated approach, which should take into account not only technical aspects, but also socioeconomic and institutional factors. It is determined that the presence of stable institutional structures contributes to the creation of appropriate conditions for the development of the water management sector, as well as its functional adaptation to changes in the external environment. Institutional models of water resources management have been studied, based on which key principles and approaches that can be used to generally increase the sustainability of the water management sector in the context of external risks and threats have been identified.

Factors influencing maternal death in Cambodia, Laos, Myanmar, and Vietnam countries: A systematic review.

A maternal mortality ratio is a sensitive indicator when comparing the overall maternal health between countries and its very high figure indicates the failure of maternal healthcare efforts. Cambodia, Laos, Myanmar, and Vietnam-CLMV countries are the low-income countries of the South-East Asia region where their maternal mortality ratios are disproportionately high. This systematic review aimed to summarize all possible factors influencing maternal mortality in CLMV countries. This systematic review applied "The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) Checklist (2020)", Three key phrases: "Maternal Mortality and Health Outcome", "Maternal Healthcare Interventions" and "CLMV Countries" were used for the literature search. 75 full-text papers were systematically selected from three databases (PubMed, Google Scholar and Hinari). Two stages of data analysis were descriptive analysis of the general information of the included papers and qualitative analysis of key findings. Poor family income, illiteracy, low education levels, living in poor households, and agricultural and unskilled manual job types of mothers contributed to insufficient antenatal care. Maternal factors like non-marital status and sex-associated work were highly associated with induced abortions while being rural women, ethnic minorities, poor maternal knowledge and attitudes, certain social and cultural beliefs and husbands' influences directly contributed to the limitations of maternal healthcare services. Maternal factors that made more contributions to poor maternal healthcare outcomes included lower quintiles of wealth index, maternal smoking and drinking behaviours, early and elderly age at marriage, over 35 years pregnancies, unfavourable birth history, gender-based violence experiences, multigravida and higher parity. Higher unmet needs and lower demands for maternal healthcare services occurred among women living far from healthcare facilities. Regarding the maternal healthcare workforce, the quality and number of healthcare providers, the development of healthcare infrastructures and human resource management policy appeared to be arguable. Concerning maternal healthcare service use, the provisions of mobile and outreach maternal healthcare services were inconvenient and limited. Low utilization rates were due to several supply-side constraints. The results will advance knowledge about maternal healthcare and mortality and provide a valuable summary to policymakers for developing policies and strategies promoting high-quality maternal healthcare.

Human Resource Management, Technology Adaptation, and Environmental Policy: A Multi-Variable Study of MSME Entrepreneurship in Indonesia

This research explores the dynamics of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia, focusing on the interplay between Human Resource Management (HRM), Technology Adaptation, Environmental Policy, and MSME entrepreneurship. Despite government support and encouragement, MSMEs face challenges, particularly in managing human resources effectively and adapting to technological advancements. The study investigates the impact of HRM practices, technology adaptation, and environmental policy on MSME success through the lens of entrepreneurship. Using quantitative research design and Structural Equation Modeling (SEM), the study analyzes data collected from a diverse sample of Indonesian MSMEs. The findings highlight the positive influence of effective HRM practices, technology adaptation, and environmental policy compliance on MSME entrepreneurship and success. The implications of the study suggest strategic considerations for entrepreneurs, policymakers, and stakeholders to enhance the growth and sustainability of MSMEs in Indonesia.

The Influence of Organizational Culture, Quality of Work Life, and Corporate Social Responsibility on Employee Performance at Santi Mebel Godean

An organization is said to be successful in achieving its goals. It really depends on the members of the organization. The success of an organization is not only determined by good business strategy, but also depends greatly on the quality and management of its members and analyzing the influence of organizational culture, quality of work life, and corporate social responsibility on the performance of Santi Mebel Godean employees. This research uses quantitative methods, data is obtained through questionnaires distributed to company employees. This research population involves all employees, with samples taken randomly. Regression analysis is used to test variable relationships, while descriptive statistical analysis provides an overview of the respondents. The results of this research are expected to be able to understand the factors that influence performance in the Santi Mabel Godean company environment. These results can be a basis for the company's organizational culture, quality of life in the workplace and corporate social responsibility to support optimal employee performance. The theoretical implications of this research can enrich human resource management, while the practice helps companies improve human resource management policies and practices.

Intensifying Tāmaki Makaurau Auckland: Some Higher-Density Housing Outcomes After the Adoption of the Auckland Unitary Plan of 2016

Tāmaki Makaurau Auckland’s housing paradigm has been in a process of transition since the 1990s, following a radical overhaul of planning legislation intended to address the city’s continuing growth. Also driven by the imperatives of sustainable urban planning, the city has subsequently adopted a series of resource management policy revisions each designed to intensify the city’s urban form by increasing permissible density of housing development. The Auckland Unitary Plan (AUP) is the most significant of these revisions. Since its adoption in 2016, the city has gained more than 50,000 housing units representing all the standard typologies ranging from detached houses to apartments in high-rise buildings. The AUP’s purpose is to increase housing supply by reducing regulations without reducing other goals relating to sustainability of urban form. However, Tāmaki Makaurau Auckland continues to suffer from a housing shortage. This paper explores some of the data collected in a study of ninety higher-density developments within the Metropolitan Urban Limit completed under the AUP regulations. Its conclusions note the success of quantitative objectives of current policies while questioning other objectives, including the aim to supply affordable housing, and the aspirational proposition that the regulations proposed by the AUP will achieve high standards of design quality.

Trend Analysis of Seasonal Drought in Northern Karnataka, India

Trend analysis of climatic data is often carried out in water resources management studies to understand its distribution over a given region. This paper presents an analysis of trends in meteorological drought in 12 districts in the northern part of Karnataka state, India over the period 1991–2020. Trends in the 3-month timescale standardized precipitation index (SPI-3) were analyzed using the Mann-Kendall (MK) trend test and Sen’s slope estimator for the Kharif season. The results of analysis showed an increasing trend of droughts in four districts however, the trend in most of the districts was not statistically significant. The findings were validated with the trend of the declared area under drought (AUD) by the state government for the study area. The findings of this work might be useful for a better understanding of regional drought trends and also for establishing effective water resources management policies.

Different policies constrained agricultural non-point pollutants emission trading management for water system under interval, fuzzy, and stochastic information

Formulating suitable policies is essential for resources and environmental management. In this study, an agricultural pollutants emission trading management model driven by water resources and pollutants control is developed to search reasonable policies for agricultural water resources allocation under multiple uncertainties. Random-fuzzy and interval information in water resources system that have directly impact on the effectiveness of management schemes is reflected through interval two-stage stochastic fuzzy-probability programming. The model was root from regional agricultural water resources system in Jining City, China under considering the relationship among effective precipitation, crop water demand, and pollutants emission. Two types policies (water consumption-control and pollutants emission-control) are designed for searching the related interaction on water resources management and water quality improvement. The results indicated that water resources policies would be of water and environmental double benefits, and a large rainfall would reduce irrigation amount from water sources and lead to a larger pollutants emission trading. The results will help for defining scientific and effective water resources protection and management policies and analyzing the related interacted effects on water consumption, pollutants control and system benefit.

EXAMING THE MEDIATING ROLE OF KNOWLEDGE MANAGEMENT IN INCREMENTAL INNOVATION SME-ICT

Insightful company leaders increasingly rely on data as their primary source of fresh concepts. Little is known about how improvements in HRM might inspire creativity in the workplace. This research explores the connection between knowledge management abilities and original thought in the context of human resource management policies and practises. Since then, we've expanded our primary data set for the ICT sector of the study to include over 200 small firms in the Klang Valley of Malaysia. To accomplish the aims of the study, adopt a quantitative strategy. The survey method is used to collect data from the heads of ICT SMEs and their top executives. More than two hundred survey responses were collected and evaluated for this study. PLS (Partial Least Squares) analysis was used to check the validity of the hypotheses and models. The intersection of HR and KM is an intriguing research topic, especially in the context of ne Companies must enhance their IT and knowledge management capabilities to fulfil the conflicting demands of exploration and extraction. In order to balance exploratory and exploitative innovations, small and medium-sized firms must take into account both internal and external business environments. Small and medium-sized firms (SMEs) must regularly watch their sector and be quick to respond to changes in order to maintain a competitive edge.In order to stay up with the rapidly evolving business climate, companies must have the appropriate personnel in place. In order to understand the connection between HRM and organizational innovation, this study emphasizes the significance of performance and knowledge management competence. Human resource management to provide long-term benefits. , with product creation. Recent research has established a connection between HRM competencies and worker expertise.

Impacts, carbon effects, and forecasts for cropland expansion in the Northern Tianshan Mountain Economic Zone.

Increasing population growth and cropland occupation means that new cropland is needed to achieve the goal of food security. In order to achieve the goal of "carbon neutrality," the carbon effect and ecological effect brought about by the cropland area increase urgently need to be studied. Methods such as land use transfer matrix, land use information map, InVEST model, and the ecological risk index were used to analyze the impact of cropland change in the Northern Tianshan Mountain Economic Zone and calculated the carbon effect caused by its increasing cropland area. The Ca-Markov model was used to predict and analyze the impacts of future cropland distribution and area. The results showed that, between 2000 and 2020, the area of cropland in the study area increased 3926 km2, and the area of cropland occupation by built-up was 857 km2. The new increased cropland was predominantly derived from low-cover grassland and unused land. The quality and the carbon stock of the cropland increased. The ecological risk index of cropland was 0.2613, 0.2624, and 0.1187 in 2000, 2010, and 2020, respectively. The proportion of low-risk index area was 54.43%, 55.49%, and 87.22% in 2000, 2010, and 2020, respectively. According to the current development pattern of cropland, from 2000 to 2030, the area of occupation cropland and the area of cropland may increase, the carbon stock may increase by 941,650 Mg due to the change in land use types associated with cropland, the ecological risk index may be 0.1113, and the proportion of low-risk index cropland may be 80.08%. As a carbon sink, cropland is important for local carbon neutralization alongside the sustainable adjustment of planting structure and farming methods. The results could be helpful for land resource management policy, under the conditions of following natural laws; it is feasible to appropriately expand the cropland area in order to support the gradually increasing population.

EFEK MEDIASI KEAHLIAN DALAM PENGARUH LOCUS OF CONTROL DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN

This study examines the effect of Locus Of Control and Organizational Commitment on the performance of production supervisor-level employees in paper companies in East Java and the mediating role of expertise in the relationship. This study uses a quantitative design with data analysis using SEM PLS (Partial et al. Equation Modeling). The research sample consisted of 125 respondents who were production supervisor-level employees at paper companies in East Java. The results showed that the Locus Of Control variable significantly affects employee performance. In addition, the Organizational Commitment variable also has a significant influence on employee performance. Furthermore, this study found that expertise can mediate the effect of Locus Of Control on employee performance and the effect of Organizational Commitment on employee performance. This research contributes to enriching the understanding of the factors that influence the performance of production supervisor-level employees in paper companies. The results of this study can be used as a basis for developing more effective and efficient human resource management strategies and policies.
 Keywords : Locus Of Control, Organizational Commitment, Employee Performance, Expertise, Production Supervisor.