Human Resource Practices Research Articles

Sustainable Human Resources in the Tourism Industry in Indonesia: Employee Competence and Government Regulation

The present study investigates the dynamics of sustainable human resources (HR) practices in the Indonesian tourist sector, with a particular emphasis on staff skills and adherence to government rules. The study utilized a quantitative methodology, specifically utilizing Structural Equation Modeling with Partial Least Squares (SEM-PLS), to examine data gathered from 235 individuals who represented a varied range of industries. The findings showed strong positive correlations: employee capabilities and compliance with legal requirements are both positively impacted by sustainable HR practices. Furthermore, compliance with government rules is positively impacted by staff competencies. With a Root Mean Square Error of Approximation of 0.06 and a Goodness-of-Fit Index of 0.92, the model demonstrated a decent fit. These results provide important new understandings of the complex interactions that exist in the Indonesian tourism industry between employee capabilities, sustainable HR practices, and regulatory compliance.

Examining the Impact of Technological Advancements on HR Practices and Organizational Performance

The dynamic landscape of technology compels organizations to re-evaluate Human Resource (HR) practices for optimal performance. This paper investigates how advancements like AI and HR analytics reshape core HR functions – recruitment, training, performance management, and employee engagement. We analyze how these transformations can lead to increased efficiency, a more skilled workforce, and a more engaged employee base. Furthermore, the paper explores how data-driven insights from HR technologies can be harnessed to optimize HR strategies for superior organizational performance. We acknowledge potential challenges of technological adoption, such as employee resistance and the need for upskilling. Finally, recommendations are proposed to effectively integrate technology into HR practices, maximizing the positive impact on employee well-being and overall organizational success.

Human Resources in Changing Environment

Globalization, heightened competition, and increased information flow, alongside rising customer awareness, have driven significant changes in human resource management (HRM). This study aims to evaluate HR’s role in facilitating organizational change, exploring the interplay between change management and HR practices. The research seeks to propose a framework highlighting this interrelationship by identifying the functions and roles of HR and examining their interconnectedness. Data for this study is collected through semi-structured interviews to achieve these objectives. Human Resource Management in service and government organizations faces immense pressure to adapt to these changes. Change is an unavoidable aspect of modern business, necessitating a corresponding evolution in HRM practices. The role of HRM has transformed to meet environmental shifts, demanding a proactive approach to managing change within organizations. This study underscores the necessity of HR’s involvement in change processes, emphasizing the strategic integration of HR functions to support organizational transformation. Through semi-structured interviews, the study captures diverse perspectives on how HR roles and practices have adapted to meet the challenges posed by a dynamic business environment. The findings reveal that HR’s responsibilities extend beyond traditional functions, encompassing strategic participation in guiding organizational change. By fostering a deeper understanding of the symbiotic relationship between change management and HR practices, this research provides valuable insights for organizations seeking to navigate the complexities of modern business landscapes. In summary, this study highlights the evolving role of HR in driving organizational change, proposing a framework that elucidates the interconnection between HR functions and change management.

Impact of Technological Advancements in the Decisions of Human Resource Department

This research paper delves into the intricate relationship between Artificial Intelligence (AI), Machine Learning (ML), and decision-making processes in Human Resources (HR) within modern organizational settings. As technology continues to evolve, HR practices are undergoing significant transformations due to the influence of AI and ML. The study examines the various ways these technologies are applied across crucial HR areas such as recruitment, talent management, performance evaluations, and employee engagement. Through an analysis of the benefits, obstacles, and ethical considerations associated with incorporating AI and ML into HR practices, the research aims to provide a comprehensive understanding of their impact on organizational dynamics. Additionally, the exploration of how these technologies affect diversity and inclusion initiatives within the workforce adds a nuanced perspective to the inquiry. The findings of this research offer valuable insights for HR professionals, policymakers, and organizational leaders navigating the evolving landscape where human judgment intersects with artificial intelligence.

The Role of Artificial Intelligence (AI) and Machine Learning (ML) in HR Decision Making Processes

This research paper delves into the dynamic interplay between artificial intelligence (AI), machine learning (ML), and human resources (HR) decision-making processes within contemporary organizational landscapes. As technological advancements continue to reshape the workplace, HR practices are not immune to the transformative influence of AI and ML. The study explores the multifaceted applications of these technologies in key HR domains, including recruitment, talent management, performance evaluations, and employee engagement. By scrutinizing the advantages, challenges, and ethical considerations associated with the integration of AI and ML in HR, the research aims to provide a comprehensive understanding of their impact on organizational dynamics. Moreover, an exploration of how these technologies influence diversity and inclusion initiatives within the workforce adds a nuanced dimension to the investigation. The findings of this research contribute valuable insights for HR professionals, policymakers, and organizational leaders navigating the evolving landscape where human judgment intersects with artificial intelligence.

Membangun Resiliensi UMKM Melalui Peran Digitalisasi dan Praktek Sumber Daya Manusia

<p><em>Changes in the current digital era occur very quickly and lead to conditions that continue to change dynamically, so overcoming the increasing uncertainty in the organization becomes important and urgent for an organization and the organization's ability to develop resilience is also very necessary. MSMEs face various challenges in the digital era, such as changes in consumer behavior, global competition, and economic uncertainty. These conditions have prompted several previous studies that focus on organizational resilience, which is interesting because all organizations need to survive and recover after facing difficulties and challenges. The resilience of MSMEs is the main determinant to overcome this uncertainty, by understanding how digitalization and HR can complement each other to create excellence. This study aims to determine how digitalization and human resources affect resilience (Study on MSME at Car Free Day Jalan Ibrahim Adjie Garut Regency) The research method used is quantitative with a descriptive approach. Primary data was obtained by distributing questionnaires to 80 respondents using the random sampling method. The data analysis technique used in this study used PLS-SEM. The results of the analysis show that the role of digitalization does not have a significant effect on resilience, but on the contrary, the practice of human resources proves the results that have a significant effect on resilience.</em></p>

How to Increase Employees’ Innovative Behavior? A Study in A State-Owned Electricity Company

Objective: This research investigates the impact of high-performance human resource practices (HPHRPs) on employees’ innovative behavior (EIB) both directly and through the mediating effects of work engagement (WE) and psychological capital (PsyCap) in a state-owned electricity company. Design/Methods/Approach: The data was gathered by conducting a survey questionnaire among 722 employees who work in an electricity company. The collected data was then validated through confirmatory factor analysis. The data was analyzed using the covariance-based Structural Equation Modeling (CB-SEM) technique to test the hypotheses. Findings: The findings indicate that HPHRP has a positive impact on Employee Innovative Behaviour (EIB), both directly and indirectly, through the mediation of Work Engagement (WE) and Psychological Capital (PsyCap) in a state-owned electricity company. Originality/Value: This paper is unique as it provides empirical evidence on how high-performance human resource practices impact employees' innovative behavior directly and with the mediation of work engagement and psychological capital. Practical/Policy implication: HR Managers should focus on employee participation and communication to increase employee work engagement and psychological capital, which will impact innovative behavior among employees. Researchers are encouraged to study employee and organizational performance measures other than Work Engagement and Psychological Capital influenced by high-performance work practices.

AI-Driven HR Analytics: Unleashing the Power of HR Data Management

The quickly changing field of human resources (HR) starts by highlighting the importance of HR analytics, its development, and the benefits it provides for making data-driven decisions. The foundation for efficient HR analytics is laid out in this article, which also emphasizes the significance of employee data management, which includes the governance, quality assurance, and collection, storage, and collection of all types of employee data. AI’s revolutionary significance is highlighted, demonstrating how AI improves the processing and analysis of employee data. The AI-driven HR Analytics Workflow breaks down the crucial phases needed, while real-world best practices highlight the potential of this technology. A focus is placed on ethical issues, including bias, data privacy, and responsible AI governance. In addition, the study discusses future trends and how HR professionals will change in an AI-driven HR environment. It encourages organizations to embrace AI-driven HR analytics as a strategic tool for HR excellence, highlighting the importance of responsible data use in shaping the future of HR practices.

An Empirical Study Concerning Educational Institutions on the Effects of Green HRM Practices on Employee Retention and Organisational Sustainability

Green Human Resources Management involves adapting traditional HR practices to incorporate environmentally sustainable approaches. While this concept has been widely embraced in corporate settings, its adoption in educational institutes (EIs) remains relatively new. Through an extensive review of existing literature, this study has identified challenges related to GHRM strategies, concerning policies, associated with procedures, and few challenges in establishing GHRM rules within EIs. The aim is to examine and understand the interconnections between major and minor challenges in implementing GHRM practices in educational contexts. However, the effective implementation of these initiatives remains a challenge. This research paper aims to shed light on the various Green Human Resource Management (GHRM) activities undertaken by educational institutions in existing literature review from 25 Papers. By doing so, it seeks to underscore the significance of GHRM in contributing to the sustainable development of organizations. Implementing a robust Green Human Resource Management system can raise awareness among management and staff about waste management, resource reduction, and campus cleanliness. Employee happiness and other stakeholder satisfaction may increase as a result, motivating workers to increase productivity. Significant obstacles to the adoption of GHRM include the need for sustainable GHRM practices in educational institutions, benchmarks for determining accountability that take the policy into account, appropriate course curricula in universities that focus on GHRM practices from a procedural standpoint, and transparency in EIs from a regulatory perspective. In further research, the outcomes of the reported results might be expanded upon through cross-sectional and cross-cultural studies.

Human resource practices and labour process of movie projection in China's rural areas in the digital era

PurposeRegarding human resource and labour relations management, academia focuses mainly on cities; however, rural areas are an integral part of China's economic structure. This study focuses on the movie projection industry in China's rural areas and explores how human resource practices (HRPs) are transformed and the labour process is reconstructed in digital transformation.Design/methodology/approachWe adopt a case study of a rural movie projection company. The company's HRPs reconstructed the labour process of movie projection, and they have been promoted as national standards. Data were collected from in-depth interviews, files and observations.FindingsRural movie projection companies combine high-performance and paternalistic HRPs in the media industry's digital transformation. HRPs and digital technology jointly reconstruct the labour process. First, the HRPs direct labour process practices towards standardisation. Second, the digital supervision platform guides the control style from simple to technical, placing projectionists under pressure while increasing management efficiency. Third, rural movies made using digital technology have disenchanted rural residents. Accordingly, the conventional relationships between the “country and its citizens,” “individuals themselves,” and “models and individuals” have been removed, and a new relationship between “individuals themselves” is formed thanks to the novel HRPs.Originality/valueThis research plays a crucial role in exposing researchers to the labour process of rural movie projection, which is significant in China but often ignored by Western academia and advances the Chinese contextualisation of research on labour relations.

How supervisors and coworkers enable workplace practices to foster success for employees with mental health and/or addiction challenges

PurposeThe goal of this study was to understand which employee-focused workplace practices and priorities – more formally known as human resource (HR) practices and priorities – employees with mental health and/or addiction challenges (MHAC) valued and how they perceived the day-to-day implementation of those practices and priorities in the workplace integration social enterprises (WISEs) that employed them.Design/methodology/approachTwenty-two WISE workers who self-identified as having serious MHAC participated in semi-structured interviews. Interviews were transcribed and coded to identify ways that employees did or did not feel supported in their WISEs.FindingsParticipants identified three HR practices and two HR priorities as important to establishing an inclusive workplace that accommodated their MHAC. The extent to which individual participants felt included and accommodated, however, was shaped by interactions with their supervisors and coworkers.Originality/valueBy evaluating the salience of WISEs’ employee-focused workplace practices and priorities through the lens of the employees themselves, our study articulates the critical role that interactions with coworkers and supervisors have in determining whether HR practices and priorities have the intended effect on worker experience.

HARNESSING DATA ANALYTICS FOR ECO-INNOVATION IN HR PRACTICES: A CONCEPTUAL MODEL FOR THE FASHION AND ARTS SECTORS

In the contemporary landscape of business, the fusion of data analytics and eco-innovation has emerged as a potent force for organizational advancement. This abstract presents a conceptual model that delineates the integration of data analytics into Human Resources (HR) practices for fostering eco-innovation, specifically tailored for the dynamic and creative realms of the fashion and arts sectors. The fashion and arts industries, characterized by rapid trends and creative dynamism, face increasing pressure to align their practices with sustainability imperatives. Concurrently, the utilization of data analytics in HR functions has gained prominence for its potential in optimizing decision-making processes. This conceptual model proposes a strategic framework that amalgamates these two domains, aiming to catalyze eco-innovation within organizations operating in the fashion and arts sectors. At its core, the model underscores the importance of leveraging data analytics to inform HR practices towards sustainability goals. By harnessing big data analytics, organizations can gain insights into various facets of their operations, ranging from supply chain management to talent acquisition and retention strategies. These insights serve as the foundation for devising HR interventions that prioritize eco-friendly practices, such as reducing carbon footprint, optimizing resource utilization, and promoting ethical labor practices. Furthermore, the model advocates for a holistic approach that integrates eco-innovation initiatives into the organizational culture. This entails fostering a mindset shift among employees, wherein sustainability becomes ingrained in the organizational ethos. Through targeted training programs, awareness campaigns, and incentive structures, employees are empowered to contribute actively to eco-innovation efforts. Moreover, the model emphasizes the significance of strategic partnerships and collaborations within the industry ecosystem. By collaborating with stakeholders across the value chain, organizations can amplify their impact and drive systemic change towards sustainable practices. The proposed conceptual model serves as a roadmap for fashion and arts organizations seeking to harness the power of data analytics to drive eco-innovation within their HR practices. By embracing this model, organizations can not only enhance their competitive advantage but also contribute positively to environmental preservation and societal well-being.
 Keywords: Data Analytics, Eco-Innovation, HR, Model, Fashion, Arts, Review.

Green Tech and Human Dynamics: Transforming Indonesia’s Waste Industry with VR, AR, and Renewable Energy Innovations

The objective of this study is to assess the impact of implementing virtual reality technology, augmented reality, renewable energy, and green leadership on industrial sustainability in waste management in Indonesia. Additionally, this study aims to examine the role of HR attitudes as a moderating variable in this context. The study focuses on leaders of large and medium-sized companies in Indonesia in 2022. The study examines several variables, including virtual reality, augmented reality, the application of renewable energy, and the application of green leadership. The study also considers exogenous variables such as industrial sustainability in waste management in Indonesia, and moderating variables such as HR behaviour. The data analysis employs SEM analysis using SMART PLS 3.0 software. The study methodology employed entails a quantitative descriptive approach utilising data analysis through the structural equation model (SEM) method. The data processing using the SEM method is conducted with the PLS application. Based on the findings of previous studies, it can be inferred that virtual reality, augmented reality, renewable energy, and green leadership have a partial impact on the sustainability of industrial businesses involved in waste treatment in Indonesia. Additionally, these variables also influence the behaviour of HR in responding to technological changes and the adoption of renewable energy in waste management companies in Indonesia. The variables of virtual reality, augmented reality, renewable energy, and green leadership have a simultaneous impact on the sustainability of industrial businesses involved in waste treatment in Indonesia. This impact is mediated by the HR behaviour in response to changes in technology adoption and the use of renewable energy in waste management companies in Indonesia. By implementing virtual reality and augmented reality technologies, as well as embracing the latest energy solutions and fostering a green leadership mind-set, companies can drive changes in human resource behaviour. This will enable employees to continuously adapt to technological advancements, particularly in smartphone applications, and leverage them to enhance existing businesses and ensure their sustainability. Moreover, the promotion of green energy will induce a shift in human resource practices towards consistently utilising eco-friendly energy sources and embracing sustainable leadership models within each organisation. This will ensure the long-term survival of the organisations and mitigate environmental harm caused by global warming.

The Role of Human Resources Management Bractices In Enhancing The Effectiveness of Comprehensive Quality An exploratory study of a sample of employees at the College of Pure and Human Education/University of Tikrit

This study aimed to determine the role of the most important practices of human resources, represented by their dimensions (training and development, career development, recruitment, and selection) in enhancing the effectiveness of the following comprehensive quality management practices (continuous development, customer focus, and continuous pursuit of customer opinions). in the Colleges of Education for Humanities and Pure Sciences. This goal was translated into a hypothesis drawing that included the study variables, the dependent variable represented by total quality management, according to the exploratory descriptive approach, and its hypotheses were formulated, and then the research hypotheses were formulated and tested using appropriate mathematical statistical methods and using the statistical package program (SPSS). Thus, the theoretical and then analytical framing was used to test the research hypotheses, where the study population consisted of employees in the College of Education for Pure Sciences and Humanities at the three administrative levels, and the sample size was (94) individuals from directors, directors of departments, divisions, units, and administrative employees. The research reached several conclusions, the most important of which was the existence of a significant correlation to the role of human resources management practices, including their dimensions, and the effectiveness of total quality management in the sample studied. Finally, the research recommendations came out with the need to pay attention to providing an appropriate basis for human resources practices for new operations by making structural changes, enhancing cooperation processes, and using appropriate sources in order to advance, maintain survival, continuity, and develop the effectiveness of total quality management

Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

The government sector in South Korea is witnessing a significant increase in employee turnover rates, a phenomenon that challenges the notion of organizational sustainability. This trend is particularly influenced by the influx of Generation MZ public employees who possess professional values distinct from those of older generations, thereby eroding the longstanding view of public service as a lifelong commitment. This shift necessitates the implementation of human resource management strategies that prioritize organizational justice to effectively reduce turnover intention in public employees, especially among the MZ generation, whose members strongly demand fair compensation and treatment. This study delves into the impact of distributive, procedural, and interactional justice on the turnover intentions of public employees while also exploring how these effects vary between Generation MZ and older generations. The study’s findings indicate that all three dimensions of justice inversely affect turnover intention. Interestingly, while generational differences do not significantly moderate the effects of distributive justice and interactional justice on turnover intentions, the influence of procedural justice in mitigating turnover intention is more pronounced among Generation MZ employees compared to their older counterparts. These insights highlight the critical need for human resource practices that bolster organizational justice. In public organizations with a significant number of Generation MZ employees, enhancing procedural justice can effectively reduce their intentions to leave. Additionally, the study underscores the importance of devising generational management strategies, particularly those that focus on fair processes for compensation distribution and supervisor treatment, to curb turnover intention, especially within the Generation MZ cohort of public employees in South Korea.

Building cooperative and high-performance organizations with high-performance work systems: the role of firm age and industry dynamism

Although numerous empirical studies have linked human resource (HR) management systems, including systematic HR practices, such as high-performance work systems (HPWS), to superior organizational performance, our understanding of how these benefits vary among firms operating under different levels of environmental uncertainty is limited. By integrating insights from organizational theory, strategy, and strategic human resource management (SHRM), I theorize that an organization’s internal and external environments—specifically firm age and industry dynamism—modulate the benefits derived from HPWS. Utilizing longitudinal data encompassing 1,585 firm-year observations across five waves from 2009 to 2017, I demonstrate that the positive impact of HPWS on organizational performance is most pronounced for younger firms in highly dynamic industries. Conversely, for older firms, this positive effect weakens as industry dynamism increases. Additionally, I discovered that cooperative norms serve as a crucial mediating mechanism. My findings mark a significant advance in our understanding of when and how firms, amidst varying degrees of environmental uncertainty, reap differential benefits from HPWS—especially through the mediation of cooperative norms.

Employment strategies in response to the first Covid lockdown: A typology of French workplaces

AbstractThis research connects the literature on crisis management and on firm flexibility to investigate human resource (HR) strategies in response to unexpected crises such as the Covid‐19 pandemic. Leveraging data from French workplaces we identify five main types of strategies implemented during the first lockdown, which go beyond the massive use of teleworking or the use of short‐time work. The analysis demonstrates that a combination of preexisting HR practices (teleworking agreements, wage levels, risk exposure, and health and safety committees) and public policies (short‐time programs, legislation on short‐time contracts, and temps) influences which of these five strategies firms adopt.

Relationship between Personality Traits and Work Life Balance with a Mediating Role of Work Family Conflict

This study explores the nexus between personality traits and work-life balance, with a focus on the intermediary role of work-family conflict. The research, quantitative in nature, employs a correlational design, using instruments such as the Ten Item Personality Inventory (TIPI) and Work and Family Conflict Scales (WAFCS) to assess a sample of 200 salespersons in Gujranwala, Pakistan. Key personality traits examined include extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Results reveal a significant negative correlation between several personality traits (extraversion, agreeableness, and conscientiousness) and work-family conflict, and a positive correlation between extraversion and emotional stability with work-life balance. Openness to experience, however, does not significantly predict work-life balance outcomes. Work-family conflict is found to have a substantial negative impact on work-life balance and serves as a partial mediator in the relationship between certain personality traits and work-life balance. The study underscores the critical influence of personality traits on the work-life balance equation and the mediating role of work-family conflict. It suggests that a better understanding of these relationships can aid organizations in tailoring interventions and support systems to individual employee needs, enhancing both personal well-being and organizational productivity. study's implications extend to the realm of human resource policies and practices, emphasizing the importance of considering personality dimensions in work-life balance initiatives. However, the research's correlational nature and its focus on a specific professional group in a singular geographic locale highlight the need for further, more diverse studies to broaden the generalizability of these findings.

Retraction Note: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices.

Retraction Note: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices.

EMERGENCE OF TALENT ANALYTICS IN HUMAN RESOURCE MANAGEMENT WITH REFERENCE TO MUSIC AND PERFORMING ARTS INDUSTRY IN INDIA

The integration of talent analytics into human resource management practices within the music and performing arts industry in India has been a topic of increasing significance. Present research aimed to examine the emergence of talent analytics, its impact on HR management, and the challenges faced by HR managers during its implementation. Employing quantitative methodology, data was collected through a structured survey distributed among 311 HR professionals from various organizations in this sector. The findings highlighted the positive impact of talent analytics on HR practices, showcasing enhancements in decision-making, recruitment efficiency, workforce planning, and talent identification. However, substantial challenges such as financial investments, skill shortages, technical integration hurdles, cultural resistance, and data reliability issues emerged as impediments to seamless implementation. These results underscore the potential benefits of talent analytics while emphasizing the critical barriers that HR managers encounter in leveraging its full potential within this industry.