Resource Management Functions Research Articles

THE INTERACTION EFFECT OF JOB DESIGN AND PUBLIC SERVICE MOTIVATION ON THE JOB PERFORMANCE OF MALDIVES CIVIL SERVICE EMPLOYEES

Previous research has shown that people select public sector jobs for meaningful work. In this regard, the meaning of work comes from the way work is conceived, as represented by the model given by Hackman and Oldham (1975), which can have important implications for work-related behaviour. Therefore, this research analyses how job characteristics would influence civil servants' Public Service Motivation and how this leads to the interaction between job characteristics and job performance of those working in the Maldives Civil ServiceThis research used a quantitative design approach and a cross-sectional data collection approach. Data were collected from 370 employees from different public service offices in the Maldives Civil Service. The findings from this research indicate a positive association between job characteristics and job performance. Similarly, job characteristics positively impact public service motivation (PSM), which also affects job performance. In addition, an interaction was observed; detailed findings are given in the research paper.The findings of this research suggest significant implications to those who implement HR, thereby providing insights to improve the job design and human resource management functions of civil servants. In addition, the study presents essential findings on the importance of job characteristics on job performance from the context of the public sector of South Asian countries. It also highlights the need to improve job characteristics to increase the motivation of public sector employees.

HRM and disenfranchisement: Working beyond organizational boundaries to tackle societal barriers

From a practical perspective, employers have the potential to serve as an important societal mechanism for tackling grand challenges like disenfranchisement because they wield significant financial, social, human, and political capital. We posit that they may also have an obligation to take positive action to help solve issues in the community in which they operate. One of the main ways in which employers interact with society is through the labor market, as represented by the human resource management (HRM) function. We believe that HRM has significant capacity for addressing disenfranchisement beyond the boundaries of the organization through both functional and normative policies and programs. Based on recent ethics-HRM scholarship, we go beyond the typical business case approach to present a moral argument based in utilitarian and universal theoretical perspectives for why employers should seek to mitigate the impact of George et al.'s (2016) four societal barriers that lead to disenfranchisement. We build a 2 × 3 matrix model based on HRM's societal support role (Podgorodnichenko, Edgar, & McAndrew, 2020), as well as pictorial models, that provides practical recommendations related to the HRM responsibility areas of staffing, compensation, and training and development designed to prevent disenfranchisement.

THE IMPACT OF DISCIPLINE AND INTEGRITY ON THE PERFORMANCE OF TELKOM EMPLOYEES IN THE SOUTH SURABAYA REGION

Discipline and integrity possessed by employees is a reflection of the company's performance, both of which will be able to affect employee performance. Maintaining the discipline and integrity of employees is one of the important functions of operational human resource management because the better the level of discipline and integrity of employees, it will simultaneously affect the company's performance. This study aims to determine the impact of discipline and integrity on employee performance. Discipline is tested through example, waskat (attached supervision), firmness. Integrity is tested through honesty, consistency, commitment.
 Performance is tested through the quality of work, responsibility, cooperation.
 The research method is quantitative with a sample taken of 110 Telkom employees in the South Surabaya Region. The data analysis technique uses the Structural Equation Modeling (SEM) method using IBM SPSS Statistics and AMOS version 24 software. The results of this study indicate that discipline and integrity have a significant influence on the performance of Telkom employees in the South Surabaya Region

Design and Implementation of Digitization Resource Sharing System Based on Hadoop Platform

The basic idea of Hadoop is to use multiple independently working computers to form a cluster of computers that can be stored and calculated logically, and do not require other expensive facilities to run, but integrate cheap equipment together. Hadoop technology is produced in the context of big data, to achieve the mass storage of big data, the most prominent advantage is the cost advantage. Based on Hadoop architecture, this paper designs the LZW compression algorithm for improving the storage efficiency of teaching resources, including the algorithm principle and algorithm flow. The system functions of resource collection, storage, management, migration and retrieval are designed. and designed the function module of each system. The function modules of the system form a whole system through parameter transfer, which has low coupling property. The research results assist the construction of an integrated sharing system of storage, management, transfer and retrieval of teaching resources to meet the demands of teaching resource sharing in the era of big data.

РОЗВИТОК КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА В СУЧАСНИХ УМОВАХ: ТЕОРЕТИЧНІ ТА ПРАКТИЧНІ АСПЕКТИ

The article considers theoretical aspects of the "human resources" concept and its development. In particular, approaches to the semantics of the "human resources" concept were given; the constituent elements of the enterprise’s human resources potential were characterized. There are: personnel, professional, physiological, qualification-intellectual, organizational, structural, cultural, moral, moral and psychological components. The components of ensuring the development of organization’s human resources were characterized. Among them are: financial, organizational, informational, motivational, scientific and methodological support. Attention was paid to practical aspects of the enterprise’s human resources development in modern conditions. In particular, the functions of human resources management (planning, organization, motivation, control) were characterized. The directions of improvement of human resources management were proposed, among them are: providing equal opportunities for promotion according to transparent criteria, creating conditions for the protection of personnel health and safety, providing opportunities for the growth of qualification level, development of staff competencies, creating a comfortable social and psychological microclimate in the team, matching the level of remuneration with the level of individual contribution to collective success, creating an atmosphere of trust in the team and individual units, forming a team spirit, etc. The need to include in the priorities of the company's policy and strategy – ensuring the development of personnel potential – is indicated. Systematic, permanent, but moderate personnel development should be included in the value set of the enterprise. Emphasis was placed on the need to unite the team not only by common goals, but also by common ideas of development. Special attention was paid to such a method of human resources development as mentoring, in particular, such types as mentoring-supervision, formal and informal mentoring, situational and "cross" mentoring. The advantages of this method were given in terms of a systematic approach to management (for a new employee, for a mentor, for the organization as a whole).

ВЛИЯНИЕ ДЕГЛОБАЛИЗАЦИИ НА УПРАВЛЕНИЕ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ

Deglobalization is not synonymous with withdrawing from the world economy. It is a process of restructuring the world economic and political system in such a way that the latter builds up the potential for growth and the national economy and does not complete it. Deglobalization means the transformation of the global economy into an economy, an all-encompassing environment around transnational corporations, an environment, an all-encompassing environment around people, peoples and communities. Elective deglobalization valuations that capture customers with inflated performance, quality and cost expectations, but in a more challenging environment. It also matters to the Human Resource Management function to adapt to changing organizational characteristics and to add many transporters. This article first looks at global trends, the role of HRM, and the implications of deglobalization and culture for HRM. Ulrich’s predetermined human resource management model and Hofstede’s model are models of individual cultural characteristics. Knowledge, understanding of local employment practices, technical skills and innovations are becoming increasingly important, especially in multinational corporations, with influence directed against some countries and their citizens.

A DRL-Based Automated Algorithm Selection Framework for Cross-Layer QoS-Aware Scheduling and Antenna Allocation in Massive MIMO Systems

The rapid development of mobile networks proliferates the demands of high data rate, low latency, and high-reliability applications for the fifth-generation (5G) and beyond (B5G) mobile networks. Concurrently, the massive multiple-input-multiple-output (MIMO) technology is essential to realize the vision and requires coordination with resource management functions for high user experiences. Though conventional cross-layer adaptation algorithms have been developed to schedule and allocate network resources, the complexity of resulting rules is high with diverse quality of service (QoS) requirements and B5G features. In this work, we consider a joint user scheduling, antenna allocation, and precoding problem in a massive MIMO system. Instead of directly assigning resources, such as the number of antennas, the allocation process is transformed into a deep reinforcement learning (DRL) based dynamic algorithm selection problem for efficient Markov decision process (MDP) modeling and policy training. Specifically, the proposed utility function integrates QoS requirements and constraints toward a long-term system-wide objective that matches the MDP return. The componentized action structure with action embedding further incorporates the resource management process into the model. Simulations show 7.2% and 12.5% more satisfied users against static algorithm selection and related works under demanding scenarios.

FLEXIBILITY OF HUMAN RESOURCE MANAGEMENT DURING COVID-19 IN JORDANIAN TOURISM COMPANIES

The purpose of this cross-sectional study is analyzing the impact of human resources management flexibility on employee efficiency and effectiveness during the COVID-19 pandemic. A questionnaire was distributed electronically using a convenient sampling of 261 managers from Jordanian tourism companies. The results showed a statistically significant impact (α ≤ 0.05) of the flexibility of managers, including flexibility of skills, capabilities, and human resource management functions, especially performance evaluation, on the efficiency and effectiveness of employees. Finally, Jordanian tourism companies should involve their employees in many qualification courses to train and develop them to acquire more skills in using IT systems and adopt flexible incentive, promotion, compensation, and reward systems. Keywords: Flexibility of Managers, Flexibility of HRM Functions, COVID-19 Pandemic, Jordanian Tourism Companies DOI： https://doi.org/10.35741/issn.0258-2724.58.3.30

Training and its Impact on Employee Performance: A Study on Nepalese Local Level Government Offices' Employees

Training is an integral part of the human resource management function. The efficiency or performance of an employee can be enhanced by providing time-to-time training. The effort put from the side of an organization also brings the effectiveness of the training. Similarly, the number of trainings conducted and the content, as well as the duration of the training, has also the relation in impact on the performance of employees. The paper is also concerned with the impact of training on employees' performance among the local level government employees of Nepal. The paper has surveyed the 300 local level employees of three districts of Nepal, namely; Chitwan, Nawalpur, and Parasi. The study found that the local level governments' employees think that their performance is mainly influenced by off-the-job training and the effort done from the side of an organization while conducting a training program.

Investigating the E-HRM functions and its impact on banks performance: case of commercial banks in Pakistan

This study aimed to investigate the impact of the functions of electronic human resource management (E-HRM) within an organization on its banking performance. In reference to previous studies, the researcher developed the research model to investigate how the application of E-HRM impacts banking performance in terms of Information technology, E-recruitment and selection, E-training, E-motivation and E-communication. This study followed a quantitative methodology by using a questionnaire tool. The study population was managerial level employees of banking sector in Pakistan. The findings of the results indicate that Information Technology, recruitment and selection, Training and Motivation has significant effect on banks profitability and Communication has insignificant effect on Bank performance. This study makes significant contributions. The study proved that successful use of e-HRM solutions enhances the profitability of the banking sector in Pakistan.

Implementation of HR management functions: A quality-analysis

This study aims to analyze the practice of Human Resource (HR) management functions in Madrasah Aliyah Negeri (MAN) Yogyakarta III from a quality perspective. The research method used is descriptive qualitative through in-depth interviews, observation, and documentation. Data analysis uses the stages of reduction, presentation, and inference. The results showed that, at MAN Yogyakarta III, the institution's quality is quite influenced by implementing the Human Resource Management (HRM) function, which can be seen in the form of internal and external customer satisfaction. For internal customers, customer satisfaction can be seen from the increase in psychological development, such as opportunities for personnel to continue to learn and develop abilities, assist personnel in developing their talents and creativity as well as efforts to create an atmosphere and culture that can make personnel feel satisfied and comfortable. As for external customers, satisfaction increases physical and psychological development, such as achievement scholarship programs, coaching, parallel achievements, a conducive learning atmosphere, family relationships between teachers and students, good learning services, capacity building, and creativity.

Characterization of Multilayer Coupling Based on Square Complementary Split Ring Resonator for Multiport Device Implementation.

The advent of context-aware environments and related applications demands a high degree of connectivity, with new spectral bands and related radio resource management functionalities in the current 5G bands and foreseen in future 6G wireless communication systems. This, in turn, poses new challenges in the implementation of wireless transceivers and radiating systems, in terms of device integration, miniaturization and element isolation, among others. High-performance miniature devices are presented and studied in this work, aided by metamaterial-inspired complementary resonators. A single particle is used to build a single layer, double layer, double frequency resonators and power dividers. A complete characterization of each equivalent circuit is also analyzed, showing great agreement between analytical circuit models and full-wave electromagnetic simulations. By adding more particles, different diplexers and triplexers in the multi-layer configuration are proposed. The flexibility in the design is the key advantage, as all devices are easily tunable and the output lines can be built in different layers, enabling frequency scalability from RF to millimeter wave ranges. Nevertheless, they are only a sample of all possible combinations of devices that can be designed for integration in future wireless communication systems.

MACHIAVELISM AS THE ANTECEDENT OF NEPOTISM: AN EMPRIC RESEARCH

People or organizations initiate to obtain or multiply resources. One of the personal initiatives is to increase resources by establishing marriage or kinship or using social networks. It is possible to evaluate nepotism as an effort of social networks to increase resources. Nepotism is often handled through a human resource management and cultural perspective. This research differs from the previous researches due to the combination of nepotism and behavioral traits of personality. In this research, it is aimed to examine the effect of Machiavellianism, which has become famous for its fundraising strategy on nepotism. The research focuses on combining the concepts of non-clinical Machiavellian personality traits influencing the recruitment process and promotion from human resource management functions. The universe of the research consists of companies serving in the energy sector in Adana. Questionnaire technique has been used as data collection method in the research. 243 participants have been reached through the convenience sampling technique. It has been seen that there is a positive and significant relation between Machiavellianism, nepotism in promotion and nepotism in recruitment. This research does not examine the outputs of employees who do not have social networks in organizations but deals with the Machiavellian tendencies to take advantage of nepotism only in terms of personality psychology.

Physical Resource Management in Government Secondary Schools, Wolaita Zone, Southern Ethiopia

The study explored physical resource management practices in the Wolaita Zone government secondary schools. A descriptive survey design was used to attain the study’s stated objective. Both quantitative and qualitative method was employed in this research. Sample respondents were drawn by available sampling technique due to their direct relationship with the issue under study and hence to gain sufficient information. The data was collected through questionnaires, interviews, document review and personal observation. Data gathered through questionnaires were quantitatively analyzed using percentage and mean values. Moreover, the data gathered through interviews, open-ended questions, observation and relevant documents were qualitatively analyzed. Having gone through these, the study found that resource management functions such as planning, inventory, purchasing, maintenance, participatory management and budget allocation for the provision of the required materials were poorly implemented. Purchasing physical resources revealed weaknesses in quality, quantity, time and price. There was ineffective maintenance of physical resources, unqualified storekeepers, and a lack of proper follow-up are reasons for the damage and wastage of such physical resources. The inventory practice and using inventory reports for decisions in the school were poor. The storage management system was in poor condition in all schools. The lack of users’ technical skills was a significant challenge for managing physical resources. Significant challenges were due to a lack of good storing and disposal strategy, proper distribution, and poor close follow-up.

Bringing it all back home: the HRM role in workforce localisation in MNEs in Saudi Arabia

Governments across the Arabian Gulf aim to reduce their dependence on expatriates by implementing localisation policies. Building on institutional and legitimacy theories, we seek to advance our understanding of the effects of such policies on multinational enterprises (MNEs). We used data from 157 MNEs operating in Saudi Arabia and found the indigenisation of the human resource management (HRM) function is closely correlated with the level of workforce localisation: key factors empowering localisation, defined as recruitment and training practices geared towards the needs of locals, include the demographics and role of the HRM Director. Theoretically, we contribute to the literature on institutionalism and legitimacy by revealing how various institutional forces influence the process of selection and transfer of HRM practices to adapt to the institutional environment of a given context. Our research also shows that if MNEs follow government recommendations, develop links with local educational institutions to target suitable job candidates, and adapt to shortages in local skills and competencies by investing in the training and development of local workers, they will be more likely to achieve success in workforce localisation and legitimacy.

Designing a Justice-Oriented Organization Model with the Approach of Ethical Values Studied by Islamic Azad Universities of Sistan and Baluchestan Province

Background: University, as the foundation of the higher education system and a center for the training of specialized and efficient human resources, needs to establish justice that fits with cultural and moral teachings.
 Objectives: The present study aimed to design a justice-oriented organizational model with the approach of moral values in the Islamic Azad university of Sistan and Baluchestan.
 Methods: This was a descriptive-analytical cross-sectional study. Quantitative data were collected with a researcher-made questionnaire with appropriate validity and reliability. In this study, 248 managers and employees were enrolled using a simple random sampling method based on Morgan’s table, and SPSS21 and Lisrel8.5 were utilized to analyze the data, applying factor analysis tests, Pearson correlation, and a structural equation model.
 Results: The results showed that the four components of organizational communication, servant leadership, human resource management, and Islamic work ethics with the values of 0.94, 0.82, 0.76, and 0.76, respectively, had the most prominent roles; however, organizational ethical values had the lowest role with the value of 0.16, as evidenced by the justice-oriented organizational model with the approach of moral values.
 Conclusions: According to the findings, it is recommended that managers improve the understanding of organizational justice on the part of employees through proper communication with the servant leadership style and based on fairness in human resource management functions and Islamic work ethical issues.

Workplace Favoritism and Workforce Sustainability: An Analysis of Employees’ Well-Being

The goal of sustainability in business is the maximization of resources for long-term productivity at a minimized negative impact for all key stakeholders. Several functions of human resources management are designed to achieve this goal. However, HRM practices can sometimes spiral down and result in the perception of favoritism–a practice that recruits or rewards relationship over merit. Hence, this project was designed to measure the impact of favoritism on the development of a sustainable hospitality workforce through the measures of subjective well-being, psychological capital, and knowledge hiding behavior. With the aid of randomly selected employees and estimation of structural models, the study validates the deleterious impact of favoritism and organizational politics on employee outcomes and by extension the sustainability of the workforce. Practical and theoretical recommendations are provided.

Performance appraisal systems: The need to focus on employee engagement

Of the numerous functions of human resource management, performance appraisal (PA) is considered to play a critical role in the success of the organisation because its outcomes show the success of the realisation of other human resource functions. But, with the changes in a working context where winning the hearts and minds of employees is of paramount importance, there is a need for improved engagement of employees in the appraisal process. This study aims to ascertain whether the current appraisal process engages the employee fully. The study was conducted by two organisations in Dar es Salaam. The total sample size consisted of 50 subordinates. Interviews with key informants and questionnaires were used to collect data. Descriptive analysis was used to analyse the data with the use of Statistical Package for the Social Sciences version 16. Results indicate that the PA tool does not fully engage employees; the focus is more on the gap between expected performance and actual performance than on employee engagement and coaching, which are fundamental in winning the hearts and minds of employees. Keywords: Appraisal, employee engagement, performance;

The impact of human resource management function on organization commitment from Islamic perspective

The impact of human resource management function on organization commitment from Islamic perspective

Interconnection of Green Marketing and Green Human Resource Management Functions

Over the globe, we are moving to industrialization, which expands business creation, innovation, and different business exercises. This also expands human comfort, yet in addition, builds its way of life. In any case, on the opposite side, it likewise increments environmental danger that came about biological dangers to person. This article highlights the importance of green HRM practices for effective green marketing. The green human asset (the executives) has to make green mindfulness among the new ability and the current representative working for the association, energize their workers for helping the association to lessen the reasons for ecological debasement through green development, green projects and practices, hold the assets for the group of people yet to come. Based on extensive literature review, it is found that green HRM can create readiness, motivation and pledge to workers to contribute their endeavors and thoughts to the greening of their association for real reflection to the consumers in endeavors to cope with green skepticism and greenwash for effective green marketing and corporate social identity.