Resource Management In Companies Research Articles

Green Work Engagement Can Moderate The Effect Of Green Human Resource Management Variables On Employee Performance

Abstract This research is quantitative research with an exploratory approach. The data used in this research is primary data that researchers obtained from distributing online questionnaires to 500 PTPN employees throughout Indonesia. The data obtained was analyzed using the smart PLS 4.0 analysis tool. The result in this article show the Green Human Resource Management variable can have a positive relationship and a significant influence on Employee Performance because the P-Values ​​value is below the minimum acceptance standard and the significant level is 0.05, namely 0.002. This is because environmental/green-based Human Resource Management in companies can make the environment comfortable, the quality of workers increases, costs related to potential environmental damage are reduced, and income remains stable. Apart from that, the second hypothesis in this research also shows the same thing if the Green Work Engagement variable can strengthen the influence of the Green Human Resource Management variable on employee performance because the P-Values ​​value is below the acceptable level and below the significance level. With employee involvement in HR management, the Company can create indicators or causes that explain the reasons why Green Human Resource Management variables can influence employee performance to become stronger. Thus the first and second hypotheses in this research can be accepted.

APPLICATION OF INFORMATION TECHNOLOGY IN THE PRODUCTION PROCESS

Due to the strong processes of globalization and the dynamics of market changes in the conditions of fierce competition, today's leading companies are forced to constantly develop in order to ensure their efficient operation. It is modern information systems that are responsible for efficient planning and management of company resources and allow companies to expand their business. Information system implementation is a real challenge for managers, operations staff, customers and subcontractors, especially in manufacturing enterprises, so it must be carefully planned and carefully executed. In case of absence of any fixed IT solution, the company can make a decision about the creation of new and individual IT system which meets all its demands. However, such a decision can be made by large companies or groups of companies with the same or similar profile from the point of view of high costs, extended implementation time, as well as high complexity and significant risk. At the present time, there is no economic reasoning for small and medium-sized companies to create a complex IT system from zero. Only one solution is to integrate the current production system (which has been developed throughout years in another company) or system, obtained from the external supplier specialized in the separate field with ERP system that is in charge of managing the other company activities. In addition, comprehensive and actual calculation of production expenditure requires the integration of process management systems, financial systems and payroll systems. Data provided by these systems, including the cost of raw materials consumed, cost of labor force, mass media and equipment, distribution switching mechanisms, cost distribution lists and automatic accounting procedures benefit system users to precisely calculate production costs. Detailed and up-to-date information about the production process and product costs, together with complex logistics information allows us to make reasonable and rational decisions about the future activity of the company, to increase the scale of production of the most profitable products or re-organize some business processes which may lead to a deceleration in the production of low-margin products. Empirical proof shows that there are not any complicated IT solutions that enable production companies to satisfy their needs in terms of logistics, finance, accounting and production process management. Certainly this is related to the fact that even though some procedures like finance, accounting, logistics, reclamation are very alike in different companies at the cost of legal requirements, production processes are individual and peculiar for each one. Thus, it is usually difficult, possibly, to apply certain production process procedures on the available wide-spread IT software. Keywords: Information technologies, company, production process, business activity

Sustainable human resource management factors

Purpose of the research is to analyze works on the topic of sustainable human resource management, study factors, as well as identify and systematize specific practices for each category of factors.Research methodology. In this work, an analysis of existing publications in the Scopus database was carried out.Originality / value of the research. Although the concept of sustainable development is not new and has been actively studied since the 1960s of the last century, the study of sustainable human resource management as a separate concept dates back only about twenty years. Works from this period focus on exploring theory regarding the definition of concept, characteristics and functions, but the specific factors and practices through which sustainable human resource management in companies is expressed have not been explored much.Findings. The result of the study was the identified factors of sustainable human resource management, a model of sustainable human resource management formed based on the De Prince approach, as well as a systematization of practices for each of the identified factors. The article may be useful both for theoretical study of the concept and for practical application in companies by human resources management departments.

Digital Talent on Employee Retention: the Role of Employee Engagement as Mediation

Objective: This study aims to determine and analyze the effect between the variables of Digital Talent on Employee retention, the effect of Employee Engangement on Employee Retention, the effect of Digital Talent on Employee Engangement and the effect of Digital Talent on Employee Retention mediated by Employee Engangement. Methods: The research was conducted using quantitative methods consisting of 3 variables, namely Digital Talent, Employee Retention and Employee Engangement. The population used is employees who work in the manufacturing sector in West Java province with a sample size of 170 respondents, the sampling technique used is probability sampling technique with random sampling method. Data collection is done through google form in filling out an online survey using a Likert scale of 1-5. Data analysis in this study used the help of the SmartPLS software program version 3.0. Results and Conclusion: The analysis explains that the higher the level of digital capabilities and skills possessed by employees, the more likely they are to stay with the company. Employees' engagement at work and their relationships with coworkers, management, and the company as a whole play an important role in linking digital talent with employee retention. Implications of the research: This research has broad implications, both in the practice of human resource management in companies and in social dynamics in the world of work. By understanding the relationship between Digital Talent, Employee Engagement, and Employee Retention, companies can improve employee retention, promote employee well-being, and foster the growth of a more digitized industry. Originality: This research brings novelty by focusing on digital talent in the manufacturing industry. This industry is traditionally known for its different work structures and varying levels of automation. In the face of the industrial revolution 4.0, manufacturing companies in West Java need to evaluate the impact of digital talent on their employee retention, having unique characteristics and challenges.

Does Human Resource Management Practices differ at different Job Categorical in Sugarcane Farming Organization?

Human resource management practices are implemented for achieving thecompany's business sustainability. Otherwise, many companies have not realized the importance of implementing human resource management practices themselves. This study aims to analyzing the implementation of human resource management practices based on technical and non-technical employees in two different work units, namely the head office and the factory at a sugarcane plantation company in East Java Province. Approximately 150 employees selected through the proportional random sampling method from two work units and different job categories were involved as the inside sample. This research uses inferential statistical analysis method. The results of the study show that technical and non-technical employees who work in two different work units have different responses to the implementation of human resource management practices that have been implemented. Differences that occur due to differences in competency requirements and work units are also different. Furthermore, the results of the study show that compensation and career development are two variables that are considered to still need more attention and improvement from the company. Overall, the research results can also be used as material for evaluation and policy recommendations for the implementation of human resource management in companies.

Risk Influence of Employee Productivity on Business Failure: Evidence Found in Serbian SMEs

This research paper analyzes low productivity of company workforce as the key risk factor to business sustainability of a company, with special attention to small and medium-sized companies. The scope of research involves for-profit, and small and medium-sized companies doing business in Serbia. This paper explores whether poor human resource management, and, more particularly, low productivity of employees represent one of the key reasons for poor business performance and eventually failure of the company. The quantitative part of this research was conducted during 2022, by analyzing 468 small and medium-sized companies with less than 250 employees, who ended their business during 2021. Current theory determines human resource management in companies, the influence of different sorts on overall business performance, and employee productivity and its causal effects on business survival. This study attempts to cover identified literature gaps by analyzing the risk influences of low productivity on the failure of small and medium-sized companies, with special diversification between manufacturing and service-oriented companies. Key findings from this research were defined with the help of statistical learning methods, suggesting direct correlation of low productivity in the case of small services-oriented businesses and medium-sized manufacturing companies. Future work on this research includes extension of the analysis to other countries in the West Balkans region and the comparation of all determined causalities.

Analisis Pengaruh Kompensasi dan Beban Kerja Terhadap Turnover Intention

This study was conducted because turnover intention remains a common problem faced by companies, especially in the Cikarang area, Bekasi Regency. Compensation and workload are considered as factors that affect turnover intention. Therefore, this study aims to analyze the influence of compensation and workload on turnover intention as well as the influence of satisfaction on turnover intention in one of the companies in the area. Good human resource management is very important in creating employee welfare and achieving company goals. The analysis method used is quantitative method using survey type and data collection through questionnaires. This study used a sample of 32 people for the research sample. Therefore, the results of this study can contribute to the development of human resource management in companies, especially in addressing the problem of turnover intention.

Enterprise Resource Planning (ERP) Evaluation using User Experience Questionnaire and Development of Chatbot for Indonesian Insurance Company

Implementing Enterprise Resource Planning (ERP) can facilitate the planning and management of company resources. One of the insurance companies in Indonesia implementing ERP is PT Asuransi Jiwa Manulife; the platform used is a cloud-based ERP from Infor company, namely Infor CloudSuite. The Cloud ERP feature used is MiPOS, a part of making insurance proposals for prospective customers. In the implementation of MiPOS, there are still deficiencies in User Experience (UX) which are not yet user-friendly; therefore, a UX evaluation on MiPOS is carried out using the User Experience Questionnaire (UEQ) method distributed to MiPOS users as respondents. UEQ is a complete User Experience assessment framework that captures a person's impression of a system. UEQ has six aspects with 26 assessment criteria as a measure. However, in this research, the measurement was focused on the Perspicuity aspect. The research results show that the Perspicuity aspect score has the lowest value, namely -0.379 points, which falls into the neutral category. The effects of the Perspicuity aspect form the basis for ERP development by creating Frequently Asked Questions (FAQ) pages equipped with the Chatbot feature.

THE INFLUENCE OF JOB SATISFACTION, WORK MOTIVATION, AND EMPLOYEE COMMITMENT ON EMPLOYEE PERFORMANCE

Every organization carries out various activities to achieve predetermined goals, but in achieving these goals it often experiences obstacles because the employees they have do not have maximum performance. This research was conducted to determine the effect of job satisfaction, work motivation, and employee commitment on employee performance. The contribution of this research is expected to be able to add information at the theoretical or scientific level of human resource management and also have implications for human resource management in companies. The study used the survey method as a data collection technique, and a questionnaire as an instrument and was distributed to a sample of 138 employees. The data analysis technique used was multiple linear regression and the data processing method used SPSS version 25. The results showed that job satisfaction has a positive and significant effect on employee performance, work motivation has a positive and significant effect on employee performance, and employee commitment has a positive and significant effect on employee performance. For this reason, the importance of PT Salam Pacific Indonesia Lines company management in an effort to improve employee performance needs to pay attention to the factors of job satisfaction, work motivation, and employee commitment.

Human Resources: Skills and Entrepreneurship in Industry 4.0

Increasing knowledge and competency challenges related to new technology and processes in Industry 4.0 (I4.0), a new strategic approach is needed for human resource management in companies. This study aims to identify a variety of skills that indicate an approach to how employees in companies and entrepreneurship can utilize them to face the emerging digital economy challenges in Industry 4.0. Macro environment analysis using the PESTEL framework approach was carried out. The finding that challenges in fulfilling the qualifications and requirements of employees and entrepreneurs who have a variety of skills to fulfill the core competencies in I4.0, requires the ability to identify needs, adjustments and flexibility with economic, social, technological and technical, environmental, and political and legal advances and changes . Identification and strategic approaches to qualifying core competencies that employees and entrepreneurship may require are explained in this article. Gap analysis of the categorization of each core competency and its evaluation is also described, ending with conclusions and recommendations.

RETRACTED ARTICLE: Application of hardware system of temporal big data in enterprise human resource management in distributed environment

Distributed data collection systems are often used in many fields, such as industrial control, power systems, seismic monitoring, and ocean exploration. In a distributed data collection system, the time of data collection and the efficiency of data collection are all related to the accuracy of the data. Subsequent analysis and processing show that the distributed data collection system is a very important performance indicator: this article combines the timing factors of the timing rules in the dataset, and after normalization and expansion, the rules will be edited according to the effective voting rate. Perform a weighted sum calculation on the rules in the edited sub-database to obtain the final timing rules. Finally, the algorithm is implemented by pseudo code. With the rapid development of information technology, we have entered the era of big data. Big data has the characteristics of resource sharing, large storage capacity, and high speed, so it has been widely used in various fields. In the context of the rapid development of the modern economy, the human resources department has provided a relatively complete infrastructure system for many large companies. It can be seen that the work of the personnel department is gradually becoming an important factor in the development of the company. Appropriate implementation of big data in the company’s human resource model can integrate resources into the industry and the company, improving operational efficiency, and laying a solid foundation for the company’s sustainable and long-term development. This article first outlines the hardware system and company management of temporal big data in a distributed environment, discusses in detail the needs of human resource management in companies in the era of big data, and proposes a suitable human resource management model.

The Effect of Lean Management Practices on Human Resources Management in Companies: A Research in Istanbul and Kocaeli Cities

Amaç: Bu çalışmada, yalın yönetim uygulamaları kullanan işletmelerde yalın yönetimin insan kaynakları yönetimi uygulamaları üzerindeki etkisinin incelenmesi amaçlanmıştır. Yöntem: Araştırma kapsamında bir anket formu oluşturulmuş ve 253 çalışan ile anket gerçekleştirilmiştir. Yalın yönetim uygulamalarına yönelik tutum için Derin (2008) tarafından geliştirilen, 24 maddelik Yalın Yönetim Ölçeği; insan kaynakları yönetimi uygulamalarına yönelik tutum için Akın ve Erdost-Çolak (2012) tarafından geliştirilen, 33 maddelik İnsan Kaynakları Yönetimi Uygulamaları Ölçeği kullanılmıştır. Bulgular: Yalın Yönetim Ölçeği’ne yapılan faktör analizi sonucunda Faydalar ve Olanaklar ile İnisiyatif ve Katılımcılık isimli iki faktör; İnsan Kaynakları Yönetimi Uygulamaları Ölçeği’ne yapılan faktör analizi sonucunda Performans Sistemi, İşe Alma ve Kararlara Katılım isimli üç faktör tespit edilmiştir. Yapılan hipotez testleri sonucunda; sadece Faydalar ve Olanaklar faktörünün Performans Sistemi ile İşe Alma üzerinde pozitif ve anlamlı etkisi bulunduğu, Faydalar ve Olanaklar faktörü ile İnisiyatif ve Katılımcılık faktörünün Kararlara Katılım faktörü üzerinde pozitif ve anlamlı etkisi olduğu tespit edilmiştir. Özgünlük: Araştırma neticesinde, yalın yönetim uygulamalarının insan kaynakları yönetimi uygulamaları üzerinde pozitif ve anlamlı etkiye sahip olduğu tespit edilmiştir. Elde edilen bulgular, yalın yönetim ile ilgili literatüre katkı sağlamakta ve yalınlaşmayı arzulayan işletmelere yol göstermektedir.

Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Malaysia

This study aims to determine the level of employee job satisfaction, employee compliance with work regulations and human resource management strategies by conducting online interviews with 512 government and private employees in Malaysia by random sampling, then quantifying for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality of strategic resource management in companies or government agencies.

이벤트기획사의 직무환경이 조직몰입, 혁신행동에 미치는 영향연구

In South Korea, the event industry has rapidly grown since the 1980s due to informatization, globalization, various experiences is projected to continue its growth along with the related industries in various fields. However, working conditions, reward systems, and other associated conditions for employees, who play a key role in the event industry, are deemed to lag behind the industry’s growing trend. Therefore, it is necessary to identify which factors of the work environment, organizational commitment, and innovative behavior are valued by these employees and help control their emotions or strengthen their intentions to stay in order to effectively create organizational performance through employee commitment and innovative behavior. This study aimed to identify the relationships between the work environment, organizational commitment, and innovative behavior in event planning companies According to the study’s results, of the work environment, reward systems affected the employees’ affective and continuance commitment, and the human environment influenced their affective and normative commitment. In addition, the physical environment influenced their normative commitment. Moreover, affective commitment had a statistically significant relationship with idea development and execution, and continuance commitment had a statistically significant relationship with idea execution. In the study, preemptive factors for achieving organizational performance more readily were derived through the process of event planning companies that leads the work environment to organizational commitment and organizational commitment to innovative behavior. The findings of this study will serve as useful reference data for effective human resources management in companies by providing them with practical implementation measures such as the creation.

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

After 1989, the countries of Eastern and Central Europe began to undergo significant social and economic changes associated with the process of transformation of the economy into a market economy. Transformation is not only associated with the creation of a business environment, with the formation of new legal and institutional mechanisms, but also with a change in the thinking and behavior of people including employees, managers and owners. The paper aims to identify important processes and trends in developing human resource management in companies in the Czech Republic and the Slovak Republic. We conducted the questionnaire survey in 2018 and 2019 in various areas of business. We obtained the opinions of respondents from 1542 companies. In the research, we assume that in the conditions of a market economy compared to a centrally managed economy, employees are the most important source of development and performance of companies. Descriptive statistics were used to characterize the sampling unit. The other methods used to evaluate data in the paper were the Mann-Whitney test and Spearman Correlation coefficient. The research revealed that despite a long common history, differences in the field of personnel work have arisen in the last 20 years of the independent existence of the Czech Republic and the Slovak Republic. The only exception is employee care. It was also found that in the Czech Republic the strategic orientation predominates, on the contrary, companies in the Slovak Republic focused on operational processes. Differences were also found in the way of adaptation and further training of employees. The results of the findings can be used to design processes with the highest positive impact on business performance.

Motivational Elements of Employees as a Competitive Advantage of Companies in the Conditions of Globalization

The article analyzes with the analysis of the influence of incentive elements on the motivation of workers to better performance and satisfaction, across the whole active population in the context of the new economy. For specific generations, motivational incentives are diverse. The main reasons of using the award, recognition of the performance and motivation are long-term sustainable good relationships in the workplace, as well as demonstrable work successes and, last but not least, an increase in the success of the whole company. Different incentive elements also used in the Slovak Republic and other European Union countries. A majority motivation characterizes Slovakia through financial evaluation. However, recent years indicate a change of mindset of employers and employees. The population of the Slovak Republic is ageing, the retirement age is increasing, which demographically affects the development of the labour market. The age structure of the society suggests that everyone has a better performance stimulant. Motivating incentives that can offset the employee’s financial remuneration become a competitive advantage for businesses. Recently, the state has been helping businesses to stimulate employees properly through holiday vouchers. In the future, it expected that it would be just incentive elements that will attract potential employees to companies and secondly it will be the financial evaluation of the employee. Slovak society can be inspired in many ways by other European Union countries. In contrast, the Slovak Republic still has many professionals in the areas of health, education, engineering, and many others. The paper points to changes related to the demographic development of the company, the change of motivation for permanent and new employees. The aim is to anticipate the possible development of incentives and the incorporation of new elements of motivation into human resource management in companies. Autoregres prepared in MATLAB. The article deals with the prediction of the selection of individual incentives for specific age groups of employees.

Marketing resources in the processes of competing in the era of the virtualisation of socio-economic life

Theoretical background : The growing scope of virtualisation of consumer behaviour and the emergence of new business models associated with it has caused changes in the approach to the processes of the competing and management of company resources. This is accompanied by the growing importance of the customer in each stage of the value management process. In this context, a question is raised concerning the significance of marketing resources in the processes of competing between enterprises. At the same time, it should be noted that nowadays, marketing is becoming one of the business functions associated to the highest possible extent with information technology. These changes are demonstrated by the creation of a new managerial specialisation, i.e. a manager for marketing technologies who creates the technological image of marketing development. The objective of the management in the sphere of marketing technology is to create the value spiral, in which what is possible in the sphere of technology will be an inspiration for what is indicated in the sphere of marketing, and vice versa . Purpose of the article : The purpose of the paper is to demonstrate the signifiance of marketing resources, with a special focus on marketing knowledge, in the processes of competing between enterprises in the era of new media. Research methods : The paper is based on the analysis of secondary sources, the basis of which are in-depth studies of the literature in the sphere of marketing and new media, reports from research concerning digitalisation on a micro and macro scale, and consequences resulting from these processes. Main findings : The conducted survey of the literature indicates that marketing resources play a vital role in the processes of competing between enterprises. It further demonstrates that categories such as marketing knowledge, brand and relationships with entities of the environment are characterised by limited substitutability, the imperfect ability to be imitated and big value. Therefore, according to the resource theory, enterprises determine the gaining of competitive advantage by an entity. At the same time, new information and communication technologies are having an increasingly bigger impact on the growth of marketing resources. This is especially notable in the area of the enhancement of relationships with customers or marketing knowledge management, because new technologies find application at the stage of acquisition, popularisation and application of knowledge in the processes of marketing decision-making, which are translated into a competitive position achieved by the entity. Furthermore, the relationship between marketing and new technologies is expressed in terms of the increase of the scope of product individualisation and marketing communication.

Arrange The Factors to Improve Employees Performance in PT. XYZ by Using Fuzzy Logic Approach

The success of a company is often seen in the company's human resources. Increased employee performance is very important for human resource management in companies that assist individual development, improve organizational performance, improve employee productivity and for the achievement of long-term objectives of the company. This research proposes is going to suggest the factors to improve the employee's motivation and performance. The pattern of these factors can be used as one of supports to improve the employee's performance in PT.XYZ. PT.XYZ hasn’t “tools” yet to find and improve the employees performance. This study uses data from questionnaires with Likert scale and calculated by using relative importance index (RII) to determine the importance of fuzzy factor and logic to see the influence and prediction value of employee performance improvement level. The final result and this research get result of the possibility of employee performance improvement equal to 46,6% Factor to pay attention on employee performance is teamwork, this factor get very high valuation from employees

Study on Relationship Between the Self-evaluation of Qualification and the Work Attitude of Post-80s Generation Employees: Case of Cameroon-Yaoundé

In Cameroon because of high rate of jobless of youths, the post-80s generation has gradually become the most representative group in the labor market. It has a good level of education, aspires to better live, and it’s the largest group in the majority enterprises; which creates challenges for human resource management in companies. In this article, will be discussed the relationship between self-evaluation of qualification and work attitude of post 80s generation to help companies to establish appropriate measures to manage the post-80s generation in Cameroon in general and in Yaounde (capital) in particular. For our purposes, a survey of a workforce of 210 employees distributed between 116 men and 94 women will be conducted. Firstly we tried to analyze the correlation between self-evaluation of qualification and the work attitude using our survey results. Secondly we got out a conclusion on relationship between the self-evaluation of qualification and the work attitude of post 80s generation employees in Cameroon. And at the end we suggested some strategies to implement for a good management of the post-80s generation employees in companies in Yaounde and in Cameroon.

THE EVALUATION OF MARKETING ASSETS INFLUENCE ON THE EFFECTIVENESS OF INTERNATIONAL COMPANIES

In the age of total dematerialization of global business the process of international company asset evaluation (especially its financial and managerial aspects) becomes more complex. Taking into account the modern economic context it is harder for professional marketers to asset the potential, strategic output of available company resource management and especially marketing activities. Therefore, this paper addresses the following problem: what are the key prospects of marketing asset usage in the modern strategic management and what is the degree of their influence on the effectiveness of international companies? This paper aims to identify the key elements of marketing asset system and its impact on the company performance by analyzing the correlation between key ratings, which evaluate the quality of every asset management and the profit dynamics of relevant international companies during 2010–2015. The results of detailed analysis indicate the greatest impact of such assets as brands, marketing information system, marketing strategy and alliance-based assets on the company performance.