Area Of Resource Management Research Articles

Implementation of Information System at SD Laboratorium UNG

This research aims to find out the implementation of the human resource information system at SD Laboratorium UNG. The purpose of the information system is to help organize all functional areas of human resource management efficiently. SD Laboratorium UNG is a school that has been accredited as superior. This mini-research was conducted using a qualitative approach and data collection techniques in the form of observation, interviews, and documentation, and data presentation was carried out using a descriptive approach, in the form of words, writing, or oral from the subjects observed, namely the principal and teachers. Based on the mini research that has been carried out, the results show that the implementation of the Human Resource Management System at SD Laboratorium UNG has been carried out, but it has not been carried out optimally, but the school has been able to utilize the development of information and communication technology for the progress of the school towards a better direction. The applications used at SD Laboratorium UNG are Facebook, YouTube, Instagram, Email, Zoom, Google Drive, WhatsApp, Ms.Word, Ms.Exel, and JunioSmart.

Employment brand equity and corporate’s job growth and reputation

PurposeThis research aimed to explore the commonalities and differences in the type of information provided on corporate websites in relation to their employment brand equity.Design/methodology/approachMixed methods of content analysis, ANOVA and regression analyses were employed to answer the research questions. The data were collected from multiple sources, including the websites of a sample of forty companies listed as the US Fortune 100 Best Companies to Work in 2012 and information presented on Fortune’s website as well.FindingsEmployment brand equity hardly showed any significant impact on either company’s job growth or reputation in the ranking as an “employer of choice”.Practical implicationsThe results indicated some practices to make a company’s employment brand outstanding and how its web presence reflected its “brand” and presence for potential employees. They are useful for HR practitioners concerned with building an employee brand. For example, the more highly ranked companies in the Fortune 100 tend to provide more forms of online support related to employment opportunities.Originality/valueUsing brand equity theory from the marketing arena and applying this within the human resources management area, this study suggests that “employment brand equity” became a major factor that many companies and organizations should focus on to enhance their standing with job seekers, particularly talented ones. Nearly a decade before the COVID-19 pandemic, the best companies to work for in the US had paid attention to digitalization via websites and social media, to attract talent (and support employees).

Citizen science supports national reporting of a Sustainable Development Goal indicator: A case study of plastic debris density on beaches

Global momentum to address plastic pollution has led to the development of national processes to monitor plastics into and within the environment. The Sustainable Development Goals (SDGs) provide guidance for reporting on plastic pollution, although compiling national estimates remains a challenge. Data availability remains a key barrier, which could be addressed through engagement with the citizen science community, which collects and maintains data at a resolution suitable for SDG reporting. Here, we demonstrate a process that uses citizen science monitoring of plastic debris on beaches to report on SDGs at the national scale. The study uses the Australian Marine Debris Initiative (AMDI) Database, which is composed of data submissions from over 1400 organisations across Australia. The AMDI was used to provide initial estimates of plastic debris density both nationally and across Natural Resource Management areas (NRMs). Before analysis, the database was filtered for data quality and alignment with guidance for SDG reporting (i.e., SDG Indicator 14.1.1b), resulting in the analysis of 3144 events across 538 sites between 2014 and 2019 (inclusive). The average density of plastic debris on beaches across Australia was between 0.155 and 0.279 counts m−2, with management relevant trends identified across NRMs. This study demonstrates the potential for the citizen science community to support SDG reporting and management processes, which could inform and enable actions to address plastic pollution.

Wavelet-Based precipitation preprocessing for improved drought Forecasting: A Machine learning approach using tunable Q-factor wavelet transform and maximal overlap discrete wavelet transform

Drought forecasting plays a crucial role in mitigating the severe agricultural and social consequences caused by droughts. The fluctuating nature of droughts makes it difficult to develop an effective drought forecasting model without preprocessing the input data. This paper proposes a novel approach that introduces the tunable Q-factor wavelet transform (TQWT) with the maximal overlap discrete wavelet transform (MODWT) based Fejér–Korovkin, Coiflet, and Daubechies filters in the decomposition of precipitation data for the extended lead time forecasting of the standardized precipitation evapotranspiration index (SPEI). The decomposed datasets have been coupled with Matern Gaussian process regression (MGPR), exponential Gaussian process regression (EGPR), linear support vector machine (LSVM), and coarse Gaussian support vector machine (CGSVM), and formed hybrid models to forecast SPEI-12 and SPEI-18 for several lead times (i.e., 6, 12, 18, and 24 months). Results of the study represent that the wavelet-based hybrid models are capable of predicting SPEI-12 and SPEI-18 effectively for different lead times with promising results. Both TQWT and MODWT coupled with MGPR yielded reasonable performances for the lead time of 6 months in all stations. However, for the higher lead times, TQWT coupled with MGPR outperformed other hybrid models. The results of the TQWT-MGPR for SPEI-12 are more effective than SPEI-18 in different lead times. The study highlights that preprocessing of precipitation data using TQWT is a promising direction for drought forecasting, and the findings obtained from drought forecasting can be utilized in the areas of water and agricultural resource management to effectively mitigate and alleviate the potential impacts of future droughts.

Green Human Resource Management Practices and Environment Sustainability: From Empirical Evidence

Green human resource management, if well designed and implemented, is undeniably one of the avenues that is envisaged to contribute towards the actualization of the Sustainable Development Goals (SDGs). This paper set out to interrogate the extant literature on Green Human Resource Management (GHRM) Practices and their nexus to environmental sustainability. One of the emerging issues within business communities is the campaign of going green (GG). GHRM is a drive which helps to create a green workforce that can understand and appreciate green culture in businesses and institutions. It is paramount to note that human resource and their systems are the basic foundation of any business. It is a fact that the human resource function in an organization is responsible for planning and executing those eco-friendly policies to create a green environment. The study was mainly a desktop, where a review and synthesis of the existing empirical literature was undertaken. The main sources of the data and information for purposes of this paper were largely relevant reports, journals and books. Past writings indicate that there is a growing need for the integration of environmental management into Human Resource Management (HRM) research practice. This article pursues an integrated view of the literature on Green HRM. It examines and interrogates the current empirical literature in the area of green human resource management with a view to pointing out and synthesizing the gray areas and suggesting a way forward towards enriching knowledge and practice in the area of green human resource management. Finally, the paper suggests some key HR initiatives towards creating and nurturing GHRM practices and behaviour for environmental sustainability. This article draws together the extant literature in this area in suggesting managerial implications and research direction in GHRM. Hence, the papers demystifies the debate and discussion on GHRM and suggests new fronts that requires research focus.

Digitális kihívások a felsőoktatásban: Az NKE oktatóinak digitális készségeinek kvantitatív vizsgálata

The information society is not only transforming the process of education but also creating new positions and challenges in the labour market, and education must prepare for this. Research shows that the success of education depends mostly on teachers (Mourshed, Chijoka and Barber 2010). In this study, we investigate the digital competence of teachers at Ludovika University of Public Service (hereinafter: LUPC) (N=824). For the quantitative research, we used the DigCompEdu questionnaire. The level of digital competence of the teachers is assessed based on their own self-assessment. We assume that although their digital competences need improvement, but their motivation to use digital technologies in the classroom is positive. The instructors scored higher points in the areas of digital resource management, professional engagement and teaching & learning but they scored the lowest in the area of assessment.

Review of AI-driven Cloud Optimization

Cloud automation is the key to realization a fully-optimized performance of modern cloud platforms while cloud resources utilization. Resource allocation efficiency is valuable. We are however faced with increasing pressure for computational resources. The Long Short-Term Memory (LSTM) algorithms have found a great use case in the dynamic resource allocation problem when the problem is solved by the proactive provisioning of resources based on historical usage patterns taking advantage of recurrent neural networks. Furthermore, the concern over quality-of-service delivery (QoS) and energy efficiency is now almost as challenging for cloud providers when implementing the utilization of cloud resources, especially in a dynamic setting. Deep Reinforcement Learning (DRL) allows to pursue that end by developing agents, which might guide the work of optimizing resource allocation and reducing energy expenses at the same time. It improves the result and adaptability of the applications running on clouds. Artificial intelligence, in its diverse form, for the instance machine learning and optimization algorithms, brings in a great influence in the areas of cloud operations, resource management, and security. Furthermore, the 3rd generation of FPGAs (Reconfigurable Digital Computing-In-Memory or ReDCIM processors) and the bitwise parallelism via-memory core multipliers also improve the efficiency of computing in cloud environments. Adopting these inputting methodologies is a consequence of cloud systems achieving top performance, high scalability, and low costing. Keywords - Cloud Automation, Long Short-Term Memory (LSTM) algorithms, Deep Reinforcement Learning (DRL), Reconfigurable Digital Computing-In-Memory (ReDCIM) processors, Resource sAllocation, Energy Efficiency.

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.

The impact of community-led conservation models on women's nature-based livelihood outcomes in semi-arid Northern Ghana

With increasing human-induced environmental degradation, women's nature-based livelihood activities are threatened. In semi-arid northern Ghana, shea processing (i.e., shea butter, a derivative of shea nut from the shea tree), a vital women-dominated economic activity, is at risk as naturally occurring shea trees continue to decline in numbers and productivity. The decline of the shea tree's number and productivity and the ensuing biodiversity loss have sparked conservation efforts by governments and local communities. This includes community-led conservation models, which have recently gained traction in the Global South. Ghana implemented the Community Resource Management Areas (CREMA)—a community-led conservation model to improve biodiversity and ecosystem services, including shea trees conservation in response to climate change. Research has not explored the impacts of community-led conservation efforts on women’s nature-based livelihoods in Ghana. Using a mixed-methods approach involving surveys (n = 517) and focus group discussions (n = 8), this study explored shea productivity outcomes under CREMAs. Findings show that women residing in CREMAs had significantly better shea harvesting outcomes than those outside CREMAs (α = −53.725; P < 0.01). These findings demonstrate the potential for targeted conservation initiatives that are community-led, such as the CREMAs, to improve the conservation of economically significant naturally occurring trees like Shea. With the increasing impacts of climate change and environmental degradation, such models would be instrumental in achieving sustainable development goals like SDG5-gender equality, SDG10-reduced inequalities, SDG13-Climate action, SDG14-life below water, and SDG14-life on land.

Lay of the (wet)land: manager practices and challenges in wetland revegetation

Despite providing essential ecosystem services, wetlands are one of the most threatened ecosystems worldwide. Revegetation of wetlands is a critical aspect of restoring ecosystem services, yet little is known about common practices, the challenges managers face, or what resources they require to improve revegetation outcomes. We assessed current revegetation practices, obstacles, and potential solutions by surveying wetland managers in the Intermountain West of the United States, a vast, ecologically diverse region containing hundreds of millions of hectares of public lands. Survey results indicate that managers revegetate wetlands for erosion control, invasion resistance, enhanced wildlife habitat, and improved water quality despite small budgets and limited personnel. Drought, invasive species, and the timing and availability of water are the biggest ecological challenges that managers face and point to the need to prioritize wetland revegetation research to improve revegetation practices in a changing climate with dwindling water resources. Additionally, access to genetically‐ and species‐diverse native plant materials is a concern for many managers. To address these challenges, managers need additional financial and human resources, accessible information relating to revegetation methods, and greater collaboration with research institutions and native plant vendors. Our findings underscore the need for funding entities to prioritize money for wetland revegetation efforts, a natural resource management area that has been neglected relative to many other ecosystems. The results of this study provide insight into challenges and potential solutions for wetland revegetation in regions of the world, such as the western United States, where increasing water scarcity threatens wetlands and their restoration.

Evolving wildlife management cultures of governance through Indigenous Knowledges and perspectives

AbstractWithin governance agencies, academia, and communities alike, there are increasing calls to recognize the value and importance of culture within social‐ecological systems and to better implement Indigenous sciences in research, policy, and management. Efforts thus far have raised questions about the best ethical practices to do so. Engaging with plural worldviews and perspectives on their own terms reflects cultural evolutionary processes driving paradigm shifts in 3 fundamental areas of natural resource management: conceptualizations of natural resources and ecosystems, processes of public participation and governance, and relationships with Indigenous Peoples and communities with differing worldviews. We broadly describe evolution toward these paradigm shifts in fish and wildlife management. We then use 3 case studies to illustrate the ongoing cultural evolution of relationships between wildlife management and Indigenous practices within specific historical and social‐ecological contexts and reflect on common barriers to appropriately engaging with Indigenous paradigms and lifeways. Our case studies highlight 3 priorities that can assist the field of wildlife management in achieving the changes necessary to bridge incommensurable worldviews: acknowledging and reconciling historical legacies and their continued power dynamics as part of social‐ecological systems, establishing governance arrangements that move beyond attempts to extract cultural information from communities to integrate Indigenous Knowledges into dominant management paradigms, and engaging in critical reflexivity and reciprocal, accountable relationship building. Implementing these changes will take time and a commitment to processes that may initially feel uncomfortable and unfamiliar but have potential to be transformative. Ethical and culturally appropriate methods to include plural and multivocal perspectives and worldviews on their own terms are needed to transform wildlife management to achieve more effective and just management outcomes for all.

AI-based Environmental Sustainability: Transforming Conservation Efforts

The use of artificial intelligence (AI) technologies has the potential to enhance sustainability efforts in the face growing environmental issues, especially in the areas of resource management and climate change mitigation. This study focuses at how artificial intelligence (AI) and environmental sustainability interact, examining the various ways AI might help solve urgent environmental issues. AI provides innovative methods to maximize utilization of resources, predict environmental trends, and promote accurate decision-making processes through the use of advanced computational algorithms and data analytics. This study analyses multiple applications of AI in environmental sustainability, from pollution prevention and natural resource conservation to climate modelling and renewable energy optimization. In addition, an evaluation is done about moral implications and possible socio-economic effects of AI-driven environmental solutions. Using an in-depth review of the majority of current research by applying case studies, this research identifies significant challenges and opportunities for more research and application while highlighting the revolutionary potential of AI in achieving environmental sustainability goals. Ultimately, the paper encourages ethical application of artificial intelligence (AI) as important part of larger strategies for mitigating the effects of climate change and developing a future that is environmentally conscious.

Approaches and methods used to bring together Indigenous and Environmental science Knowledge in environmental research: A systematic map protocol

Abstract The bringing together of multiple knowledge sources, such as Indigenous knowledge (IK) and Environmental science Knowledge (ESK), is a topic of considerable interest and significance in environmental research. In the areas of resource management for example, the bringing together of IK and ESK datasets has raised considerable interest for its potential to increase understanding and provide insights into complex phenomena such as the effects of climate change and variability on wildlife health and distribution. The potential benefits that exist from merging these knowledge sources have been widely acknowledged. However, navigating the complex processes involved in knowledge linking continues to pose significant challenges. This systematic mapping protocol will guide the collection and analysis of literature to examine the approaches and methods used in published studies that aim to bring together Indigenous and Environmental science Knowledge in environmental research. The particular focus of this examination is placed on identification of the types of approaches and methods used to merge IK and ESK datasets at the stages of data analysis, results, and interpretation/discussion in the research process. Through a scoping exercise, a draft search string was developed based on a predetermined list of keywords. Consultation was held with a senior Indigenous scholar to advise on the keywords used and consideration for IK likely to be represented in the collected literature. The final search string will be applied to online bibliographic databases to collect studies published in peer‐reviewed journals. The final capture of the search will be screened in two stages: (1) at the level of title and abstract and (2) at full‐text. All studies included will be coded using a standardised coding template and a narrative synthesis approach will be used to identify patterns in the evidence, including knowledge gaps and clusters. Practical implication: The resulting systematic map, following the outlined procedures in this protocol and considering guidelines from the Collaboration for Environmental Evidence (CEE) and Reporting standards for Systematic Evidence Syntheses (ROSES), can serve to support and inform future research endeavours engaged in working towards the linking of IK and ESK, with practical implications for communities and policymakers.

SMEs sustainability: The role of human resource management, corporate social responsibility and financial management

Research background: The sustainability of small- and medium-sized enterprises (SMEs) represents a significant scientific and professional problem in the current turbulent period because these enterprises play an important role in any country’s economic and social systems. Purpose of the article: This paper aimed to define the significant sustainability factors of small and medium-sized enterprises and to quantify their impact and importance on the sustainability of SMEs. The areas of Human Resource Management, Corporate Social Responsibility, and financial management were defined as significant sustainability factors. Methods: Empirical research, on which the scientific hypotheses were formulated and evaluated, was conducted in June 2022 in V4 countries (Czech Republic, Slovak Republic, Poland, and Hungary) using a structured questionnaire. The study accumulated a sample of 1398 respondents. Data collection was conducted through an external agency, MN FORCE, operating in Central European countries. The Computer Assisted Web Interview (CAWI) method was used to record respondents’ perceptions. Descriptive statistics, correlation analysis, and linear regression analysis were used to evaluate the hypotheses. Findings &amp; value added: The research showed that all defined factors in the areas of Human resource management (HRM), Corporate social responsibility (CSR), and financial management of the firm had an impact on defined sustainability attributes. The greatest impact was found on the firm’s financial management, followed by CSR and HRM. The empirical results confirm that the intensity of the independent variables varies across the V4 countries. These results also show that the intensity of the selected HRM, CSR, and financial management factors of a firm is higher in the integrated models than in the models for individual V4 countries. The research results have shown that a range of factors determine the right attitude towards the sustainability of companies. In this context, economic policymakers and entrepreneurs must perceive sustainable growth as complex and apply a systemic approach to its design and implementation.

Psychometrics of Emotional Intelligence in Hospitality: A Cross-Sectional Study on Human Capital and Quality of Service

Little research has been conducted specifically on emotional intelligence (EI) and perceived quality of service in the hospitality industry. The main goal of this research consists of providing empirical evidence related to EI regarding its importance in quality of hospitality service (QHS). To do so, a hypothetical and conceptual model was tested by Partial Least Square-Structural Equation Modeling (PLS-SEM) techniques based on a sample of 408 employees in the hospitality sector in the region of Murcia (Spain). The findings of this work reveal the incidence that EI has on the QHS of human capital, despite a scenario that is characterized by a high rate of talent shortage worldwide and an increasing digitalization that could reduce human interaction. Also, implications are given so that EI could be more deeply analyzed for EI strategy-building within organizational behavior and human resource management areas from a practical approach, increasing engagement and preventing the so-called quality service sabotage.

The Role of Healthcare Managers in Employee Retention: Do Workers Leave Organizations or Managers?

Healthcare organizations have been facing employee retention challenges since before the Covid-19 pandemic. This latter has solely accelerated turnover rates. Healthcare managers and leaders need to take action to keep their talent while still delivering quality care. The purpose of this paper is to provide a literature review on the subject to examine the role of healthcare managers in employee retention. Understanding how managers influence staff retention is essential to monitoring turnover rates and designing effective strategies for retaining skilled and talented healthcare employees. The findings of this review indicated that healthcare employees who were satisfied with the behavior of their managers were committed to their organization and more likely to remain employed for a long period. Communication, autonomy, respect and recognition, and training and development were significant predictors of job satisfaction, organizational commitment, and staff retention. Improving staff retention strategies is critical to improving the quality of care, reducing healthcare costs, and achieving growth and success. The review concluded that healthcare managers play a crucial role in employee retention. Further exploration of the employee retention challenge is required to better understand this multifaceted area of human resource management.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

Automation in Library Science in AI Era

The Auromation of library science has become a revolutionary force in the adminstration and accessibility of information resources in the age of artifical intelliegence. The goal of this project is to investigate and apply AI -driven solution to improve resource management, user services, cataloguing and other areas of library operation. in order to streamline the organisation and retrieval of information, the automation process uses machine learning algorithms to tag and categorise library material. Intelligent search and recommendation systems are developed using Natural Language Processing(NLP ) approaches, which facilitities the effortless discovery of pertient information by users. Additionally, by integrating AI into library systems, libraries may better forecast demand using predictive analytics and adapt their resources accourding to user perfence and new trends. Robotic process automation also simplifies repetitive administrative work, freeing up human resources to concentrate on more difficult and valuable duties. The project uses strong encryption techiques and access control to address issue with data security and privacy, the creation and application of AI technologies in library science also heavily relies on ethical consideration, such as bias prevention in algorithms. Libraries may transform their services and remain ata the forefront of information management technology by adopting automation in the AI era and offering users a more efficient and customised experience. This abstract highlights the potential for major breakthroughs in the field of library science through the integration of artifical intellience , outlining the project's main goal and technique.

International Training and Development

It is widely accepted that effective management of human resources will bring about increased organizational and employee performance. Based on this, the area of international human resource management (IHRM) has gained increased interest, especially with the continued growth of multinational corporations and globalization. Many IHRM practices and theories have been developed since the emergence of international business. The boundaries of IHRM are established within the concepts of MNC management across diverse cultural work practices as well as comparative international HRM among organisations. In this paper, I will reflect on these concepts as applicable in the practices of international training and development and performance management and compensation. My reflective essay will explore these topics with a key interest in expatriates who are affected greatly

Empowerment and disempowerment in community-based natural resource management: Examining CREMA outcomes in Ghana

Community-based natural resource management (CBNRM) schemes are intended to achieve social and environmental outcomes, although many cases around the world show that CBNRM schemes are achieving more on their environmental goals rather than their social ones. In this paper, we examined the outcomes of Community Resource Management Areas (CREMAs) in Ghana using Scheyven’s four-dimension framework of empowerment and disempowerment. Examining three case studies, we found that CREMAs emphasize conservation, which may contribute to social and psychological empowerment. However, there is a political and economic empowerment deficit as CREMAs fail to provide economic returns to rural groups or position them to exercise self-determination over their resources. We suggest that approaches strengthening the resource rights may support CBNRMs to realize community empowerment.