Resource Management Department Research Articles

Exploiting Opportunities in the New Normal Context of University Education: A One Year Retrospection

With all teaching and learning activities online and academic staff having to capacitate themselves in navigating the crisis of Covid 19, this article reflects on how the Sri Lankan universities dealt with pandemic scenario while exploring domestic experience over a period of one year commencing March 2020. A literature survey was carried out to gain an understanding of the existing debates surrounding the topic of challenges and opportunities availed in the crisis. 100 invitee academics representing each university participated in a questionnaire survey administered via Google forms and data were analyzed using descriptive statistics in order to gauge the perception among the academics towards the discharge of the university functions and the opportunities exploitable under new normal context. Human Resource Management departments and Learning Management Systems have functioned well despite the crisis persisting so long. In addition, the respondents were satisfied with the data protection measures initiated to address any possible loss of data. A few respondents disagreed with the claim that utilizing IT services had functioned well and that the transition to digital teaching was accomplished without difficulties. There is a higher possibility to revisit and amend existing curriculums and teaching and learning methods, pursuit on course accreditation and validation with professional entities, preparing study packs, materials, toolkits, academic audit and appraisal, review on student feedbacks and making necessary pedagogical and other reforms as appropriate. Regardless of chronic issues such as digital inequality, universities have demonstrated that they can accomplish tasks and retain their legitimacy efficiently. This suggests that Covid 19 has been reasonably responded using adaptive management. All with aspirations to achieve professional excellence mediated by current events and its agility, the article offers some of the key challenges that inevitably emerged. The findings highlight that the Covid 19 has brought about a number of opportunities for which a greater reliance on collegial decision-making between academics and their counterparts, the students are crucial.

Artificial intelligence and human workers interaction at team level: a conceptual assessment of the challenges and potential HRM strategies

PurposeThis paper aims to specifically focus on the challenges that human resource management (HRM) leaders and departments in contemporary organisations face due to close interaction between artificial intelligence (AI) (primarily robots) and human workers especially at the team level. It further discusses important potential strategies, which can be useful to overcome these challenges based on a conceptual review of extant research.Design/methodology/approachThe current paper undertakes a conceptual work where multiple streams of literature are integrated to present a rather holistic yet critical overview of the relationship between AI (particularly robots) and HRM in contemporary organisations.FindingsWe highlight that interaction and collaboration between human workers and robots is visible in a range of industries and organisational functions, where both are working as team members. This gives rise to unique challenges for HRM function in contemporary organisations where they need to address workers' fear of working with AI, especially in relation to future job loss and difficult dynamics associated with building trust between human workers and AI-enabled robots as team members. Along with these, human workers' task fulfilment expectations with their AI-enabled robot colleagues need to be carefully communicated and managed by HRM staff to maintain the collaborative spirit, as well as future performance evaluations of employees. The authors found that organisational support mechanisms such as facilitating environment, training opportunities and ensuring a viable technological competence level before organising human workers in teams with robots are important. Finally, we found that one of the toughest challenges for HRM relates to performance evaluation in teams where both humans and AI (including robots) work side by side. We referred to the lack of existing frameworks to guide HRM managers in this concern and stressed the possibility of taking insights from the computer gaming literature, where performance evaluation models have been developed to analyse humans and AI interactions while keeping the context and limitations of both in view.Originality/valueOur paper is one of the few studies that go beyond a rather general or functional analysis of AI in the HRM context. It specifically focusses on the teamwork dimension, where human workers and AI-powered machines (robots) work together and offer insights and suggestions for such teams' smooth functioning.

Dialectical Analysis of Global Staffing Policy

Global staffing is an essential aspect of human resource management in multinational corporations (MNC) (Collings & Scullion, 2009). As the positioning of multinational organizations gradually becomes global, multinational companies must cultivate suitable global personnel. Flexible and adequate staffing and management skills can give transnational corporations a particular competitive advantage in global operations (Collings & Scullion, 2009). Understanding the background of the local market and gaining and sharing tacit knowledge in jobs around the world are all necessary professional skills for the multinational company (Harvey et al., 1999). However, human resources management departments also face more significant challenges as the multinational company expands its business globally. Learning how to effectively respond to the staffing problems of multinational companies in the course of operation reflects the company's operating capabilities. This article will first define and elaborate the global staffing policy, while the factors that will make the system more effective will be introduced. Secondly, the current problems and challenges faced by multinational companies will be listed, followed by corresponding measures. Finally, other recommendations will be provided in some areas for the human resources of multinational companies.

Study on drought events in China based on time-varying nested Archimedean-copula function

Abstract Drought forecasting, which can enable contingency actions to be implemented in advance of a drought, plays a significant role in reducing the risks and impacts of drought. In this study, a simulation framework of the occurrence probability of drought events based on a nested copula function and Gibbs sampling is proposed to effectively compensate for the high-dimensional problems and lack of initial data in traditional methods. Precipitation data of 718 meteorological stations from 1961 to 2018 in China was analyzed. The results showed that the occurrence location of drought events was mainly concentrated from 35° to 42° north latitude and 105° to 120° east longitude, with the occurrence time mainly concentrated from September to November. The Archimedean-copula function, constructed based on latitude, longitude, and occurrence time, could precisely determine the spatiotemporal joint probability distribution of drought events (RMSE: 0.01). The optimal time-varying nested Archimedean-copula functions were obtained from February to May (spring), June to September (summer) and October to January (autumn and winter). Compared with the nested Archimedean-copula function, the accuracy of Gibbs sampling and simulation based on the time-varying nested Archimedean-copula function was increased by 84.05% latitude and 69.76% longitude. The results provide an effective means for scientific drought forecasting, and water resource management departments can take preventive measures at an early stage.

GIS Based Tsunami Risk Assessment

Tsunami is a coastal hazard which occur due to undersea earthquakes, Meteorite falls, volcanic eruptions or even nuclear weapon operations. The tsunami hazard which occurred in December 2004 was generated due to an undersea earthquake 400m west of northern Sumatra and it inundated coastal areas of Indonesia, Sri Lanka, Thailand and India. This hazard became one of the worst disasters in the history resulting in over thirty thousand fatalities and over seventy thousand house damage in Sri Lanka. This study is focused towards creation of GIS based Tsunami risk map for Galle city which was badly hit by the 2004 Tsunami. Tsunami vulnerability was assessed using weighted overlay spatial method with input parameters of population density, sex ratio, age ratio, disability ratio and damaged building ratio. Tsunami hazard map was developed based on tsunami inundation map which was published by Coastal research and design, costal conservation and resource management department with assistant from Disaster management centre using the Cornell Multigrid Coupled Tsunami Model (COMCOT). Vulnerable and hazard maps were analysed and incorporated to develop final risk map using GIS tool. Keywords GIS; Tsunami Inundation Map; Tsunami Risk Map; Vulnerability; Disaster

Hydraulic conductivity can no longer be considered a fixed property when quantifying flow between groundwater and surface water

Hydrological ProcessesVolume 35, Issue 6 e14226 INVITED COMMENTARY Hydraulic conductivity can no longer be considered a fixed property when quantifying flow between groundwater and surface water Donald O. Rosenberry, Corresponding Author Donald O. Rosenberry rosenber@usgs.gov orcid.org/0000-0003-0681-5641 U.S. Geological Survey, Lakewood, Colorado, USA Correspondence Donald O. Rosenberry, U.S. Geological Survey, MS 413, Denver Federal Center, Lakewood, CO 80225, USA. Email: rosenber@usgs.govSearch for more papers by this authorPeter Engesgaard, Peter Engesgaard orcid.org/0000-0002-5925-8757 Department of Geosciences and Natural Resource Management, University of Copenhagen, Copenhagen, DenmarkSearch for more papers by this authorChristine Hatch, Christine Hatch orcid.org/0000-0002-4996-1617 Department of Geosciences, University of Massachusetts Amherst, Amherst, Massachusetts, USASearch for more papers by this author Donald O. Rosenberry, Corresponding Author Donald O. Rosenberry rosenber@usgs.gov orcid.org/0000-0003-0681-5641 U.S. Geological Survey, Lakewood, Colorado, USA Correspondence Donald O. Rosenberry, U.S. Geological Survey, MS 413, Denver Federal Center, Lakewood, CO 80225, USA. Email: rosenber@usgs.govSearch for more papers by this authorPeter Engesgaard, Peter Engesgaard orcid.org/0000-0002-5925-8757 Department of Geosciences and Natural Resource Management, University of Copenhagen, Copenhagen, DenmarkSearch for more papers by this authorChristine Hatch, Christine Hatch orcid.org/0000-0002-4996-1617 Department of Geosciences, University of Massachusetts Amherst, Amherst, Massachusetts, USASearch for more papers by this author First published: 09 May 2021 https://doi.org/10.1002/hyp.14226Citations: 3Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Citing Literature Volume35, Issue6June 2021e14226 This article also appears in:HPToday: Invited Commentaries RelatedInformation

Модель закрепления ученика за наставником в системе обучения персонала организации

This article will focus on the mentoring process, which is interconnected with such HR functions as adaptation, motivation and training. And recently, many employers from a variety of alternatives have made a choice in its favor. Aim. The work examines the main functions of mentoring, its practical benefits and areas of application, and the main attention will be focused on the issue associated with the formation of pairs of mentors and students in order to achieve the greatest effect from their interaction. Materials and methods. In the process of achieving the research goal at the initial stage, it was planned to solve the problem of assigning a student to a mentor by forming the most “effective” pairs of mentors and students. These tasks were solved using the Hungarian method. But all the solutions obtained testified to the optimality of any solution to this problem. From this, it was concluded that there was no significance in combining mentors and students, based on a comprehensive assessment of their competencies, skills, etc. As a consequence of the result obtained and analysis of various literary sources, it was concluded that the most effective criterion for composing pairs “mentor – teaching” is compatibility (psychological and socio-psychological), the presence of which will favorably affect the effectiveness of the interaction between the mentor and the student. Consequently, the human resource management department needs, in addition to assessing the competencies, skills and other parameters of the effectiveness of mentors and students, to assess their psychotypes and/or apply various methods to determine the compatibility of the participants in the mentoring process. Results. The main result of the work is a mechanism for securing a student for a mentor and a refutation of the fact that the “effectiveness” of mentors and students, i.e. a point assessment of their competencies, skills and qualities can be a determining factor in the formation of pairs of mentors and students. Conclusion. So, when forming pairs of mentors and students, i.e. distribution of students by mentors, it is proposed to focus on their psychological and socio-psychological compatibility.

On the Application of Big Data Technology in Human Resource Management in the New Era

Big data technology has entered our lives strongly, and it can be applied systematically in enterprises to play a great role in the original. Human resource managers of enterprises should establish the thinking mode of big data, have keen insight ability in talent allocation, have foresight consciousness in strategy formulation, devote themselves to daily management work, and apply innovative ideas into practice. For any enterprise, the human resource management department is faced with huge and complex information every day. Some systems or software can help.

Enterprise Human Resource Management Reform and Exploration in the Era of Big Data

After introduction of big data technology, a series of changes have taken place in enterprise human resource management. From work efficiency to work quality, enterprise human resource management department has achieved many breakthroughs. This paper mainly focuses on two aspects of the problems existing in traditional human resource management of enterprises and the path of enterprise human resource management reform in era of big data. It focuses on combination of big data technology to explore path of modern enterprise human resource management, hoping to give some reference to relevant staff, help them improve their understanding and correctly define enterprise human resource management. The function of resource management department should be strengthened to give full play to its greater role and value.

PROVIDING A SCENARIO OF WASTAGE MITIGATION IN THE HUMAN RESOURCE MANAGEMENT SYSTEM BASED ON KAIZEN THEORY IN THE MINISTRY OF EDUCATION OMAN

his study aims to provide a scenario of waste mitigation in light of the Kaizen approach for Human Resources Development and Management Departments in the Ministry of Education (MOE)- Oman. It is also set to identify the manifestations and level of waste, from the point of view of the study sample, in these departments. In addition, it focuses on pointing out the differences in the level of waste in those relevant departments in accordance with gender, job level, academic qualification, years of experience, and department. This study proceeded, with the descriptive approach, to determine the manifestations and level of waste and used the scenario method to build the proposed scenario to reduce waste in light of the Kaizen approach to improve the organizational situation in these departments at MOE. The researcher has built an interview tool to form the proposed scenario and developed a questionnaire consisting of 30 items in three areas of waste, namely: Muda Mura and Muri. The questionnaire was utilized to spot the manifestations and level of waste, as well as the point of view of all directors and departments heads of the relevant departments regarding the impact of reducing waste in improving the organizational position of these departments. Moreover, 123 individuals were selected for the sample study. The study concluded that waste in Human Resources Development and Management Departments in the Ministry of Education was of a moderate degree. The results also revealed that there are no statistically significant differences at the level of (α ≤ 0.05) in the waste level of these departments due to the social variable in the study topics as a whole. The results showed that there are statistically significant differences between job titles levels in all topics of the study. The study concluded that a proposed scenario was developed to reduce waste in light of the Kaizen approach, including a number of requirements and components, for Human Resources Development and Management Departments in the Ministry of Education

Seasonal Variation of Water Quality in Gowain River near Ratargul Swamp Forest, Sylhet, Bangladesh

This article is based on a study that was conducted to investigate the physicochemical properties of water in Gowain river at pre-monsoon (February to May), monsoon (June to September) and post-monsoon (October to January) seasons and to determine the relationships between water quality parameters. The water samples were collected from five different sampling stations of Gowain river and analyzed in the laboratory of Department of Environmental Science and Resource Management, Mawlana Bhashani Science and Technology University, Bangladesh. The results also showed that most of the water quality parameters were suitable for aquatic organisms as well as fish. However, runoff from upstream and waste generated from anthropogenic sources could be the main causes of degradation of water quality and aquatic organisms.

Influence of Human Resource Management Practices on Organisational Performance at Atwima Mponua Rural Bank Limited

This study examined the effect of human management practices on organisational performance at Atwima Mponua Rural Bank Limited in Ghana. The study adopted a descriptive survey design from the quantitative approached. A census technique was deployed to sample all the 120 staf from all branches of the bank. Data were collected through a self-administered questionnaire and data were analysed with mean and standard deviation, Peason correlation matrix and multiple standard regression. The study found that the three most important variables/factors under human resource practices that strongly influenced the organisational performance of banks were recruitment and selection, performance appraisal and employee participation. Therefore, it is recommended that the management of Atwima Mponua Rural Bank Limited in Ghana should establish a dedicated human resource management department to formulate, implement and monitor a proper recruitment and selection methods, modern appraisal system and involve employees in decisions that affect workers to enhance organisational performance of the bank.

The Key Role of Strategically and People-Oriented HRM in Hospitals in Slovakia in the Context of Their Organizational Performance.

The main objective and purpose of our paper is to verify the positive congruence between the synergistic effect of the mixed roles of human resources management departments in healthcare facilities and their organizational performance. Such congruence is mediated by means of a transformational leadership style and information sharing. The research was carried out on a sample of 44 hospitals in the Slovak Republic, which are included in the ranking according to a comprehensive indicator of their performance (medical and non-medical). Data were obtained using a questionnaire for 44 top managers from these hospitals. Mediation was used as a tool to examine the relevant variables relationship mechanism. All data was analyzed using the SPSS 24.0 software package with the help of selected analytical tools. A series of regression analysis were used to identify the proposed hypotheses. ANOVA was used to analyze the multiple dependence. We worked at a significance level of 5%. The main conclusion of our study is the significant impact of the implementation of the new—mixed role of human resources management departments on organizational performance. Another finding is that the direct effect between the two variables examined is more significant than the mediated effect. This means that if management unambiguously declares and implements the policy of mixed roles of human resources management departments, less influence from the mediator—transformational leadership is sufficient to transmit the effect of this variable onto organizational performance. Completed specialization studies in the field of management play a significant role in the studied relationships.

Expected Competencies from University Graduates for Employment in Serbia

Research Question: This paper investigates into which competencies and competency areas are essential for graduates to be employable in Serbia. Motivation: The research was conducted with the aim to recommend to the Faculty of Organizational Sciences to adjust their curriculum, so that graduates could acquire competencies necessary for employment at junior positions. Combining qualitative and quantitative approaches, the paper includes required competencies according to popular reports, analysis of vacancies for junior positions in the field of Management and IT, focus groups and surveys conducted in companies in Serbia. Idea: The main idea of the research was to empirically evaluate the need and importance of general competencies for performing a job at junior positions. Participants in the research were experts from human resource management departments and domain experts from different fields who participate in the selection process. Data: During the research, 52 competencies from world reports, 60 competencies from open job vacancies, and 69 competencies during the focus group were analyzed. The questionnaire was created based on 29 competencies that were results from the qualitative research and filled out by 118 representatives from companies from different business domains. Tools: Content analysis of reports and vacancy ads, focus group report and statistical analysis of survey data (t test, Principal component analysis) were used to draw conclusions about required competencies for junior positions in the Serbian market and to categorize them. Findings: Competencies that are expected from future employees are to be socially skilled leaders capable of solving problems and intrinsically motivated to create and to be productive. Above all, they should be able to learn continuously. Specifically, when comparing managerial junior positions to junior IT professionals, it seems more important to be competitive, have strong presentation skills and to be conscientious. Contribution: Competencies important for graduates’ employability in Serbia are identified and grouped in different competency areas based on what universities’ curricula could be adapted.

A Water Evaluation and Planning-based framework for the long-term prediction of urban water demand and supply

Increased usage and non-efficient management of limited resources has created the risk of water resource scarcity. Due to climate change, urbanization, and lack of effective water resource management, countries like Pakistan are facing difficulties coping with the increasing water demand. Rapid urbanization and non-resilient infrastructures are the key barriers in sustainable urban water resource management. Therefore, there is an urgent need to address the challenges of urban water management through effective means. We propose a workflow for the modeling and simulation of sustainable urban water resource management and develop an integrated framework for the evaluation and planning of water resources in a typical urban setting. The proposed framework uses the Water Evaluation and Planning system to evaluate current and future water demand and the supply gap. Our simulation scenarios demonstrate that the demand–supply gap can effectively be dealt with by dynamic resource allocation, in the presence of assumptions, for example, those related to population and demand variation with the change of weather, and thus work as a tool for informed decisions for supply management. In the first scenario, 23% yearly water demand is reduced, while in the second scenario, no unmet demand is observed due to the 21% increase in supply delivered. Similarly, the overall demand is fulfilled through 23% decrease in water demand using water conservation. Demand-side management not only reduces the water usage in demand sites but also helps to save money, and preserve the environment. Our framework coupled with a visualization dashboard deployed in the water resource management department of a metropolitan area can assist in water planning and effective governance.

Discussion on Land Use Transformation and Land Resource Management Information System Based on Network GIS

Nowadays, the social economy is developing rapidly, the pace of urbanization is further accelerating, and more and more engineering projects are planned, resulting in greater social demand for land than before, and more and more work in land resource utilization and management. Seriously, people put forward higher requirements for land resource management system. How to use land resources more efficiently and manage land resource information more scientifically has become a key task of relevant land resource management departments. Based on this situation, this article studies the land use transformation and land resource management information system based on network GIS. This article first gives a quick introduction to the management status of land resources, and studies the GIS technology, and then analyzes the needs of the system, the overall framework and development methods of the system, and uses GIS and other related technologies to design and implement a land use Transformation and land resource management information system. At the end of this paper, the designed system has been tested for query speed and query accuracy. The test results show that the query speed of the system is generally faster, with an accuracy rate of 100%.

The Effect Mechanism of the Relationship Between Leaders and Subordinates on the Work Engagement of Knowledge Workers

In recent years, knowledge workers have become the core of organizational competitiveness in the era of knowledge economy, and also the management of knowledge workers has become the hot spot and focus of human resource management departments. In order to explore the influence factors of work Engagement and the internal mechanism among knowledge workers, 500 knowledge workers were investigated by leadership-member exchange scale, psychological security scale and work Engagement scale respectively, and 448 valid questionnaire was collected. The correlation analysis results showed that the LMX was significantly positively correlated with psychological security (r=0.61, p<0.01) and work engagement (r=0.57, p<0.01), also the correlation between psychological security and work engagement was significant (r=0.45, p<0.01). Hierarchical regression analysis results showed that the LMX had a significant positive effect on the Work Engagement of knowledge Workers (=0.56, p<0.001), and the psychological security played a partly mediation effect role between the LMX and Work Engagement, and its size was 0.11. That is to say, the relationship between leaders and subordinates could not only affect the work engagement directly, but also could improve the work engagement through the psychological security of knowledge workers. The conclusion has also given some advice to the management and motivation of knowledge workers. To improve the work engagement of knowledge workers, we can start from building a good relationship between superiors and subordinates, improving the quality of communication between superiors and subordinates, and improving the psychological security of knowledge workers.

Human Resource Management Department Development and its Organizational Structures

The purpose of our study represents to determine how HRM’s organizational structures has been changed in the past and where HRM is positioned in present. For obtain theoretical knowledge, we used methods: collecting, gathering, sorting, content analysis, synthesis, comparative and deduction of information. Main sources of obtained information, knowledge represent professional articles and research. Today’s HRM, its position and roles (strategic partner, administrative expert, change agent, employee champion) has undergone five key stages of evolution, changes in organizational structures. At the early stages, HRM was positioned within different departments, as Labor/administrative manager and Welfare officer with roles: administrative expert and change agent. From later to modern stages (Personnel management, HRM and Modern HRM), HRM, by obtaining new roles (change agent and strategic partner), become mostly complected, complicated and managed to operate as separate department, on the same level of importance as financial, strategic, marketing and other departments within organizational structure. Based on todays trend, linked with HR-to-employee ratio, HR ratio per 100 employees year by year decreases, which might cause another important changes to HR department’s position within the organizational structure.

ПРАКТИКА НR-МЕНЕДЖМЕНТУ В УКРАЇНСЬКІЙ ГОТЕЛЬНІЙ МЕРЕЖІ

The article considers the specifics of the work of HR-manager in the hotel chain, the basics of his interaction with the team, the role in building corporate style and the formation of HR-brand of the enterprise. The functions of the HR-department in large chain hotels have been determined, the directions of work and the structure of the HR-department of the Ukrainian hotel chain «Reikartz Hotel Group» have been studied. It has been established that the HR-department of the hotel chain is divided into two sectors: the sector for work with current employees, which covers processes from onboarding to offboarding, and the recruitment sector, which focuses on recruiting new employees for different units and departments. It is determined that the work of the human resources management department in the hotel chain is based on the institutes of mentoring. The HR- manager of the «Reikartz Hotel Group» is a team-building and leadership trainer, moderator of trainings and organizer of master classes dedicated to raising service standards and the quality of interaction between hotel departments. The role and tasks of the automated system of training and development of personnel in chain hotels are revealed, the LMS (Learning Management System), which is used in the Ukrainian hotel chain «Reikartz Hotel Group» for adaptation of new employee and work with staff, is studied. According to the standards of the hotel chain, each new employee is assigned a course in the LMS, which is mandatory. The peculiarities of the organization of trainings and webinars conducted by the HR-department of the hotel chain are studied. It has been established that in the field of hospitality, it is necessary to combine online training with offline trainings and master classes for the formation and development of soft and hard skills. In particular, HR-speakers and internal trainers are the speakers in the hotel chain, and practitioners are invited to teach the processes of narrow specialization. Innovative HR-projects are characterized, which help to strengthen the competitive advantages of the hotel chain «Reikartz Hotel Group» in the domestic and foreign markets.

Influence of Human Resource Management Practices on Organisational Performance at Atwima Mponua Rural Bank Limited

This study examined the effect of human management practices on organisational performance at Atwima Mponua Rural Bank Limited in Ghana. The study adopted a descriptive survey design from the quantitative approached. A census technique was deployed to sample all the 120 staf from all branches of the bank. Data were collected through a self-administered questionnaire and data were analysed with mean and standard deviation, Peason correlation matrix and multiple standard regression. The study found that the three most important variables/factors under human resource practices that strongly influenced the organisational performance of banks were recruitment and selection, performance appraisal and employee participation. Therefore, it is recommended that the management of Atwima Mponua Rural Bank Limited in Ghana should establish a dedicated human resource management department to formulate, implement and monitor a proper recruitment and selection methods, modern appraisal system and involve employees in decisions that affect workers to enhance organisational performance of the bank.