Organizational Resource Management Research Articles

An Analysis the Impact of e-HRM on Organizational Performance in Information Technology (IT) Industry in Delhi/NCR

The digital age has brought about significant changes in the business environment. The business environment and information technology (IT), one of the most important components of today's business world, are affecting the growth of many businesses. At the management level, IT plays a special role in people management. Electronic Human Resource Management (e-HRM) is a concept that involves the use of web technologies for the provision of services related to human resource management in organizations. The purpose of this article is to highlight the importance of the concept of e-HRM, its most important features, advantages, potential disadvantages and to guide the implementation of e-HRM in Delhi/National Capital Region (NCR). The approach of this paper includes theoretical analysis of existing literature and literature on e-HRM and data analysis on e-HRM implementation by organizations in Delhi. Use SPSS software to analyse the data. It pointed out that eenergy users management is a new development that supports, enhances and supports people management both in terms of people management and leader leadership and personnel.

The Influence of Training, Occupational Health and Safety (OHS), And Work Discipline on Employee Performance at The Surabaya Fire and Rescue Department

This study investigates the influence of training, occupational health and safety (OHS), and work discipline on employee performance at the Surabaya Fire and Rescue Department. The research highlights the critical role of human resource management in public safety organizations. Using a quantitative approach, data were gathered via validated questionnaires from 124 randomly selected employees. The analysis utilized multiple linear regression to assess the impact of the independent variables on employee performance. The results indicate that training, OHS, and work discipline significantly enhance employee performance both individually and collectively. These findings emphasize the importance of structured training programs, comprehensive OHS implementation, and consistent work discipline to achieve operational excellence in high-risk environments.

Dynamic Capabilities, Flexibility and Competitive Performance Practices Based on IT; Comparison of Public Organizations and Agricultural Businesses

The study examines the necessity of information technology (IT)-based transformation across various sectors in the context of Industry 4.0 and Society 5.0, highlighting the critical role of human resource management in public organizations and the essential nature of business digitalization. Through a systematic literature review of 37 recent journals, the findings reveal that dynamic capabilities and IT flexibility are more prevalent in agricultural businesses compared to public organizations. The implications suggest that public organizations should enhance IT governance to improve dynamic capacity focused on human resources, promoting flexibility in IT use. For agricultural businesses, prioritizing the development of IT capacity and enhancing the perceptions and behaviors of farmers and extension workers is crucial for fostering competitiveness. This will optimize the agricultural supply chain and support effective digitalization. Public sector improvement implications: a) Improved IT governance, is public organizations should focus on strengthening their IT governance structures to enhance dynamic capacity, particularly related to human resource management; and b) Improved flexibility is ensuring that IT use in these organizations adheres to flexibility principles will be critical to adapting to changing needs. Agriculture business focus implications: a) Improved capacity is agricultural stakeholders should prioritize improving their IT capacity; b) Improved perceptions and behaviors is improving the perceptions and behaviors of farmers and extension workers is critical to developing dynamic IT capabilities and business flexibility; and c) Effective digitalization, this effort is critical to optimizing the agricultural supply chain and ensuring the success of the digital transformation of agricultural practices.

Hofstede’s National Cultural Dimensions in the Managerial Context (Case study)

Efficient management is crucial for organizational development, considering the diverse national cultures worldwide. Solid empirical and theoretical knowledge exists globally to study cultural dimensions’ role in this context. However, findings cannot be generalized to every culture, including Georgia, without local research on values and characteristics. This study aimed to identify Georgian society’s cultural dimensions, influenced by both Western and Eastern elements due to its unique geographical position and context. Understanding these dimensions is essential for effective human resource management and cross-cultural cooperation in organizations, facilitating successful business activities. The literature review highlights how national culture impacts management practices, citing studies by various scholars. The research employed Hofstede’s cultural dimensions framework, updated with insights from five major Georgian cities, using quantitative methods to ensure representative findings. Comparing the dimensional scores of cultural orientations of Polish culture studied similarities and differences, driven by shared history and regional proximity. The study’s innovative approach addresses gaps in empirical cross-cultural management research in Georgia, offering recommendations for leadership and HR management in local organizations. Hypotheses were formulated and tested using self-administered surveys and SPSS software, confirming Georgia’s individualistic tendencies and moderate long-term orientation. Differences between educational levels and national comparisons with Poland were also explored, revealing insights into cultural orientations. Limitations consider studying only two dimensions and five cities in the country.

Impact of human resource management organisations' performance: empirical evidence from small and medium-sized enterprises in the Slovak Republic

Impact of human resource management organisations' performance: empirical evidence from small and medium-sized enterprises in the Slovak Republic

IMPROVING CYPRUS FIRE SERVICE PERFORMANCE THROUGH MODERN HR MANAGEMENT PRACTICES AND JOB SATISFACTION

Purpose and aim of the study: This study investigates the relationship between staff job satisfaction and the transformation of the Cyprus Fire Service into a modern and flexible National Security Force. The primary aim is to analyse organizational and human resource management theories and their application to enhance the efficiency and effectiveness of fire operations.Design / Methodology / Approach: The research employs a quantitative approach, utilizing a survey conducted with 110 members of the Cyprus Fire Service. The survey assesses job satisfaction and its impact on service quality. The data were collected using a structured questionnaire and analysed using statistical methods, including descriptive, frequency, and correlation analyses.Main Findings: The findings reveal a strong positive correlation between employee satisfaction and service quality. Satisfaction influences service quality both directly and indirectly. The study highlights that job satisfaction encompasses various factors, including salary, promotions, and management practices.Originality: This research is original in its focus on transforming the Cyprus Fire Service by applying modern management principles. It provides insights into how job satisfaction can be leveraged to improve organizational performance in public safety services.Implications: The study suggests that enhancing job satisfaction can lead to improved service quality, which is crucial for the Fire Service's role in ensuring public safety. It proposes alternative strategies for personnel management by comparing successful systems from other EU Member Countries.

The Pathway to Startup Success: A Comprehensive Systematic Review of Critical Factors and the Future Research Agenda in Developed and Emerging Markets

Notwithstanding the benefits derived from successful startup firms in the contemporary entrepreneurial landscape, for many startup firms, the pathway to success is extremely challenging; unfortunately, the failure rate is globally high. The aim of this article is to review empirical contributions regarding startup firms and provide a comprehensive analysis of the factors influencing their success in developed and emerging markets. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, a systematic search was undertaken within the Web of Science database, encompassing studies published between 2004 and 2024, which were analyzed. The PRISMA framework is preferred because it stands out from other guidelines due to its transparent and complete reporting and evidence-based recommendations. This work also employed aggregate impact estimation to rank the relative importance of each success factor regarding the success of startups. This article offers a comprehensive analysis of 24 success factors extracted from a systematic review of 48 empirical studies conducted on the subject. We prioritized each success factor according to their relative impact on the success of startup firms. These were classified as personal (entrepreneurial vision and leadership, adaptability, networking), organizational (team building, financial and resource management, innovation, strategy and marketing) and environmental factors (government support and dynamism of political, economic and cultural environment). The findings underscore the importance of a holistic approach that considers both internal and external factors in fostering startup success. However, it is essential to acknowledge that not all factors exert comparable effects on success; certain factors wield a substantial influence, whereas others demonstrate a significant yet lesser impact. Several conclusions and implications for startup founders, government policymakers and startup firm researchers are derived.

Strategic Leadership Learning Affecting the Operational Effectiveness of Provincial Administrative Organization

Strategic leadership is essential for any organization’s modern leader. This research aims to study the strategic leadership of provincial administration executives, the operational effectiveness of the organization, the impact of strategic leadership learning on operational effectiveness, and guidelines to improve operational effectiveness. The participants were 254 employees of the provincial administration organization. Questionnaires were used for data collection. Frequency, percentage, mean, standard deviation, and multiple regression analysis were employed for data analysis. Findings revealed that the strategic leadership of the executives of the provincial administration organization was at a high level, the operational effectiveness of the provincial administration organization was at a high level, and strategic leadership has a statistically significant influence on the operational effectiveness of provincial administrations at the level of .05. The component is in 3 areas: balancing organizational control (β = .265), organizational resource management (β = .231), and setting strategic direction (β = .213), and 4) the guidelines for improving the operational effectiveness of the provincial administration are maximizing resource utilization and developing the service quality of services.

Human Resource Management in Non-Governmental Organizations and their Security

Human Resource Management in Non-Governmental Organizations and their Security

Analysis of Employee Satisfaction in Non-Profit Organisations - Based on a Survey of an Association in Nanjing City

Since the beginning of the 21st century, with the gradual expansion of the non-profit organization team, its related needs in human resource management have become increasingly urgent. And the related research on human resource management in non-profit organizations has gradually attracted attention. However, compared with the more mature research on human resource management in for-profit organizations, there are relatively few studies on human resource management in non-profit organizations. This paper selects employee satisfaction as the starting point to study the human resource management of non-profit organizations. Employee satisfaction, as one of the dimensions for judging the human resource management level of non-profit organizations, can detect problems in the human resource management of the organization as early as possible and make corresponding improvements to meet the needs of employees and enhance their work enthusiasm. At the same time, employee satisfaction can also predict employees' mobility intentions and become an important reference for preventing brain drain in advance. This research is based on the relevant theory of job satisfaction, using a questionnaire survey and in-depth interviews as research methods. Take an association in Nanjing as an example to conduct field research and analysis on employee satisfaction in non-profit organizations. In-depth analysis, using SPSS software to carry out descriptive statistical analysis on the data collected by the questionnaire survey and test the reliability and validity of the questionnaire results, found the shortcomings of human resource management in non-profit organizations. Through relevant theoretical analysis, taking into account the actual situation of the association, it puts forward corresponding improvement measures and suggestions for the human resource management of non-profit organizations.

ПРОБЛЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ ТОРГОВИХ ПІДПРИЄМСТВ В КРАЇНАХ ЄВРОПЕЙСЬКОГО СОЮЗУ

Personnel management at any enterprise is a complex and multifaceted process. Managers must have deep knowledge and experience in the field of motivation, coordination, staff training, etc., The greatest asset of any organization is its human resources, which ensure the achievement of the company's goals and objectives. It is unfortunate that most companies have neglected the development and management of their main asset, which is human resources. Human resource management is a function in an organization that focuses on hiring, managing, and shaping development directions for people who work in an organization. It is also a strategic and comprehensive approach to managing people, culture and workplace environment. Employee engagement and motivation are critical to the success of any business. Engaged employees are more productive, more committed, and more likely to stay with their employer. In today's fast-paced business environment, it is more important than ever for managers to keep their employees engaged and motivated. The importance of managing human resources lies in the fact that the most important resource of an organization is people, and that the productivity of a significant world lies among them. In order for the management of human resources to have little significant impact on the efficiency of the organization, it is necessary to expand and effectively implement the required set of policies and processes for human resources. The strategic management of human resources is the key, which is significant, as spy workers reach the goals of the organization for additional policies and practices regarding human resources, ie integration into the strategy of human resources. The growing popularity of the promotion of the mechanism of human resource management has encouraged us to do some clear exercises to improve the efficiency of the organization. There have been very few efforts to maintain a connection between the practice of effective human resource management and efficient organization, as it has been carried out in the Ukrainian economy. Today, after the pandemic, the management of the effectiveness of the glasses without precedent changes.

Influence of Industrial Relations with Ukhuwwah (brotherhood), ‘Adl (justice) and Ihsan (benevolence) among Islamic Universities

The existence of industrial relations with the industrialization drivers has been argued with the persistent competition among different entities, including workers, capitalists, bureaucrats, and authorities, to reduce operating costs while maximizing financial profits. While industrial relations have been relevant through the human resource management of organizations, from the perspectives of Islam, three core values, ukhuwwah (brotherhood), ‘adl (justice), and Ihsan (benevolence) are essential in establishing a harmonious and ethical relationship between employers and employees, which serves as a solid foundation for creating a positive work environment. This study used the grounded theory method through focused group discussion to explore the integration of Islamic values into the industrial relations of Islamic universities. It focuses on insights from participants who emphasized the significance of promoting positive human relationships, incorporating Islamic teachings, and maintaining a balance between procedural work and community-building activities. The study's findings suggest that incorporating these principles can establish a cohesive and morally upright work environment that is advantageous for both employees and organizations. Suggestions for the industrial relations unit, top management, board of governors, and the government involve cultivating strong unity through team-building, maintaining fairness with clear and open policies, and promoting excellence by supporting professional growth and empathetic work conditions.

Адаптивное стимулирование как элемент эффективной системы управления человеческими ресурсами вуза

The article researches the problem of adaptive incentives as a significant element of an effective human resource management system of a higher education institution. The purpose of the study is to provide a methodological analysis of key aspects of team adaptation incentives using in HRM and justification of a set of measures aimed at achieving strategic goals in the field of human resource management of an educational organization. The research methodology is based on the conceptual provisions of management theory and HRM, identifying alternative approaches to resolving individual problematic components of human resource management in educational organizations. It is demonstrated that in the conditions of talent competition the focus of the system of adaptation incentives to the changing parametric characteristics of competitive socio-economic dynamics applied in HRM of higher education institution is team adaptation, which ensures the improvement of management efficiency in achieving strategic goals. The significance of the research results lies in the proposal and justification of adaptive measures that stimulate teamwork of employees of an educational organization by developing leadership and management skills, building up the system of feedback and communication, creating a favorable educational environment, etc. The implementation of the proposed activities will contribute to the improvement of HRM quality, to building competencies and motivation for teamwork.

Top-management attitudes toward workplace happiness: An exploratory case study at a semi-government organization in the United Arab Emirates (UAE)

This study aimed to gain insights into the attitudes and strategies of top management regarding workplace happiness within a semi-government organization in the United Arab Emirates (UAE). Six senior managers at the organization were interviewed to explore their perspectives on employee happiness and the initiatives implemented to enhance it. Thematic analysis of the interview transcripts revealed several key findings. Top managers demonstrated strong commitment and willingness to prioritize employee well-being through long-term research-driven improvements. A variety of strategies incorporating personal, organizational, and Human Resources Management (HRM) factors known to impact happiness were utilized. Religious considerations and empowerment initiatives respect personal values while fostering intrinsic motivation. Top leaders modeled strategic priorities through their conduct, emphasizing visible support. The organization balanced individual needs with organizational goals respectfully. The findings provide practical implications for optimizing retention and performance outcomes through dedicated strategic happiness efforts guided by empirical research. However, more extensive research across diverse populations could further advance understanding in this field.

Factors associated with the non-retention of health sector employees recruited in Iran: a survival analysis

BackgroundHealth staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel.MethodThis study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover.Result46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones.Conclusionan applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

The powerful influence of connections: exploring the effects of wasta informal networks on human resource development in Kuwait

ABSTRACT This research examines the consequences of engaging with wasta while practicing fair and ethical human resource management (HRM) in organizations in Kuwait. Weak ties have been established to be a powerful positive force for job seekers in the Western world, but in the Middle Eastern context, powerful close connections known as wasta exert a crucial impact on the pursuit of employment. We explore the relationship between wasta, HRM, and human resource development (HRD) in Kuwait using social exchange theory. Based on 24 semi-structured interviews, the study determines that the outcomes identified with wasta in businesses are considerable. Due to its disruption of standard HRM practices, wasta not only influences access to employment but also impacts employees’ professional development and their entire performance throughout their time with an organization. By unpacking this powerful but previously seldom explored phenomenon, this study expands conceptual frameworks on social influence and personal connections in the workplace, particularly regarding wasta. Additionally, it provides recommendations for lessening the undesirable outcomes of wasta and improving employee and organizational evolution in the fair practice of HRM.

Institutional logics in play at work: how applying an institutional logics approach to employees’ intentions to quit contextualizes HRM

Organizational and human resource management (HRM) scholars have shown an increasing interest in examining how macro-level institutions influence individuals’ behaviour, frequently adopting an institutional logics perspective. This approach encourages a holistic perspective, highlighting the multiplicity of logics within organizations. However, HRM studies that adopt an institutional logics approach often focus on just two logics (profession and HRM), downplaying other logics that influence individuals, and not fully assessing how a HRM logic plays out in organizations. Based on 54 interviews with Pakistani banking employees, we find that their perceptions of HRM effectiveness only partially explain their turnover intentions. Several logics (HRM, traditional leadership, corporation, professional, family, and religious logics) and their associated values are in play at work, and help to explain how HRM influences employees’ intentions to quit. Consequently, we contend that the HRM literature that applies an institutional logics approach downplays the multiplicity of institutional logics embedded within local contexts, and overlooks how various institutional logics and their constituent values shape individuals’ behaviour. Thus, this article highlights the importance of contextualizing HRM policies, ways for HRM research to fully benefit from the institutional logics approach, and the role of values in shaping employees’ responses to enacted HRM policies.

Accountability, Probity, Transparency and Good Leadership in Public Sector Promote Societal Development

Projecting accountability, probity and good leadership in the management of public sector activities are part of every public official’s duty to adopt processes, practices and behavior that enhance and promote public sector values and interests that will enhance societal development. Thus, the objective of this study is to examine accountability and probity: necessity for good leadership and societal development. In order to achieve this objective, primary data were gathered through field trips from the use of well-structured questionnaires. The study employed a descriptive survey method as the research design. Data were presented in a simple descriptive format using frequency tables and were analyzed using mean and Pearson Chi-square contingency test with statistical tool (SPSS version 22). The findings revealed that the weakness in law enforcement and punitive measures in curbing corruption and reducing the incidence of mishandling of public resources are a common occurrence noticed in Ministries, Departments and Agencies (MDA). It also recognized that despite good management of probity, mistakes, delays and disputes can arise and affect fund and resource management in public organizations. However, the study recommends that the government should be more active in imposing greater accountability and probity in the management of public funds. There is need for more proactive measures not only to sustain it but to re-invigorate it to ensure that things are properly done and public funds and resources are not just being embezzled in a rather reckless manner.

Factors influencing strategic human resource management in business organizations

Subject. This article discusses the ability of business organizations to adapt to a dynamic external environment, and the development of internal communications in a modern enterprise. Objectives. The article aims to systematize the key factors that affect human resource management and contribute to the achievement of strategic goals of the business organization. Methods. For the study, I used a systems analysis. Conclusions. The article finds that personnel policies and the state of the internal and external competitive environment are the most important factors affecting the functioning of enterprises. Constant monitoring of these factors contributes to the development of comprehensive strategies that help handle human resource management issues in an effective manner.

The Imperative Need for Writing Skills and Competence in English for Vocational Learners: A Comprehensive Literature Review

The focus of this research includes aspects of language, linguistics, and literature skills, as well as their impact on human resource management and public organizations. Through qualitative descriptive analysis methods, this study reveals that language skills, including grammar, vocabulary, and syntax, are the main foundation of writing competence. The results of this study show that linguistics and exposure to literature play an important role in developing writing excellence. Linguistic principles enrich students' understanding of sentence structure and coherence, while exposure to literature stimulates creativity and enriches writing styles. The integration of these components into the vocational curriculum is a practical strategy to strengthen overall writing skills. In addition, this study highlights the importance of writing competence in the context of human resource management. Students with strong writing skills are better equipped to make convincing job applications and communicate effectively in the context of human resource management. This demonstrates the need for vocational institutions to work with career services to provide the guidance and resources needed by students to succeed in HR-related communication. This research confirms that clear and effective written communication is very important in public organizations. Good writing skills ensure transparency, accountability, and accessibility of information within this organization.