Role Of Human Resources Research Articles

AGILE WORK CULTURES IN IT: A CONCEPTUAL ANALYSIS OF HR'S ROLE IN FOSTERING INNOVATION SUPPLY CHAIN

This study systematically examines the role of Human Resources (HR) in fostering agile work cultures within the Information Technology (IT) sector, with a focus on enhancing the innovation supply chain. Through a comprehensive literature review and content analysis, this research explores how HR practices can support and drive the adoption of agile methodologies, thereby contributing to organizational flexibility, innovation, and competitive advantage. The methodology involved sourcing data from academic databases and grey literature, employing a strategic search strategy, and applying strict inclusion and exclusion criteria to identify relevant literature. The analysis highlighted the critical role of HR in developing agile leadership, fostering a culture of continuous learning and psychological safety, and leveraging HR technologies to enhance workforce agility. Key findings reveal that HR's strategic interventions in leadership development, learning and development frameworks, and the promotion of agile team dynamics are essential in cultivating an agile work culture. Furthermore, the study anticipates future challenges and opportunities in agile work cultures, including the integration of remote work models, artificial intelligence, and ensuring diversity and inclusion. Strategic recommendations for HR leaders and IT executives emphasize the importance of investing in agile leadership, enhancing team dynamics, and promoting a culture of continuous improvement. Finally, the study underscores the pivotal role of HR in enabling agile transformations within IT sectors. Future research directions include exploring the impact of emerging technologies on agile methodologies and the role of HR in fostering inclusive and diverse agile teams. This research contributes to the understanding of how agile practices supported by HR innovations can drive organizational success in the rapidly evolving digital landscape.
 Keywords: Agile Work Cultures, Human Resources (HR), Information Technology (IT) Innovation, Agile Leadership Development.

Human resources as a determining factor in ensuring the sustainability of facilities management

The role of human resources has been consistently advocated by experts to support organizations' proactive attempts to address environmental issues and/or wider corporate social responsibility while working hard not to diminish profitability. This includes the study of specific practices, for example, environmental training and wage incentives, as well as packages of "best practices" to be implemented in an integrated set of strategically targeted systems. However, the difficulty associated with working for organizational sustainability to enable companies to address society's grand challenges is that it requires the transformation from the current market-driven economic model to a new one in redefining the purpose, value and legitimacy of organizational activities. The aim of the research is to present how human resources practitioners can effectively contribute to the sustainability agenda.

The Roles of Green Human Resources on Employees Eco-Friendly Behavior, Organizational Commitment, and Corporate’s Environmental Performance

Abstract This work analyzes the implementation of green human resources in a package printing company. It specifically examines the effect of green human resources on employees’ eco-friendly behavior, employees’ organizational commitment, and corporate environmental performance. The study object was a package printing company’s performance in promoting green business. This exploratory quantitative study involved 510 employees as the respondents. They have worked in the company for at least three years, graduated from senior high school, and were minimum at staff-level. Data were collected by distributing questionnaires through Google Form and analyzed using PLS-SEM. The study result showed that eco-friendly behavior positively affects employees’ organizational commitment and corporate environmental performance. Employees’ ecofriendly behavior positively affects the corporate environmental performance. Meanwhile, employees’ organizational commitment positively affects the employees’ eco-friendly behavior. Green human resources did not affect the employees’ eco-friendly behavior. This study concludes that green human resources could be achieved by enhancing employees’ organizational commitment. This commitment is proven to stimulate employees’ eco-friendly behavior, which supports the corporate’s environmental performance together with the green human resource. The company needs to set regulations or policies to improve the role of green HR in managing eco-friendly behaviors.

From cost control to cost management: How is the current state of the Italian context?

The change in markets' dynamics occurred during the last 50 years led to a signifi-cant transformation within the cost structure of companies, resulting in a gradual loss of cost control systems' effectiveness. This caused a progressive shift from cost control to cost management (CM), involving the use of innovative tools and approaches that provide more suitable cost allocation methods, cost computation logics, and allow to detect value-creating costs in order to support the decision-making process. The present work aims at exploring the current state of CM application in the Ital-ian context, identifying the main mechanisms implemented and the key percep-tions of organizations concerning the upsides, downsides and innovativeness of CM logics. The findings show that the level of CM diffusion has increased in the most recent years compared to the evidence of prior research, but most companies still don't use CM systems. Processes and activities-based approaches are increasingly ap-plied; however, besides traceable costing logics, the traditional full costing methods are still highly used. Companies benefited from the implementation of CM sys-tems, since they supply data that allow to understand which are the main causes of complexity, what costs really create value and facilitate participation in the de-cision-making process. However, the high quantity of resources required for the system's development and the resilience of people to the process of change still represent barriers that hinder the diffusion of CM. The main implication of the study is raising awareness about the importance of using suitable CM systems to evaluate costs as well as signaling the potential chal-lenges of their application. The twofold role of human resources in the process of CM innovation is explored.

Human resources for health and maternal mortality in Latin America and the Caribbean over the last three decades:a systemic-perspective reflections.

The role of human resources for health in the operation of health systems is crucial. However, training and incorporating them into institutions is a complex process due to the continuous misalignment between the supply and demand of health personnel. Taking the case of the Latin American and Caribbean region countries, this comment discusses the relationship between the availability of human resources for health and the maternal mortality ratio for the period 1990-2021. It proposes the need to resume planning exercises from a systemic perspective that involves all areas of government and the private sector linked to the training and employment of health workers. We used secondary data from a global source to show patterns in the relationship between these two aspects and identify gaps in the Latin American and Caribbean regions. The results show enormous heterogeneity in the response of regional health systems to the challenge of maternal mortality in the region. Although most countries articulated specific programs to achieve the reduction committed by all countries through the Millennium Development Goals, not all had the same capacity to reduce it, and practically none met the target. In addition, in the English Caribbean countries, we found significant increases in the number of health personnel that do not explain the increases in the maternal mortality rate during the period. The great lesson from the data shown is that some countries could articulate responses to the problem using available resources through effective strategies, considering the specific needs of their populations. Although variations in maternal mortality rate cannot be explained solely through the provision of health personnel, it is important to consider that it is critical to find new modalities on how human resources for health could integrate and create synergies with other resources to increase systems capacity to deliver care according to conditions in each country.

The Influence of Selection and Assignment Placement on the Quality of Human Resources in the Education Sector

Human Resources (HR) in an educational institution has an important role. The success of an educational institution is determined by several supporting factors, one of which is important is the role of human resources. Human resources in an educational institution are teachers and education staff. If the teachers and education staff are qualified, the institution can provide good educational services to its consumers, namely students and their parents. The quality of human resources can be in the form of the recruitment, selection, and job placement processes. Appropriate and appropriate placement will have an impact on work optimization and performance. In fact, employee creativity and initiative will develop and institutional activities can be carried out efficiently and effectively.

The golden triangle role of human resources in building of organizational Ambidexterity

The main objective of this research is to determine the role of the Golden Triangle of Human Resources in building organizational ingenuity (as applied to the Ministry of Planning). The research also seeks to achieve a set of objectives, namely to determine and measure whether there are significant differences of statistical significance between the views of the sample vocabulary on the dimensions of the Golden Triangle of Human Resources and organizational ingenuity. A model of the study has been proposed that illustrates the dimensions of the human resources triangle and organizational ingenuity, as has the design of the search tool. The study was based on an analytical-descriptive approach and a comprehensive individual survey of the research sample. The tests to measure the authenticity and consistency of the research tool (resolution) were conducted and directed to a sample of managers working in the Ministry of Planning (Sector Service, Directorate of Regional and Local Development, and Investment Service). The sample was uniquely sized, with the total number of valid lists for statistical analysis (105) being 88% of the total sample size. The results of the statistical analysis indicated a positive statistically significant impact of the triangle dimensions of human resources in building organizational mastery in the ministry in question.

THE IMPORTANCE OF HUMAN RESOURCES IN A MULTICULTURAL ORGANIZATIONAL CONTEXT: ANALYSIS, CHALLENGES AND PERSPECTIVES

The contemporary business world is characterized by rapid changes, globalization, and digital transformation, demanding adaptability and an innovative approach to resource management from organizations. Among these, human resources stand out as a key asset that determines an organization’s ability to develop, compete, and achieve sustainable success. This academic paper profoundly analyzes the significance of human resources in the modern organizational context, emphasizing their strategic importance and impact on achieving organizational goals. The paper reveals the concept of human resources, encompassing not only recruitment and staff administration but also their development, motivation, performance evaluation, and well-being. It extends beyond traditional personnel management to include aspects of organizational culture, leadership, and change management. Significant attention is given to the role of multicultural human resources in a globalized world, their impact on innovation, creativity, and enhancing an organization’s global competitiveness.Analyzing various approaches and definitions, the author emphasizes the necessity of integrating strategic human resource planning with cultural awareness and effective communication strategies to achieve the company’s strategic goals. The influence of digital technologies on human resource management is discussed, including the challenges of remote work and the need to ensure productivity and engagement in the digital era.The work underscores the importance of a deep understanding of cultural differences, the ability to create an inclusive work environment, develop intercultural interaction skills, and adaptability. This approach enables companies to better understand and meet the requirements of a diverse clientele, fosters innovation, and opens new opportunities for growth. The conclusions of the study highlight that successful human resource management in today’s dynamic and complex business environment requires a comprehensive approach that considers both traditional aspects and contemporary challenges. A profound understanding and effective management of human resources are crucial for ensuring competitiveness, innovative development, and sustainable success of organizations.

Exploring the Role of HRM in Facilitating Collaboration and Knowledge Sharing in Decentralized Organizational Structures

This research investigates the role of human resources (HR) in facilitating collaboration and knowledge sharing in decentralized organizational structures. Through a systematic literature review approach, this study collects and analyzes various relevant literature from international databases. The research results highlight the importance of collaborative leadership, awareness, and organization of inter-organizational processes in facilitating collaboration in decentralized contexts. Additionally, factors such as individual motivation, management support, and technology also influence knowledge sharing practices within organizations. Empirical studies confirm that decentralized structures play an important role in facilitating collaboration and knowledge sharing, which in turn improves organizational performance and innovation. In conclusion, a deeper understanding of the dynamics of collaboration and knowledge sharing in decentralized structures has important implications for human resource management and organizational development.

Hiring Practices of Human Resource Practitioners in Selected Mabuhay Accommodations in Top Tourist Destinations in the Philippines

This research paper explores the complex field of modern HRM, with particular attention to the following topics: hiring process components, diversity and inclusion tactics, training and development programs, obstacles and advancements, legal and moral compliance, the critical function of HR, applicant competency evaluation, and technological integration. To give a thorough grasp of how these components come together inside a company's procedures, the research uses Yin's single-case study. Six (6) human resource practitioners from the municipality of the Mabuhay Lodging took part in this study. The study revealed several themes, including 1) the hiring process; 2) the influence of inclusion as well as diversity on organizational dynamics; 3) assessing the efficacy of development and training initiatives; 4) resolving issues; 5) guaranteeing legal and ethical compliance; 6) realizing the critical role of human resources; 7) improving the evaluation of applicant competence; and 8) investigating the consequences of integrating technology in the hiring process. The study reveals a dynamic interaction between these components, highlighting their combined importance in creating an inclusive, diverse, and growth-oriented workplace culture. The results reveal the complicated coordination human resource practitioners need to uphold morality, overcome barriers, and grow their firms using technology.

Influential Factors Analysis of ICAO English Proficiency Level of Air Traffic Controllers (ATC) Officers in Makassar

The rapid development of instant lifestyles has significantly impacted the air transportation system. The air transportation system involves many parties, for example, facilities, infrastructure, and human resources. One of the parties that plays important role in human resources is the Air Traffic Controller (ATC). ATC playing a crucial role in coordinating air traffic and providing assistance to pilots. By seeing the importance of an ATC's duties, particularly in communicating with pilots, which requires them to use English as an international language in the world of flight, this research sought to identify the factors influencing the English language proficiency of ATC Officers at Sultan Hasanuddin Makassar International Airport. The research used interviews, documentation, and data analysis methods to gather and analyze data. The research's findings demonstrated that factors influencing the English language proficiency of ATC Officers at Sultan Hasanuddin Makassar International Airport are: a. Writing skills: 1) interest factors and 2) environmental factors. b. Listening skill: 1) interest factor. 2) vocabulary factor; 3) concentration factor; and 4) interest in the topic factor. c. Speaking Skill: 1) psychological factors and 2) grammatical factors. d. Reading Skill: 1) motivational factors. 2) language complexity factor; and 3) vocabulary factor.

Analysis of the Interconnection between Digital Skills of Human Resources in SMEs and the Success of Digital Business Strategy Implementation

The advancement of information technology has transformed the way SMEs operate, from marketing aspects to inventory management. Digital business opens up new opportunities for SMEs but also demands new skills from human resources to keep up with these developments. The objective of this research is to analyze the interconnection between the digital skills of human resources in SMEs and the success of implementing digital business strategies. This research method focuses on qualitative literature review using Google Scholar as the data source, especially for articles published between 2021 and 2024. The study results indicate that the role of human resources in an increasingly digital business world is crucial. The digital skills possessed by human resources not only affect the effectiveness of implementing digital business strategies but also impact the competitiveness and sustainability of SMEs in the constantly changing market. A deep understanding of the market, creativity in innovation, and adaptability are important factors in ensuring business success in this digital era.

Organizational and Social Factor Analysis: The Role of Human Resources in the Success of Information Security Systems in the Digital Business Context

Organizational and Social Factor Analysis: The Role of Human Resources in the Success of Information Security Systems in the Digital Business Context

The Relationship Between Leaders' Psychological Capital and Organizational Outcomes: A Crossover Model

The study investigated the potential role of human resources exemplified by leaders' psychological capital (PsyCap) as a resource that may cross over to team-member exchange (TMX), and bring about desired organizational outcomes. We suggest a model where TMX of senior management teams serves as a team resource mediating the relationship between leaders’ PsyCap and organizational outcomes, as represented by team innovation, organizational citizenship behavior (OCB), and employees’ job satisfaction. The study, carried out among 86 elementary and junior high schools, indicated a positive relationship between leaders’ PsyCap and TMX. In addition, we found a significant relationship between TMX and the three measures of organizational outcomes. Furthermore, TMX partially mediated the relationship between leaders’ PsyCap and the desired outcomes, excepting innovation. The findings provide support for the importance of the leaders’ personal resource of psychological capital as a complementary perspective that may enhance our understanding of leadership’s impact on organizational success. In addition, the study provides significant support for the expanded model, broadening the definition of the crossover model by examining the translation of positive resources from leaders' PsyCap to organizational outcomes via teams' positive resources. From a practical perspective, the findings bring to the forefront the importance of psychological capital as a state-like construct that can be developed through leader preparation and professional development programs.

Application of the AHP Method to Assesment of Performance Levels of Production Employees of the Zenbo Division of PT. ABC

In a company, it cannot be separated from the role of human resources who work in it. The quality of human resources is one of the factors that influences the level of company productivity. Therefore, there is a need for an existing employee performance assessment system to determine the level of productivity of each existing employee. The problems that exist at PT. Mertex Indonesia is the absence of an assessment system which results in no knowledge of the performance level of its employees. Based on these problems, this research designed an employee assessment system using the Analytical Hierarchy Process (AHP) method which is used to support decision making for employees which refers to the employee's level of productivity. This research aims to create decision support in evaluating the performance of company employees to be able to maintain the high value of company productivity. The results obtained from weighting using AHP are changes in ranking where operator 2 and operator 3 exchange ranking positions. Highlights : Lack of performance assessment system at PT. ABC impacts productivity. Research designs AHP-based employee assessment system. Results show ranking changes, enhancing decision-making for productivity. Keywords : Human Resources; AHP Method; Performance Assessment

The Influence of Salary, Work Environment, and Workforce Training on the Performance of the Community in Sunggal Subdistrict, Deli Serdang Regency

The important role of human resources encourages company management to build a balanced (fair) relationship between management and employees so that the community is motivated to deliver their best performance. Performance plays a crucial role in the progress of the company; if the work ethic of the community is high, it will enhance their performance, accelerating the achievement of the company's goals and vision. Performance is the result achieved by an individual in carrying out and completing the tasks assigned to them. This research aims to examine the influence of salary, work environment, and workforce training on the performance of the community in Sunggal District, Deli Serdang Regency. The research is descriptive and qualitative in nature, employing the literature study research method through a literature review based on previous research journals. Primary data, obtained directly from the research location, supports this study. The findings indicate that community performance tends to not show loyalty to the company they work for, and team collaboration is not functioning well. The received salary does not meet expectations, and there is a lack of appropriate recognition during their work. Some of the community members have issues with the work environment, such as limited career information. Job training programs implemented have not significantly contributed to the quality of the community's work as employees. Keywords: Job Training, Performance, Salary, Work Environment.

Digital Sustainability for Human Resource Management Canvas Meta-Synthesis Approach

In the era of Digital Transformation (DT) and Sustainable Development (SD), the pivotal role of Human Resources (HR) in addressing business challenges has become increasingly evident. These challenges directly impact different HR departments and processes, prompting a need for a strategic overhaul. HR management should continuously adapt its service delivery model to align with the business model and create a balance between internal and external organizational expectations and employee needs, considering the two fundamental challenges of digital transformation and sustainable development, in an agile manner. The critical role of sustainable human resource management in fostering overall business sustainability is evident. However, in many cases, HR management has failed to recognize and demonstrate its cost structure, revenue flow, and social and environmental benefits transparently for the business. This research focuses on presenting the sustainable digital human resource management canvas and its connection to the business canvas to achieve sustainability in the digital era. Employing a qualitative research methodology, this study conducts a meta-synthesis of two pivotal concepts-sustainable human resource management and digital human resource management- leveraging data from reputable databases including Science Direct, Scopus, and Web of Science. Following meticulous screening and examination, a total of 17 articles from Q1-ranked journals were selected as the final articles for a more detailed and in-depth review. The findings from the meta-synthesis results consist of 5 dimensions and 23 components, ultimately presenting the sustainable digital human resource management canvas by modeling it after the business canvas. The distinct feature of this canvas, compared to other similar and conventional models, is the inclusion of individual sustainability in the value proposition and the creation of a digital value component, including artificial intelligence, the Internet of Things, and big data.

Advancing Corporate Social Responsibility: Development of a Measurement Scale Unveiling Organizational Citizenship Behaviors in Culturally Diverse Environments

Abstract Objective The modern concept of corporate social responsibility (CSR) is increasingly becoming integrated into the practices of organizations. One of the distinctive individual competencies in CSR is the ability to work in a multicultural environment. This study proposes a suitable empirical measurement tool that facilitates understanding organizational citizenship behaviors focused on cultural diversity (OCBCs). Methodology To validate the OCBC measure, 980 participants completed the questionnaire (n = 980). An exploratory factor analysis (EFA) was conducted on one part of the sample as a prerequisite to a confirmatory factor analysis (CFA) on the other part of the sample. Finding This tool enabled the identification of two main types of OCBCs: cultural initiative and cultural helping. These actions enhance organizational practices for integrating cultural diversity and promoting diverse cultural values. Value Added This study furthers the understanding of OCBCs and the role of individuals in culturally diverse contexts. This study contributes to international human resource management research and practice by developing an instrument for use in expatriate contexts or in those associated with organizational cultural diversity. It provides a deeper look at OCBs and contributes to the scientific literature on the role of human resources in promoting sustainable development in organizations. Recommendations The OCBCs measurement tool could assist human resource managers seeking to encourage and facilitate the performance of appropriate OCBCs in the workplace. This performance will allow OCBCs to facilitate informal learning.

Innovative human resource practices and employee productivity: Case of SMEs from Oman

This study investigates the role of innovative human resource (HR) strategies in driving productivity within Oman's small and medium-sized businesses (SMEs). It aims to explore the effects of such HR practices on the performance and satisfaction of employees. By thoroughly examining the relationship between innovative HR strategies and employee productivity, this research provides useful guidance for companies looking to improve their workforce's efficiency and effectiveness. The study used a quantitative method, gathering data through a structured survey. A total of 383 participants completed the survey, which detailedly evaluated how innovative HR practices influence employee productivity, ensuring the findings were clear and reliable. The analysis showed that these HR practices have a positive and significant effect on various aspects of employee performance, including their commitment, skills, alignment with company goals, and job satisfaction. This contributes to existing knowledge by applying the concept of innovative HR practices in Oman's unique business environment. The results underline the importance of adopting innovative HR strategies for SMEs in Oman to boost their success.

The Role of Human Resources in the Financial Performance of the Lodging Industry: Evidence Based on Financial Accounting Numbers in Korea

Purpose - This study investigates the role of human resource investment in the tourist accommodation sector of Korea. Specifically, it aims to explore the impact of human resource investment, particularly through employee education and training, on both the short-term and long-term financial performance within the Korean lodging industry.
 Design/Methodology/Approach - Utilizing data f rom private firms for 2011-2020, the study examines how financial performance, including sales growth, is related to expenditures on education, training, and benefits as proxies for human resource investment. The research primarily employs a series of multivariate regression analyses.
 Findings - The findings reveal that human resource investment itself does not affect short-term financial performance, but complements and supports financial outcomes of capital expenditure (PPE investment). However, the sales-based performance attributable to human resource investment becomes apparent within two years, and the supporting effect on financial performance generated due to capital expenditure still holds. Additionally, these results are significant for large-sized firms, but not for those small.
 Research Implications - Overall, human resource i nvestment plays a critical role i n fi rm performance by serving as a key factor in managing company resources efficiently. This study highlights the need for the simultaneous periodic management of capital- and human resources. Furthermore, this study sheds light on the role of human resource investment in the lodging industry by providing empirical results based on financial accounting numbers, an aspect that has not previously been extensively considered.