Strategic Human Resource Research Articles

Employee Relations in Culturally Diverse Workplaces: A Strategic HR Perspective

This study investigates the intricacies of workforce relationships in culturally diverse organizations, highlighting the crucial function of Human Resources (HR) in creating an environment that is both welcoming and cohesive. By analysing secondary sources including academic publications, industry analyses, and practical examples, the research identifies primary obstacles and assesses successful HR tactics that boost employee contentment, reduce turnover, and enhance organizational efficiency. The results underscore the significance of intercultural education, all-encompassing policies, and culturally adept management in handling diversity. This investigation offers practical guidance for HR experts seeking to address the challenges of cultural diversity and sustain positive workforce relationships in an increasingly global business environment.

HR Trends in 2030: Preparing for the Future Workplace

As we approach 2030, the landscape of human resources (HR) is undergoing significant transformations driven by technological advancements, demographic shifts, and evolving workplace expectations. This paper explores the key HR trends anticipated for 2030, focusing on how organizations can adapt to the changing dynamics of the workforce. By analyzing the implications of AI adaptation, the rise of diverse job roles, and the importance of strategic HR execution, this study offers insights into preparing for a future where HR plays a pivotal role in organizational success. Additionally, the paper highlights the importance of advancing gender equity, bridging the skills gap, and empowering seasoned workers as crucial components of the future workplace. Keywords: HR Trends, AI Adaptation, Workforce Diversity, Skills Gap, Gender Equity, Strategic HR, Future Workplace, Employee Empowerment

Using Generative AI for Strategic HR Planning: How AI Can Elevate Your People Strategy

This article explores how generative artificial intelligence (AI) technologies such as machine learning and deep learning can be applied to enhance strategic human resource (HR) planning. Drawing from academic literature and industry case studies, the article outlines key techniques of gen AI and principles for responsible implementation. It then discusses specific opportunities for gen AI to elevate HR processes like recruiting, training, performance management, compensation planning, and cultural transformation from descriptive to prescriptive levels through data-driven decision making and insights. Aligning AI goals with organizational values around diversity, ethics and worker well-being is emphasized. The essay aims to translate technical concepts into practical recommendations while arguing that when guided properly, gen AI shows strong potential to empower HR leaders and elevate their people strategy through personalization, prediction, continuous improvement and robust measurement of ROI.

Integrating AI with aviation cybersecurity: The strategic role of human resources<sup></sup>

The escalating complexity of cyber threats in aviation highlights the crucial need to integrate advanced technologies and strategic human resource management. This study delved into incorporating artificial intelligence (AI) in aviation cybersecurity, explicitly focusing on the strategic role of human resources (HR) in supporting these endeavours. Semi-structured interviews with eight industry experts from Turkey were analysed using NVivo to identify critical themes such as HR's involvement in cybersecurity, challenges in AI implementation, and the significance of cultural integration and interdepartmental collaboration. Sentiment analysis with Python's TextBlob indicated high positivity towards AI and strategic HR involvement. The findings underscored the necessity for continuous education, strategic recruitment, and resilient cybersecurity frameworks, emphasising AI's transformative impact on real-time threat detection and predictive analytics. The research offered valuable insights and recommendations for enhancing aviation cybersecurity, highlighting the essential role of HR and the advantages of AI integration.

Development and Validation of Human Resource System Model Using Exploratory and Confirmatory Factor Analysis

This study aims to empirically develop and validate a human resource (HR) system model via exploratory and confirmatory factor analysis (EFA and CFA). The framework proposed, and findings expect to add to an understanding of the procedures that can be embraced for designing the HR system on the basis of the bundling of different strategic HR practices. The data were collected through a structured questionnaire. The sample frame for this study consisted of officer-level employees from 11 Nepalese commercial banks. The final research sample consisted of 248 respondents. This study proposes an answer to how the HR system model can be developed and tested. It validated the extraction of 8 HR practices (dimensions) from 38 items, which were further validated as first-order constructs with 33 items, and the second-order HR system model with 30 items. The tested HR system model provides a comprehensive and holistic picture of the HR system and could be applied to Nepalese organizations. The methods and procedures adopted by this study to develop and validate the HR system model are expected to help Nepalese HR managers and practitioners design their HR policies and practices toward enhanced organizational performance (OP). The findings of this study are significant in the Nepalese context, where human resource management (HRM) still needs to be taken as a system approach on the basis of a multidimensional concept.

Exploring the Confluence of Financial Innovation, Human Resource Strategies, and Marketing Management: A Systematic Literature Review on Profit Maximization and Business Attraction

This study aims to explore the intricate relationships between financial innovation, human resource (HR) strategies, and marketing management, and how their integration drives organizational success, particularly in terms of profitability and business attraction. Utilizing a systematic literature review, the research synthesizes findings from various academic sources to provide a balanced and comprehensive understanding of these interdependencies. The methodology focuses on analyzing the existing literature to identify the conditions under which financial innovation, HR strategies, and marketing management can be most effectively integrated. The results indicate that financial innovations such as fintech and blockchain significantly enhance organizational profitability when aligned with strategic HR practices and customer-centric marketing approaches. The study further reveals that the successful implementation of these innovations requires substantial investments in employee training and adaptive marketing strategies that resonate with consumer needs. The findings underscore the importance of adopting a holistic approach, where financial innovation, HR, and marketing are treated as interconnected components of a unified business strategy. This integration not only enhances competitiveness but also positions organizations to navigate the challenges of a rapidly evolving business environment. The study offers valuable theoretical and managerial implications, providing a framework for future research and practical guidance for business leaders and policymakers on leveraging these domains for sustainable growth.

Adoption of HR analytics to enhance employee retention in the workplace: A review

Human resources (HR) analytics is garnering increasing interest each year and is set to play a pivotal role in the development of human resources. In the present era, numerous companies are harnessing the power of analytics to gain a competitive advantage by comprehending all the vital aspects of their workforce by enhancing employee retention through leveraging HR analytics to inform strategic HR choices. Many companies are now incorporating analytical tools into their HR function as a fact-based approach to develop relevant strategies and make informed decisions in managing their workforce more effectively. However, HR faces several challenges in implementing data analytics. Talent management commonly utilizes data analytics to enhance employee engagement, including retention rates, recruitment, job satisfaction, and happiness. This paper discusses the adoption of HR data analytics to enhance employee retention in the workplace. This study delves into the significance of HR data analytics in the realm of employee retention, aiming to assess the efficacy of data-driven decisions. A thorough examination of scholarly publications was undertaken, encompassing both indexed and non-indexed papers sourced from reputable electronic databases to gain insights into the present understanding of HR analytics and its influence on employee retention. The discussion uncovers that HR analytics has a noteworthy impact on improving employee retention in the workplace.

Literature Review: Kinerja Guru Sebagai Sumber Daya Manusia Yang Strategis Dalam Sistem Pendidikan di Indonesia

Teachers are a key element in the education system, especially in schools. All other components, ranging from curriculum, infrastructure, costs, and so on will not mean much if teachers who hold strategic positions are unable to maximize their performance. The purpose of the literature review is to review how teachers perform as strategic human resources in the education system in Indonesia. Methods: The literature review was conducted based on issues, methodology, similarities and further research proposals. The 5 studies used were qualitative research methods. The results of the 5 studies showed that teacher performance as a strategic human resource in the Indonesian education system is strongly influenced by work motivation factors.

Enhancing Faculty Satisfaction and Performance in Higher Education: The Transformative Role of HR and Technology Integration

Abstract This study investigates the role of Human Resources (HR) strategies and technology integration in enhancing faculty satisfaction and performance at Kuwait's private higher education institutions (HEIs) amidst perceived institutional challenges. It investigates three key factors: technology use in performance evaluation, human resources' role in adapting to global educational shifts, and faculty views on institutional challenges. By surveying 60 faculty members and employing statistical techniques to investigate the relationships between these variables and faculty satisfaction, significant correlations were found between faculty satisfaction, technology integration, and HR's strategic initiatives. Statistical analysis revealed no significant impact of perceived institutional challenges on faculty satisfaction; this unexpected result suggests that faculty satisfaction within the examined HEIs may be more directly influenced by proactive technology and HR strategies than by the challenges these institutions face. Ultimately, the research proposes a new paradigm for HR in the educational sector, emphasizing the necessity of a dynamic and strategic HR function to achieve sustainable excellence and create an environment where faculty members feel valued, supported, and motivated. This approach is essential for navigating the challenges of a VUCA (Volatile, Uncertain, Complex, Ambiguous) world, suggesting further research to investigate additional factors influencing faculty satisfaction and to refine the proposed model.

Managing global supply chain teams: human resource strategies for effective collaboration and performance

This study examines the role of human resource (HR) strategies in enhancing collaboration and performance within global supply chains, an area of increasing importance in the context of globalized business operations. The primary objective is to identify and analyze current trends in HR practices that contribute to effective global supply chain management, focusing on adaptability, technological integration, sustainability, and ethical practices. Employing a systematic literature review and content analysis as its methodology, the study draws on academic journals, conference proceedings, and industry reports from databases such as Scopus, Web of Science, and Google Scholar. Key findings reveal that adaptability and flexible work arrangements, supported by digital HR technologies, are essential for operational resilience and employee engagement. The integration of sustainability and ethical considerations into HR practices is identified as crucial for maintaining competitive advantage and ensuring regulatory compliance. Furthermore, the development of cultural intelligence and inclusive leadership within global teams is highlighted as vital for fostering effective collaboration across diverse cultural landscapes. The study concludes that strategic HR management plays a pivotal role in navigating the challenges and leveraging the opportunities within global supply chains. Recommendations for practitioners emphasize the importance of continuous learning, embracing digital transformation, and integrating sustainability into HR practices. The study also outlines areas for further research, including the impact of emerging technologies on HR practices and the long-term effects of sustainable HR strategies on organizational performance. This research contributes valuable insights into optimizing HR strategies to enhance global supply chain collaboration and performance.

Transformative Work Behavior: Development and Validation of a Measurement Scale

The Transformative Work Behavior (TWB) concept is able to build optimal SME performance in a dynamic business environment, especially post-pandemic, through a strategic human resource and socio-emotional approach. Reflecting the important role of leadership in forming an innovative and adaptive work culture, which is one of the keys to the long-term success of an organization amidst market dynamics and an ever-changing environment. This paper aims to develop, validate and measure the variable mechanism of Transformative Work Behavior (TWB) as a concept scientific novelty. This research uses transformative learning theory, organizational knowledge creation theory, leadership theory, open innovation, social exchange theory as the basis for forming the novelty variable. The population in this study were digital creative MSMEs, questionnaires were given randomly, using non-probability sampling. Meanwhile, the sample size using the 10 times rule method is 280 samples. The analysis method used uses the SEM method. This paper is a concept development, validation and explanation of the mechanism for measuring the novel variable of transformative work behavior which has never been studied before.

Strategic management of human resources: Analysing the significance of human capital in the organization

Strategic management for human resources (HR) entails maximizing human capital's value and integrating with organizational objectives to maintain competitive advantage and performance. Limited emphasis on employee well-being, resistance to transformation, disregard for diversity and inability to adapt hinder efficient human capital development. This review improves the efficiency of organizations through strategic HR administration, analyzing and improving the value of human capital during longer-term achievements. Here, we explained the HR that includes HR management approaches with sustainability competitiveness, as well as HR framework levels with proper measurement and integrative framework for HR management. Following that, we described human capital such as economics and social significance for human capital, characteristics for human capital, leveraging human capital for a competitive advantage and workforce-centric organizations. Then, we demonstrate an interactive relationship framework for human and organizational capital. Strategic HR management improves organizational efficiency by leveraging the entire possibilities of human capital for long-term achievement and competitive advantages.

Sustainable and ethical supply chain management: The role of HR in current practices and future directions

This study systematically reviews the integration of Human Resources (HR), sustainability, and ethics within the framework of supply chain management, illuminating the pivotal role of HR practices in enhancing the sustainability and ethical integrity of supply chains. Employing a systematic literature review coupled with content analysis, this research scrutinizes scholarly articles and case studies across various databases, focusing on the period from 2000 to 2024. The methodology hinges on precise inclusion and exclusion criteria to distill relevant literature, which is then subjected to rigorous content analysis to identify prevailing themes and insights. Key findings reveal that strategic HR practices, including talent management, training and development, and leadership cultivation, are central to embedding sustainability and ethical considerations into supply chain operations. These practices not only foster a culture of sustainability and ethics but also drive organizational change towards more sustainable supply chain models. The review identifies a dual challenge for sustainable supply chain management: the complexity of global supply chains and the increasing demands for transparency and ethical conduct, presenting both significant challenges and opportunities for innovation. Finally, the study underscores the critical role of HR in sustainable and ethical supply chain management, highlighting the necessity of integrating sustainability into HR practices. Strategic recommendations for organizations and HR professionals are provided to navigate the evolving landscape of supply chain sustainability. The study calls for further research into the dynamic interplay between HR practices and supply chain sustainability, particularly in the context of emerging technologies and global supply chain complexities.

Risk management and HR practices in supply chains: Preparing for the future

This study explores the strategic integration of risk management and Human Resources (HR) practices within the context of supply chain management, aiming to identify how such integration enhances organizational resilience and sustainability. Employing a systematic literature review and content analysis, the study examines scholarly articles from key databases, focusing on the period from January 2000 to the present. The methodology involves a comprehensive search strategy, stringent inclusion and exclusion criteria, and a detailed selection process to distill insights from relevant literature. Key findings reveal that strategic HR practices, such as talent management, leadership development, and fostering a risk-aware culture, significantly contribute to mitigating supply chain risks and bolstering resilience. Furthermore, the study highlights the pivotal role of technological advancements, including artificial intelligence, blockchain, and the Internet of Things, in supporting the dynamic integration of risk management and HR practices. This integration not only addresses operational efficiencies but also aligns with strategic objectives towards sustainability and adaptability in the face of global disruptions. The study concludes that the strategic importance of integrating risk management with HR practices cannot be overstated, emphasizing its necessity for building agile, resilient, and sustainable supply chains. As organizations navigate the complexities of modern supply chains, this integrated approach offers a pathway to not only survive but thrive amid uncertainties, underscoring a blueprint for sustainable competitive advantage in evolving global markets. This review contributes to the existing body of knowledge by providing a comprehensive overview of current practices and future directions for integrating risk management and HR practices in supply chain management.

Подготовка и развитие стратегических талантов в Кузбассе

Talent development is a strategic priority of talent management. It engages youth in the implementation of various strategies at different levels. The Kemerovo Region (Kuzbass) has created an entire ecosystem that raises young strategists. Kuzbass Governor Sergei Tsivilev set up the Department or Regional and Industrial Strategizing. Its goal is to promote the strategic guidelines stipulated in long-term plans of regional development, as well as to provide the region with strategic human resources. The Department is a joint project between the Lomonosov Moscow State University and the Kemerovo State University. The cooperation agreement was signed on November 7, 2019. In 2020, the Kemerovo State University launched a Master’s Degree program in Economic and Financial Strategy. Along with the Moscow State University and The National University of Science and Technology (MISiS), the Kemerovo State University became one of the three domestic institutions that were the first to start training specialists in strategizing. Professor Vladimir Kvint’s School of Young Strategists is an international academic project that identifies strategically gifted children and develops their strategic thinking. The Kemerovo Region is the current leader in the number of schools that participate in Vladimir Kvint’s School of Young Strategists.

Building tourism SMEs' business resilience through adaptive capability, supply chain collaboration and strategic human resource

AbstractSmall‐ and medium‐sized enterprises (SMEs) play a significant role in the global economy, particularly, in tourism and hospitality. However, they face challenges due to their vulnerability to external disruptions. A research model was proposed to enhance SME resilience in tourism through supply chain collaboration, strategic human resource and adaptive capability. Drawing on Dynamic Capability Theory, a total of seven hypotheses were presented. The data collection were conducted in Malaysia. There were 210 SME owners/managers participated in the survey. Data were analysed using Smart PLS software version 4. Results suggest that addressing business collaboration and human resource development are critical factors in developing capabilities that foster business resilience in tourism SMEs. The study addresses the dearth of theoretical and practical research on tourism SMEs. While calling SMEs for more attention to developing resilient businesses, this study serves as insights for disaster planning to withstand potential future shocks.

Advancing environmental sustainability in the creative sectors: A strategic HR framework based on data analytics and eco-innovation

In response to the growing urgency of environmental sustainability, industries across the globe are seeking innovative approaches to mitigate their ecological footprint. The creative sectors, encompassing fields such as design, advertising, media, and entertainment, wield significant influence in shaping societal norms and consumer behavior. However, their activities often come with substantial environmental consequences. This proposes a strategic human resource (HR) framework grounded in data analytics and eco-innovation to foster environmental sustainability within the creative sectors. The proposed framework emphasizes the pivotal role of HR practices in driving organizational change towards sustainability. Leveraging data analytics, organizations can gain insights into their environmental impact across various stages of production and consumption. By analyzing this data, firms can identify key areas for improvement and implement targeted strategies to reduce resource consumption, waste generation, and carbon emissions. Moreover, eco-innovation emerges as a central pillar of this framework, encouraging organizations to rethink traditional practices and develop creative solutions that minimize environmental harm. Through eco-innovation, firms can design products, services, and processes that align with principles of sustainability while maintaining competitiveness in the market. Strategic HR practices play a critical role in facilitating this transition towards environmental sustainability. HR departments can champion sustainability initiatives by fostering a culture of environmental consciousness, providing training on eco-friendly practices, and incentivizing employees to contribute to sustainability goals. Furthermore, HR professionals can spearhead recruitment efforts to attract individuals with expertise in sustainability and facilitate knowledge sharing within the organization. The integration of data analytics and eco-innovation into HR practices represents a forward-thinking approach to addressing environmental challenges in the creative sectors. By adopting this strategic framework, organizations can not only minimize their ecological footprint but also capitalize on opportunities for innovation and differentiation in an increasingly environmentally conscious marketplace. Ultimately, this review advocates for a holistic approach to sustainability that encompasses both environmental and organizational objectives within the creative sectors.

Navigating the Complexity of HR Analytics: A Conceptual Framework for Effective Implementation and Ethical Practice

This paper synthesizes an extensive body of literature to elucidate the challenges and prospects of Human Resources (HR) analytics within modern organizational contexts. Despite HR analytics' potential to revolutionize human capital management through data-driven insights, its adoption is hindered by many complexities, including skill gaps, ethical concerns, and implementation barriers. Our study reveals a significant proficiency in basic analytics competencies within HR yet a stark deficiency in advanced statistical capabilities and strategic integration. The discourse extends to the criticality of context-specific, ethical, and balanced analytics practices, considering the globalizing business environment and the nuanced demands of workforce management. We propose a comprehensive conceptual framework addressing these multifaceted challenges, underlining the importance of accurate, integrated, accessible employee data, managerial support, and robust HR information technology. The framework emphasizes developing analytical competencies, fostering organizational culture conducive to data-driven decision-making, and meeting ethical standards. The implications of our findings are twofold: enhancing organizational effectiveness through informed HR strategies and advocating for a paradigm shift towards ethical, strategic, and competent HR analytics practices. This study contributes to the strategic HR management literature by providing a structured approach to overcoming the prevalent challenges in HR analytics and setting a foundation for future empirical research.

Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength

AbstractDespite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis‐related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis‐à‐vis the experienced meso‐ and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top‐down processes at turbulent times such as crisis‐related HR practices can influence bottom‐up emergent phenomena.

Human resources challenges in global health organizations: Managing a diverse and dispersed workforce

In the dynamic landscape of global health organizations, Human Resources (HR) faces unique challenges in managing a diverse and dispersed workforce. This review explores the multifaceted issues that HR professionals encounter while navigating the intricacies of global health settings. One of the foremost challenges is the diversity inherent in the workforce of global health organizations. These entities often bring together professionals from diverse cultural, educational, and professional backgrounds, creating a melting pot of perspectives and approaches. HR must devise strategies to foster inclusivity, address cultural differences, and promote effective communication to harness the collective strength of this diverse talent pool. Furthermore, the dispersed nature of global health organizations presents a logistical challenge for HR management. With teams spread across different geographic locations, time zones, and cultural contexts, coordinating and integrating human resources practices becomes inherently complex. Virtual collaboration tools and innovative communication strategies become imperative to bridge the geographical gaps and create a cohesive organizational culture. Managing talent retention and development in such a context becomes crucial. HR professionals need to design policies and programs that cater to the professional growth and well-being of employees regardless of their physical location. This involves implementing virtual training programs, mentorship initiatives, and performance evaluation systems that transcend geographical boundaries. Moreover, compliance with local and international labor laws adds another layer of complexity to HR management in global health organizations. Navigating the legal landscape and ensuring adherence to diverse regulatory frameworks require a nuanced approach and continuous monitoring. Human Resources faces a myriad of challenges in global health organizations, from fostering diversity and inclusion to navigating the complexities of a dispersed workforce. Successfully addressing these challenges demands a strategic and adaptive HR approach, leveraging technology, cultural sensitivity, and innovative practices to create a unified and thriving global health workforce.