Training And Development Research Articles

Human resource strategies for resilient supply chains in logistics and transportation: A critical review

This study systematically reviews and analyzes the literature on Human Resource Management (HRM) strategies for enhancing supply chain resilience in the logistics and transportation sector, identifying the pivotal role HRM plays in fortifying supply chains against disruptions. Utilizing a systematic literature review and content analysis, this research examines articles from peer-reviewed journals, focusing on publications from 2004 onwards to capture contemporary HRM practices and their impact on supply chain resilience. The methodology involves a detailed search strategy across multiple databases, employing specific inclusion and exclusion criteria to ensure the relevance and quality of the literature reviewed. Key findings reveal that workforce agility, technological integration in HRM practices, leadership development, and the cultivation of a resilient organizational culture are essential components of effective HRM strategies in this context. These elements collectively contribute to the resilience of supply chains, enabling organizations to maintain operational continuity during disruptions. Based on these insights, the study proposes strategic recommendations for industry leaders and policymakers, emphasizing the importance of investing in employee development, adopting technology-enhanced HRM practices, and fostering ethical and sustainable HR practices to support supply chain resilience. Concluding, the study highlights the need for further research, particularly empirical studies that examine the direct impact of HR strategies on supply chain performance. This research underscores the critical role of strategic HRM in enhancing supply chain resilience, offering a roadmap for future efforts in the logistics and transportation sector.

Fire emergency response system at PT X based on International Safety Rating System (ISRS)

Fire is the unwanted occurrence of fire. Preparedness in the face of catastrophic fire events is part of the Occupational Safety and Health (K3) standards that must be implemented in the company. PT X is a company engaged in concrete manufacturing. In the production process, many potential hazards, such as fires, can cause losses. This research aims to study the fire emergency response system at PT X. The method used is descriptive research, with data collection done cross-sectionally. The analysis was carried out descriptively by clearly and thoroughly describing the condition of the object of study and comparing it with the applicable regulatory standards. The results showed that PT X had implemented a fire emergency response system and efforts to prevent and overcome fire hazards. PT X's efforts include forming a firefighting team providing fire hazard management facilities such as fire extinguishers, fire blankets, first aid kits, evacuation stretchers, and other infrastructure facilities. PT X has conducted fire emergency response and first-aider training for employees and workers. This research concludes that PT X has implemented an emergency response system well and refers to the International Safety Rating System.

Digital Transformation as a Driver of Sustainability Performance—A Study from Freight and Logistics Industry

Over the past two decades, environmental sustainability has become a key corporate and organisational issue. Today, firms are increasingly turning to existing and emerging digital technologies to help ensure that they meet the medium and long-term needs and expectations of customers and other stakeholders with respect to sustainability performance. This raises the important question of which digitisation factors most significantly impact environmental sustainability performance, as well as the mediating factor of sustainability innovation balance (the ability of a firm to balance the exploration of new innovations with the exploitation of existing innovations). A comprehensive survey instrument was developed and refined through expert feedback and a pilot study, leading to data collection from 374 professionals in the Freight and Logistics industry in Saudi Arabia, all of whom held senior positions in areas such as business development, IT, and Environmental, Social, and Governance (ESG) departments. This data was then analysed using structural equation modelling (SEM). The results of this analysis showed that the key factors impacting sustainability performance were digital competence, strategy alignment, digital adaptability, innovation exploitation and innovation exploration. These findings contribute to the current literature by expanding our understanding of the real-world drivers of sustainability performance. In practical terms, the study will help managers improve sustainability performance by enhancing resource efficiency, streamlining, and supply chain management, as well as improving employee engagement and training, fostering a culture of sustainability within the organisation.

Beyond Bombs: The Growing Threat of Cyberterrorism

Cyberterrorism, which once was a virtual version of physical attacks, has now moved to a digital platform that targets the critical infrastructure. These activities pursue to introduce fear, make a disruption in essential services, and influence politics. On the other hand, a comprehensive strategy should be applied to deal with this dynamic danger. The importance of understanding cyber terrorism lies in the fact that it creates breach of trust, collapse of the system, and sufferings among the population mentally. The economic impacts comprise businesses losses, decline in productivity, and discouragement of foreign investments. Efficient tools such as network security monitoring, vulnerability scanning and threat intelligence can locate anomalous activity as well as loopholes in systems. Strong authentication, employee training, data encryption, and regular backups all lead to a digital environment that is less vulnerable to attack. International cooperation, public education, and constant development are the key aspects for having a preparedness against cyberterrorism. We can accomplish this through collaboration and thereby ensure the safety and security of the digital world. Keywords—Cyberterrorism, digital threats, international cooperation, public awareness, critical infrastructure.

Analisis Penilaian Kinerja Karyawan terhadap Motivasi Kerja pada Perusahaan

The purpose of this study is to analyze the importance of employee performance appraisal on work motivation in the company with a qualitative approach. This research method uses analysis of documents, articles, and journals related to employee performance appraisal of work motivation. This research is a research using the literature study method or literature review, through a qualitative approach, it is hoped that the research can provide deep insight into the Analysis of Employee Performance Appraisal on Work Motivation in the Company. employee and company development. Motivation is also a key factor in maintaining high performance, with companies using various motivational models to direct and control employees according to company goals effectively and efficiently. Thus, performance appraisal and work motivation become important elements in improving company performance and achieving the desired goals.

An Overview of Tools and Challenges for Safety Evaluation and Exposure Assessment in Industry 4.0

Airborne pollutants pose a significant threat in the occupational workplace resulting in adverse health effects. Within the Industry 4.0 environment, new systems and technologies have been investigated for risk management and as health and safety smart tools. The use of predictive algorithms via artificial intelligence (AI) and machine learning (ML) tools, real-time data exchange via the Internet of Things (IoT), cloud computing, and digital twin (DT) simulation provide innovative solutions for accident prevention and risk mitigation. Additionally, the use of smart sensors, wearable devices and virtual (VR) and augmented reality (AR) platforms can support the training of employees in safety practices and signal the alarming concentrations of airborne hazards, providing support in designing safety strategies and hazard control options. Current reviews outline the drawbacks and challenges of these technologies, including the elevated stress levels of employees, cyber-security, data handling, and privacy concerns, while highlighting limitations. Future research should focus on the ethics, policies, and regulatory aspects of these technologies. This perspective puts together the advances and challenges of Industry 4.0 innovations in terms of occupational safety and exposure assessment, aiding in understanding the full potential of these technologies and supporting their application in industrial manufacturing environments.

Directors with foreign experience and employee protection

AbstractThis study investigates the impact of managerial foreign experience on corporate employee protection. Using 30,644 firm‐year observations from 3972 Chinese listed firms from 2008 to 2020, I find that compared with firms without returnee directors, firms with returnee directors pay more social insurance premiums and implement better employee treatment policies. The positive relationship is stronger when returnee directors acquire foreign work experience (as opposed to educational experience), gain experience in countries with strong labor protection, serve as a CEO or a chairperson in the Chinese firm, and have high media visibility. The cross‐sectional analysis shows the effect of directors with foreign experience on employee protection is greater in non‐state‐owned firms, and returnee directors improve employee protections more when the employees have relatively weak discourse power. Additional analysis finds that returnee directors improve employee training and occupational safety, and they help balance social insurance generosity and employment levels. The results are robust after addressing the potential endogeneity problems. My results suggest a potential way to transfer better labor protection practices from developed to emerging markets.

Can The Zambian Insurance Industry Use Internal Hire Versus External Hire As A Strategic Tool?

This study aimed to assess the efficacy of internal and external hiring practices as tools for strategic human resource management in the Zambian Insurance industry. The investigation analyzed the strengths and weaknesses of both internal and external hiring strategies, with a specific focus on their impact on organizational performance and employee development. Through an extensive examination of existing literature, interviews with industry professionals, and a survey of senior executives responsible for recruitment and selection processes in the Zambian Insurance sector, the study gathered data from a sample of both large and small insurance companies operating in different regions of Zambia. This ensured that the entire industry was represented. The study provided valuable insights into the strategic considerations and outcomes of internal and external hiring in this specific context, enhancing our understanding of effective human resource management practices in the Zambian Insurance industry and offering recommendations for improving talent acquisition strategies. The study also looked at the possibility of turning the human resource function in the surveyed industry from a 'day-to-day' issue to a more strategic aspect of the business through a comprehensive hiring plan and the use of internal recruitment with employee retaining strategies. In conclusion, the research findings suggest that the Zambian insurance sector has the capability to utilize both internal and external candidates as a strategic approach. The decision to choose between internal and external hiring is influenced by various factors, including financial considerations, the immediate need to fill a vacant position, the desire to bring in fresh expertise, and the compatibility with the company's culture. Internal hiring offers several advantages for the Zambian insurance industry, such as cost savings, reduced recruitment time, and the ability to foster employee growth and loyalty within the organization. Conversely, external hiring brings in new perspectives, skills, and experiences that may not be readily available internally.

Eco-innovation and SMEs’ sustainable performance: a meta-analysis

PurposeThe study aims to build upon the Resource-based view of the firm (RBV) and Dynamic Capability Theory (DCT) to perform a meta-analysis on the eco-innovation/SMEs’ sustainable performance relationship.Design/methodology/approachEmploying a psychometric meta-analytic approach with a random-effects model, the study examines a sample of 134,841 SMEs covering 99 studies and 233 study effects. Subgroup and meta-regression analysis were used to test the study`s hypotheses in Comprehensive Meta-Analysis (CMA) statistical software.FindingsResults unveil that the average impact of eco-innovation on SMEs` sustainable performance is positively significant but moderate. Moreover, it was found that eco-process, eco-product, eco-organizational, and eco-marketing innovations positively influence SMEs’ sustainable performance, but the impact of eco-organizational innovation is the strongest. Findings further reveal that eco-innovation positively influences economic, social, and environmental performance, but its effect on social performance is the largest. Moreover, our findings reveal that contextual factors, including industry type, culture, industry intensity, global sustainable competitive index, and human development index, moderate the eco-innovation/SMEs’ sustainable performance relationship. Lastly, methodological factors, namely sampling technique, study type, and publication status, account for study-study variance.Practical implicationsOur findings imply that investing in eco-innovation is worthwhile for SMEs. Therefore, CEOs/managers of SMEs must adopt eco-innovation initiatives by establishing a sustainability vision, developing employee environmental development and training, building a stakeholder management system, and promoting employee engagement in sustainability activities.Originality/valueThe study develops a holistic conceptual framework to consolidate the distinct types of eco-innovation and their association with the sustainable performance of SMEs for the first time in this research stream, thereby resolving the anecdotal results and synthesizing the fragmented literature across culture, discipline, and contexts.

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

Objective: This study aims to explore the impact of organizational factors, including employee engagement, selection procedures, training, and work-life balance policies, on academic performance in Saudi Public Universities. It further investigates the mediating role of employee commitment in these relationships. Method: A quantitative methodology was employed, gathering data from 103 academic employees across various Saudi Public Universities through a structured questionnaire. The data was subsequently analyzed using SPSS and Smart PLS software to assess the direct and mediating effects of the organizational factors on academic performance. Research Findings and Discussions: The analysis revealed significant direct effects of employee engagement and training on academic performance. Employee engagement also significantly influenced employee commitment. However, employee commitment did not demonstrate a significant mediating effect in the relationship between organizational practices and academic performance. These findings highlight the critical roles of employee engagement and training in enhancing academic outcomes within the context of Saudi Public Universities. Research Implications: The study underscores the importance of focusing on employee engagement and training as key drivers of academic performance. The lack of significant mediation by employee commitment suggests that the direct effects of organizational practices on academic performance are more pronounced and may not necessarily rely on enhanced commitment levels. These insights are crucial for university administrators aiming to optimize organizational strategies for improved academic results. Originality/Value: This research contributes to the existing literature by delineating the direct influences of specific organizational factors on academic performance, particularly within the unique setting of Saudi Public Universities. It challenges the assumed pivotal mediating role of employee commitment, offering a new perspective on optimizing organizational practices for academic enhancement in this region.

Organizational Behaviour insights: Examining dynamics of Workplace Culture and Employee Interaction in Modern Organizations

This study delves into the multifaceted discipline of organizational behavior (OB), focusing on how modern organizations can optimize workplace culture, employee interactions, and overall effectiveness through strategic management of human dynamics. Central to this investigation are the impacts of leadership styles, workplace culture, technology integration, and corporate social responsibility on employee engagement and organizational productivity. By employing a combination of quantitative and qualitative research methods including surveys, interviews, focus groups, and case studies—the research provides comprehensive insights into the factors that contribute to a thriving organizational environment. Statistical and thematic analyses reveal the critical role of inclusive and adaptive workplace cultures in enhancing employee satisfaction and driving organizational success. The study also examines the dual-edged nature of technology in the workplace, highlighting its potential to either streamline operations and promote flexibility or contribute to challenges such as communication overload and diminished work-life balance. Leadership is identified as a key driver in shaping organizational culture and effectively managing change, with a particular emphasis on the need for leaders to adopt empathetic and transformational leadership styles. Furthermore, the research underscores the significance of corporate social responsibility initiatives in bolstering organizational reputation and employee loyalty. The findings suggest that modern organizations must adopt a holistic approach to OB, integrating strategic management practices across various domains to foster an environment that not only advances business objectives but also supports employee well-being and development. This comprehensive approach is essential for sustaining long-term organizational resilience and competitiveness in a rapidly evolving business landscape.

Efforts of Kokoon Hotel Banyuwangi to Retain Potential Employees

The hospitality sector is one of the impacted industries, as it is closely connected to the tourism sector by providing lodging for tourists. However, there have been some favourable effects, such as the establishment of Kokoon Hotel Banyuwangi in reaction to the pandemic scenario. Increase in staff turnover is correlated with the appearance of opportunities that have resulted from the tourism recovery programme that the Indonesian government has implemented as a response to the Covid-19 outbreak, as was stated before. The research aims to investigate the employees' perception of the workplace climate at Kokoon Hotel Banyuwangi and determine the extent to which the work environment impacts their intention to continue working at the hotel. The qualitative method offers an opportunity for an in-depth exploration of Kokoon Hotel Banyuwangi's Efforts in Retaining Employees. This research found that skill development, career advancement, pay, work culture, benefits, and outstanding relationships affect employee satisfaction at Kokoon Hotel Banyuwangi. To retain staff, Kokoon Hotel Banyuwangi offers cross-training programmes, fair promotion processes, and a comfortable work culture for employee development. Kokoon Hotel Banyuwangi employees depart for financial, professional, and outside experience reasons. Kokoon Hotel Banyuwangi has to strengthen work culture, interactions with supervisors, coworkers, and subordinates, and employee skill development.

Sustainable human resource management practices and corporate sustainable supply chain: the moderating role of firm technology orientation

ABSTRACT This study investigates how corporate human resource management practices contribute to sustainable supply chain practices. The two types of human resource management practices relating to corporate social responsibility, include (1) employee standardised work conditions practices and (2) employee well-being and development practices. Corporate technology orientation is investigated as a moderating factor on the empirical evidence from 15 companies in the mobile technology industry. Results show that employee well-being and development practices lead to stronger community-oriented social responsibility, thus the increasing adoption of sustainable supply chain practices. Corporate technology orientation strengthens the positive impacts of employee well-being and development practices. These results imply the importance of adopting appropriate human resource management strategies, to deploy a sustainable supply chain.

Strategies for protecting IT supply chains against cybersecurity threats

This review paper explores the multifaceted realm of cybersecurity within IT supply chains, addressing the intricate challenges posed by digital vulnerabilities, high-profile cyber incidents, and emerging threats. It highlights the criticality of continuous risk assessment, the implementation of international security standards, and the necessity for enhanced management of third-party vendors. The paper also delves into advanced technological solutions like blockchain, AI, and machine learning for bolstering security, advocating for best practices including the zero-trust model, regular employee training, and secure software development. Emphasizing a proactive over a reactive approach, the paper underscores the evolving nature of cyber threats and the imperative for adaptive strategies. It calls for concerted efforts from businesses, policymakers, and IT professionals to prioritize and continuously refine cybersecurity measures in safeguarding IT supply chains against future threats. Keywords: IT Supply Chain, Cybersecurity, Risk Management, Blockchain, Zero-Trust Model, Artificial Intelligence.

JOB TRAINING’S IMPACT ON INNOVATIVE BEHAVIOUR IN BANGLADESH’S PRIVATE BANKING WORKERS

The banking industry has changed dramatically in recent years in developing nations like Bangladesh, and innovation is crucial to adapting to these developments. On the other hand, training for employees holds immense significance for both the individuals and the organizations they work for. Training allows employees to develop and enhance their skills and innovative ideas. This study looks at the relation between job training and innovative work behavior (IWB) among the employees in private bank sector in Bangladesh. This study used a quantitative methodology to investigate the correlation between variables with individual bank employees serving as the unit of analysis. Using a systematic purposive sample approach, one hundred and twenty workers from twenty branches of five private banks in Bangladesh were sent questionnaires via email. Appropriate statistical tools were used to analyse the collected data. Results show that the length of training has crucial impact on the level of innovative work behavior among the bank employees. Theoretical and practical implications, limits, and recommendations for further study are highlighted and explored in light of the results.

The Impact of Artificial Intelligence in Employee Onboarding Programs

Problem Employee onboarding is one of the most important phases of an employee’s life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention. Solution This article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention. Stakeholders Organizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience.

Organizational learning from failures: double moderating impact of organizational trust and owner-manager interest in human resource development

ABSTRACT This study examines how organisational learning processes, such as learning stocks, learning flows, and external learning affect Korean small- and medium-sized enterprises’ (SMEs) perceived recovery and organisational performance through learning from failure. The double moderated mediation impact of organisational trust and owner-managers’ interest in human resource development (HRD) in these relationships has been tested. About 400 SMEs were selected and a self-reported online survey was administered. Among them, 296 SMEs were analysed based on their experience in employee development. All three organisational learning activities have an impact on perceived failure recovery and organisational performance through learning from failure. Additionally, organisational trust and owner-managers’ interest in HRD moderates the relationship between organisational learning activities. However, owner-managers’ interest in HRD has a negative moderating effect, indicating that power-political relationships impede learning from failure. Using the method of self-reporting to identify the role of organisational learning from failure, this study addresses the lack of empirical research with an integrated approach on this topic. The findings have several academic and practical implications. Owner-managers must engage in various developmental activities to build trust among members and should create space and time where employees feel free to share ideas and reflect on their opinions.

Calf Care & Quality Assurance program – best management guidelines for the calf raising sector

The cattle raising sector has played an important role for devel­oping male or female calves with dairy genetics destined for the dairy breeding herd or the beef production system. Quality as­surance programs have become commonplace for food produc­ing enterprises to build consumer confidence that food is ethi­cally and responsibly produced. Calf raisers are a critical piece to this. Healthy calves are the cornerstone of every beef, dairy and veal facility. As no single organization or program covers all calves to ensure optimal health and welfare throughout the supply chain, the Calf Care and Quality Assurance program (CCQA; funded by the Beef Checkoff) was created through the collaboration of 4 industry groups. The National Dairy Farm­ers Assuring Responsible Management (FARM), Beef Checkoff-funded Beef Quality Assurance (BQA), Veal Quality Assurance (VQA), and the Dairy Calf and Heifer Association (DCHA) are na­tional recognized programs that collaborated to create the CCQA program. Included in the program are science-based guidance for calf raisers covering employee training, continuing educa­tion, emergency preparedness, calf health, animal handling and stockmanship, and management and care. Producers and veterinarians are encouraged to review the tools and resources, get certified in CCQA, and ensure they are following best man­agement practices for calves in their care. It is important that the education that producers, veterinarians and transporters receive is current and up to date, and adapts to this changing industry.

The effect of training, leadership effectiveness and work environment on employee performance in the Procurement of Goods and Services Section of the Regional Secretariat of North Konawe Regency

This study examines the influence of training, leadership effectiveness, and work environment on employee performance in the Goods and Services Procurement Section of the Regional Secretariat of North Konawe Regency. The method used is a quantitative approach with multiple linear regression. The population of this study includes all 31 employees of the Procurement Section, who also served as the sample for this research. Data was collected through a questionnaire using a Likert scale, then analyzed with statistical tests. The results show that training, leadership effectiveness, and the work environment collectively have a positive and significant impact on employee performance. Individually, each variable was also proven to positively and significantly affect performance. This study emphasizes that improving the quality of training provided, leadership effectiveness, and a comfortable work environment play a significant role in enhancing employee performance. These findings can serve as a reference for government agencies in formulating more effective employee development strategies.

أثر جودة بيئة العمل على نجاح مشاريع شركة الراشد للتجارة والمقاولات بمدينة الرياض

Since quality is one of the most important things in life, and it is one of the goals of Vision 2030 for the Kingdom of Saudi Arabia, therefore Al-Rashed Trading and Contracting Company in the city of Riyadh seeks to achieve sustainable success in its projects, by focusing on the factors that greatly influence the achievement of this goal, and among the most important The factors are the quality of the work environment within the organization. There are also several other factors that reflect on the quality of the work environment, such as effective communication, trust between teams, high morale, and interest in the personal and professional development of employees. The aim of this study was: to determine the impact of the quality of the work environment on the success of the projects of Al-Rashed Trading and Contracting Company, to discover the factors affecting the quality of the work environment and its impact on the performance of projects, to provide recommendations to improve the quality of the work environment in the company, and to enhance the success of the projects. This study relied on a descriptive and analytical research approach, as well as a field research approach, using the Google Forms statistical tool by distributing an electronic questionnaire to male and female employees. The questionnaire was distributed to (350) individuals, and (303) responses were received, as a group refused. From conducting the questionnaire, a survey sample of (31) individuals from Al-Rashed Trading and Contracting Company employees was distributed from outside the actual sample of the study (comprehensive survey), equivalent to 10% of the total sample, to verify the validity of the internal consistency of the questionnaire. The study concluded that the quality of the work environment is affected by the company's policies and organizational culture, and therefore managing these elements effectively can enhance the success of the company's projects. A healthy and encouraging work environment must also be provided, as this leads to increased employee satisfaction and productivity, which reflects positively on the quality of services and products provided by the company, and thus is reflected in the success of its projects. Accordingly, Al-Rashed Trading and Contracting Company should pay attention to improving the quality of the work environment, and ensuring that it is conducive to the well-being and productivity of its employees, and this in turn will contribute to achieving the sustainable success of its projects in the city of Riyadh.