Trends In Human Resource Management Research Articles

A Review Paper on Recent Trends in HRM

In recent years, there have been notable and innovative improvements in the human resource sector. In many firms, the world of human resources has been shaped by the combination of technological innovation and work practices. Human resources and their management are impacted by ongoing changes in economic, social, psychological, and technological frameworks and understandings. Management of human resources is essential to any firm. This department is a must for any business or organization. The people that work for an organization are the focus of HRM. It consists of the systems, plans, activities, and policies of an organization that affect the performance and conduct of its employees. The purpose of this study is to determine the recent trends in human resource management and review the work of many researchers to find out the ongoing trends adopted in the human resource sector. The key trends include hybrid work model, upskilling of employees, AI enabled HRM, Employee Experience, Diversity and inclusion.

RECENT MOTIVATIONAL TRENDS IN IMPROVING THE HUMAN RESOURCE MANAGEMENT OF EDUCATIONAL INSTITUTIONS

Recent motivational trends in human resource management (HRM) of educational institutions and their implementation strategies. The focus on work flexibility, continuous career development, work-life balance, and employee engagement and participation are highlighted. The implementation of hybrid work models, use of technology to enhance flexibility, holistic career development programs, learning approaches that support career growth, focus on employee well-being, and implementation of work-life balance policies are explained in depth. Employee engagement mechanisms through collective decisions and the development of participation in the decision-making process are also detailed. The research method uses a library research approach to analyze current motivational trends in human resource management (HRM) of educational institutions. This research method is based on literature study and analysis of relevant documents from sources such as scientific journals, books, and related research reports. The research concludes that a holistic approach to HR management can create an adaptive, motivating and growth-oriented work environment, bringing significant benefits to employees and the educational institution as a whole.

ФАКТОРИ МОБІЛЬНОСТІ ПРАЦІВНИКА У СУЧАСНИХ УМОВАХ

The article examines the peculiarities of employee mobility under martial law, which consist in a fundamental change in the labor market environment due to increased imbalances in the labor market in terms of labor supply and demand, mass migration movements to the western regions of the state and abroad, and the impact of global changes in human resource management on the course of employee mobility. The article examines the trends in the development of global trends in human resources management and their impact on employee mobility, identifies peculiarities in the processes of employee mobility under the influence of destructive factors caused by the consequences of active hostilities, analyzes the impact of global trends in human resources management on employee mobility, and identifies problematic aspects in the existing processes of employee mobility. The reasons for internal employee mobility are analyzed, taking into account the impact of the COVID-19 pandemic and military escalation, namely, the increase in gender imbalances in the labor market, the reorientation of its qualification and professional component, and the introduction of the latest technologies in human resource management processes, in particular, models of generative artificial intelligence. The role of social dialogue, a human-centered approach, and macroeconomic stability in enhancing employee mobility is highlighted. The influence of corporate culture, relevant skills, and social status, in particular as a result of the mass migration of Ukrainians to save their lives, an increase in the share of women in the labor market due to the mobilization of men, new concepts of employment, and alternative ways of acquiring qualifications, is determined. The author identifies and summarizes the negative and positive factors of labor mobility that affect labor productivity and human capital development. The importance of the latest technologies and digital access for employee mobility is considered, namely the introduction of environmental, social, and governance standards, in particular the reorientation of business processes in accordance with the principles of the green economy, and the importance of proper corporate insurance and social protection is emphasized since, as never before, safety is now a key aspect of an effective working environment.

Analysis of Human Resource Management Trends and Innovative Approaches in the Era of Sharing Economy

Based on the analysis of human resource management trends and innovation in the era of sharing economy, this paper discusses the innovation paths in the era of sharing economy through the three aspects of human resource recruitment and selection, human resource training and development, and employee relationship management, and concludes that the trends of human resource management based on the era of sharing economy are mainly reflected in the co-operation with third-party service providers and management, the application of new technologies and tools, flexibility, and the use of new technologies and tools. technologies and tools, flexibility and personalised employee care, and the importance of socialising and networking. The conclusion will provide useful reference for HRM in the era of sharing economy and promote the innovative development of HRM in the new era.

Modern Trends and Technologies of Human Resource Management

The relevance of the study is determined by the fact that the socio-economic transformations taking place in the world require a rapid adjustment of the conditions for the functioning of a business, for which human resources become a determining factor in competitiveness, which determines survival in a rapidly changing market. The study of trends and modern technologies of human resource management becomes especially relevant in such circumstances, since it allows you to identify areas for improving relations between employees and employers.The purpose of the study is determined by the need to study modern trends in the development of human resources that affect their management technologies in modern conditions.The objectives of the study are as follows: to study modern approaches to the content of human resources and determine the conceptual foundations of their management; substantiate the reasons for the transition to the humanistic concept of human management; to systematize the key directions of development of human resources and technologies for their management; identify scenarios for the future development of relationships between employees and employers.Methodology the research methodology is based on the methods of logical and comparative analysis, data grouping, the method of expert assessments, modeling and forecasting.The results of the study show that the modern concept of human resource management is being transformed, realizing the transition from the organizational and social to the humanistic concept of human management. The modern business strategy is defined by the functionality of human resource management from the position of recognizing the abilities and talents of a person as a special object of management. The work reveals a set of reasons that led to the transformation of managerial functions: the predominance in the 21st century of the format for describing the decisionmaking environment BANI instead of VUCA; digitalization of most of all processes and phenomena surrounding a person; high mobility of workers and their commitment to the idea of lifelong education. Taking into account these patterns, the study identified basic trends in human resource management, which are grouped into three blocks: socio-economic and organizational, managerial-technological and humanitarian-behavioral. Based on expert assessments, scenarios for the development of human resources have been developed from the point of view of their interaction with employers under the influence of factors of a growing supply of talents and the regulatory role of the state.Conclusions: the conclusions obtained as a result of the study indicate that the growing complexity of the modern world requires a transition to the maximum variability of human resource management scenarios and the rejection of universal technologies, for which there is no place left in modern conditions of unpredictability.

Contemporary Trends in Human Resource Management: Challenges and Strategies

Contemporary Trends in Human Resource Management: Challenges and Strategies

Human resource management in the retail sector: challenges and trends

This article explores the challenges and trends in human resource management across the retail sector in India. The focus is on how retailers are coming to terms with wider recruitment patterns and skills sets, and how they are adapting their HR policies to suit these changes. The article also considers what this means for hiring managers in the future. Some of the challenges that Indian retailers face include finding people with experience in all of their stores; dealing with labour shortages when employees retire or become ill; attracting skilled staff, who have been displaced by automation, to work in retail; retaining staff by providing better opportunities for them to progress through training or promotion within a company; and retaining older workers so they do not leave at an age which is too early. It is argued that the retail sector has to recognize that a key function of HR is being prepared for future changes, in order to survive and flourish.

New trends in human resources management in the digital age

New trends in human resources management in the digital age

Scoping Review: Tren Terbaru dalam Manajemen Sumber Daya Manusia di Era Digital pada Tahun 2012-2022

Human resource management has undergone significant changes over the past decade with the advancement of technology and the digital era. This scoping review aims to explore the latest trends in human resource management in the period 2012-2022 and their implications for human resource development in 2023. The scoping review method was used to collect and analyse related literature from various sources, including journals, books, and online publications.
 The results show that human resource management has changed to become more strategic, focus on employee development, and adopt new technologies such as artificial intelligence and data analytics to improve efficiency and effectiveness. Some of the latest trends in human capital management include a focus on employee well-being, work flexibility, diversity and inclusion, and digital skills development. The implication of these trends is that human resource development must adapt to these changes, taking into account the needs and expectations of employees and utilising the new technologies available.
 This scoping review provides a better understanding of the latest trends in human resource management in the digital era in the period 2012-2022, and provides an outlook on how human resource development can be adapted to these changes in 2023. This can make a positive contribution to organisations in facing future challenges and opportunities.

STAFFING OF PUBLIC ADMINISTRATION BODIES IN THE CONTEXT OF THE DEVELOPMENT OF A DIGITAL SOCIETY

The article demonstrates the essence of public administration staffing, indicates its role and necessity in modern realities. The priority tasks of personnel policy in the context of the digital transformation of society, and its continuous dynamics, are given. The issues of competence of civil servants of the digital era are considered. The problem of reducing the attractiveness of employment in the bodies of public management in the eyes of a new generation of labor market participants, as well as the challenge of quit rate increase, is analyzed. Within the paradigm of New Public Management, based on the latest trends in human resource management – Agile approach and Talent Marketplaces – the necessity of transforming employee value proposition in the public sector is outlined.

Knowledge as the basis for forming the innovative potential of the organization staff

The article is devoted to the development of innovative potential of the personnel based on knowledge management. The controversy surrounding the concept of innovative potential is highlighted. Current trends in human resources management are described. The interpretation of the aforementioned concept as a dynamic process of self-development of the personnel is substantiated. Key competencies, dynamic, organizational and absorbing capabilities of an enterprise that are being formed as part of the knowledge management system created at the enterprise are included in the list of the main characteristics of the stated potential. It is stressed that continuous staff training should be the main block of the system. The need to integrate the knowledge management system into the innovative business model of the organization is substantiated. Therefore, the company will transform into a self-learning one and eventually, with the maximum number of employees involved in the continuous training system, a company of intellectual resources that does not only accumulate but also capitalises knowledge. It is stated that corporate universities and educational centers established at organizations should become an effective way to accumulate and share corporate knowledge.

Trends in Human Resource Management in the New Technological Era

Human Resource Management is considered as one of the very important function of in every organisation. HRM is called as the heart and soul of a business, without which the organisation would not be able to effectively recruit and retain employee and they wouldn’t be able to maintain the organisation healthy. Mathis and Jackson have defined “HRM is the effective use of human resources and organisation through the management of people related activities”. The importance of human resource management is immense as many functions are there to human resource management that helps an organisation stay successful. Their duties and responsibilities in the organisation is very wide. It ranges from recruitment and training to managing disputes, maintaining a healthy work life balance, and all payroll responsibilities.Inspite of all these responsibilities, the role of HR department is heightened at the arrival of the pandemic. The situation was a new challenge to the HR professionals for running the organizational functions uninterrupted. At the same time it was an opportunity to the HR practitioners to rethink about their current practices and policies.

Research trends in human resource management. A text-mining-based literature review

PurposeThe purpose of the study was to detect trends in human resource management (HRM) research presented in journals during the 2000–2020 timeframe. The research question is: How are the interests of researchers changing in the field of HRM and which topics have gained popularity in recent years?Design/methodology/approachThe approach adopted in this study was designed to overcome all the limitations specific to the systematic literature reviews and bibliometric studies presented in the Introduction. The full texts of papers were analyzed. The text-mining tools detected first clusters and then trends, moreover, which limited the impact of a researcher's bias. The approach applied is consistent with the general rules of systematic literature reviews.FindingsThe article makes a threefold contribution to academic knowledge. First, it uses modern methodology to gather and synthesize HRM research topics. The proposed approach was designed to allow early detection of nascent, non-obvious trends in research, which will help researchers address topics of high value for both theory and practice. Second, the results of our study highlight shifts in focus in HRM over the past 19 years. Third, the article suggests further directions of research.Research limitations/implicationsIn this study, the approach designed to overcome the limitations of using systematic literature review was presented. The analysis was done on the basis of the full text of the articles and the categories were discovered directly from the articles rather than predetermined. The study's findings may, however, potentially be limited by the following issues. First, the eligibility criteria included only papers indexed in the Scopus and WoS database and excluded conference proceedings, book chapters, and non-English papers. Second, only full-text articles were included in the study, which could narrow down the research area. As a consequence, important information regarding the research presented in the excluded documents is potentially lost. Third, most of the papers in our database were published in the International Journal of Human Resource Management, and therefore such trends as “challenges for international HRM” can be considered significant (long-lasting). Another – the fourth – limitation of the study is the lack of estimation of the proportion between searches in HRM journals and articles published in other journals. Future research may overcome the above-presented limitations. Although the authors used valuable techniques such as TF-IDF and HDBSCAN, the fifth limitation is that, after trends were discovered, it was necessary to evaluate and interpret them. That could have induced researchers' bias even if – as in this study – researchers from different areas of experience were involved. Finally, this study covers the 2000–2020 timeframe. Since HRM is a rapidly developing field, in a few years from now academics will probably begin to move into exciting new research areas. As a consequence, it might be worthwhile conducting similar analyses to those presented in this study and compare their results.Originality/valueThe present study provides an analysis of HRM journals with the aim of establishing trends in HRM research. It makes contributions to the field by providing a more comprehensive and objective review than analyses resulting from systematic literature reviews. It fills the gap in literature studies on HRM with a novel research approach – a methodology based on full-text mining and a big data toolset. As a consequence, this study can be considered as providing an adequate reflection of all the articles published in journals strictly devoted to HRM issues and which may serve as an important source of reference for both researchers and practitioners. This study can help them identify the core journals focused on HRM research as well as topics which are of particular interest and importance.

Teaching new trends in human resources management at university

Based on the authors’ scientific cooperation, research results and teaching experience, the goal of the article is to analyse teaching lectures and seminars of new trends in human resources management at university, to include the nature of the novelty, and practical and long-term useful tool at present in the Czech Republic and compare different approaches and practices in human resource management activities. The aim of the article is to present the main findings of the authors' semi structured interview survey on new trends in human resource management in selected subjects of human resources management at three study programmes at Czech universities and define the current challenges in HRM practice. The survey by semi structured standardized interviews was conducted during the years 2021 - 2022. The respondents were students and personnel managers of three selected organisations in public and private sector. The relevant data were obtained from 152 students and 3 personnel managers. The research questions are concentrated on present opinions on changes in HRM methods and approaches to teaching HRM. The results show that in surveyed subjects is implemented changes in HRM processes in teaching HRM at universities.

CONCEPTUAL FRAMEWORK OF HUMAN RESOURCE MANAGEMENT IN TOURISM EDUCATION OF THE REPUBLIC OF KAZAKHSTAN

In the article, the authors present an overview of the historical line of development of the human resource management (HRM) system in the Republic of Kazakhstan, define the conceptual framework of modern sustainable development of HR management in tourism, and form focus area in its development. In the course of the research, a survey has been conducted among the entities of the tourism industry of Kazakhstan, which was attended by representatives of the business environment of the near and far abroad countries. The results of the survey among specialists in the tourism industry have formed the basis of large-scale research. The strengths and weaknesses of HRM in tourism of the Republic of Kazakhstan have been identified; the analysis of modern trends in HRM of the country reflected in regulatory and legislative documents, state demands, the business and social environment have been carried out. The authors propose a three-stage model of mastering the HR competencies in the tourism education of the Republic of Kazakhstan.

IMPLEMENTATION OF TRENDS IN HUMAN RESOURCES MANAGEMENT AS A PRECONDITION FOR BUSINESS PERFORMANCE

The transforming world, globalization, dynamic technological development and the massive impact of the pandemic on economic development have forced companies to make a rapid transition from a traditional to a modern approach to managing and implementing innovations and trends. This new progressive worldview on the formation of the new generations, with attributes and values typical for the past, has contributed to the process of adapting and responding to business challenges in human resources management. This article aims to analyze statistically significant differences in implementation trends of human recourses practices, more specifically in the conditions of multinational companies operating in the European area as a precondition for business sustainability and increasing their performance potential in pandemic times. We will focus on trends in human resource management - outsourcing, onboarding, age management, knowledge management and talent management in terms of the effectiveness of their implementation in the conditions of 161 multinational companies. The reason for choosing this type of companies and testing in the multinational environment is its uniqueness related to cultural diversity, workforce, communication and sharing the knowledge and innovations

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Abstract. The article analyzes the theoretical and methodological approaches to the interpretation of the concepts of "management intellectualization" and "HR management intellectualization", formulates the author's interpretation of these categories, identifies and justifies the impact of HR management intellectualization on the quality of human capital of international corporations. Intellectualization of management is the latest concept of management process, which provides as conditions for effective strategic management of the corporation the need to use intelligent tools and management mechanisms that are innovative and aimed at achieving sustainable long-term competitive advantage and active implementation of these tools into the system of operational and strategic management of the corporation. Intellectualization of management for its practical implementation requires the use of special tools, the priority of which is the comprehensive development of the intellectual potential of the corporation. In particular, the author studied the preconditions for the concept of "Management Intellectualization", the most significant structural changes in the human capital management system in international corporations, and substantiated the latest aspects of the concept of "HR Management Intellectualization" that directly affect on the human capital. It is determined that the key trends in human resource management and improving their quality are the use of HR-analytics and digital technologies. The digital economy transforms the main HR-processes: simplifies mass hiring procedures, the process of corporate training, opens new opportunities in the field of human resource management and quality improvement. Thus, today long-term competitive advantage is given to those corporations that are able to identify future trends and implement innovative intelligent solutions accordingly to this, including in the field of HR-management. Key words: human capital, intellectual capital, intellectual economy, personnel management, intellectualization of management, intellectualization of HR-management, international corporation.

Digital Economy and Human Resource Management: Challenges and Opportunities

The article examines the key trends in human resource management within the digitalization of the economy, lists the main “digital” factors of influence on the personnel management system and gives their qualitative assessment.

Problems of Intergeneration Interaction in Commercial Organizations and Ways of Their Solution

One of the key problems in the functioning of any commercial organization, regardless of its size, its type of activity and the number of personnel, is the problem of interaction between various social groups. This problem can arise in mutual understanding between managers and subordinates, between employees of various divisions of companies, in the form of competition between employees of one department, but this problem is most clearly manifested in the interaction of employees belonging to different generations. Moreover, as the research experience shows, the problem of intergenerational interaction now has the character of a clash of worldviews — digital and postindustrial. This article will consider the features of representatives of different generations who work together in a commercial organization and propose methods for resolving contradictions that arise in the process of this activity, formulated through the study of the views of representatives of several generations. In conclusion, the author will offer to the audience his judgments about such modern trends in human resource management as a selfdeveloping organization and assessments.

Modern trends in human resource management

Modern trends in human resource management