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Journal articles on the topic 'Human relations (HR)'

Author: Grafiati

Published: 29 June 2021

Last updated: 29 July 2025

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1

Saxena, Akansha. "A Study of the impact of Human Resource Technology on Employee Relations." International Journal For Academic Research and Development 2, no. 1 (2020): 15–19. https://doi.org/10.5281/zenodo.6640414.

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The perpetual revolution in the field of technology has restructured and redefined the business and its dimensions. Regardless the nature and the size of the organization, the business leaders and managers are embracing technology with open arms. Human resource being the nucleus of an organization, the pulse of these radical transformations can be felt at a greater pace. With the amalgamation of technology in business, the employment relations are not immune to changes. HR technology are focusing its lens on improving the overall efficiency and effectiveness of the business by assisting the em

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2

Sanders, Karin, and Stephen Frenkel. "HR-line management relations: characteristics and effects." International Journal of Human Resource Management 22, no. 8 (2011): 1611–17. http://dx.doi.org/10.1080/09585192.2011.565644.

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Taganova, Elena N., Tamari M. Alieva, and Yuliya V. Shport’ko. "HR RISK MANAGEMENT. TRENDS AND PERSPECTIVES." RSUH/RGGU Bulletin. Series Economics. Management. Law, no. 1 (2023): 27–42. http://dx.doi.org/10.28995/2073-6304-2023-1-27-42.

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The article deals with the management of possible negative events related to the activities and characteristics of the personnel of organizations. Throughout the history of the development of labor relations, there were enough examples of bankruptcies and social tragedies that resulted from the implementation of the “human factor”. The ability to predict with varying probability the occurrence of negative events and the adoption of preventive measures to minimize damage is becoming particularly relevant in the current conditions of the growing global crisis

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Resya Dwi Marselina, Adjie Saepul Adha, Azfi Shafia Marwah Anandhita, Depi Febriyan, Siti Maesaroh, and Tiara Mustika Saldan. "Analisis Kebutuhan Sumber Daya Manusia Dan Manajemen Hubungan Industrial Pada Karyawan Administrasi Di RSUD Bandung Kiwari." Manajemen Kreatif Jurnal 2, no. 1 (2024): 137–50. http://dx.doi.org/10.55606/makreju.v2i1.2641.

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The Human Resources (HR) is a key element in carrying out organizational operational activities. Quality HR can provide the best service to customers. The quality and competence of employees can be influenced by effective industrial relations management. This study aims to analyze the needs of human resources and industrial relations management at RSUD Bandung Kiwari. The research method used is qualitative analysis with a descriptive approach. The results of the study show that the analysis of human resource needs and industrial relations management are interrelated. The analysis of human res

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Волков, А. В. "HR partnership in human resource management." Applied Economic Researches Journal, no. 1 (March 30, 2024): 146–54. http://dx.doi.org/10.47576/2949-1908.2024.1.1.018.

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В статье представлены теоретические основы кадрового партнерства человеческих ресурсов в системе социально-трудовых отношений. Выделены атрибутивные признаки концепции управления человеческими ресурсами, отличия элементов кадрового партнерства. Проанализированы динамика величины прожиточного минимума и минимальный размер оплаты труда в 2009-2022 гг., динамика общей численности населения в России и соотношение мужчин и женщин, динамика численности и удельного веса рабочей силы в разрезе федеральных округов, динамики численности населения, изменение среднего возраста занятого и безработного насе

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Kuruvilla, Sarosh. "Linkages between Industrialization Strategies and Industrial Relations/Human Resource Policies: Singapore, Malaysia, the Philippines, and India." ILR Review 49, no. 4 (1996): 635–57. http://dx.doi.org/10.1177/001979399604900404.

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The case studies of Singapore, Malaysia, the Philippines, and India presented in this paper support the author's contention that a country's industrialization strategy for economic development profoundly influences its industrial relations (IR) and human resources (HR) policy goals. The author finds that import substitution industrialization was associated with IR/HR policy goals of pluralism and stability, while a low-cost export-oriented industrialization strategy was associated with IR/HR policy goals of cost containment and union suppression. In countries that moved from a low-cost export-

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Su, Kaiwei. "Study on the Impact of Enterprise HR Management Informationization on Labor Relations Management." Transactions on Social Science, Education and Humanities Research 9 (July 8, 2024): 228–33. http://dx.doi.org/10.62051/cqwdkw67.

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In the context of global economic integration, new opportunities have arisen for the robust development of China's economy and various industries. As the mainstay of all economic activities, enterprises have a significant impact on competitiveness through internal management optimization and effective talent utilization. Thus, managing human resources well is of great importance. To meet the long-term development needs of enterprises, relying solely on capital accumulation and technological innovation is insufficient. It is also essential to build an efficient, collaborative, and innovative te

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Goel, Alok Kumar, and Geeta Rana. "Human Capital Creation: Innovative Practices by an Indian Bank." South Asian Journal of Business and Management Cases 3, no. 2 (2014): 195–205. http://dx.doi.org/10.1177/2277977914548339.

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Employee retention was a big challenge at YES Bank, an emerging Indian bank. The main objective of the study is to identify innovative steps taken by the management in their human resource (HR) practices to enhance employee retention and to create a conducive environment for human capital creation in the YES Bank. The case explores and provides useful insights as to how YES Bank has successfully transformed its working environment for human capital creation through innovative HR practices. The case concludes with questions to provoke discussion to understand the importance of various HR manage

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9

Florkowski, Gary Walter. "HR technologies and HR-staff technostress: an unavoidable or combatable effect?" Employee Relations: The International Journal 41, no. 5 (2019): 1120–44. http://dx.doi.org/10.1108/er-08-2018-0214.

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Purpose Drawing on the job demands-resources and IS literatures, the purpose of this paper is to identify organizational factors that mitigate technostress in the HR department; and to evaluate how technostress and techno-insecurity affect technology’s impact on job satisfaction. Design/methodology/approach This research draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. An HR-context-specific, technostress model was tested with structural equation modeling. Exploratory factor analysis evaluated the structural properties of all multi-item scales

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Tampol, Renato, and Hector M. Aguiling. "Organizational culture and human resource practices of the SVD educational institutions in the Philippines." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (2021): 202–12. http://dx.doi.org/10.20525/ijrbs.v10i3.1117.

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Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifical

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Suresh, S. "Ethical Issues in Human Resource Management." Management and Labour Studies 36, no. 4 (2011): 367–70. http://dx.doi.org/10.1177/0258042x1103600405.

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Ethics refers to a system of moral principles - a sense of right and wrong, and goodness and badness of actions and the motives and consequences of these actions. In the business, businessmen must draw their ideas about what is desirable behavior from the same sources as anybody else would draw. Ethical values channelize the individual energies into pursuits that are benign to others and beneficial to the society. Ethical issues abound in HR activities, such as remuneration, labour relations, health and safety, training and development etc. This article offers insight into a detailed discussio

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Beal, Brian. "Indian companies ignoring HR issues." Human Resource Management International Digest 24, no. 4 (2016): 29–31. http://dx.doi.org/10.1108/hrmid-03-2016-0032.

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Purpose The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top-performing Indian companies. Design/methodology/approach The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This paper examines the annual reports of each of the top Indian firms listed on the Bombay Stock Exchange, using the “content analysis” method. Statistical tests have been performed to analyze the difference between the HR disclosure score across public and private sectors and dis

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Rana, Geeta, and Ravindra Sharma. "Emerging human resource management practices in Industry 4.0." Strategic HR Review 18, no. 4 (2019): 176–81. http://dx.doi.org/10.1108/shr-01-2019-0003.

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Purpose The study aims to offer a fresh perspective on best management practices to encourage innovation and learning in the firm to keep abreast with and adopt industry 4.0 advancements. The human resource (HR) department must take proactive steps to adopt these technologies and update itself in terms of necessary skill. The study highlights the importance of human resource management practices in industry 4.0. Design/methodology/approach The paper discusses the transforming role of HR 4.0 in a disrupting economy with the help of the conceptual framework. This paper illustrates how the new ro

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F, Israel Inbaraj, and Wilfred Angello Gerald J. "Influence of Human Resource Management Leaders on Managing Employee Relations Owing to The Introduction of The Code on Industrial Relations, 2020." Journal of Management and Entrepreneurship 16, no. 03 (2022): 66–74. https://doi.org/10.70906/20221603066074.

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Industrial Relations in nations, sub-regions, and territories have been impacted by a range of conditions and players, including political viewpoints, economic demands, the role of the state in shaping economic and social expansion, the impact of labour groups and the corporate environment, and also the ramifications of colonial administrations. The COVID-19 epidemic exacerbated major underlying concerns such as slow wage growth, the gender pay gap, and company noncompliance with minimum wage legislation. The epidemic also provided a chance for the Indian government to aim its economic stimulu

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Gupta, Taru. "Redefining Employment Relations: Understanding Recent Advances and Innovative ideas Guiding the New Era of human resource development." Shodh Sari-An International Multidisciplinary Journal 04, no. 01 (2025): 95–110. https://doi.org/10.59231/sari7781.

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The present research examines how advancements in technology can revolutionize the personnel (HR) industry. Innovative innovations are changing traditional HR procedures as businesses work to improve employee experiences and optimize worker management. The article presents a summary of the state of workplace technology today and highlights the main obstacles that HR practitioners must overcome. It explores the developments and possibilities of cutting-edge technologies for HR processes, including block chain, simulated and augmented reality (VR/AR), automation of robotic processes (RPA), compu

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Amorim, Wilson Aparecido Costa de, Marcus Vinicius Gonçalves da Cruz, Amyra Moyzes Sarsur, and André Luiz Fischer. "HRM in Brazil: an institutional approach." Revista de Gestão 28, no. 1 (2021): 84–99. http://dx.doi.org/10.1108/rege-08-2020-0074.

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PurposeThe purpose of this work is to comparatively study human resources management (HRM) areas in Brazil, at the national level, analyzing how companies considered labor market and labor relations aspects when building their strategies and when configuring people management models in place in the country (2014–2019), based on local conditions.Design/methodology/approachThe subject was approached through qualitative analysis, encompassing document survey, systematic literature review, specialists' panel discussions, eight focus groups (43 human resources [HR] managers), interviews (16 union m

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Kim, Andrea. "Human resource strategies for organizational ambidexterity." Employee Relations: The International Journal 41, no. 4 (2019): 678–93. http://dx.doi.org/10.1108/er-09-2017-0228.

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Purpose The purpose of this paper is to propose a comprehensive framework that delineates how human resource (HR) practices are differentially configured for exploitative and explorative innovation as well as how the sets of HR practices support these two types of innovation. Design/methodology/approach Based on the structural ambidexterity approach and a bottom-up process in the multilevel theories, this research derives the need for the differential managerial structures for exploitation and exploration at the unit level. In addition, the Input–Process–Outcome model of team effectiveness and

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18

R., Harishkumar. "CHALLENGES AND ISSUES IN HUMAN RESOURCE MANAGEMENT." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 29–33. https://doi.org/10.5281/zenodo.2563004.

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<em>Human Resource Management used to be considered as other conventional administrative jobs. But over a period of time, it has evolved as a strategic function to improve working environment, plan out human resources needs and strike a balance between the organization and employers in order to increase organizational productivity and meet organizational goals. Not to exaggerate but in today’s highly competitive world it has gradually become one of the most important functions of an organization. HR is a product of the human relations movement of the early 20th century, when researchers

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VERMA,, BHEESHMA. "A STUDY ON HUMAN RESOURCE MANAGEMENT FUNCTION IN MANUFACTURING UNITS & ITS EFFECTIVENESS." International Scientific Journal of Engineering and Management 03, no. 05 (2024): 1–9. http://dx.doi.org/10.55041/isjem01835.

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HR in a manufacturing unit plays a vital role in ensuring the smooth operation and success of the facility. Acquiring and retaining qualified personnel through targeted recruitment, on boarding, and compensation & benefits packages. Fostering a safe work environment by implementing safety protocols and providing ongoing safety training. Equipping employees with the necessary skills and knowledge through development programs to keep pace with evolving technologies and processes. Maintaining positive employee relations by addressing concerns, mediating disputes, and promoting a sense of comm

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20

Kansal, Monika, and Mahesh Joshi. "Reporting human resources in annual reports." Asian Review of Accounting 23, no. 3 (2015): 256–74. http://dx.doi.org/10.1108/ara-04-2014-0051.

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Purpose – The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top performing Indian companies. Design/methodology/approach – The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This study examines the annual reports of each of the top Indian firms listed on the Bombay stock exchange, using the “content analysis” method. Statistical tests have been performed to analyse the difference between the HR disclosure score across public and private sectors and

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21

Caldwell, Raymond. "HR directors in UK boardrooms." Employee Relations 33, no. 1 (2011): 40–63. http://dx.doi.org/10.1108/01425451111091645.

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Bryan, S. Buckner. "Analyzing The Importance of Various Human Resource Functions." European Business Review 2017, no. 10 (2017): 8. https://doi.org/10.5281/zenodo.1000827.

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Human resources function is to work transferring all employees or collaborators of an organization . Usually the HR function consists of areas such as recruitment and selection, hiring, training, administration and personnel management while within the enterprise. Depending on the company where HR function operates, there may be other groups who hold different responsibilities that may be related to aspects such as the administration of employee payroll or management of relations with unions, among others . To implement the strategy of the organization is critical management of human resources

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Waheed, Mehreen. "Role of Human Resource Practices in Knowledge Spillover: Study of Knowledge Hubs." JISR management and social sciences & economics 21, no. 2 (2023): 78–103. http://dx.doi.org/10.31384/jisrmsse/2023.21.2.5.

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The aim of this study is to identify the significant role of HR practices in the knowledge spillover process that drives firm innovation and to ascertain doable HR- practices to accelerate this process. For data collection, semi-structured interviews were conducted. Interviews were transcribed. For analysis, phenomenology is used as a research methodology to cater the essence of the phenomenon (knowledge spillover process) by studying HR-managers lived experiences. Findings validated through subjective saturated evidence of informants. The results based on data analysis revealed that frequent

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Bader, Eman Ahmed, and Gagan Kukreja. "A Study of HR Audit Evaluation on Performance: Perceptions of Bahrain’s Wholesale Bankers." Journal of Business Management and Information Systems 2, no. 2 (2015): 38–52. http://dx.doi.org/10.48001/jbmis.2015.0202004.

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Human Resources Audit measures human resource outputs and effectiveness under the given circumstances and the degree of utilization of human resource outputs. A human resources audit can be an effective first step towards building better human resources practices for an organization. This research study analyzes the extent of HR audit conducted by wholesale banks in Bahrain. The aim of the study is to assess the performance of the Wholesale banks Human Resource Department’s HR audit process in terms of management, hiring, employee relations & benefits, and employee separation strategies an

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Thite, Mohan. "Interview with MK Ajay, Executive Vice President of Human Resources, Colgate-Palmolive (India)." South Asian Journal of Human Resources Management 7, no. 1 (2020): 129–34. http://dx.doi.org/10.1177/2322093720914800.

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Colgate-Palmolive is a well-known American multinational corporation. It is well regarded as a very reputable, ethical, admired and sustainable company that values employee diversity. In this interview with the Head of HR of Colgate India, we can find some unique features in its management team, style and organisational culture. The interview explores the alignment and dynamics between business and HR strategies, long-term sustainable perspective on leadership at all levels, and building harmony in industrial relations.

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Casey Buford, Sandra. "Linking Human Resources to Organizational Performance and Employee Relations in Human Services Organizations: Ten HR Essentials for Managers." International Journal of Public Administration 29, no. 7 (2006): 517–23. http://dx.doi.org/10.1080/01900690500452336.

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Dr., M. Kumaravelu. "A STUDY ON HUMAN RESOURCE MANAGEMENT A CHALLENGING IN INDIA." International Journal of Current Research and Modern Education 3, no. 2 (2019): 57–60. https://doi.org/10.5281/zenodo.2531903.

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Human Resource Management used to be considered as other conventional administrative jobs. But over a period of time, it has evolved as a strategic function to improve working environment, plan out human resources needs and strike a balance between the organization and employers in order to increase organizational productivity and meet organizational goals. Not to exaggerate but in today’s highly competitive world it has gradually become one of the most important functions of an organization. HR is a product of the human relations movement of the early 20th century, when researchers bega

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Lai, Yanqing, George Saridakis, and Stewart Johnstone. "Human resource practices, employee attitudes and small firm performance." International Small Business Journal: Researching Entrepreneurship 35, no. 4 (2016): 470–94. http://dx.doi.org/10.1177/0266242616637415.

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This article uses the matched employee–employer dataset from the Workplace Employment Relations Study of 2011 (WERS2011) in Britain to empirically examine the direct relationship between human resource management (HRM) practices and small and medium-sized enterprise (SME) performance in the United Kingdom, as well as the potential moderating effect of organisational commitment/job satisfaction on the HRM-performance linkage. We find a positive and direct relationship between the use of certain formalised human resource (HR) practices and SME performance, measured by financial performance and l

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Zurhidayati, Zurhidayati, and Jamilus Jamilus. "Manajemen Sumber Daya Manusia dalam Pendidikan Islam (Studi Kasus di SD Plus Lillah Pasir Putih)." Indo-MathEdu Intellectuals Journal 5, no. 2 (2024): 2292–309. http://dx.doi.org/10.54373/imeij.v5i2.1024.

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This research will explain related to the concept of human resource management in Islamic education. The study used descriptive qualitative methods implemented by collecting data obtained from documentation, observation, and interviews. The results showed that SD Plus Lillah Pasir Putih meets the needs of teachers / educators and education staff in accordance with needs such as administrative personnel, cleanliness, and security. HR competencies are enhanced through education and training, seminars, workshops, and internships. Recruitment and selection of HR candidates is carried out every yea

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DEEPAK, REDNAM. "Emerging Human Resource Practices in Indian Major Port Authorities: Key Strategies to Sustain Competitiveness in The Global Maritime Sector." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 03 (2025): 1–9. https://doi.org/10.55041/ijsrem42359.

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In an increasingly globalized and technologically advanced maritime industry, Indian Major Ports — such as Jawaharlal Nehru Port Authority (JNPTA), Mumbai Port Authority (MPA), Chennai Port Authority (ChPA), Kolkata Port Authority (KPA), and Visakhapatnam Port Authority (VPA) are embracing emerging human resource (HR) practices to enhance operational efficiency, worker productivity, and overall competitiveness. As the global maritime sector focuses on automation, sustainability, and digitization, Indian major ports are striving to align their HR practices with these trends to stay competitive.

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Tanyag, Irene P. "The Evolving Role of Human Resource Officers: Insights from a Narrative Review." Cognizance Journal of Multidisciplinary Studies 5, no. 3 (2025): 384–97. https://doi.org/10.47760/cognizance.2025.v05i03.030.

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Human Resource (HR) officers are integral to workforce management, influencing employee relations, and assuring adherence to labor regulations. This narrative analysis explores the responsibilities and problems associated with the Civil Service Commission's (CSC) PRIME-HRM (Program to Institutionalize Meritocracy and Excellence in Human Resource Management) framework. Human Resources officers are accountable for recruiting, performance management, employee development, and implementing policies. PRIME-HRM mandates the maintenance of excellence in four fundamental domains: recruitment, selectio

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Irene, P. Tanyag. "The Evolving Role of Human Resource Officers: Insights from a Narrative Review." Cognizance Journal of Multidisciplinary Studies (CJMS) 5, no. 3 (2025): 384–97. https://doi.org/10.47760/cognizance.2025.v05i03.030.

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Human Resource (HR) officers are integral to workforce management, influencing employee relations, and assuring adherence to labor regulations. This narrative analysis explores the responsibilities and problems associated with the Civil Service Commission's (CSC) PRIME-HRM (Program to Institutionalize Meritocracy and Excellence in Human Resource Management) framework. Human Resources officers are accountable for recruiting, performance management, employee development, and implementing policies. PRIME-HRM mandates the maintenance of excellence in four fundamental domains: recruitment, sel

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Martin, Graeme, and Martin Reddington. "Reconceptualising absorptive capacity to explain the e‐enablement of the HR function (e‐HR) in organizations." Employee Relations 31, no. 5 (2009): 515–37. http://dx.doi.org/10.1108/01425450910979266.

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B, Omprasad Reddy. "Human resource management practices and employee engagement - a key to organizational success in 21st century-a theoretical analysis." Journal of Management and Science 11, no. 4 (2021): 35–38. http://dx.doi.org/10.26524/jms.11.40.

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Humans are social being, we seldom live and work in isolation,Whether consciously or unconsciously we are always in interaction with other people and we are continually planning,developing,managing and ceasing our relations with others.These relations do not appear out of nowhere.They depend on our actions and our ability to manage ouractions.However, Dealing with peopleis probable the most difficult thing we will ever encounter in life. Moreover, the business environment today is not clear than yesterday.Human Resource Management discipline extracted its roots from organizational psychology d

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Lychkan, Leonid Petrovich. "Planning the organization's personnel needs as the initial stage of the HR policy and HR planning process." Uchenyy Sovet (Academic Council), no. 4 (March 18, 2021): 303–15. http://dx.doi.org/10.33920/nik-02-2104-07.

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In the context of modern economy and digital transformation of the system of public relations, reconsidering the role and place of a person in an organization, the attitude to a person as an individual has changed dramatically. The processes of successful planning of the organization's personnel requirements are connected and involve obtaining answers to certain questions, including: how many employees will be required; employees of what qualifications will be required; when and where employees will be required; how and in what way to attract the necessary employees; how to better use employee

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Irmayanti, Ika, Budi Rismayadi, and Wike Pertiwi. "Analisis Penerapan Audit Manajemen Sumber Daya Manusia Dalam Meningkatkan Efektivitas Kinerja Karyawan di PT. Mattel Indonesia." Jurnal Administrasi dan Manajemen 13, no. 3 (2023): 252–67. http://dx.doi.org/10.52643/jam.v13i3.3344.

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The purpose of this research is to see the effectiveness of employee performance and provide suggestions and recommendations from the findings of the human resource audit at PT Mattel Indonesia. This research is a descriptive qualitative research using data collection methods of interviews and questionnaires to the human resource management division. The data analysis method used is qualitative analysis using the interactive analysis model from Miles and Huberman which is divided into 4 major parts, namely data collection, data reduction, data presentation, conclusion drawing and verification.

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Rajagopal, Mogana Sundaram A/L, and Baharu Bin Kemat. "A Mediating Effect of Organizational Climate on the Relationship Between Human Resource Management (HRM) Practices and Human Resource Outcome in Malaysia’s Public Sector." Journal of Digitainability, Realism & Mastery (DREAM) 4, no. 02 (2025): 10–17. https://doi.org/10.56982/dream.v4i02.296.

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This study explores the mediating role of organizational climate in the relationship between Human Resource Management (HRM) practices and Human Resource outcomes within the context of Malaysia’s public sector. The research highlights the importance of HRM practices, such as recruitment, training, performance management, and employee relations, in shaping HR outcomes, including job satisfaction, employee engagement, and organizational commitment. Through a comprehensive survey of public sector employees, the study identifies how organizational climate – defined as the shared perceptions of the

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Cristiani, Alvaro, and José María Peiró. "Human resource function, unions and varieties of capitalism." Employee Relations 40, no. 6 (2018): 1072–98. http://dx.doi.org/10.1108/er-10-2016-0198.

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Purpose The purpose of this paper is to explore varieties of capitalism (VoC) as a moderator of the effect of: the strategic HR function role; and the level of union presence on the adoption of different human resource management (HRM) practices categorized as either person-centered or performance-centered. Design/methodology/approach The authors use data on both multinationals and locally owned firms from 14 OECD countries, collected through the Cranet 2009 survey. The hypotheses of the proposed model were tested using hierarchical multiple regression analysis. Findings Evidence shows that th

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Chang, Kirk, Bang Nguyen, Kuo-Tai Cheng, Chien-Chih Kuo, and Iling Lee. "HR practice, organisational commitment & citizenship behaviour." Employee Relations 38, no. 6 (2016): 907–26. http://dx.doi.org/10.1108/er-12-2015-0218.

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Purpose The purpose of this paper is to examine the relationships between HR practice (four aspects), organisational commitment and citizenship behaviour at primary schools in Taiwan. The four human resource (HR) aspects include: recruitment and placement (RP), teaching, education and career (TEC) development, support, communication and retention (SCR), and performance and appraisal (PA). Design/methodology/approach With the assistance from the school HR managers and using an anti-common method variance strategy, research data from 568 incumbent teachers in Taiwan are collected, analysed and e

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Ferreira, Aristides I., Luis F. Martinez, Rosa I. Rodrigues, and Carla Ilhéu. "The impact of human resources practices on consumers’ investment intentions." Employee Relations 39, no. 4 (2017): 475–86. http://dx.doi.org/10.1108/er-05-2016-0097.

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Purpose Research has shown that corporate policies affect customers’ decisions. The purpose of this paper is to focus on the influence of human resources (HR) practices on investment intentions in the financial sector. Design/methodology/approach Data were obtained from 548 managers and management students. Participants were presented real news regarding two banks with contrasting HR practices. Subsequently, they had to choose – from a given virtual amount – their investment allocations. Findings Results primarily showed that participants decided to invest more money in the bank which was more

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Labedz, Chester S., and Jegoo Lee. "The mental models of HR professionals as strategic partners." Journal of Management & Organization 17, no. 1 (2011): 56–76. http://dx.doi.org/10.5172/jmo.2011.17.1.56.

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AbstractIn this paper, we elicited and examined mental models of human resource professionals, regarding the interrelationships of important elements in shaping competitive strategy, for consensus or systematic variation, testing for HR's distinctive contribution at the strategy table. In order to examine their mental models, we collected empirical data from a stratified non-probability respondent sample of HR professionals in three stages: semi-structured informant interviews; free list and rank ordering tasks; and drawing exercises. Performing consensus analysis of respondents' mental models

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Богачева, Татьяна, and Tatyana Bogacheva. "Professional roles of hr manager: Modern look." Services in Russia and abroad 10, no. 1 (2016): 155–64. http://dx.doi.org/10.12737/19178.

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The necessity for specialists in the field of human relations arises when management companies and their personnel need for an intermediary regulation of social and labor issues. Appointments that are similar in function to the duties of the modern HR-specialists emerged in the early twentieth century. At that time the main task of human resource managers included the rapid accumulation of experience and knowledge, the mastering of management tools. Later, many companies felt the need to form a comprehensive human resource management systems: motivation, ada

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Chaudhary, Narendra Singh, and Bharat Bhushan. "Using the Voluntary Retirement Scheme as an HR tool." Human Resource Management International Digest 25, no. 3 (2017): 19–22. http://dx.doi.org/10.1108/hrmid-05-2016-0065.

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Purpose The purpose of this paper is to highlight the significance of the voluntary retirement scheme (VRS) as a management tool for organisational restructuring. Design/methodology/approach The paper presents the personal view of the author, based on research findings and practical experience. Findings The paper advances the viewpoint that to attain the competitive edge and to survive in the current turbulent times, it is essential for the management to right size their organisations. It is imperative for them to look for the right kind of strategies to overcome the redundancy. They have to c

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Winch, Sławomir. "Human Resource Business Partner as a Source of Conflicts in an Enterprise – Research Results." Journal of East European Management Studies 26, no. 2 (2021): 198–213. http://dx.doi.org/10.5771/0949-6181-2021-2-198.

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The article elaborates on a thesis that development of new functions of the Human Resource Business Partner (HR BP) generates conflicts in three areas of operation of an enterprise: the structure, organizational culture, and goal attainment strategy. A commentary on the concept of the HR BP is provided and the functions propounded within its framework are discussed. Based on qualitative research on three large enterprises in Poland, the following strategies for the introduction of changes in the HR BP are the subject of analysis, that is: maintaining the status quo in power relations, expansio

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A.Manojkumar and N.Bharath Yuvaraj. "A Study on Emerging Hr Trends in the Year 2022 with Special Reference to Artificial Intelligence." East Asian Journal of Multidisciplinary Research 1, no. 8 (2022): 1573–82. http://dx.doi.org/10.55927/eajmr.v1i8.1108.

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COVID-19 pandemic is a crisis that is testing both the professional and personal relations of the world. It has also affected the HR tech industry, and has challenged the organizations which were not technologically advanced to rethink over the working and activities according to the conditions. The research paper is descriptive in nature. The researcher was used secondary data where the data was collected from research papers, publications, websites, HR blogs, survey reports etc. The core objective of the study was examine the recent HR trends post covid-19 as well as the role of artificial i

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Labedz, Chester S., and Jegoo Lee. "The mental models of HR professionals as strategic partners." Journal of Management & Organization 17, no. 1 (2011): 56–76. http://dx.doi.org/10.1017/s1833367200001711.

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AbstractIn this paper, we elicited and examined mental models of human resource professionals, regarding the interrelationships of important elements in shaping competitive strategy, for consensus or systematic variation, testing for HR's distinctive contribution at the strategy table. In order to examine their mental models, we collected empirical data from a stratified non-probability respondent sample of HR professionals in three stages: semi-structured informant interviews; free list and rank ordering tasks; and drawing exercises. Performing consensus analysis of respondents' mental models

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Berber, Nemanja, and Bojan Lekovic. "The impact of HR development on innovative performances in central and eastern European countries." Employee Relations 40, no. 5 (2018): 762–86. http://dx.doi.org/10.1108/er-08-2017-0188.

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Purpose The purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance. Design/methodology/approach The research is based on the data from CRANET project, which has been largely

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SHEKHAR, SUDHANSHU. "Impact of Outsourcing HR Activities on Productivity of an Organization." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50915.

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This study investigates the impact of outsourcing human resource (HR) activities on the productivity of organizations, aiming to understand how delegating HR functions to external service providers influences overall operational efficiency and performance. In today’s competitive business environment, organizations increasingly turn to HR outsourcing (HRO) to reduce costs, access specialized expertise, and focus on core business functions. This research examines various HR activities commonly outsourced, such as recruitment, payroll management, training, and employee relations, and evaluates th

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Huo, Xuxu, Ming Qi, and Songchao Wang. "The Application of Electronic Human Resource Management Systems (e-HRM) in HR Management." Advances in Economics and Management Research 10, no. 1 (2024): 316. http://dx.doi.org/10.56028/aemr.10.1.316.2024.

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The rapid development of information technology has revolutionized human resource management (HRM) through the adoption of electronic human resource management systems (e-HRM). This paper explores the application, main functions, and impacts of e-HRM on enterprises. It highlights the significant improvements in HR management efficiency, reduction in administrative burdens, and enhancements in employee experience brought by e-HRM. Key functions such as recruitment and selection, performance management, training and development, compensation management, and employee relations are discussed in de

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Mukri, Rusdiono, and Maemunah Sa’diyah. "Manajemen SDM dalam Pendidikan Islam: Studi Kasus SDIT Insantama Leuwiliang." Reslaj : Religion Education Social Laa Roiba Journal 3, no. 2 (2021): 268–79. http://dx.doi.org/10.47467/reslaj.v3i2.410.

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 This study aims to determine the implementation of integrated quality management (total quality management /TQM), especially in human resource management (HR) in Islamic education at SDIT Insantama Leuwiliang, Bogor. The research used descriptive qualitative method which was carried out by collecting data obtained from documentation, observation and interviews. The results show that SDIT, which was founded in 2011, always meets the needs of educators and education personnel according to needs such as administrative, cleaning service, and security personnel. HR competencies are enhanced

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