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Journal articles on the topic 'Human resource management strategies'

Author: Grafiati

Published: 4 June 2025

Last updated: 1 August 2025

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1

Kumar, Devendra. "Strategies of Human Resource Management in University Libraries." Indian Journal of Library and Information Science 10, no. 2 (2016): 167–74. http://dx.doi.org/10.21088/ijlis.0973.9548.10216.12.

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Naumova, Olena. "STRATEGIES HUMAN RESOURCE MANAGEMENT." "Scientific notes of the University"KROK", no. 1(61) (2021): 137–41. http://dx.doi.org/10.31732/2663-2209-2021-61-137-141.

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Fields, Dail, Andrew Chan, Syed Akhtar, and Terry C. Blum. "Human resource management strategies under uncertainty." Cross Cultural Management: An International Journal 13, no. 2 (2006): 171–86. http://dx.doi.org/10.1108/13527600610662348.

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Gejua, Merab, and Manona Gejua. "MAIN STRATEGIES OF HUMAN RESOURCE MANAGEMENT." European Journal of Economics and Management Sciences, no. 2 (2023): 14–16. http://dx.doi.org/10.29013/ejems-23-2-14-16.

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M. Vijayalakshmi, M. Vijayalakshmi, and Dr P. Natarajan Dr. P. Natarajan. "Strategic Human Resource Management for Competitive Advantag." Indian Journal of Applied Research 2, no. 1 (2011): 24–27. http://dx.doi.org/10.15373/2249555x/oct2012/10.

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Brauns, Melody. "Aligning Strategic Human Resource Management To Human Resources, Performance And Reward." International Business & Economics Research Journal (IBER) 12, no. 11 (2013): 1405. http://dx.doi.org/10.19030/iber.v12i11.8179.

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In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and

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ИЩЕНКО, И. Г., and А. Д. ТЕРЕШИНА. "TRANSFORMING HUMAN RESOURCE MANAGEMENT STRATEGIES DURING CRISES." Экономика и предпринимательство, no. 8(157) (October 23, 2023): 947–52. http://dx.doi.org/10.34925/eip.2023.157.8.176.

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На современном этапе развития менеджмента руководители начинают осознавать важность сотрудников как наиболее ценного ресурса предприятия. Сотрудники являются движущей силой на пути к стратегическому развитию предприятия, обеспечению высокого уровня конкурентоспособности, повышения качества выпускаемой продукции. При этом в условиях кризиса экономики только на основе эффективного стратегического управления человеческими ресурсами предприятия возможен выход из сложной финансово-экономической ситуации. Проблема трансформации стратегий управления человеческими ресурсами в условиях кризиса наиболее

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Kokashvili, Nanuli, Maka Sosanidze, and Lali Osadze. "HUMAN RESOURCE MANAGEMENT STRATEGIES: ANALYSIS AND EVALUATION." Grail of Science, no. 43 (September 15, 2024): 184–93. http://dx.doi.org/10.36074/grail-of-science.06.09.2024.021.

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In this article, based on the latest literature sources, such an important issue of management theory and practice as the analysis and evaluation of human resource management strategies is investigated. The main stages of the human resource management strategy analysis process that a company should go through to determine the compliance of the strategy with the expected results are considered: analysis, diagnosis, generalisation and recommendations, drawing up an action plan.,resource planning, costs and benefits. Two main human resource management strategies are presented: a general strategy,

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Chebeneva, Olga E., Seda A. Aslakhanova, and Zulfiya A. Troska. "RESEARCH OF HUMAN RESOURCE MANAGEMENT STRATEGIES OF THE ENTERPRISE." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 1/3, no. 154 (2025): 28–34. https://doi.org/10.36871/ek.up.p.r.2025.01.03.004.

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Under the influence of the traditional enterprise management model, many enterprises in our country have relatively old concepts of human resource management. They often focus on the control and use of talent, while ignoring the development of human resources. Some companies often invest their corporate funds in expanding their business or developing new products, without considering the possibility of directing them to human resource development. This is due to the fact that most business managers believe that human resource development takes a long time. Based on this, this article discusses

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Sulisnaningrum, Ema, and Agatha Braun. "Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Malaysia." SPLASH Magz 1, no. 2 (2021): 97–100. http://dx.doi.org/10.54204/splashmagzvol1no1pp97to100.

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This study aims to determine the level of employee job satisfaction, employee compliance with work regulations and human resource management strategies by conducting online interviews with 512 government and private employees in Malaysia by random sampling, then quantifying for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality of strategic resource management in companies or government agencies.

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Naser Alolayyan, Main, Mohammad Sharif Alyahya, and Dana Ahmad Omari. "Strategic human resource management practices and human capital development: The role of employee commitment." Problems and Perspectives in Management 19, no. 2 (2021): 157–69. http://dx.doi.org/10.21511/ppm.19(2).2021.13.

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This paper studied the influence of strategic human resource management on human capital development through the mediation of employee commitment. A descriptive cross-sectional study design was used to collect data from 514 participants (medical staff) from five hospitals in northern Jordan. The hospitals involved were from different sectors, including governmental, private, and university hospitals. Several analysis methods were used in the study: Confirmatory Factor Analysis (CFA), discriminant validity, and composite reliability. Direct and indirect hypothesis testing was also utilized usin

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Zeynep, GÜNER, GÜRDAL Hülya, HOROZOĞLU Emrullah, SARIYILDIZ Adnan, and ÇETİNER Turan. "Motivation in Human Resource Management." International QMX Journal 3, no. 11 (2024): 2232–42. https://doi.org/10.5281/zenodo.14253039.

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The link between Human Resources Management and motivation is a critical element that shapes the process of businesses effectively managing employees. Human resources management includes strategies and practices to increase employee commitment to work, optimize their performance, and direct them towards business goals. This study will reveal that highly motivated employees make positive contributions by focusing on the direct impact of motivation on business performance. Human resources and motivation management can face various challenges. The responsibility of managing various employee profi

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13

Zhang, Jinlan. "Analysis of Strategic Human Resource Management Practices." Frontiers in Business, Economics and Management 8, no. 3 (2023): 215–22. http://dx.doi.org/10.54097/fbem.v8i3.7872.

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In the hospitality industry, human resources are considered one of the most essential and significant resources. This report aims to explore the influence of strategic human resource management through analysing three main HR strategies of Hilton Worldwide on achieving organisational goals and performance. And three models including resource-based view, best practice model, and best fit model will be adopted in the case analysis. It is hoped that this report will provide some insight for hotel enterprises and can indicate a direction for future study with comparison of other valuable human res

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Megdad, Zaid, and Dilber Caglar Onbasioglu. "The mediating role of organizational climate for human resources management strategies and competitive advantage in Jordanian commercial banks." Problems and Perspectives in Management 22, no. 2 (2024): 555–70. http://dx.doi.org/10.21511/ppm.22(2).2024.43.

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This study aims to examine the impact of human resource management strategies on gaining a competitive advantage in Jordanian commercial banks. Human resource strategies can help organizations achieve their goals by attracting and retaining skilled workers who contribute to the organization’s competitive advantage. A competitive environment requires effective human resource strategies. Thus, the study utilizes a descriptive analysis approach to analyze the data and test the hypotheses through SPSS and PLS-SEM-4. The study population comprises 13 banks, and the sample includes all employees of

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Galorio, Ian Jake N., Allan J. Paglinawan Jr., Jeffrey Z. Mata, and Charlo Bianci Guray. "Human Resource Management in Education: A Systematic Review." Asian Journal of Education and Social Studies 50, no. 7 (2024): 74–92. http://dx.doi.org/10.9734/ajess/2024/v50i71446.

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Encountering hurdles in managing human resources is an inherent aspect of educational institutions. In dealing with these problems, human resource management plays a vital role in controlling and directing resources to perform school operations effectively. Thus, this systematic review explored the various literature on resource management, specifically on human resources through the PRISMA framework. Studies included in this review are focused on the challenges, strategies, and impact of resource management in educational institutions written in the English language and conducted between 2020

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Ramlall, Sunil, Hani Al-Amri, and Nadia Abdulghaffar. "Human Resource Management In Saudi Arabia." International Business & Economics Research Journal (IBER) 11, no. 10 (2012): 1155. http://dx.doi.org/10.19030/iber.v11i10.7261.

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As companies seek ways to compete more effective, HR becoming more entrenched in business strategies, and comparative strategies are studied, this paper provides a comparison of HR practices in Saudi Arabia and the United States. Using the established literature on HR in the United States as a means to compare HR practices, the authors surveyed HR leaders in Saudi Arabia gathering highly valuable information. The results highlighted current practices and also where emphasis could be placed in aligning HR strategies to core business practices.

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SHAROV, A. G., Z. A. IVANOVA, and M. G. PIKALKINA. "HUMAN RESOURCE MANAGEMENT AS A MANAGEMENT FUNCTION." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2, no. 3 (2020): 82–84. http://dx.doi.org/10.36871/ek.up.p.r.2020.03.02.014.

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This article discusses and analyzes the issues of strategic human resources management. This term means an integrated approach to developing strategies that enable enterprises to achieve their global goals.

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Mathews, Audrey. "Diversity: A Principie of Human Resource Management." Public Personnel Management 27, no. 2 (1998): 175–85. http://dx.doi.org/10.1177/009102609802700205.

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As more and more organizations implement diversity initiatives, personnel and human resource managers play increasingly significant roles. This arriele explores some of the challenges personnel and human resources managers face implementing diversity. It discusses strategies personnel and human resources managers are employing to address the need for diversity and suggests methods to implement diversity as a principie of human resource management (HRM). These strategies include processes such as diversity audits to identify organizational problems, aligning workforce planning with strategic pl

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Shahsiahi, Mahdi, and Amirreza Naghsh. "Developing the human resource strategies with the approach to Strategic Reference Points (SRP) (Case Study: The Civil Deputy of the Isfahan Municipality)." Problems and Perspectives in Management 16, no. 1 (2018): 232–44. http://dx.doi.org/10.21511/ppm.16(1).2018.23.

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Codification and implementation of human resource strategy are practiced to make a bridge between policies and human resource methods, on the one hand, and strategic goals of the organization, on the other hand. Therefore, the present research was undertaken to develop human resource strategies with an approach to strategic reference point (SRP) in Deputy of Civil Affairs of Isfahan Municipality via a hybrid (qualitative and quantitative) method. The model adopted in this research was based on the integrated model proposed by Bamberger and Meshoulam. In the qualitative part, purposive sampling

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20

IGBOKWE, Philomena Ify. "Maximising Talent: Strategies for Effective Human Resource Management." INTERNATIONAL JOURNAL OF SOCIAL SCIENCE HUMANITY & MANAGEMENT RESEARCH 3, no. 03 (2024): 393–99. https://doi.org/10.5281/zenodo.10894175.

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Human resource management is indispensably the basis of all management activities, and it is a means of making things happen through people in a productive way so that the organisation can fulfill its mission and goals. It is the organisational function that deals with issues related to people such as hiring, compensation, performance management, organisation development, safety, wellness, benefits, employee motivation, communication, administration and training. Human resource management is also a strategic and comprehensive approach to managing people and the workplace culture and environmen

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21

Adv., Anju Thomas. "DISRUPTIVE TECHNOLOGY AND STRATEGIES FOR HUMAN RESOURCE MANAGEMENT." International Journal of Human Resource & Industrial Research 3, no. 6 (2016): 67–78. https://doi.org/10.5281/zenodo.10700372.

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The cornerstone of this research paper is the highlight on disruptive innovation in technology for bringing about entrepreneurial human resource management. Therefore, the main purpose of this paper is to introduce the concept of Disruptive innovation and need of disruptive practices in Human Resource management. The review of literatures on innovativeness in Human resource management practices comprise of the significant part of this paper, the survey conducted for the study focus on challenges posed by information technology to human capital, derive the implications of disruptive HR in peopl

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22

Chen, Fangkai. "Legal Risks and Prevention Strategies in Human Resources Management of Y Fujian Branch." Academic Journal of Management and Social Sciences 8, no. 2 (2024): 133–36. http://dx.doi.org/10.54097/pj2ww744.

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As national laws, regulations and rules tend to improve, and the legal awareness of workers and the awareness of their rights gradually rises, the legal risks in the management of human resources in enterprises are increasing, and this change of situation has put forward higher requirements for the level of human resources management in enterprises. This paper mainly introduces the general situation of Y Fujian Branch and analyzes its human resource management status in detail. Then it analyzes the legal risk and its causes in human resource management. Finally, according to the legal risks ex

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23

Schuler, Randall S., and Susan E. Jackson. "Linking Competitive Strategies with Human Resource Management Practices." Academy of Management Perspectives 1, no. 3 (1987): 207–19. http://dx.doi.org/10.5465/ame.1987.4275740.

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Slocum, John, David Lei, and Paul Buller. "Executing business strategies through human resource management practices." Organizational Dynamics 43, no. 2 (2014): 73–87. http://dx.doi.org/10.1016/j.orgdyn.2014.03.001.

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Arachchi, Theja Kuruppu, and WRG De Silva. "Library automation: strategies for library human resource management." Journal of the University Librarians Association of Sri Lanka 11 (December 10, 2007): 98. http://dx.doi.org/10.4038/jula.v11i0.325.

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Hanifah, Najmy, and Ida Rindaningsih. "HUMAN RESOURCE MANAGEMENT: ANALYSIS OF TEACHER RECRUITMENT STRATEGIES." International Journal Multidisciplinary (IJMI) 1, no. 2 (2024): 23–32. http://dx.doi.org/10.61796/ijmi.v1i2.58.

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This study delves into the recruitment strategies of teachers within the framework of human resource management. Utilizing the Systematic Literature Review (SLR) approach, the research involves a review and identification of journal literature following established procedures. Journal articles are sourced from Google Scholar and Publish or Perish. Data collection follows the Population, Intervention, Comparison, and Outcome (PICO) method. The research findings reveal variations in teacher recruitment strategies, highlighting the complexity of approaches used by various educational institutions

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Briggs, Francis, and Elizabeth Desmond. "Human Resource Management Strategies: A Panacea for Quality Education Delivery." International Letters of Social and Humanistic Sciences 12 (October 2013): 71–80. http://dx.doi.org/10.18052/www.scipress.com/ilshs.12.71.

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Managing human resources in public secondary schools is of great important in the attainment of quality education delivery. The quality and quantity of human resources available will determine how the process-output will enhance continual growth in the educational system, since human resources organizes and coordinates other factors. This study examined human resource management strategies that enhances quality education delivery in public secondary schools in Rivers State.

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DR., XIAOJUN WANG, ALBATTAT AHMAD DR., and ZOU TONGQIAN. "The role of human resource management in enterprise management Take scenic spot as an example." International Journal of Multidisciplinary Research and Studies 07, no. 06 (2024): 63–78. https://doi.org/10.5281/zenodo.11655843.

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This study delves into the significance of human resource management in scenic area management. As an integral part of the tourism industry, the management and operation of scenic areas heavily rely on human resources. The study first introduces the concepts and backgrounds of scenic area management and human resource management, laying the groundwork for a profound analysis of the pivotal role of human resource management in the management of scenic areas. We emphasize the analysis of how human resource management influences the operational efficiency and customer satisfaction of scenic areas

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Askari Masouleh, Saeed. "Human Resource Management Strategies to Support Digital Transformation Programs." Management, Education and Development in Digital Age 1, no. 4 (2024): 89–95. https://doi.org/10.61838/medda.1.4.6.

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The objective of this paper is to examine human resource management strategies to support digital transformation programs in organizations. This qualitative study was conducted using semi-structured interviews with 22 human resource managers and experts in Tehran. Data was collected until theoretical saturation was reached and analyzed using NVivo software. The results of the study revealed that transformational leadership, employee training and development, and organizational culture are key strategies that can support digital transformation. Additionally, resistance to change and misalignmen

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Kalavakolanu, Sripathi, and K. D. V. Prasad. "Human resource management digitalization." International Review, no. 3-4 (2023): 163–71. http://dx.doi.org/10.5937/intrev2304160k.

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This article will study the concept of digital transformation in the administration of human resources, as well as the ways in which different technologies are supporting various HR functions and the personnel who work for those activities. The study is of a descriptive character, and its compilation included the use of secondary data such as reports from corporations, Web sources, blogs written by subject matter experts, and research papers. This study was conducted with the intention of investigating the concept of "SMACI," which refers to the utilization of Artificial Intelligence (AI), HR

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Rismayadi, Budi. "Conflict Management Strategies in Human Resources Management Work Teams." Neo Journal of economy and social humanities 3, no. 1 (2024): 58–63. http://dx.doi.org/10.56403/nejesh.v3i1.183.

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This research aims to investigate effective conflict management strategies in the context of human resource management (HR) work teams. Conflict in the workplace, especially in HR teams, can be a significant challenge that affects productivity and harmony among team members. This research uses a qualitative approach with descriptive methods. The research results show that the implementation of conflict management strategies in human resource management work teams has a significant positive impact in improving harmonious and productive working relationships in the workplace. By implementing an

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Igbegiri, Dominic Chiosom Idoli Nwachukwu Ben Koroye Trupeni. "Human Resource Management Practices: A Thermostat for Administrative Efficiency in a School System in Nigeria." Global Journal of Research in Humanities & Cultural Studies 1, no. 1 (2021): 23–31. https://doi.org/10.5281/zenodo.5731624.

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It is the fundamental objectives of this paper to examine and critically unveil the Human resource management practices in a school system in Nigeria. This paper explained the concept of Administrative efficiency, components of human resource management practices, the challenges encountered in human resource management practices in school system and strategies of ensuring the improvement of human resource management practices. It is obvious that the topic under discussion actually suggest the need for effective practice of human resource management principles in a school system. This implies t

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Khaeruman, Khaeruman, Musa Hubeis, and Nancy Yusnita. "HUMAN RESOURCES MANAGEMENT STRATEGY AND ITS ROLE TO IMPROVE LECTURER PERFORMANCE IN DEVELOPING ORGANIZATIONS." International Journal of Economy, Education and Entrepreneurship (IJE3) 3, no. 1 (2023): 333–43. https://doi.org/10.53067/ije3.v3i1.148.

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Human resource management plays an important role in improving lecturer performance and developing the organization. By taking the right steps in recruitment and selection, development and training, compensation, performance appraisal, and building an organizational culture that supports lecturer performance, organizations can create a conducive environment for lecturer development and growth as well as organizational progress. This research method uses a qualitative descriptive method using a literature review to find out effective human resource management strategies in improving lecturer pe

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AR, Khorida, Siti Nurhaeni, Reinna Devianti, and Muljadi Muljadi. "HUMAN RESOURCE MANAGEMENT, WORK EFFECTIVENESS EMPLOYEE." Dynamic Management Journal 9, no. 1 (2025): 143. https://doi.org/10.31000/dmj.v9i1.12973.

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This study aims to analyze human resource management strategies in improving employee work effectiveness at PT. Tranciv Global Perkasa. Employee work effectiveness is one of the key factors in achieving the company's goals. This research employs a qualitative approach with a descriptive method, where data were obtained through in-depth interviews with relevant informants. The results indicate that the implemented human resource management strategies include planning, recruitment, selection, employee placement based on competencies, and employee development through training and workshops. Furth

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Panchuk, Ekaterina. "DIVERSITY AND INCLUSIVE HUMAN RESOURCE MANAGEMENT." Bulletin of the Angarsk State Technical University 1, no. 17 (2023): 348–51. http://dx.doi.org/10.36629/2686-777x-2023-1-17-348-351.

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The definition of diversity, its form, and the benefits of diversity in organizations are considered. An analysis of the concept of «inclusive personnel management» is given, the role and direc-tions of work of organizational management in creating an inclusive environment are deter-mined. Strategies for creating an equitable and productive team and examples of best practices are provided

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Santoso, Tuti Nurhaningsih, Arita Marini, and Rihlah Nur Aulia. "Human Resource Planning Strategy to Improve the Quality of Online Library Management Information Systems (E-Libraries) of Higher Education in the Industrial Era 5.0." International Journal Of Education, Social Studies, And Management (IJESSM) 4, no. 3 (2024): 1082–90. http://dx.doi.org/10.52121/ijessm.v4i3.463.

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Library management information systems in universities are essential for managing e-libraries in universities. The world of education will face one of the challenges after 2030: the use of information technology or robotics in various sectors of human life, one of which is university libraries. This research was conducted using a literature approach by collecting data from various relevant theoretical sources about human resource management and higher education management information systems in the context of university library human resource planning strategies. This article delves into the p

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Rio Mattajang. "Human Resource Management Strategy in Facing Organizational Change." Jurnal Ekonomi, Akuntansi dan manajemen Indonesia 2, no. 02 (2023): 115–22. https://doi.org/10.58471/jeami.v2i02.558.

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Organizational change is an inevitable phenomenon in the dynamic business world, and HR management has a crucial role in facilitating successful adaptation to such changes. This research aims to investigate effective human resource management (HR) strategies in facing organizational change. This research uses a qualitative approach with descriptive methods. The research results show that in facing organizational change, human resource management (HR) plays a crucial role in ensuring effective adaptation. Challenges such as lack of leadership support, resistance to change, lack of resources, an

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Petrova, Iryna. "Creativity development as an imperative for strategic human resource management." Social and labour relations: theory and practice 12, no. 2 (2023): 40–48. http://dx.doi.org/10.21511/slrtp.12(2).2022.05.

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The article is devoted to the development of creativity using methods and tools of strategic human resource management. As a result of a number of factors, the need for every organization to create is increasing as the main source of its competitiveness and business success. The author examines different approaches to creativity and gives her own vision of its characteristics with other related concepts. With this in mind, creativity is not just any creative action, but creativity in the field of specific business processes, focused on profit (income) by satisfying certain needs of consumers,

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Wijayanti, Tri Cicik, Kurniaty Kurniaty, Dyah Sawitri, Maya Rupa Anjeli, Yeni Tata Rini, and Abdul Hadi Bin Abdul Satar. "Implementation of Training Strategies, Financial Management, Human Resource Management, Business Management, Layer Chicken." Teumulong: Journal of Community Service 2, no. 2 (2024): 100–112. http://dx.doi.org/10.62568/jocs.v2i2.114.

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This article explores the implementation of financial management, human resource management (HRM), and business management training strategies in the context of layer chicken farming in Indonesia. Using a case study method, this research investigates best practices and challenges faced in implementing these strategies. The findings indicate that training in financial management, HRM, and business management significantly enhances operational efficiency and profitability of layer chicken farming businesses. However, the implementation of these strategies also encounters several obstacles such a

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Goran Mihajlovski. "Human resource management in unprofitable companies." International Journal of Scholarly Research and Reviews 2, no. 2 (2023): 118–21. http://dx.doi.org/10.56781/ijsrr.2023.2.2.0050.

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This research paper aims to explore the unique challenges faced by Human Resource Management (HRM) in unprofitable companies and identify potential strategies to enhance HRM effectiveness in these organizations. Unprofitable companies often struggle with financial constraints, declining market share, low employee morale, and talent retention issues, which significantly impact their HRM practices and overall organizational performance. These challenges include limited budgets for HR initiatives, difficulties in attracting and retaining high-quality talent, and managing employee motivation durin

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Ainur Rofiqi, Muchammad, Bestari Ikes Niswatul, Fauji M. Nauval Zhahfran, Rohmah Nadya Latifatu, Sholiha Evi Fatu, and Faruq Faruq. "Human Resource Management in Broadcasting Organizations." IJIP : Indonesian Journal of Islamic Psychology 6, no. 1 (2024): 12–23. http://dx.doi.org/10.18326/ijip.v6i1.1629.

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Human Resource (HR) management is one of the most important factors in determining organizational success. One of them is a broadcasting organization. This research aims to identify the HR management process in broadcasting organizations and find implementation strategies. This type of research uses qualitative research methods with a phenomenological approach. This research uses purposive sampling data collection techniques with five participants at the SATU TV broadcasting organization with the following characteristics: first, the participant must be an organizer and currently serving in on

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Neetu, Jindal. "The impact of strategic human resource management on organizational performance." International Journal of Trends in Emerging Research and Development 2, no. 2 (2024): 75–80. https://doi.org/10.5281/zenodo.12737375.

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In a rapidly evolving competitive landscape, human resources represent a crucial source of competitive advantage. Effective human resource systems can foster a sustained edge by developing firm-specific competencies. Strategic human resource management (SHRM) focuses on aligning human resource strategies with the overall strategic goals of a business. Research indicates a positive correlation between the adoption of comprehensive HR practices and improved business performance. The 21st-century business environment is marked by rapid changes due to factors such as globalization, technological a

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Dong, Zhenlin. "Current Situation of Human Resource Management in Tobacco Enterprises from the Perspective of Strategic Human Resource Management." Tobacco Regulatory Science 7, no. 4 (2021): 749–55. http://dx.doi.org/10.18001/trs.7.4.1.29.

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Objectives: In order to promote the optimization of talent structure in tobacco industry, this paper studies the current situation of human resource management in tobacco enterprises from the perspective of strategic human resource management. Methods: This study is divided into two stages: the first stage is literature research. The main purpose is to study the effect of different human resource management orientations on performance. The second stage is empirical research, which mainly focuses on the impact of government policies on entrepreneurial orientation, the impact of human resources

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Ali, Md Chapol, K. M. Anwarul Islam, Soojin Chung, Nurul Mohammad Zayed, and Mithila Afrin. "A Study of Green Human Resources Management (GHRM) and Green Creativity for Human Resources Professionals." International Journal of Business and Management Future 4, no. 2 (2020): 57–67. http://dx.doi.org/10.46281/ijbmf.v4i2.857.

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The concept of green human resource management has recently combined with ecological management in business, urbanization, industrialization and so many so forth. It is mainly responsible for managing human resources work, and these work conditions are good. Green human resource management procedures are fundamentally used to reduce the carbon impression of each worker and the information capital of the holding association. It also plays role in convincing workers to look after resources, and participate in waste management to control pollution. It is recommended that companies should be more

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FERDINAND, SOMIDO TAN DUOJIAO. "AI in Human Resource Management: Balancing Innovation and Human-Centric Strategies." International Journal of Research 12, no. 4 (2025): 702–8. https://doi.org/10.5281/zenodo.15346034.

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The integration of Human Resource Management (HRM) and Artificial Intelligence (AI) is poised to reshape the modern workplace by streamlining processes and enhancing decision-making. The adoption of AI in HRM presents unique opportunities to improve organizational efficiency, automate routine tasks, and optimize strategic workforce management. This study explores the role of AI in HRM and examines how organizations can effectively implement AI technologies while maintaining a balance between automation and human-centric approaches.

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Weber, Caroline L., Richard J. Niehaus, and Karl F. Price. "Human Resource Strategies for Organizations in Transition." Industrial and Labor Relations Review 45, no. 1 (1991): 211. http://dx.doi.org/10.2307/2524721.

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Thomason, George F. "Human resource strategies in the health sector." International Journal of Human Resource Management 1, no. 2 (1990): 173–94. http://dx.doi.org/10.1080/09585199000000046.

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Mishra, Harichandan, Sundaray Bijaya Kumar, and Santosh Kumar Tripathy. "Alignment of Knowledge Management Strategies with Human Resource Management: An Overview." Training & Development Journal 8, no. 1 (2017): 60. http://dx.doi.org/10.5958/2231-069x.2017.00007.5.

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Hogan, Pamela. "Human resource management strategies for the retention of nurses." Contemporary Nurse 10, no. 3-4 (2001): 251–57. http://dx.doi.org/10.5172/conu.10.3-4.251.

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Wilhelm, Paul G., M. T. Matteson, and J. M. Ivancevich. "Controlling Work Stress: Effective Human Resource and Management Strategies." Academy of Management Review 14, no. 3 (1989): 460. http://dx.doi.org/10.2307/258180.

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