Journal articles: 'Seafarers performance human resource'

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Veitch, Erik, Kim Alexander Christensen, Markus Log, et al. "From captain to button-presser: operators’ perspectives on navigating highly automated ferries." Journal of Physics: Conference Series 2311, no. 1 (2022): 012028. http://dx.doi.org/10.1088/1742-6596/2311/1/012028.

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Abstract Teaming with Artificial Intelligence (AI) is changing the way seafarers work. We show that a new kind of seafaring is emerging, characterized by cooperation with AI systems. In this format of seafaring, navigation tasks are controlled automatically while human operators manage the automation, always “in the loop” and ready to take over control if necessary. Ideally, this arrangement sees improvements in overall system performance and safety. However, little is known today about how this format of work will unfold in real-world operations. We investigate this topic by interviewing operators (n = 5) on ferries recently outfitted with state-of-the-art automated navigation technology. We used a mixed-methods approach to analyze the case study interviews, combining quantitative text analysis with Grounded Theory qualitative analysis techniques. The results show that operators perceived a shift towards a backup role coincident with increasing agency of machine autonomy. This role shift was characterized by “button-pressing” to start the machine autonomy and subsequently intervening to stop it when things go wrong. We observed that this shift led to boredom, deskilling, stretched resources, and compromised organizational harmony – effects running counter to the intention of improved system performance and safety. Synthesizing the findings, we present (1) effects across three operational dimensions: (i) tasks, (ii) human-computer interaction, (iii) organization; and (2) a definition of collaborative (human-AI) seafaring. By identifying issues in the early implementation of highly automated ship navigation, we hope to guide designers of Maritime Autonomous Surface Ships (MASSs) away from potential pitfalls and towards development more in tune with real-world demands of collaborative work.

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Xue, Conghua, Lijun Tang, and David Walters. "Occupational Health and Safety Indicators and Under-Reporting: Case Studies in Chinese Shipping." Relations industrielles / Industrial Relations 74, no. 1 (2019): 141–61. http://dx.doi.org/10.7202/1059468ar.

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An index-based approach to indicate the outcome of Occupational Health and Safety management has been commonly used in the implementation of the International Safety Management Code and the operation of Occupational Health and Safety management systems in the international shipping industry. Although the index-based approach is asserted to be a convenient way to measure and quantify the outcome of Occupational Health and Safety management, it is not justified in the wider literature and further empirical research is suggested by various authors. The aim of this study is to explore the role of an index-based approach in managing Occupational Health and Safety in the shipping industry. This article investigates the effectiveness of indicators in Occupational Health and Safety management in two Chinese chemical shipping companies. A qualitative approach is applied to examine the views of seafarers on safety reporting practice. The study reveals that, although the need for reporting is understood by most of the crew members, the reporting practice is significantly affected by different factors such as the crew’s concerns for their own interests, Chinese cultural factors and management’s dominant power over the crew’s performance evaluation. The findings suggest that there is a significant gap between what is required by the rules and what really occurs in terms of safety reporting practice. The study highlights the emerging problems of using Occupational Health and Safety indicators as benchmark for measuring the outcome of Occupational Health and Safety management in Chinese shipping. The conclusion is drawn in a Chinese context, and although the findings may not be similar to other industries or the shipping industry in other countries, they provide valuable indications for re-thinking and re-shaping maritime regulatory strategies.

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Konon, N. "PROSPECTS FOR MODERN MARITIME EDUCATION AND TRAINING PRACTICES IN TERMS OF DISTANCE LEARNING." Shipping & Navigation 33, no. 1 (2022): 54–66. http://dx.doi.org/10.31653/2306-5761.33.2022.54-66.

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This paper considers the problem of maritime education and training of navigators in the context of modern distance learning conditions. The constant expansion of the world fleet in order to maintain productivity at a high level entails increased requirements for the qualifications and training of seafarers. In particular, for a correct assessment of the situation, the necessary condition is a combination of deep knowledge of the equipment operation and its practical significance, with proper bridge team management. According to statistics from open sources, the predominant cause of accidents sets on operators' actions or decisions. Thus, the technical skills and behavioural aspects of the navigation team have to be reviewed from an educational perspective. Concurrently, training efficiency can be increased by taking into account the limiting factors of the present day, which decrease the performance of classic methods of education. Curriculum priorities should be based on maritime accident data, and training methods should use modern technical means, expanding the boundaries of existing practices. On the other hand, in order to ensure complex preparation for navigational operations, it is useful to carry out training sessions with all parties involved. In addition, attention should be paid not only to the qualifications of merchant ships crews but also to the appropriate training of pilots and tug captains, since ignorance of the causes of loss of tug controllability and stability by any party may lead to an accident. Existing papers on classical and innovative tools and equipment used in MET (Maritime Education and Training) were analyzed, including the use of VR in the maritime education sector. A complex study of the problem includes a preliminary analysis of accidents, a review of modern methods used in MET, their limitations, and observations of educational practice at the National University “Odessa Maritime Academy”, including a questionnaire. The paper proposes possible prospects for the development and quality improvement of maritime education for navigators from the perspective of modern reality. Keywords: maritime education and training, maritime resource management, virtual reality, simulators, multi-vessel, distance learning, autonomous ships, human factor.

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Samosir, Christopher, Anita Maharani, and Muchlis Burhanuddin. "Measuring Factor Affecting Indonesia’s Seafarers Retention." Journal of Business and Management Review 2, no. 7 (2021): 470–82. http://dx.doi.org/10.47153/jbmr27.1842021.

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The purpose of this study was to determine the extent to which human resource management contributes to employee retention. This study refers to concepts related to human resource management and several studies that show the factors influenced by employee retention. This research approach is quantitative, with the research subjects are employees who work in the sea crossing business. Based on the research results on marine employees of the company, the managerial implications intended for companies engaged in sea crossing services are that there is an influence of placement, compensation, and corporate culture variables on employee retention, which has a positive and significant effect. From the research results, corporate culture is not a moderator of placement and compensation variables on retention, so companies need to re-assure other variables that strongly influence the weak relationship between variables that can increase employee retention.

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Mišković, Darijo, Renato Ivče, Mirano Hess, and Ivica Đurđević-Tomaš. "The influence of organisational safety resource-related activities and other exploratory variables on seafarers’ safety behaviours." Journal of Navigation 75, no. 2 (2022): 319–32. http://dx.doi.org/10.1017/s0373463322000054.

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AbstractInadequate human actions are still the main cause of all reported accidents and incidents on board ships. The aim of this study is to explore the influence of safety resource activities and other exploratory variables on seafarers’ safety behaviour. For this study, a series of open-ended interviews were conducted to gain insight into how shipping organisations struggle with this issue. Following the interviews, a questionnaire was prepared and distributed to professional seafarers. Two exploratory factor analyses were conducted to identify the underlying factor structure and five factors emerged. Furthermore, three hierarchical multiple regression analyses were conducted to examine the influence of the factors obtained, namely, Company safety orientation and Additional safety incentives on seafarers’ perceived Safety awareness, Job satisfaction, Risk acceptance and other exploratory variables. The study shows that the perceived resource-related activities of the organisation and the demographic characteristics of the respondents can influence the safety behaviour of seafarers.

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Zhao, Zhiwei, David Walters, and Desai Shan. "Impediments to free movement of Chinese seafarers in the maritime labour market." Economic and Labour Relations Review 31, no. 3 (2020): 425–43. http://dx.doi.org/10.1177/1035304620937881.

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With economic reform, in China, labour turnover of seafarers became more possible. However, little attention has been paid to its consequences. A limited literature indicates that Chinese seafarers may leave state-owned enterprises to become freelance seafarers, working in the global labour market for better wages and employment conditions. There have been predictions of a substantial increase in seafarer export, with China becoming the top labour supplier to the global maritime industry. However, such expectations have been largely unmet. Through 157 qualitative interviews with seafarers and managers in Chinese ship crewing agencies, we explore some reasons why this may be so. The findings suggest that Chinese seafarers are in fact limited in their willingness and ability to leave their companies. This is due to a complex mixture of organisational, regulatory, infrastructural and personal contexts that are their everyday experience of work in China. Analysis further suggests that the underdevelopment of a national regulatory infrastructure and welfare support mechanism for seafarers, along with poor implementation of the Maritime Labour Convention 2006, combine to limit the extent of the reform of the Chinese seafaring labour market. Together, these factors help to explain why China’s seafaring labour export has been far lower than anticipated. JEL Codes: D40, E24, F66, J61, J83

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Fan, Shiqi, Jinfen Zhang, Eduardo Blanco-Davis, Zaili Yang, Jin Wang, and Xinping Yan. "Effects of seafarers’ emotion on human performance using bridge simulation." Ocean Engineering 170 (December 2018): 111–19. http://dx.doi.org/10.1016/j.oceaneng.2018.10.021.

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Inoue, Kinzo. "Maritime Community and its Human Resource Mobility." Journal of Navigation 64, no. 4 (2011): 633–43. http://dx.doi.org/10.1017/s037346331100018x.

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In the maritime community, a runner-up will undertake this typical process to catch up with the front runner; first, as a nation's economy grows its domestic crew costs rise, creating a gap with those abroad, which in turn depresses the international competitiveness of shipping companies. Then, to maintain their economic strength, shipping companies have their ships fly a “flag of convenience” relying on increasing amounts of cheap foreign labour. As a result, the nation gradually loses domestic seafarers, which, in the worst case, leads to a depletion of national human resource needed for its maritime cluster to continue to exist. In that sense, the personnel shortage issue is a fate for top runners in the marine transport world, where international competitiveness is inevitable. The Japanese maritime sector is just facing this issue. In this paper, the current situation in the maritime sector and its dependence on foreign labour, the cause and process of the change and the problems of the outcomes are explained, and the possible solutions in terms of the social mechanism of personnel development and utilization are discussed.

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Rai, Alka. "An application of the instrumental-symbolic framework in Maritime industry." Management Research Review 43, no. 3 (2019): 270–92. http://dx.doi.org/10.1108/mrr-04-2019-0181.

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Purpose To deal with the agenda of extensive research to establish employer branding as a valuable Human Resource (HR) practice, this study aims to examine perception of seafarer to explore the attributes related with employer branding in maritime industry. This study intends to explore the applicability of instrumental-symbolic framework of employer branding in maritime industry to understand the dimensions related with attractiveness of seafarers’ jobs. Design/methodology/approach Sample of the study is Indian seafarers include only officers from both deck and engine. Total 276 usable responses were considered at the end for data analysis. Findings Both, the instrumental and symbolic attributes explained significant variance in predicting attractiveness of seafarers’ occupation, thus supporting hypotheses 1 and 2. In particular, among instrumental dimensions, social/team activities, structure, advancement, travel opportunities and pay and benefits positively predicted seafarers’ attraction towards their job. As symbolic dimension, sincerity, competence and prestige was positively related, and ruggedness was negatively related to attractiveness of the present job among seafarers. Practical implications Overall, the present findings ascertain the utility of the framework as a conceptualization of employer brands and support the applicability of instrumental-symbolic framework for understanding the dimensions of occupational attractiveness in different context and culture, i.e. Indian Seafarers. Originality/value Although the popularity of employer branding is growing amongst human resources practitioners, but still, there is dearth of academic (mainly empirical research) literature on the subject, `appeals to management researchers (Cable and Turban, 2001; Backhaus and Tikoo, 2004, Edwards, 2009; alniacik and alniacik, 2012; Kucherov and Zavyalova, 2012). With this in consideration and to deal with the agenda of extensive research to establish employer branding as a valuable HR practice, the present study examines perception of seafarer to explore the attributes related with employer branding in maritime industry.

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Ma, Yue, Qing Liu, and Liu Yang. "Exploring Seafarers’ Workload Recognition Model with EEG, ECG and Task Scenarios’ Complexity: A Bridge Simulation Study." Journal of Marine Science and Engineering 10, no. 10 (2022): 1438. http://dx.doi.org/10.3390/jmse10101438.

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Seafarers are prone to reduce behavioral reliability under high workloads, resulting in human errors and accidents. To explore the changes in seafarers’ workload and physiological activities under complex task conditions, a bridge simulator experiment was conducted to collect the EEG and ECG data of 23 seafarers. The power in different EEG sub-bands was extracted from a one-channel EEG acquisition headset employed by Welch’s method and ratio processing. The features such as root mean square of RR interval difference (RMSSD) were extracted from ECG. Then, an improved seafarer workload recognition method based on EEG combined with ECG and complex task scenarios was proposed, and the performance of the machine learning algorithm was evaluated by cross-validation. Compared with the recognition model that only uses the task scenarios as the workload calibration, the EEG recognition model based on the workload level calibrated by the ECG and the task scenarios is more effective, with an accuracy rate of 92.5%, an increase of 25.9%. The results show that the improved workload recognition model can effectively identify seafarers’ workload, and the model trained with the bagging algorithm has the best performance. Furthermore, time domain features of EEG and ECG fluctuate regularly with the task scenarios' complexity. The research results can develop online intelligent monitoring, and human–computer interaction active early warning technology and equipment.

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Talley, Wayne K. "Earnings Differentials of Seafarers." Journal of Labor Research 28, no. 3 (2007): 515–24. http://dx.doi.org/10.1007/s12122-007-9001-6.

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Thomas, Michelle, and Nicholas Bailey. "Square pegs in round holes? leave periods and role displacement in UK-based seafaring families." Work, Employment and Society 20, no. 1 (2006): 129–49. http://dx.doi.org/10.1177/0950017006061277.

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This article reports findings of an exploratory study examining the impact of intermittent partner absence on couple relationships and family life. Drawing on data collected through in-depth interviews with seafarers and their partners, it considers the period when the seafarer is home on leave to examine the salience of the ‘breadwinner’ role to contemporary masculine identity and explore and contrast the experiences of seafarers at home on leave to that of unemployed men. The article concludes that during the seafarers’ leave periods, the experience of sea-faring families has many parallels with that of unemployed men and their families. While seafarers do not lose their ‘breadwinner’ role, they experience considerable problems associated with loss of role during their leave period, and frequently experience a sense of ‘role displacement’ where they feel redundant, unnecessary and essentially ‘outsiders’ in relation to their families.

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Lillie, Nathan. "Union Networks and Global Unionism in Maritime Shipping." Articles 60, no. 1 (2005): 88–111. http://dx.doi.org/10.7202/011540ar.

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Under the auspices of the International Transport Workers’ Federation’s (ITF) Flag of Convenience campaign, maritime unions have developed transnational global structures exploiting interdependencies in transportation production chains. The ITF, a London-based association of transport unions, connects the struggles of seafarers and port workers through a global strategy of union networking and coordinated industrial action. Seafaring unions draw on the industrial leverage of port workers to negotiate minimum standard pay agreements, while dock unions leverage the growing influence of the ITF in fighting union busting in ports. A global transnational ship inspector network provides the power basis for imposing collective agreements on shipowners. Although conceived as a resource for organizing seafarers, the inspectorate also provides port unions with leverage.

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I.S, Dewi,, Seno, A, and Humantaristi, S. "Transportation Attache’s Role in Fraudulent Certificates of Indonesian Seafarers in Singapore Area." PROSIDING POLITEKNIK ILMU PELAYARAN MAKASSAR 1, no. 4 (2021): 80–89. http://dx.doi.org/10.48192/prc.v1i4.328.

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The concept of Indonesia as Global Maritime Nexus (GMN) in the appliance divided by 5 (five) sectors, which are culture, economy, connectivity, diplomacy and security. The competence of human resource, i.e: seafarer needs to be fixed, especially in the quality. The increasing of life necessities creates lot of seafarers and society choose instant method to make seafarer false certificate. Transportation Attache of Indonesian Embassy in Singapore as one of the important stakeholder in signing seaman book in Singapore area has important role to solve seafarer fraudulent certificate. This research has purpose to know the causes as well as the impact of fraudulent seafarer certificates around Singapore area, and to know the mechanism done by Transportation Attache of Indonesia Embassy in Singapore. This research used qualitative method. Observation, interview and literature studies are done to obtain the data. To test the data validity, researcher performed research-extension and triangulation method. The results of this research are: 1) the cause of fraudulent seafarer certificates is seafarers’ deviant social behaviour, the weak system of Indonesian seafarer online certification, and the opportunity and chance for seafarers to do fraud. 2) The impacts from this case are a lot of seafarers face hard time to find jobs in Singapore shipping companies, the lack of trust from abroad companies to recruit Indonesian seafarer, also blacklist toward Indonesian seafarers with certain ranks in several companies. 3) The efforts to solve this case are to strictly apply the monitoring and checking function along with Minister Instruction number 4 year 2018, to do issue verification with the related training institution and cooperate with State Cyber and Code Agency that is called Badan Standardisasi Siber Nasional (BSSN) to strengthen the security system of seafarer certification.

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Yang, Feng-Chu, Rong-Her Chiu, and Yen-Hsu Lin. "Shore Leave Policy—Paving the Path to a Sustainable Career Environment for Seafarers." Sustainability 17, no. 10 (2025): 4300. https://doi.org/10.3390/su17104300.

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In addressing the increasing challenges associated with automation, alternative fuels, and regulatory compliance within the maritime industry, the well-being of seafarers has become a critical determinant of workforce stability and career sustainability. This study investigates the impact of shore leave policies on seafarers’ well-being and turnover intention by applying the Analytical Hierarchy Process (AHP). The study delineates four principal criteria—mental well-being, physical health, work–life balance, and organizational support—and evaluates their sub-criteria via expert assessments from two distinct cohorts, each comprising 30 participants: maritime human resource professionals and seafarers working alongside related stakeholders. The outcome designates organizational support as the most influential criterion, with shore leave flexibility and financial incentives identified as the top-ranked sub-criteria. In contrast, mental well-being has the lowest overall weight, indicating that while its significance is acknowledged, it is frequently overshadowed by structural and financial factors. The findings underscore the need for shipping companies and policymakers to formulate flexible and financially supported shore leave policies to bolster seafarer retention and overall job satisfaction. This study enhances literature concerning sustainable seafaring careers and provides strategic recommendations for optimizing the management of shore leave policies within the maritime industry.

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Fariz and T. Winarsih. "HUMAN RESOURCE SCORECARD: A MODEL OF HUMAN RESOURCE PERFORMANCE MEASUREMENT." Russian Journal of Agricultural and Socio-Economic Sciences 81, no. 9 (2018): 440–46. http://dx.doi.org/10.18551/rjoas.2018-09.53.

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Ahmad, Shoeb. "Human Resource Planning: Effective Performance." Research Journal of Humanities and Social Sciences 10, no. 4 (2019): 1120. http://dx.doi.org/10.5958/2321-5828.2019.00184.0.

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Wood, Stephen. "Human resource management and performance." International Journal of Management Reviews 1, no. 4 (1999): 367–413. http://dx.doi.org/10.1111/1468-2370.00020.

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Slišković, Ana, and Ariana Juranko. "General mental health of seafarers’ partners: Testing the role of personal resources and human-resource practices." Work 64, no. 2 (2019): 291–301. http://dx.doi.org/10.3233/wor-192992.

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Bielić, Toni, Jelena Čulin, Igor Poljak, and Josip Orović. "Causes of and Preventive Measures for Complacency as Viewed by Officers in Charge of the Engineering Watch." Journal of Marine Science and Engineering 8, no. 7 (2020): 517. http://dx.doi.org/10.3390/jmse8070517.

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Complacency has been recognised as a cause of maritime accidents, and there is a need to develop and execute relevant preventive measures. The effectiveness of preventive actions depends on the contribution of the seafarers. Therefore, the purpose of this study was to identify causes and elicit proposals for preventing complacency by officers in charge of the engineering watch. A total of 63 Croatian engineering officers participated in four deliberative workshops, facilitated by an expert in the teaching of leadership and management. As causes of complacency, intensive workload, poor knowledge/understanding of the equipment, steep authority gradient, lack of collaboration, poor communication, efficiency-thoroughness trade-off, crewing strategies, and lack of organisational justice were identified. Efficient training on workload management, adequate familiarisation, reporting issues with technology, producing one’s own manuals, more effective leadership courses, more emphasis on non-technical skills as criteria for a promotion, joint workshops on teamwork for land-based managers and seafarers, open and objective performance evaluation, and direct communication between land-based managers and seafarers were proposed as feasible preventive measures. Human-centred design and standardisation of the equipment were evaluated as unlikely to be feasible. Some practical implications from the findings were discussed.

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Devereux, Helen, Emma Wadsworth, and Syamantak Bhattacharya. "Workplace fiddles in the shipping industry." Employee Relations: The International Journal 42, no. 4 (2020): 933–48. http://dx.doi.org/10.1108/er-07-2019-0294.

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PurposeThe purpose of this paper is to examine the ways in which workers employ rule breaking, rule bending and deviations from management defined norms in the workplace and the impact this has on their occupational health and safety (OHS) experiences.Design/methodology/approachThe paper uses qualitative semi-structured interviews conducted with 37 seafarers working on board four vessels engaged in international trade. The data were recorded, transcribed and thematically analysed using NVivo software.FindingsThe findings indicate that seafarers utilised workplace fiddles – which included rule breaking, rule bending and deviating from management defined norms – in order to engender a workable system in which they could remain safe but also profitable to those who controlled their labour. Moreover, the findings suggest that shore-side management deflected the responsibility for rule violations by deferring many of the decisions regarding features of life on board – such as the scheduling of work hours – to the senior officers on board.Originality/valueThe paper sheds light on where, in practice, responsibility for OHS lies in the international shipping industry, an industry in which workers experience relatively high rates of work-related fatalities, injuries and mental health conditions.

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Chan, Simon C. H., and Wai‐ming Mak. "High performance human resource practices and organizational performance." Journal of Chinese Human Resources Management 3, no. 2 (2012): 136–50. http://dx.doi.org/10.1108/20408001211279238.

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Lu, Kangyin, Jinxia Zhu, and Haijun Bao. "High-performance human resource management and firm performance." Industrial Management & Data Systems 115, no. 2 (2015): 353–82. http://dx.doi.org/10.1108/imds-10-2014-0317.

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Purpose – Human resources have become a key issue in relation to the strong competition between service firms. Therefore, the purpose of this paper is to explore the relationship between high-performance human resource management (HRM) within this field to firm performance, making a useful attempt to explore the “black box” of enterprise human resources management effect on firm performance. Design/methodology/approach – In order to validate the relationship between high-performance HRM and firm performance, Chinese service industry samples were collected. Structural equation modeling and regression are adopted to estimate the direct effect of high-performance HRM on firm performance and the mediating role of innovation. Findings – The results show that the impacts of high-performance HRM on firm performance are significant. Moreover, innovation plays a partial mediating role between them. Training, work analysis and employee participation has a significantly positive impact on firm performance, while effects of profit sharing, employee development and performance evaluation on enterprise performance is not significant. The results strongly support the hypothesis that innovation holds intermediary variables between high-performance HRM and firm performance. Practical implications – Studying the relationship between high-performance HRM and firm performance can help Chinese enterprises more reasonable and effective learning foreign advanced management ideas and methods. And then can help Chinese enterprises to establish a high-performance HRM system that is suitable for Chinese enterprises; the research can help enterprises to identify meaningful practice of human resources management, outstanding keys, and perfect the HRM system of enterprises; research on innovation and innovative thinking is conducive to develop employees’ innovation motive, promote employee’ innovative behavior, and improve firm performance. Originality/value – This paper takes innovation as a mediating variable into the model and studies the intermediary role of innovation.

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Muslim, Erlinda, and Frinda Firania. "Designing The Human Resource Scorecard as a Performance Measurement of Human Resource." Jurnal Manajemen Teknologi 15, no. 1 (2016): 1–10. http://dx.doi.org/10.12695/jmt.2016.15.1.1.

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Rahman, Md Rifat, Md Mufidur Rahman, Athkia Subat, and Roksana Akter. "Human Resource Indicators and Bank Performance." Journal of Accounting, Business and Management (JABM) 31, no. 2 (2024): 85. https://doi.org/10.31966/jabminternational.v31i2.1141.

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Accelerated globalization and the thirst for economic emancipation of the people create demographic shifts from developing countries to developed countries. To assist policymakers in effective decision making regarding labor migration and economic growth, our paper explores the hidden dynamics between labor migration and economic growth in Bangladesh from 1988 to 2020. The study was developed based on the Auto Regressive Distributed Lag (ARDL) framework to capture long-run and short-run dynamics among the variables. To find the directional relationship, we also perform the Toda Yamamoto Causality test to find the short-run impact on the dependent variables. The existence of co-integration among the variables is demonstrated by the Bounds test result. The empirical results show the long and short-run positive significant relationship between international labor migration and exchange rate. However, Inflation and GDP growth do not have any significant impact on migrant laborers from Bangladesh to abroad. The causality approach indicates a unidirectional causality between labor migration and exchange rate, GDP growth, and exchange rate. This paper suggests that the devaluation of the local currency would be a possible way to boost labor in Bangladesh.

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Pulce, Ramona. "How to improve human resource performance." Nurse Leader 3, no. 3 (2005): 8–9. http://dx.doi.org/10.1016/j.mnl.2005.03.002.

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KALLEBERG, ARNE L., and JAMES W. MOODY. "Human Resource Management and Organizational Performance." American Behavioral Scientist 37, no. 7 (1994): 948–62. http://dx.doi.org/10.1177/0002764294037007007.

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Priyadharshini, S. K., T. J. Kamalanabhan, and R. Madhumathi. "Human resource management and firm performance." International Journal of Business Innovation and Research 9, no. 2 (2015): 229. http://dx.doi.org/10.1504/ijbir.2015.067917.

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Lam, Long W., and Louis P. White. "Human resource orientation and corporate performance." Human Resource Development Quarterly 9, no. 4 (1998): 351–64. http://dx.doi.org/10.1002/hrdq.3920090406.

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Khuay Guan Lionel, Lee, Sukhumpong Channuwong, and Kulpornpath Wongmajarapinya. "HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE." International Journal of Advanced Research 11, no. 05 (2023): 872–81. http://dx.doi.org/10.21474/ijar01/16940.

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Human resource management is one of the most important components to increase organizational performance. This is because human resources are the most valuable assets that can drive the organization to grow and prosper, and to be able to compete in the global market. This paper aimed to study the important components of human resource management and a linkage between human resource management and organizational performance based on the literature review. The results of the study showed that human resource management can help the organization to elicit and extract knowledge, skill, expertise, talent and competency of employees to work for the success and growth of the organization. Without effective human resource management, the organization cannot run its business to reach its goals and objectives. Therefore, each organization focuses on recruiting and selecting knowledgeable, skillful and competent employees and pay them with fair benefits and compensation to create their organizational commitment so that that they work to increase organizational performance. In addition, the organization should train unknowledgeable and unskillful employees to have more knowledge and skills required to work for the organization.

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Aris, Affandy Agusman. "Human Resource Assessment and Management." Formosa Journal of Multidisciplinary Research 3, no. 1 (2024): 245–54. http://dx.doi.org/10.55927/fjmr.v3i1.7959.

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Carrying out performance assessments on employees and executives is very important because it can have an impact on improving the performance concerned. This increase in performance will automatically have an impact on improving organizational performance. In this case, the role of Human Resource Management is very strategic in creating value that is difficult for competitors to imitate, namely, the value of human resources which is realized in an intangible activity, this value is a response from superiors, subordinates, and the surrounding environment which is equivalent to that in shoulder. Through 360-degree assessment, you can create an effective feedback process on employee and manager performance. By assessing performance, goals focused on improving quality can be better observed. Therefore, such an assessment can support the achievement of competitive advantage.

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Nelson, Bruce, and Paul K. Chapman. "Trouble on Board: The Plight of International Seafarers." Industrial and Labor Relations Review 46, no. 4 (1993): 718. http://dx.doi.org/10.2307/2524314.

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Zhang, Wenjun, Xiangkun Meng, Xue Yang, Hongguang Lyu, Xiang-Yu Zhou, and Qingwu Wang. "A Practical Risk-Based Model for Early Warning of Seafarer Errors Using Integrated Bayesian Network and SPAR-H." International Journal of Environmental Research and Public Health 19, no. 16 (2022): 10271. http://dx.doi.org/10.3390/ijerph191610271.

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Unsafe crew acts (UCAs) related to human errors are the main contributors to maritime accidents. The prediction of unsafe crew acts will provide an early warning for maritime accidents, which is significant to shipping companies. However, there exist gaps between the prediction models developed by researchers and those adopted by practitioners in human risk analysis (HRA) of the maritime industry. In addition, most research regarding human factors of maritime safety has concentrated on hazard identification or accident analysis, but not on early warning of UCAs. This paper proposes a Bayesian network (BN) version of the Standardized Plant Analysis Risk–Human Reliability Analysis (SPAR-H) method to predict the probability of seafarers’ unsafe acts. After the identification of performance-shaping factors (PSFs) that influence seafarers’ unsafe acts during navigation, the developed prediction model, which integrates the practicability of SPAR-H and the forward and backward inference functions of BN, is adopted to evaluate the probabilistic risk of unsafe acts and PSFs. The model can also be used when the available information is insufficient. Case studies demonstrate the practicability of the model in quantitatively predicting unsafe crew acts. The method allows evaluating whether a seafarer is capable of fulfilling their responsibility and providing an early warning for decision-makers, thereby avoiding human errors and sequentially preventing maritime accidents. The method can also be considered as a starting point for applying the efforts of HRA researchers to the real world for practitioners.

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Liu, Wei, Xu Liu, Yuan Hu, et al. "Fall Detection for Shipboard Seafarers Based on Optimized BlazePose and LSTM." Sensors 22, no. 14 (2022): 5449. http://dx.doi.org/10.3390/s22145449.

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Aiming to avoid personal injury caused by the failure of timely medical assistance following a fall by seafarer members working on ships, research on the detection of seafarer’s falls and timely warnings to safety officers can reduce the loss and severe consequences of falls to seafarers. To improve the detection accuracy and real-time performance of the seafarer fall detection algorithm, a seafarer fall detection algorithm based on BlazePose–LSTM is proposed. This algorithm can automatically extract the human body key point information from the video image obtained by the vision sensor, analyze its internal data correlation characteristics, and realize the process from RGB camera image processing to seafarer fall detection. This fall detection algorithm extracts the human body key point information through the optimized BlazePose human body key point information extraction network. In this section, a new method for human bounding-box acquisition is proposed. In this study, a head detector based on the Vitruvian theory was used to replace the pre-trained SSD body detector in the BlazePose preheating module. Simultaneously, an offset vector is proposed to update the bounding box obtained. This method can reduce the frequency of repeated use of the head detection module. The algorithm then uses the long short-term memory neural network to detect seafarer falls. After extracting fall and related behavior data from the URFall public data set and FDD public data set to enrich the self-made data set, the experimental results show that the algorithm can achieve 100% accuracy and 98.5% specificity for the seafarer’s falling behavior, indicating that the algorithm has reasonable practicability and strong generalization ability. The detection frame rate can reach 29 fps on a CPU, which can meet the effect of real-time detection. The proposed method can be deployed on common vision sensors.

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Mathew, Anita T. "Human Resource Occupation." Global Business Review 13, no. 1 (2012): 69–88. http://dx.doi.org/10.1177/097215091101300105.

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This article highlights the need for newer competencies required in human resource (HR) occupation, and the perception of organizational leaders and HR managers of these competencies on firm performance. The article tries to emphasize that an average functional depth of HR would not suffice and that there is the need to acquire newer skill-sets and technologies to keep pace with the changing socio-economic environment. The article critically analyzes an empirical study conducted in select 124 organizations cross sector with 303 HR heads/HR representatives and 327 line heads/non-HR respondents in India to deconstruct the competencies in the HR occupation in India.

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Zahroh, Fatimatus, Cindy Safvitri, and Ismail Iriani. "Human Resource Development Human Resource Management to Increase Job Satisfaction." Indonesian Journal of Contemporary Multidisciplinary Research 3, no. 1 (2024): 197–210. http://dx.doi.org/10.55927/modern.v3i1.7321.

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This research aims to determine human resource management to increase job satisfaction with the performance of public works employees at PT Anima Tour & Travel Umrah, Surabaya Regency. This research is quantitative research because the approach used is for research proposals, processes, going to the field, company interviews, data conclusions and the content of the interviews. The subjects of this research were public works employees at PT Anima Tour & Travel, Surabaya City. This company has a branch and its head is located in Gresik. This research is all employees at PT Anima Tour & Travel in the city of Surabaya, numbering quite a lot of employees, more than 10 employees, showing that job satisfaction does not have an effect on employee work

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Richman, Nicole. "Human Resource Management and Human Resource Development: Evolution and Contributions." Creighton Journal of Interdisciplinary Leadership 1, no. 2 (2015): 120. http://dx.doi.org/10.17062/cjil.v1i2.19.

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<p>Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD activities reveals that environmental, social, and political influences have escalated the need for organizations to focus employee development in the areas of flexibility, innovation, and capability. The following review illustrates the importance of HRM and HRD to organizational leadership. Furthermore, the research examined builds a close association betwee HPO and the skills transferred through an effective collaboration of HRM and HRD activities.</p><div> </div>

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Ravi, Kumar. "Impact of High-Performance Human Resource Practices On Organisational Learning." International Journal of Academic Research in Business, Arts & Science ( IJARBAS.COM ) 1, no. 1 (2019): 95–109. https://doi.org/10.5281/zenodo.3364051.

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This study provides a theoretical framework illustrating the impact of innovative human resource practices on organisational learning. Reviewed literature explores that the high performance human resource practices positively influence organisational learning. Different high performance human resource practices related with organisational learning. High performance human resource practices include a) training b) performance-management c) performance-appraisal d) performance-based compensation e) empowerment f) competency development.This study provides a theoretical framework illustrating the impact of innovative human resource practices on organisational learning. Reviewed literature explores that the high performance human resource practices positively influence organisational learning. Different high performance human resource practices related with organisational learning. High performance human resource practices include a) training b) performance-management c) performance-appraisal d) performance-based compensation e) empowerment f) competency development.

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Ralević, Predrag V. "Increasing organizational performance by human resource management." Tehnicki vjesnik - Technical Gazette 22, no. 2 (2015): 263–69. http://dx.doi.org/10.17559/tv-20130905124436.

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Saxena, Aseem. "Human Resource Management Practices on Teachers Performance." Journal of Advances and Scholarly Researches in Allied Education 15, no. 4 (2018): 17–20. http://dx.doi.org/10.29070/15/57126.

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Wang, Xiao. "Strategic Human Resource Management and Corporate Performance." Modern Economy 10, no. 01 (2019): 311–33. http://dx.doi.org/10.4236/me.2019.101021.

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Abdul Ghani Azmi, Ilhaamie. "Islamic human resource practices and organizational performance." Journal of Islamic Accounting and Business Research 6, no. 1 (2015): 2–18. http://dx.doi.org/10.1108/jiabr-02-2012-0010.

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Purpose – This paper aims to assess the relationship between Islamic human resource practices and organizational performance. Design/methodology/approach – The simple random technique on 300 Islamic organizations in Malaysia was used. In all, 120 completed questionnaires were returned, but only 114 were usable. Findings – There are some positive and significant relationships between Islamic human resource practices and organizational performance. Basically, there is only one Islamic human resource practice, namely, training and development practice, that is positively and significantly related to organizational performance. Research limitations/implications – This study is only limited to the Islamic organizations that are implementing Islamic human resource practices in total. Thus, the findings could only be generalized to this type of institution. Practical implications – Thus, the Islamic organizations should emphasize on this practice to obtain higher organizational performance. Social implications – Islamic human resource practices emphasize on the instillation of Islamic values in the practices that are universal in this world. Thus, through its implementation, the betterment of the society will be obtained in terms of psychology, moral and spiritual aspects. Cooperation, teamwork and harmony could also be steadfast not only in the organizations but also in the society. Originality/value – There are few studies done on finding the relationship of Islamic human resource practices and organizational performance. Thus, this paper provides some empirical findings on this matter.

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Prowse, Peter, and Julie Prowse. "Whatever happened to human resource management performance?" International Journal of Productivity and Performance Management 59, no. 2 (2010): 145–62. http://dx.doi.org/10.1108/17410401011014230.

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Raj Adhikari, Dev. "Human resource development (HRD) for performance management." International Journal of Productivity and Performance Management 59, no. 4 (2010): 306–24. http://dx.doi.org/10.1108/17410401011038883.

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Bryson, Alex, Lucy Stokes, and David Wilkinson. "Can Human Resource Management Improve Schools' Performance?" LABOUR 34, no. 4 (2020): 427–40. http://dx.doi.org/10.1111/labr.12178.

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Creelman, James. "Pay and performance drive human resource agendas." Management Development Review 8, no. 3 (1995): 6–9. http://dx.doi.org/10.1108/09622519510771843.

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Berman, Evan M., Jonathan P. West, and Xiaohu Wang. "Using Performance Measurement in Human Resource Management." Review of Public Personnel Administration 19, no. 2 (1999): 5–17. http://dx.doi.org/10.1177/0734371x9901900202.

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Wijaya, Muhammad Adhimawan, Dewi Hudiyah, Nova Laura Putri Marbun, and Nurul Fitri Azzahra. "Human Resource Management Practices and Academics’ Performance." Agregat: Jurnal Ekonomi dan Bisnis 7, no. 2 (2024): 101–16. http://dx.doi.org/10.22236/agregat_vol7.i2/12941.

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The aim of this study was to investigate the effect of human resource management practices on the job satisfaction of academics in higher education institutions. Furthermore, there were 129 academics from several higher education institutions in West Java involved as participants in this study. The research instrument consisted of 30 items to assess human resource management practices and three items to assess job satisfaction. Additionally, SPSS 29.0 was used for data analysis. Based on the results of this study, there was a significant and positive association between job satisfaction and human resource management practices, including recruitment, selection, training and development, performance appraisal, rewards, recognition, and promotion prospects. The findings and statistical analysis of this study highlighted the effect of human resource management practices on the job satisfaction of academics in higher education institutions. In addition, it was expected that the novelty of this study would provide a significant contribution to human resource management practices and the current situation of job satisfaction in Indonesian higher education institutions, particularly in the public sector.

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Gahlawat, Neha, and Subhash C. Kundu. "Progressive human resource management and firm performance." International Journal of Organizational Analysis 27, no. 3 (2019): 471–93. http://dx.doi.org/10.1108/ijoa-05-2017-1159.

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Purpose This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.

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Roos, G., Lisa Fernström, and S. Pike. "Human resource management and business performance measurement." Measuring Business Excellence 8, no. 1 (2004): 28–37. http://dx.doi.org/10.1108/13683040410524711.

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Journal articles on the topic 'Seafarers performance human resource'

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