Human Resource Management - Science topic

"agility" in human resources management pertains to the overall organizational ability to navigate change and uncertainty, while "agile" human resources management refers to the specific application of agile principles and methodologies within HR functions. Both concepts are relevant in the context of modern HR practices, as organizations seek to become more adaptable, responsive, and innovative in managing their human capital.

si claro

Esse nome não continuará.

Inteligência só orgânica, só do cérebro (máquina não tem inteligência)

Artificial não é, é criação de N pesquisadores, criação humana

The field of Human Resource Management (HRM) has witnessed significant advancements with the integration of Artificial Intelligence (AI). AI has revolutionized various aspects of HRM, including recruitment, training, performance evaluation, and employee engagement. However, one crucial question remains: Is there a generalized measurement scale available to assess the adoption of HRM-AI collaboration in delivering customized HRM practices? This response argues that while there is no standardized measurement scale yet, researchers have made progress in developing frameworks to evaluate this collaboration.

To begin with, the integration of AI in HRM has led to the customization of practices based on individual employee needs and preferences. This customization can enhance employee satisfaction and productivity. However, measuring the effectiveness and success of such customized practices requires a standardized measurement scale. Currently, there is no universally accepted measurement scale due to the complexity and novelty of this collaboration.

Nevertheless, researchers have made significant strides in developing frameworks that can be used as a starting point for evaluating HRM-AI collaboration. For instance, studies by authors like Wang et al. (2020) propose frameworks that consider factors such as technology acceptance, perceived usefulness, ease of use, and user satisfaction when assessing AI-based HRM systems. These frameworks provide valuable insights into understanding employees' perceptions towards AI-enabled customized HR practices.

Moreover, some organizations have developed their own measurement scales tailored to their specific needs. While these scales may not be generalized across industries or organizations due to their context-specific nature, they serve as valuable examples for other organizations looking to measure the adoption and effectiveness of their own customized HR practices facilitated by AI.

It is important to note that developing a generalized measurement scale for adoption HRM-AI collaboration is challenging due to various reasons. Firstly, different organizations may have different levels of technological infrastructure or resources available for implementing AI-based HRM systems. Secondly, the nature of HR practices may vary across industries, making it difficult to create a one-size-fits-all measurement scale. Lastly, the rapid pace of technological advancements in AI requires continuous updates and modifications to any measurement scale developed.

In conclusion, while there is no standardized measurement scale available yet for assessing the adoption of HRM-AI collaboration in delivering customized HRM practices, researchers have made progress in developing frameworks that can serve as a starting point. These frameworks consider factors such as technology acceptance and user satisfaction. Additionally, some organizations have developed their own context-specific measurement scales. Moving forward, it is crucial for researchers and practitioners to collaborate further to develop a generalized measurement scale that can effectively evaluate the adoption of HRM-AI collaboration across different industries and organizations.

Reference:

Wang, D., Liang, T.-P., & Turban, E. (2020). The impact of AI on future jobs and skills: A taxonomy of job AI readiness. Journal of Management Information Systems, 37(4), 1017-1049.

Certainly, researchers can focus their research perspective on Industry 5.0 (sometimes referred to as Industry 5.0 or Industrial Revolution 5.0) and consider Pakistan for its adoption and implementation. Industry 5.0 is the next phase in the evolution of industries and manufacturing, building upon the foundations of Industry 4.0. It emphasizes human-robot collaboration and seeks to harmonize human skills with advanced automation and robotics.

Implementing ethical Human Resource Management (HRM) practices in Bangladesh, like in many other countries, can be challenging due to various cultural, economic, and organizational factors. Here are some of the challenges or barriers that organizations in Bangladesh may face when trying to implement ethical HRM practices, along with strategies to overcome them:

Overcoming these challenges requires a combination of legal compliance, cultural sensitivity, employee education, and strong leadership commitment. Organizations should continuously assess and adapt their HRM practices to align with evolving ethical standards and the specific needs of their workforce in Bangladesh.

We look forward to your contribution!

Thank you, Faheem Uddin Syed for your suggestion. But my data is not facing any such issue.

I am interested .kindly mail me the details.nagajothi@tnfu.ac.in

AI does not accommodate one on one interaction during recruitment process, this does not allow the employ to test or know the attitude, temperament and confidence of the recruited employee.

Yes, there are changes to the world of work, such as.

Remote work, health and safety protocols, employee well-being and talent management. These changes have affected the human resource management (HRM)

Qualitative designs are helpful for exploring dynamic and complex phenomena that is difficult to measured.

For instance, to examine effects of COVID-19 on HRM. focused on the experience and perceptions of individuals or groups who have faced COVID-19 challenges in their HMR examples managers, employees or customers, these qualitative designs can give rich insights into the challenges and opportunities created for HRM during COVID.

open access journals accept upto 12000 words for review articles. Which quarter scopus index journal you are looking for?

When doing research in any field it is better to start with systematic literature reviews, it will give you a deep insight to the actual state of knowledge in the field, provide you with many research gaps and the good thing is that it includes -most of the time- future research agendas: different theoretical frameworks to use, needed research methodologies and contexts.

As for HMR and employee well-being, what is noticed is that mental health has become a very important and it is rising many growing concerns, especially after the Covid-19 pandemic; so, what is most discussed in HMR is psychological well-being (or psychological Wellness): employee resilience, social anxiety, psychological safety, burnout ... related to

job satisfaction, performance, turnover, organizational dehumanization, sabotage behaviors, work environment, workload, and work-life balance….

Ps: Human capital theory as suggested by sir Ömer Özbey could be a good theoretical framework to such studies.

All the best

Ethical leadership, organizational culture, and ethical behavior in HRM practices are deeply interconnected. Ethical leaders within HRM set the tone and shape the organizational culture by exemplifying ethical conduct and establishing clear expectations. The culture, in turn, reinforces ethical behavior by promoting integrity, transparency, and accountability. Ethical leaders serve as role models, inspiring employees to emulate their behavior. The culture supports ethical decision-making by providing a supportive environment for discussions and guidance on ethical dilemmas. Ethical behavior within HRM practices strengthens the organizational reputation and enhances employee engagement. Ultimately, ethical leadership and a strong ethical culture create a virtuous cycle that fosters ethical behavior and shapes HRM practices in a positive and ethical manner.

Ethical leadership plays a crucial role in shaping the ethical behavior of employees within HRM (Human Resource Management) practices in Bangladesh, as it does in any other context. Here's how ethical leadership influences ethical behavior within HRM practices, with a specific focus on Bangladesh:

Hello Mojgan Vafadar

On your research topic of drug addiction and the role of human resource management, are you referring to:

The HR management role of benefits administration offered by an employer? Or the HR management role of risk mitigation in a workplace scenario?

HR benefits administration would encompass everything from approved unpaid time off to deal with physical symptoms, to paid time off for recovery, shorth-term insurance that would pay a portion of lost wages, health insurance benefits that may cover treatment for addictions, to employee resource groups within the organization.

Whereas HR management of risk would cover drug and alcohol policies and guidelines for supervisors to mitigate risk.

In the vast ocean of scholarly research, where ideas ebb and flow, there are several prestigious peer-reviewed journals that serve as guiding stars in the realms of Management, HRM, Marketing, and the Fisheries industry. These journals act as beacons of knowledge, illuminating the minds of researchers and practitioners alike. In the realm of Management, one can look to the revered Academy of Management Journal, which provides a platform for rigorous inquiry and insightful discoveries. For HRM enthusiasts, the Journal of Applied Psychology emerges as a fortress of wisdom, exploring the intricacies of human behavior and organizational dynamics. Marketing mavens set their sights on the Journal of Marketing, a bastion of innovation, uncovering the ever-evolving strategies and consumer insights. As for the Fisheries industry, the esteemed Fish and Fisheries journal serves as a lighthouse, shedding light on the sustainable management of aquatic resources and the delicate balance between ecological preservation and economic growth. These peer-reviewed journals, like constellations in the scholarly sky, not only elevate the academic discourse but also inspire the pursuit of knowledge, leading researchers and professionals towards new horizons and uncharted waters.

A methodological gap refers to a deficiency or inadequacy in the research methods or approach used in a particular study or field. Identifying a methodological gap involves recognizing a limitation or area for improvement in the methodology employed. Here are some steps to help you identify a methodological gap:

You may refere my research papers. I wrote research papers on job satisfaction, job involvement and organizational commitment.

ممكن تبعتي الرابط؟

Your point of view is so great, and the relevant points are things that I haven't thought deeply about before, thank you very much.

I hope the following attachment will be of use to you

Conflicts within a team can arise for many reasons, some of the most common reasons are:

Differences in Opinion or Perspective: Team members may have different ideas or perspectives on how to approach a task or project. This can result in disagreements, which if not managed properly, can escalate into conflicts.

Personalities and Communication Styles: People have different personalities and communication styles, and this can lead to conflicts when individuals struggle to understand or work effectively with each other.

Competition for Resources: In a team setting, resources such as time, budget, and recognition are often limited. This can lead to competition between team members, which can result in conflicts over how these resources are allocated or used.

Power Struggles: Conflicts can arise when team members have different levels of power, status, or influence within the team. This can lead to disagreements over decision-making, delegation of responsibilities, and other aspects of team dynamics.

It's important for organizations to identify and address the root causes of conflicts within teams to ensure that they don't escalate and negatively impact team performance and morale. HR professionals play a critical role in managing these conflicts and finding mutually acceptable solutions.

Hi there, Dinesh! I would like to collaborate. I just sent a position paper about interdisciplinary approach in OD/HRM in relationship with wellbeing.

Dear Omar, You might find it helpful to read the following article, which specifically discusses HRM in a project management setting: Huemann, M., Keegan, A. and Turner, R.J. (2007), “Human resource management in the project-oriented company: a review”, International Journal of Project Management, Vol. 25 No. 3, pp. 315-323. Also, I set out to contrast corporate HRM with project-specific HRM in my own paper: David Shaw, (2017) "Managing people and learning in organisational change projects", Journal of Organizational Change Management, Vol. 30 Issue: 6, pp.923-935, https://doi.org/10.1108/ JOCM-11-2016-0253. Best regards, David

Good questionnaire. Good Luck

International Journal of Management Research and Emerging Science

This journal is recognized by Higher education commission of Pakistan and a quarterly free publishing journal.

I have found another one: Ability, Motivation, and Opportunity framework. Can you especially share those related to work design, employee related, and organizational factors related?

There are several software options available for HRM PCR primer design, each with its own unique features and capabilities. Some of the most popular and widely used software for HRM PCR primer design include:

Ultimately, the best software for HRM PCR primer design will depend on your specific needs and the features that you require. It is recommended to try different software and compare the results to find.

Dear Ahmed M. Asfahani,

Yes, I am interested in international research and scientific cooperation and in joint publishing. In the issue of human resource management, a lot may have changed in companies and enterprises where the SARS-CoV-2 (Covid-19) coronavirus pandemic changed the mode of stationary work to remote work via the Internet or hybrid. This was due to the quarantine and lockdown periods imposed on companies and businesses operating in specific industries and sectors during the pandemic. During the pandemic, in many companies, work previously provided exclusively by employees in a stationary mode was converted to a remote mode. In some companies, this was a new mode of work, which also resulted in the application of new personnel management solutions. ICT and Internet information technologies proved to be helpful in this regard, including web-based videoconferencing platforms, cloud computing, intranet systems supplemented by web-based applications allowing remote communication with employees doing work outside the company, such as from home. This situation has necessitated in some companies the use of a management style within a distributed, virtual organization, etc. However, this kind of remote management model can be applied not for all kinds of professions, occupations and professional activities. This kind of management model is adequate for freelance professionals, creators, contractors of project work, task work, including, but not limited to, IT specialists, analysts, contractors of orders and works involving the development of works, in which the key issue is self-discipline, commitment, creativity, innovation, etc. of the independent worker. On the other hand, this kind of remote personnel management model is not suitable for manufacturing enterprises, where the key sphere of economic activity is the production of products carried out on the basis of a complex production process carried out on machines located on the factory floor of the enterprise. In this type of business entities during economic crises, often the technological processes of production are improved, innovations of production logistics are applied, the level of objectification of labor is increased, new information technologies of ICT and Industry 4.0 and others are implemented, thanks to which the issue of profitability of production processes and quality of manufactured products is improved. As a result, personnel management styles may also change. In typical technology companies, a particularly important issue of human resources management is the activation of employee innovation through the use of an appropriate system of financial and non-financial motivation of employees. The increased importance of activating innovation, improving the logistics of manufacturing processes, using new information technologies to improve the management of the company has appeared in such management styles as Kaizen, Kanban and Poke-Yoke, for example. On the other hand, ICT information technologies have made it possible to increase the use of outsourcing and specialization of cooperating cooperators.

Best regards,

Dariusz Prokopowicz

If it has been working normally for a long time, and in the end it has errors, it may be due to hard drives, or others, if it reinstalls and continues the same, you have to resort to software support or a specialist who analyzes and can solve it, `because it is of investigative experimentation work

Most organizations follow green human resource management practices in the global context. Assessing and investigating on green HRM practices which are being practiced will contribute significantly to the HRM field academically and practically.

Hello. Usually, it is up to the journal you want to deal with to control that percentage. I have sent to journals accepting 15% and less. But also, dealing with journals asking for 5%. It is strange that only the mention of the words will raise the similarity so much in your case!!

Would be great to see the results

Employee Engagement

I think they are related. I would support sustainable HRM. I feel that digital technologies can make HRM sustainable by cutting costs, saving time and increasing productivity.

The 5 P Model of Schuler(1992) explains how an organization collaborates with 5Ps by looking into internal and external environmental characteristics to obtain its strategic goals which in turn leads to achieving organizational objectives.

Hi Ska,

It is my pleasure if I can be of any help, I am posting some recent journal paper links covering your research interest that can help you to broaden your vision, brainstorm, select and elaborate the keywords, shorten the list of potential research proposals, finally making the choice to what your topic might be, please let me know my explanation is all clear for you. good luck.

Best wishes,

Sofiane

NB: Try to narrow your research scope by focusing on potential research gaps form recent publications , this will give you a cutting edge to nail your proposal. Additionally, conduct a literature review this will help you a lot.

1. Artificial intelligence–challenges and opportunities for international HRM: a review and research agenda

P Budhwar, A Malik, MTT De Silva… - … International Journal of …, 2022 - Taylor & Francis

2. [HTML] Artificial intelligence and human workers interaction at team level: a conceptual assessment of the challenges and potential HRM strategies

A Arslan, C Cooper, Z Khan, I Golgeci… - International Journal of …, 2021 - emerald.com

3. Artificial intelligence strategy, creativity-oriented HRM and knowledge-sharing quality: empirical analysis of individual and organisational performance of AI …

RAA Younis, HM Adel - Proceedings of The British Academy of …, 2020 - academia.edu

4. Correlation between entrepreneurial orientation and implementation of AI in human resources management (HRM)

R Baldegger, M Caon, K Sadiku - 2020 - arodes.hes-so.ch

Have you ever observed children? Why do the youngest children lie (like when they are just able to speak)? Young children are not taught to lie, so how do they know how to be untruthful, this complex, thoughtful, idea of not telling the truth even when asked to? They are obviously concerned about getting into trouble, displeasing the authority figure (intrinsic motivations)? This comes to mind when I read your query. So when parents find these lies cute (smile, laughing), or endearing are parents not encouraging the behaviors and thus, the lies continue. Parents then raise a child that lies, a teen that lies, etc. We know that lying is wrong. Why do adults lie, to ourselves and to each other? Even the smallest of fibs and encourage it at the youngest age? I realize your question is about adults, but we have a society that is less than honest about what they want, have helicopter parents to solve problems, and have a significant rise in undiagnosed mental illness. Of the three basic needs of self determination theory, what are parents/guardians missing in raising a resilient workforce?

Hi,

There might be some constructs which can be applied universally. Regarding the contextual, geography specific nature of constructs, it depends on the domain and research problem and research area.

I have developed the scale for project success in Indian context.

Yes, Item generation is among the crucial stage in scale development since identification of wrong items can result in an ill fitted scale. Interview is NOT the only approach to generate the items. Again it depends on the research problem. If you are attempting a research problem for which there is no previous theory (i.e. you are aiming for theory generation or theoretical framework generation) then you can go for qualitative interviews since they have the potential to generate insights and concepts and expand our understanding.

However, since you mentioned that constructs are manifesting differently in different cultures, it seems that theory already exists and you are attempting the research problem in a different context. For this, the best way is to have extensive review of literature to collect the scale items and their latent dimensions. From this pool of items you can short-list the constructs and related scale items after realignment and removing highly similar items to start with the process of scale development in your contextual settings. For scale development procedure you can refer DeVellis (2013) and Boateng, et al., (2018).

Virender Kumar

:The following article can be of benefit for you in this field

- Ridhi Sharma and Neha Gupta (2015) Green HRM: An Innovative Approach to Environmental Sustainability, proceedings of Twelfth AIMS International Conference on Management at Indian Institute of Management Kozhikode.

What is HRM analysis?

High Resolution Melting (HRM) analysis is a relatively new, post-PCR analysis method used to identify variations in nucleic acid sequences. The method is based on detecting small differences in PCR melting (dissociation) curves.

Antes de comenzar deberías tener claro si el trabajo es puramente descriptivo o debes hacer algún análisis crítico - propositivo, pues no es lo mismo analizar un problema y sus posibles aristas, que describir solamente cómo funcionan los procesos. ¿Qué es lo que realmente te están demandando?

En cualquier caso, hay un tema que desde mi punto de vista puede articular todos los procesos clave dentro de los Recursos Humanos, este es: las competencias laborales. A partir de ahí puedes analizar los procesos de reclutamiento y selección, la formación, capacitación y desarrollo, la evaluación del desempeño, la motivación, la participación, la relaciones, etc.

Este sería como un eje articulador de todos los procesos en favor del hombre, de la gestión del talento, que es el recurso fundamental de las empresas, que las hacen valiosas y diferentes.

¿Has tenido en cuenta esta perspectiva?

espero te sea interesante

Hi Ingy! This is the best journal from Spain and it is Open Access: Revista Psicología del Trabajo y las Organizaciones (copmadrid.org)

Kindly visit..

Dear Mr. Basher!

I did search for YOU resources you might find of value:

1) Murillo-Zamorano, L.R., López Sánchez, J.Á., Godoy-Caballero, A.L. et al. Gamification and active learning in higher education: is it possible to match digital society, academia and students' interests?. Int J Educ Technol High Educ 18, 15 (2021). https://doi.org/10.1186/s41239-021-00249-y Open access:

2) Kruskopf, M., Ketonen, E.E. & Mattlin, M. Playing out diplomacy: gamified realization of future skills and discipline-specific theory. Eur Polit Sci 20, 698–722 (2021). https://doi.org/10.1057/s41304-020-00305-7, Available at:'

3) M. Mahruf C. Shohel et al. 2022. Game-Based Teaching and Learning in Higher Education: Challenges and Prospects, Source:

Carol-Ann Lane (University of Toronto, Canada) 2022. Handbook of Research on Acquiring 21st Century Literacy Skills Through Game-Based Learning (2 Volumes) -, DOI: 10.4018/978-1-7998-7271-9, Available at:

Yours sincerely, Bulcsu Szekely

So what areas of HR interest you- you must have expertise in some of them? What does the research in the area suggest might be emerging gaps in what we know? How might those gaps be filled? Alternatively can we problematise existing work to show that it does not adequately charactetise the field - so we can devise research to reconfigure the gap. It's much more fun if you spot the gap yourself - all you do is incrementally build on existing work, it could be downgraded to MPhil.

Kindly visit ..

I agree with Dr Patcha Bhujanga Rao As artificial intelligence has become the order of the day and is being discussed widely, in the present scenario, it will be relevant to compare Employee engagement in the wake of artificial intelligence

Sachini Thisara Jayamali There are a number of challenges in HRM in organizations. However apart from what others have already cited the challenges posed by career plateaus have worked against good HRM practices and especially relationship management.

Mosharop Hossian Thank you for your response, I will look into it in detail.

Federico Del Giorgio Solfa can you share with me the issues they are facing now regarding International Human Resources management

Hello, Yes if you provide the area of your study i.e. what is the topic and possibly the variables in question

Dear Dr. Masood Ahmed ,

Visionary leadershipin Covid-19 is essential for the development of a Company and the motivation of its employees. Keeping these factors clear, here are some questions you can include in an Engagement assessment to find out how "your team" is doing:

Labor Clarity:

Do you know what your role is in the company?

Do you know how your work impacts the company?

Do you consider that you have the necessary skills to do your job in the best possible way?

Quality of Labor Relations:

Is there trust and respect within your team?

Do they share and teach knowledge within your team?

Does your team help you complete your work?

Leadership Quality:

Does your boss give you feedback, telling you what you do well and how to improve?

Does your boss worry about balancing your workload so that your work doesn't interfere with your personal life?

Does your boss treat you with respect?

Please see this links:

The above are old lits though but details comprehensively traits of visionary leaders pre-covid.

Also see bluecolar leadership on Linkedin.

Hope it helps.

Hi Ulrich magnet.

In my lab, we are using MeltDoctor HRM MM from Thermo Fisher Scientific for HRM genotyping in oil palm.

Para garantizar la formación de estudiantes en esas áreas debes garantizar la selección de recursos humanos con competencias relacionadas con estos objetivos. Así que la formación y desempeño debe estar ligado a los métodos utilizados para la enseñanza y los resultados obtenidos. Yo priorizaría la gestión del conocimiento como una competencia importante, así como la solución de problemas, el trabajo en equipo, el aprendizaje práctico (investigación, exploración, pensamiento crítico), todo relacionado con el mundo real y las situaciones que rodean a los maestros y estudiantes, para que sean capaces de innovar en el mundo real.

Los profesores deben ser capaces de convertir los errores en procesos de aprendizaje permitiendo el ensayo y error, lo cual debe estimular la creatividad y ser capaces de utilizar las herramientas que se tengan a mano.

Paralelamente el uso y dominio de plataformas digitales que puedan ayudar a desarrollar estas competencias en profesores y estudiantes son fundamentales para apoyar el desempeño de los RRHH y la estimulación de los que aprenden.

espero que les sirvan estas ideas

saludos cordiales

Daily

Possible changes in the applied practices of human resource management at universities during the SARS-CoV-2 (Covid-19) coronavirus pandemic mainly result from the increase in the scale of using modern ICT, Internet and Industry 4.0 information technologies to improve remote communication as part of remote didactic classes, i.e. online education in the e-learning formula and remote administration in some departments and departments of the university, remotely conducted scientific conferences, symposia, seminars, meetings of departments, meetings of research teams, etc. In order to improve Internet remote communication, Internet videoconferencing platforms are mainly used. All these changes and the increase in digitization and internationalization of remote communication processes are a significant factor in possible changes in the applied HR management practices at universities during a pandemic.

Best regards,

Dariusz Prokopowicz

Yes the avidity for the other 4 bases varies but there is a loss of specificity depending ,in part, on the number of Cs in the primer and it would be reasonable to regard the Is as Ns in the primer Robert Rekawiecki . Also, as an aside, if using I then it is good to use a polymerase that lacks proof reading ability

The publisher Edward Elgar will publish the "Handbook of Research on Artificial Intelligence in Human Resource Management".

Here is a brief description:

"The current handbook offers a first systematic introduction into the currently emerging intriguing research field of artificial intelligence in human resource management. Twenty chapters systematically elaborate on this new field of research. Readers get a structured introduction to the individual fields of AI relevant for HR. While (research on) Machine Learning in HR constitutes a focus, the handbook also systematically covers (research on) Knowledge Representation and Reasoning, Robotic Process Automation, Evolutionary Computing, Natural Language Processing, and Affective Computing in HR. Beyond, the handbook systematically introduces into normative issues by discussing the explainability, fairness, accountability, and legitimacy of AI in HR. Finally, also approaches of researching AI in HR and of employing AI in HR research are tackled. The structure of the handbook allows for selectively deepening chapters of individual interest or else or else gaining a comprehensive overview on AI in HR by step by step working through the chapters."

This handbook will systematically answer your question. You, however, need some patience since the publication date will be end of 2021 or even beiginning of 2022.

Best, Stefan Strohmeier

a. Home office culture

b. Changes in recruitment process

c. Online Induction

d. Changes in employee compensation

Sustainability

Very interesting question

Not in this year

@Rawil Possibly below tuitorial on YouTube would help your cause.

Dear Researcher, the following link may help you to get an overview of HRM practices.

(PDF) Employees' Perception of Recruitment and Selection Practices in Local Companies (researchgate.net)

(PDF) Graduate Students' Behavioral Intention of toward Social Entrepreneurship: Role of Social Vision, Innovativeness, Social Proactiveness, and Risk-Taking (researchgate.net)

Thanks!

Human resource management practices in public organizations cannot be understood without giving full recognition to the raison d'être of bureaucracies (that Mintzberg termed the "machine organization"). The machine organization (bureaucracy) is defined by its standardization. Work is very formalized, there are many routines and procedures, decision-making is centralized, and tasks are grouped by functional departments. Jobs are clearly defined; there is a formal planning process with budgets and audits and procedures are regularly analyzed for efficiency. There is a tight vertical structure, with functional lines that go all the way to the top, allowing top managers to maintain centralized control. The machine organization (bureaucracy) can be very efficient but relies heavily on economies of scope and scale for its success; however, formalization leads to specialization and functional units soon develop goals that can be inconsistent with overall corporate objectives; formalization can also come to the detriment of organizational health. The "problems" this query refers to (e.g., performance evaluation, efficiency measurement, strategic goals attainment) are intrinsically linked to the DNA of the machine organization (bureaucracy) and "resolving" or "perfecting" them, if it were at all possible, would only serve to whip the existing system harder.

Covid-19 has changed the scope of HR Practices worked before. A comparative study of HRM practices before and during Covid-19. This answer can be more appropriate in the current situation

Performance gap is concerned with the difference between the planned and the atcual performance. On the other hand Knowledge gap can be defined as the insufficient amount of knowledge about anything.

Anil Kumar Singh Great submission, I couldn't agree less to your assertion but with time Africa will get there. The current improvement in the applicability of HRA is worth commending. Time is all we need as HRM practitioners in Africa.

Zubair Nawaz thank you so much. I will search it out.