Science topic
Human Resource Management - Science topic
Explore the latest questions and answers in Human Resource Management, and find Human Resource Management experts.
Questions related to Human Resource Management
Need suggestions for reputable journals in the area of HRM and business management. Even , list of international peer-reviewed which is open access and listed in Europe or America.
By previously publishing your research, what are the best scientific journals in the field of business administration, human resources management, or entrepreneurship, so that they are classified as Q1 or Q2, taking into account:
1- Decrease in publishing fees
2- Flexibility in dealing
3- Speed of publishing procedures
4- Reduced probability of the magazine falling out of the Q1 or Q2 rating
The introduction of artificial intelligence transformed the job market into a scenario that generates both positive and negative feelings among workers. AI offers inevitable advantages to productivity and economic expansion but its deployment causes equivalent legitimate worries regarding long-lasting employment elimination and lowered wages together with increasing inequalities. This research review analyzes new research findings to analyze various AI employment effects plus it reveals immediate position reductions and future business adjustments. Research examines how employment changes affect overall economics and describes how employers should intervene and how workers respond at the individual level. The research framework defined by present-day scholarship adopts extensive knowledge foundation to show both advantages and difficulties of AI systems that serve operational tools for building ethical workplaces that fuel worker development and fairness.
I. The Macroeconomic Impact of AI on Employment
The introduction of AI into the economy is expected to have broad macroeconomic ramifications, influencing employment levels, wage structures, and overall economic growth. The impact of AI on employment is not uniform. Some sectors and skill levels are likely to experience more significant changes than others.
One crucial aspect to consider is the effect of AI on job creation and destruction. Studies using agent-based modeling (ABM) offer valuable insights into this complex interplay [6]. ABMs simulate the interactions of individual, business, and governmental agents, allowing researchers to forecast AI's impact on societal frameworks. These models can track trends in AI adoption, employment shifts, and regulatory responses, providing valuable insights for policymakers. The long-term implications and ethical considerations of AI's societal effects can be further explored using ABMs [6].
However, the macroeconomic effects of AI are not uniform across all regions and economies. A comparative analysis of India and the United States reveals significant structural differences in labor markets [9]. The study focuses on skill-based employment and wage distributions, alongside automation risks and AI preparedness. The analysis shows that developing economies like India face a "double vulnerability" – a concentration of employment in low-skill occupations and jobs with higher automation potential [9]. This highlights the need for tailored policy interventions to address the diverse impacts of AI across different stages of economic development [9].
Active labor market policies (ALMP) play a critical role in mitigating the negative consequences of technological change and facilitating workforce adaptation. Research evaluating the macroeconomic effects of ALMP in Germany provides valuable insights into the effectiveness of different policy instruments [8]. Using a novel instrumental variables approach, the study finds that wage subsidies can increase the share of workers in unsubsidized employment while lowering long-term unemployment and welfare dependency [8]. These findings underscore the importance of well-designed ALMPs in navigating the challenges posed by AI and promoting a more inclusive labor market [8].
II. Short-Term Disruptions and Sectoral Impacts
The immediate effects of AI on employment are often characterized by sectoral disruptions and shifts in skill demand. Some industries are more susceptible to automation than others, leading to job displacement and the need for workforce retraining.
The impact of external factors, such as natural disasters, can further complicate the employment landscape. Research on the short-term impacts of hurricanes on US employment reveals the vulnerability of certain sectors to external shocks [7]. The study analyzes employment changes at the county level, highlighting potential losses in hospitality and leisure industries after extreme storms [7]. While the overall changes may seem small due to compensation among sectors, large concentrated losses can occur [7]. This underscores the importance of considering external factors when assessing the immediate impacts of AI and developing targeted support for affected workers [7].
The introduction of the minimum wage can also interact with the effects of AI, particularly in low-wage sectors. Research on the long-term effects of the minimum wage in Germany, conducted after its introduction in 2015, provides valuable empirical evidence [4]. The study indicates a small negative effect on dependent employment, with the effects being more pronounced in regions that were highly affected by the minimum wage in 2015 and 2019 [4]. This suggests that the minimum wage may amplify the negative employment effects of AI, especially in low-wage regions and sectors undergoing automation [4].
III. Long-Term Transformations and the Future of Work
Beyond the immediate disruptions, AI is poised to fundamentally reshape the nature of work in the long term. This section explores the potential for new job creation, the evolution of required skills, and the changing dynamics of the employer-employee relationship.
One area of change is the rise of online labor markets and the gig economy. These platforms provide workers with direct access to buyers in rich countries, potentially improving human welfare [10]. However, concerns about exploitation and unfair labor practices persist. Research examining worker perceptions of online employers reveals a nuanced picture [10]. While workers perceive online employers as slightly fairer and more honest than offline employers, the effect is not significant [10]. The study also reveals a more polarized view, with some workers reporting very positive experiences [10]. This highlights the need for careful monitoring and regulation of online labor markets to ensure fair treatment and protect worker rights [10].
The development of AI itself is creating new opportunities for employment. The field of AI requires a diverse set of skills, including data science, machine learning, and software engineering. However, the skills required to thrive in the age of AI are not limited to technical expertise. Soft skills such as critical thinking, problem-solving, and creativity are becoming increasingly valuable. The development of these skills requires an investment in education and training, as well as a shift in the way we approach work and career development [6].
IV. Technological Advancements and AI Implementation
The effectiveness of AI in various applications depends on the underlying technological advancements and the specific implementation strategies. This section examines how these factors influence the employment landscape.
The development of robust and adaptable AI systems is crucial for maximizing the benefits and minimizing the risks of AI implementation. For instance, in the context of spectrum occupancy mapping, systems that are robust to the number of sensors, noise, and threshold levels are essential [5]. Such systems can be designed using neural networks and a process of aggregation, enabling them to operate effectively even with varying input conditions [5]. This highlights the importance of developing AI systems that can adapt to different environments and user needs [5].
The application of AI in specific domains, such as sequential recommendation systems, also has implications for employment [1]. These systems can be used to model user interests and predict future interactions [1]. The development of interest dynamics modeling frameworks using generative neural processes, such as IDNP, can provide more accurate and personalized recommendations [1]. This, in turn, can improve the efficiency and effectiveness of online platforms, which can have indirect effects on employment [1].
V. Fairness and Equity in the Age of AI
As AI becomes more prevalent, ensuring fairness and equity in its application is paramount. Bias in algorithms, unequal access to training and resources, and the potential for algorithmic discrimination pose significant challenges.
Fairness considerations extend beyond the design of AI systems to encompass the broader labor market context. For example, the performance of coded caching schemes is sensitive to worst channel quality, which is exacerbated when communicating over fading channels [3]. To address this limitation, online schemes can combine joint scheduling and power control with congestion control, ensuring fairness across users [3]. This highlights the importance of designing AI systems that consider the diverse needs and capabilities of their users, promoting equitable access to opportunities and resources [3].
VI. Future Directions and Conclusion
The research reviewed indicates that AI's impact on employment is complex and multifaceted. It requires a comprehensive approach that considers both short-term disruptions and long-term transformations. Future research should focus on several key areas:
- Developing robust and adaptable AI systems: This includes developing systems that can operate effectively in diverse environments and user needs.
- Understanding the evolving skill requirements: This includes identifying the skills that are most valuable in the age of AI and developing effective training programs.
- Addressing the ethical and societal implications of AI: This includes developing guidelines and regulations to ensure fairness, equity, and transparency in the application of AI.
- Monitoring and evaluating the impact of AI on employment: This includes collecting data on employment trends, wage structures, and the experiences of workers.
- Designing effective labor market policies: This includes developing policies that can help workers adapt to the changing demands of the labor market and mitigate the negative consequences of AI.
In conclusion, the integration of AI into the employment landscape presents both significant opportunities and formidable challenges. While AI has the potential to boost productivity, create new jobs, and improve the quality of work, it also poses risks of job displacement, wage inequality, and social disruption. A proactive and informed approach is essential to navigate this complex terrain. This includes investing in education and training, promoting fair labor practices, implementing effective labor market policies, and fostering a culture of innovation and adaptation. By embracing a holistic and human-centered approach, we can harness the transformative power of AI to create a more equitable and prosperous future of work for all.
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References
- Jing Du, Zesheng Ye, Lina Yao, Bin Guo, Zhiwen Yu. IDNP: Interest Dynamics Modeling using Generative Neural Processes for Sequential Recommendation. arXiv:2208.04600v1 (2022). Available at: http://arxiv.org/abs/2208.04600v1
- Philip F. Hopkins. The Importance of Subtleties in the Scaling of the 'Terminal Momentum' For Galaxy Formation Simulations. arXiv:2404.16987v1 (2024). Available at: http://arxiv.org/abs/2404.16987v1
- Apostolos Destounis, Mari Kobayashi, Georgios Paschos, Asma Ghorbel. Alpha Fair Coded Caching. arXiv:1701.07730v1 (2017). Available at: http://arxiv.org/abs/1701.07730v1
- Marco Caliendo, Nico Pestel, Rebecca Olthaus. Long-Term Employment Effects of the Minimum Wage in Germany: New Data and Estimators. arXiv:2310.15964v1 (2023). Available at: http://arxiv.org/abs/2310.15964v1
- Abbas Termos, Bertrand Hochwald. Deep Multi-Emitter Spectrum Occupancy Mapping that is Robust to the Number of Sensors, Noise and Threshold. arXiv:2212.10444v2 (2022). Available at: http://arxiv.org/abs/2212.10444v2
- Joao Tiago Aparicio, Manuela Aparicio, Sofia Aparicio, Carlos J. Costa. Predicting the Impact of Generative AI Using an Agent-Based Model. arXiv:2408.17268v1 (2024). Available at: http://arxiv.org/abs/2408.17268v1
- Gan Zhang, Wenjun Zhu. Characteristics and Predictive Modeling of Short-term Impacts of Hurricanes on the US Employment. arXiv:2307.13686v3 (2023). Available at: http://arxiv.org/abs/2307.13686v3
- Ulrike Unterhofer, Conny Wunsch. Macroeconomic Effects of Active Labour Market Policies: A Novel Instrumental Variables Approach. arXiv:2211.12437v1 (2022). Available at: http://arxiv.org/abs/2211.12437v1
- Venkat Ram Reddy Ganuthula, Krishna Kumar Balaraman. Skill-Based Labor Market Polarization in the Age of AI: A Comparative Analysis of India and the United States. arXiv:2501.15809v2 (2025). Available at: http://arxiv.org/abs/2501.15809v2
- John Horton. The Condition of the Turking Class: Are Online Employers Fair and Honest?. arXiv:1001.1172v1 (2010). Available at: http://arxiv.org/abs/1001.1172v1
Are all HR practices affected by AI technologies to the same extent? Does opinion differ from one work environment to another?
What will be the AI scale (briefly) that will impact HRM?
I am working on my research, which will focus on the role of Green HRM practices in employee retention, and I need to find a valid and reliable questionnaire to use for my research. Thank you so much in advance.
Hello ResearchGate Community,
In my doctoral journey, I am deeply passionate about the future of work and its evolving dynamics. My research delves into the intersection of neuro-leadership, talent ecosystems, and digital transformation, with a focus on:
1. Leadership in the Digital Age: Identifying and developing leadership traits, particularly for neuro-leadership for tech-driven environments.
2. Talent Ecosystems: Building sustainable systems integrating AI, employee experience, and lifelong learning.
3. High-Performance Work Systems: Driving agility, innovation, and resilience in disruptive times.
4. Culture Transformation: Aligning culture with digital transformation and inclusivity goals.
5. Digital Transformation: Enabling successful adoption through leadership and talent management.
6. Organizational Performance: Measuring the impact of leadership, talent ecosystems, and digital transformation on innovation and engagement.
I’m eager to connect with fellow researchers, professionals and practitioners those are working or have worked on similar areas. Let’s collaborate, share insights, or discuss ideas to explore more into these relatively less explored research avenues!
Feel free to drop me a direct message here or email at talentlab1.0@outlook.com
Looking forward :)
Looking forward to engaging with this amazing community!
Cross-cultural Adaptation in International Assignments Within the Disruptive Technology Sector
Bryan Christiansen
Southern New Hampshire University (USA)
Mergen Dyussenov
Astana IT University (Kazakhstan)
ABSTRACT
The growing interconnectedness of global business has led to a surge in international assignments, especially in the disruptive technology sector. Despite their importance, the large failure rates of these assignments highlight the need for effective strategies to support cross-cultural adaptation. This study examines the key factors that influence the success of international assignments, with an emphasis on the challenges and opportunities within the disruptive technology sector. To address the central question — "What factors affect the effectiveness of international assignments in cross-cultural settings?" — this study uses an integrative literature review to analyze findings from empirical, theoretical, quantitative, qualitative, mixed-method, and ethnographic research. The findings suggest that cultural intelligence, overcoming language barriers, building trust, and adapting to diverse cultural environments are critical to achieving positive outcomes. The study also introduces the concept of Third Culture Individuals (TCIs), i.e. those uniquely positioned to overcome cross-cultural challenges due to their ability to seamlessly integrate into different cultural environments. By identifying these factors, this study offers insights into international human resource management, offering practical strategies to improve the success rates of international assignments. These findings have broader implications for strengthening organizational competitiveness and advancing individual career growth in a globalized economy.
In the literature I see most researchers developing their own but I am looking for a survey that has been validated by prior use, if one exists.
My goal is to identify how satisfied employers are with the skills and knowledge of new university graduates that they interview / hire.
Hello,
I am actively seeking opportunities as an Assistant Professor in Management/Marketing. With nearly 4 years of teaching experience (Guest faculty at Delhi University) and a Ph.D. focus on social media influencers and brand image, I bring strong research and teaching expertise in digital marketing, Banking and Insurance and Human Resource management.
Open to both remote and on-site roles.
Define public administration
define human resource management
Hi everyone
Could you please guide me to find journals which allow to be submitted the papers with more that 8000 words in the field of Management, HRM and organizational research.
Thank you in advance
Post COVID-19, certain Hotels network's ongoing HR system was not able to fulfill the drawn- out needs of the worldwide labor force. Since the launch, the workforce in the US have been utilizing this upgrade and finding it productive, the new HRM modules automate the organization and the daily HR exercise such as core HR processes, recruiting, payroll, absence management, performance evaluation, compensation, and learning. The module is also available in multiple languages.
There are different types of appraisal mechanism in the banking industry in Bangladesh. All the techniques have some merits and demerits. However, financial industry require evaluation of employees considering both qualitative and quantitative factors. In depth, these factors doesn’t provide continuous evaluation result for which the decision makers has to wait for feedback. A central and continuous appraisal mechanism can aid the decision makers to undertake prompt and better decision in a unbiased manner.
How psychology effect for the HRM and day to day activities
1. Scrutinise the applicability of established consumer behaviour and psychological theories pertaining to human subjects in the context of avatars within the Metaverse.
2. It will explore the hypothesis that the psychology driving human consumers may diverge when mediated through avatars, potentially altering decision-making processes.
3. As Metaverse retail environments increasingly deploy avatars as shopping assistants, this research will critically assess the implications for human resource management (HRM), positing a shift towards ‘avatar resource management’.
4. This investigation will rigorously evaluate the degree to which current models of consumer behaviour and HRM retain validity when transferred to the realm of avatars.
5. It will also consider the role that AR/VR technologies play in facilitating consumer decisions, drawing on recent studies (e.g., Qin et al., 2021).
6. The research will explore how much avatars and the Metaverse affect consumer choices, helping to develop a detailed understanding of the Metaverse.
I am privileged to coin the term "Sustainable Human Resource Management" in 2003 (see Peggy's LinkedIn posting link below) and published twelve new theories in the last two decades to shape the new and emerging field of sustainable HRM to achieve corporate ESG sustainability outcomes.
Businesses need organisational human capital to implement corporate ESG business strategies which benefit society and companies. Jobs and Skills Australia, an Australian Government Department has listed sustainability related skills for employees as a priority for business competitive advantage.
I have helped and continue to assist universities and management institutes around the world to introduce corporate sustainability and sustainable HRM courses in the MBA and UG curriculum to develop the required sustainability related skills among graduates to gain employment, as indicated by Jobs and Skills Australia.
Peggy's LinkedIn posting link - https://www.linkedin.com/feed/update/urn:li:activity:7245069472112209922/
my topic is
INTERNATIONAL HUMAN RESOURCE MANAGEMENT IN A CROSS-CULTURAL EDUCATIONAL ORGANIZATION; PRACTICES AND CHALLENGES: A CASE STUDY OF APTS. It's a case study so i would need some help with methodology and tools to conduct this study
In the context of Human Resource Management, AI/ML models are increasingly being used to predict employee performance, engagement, and retention. However, developing models that are both accurate and fair presents unique challenges. This question seeks to explore the best practices for building these predictive models, including selecting the right data, optimizing model performance, and ensuring they can adapt to evolving employee behaviors and organizational needs. Moreover, the discussion focuses on addressing potential bias in the models, promoting fairness, and ensuring ethical considerations are incorporated in their design. The goal is to uncover innovative solutions that allow HR professionals to harness AI/ML effectively while maintaining fairness and trust within the organization.
· Define and describe the concept of sustainable HRM
· Benefits of sustainable HRM/ Impacts of HRM – key advantages of sustainable HRM
· Discuss how an organization can implement this strategic approach to sustainable HRM
· Challenges faced by organizations
· Strategies organizations can use to overcome the challenges of implementing sustainable HRM
· Identify some of the innovative approaches that can be used for sustainable HRM
· Identify steps and methods these organization can use to measure sustainable HRM
· Identify how sustainable HRM aligns with specific SDGs
"Seeking insights on current postdoctoral opportunities in universities abroad for research in enhancing well-being of employees through sustainable human resource management and topics other than this. Interested in understanding application procedures, eligibility criteria, and potential research funding opportunities. Any experiences or advice from current postdocs or faculty members would be greatly appreciated!"
Thanking You in Advacnce
i just want to know whether or not graduate student with Masters in Business Administration can straight forward be offered PHD in relevant field of study at the university
I WANT RO KNOW THE CONCEPT ANALYSIS OF EDUCATIONAL LEADEERSHIP, HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
Respected members
I am attempting to develop a research paper on human resources management and behavioural finance. I need a good article that can help me.
I want to know the theories for addressing challenges encountered in the implementation of HRMIS/HCMIS/HRIS in Tanzania. Are they flexible in Tanzanian context?
Hello, we want to do methylation study with the Hıgh Resolution Melting Curve (HRM) method. Is there anyone using this method? Is there a study protocol you use?
Thank you for your help and support.
I want to read a book about human resources management. What do you advise me?
We are sponsoring a special issue of Research in HRM on AI and Human Resource Management. I would like to send the call for papers to researchers conducting research on the topic.
Thanks,
Dianna Stone
Anyone interested please contact with me
Dear Friends,
We from the Rajagiri Group of Institutions are proposing a book project titled "Emerging Trends in HRM". Those who are willing to contribute chapters, can share their chapters with us. The book will have an ISBN. It will also be listed in leading online book stores.
Terms and conditions:
* Well typed in a word document
* Title - 16 font size
* Subtitles - 14 font size
* Contents - 12 font size
* Justified alignment
* 1.5 line spaced
* 6000 - 8000 words or 20 pages
Come, and collaborate with a highly professional team of academics from a leading group in educational development in India.
Recruitment, selection, and retention are pivotal aspects of human resource management especially within the public sector in the Philippines. Considering the unique challenges and dynamics of governmental organizations, what strategies can be implemented to enhance the efficiency and effectiveness of recruitment, selection, and retention practices in the Philippine public sector? How can these strategies address issues such as talent acquisition, meritocracy, diversity, and employee engagement while aligning with the principles of transparency, accountability, and fairness inherent in public administration?
2. Analyze how HRM should change in order to support changes in company needs.
Can anyone helps me to answer these questions?
#hrm
Dear fellow scholars,
I hope this message finds you well. My name is Ahmed Asfahani, and I am deeply engaged in the field of Human Resource Management (HRM). With a keen interest in expanding the boundaries of our understanding and improving practices within HRM and related business fields, I am reaching out to explore potential international collaborations.
My academic journey and professional experience have fortified my expertise in HRM, and I am eager to bridge knowledge across different cultures and business practices. While my primary focus is HRM, my curiosity and research interests extend to a wide array of business-related topics, including but not limited to organizational behavior, leadership, strategic management, and employee relations.
Furthermore, I bring to the table my proficiency in data analysis, with advanced skills in using SPSS and AMOS. Whether it is designing research studies, analyzing complex datasets, or interpreting results, I am well-equipped to contribute significantly to our joint research endeavors.
I am particularly interested in projects that aim to:
· Explore cross-cultural differences in HR practices.
· Investigate the impact of leadership styles across different business contexts.
· Analyze the relationship between employee well-being and organizational performance.
· Any other innovative topic that intersects with our mutual interests.
This invitation is open to scholars from all business disciplines who are interested in collaborative research that transcends geographical and disciplinary boundaries. Whether you have a project in need of a data analysis expert or are in the early stages of formulating a research idea, I am excited to discuss how we can work together.
Collaboration is the cornerstone of groundbreaking research, and I believe that our joint efforts can lead to meaningful insights and contributions to the academic community and beyond. If you are interested in discussing potential collaboration opportunities or have a project in mind, please feel free to contact me directly via email at a.asfahani@ubt.edu.sa.
Thank you for considering this opportunity. I look forward to the possibility of working together to advance our field and make a lasting impact.
Warm regards,
Ahmed
I want to do HRM analysis from melt curve data which was generated from RT-PCR instrument of Bio-Rad CFX96. In our lab, we have no original software from Bio-Rad (Precision Melt Analysis Software). Now, we are stuck. Any suggestion for free software that could process Bio-Rad melt curve data for HRM analysis?
Hello
If the academic member of the university in the field of human resources management with the rank of associate professor or professor is willing to cooperate in the quarterly "Management of Transformative Human Resources" as a member of the editorial board, please notify this email:
thr.iau.rafsanjan @gmail.com
Responsible director of the quarterly Journal - Dr. Beheshtifar
The integration of artificial intelligence and machine learning (AI/ML) in Human Resource Management (HRM) has the potential to revolutionize traditional talent acquisition practices. In this context, the question aims to explore the practical implementation of ML algorithms to enhance efficiency and accuracy in the initial stages of recruitment. The focus is on the specific aspects of resume screening and candidate shortlisting, where automation through AI can significantly reduce manual efforts and improve the quality of hiring decisions.
Do you believe that the scope of Human Resources management's interest stops at the employee or worker, or does it go beyond that to include their family? As individuals are affected by their family circumstances. One company grants the outstanding employee three salaries, two bonuses for them, and a salary for their spouse or parent if they are unmarried because the family is one of the motivating factors for the employee or worker and can also be a demotivating factor in their job performance.
I am working on CAT25 microsatellite biomarker. The melt curve shows two peaks while single band appears on the gel. Primers are taken from the published research papers. The DNA is of healthy individual. The umelt/quartz derivative plot also shows two peaks. The results of HRM and gel are attached. What could be the most likely reason of two peaks?
What are the steps that can make executives appreciate the role of Human Resources Management in their organizations and place it in the deserved position in terms of attention and support, similar to other departments such as Finance, Marketing, and Production, rather than treating it as a secondary management function?
ما هى الخطوات التى تجعل رؤساء المؤسسات يقدرون دور ادارة الموارد البشرية فى مؤسساتهم ويضعونها فى المكانه التى تستحق من حيث الاهتمام والدعم مثل بيقية الادارات الاخرى مثل "ادارة المالية -ادارة التسويق - ادارة الانتاج ....) ولايعاملونها على انها ادارة من الدرجة الثانية ؟؟
Dear esteemed friends and colleagues in the field of Human Resource Management, I have two questions for you. The first question is: How can we enhance the performance of public or government institutions? And the second question is: What are the potential benefits of artificial intelligence tools in improving the efficiency of Human Resource Management in organizations?
Dr.Awad Mabrok
ما هي العلاقة بين إدارة الموارد البشرية الرشيقة والترشيق الوظيفي؟
Hello. please guide me. I am from Iran, and I am very interested in studying for a doctorate degree in the United States of America in the field of management. My master's GPA in business management (marketing) is 3.8 and I have three articles in Persian (two conference articles and one research article), and I am working on an article in the field of employment of people with disabilities. I have a bachelor's degree in materials engineering and two years of government work experience. But I don't have enough time to take the GRE or GMAT exam. Because I want to prepare for the IELTS or TOEFL test. Can you guide me?
During the last some years, artificial intelligence (AI) is impacting most areas of management, including the different functions of the management of the human resource. Which aspects of HRM, you think, are being affected the most in this regard and through what interventions?
Doing research on Adoption of Employee-AI Collaboration for delivering Customized HRM Practices but not getting measurement scale for Adoption of Employee-AI Collaboration
Considering to do research on the adoption of Employee-AI Collaboration in perspective to achieve personalized Human resource management services for attaining organizational sustainability. Kindly give me your expert opinion in this regard.
Could you kindly share your personal viewpoint on this matter?
Hello everybody, I look for collaborators in the field of Digital transformation in Oragnisations / Entrepreneurship / Human resources Management.
Please Contact me: b.abdelhamid@univ-soukahras.dz
Recent research about working life in the context of global unrest, new ideas of ‘the organization’, and the need for an inclusive recovery after the COVID19 pandemic, reveal that ‘business as usual’ does not longer cut it for human resource management practices. We therefore have an unprecedented opportunity to do what C.T. Kulik (2021, p. 216) argues in ‘We need a hero: HR and the ‘next normal’ workplace’ published in Human Resource Management Journal: It is essential to learn from the pandemic; in particular ‘to create better workplaces than the ones we left behind (ibid).’ In this regard, Kulik argues that ‘HR has a window of opportunity in which to develop psychologically safe workplaces, trust-based employment relationships and socially connected workforces’ (p. 216).
This special issue responds to this need by focusing on what’s happening in the labor market in the Nordic context. Nordic working life is characterized by high levels of trust, employee autonomy, and dialogue between parties in the labor market. At the same time, new forms of employment, digitalization, sector differences, sustainability issues, political turmoil and financial altercations affect these characteristics and make the future of the Nordic working life less predictable. Against this backdrop, this special issue welcomes conceptual, empirical, and systematic review studies related to the call topic. Relevant themes include, but are not limited to,
- HRM, leadership, and management practices
- HRM, sustainability, and technology
- HRM, platform and gig economies
- HRM, diversity, equity, and inclusion
- HRM and labor laws
- HRM, digitalization, and globalization
- HRM, the Nordic model and values (integrity, trust, autonomy)
- HRM, the Nordic model and job engagement
NB: Full papers only and submission deadline 1 November 2023. More info at: https://tidsskrift.dk/njwls/announcement/view/1068
Dear community, I am working on my thesis data and my data analysis shows that there is no relationship between IV and DV, only the indirect relationship exist in presence of 2 mediators (serial mediation). Whereas the literature supports the positive relationship between the IV and DV.
The r square value for the same is very low 0.052.
*all the measurement model criteria i.e, loadings, Cronbach alpha, ave, htmt, vif value meet the criteria.
* all other relationships are significant (iv-mediator-dv)
Now my question is what could be the possible reason for insignificant relationship between IV and DV.
How should I proceed with this.
Why the value of r square for main DV is so low , whereas for mediators its 0.45 and 0.52.
*If I proceed with the same, would it create any problem at time of my PhD Defence.
Dear ResearchGate Community,
We are excited to announce an open call for distinguished scholars in the field of Human Resources Management to join the Editorial Board of the Sustainable Human Resources Management Journal (https://shrm.journals.umz.ac.ir/?lang=en).
Sustainable Human Resources Management Journal is hosted by Mazandaran University in Iran and is committed to advancing knowledge and research in the field of Human Resources Management on an international scale. As part of our ongoing efforts to enhance the international reach and impact of our journal, we are seeking qualified individuals who share our passion for excellence in research and are committed to the sustainable development of human resources practices.
Requirements for Editorial Board Membership:
To be eligible for membership on the Editorial Board, candidates must meet the following criteria:
- Hold the academic rank of Associate Professor or Full Professor.
- Be affiliated with a prestigious university or academic institution.
- Possess a distinguished record of scholarly contributions, including a minimum of 30 published articles in the field of Human Resources Management.
- Demonstrate a commitment to promoting sustainable human resources practices.
Responsibilities of Editorial Board Members:
Editorial Board Members play a crucial role in the success of our journal. Their responsibilities include:
- Reviewing and evaluating submitted manuscripts in their areas of expertise.
- Providing constructive feedback and recommendations to authors.
- Assisting in the peer-review process to ensure the quality and relevance of published articles.
- Contributing to the strategic development and internationalization of the journal.
If you meet the above criteria and are interested in becoming a part of our dynamic Editorial Board, we invite you to submit your resume and a brief statement of interest outlining your qualifications and motivation for joining our journal.
Please send your application materials to [b.abedin@umz.ac.ir].
We look forward to welcoming new members to our Editorial Board and working together to advance the field of Sustainable Human Resources Management.
Sincerely,
Bahareh Abedin
Executive director of JHRM
Hello everyone ,
i am getting an assignment and it requires to make a report in Artificial intelligence implementation in middle east for Emirate or Qatary Companies.
looking your support for academic articles or reports discussing the AI with HRM practices in Middle East
Thanks
HRM practices have been hugely affected by the pandemic across the globe. Is there any possibility of a change in the practices in the expected POST-COVID-19 era? Are we going to resort to our old and/ traditional HRM practices? What is your take on this as a practitioner or academic? Kindly share your thoughts with us, thank you.
My study is on the events of the historical change to HRM practices during and post COVID-19 respective organizations
Greetings,
Any advance perspective or ideas on human resource management, specifically on employees well being practices in next 5 years? Is there any AI tools might involve in the practices?
Thanks in advance
Please provide insights you have regarding the relationship between ethical leadership, organizational culture, and ethical behavior in HRM practices.
Please provide any insights you have regarding the ethical leadership influence the ethical behavior of employees within HRM practices.
I have started researching addiction treatment and want to explore the role of human resource management in this.
Do you have a special suggestion on this matter?
What are the peer-reviewed Journals in Management, HRM, Marketing and Fisheries Industries?
Any source/s to refer to on identifying methodological gaps/methodology gaps in research?
Please mention the links.
- Abbas S Al-Mutair
- Fatemah Alghadheeb📷
- Zahra Aldukhi📷
- [...]
- Gasmelseed Y Ahmad📷
greetings to the above, i am a Master's student at the University of Yaounde 1 in Cameroon. i wish to request for the article titled Determining Relationships Strategic Human Resources Management Practices And Employee Commitment to help me in my thesis research on the topic "Human Resource Management and Staff Commitment".
What are the Arab journals in the field of business administration and human resource management in which research can be published for free?
New generation and old generation people are really two different groups that exist in a company, and it looks like a business needs a comprehensive consideration to accommodate these two different groups and to encourage, make both them satisfied with the work environment, but, how to do, and, what are the issues for the business manager need to study?
Research based facts reveal that many organizations are sufferening, not able to perform the very best due to wrong recruitements
Productivity has reduced
work environment quality has reduced
Retention span of employees have reduced
In such a scenario, can the researchers working in the area of HRM come up with a model that enables recruiters to access, validate the traits in the professionals for their suitability to the said job ? If this can be done of is there would like to study the literature base on the same to ensure productivity of the corporate work force to begin with
hello i am in need for ideas on this question so as i can accomplish my term paper, enlighten please....
I am looking for some research collaboration opportunities in interdisciplinary research. My specialisation is in the area of OB/HRM. You can contact me at https://linktr.ee/realdrdj
hello, I am student pursuing MScs in human resource Management, i came across this question and I was in need of ideas and answers.
Most of us understand that our work commitments lead to some personal life imbalances but what how does HRM policies affect these imbalances.
Fill out this form for us to research the effect of HRM policies on Work-Family conflict and further find out ways to reduce this conflict through solutions based on empirical evidence
Please suggest some good Journals with No charge and fast publication for HRM
Work performance models
What do you think are the major theoretical models of individual work productivity or performance in HRM and management literature? for example, Drucker's knowledge-worker productivity model is a theoretical model for studying knowledge-worker 's productivity.
#management #hrm #humanresourcesmanagement
#work #productivity #productivitytools
what is the best software for HRM pcr primer design?
I am interested in creating an international research collaboration team. My research interests are organizational behavior, work-related conflicts, and any topics that are related to human resources management.
I am currently working on two researchs and if you are interested to join me in any role, please let me know.
In addition, if you are looking for a co-researcher I am interested in that as well.
I am keen to understand the field of Strategic HRM. So, I am looking for books on the same.
Hi everyone,
I am performing HRM analysis using ABI StepOnePlus instrument, and even though all of my runs are programmed identically, but some of them cannot be opened by HRM analysis software, giving an error message: " the experiment file has not been analyzed using the instrument software", and interestingly the real-time file for the same experiment open without any problem, is there any suggestions for solving this problem?

Dear Scholars, can anyone suggest recent research topics in the field of Human Resource Management (HRM)?
I am writing a paper and I am getting plagirism around 14 percent in my main varaibles. eg one of my varaibles is green human resource management (GHRM) and i am getting similarity mostly in this term wherever I have used it in my paper whether in short form or full form. how can I avoid plagirism in this part as I cant avoid mentioning it.
Hello network,
If you are a working professional, please consider taking part in this 2-minute survey.
Through this survey, I aim to measure the impact of flexible working arrangements on employees’ work-life balance and perceived organisational support in order to get insight on how these factors affect employees’ intention to stay within an organisation.
This survey is being conducted as part of my dissertation for my Master’s degree at Trinity College Dublin and it is completely voluntary and confidential.
Every response matters and it is much appreciated!
Link to survey:
Thank you in advance for your support and participation!
#HRM #flexwork #remote #flextime #research #tcd #trinitycollegedublin
I need to finalise a topic for my dissertation soon as a part of my course, i initially thought of doing something more in the lines of organisation behaviour or something that intersects with marketing as that is my forte but i don't have any solid ideas, any suggestions?
Which one do you think is more important?
Digital human resource management
Or
Sustainable human resource management
Of course, I've read the original paper (Linking the, People with the Strategic Needs of the Business) . Is there any paper which explain the content and application of that model better? Most papers by Schuler, R. S., are about stakeholders framework. One of his paper (1989) is about the relationship between HR and the life cycle. I've read all of them. but how about 5_Ps model?
I'm generally interested in connection of HRM and AI and I have done lots of reading but I'm still struggling with picking specific topic and research questions. (I guess because it's first time throughout my whole degree that I have to pick it myself). Unfortunately my supervisor is no help and I do not seem to understand what's good enough for masters final project.
Dear Colleagues,
In the vein of the self-determination theory, three basic needs of autonomy, competence, and relatedness positively shape autonomous motivation. Do you think increase in autonomous motivation may discourage external regulation?
Best regards,
Muhammad Shujahat
I am a researcher student. I noticed that many scholars used scales developed in western context. However, may constructs manifest differently in different cultures. Thus, I have to develop scales by myself. After reading some papers related to scale development, I found the "item generation" stage is the most difficult. I invite researchers who have experience in scale development to share their tips in "item generations" and other stages. For example, is interview the only approach to generate items? Are there any tips for item generation? Are there any other suggestions for scale development?
Thanks !!!
As a university student, I need a research topic for my final project. I could not understand how to find and integrate the dimensions of Green Human Resource Management. Your help would be a tremendous support for me.
I am a final year MBA student in India and I need to make a detailed report on any one function of my specialization,i.e. Human Resources, I'm looking for suggestions as to where should I start or what are topics I should explore to make my report worth my time as well as the professor's that will be grading it.
All suggestions are welcome and if you can also share the pre-existing material I can refer to for the same, would be highly appreciated.
I need suggestions for journals that are indexed in either Scopus or ISI in the HRM field especially low cost ones
Kindly provide the list of the top 25 Research Journals.
I am very much interested in the gamification of learning. I think it strongly matches with my research interests.
I would like to know from the adroit academicians here, what skills (Research and computer-based) do I need to pursue a PhD here? It is noteworthy to mention that I have a Masters degree in Human Resource Management and Industrial Relations from The University of Manchester.
Hello
I need a new and innovative topic for my research project in PhD in Human Resource Management. Do you have an idea?
Of course, I have done research in the field of talent management before, but I want a very creative idea that I can relate the culture of my country to human resource management and find effective solutions for the development of society in this field.
The title of my research is "The Influence of Green Supply Chain Management Practices, Green Human Resources Management Practices, and Adoption of Green Information Systems on Environmental Performance and Financial Performance".
Please suggest that my title can be between 12-20 words. The less the number of words the better without reducing their meaning.
Thank you very much.
Dear Experts: I am a first year PhD student majoring in human resources management, I am confused about choosing a topic for my PhD thesis. So can you give me some ideas ?
most of the time human resource management issues are not addressed properly. so I just wanted to know some practical issues related to human resource management in an organization .
I have found 5 point Likert scale items for my mediator and 3 of my IVs, while I am unable to find 5-point Likert scale items for my DV and one IV. Can I change the scale from 7-point to 5-point if I am unable to find the same scale for my DV and one of my IVs?
Is there any particular technique to convert the scale from 7-point to 5-point? Does it require any rationale/logic?