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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
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هل هناك الفرق بين رشاقة ادارة الموارد البشرية وادارة الموارد البشرية الرشيقة ?
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"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.
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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
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si claro
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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?
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Esse nome não continuará.
Inteligência só orgânica, só do cérebro (máquina não tem inteligência)
Artificial não é, é criação de N pesquisadores, criação humana
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Doing research on Adoption of Employee-AI Collaboration for delivering Customized HRM Practices but not getting measurement scale for Adoption of Employee-AI Collaboration
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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.
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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.
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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.
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Could you kindly share your personal viewpoint on this matter?
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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:
  1. Cultural Norms and Practices:Challenge: Bangladesh has a diverse cultural landscape with deeply rooted traditional values. Some of these values might not align with modern ethical HRM practices. Solution: Organizations should engage in cultural sensitivity training for their HR staff and employees, promoting a better understanding of local customs and traditions. Ethical practices can be integrated into HRM in a way that respects and preserves cultural values.
  2. Lack of Awareness and Education:Challenge: Many employees and HR professionals in Bangladesh may not be aware of modern ethical HRM practices. Solution: Conduct regular training and awareness programs for HR personnel and employees to familiarize them with ethical HRM principles. These programs should emphasize the importance of ethical practices and their benefits.
  3. Labor Laws and Regulations:Challenge: Complex labor laws and regulations in Bangladesh can be a barrier to implementing ethical HRM practices. Solution: Organizations should invest in legal expertise or consult with labor law experts to ensure they are compliant with the latest labor regulations. Staying up-to-date with changes in labor laws is crucial for ethical HRM.
  4. Corruption and Bribery:Challenge: Corruption can be a significant issue in Bangladesh and may impact ethical HRM practices. Solution: Organizations should establish strict anti-corruption policies and procedures, and foster a culture of transparency and accountability. Whistleblower protection programs can encourage employees to report unethical behavior.
  5. Gender Inequality:Challenge: Bangladesh has gender disparities in the workplace, which can hinder the implementation of gender-sensitive ethical HRM practices. Solution: Organizations should prioritize gender equality and diversity in their HRM policies. Initiatives like gender-neutral recruitment, equal pay for equal work, and anti-sexual harassment policies should be implemented and enforced.
  6. Limited Resources:Challenge: Many organizations in Bangladesh, particularly smaller ones, may have limited resources to invest in comprehensive HRM practices. Solution: Collaborate with NGOs, industry associations, or government bodies to access resources and expertise related to ethical HRM. Sharing best practices and resources can help smaller organizations adopt ethical HRM practices.
  7. Resistance to Change:Challenge: Resistance from employees and management to adopting new ethical HRM practices can be a significant barrier. Solution: Conduct change management initiatives to build support for ethical HRM practices. Communicate the benefits and rationale behind these practices and involve employees and managers in the decision-making process.
  8. Lack of Leadership Commitment:Challenge: Without strong leadership commitment, it can be difficult to establish a culture of ethical HRM. Solution: Top management should lead by example, demonstrating a commitment to ethical practices in HRM. Incorporate ethics and compliance into the company's core values and mission statement.
  9. Lack of HR Competence:Challenge: Inadequate HR training and skills can hinder the implementation of ethical HRM. Solution: Invest in the professional development of HR personnel. Encourage them to acquire certifications and attend relevant training programs to enhance their HR competence and understanding of ethical practices.
  10. Supplier and Vendor Ethics:Challenge: Ethical HRM may also extend to supplier and vendor relationships, which can be challenging to monitor and regulate. Solution: Develop ethical procurement policies and engage with suppliers and vendors who share similar ethical values. Regular audits and due diligence can help ensure compliance.
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.
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Hello everybody, I look for collaborators in the field of Digital transformation in Oragnisations / Entrepreneurship / Human resources Management.
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hello, ok I'm happy to work in this field of study.
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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
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We look forward to your contribution!
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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.
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Thank you, Faheem Uddin Syed for your suggestion. But my data is not facing any such issue.
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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
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I am interested .kindly mail me the details.nagajothi@tnfu.ac.in
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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
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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.
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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.
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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)
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My study is on the events of the historical change to HRM practices during and post COVID-19 respective organizations
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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.
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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
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open access journals accept upto 12000 words for review articles. Which quarter scopus index journal you are looking for?
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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
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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
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Please provide insights you have regarding the relationship between ethical leadership, organizational culture, and ethical behavior in HRM practices.
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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.
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Please provide any insights you have regarding the ethical leadership influence the ethical behavior of employees within HRM practices.
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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:
  1. Setting the Tone: Ethical leaders in HRM practices in Bangladesh set the tone for ethical behavior within the organization. They establish a clear vision, mission, and values that emphasize ethical conduct. This creates a culture of integrity and shapes the ethical expectations for employees.
  2. Role Modeling: Ethical leaders serve as role models for employees by demonstrating ethical behavior in their actions, decisions, and interactions. In Bangladesh, ethical leaders within HRM practices exhibit honesty, transparency, fairness, and respect for others. Employees observe their leaders and are more likely to emulate their behavior.
  3. Establishing Ethical Standards: Ethical leaders within HRM practices in Bangladesh establish and communicate clear ethical standards and policies. They ensure that employees understand the importance of ethical behavior and the consequences of unethical actions. These standards guide HRM practices such as recruitment, selection, performance evaluation, and employee relations.
  4. Training and Development: Ethical leaders provide training and development opportunities to enhance employees' ethical awareness and competencies. In Bangladesh, ethical leadership within HRM practices may include conducting ethics workshops, seminars, and training programs that address specific ethical challenges and dilemmas.
  5. Encouraging Open Communication: Ethical leaders create an environment that encourages open communication and whistle-blowing. They promote a culture where employees feel comfortable reporting ethical concerns or violations without fear of retaliation. This enables HRM practices in Bangladesh to address ethical issues promptly and effectively.
  6. Rewarding Ethical Behavior: Ethical leaders within HRM practices in Bangladesh recognize and reward employees who demonstrate ethical behavior. By acknowledging and appreciating ethical conduct, leaders reinforce the importance of ethical behavior and motivate employees to adhere to ethical standards.
  7. Ethical Decision-Making: Ethical leaders guide HRM practices in Bangladesh by making fair and ethical decisions. They involve employees in decision-making processes whenever possible, consider diverse perspectives, and ensure that decisions align with ethical principles. This approach fosters a sense of ownership and encourages employees to make ethical choices in their HRM roles.
  8. Consequences for Unethical Behavior: Ethical leaders within HRM practices in Bangladesh establish consequences for unethical behavior and enforce them consistently. This sends a clear message that unethical actions will not be tolerated. Employees are more likely to comply with ethical standards when they witness the consequences of unethical behavior.
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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?
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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.
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What are the peer-reviewed Journals in Management, HRM, Marketing and Fisheries Industries?
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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.
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Any source/s to refer to on identifying methodological gaps/methodology gaps in research?
Please mention the links.
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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:
  1. Understand the research context: Familiarize yourself with the subject area and the specific research topic of interest. Gain a clear understanding of the existing literature, theories, and methodologies commonly employed in the field.
  2. Review previous studies: Conduct a comprehensive review of relevant literature and examine previous studies that have addressed similar research questions or topics. Look for common trends, methodologies, and approaches used in these studies.
  3. Identify limitations or gaps: Analyze the existing literature critically and identify any limitations or gaps in the methodologies used. Consider factors such as sample size, research design, data collection methods, data analysis techniques, or theoretical frameworks employed. Look for areas where the methods used may have restricted the study's scope, validity, generalizability, or reliability.
  4. Evaluate research objectives and questions: Assess the research objectives and questions of the study you are examining or conducting. Determine if the selected methodology adequately addresses these objectives and research questions. Look for areas where the current methodology may fall short in providing a comprehensive understanding or solution.
  5. Consider alternative approaches: Explore alternative methodologies that could potentially address the identified limitations or gaps. Consider different research designs, data collection techniques, statistical analyses, or theoretical frameworks that may offer more robust or nuanced results. Assess whether these alternative approaches would better align with the research objectives and questions.
  6. Consult with experts: Seek the input of experts or researchers in the field. Engage in discussions or collaborate with colleagues who have expertise in the specific research area to gain their insights and perspectives on potential methodological gaps. They may provide valuable feedback or suggest alternative methodologies.
  7. Justify the identified gap: Once you have identified a methodological gap, it is important to provide a rationale for why the gap exists and why addressing it is necessary. Clearly articulate the limitations or deficiencies in the current methodology and explain how rectifying the gap would enhance the validity, reliability, or overall quality of the research. Source Chat GPT Retrieved 24/5/2023
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  • 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".
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You may refere my research papers. I wrote research papers on job satisfaction, job involvement and organizational commitment.
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What are the Arab journals in the field of business administration and human resource management in which research can be published for free?
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ممكن تبعتي الرابط؟
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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?
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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.
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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
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I hope the following attachment will be of use to you
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hello i am in need for ideas on this question so as i can accomplish my term paper, enlighten please....
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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.
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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
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Hi there, Dinesh! I would like to collaborate. I just sent a position paper about interdisciplinary approach in OD/HRM in relationship with wellbeing.
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hello, I am student pursuing MScs in human resource Management, i came across this question and I was in need of ideas and answers.
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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
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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
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Good questionnaire. Good Luck
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Please suggest some good Journals with No charge and fast publication for HRM
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International Journal of Management Research and Emerging Science
This journal is recognized by Higher education commission of Pakistan and a quarterly free publishing journal.
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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
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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?
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what is the best software for HRM pcr primer design?
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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:
  1. PrimerQuest: This web-based software is provided by Integrated DNA Technologies (IDT), and it is widely used for primer design. It allows users to design primers for a variety of applications, including HRM PCR. The software can be used to design primers for a wide range of organisms, including human, mouse, and rat.
  2. Primer3: This open-source software is widely used for primer design, including HRM PCR primer design. The software can be run on any platform and can be used to design primers for a wide range of organisms.
  3. Beacon Designer: This software is provided by Premier Biosoft and can be used to design primers for a wide range of applications, including HRM PCR. The software allows users to design primers for a wide range of organisms and provides a user-friendly interface.
  4. Primer-BLAST: This web-based software is provided by the National Center for Biotechnology Information (NCBI) and allows users to design primers for a wide range of organisms, including HRM PCR primer design.
  5. Primer-BLAST is a web-based tool that allows users to design primers for a wide range of organisms and provides a user-friendly interface.
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.
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I am keen to understand the field of Strategic HRM. So, I am looking for books on the same.
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  1. "Strategic Human Resource Management" by Charles R. Greer.
  2. "The Strategic Management of People in the Knowledge Economy" by E. G. van der Heijden and C. P. Wilderom.
  3. "Human Resource Strategy: Formulation, Implementation, and Impact" by Michael Armstrong.
  4. "Human Resource Strategy: A Behavioral Perspective" by David L. Collard and James W. Pickett.
  5. "Human Resource Strategy: An Integrative Approach" by Michael Hitt, Stewart Black, and Lyman Porter.
  6. "Strategic Human Resource Management: Contemporary Issues" by Michael Armstrong and Fiona Wilson.
  7. These books cover a range of topics related to strategic HRM, including HR strategy formulation and implementation, the role of HR in organizational strategy, the impact of HR practices on organizational performance, and more. They should provide a good foundation for understanding the principles and practices of strategic HRM.
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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.
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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
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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?
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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
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Dear Scholars, can anyone suggest recent research topics in the field of Human Resource Management (HRM)?
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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.
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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.
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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!!
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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
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Would be great to see the results
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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?
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Employee Engagement
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Which one do you think is more important?
Digital human resource management
Or
Sustainable human resource management
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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.
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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?
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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.
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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.
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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
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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
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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?
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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 !!!
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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
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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.
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: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.
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HRM and qpcr analysis
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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.
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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.
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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
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I need suggestions for journals that are indexed in either Scopus or ISI in the HRM field especially low cost ones
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Hi Ingy! This is the best journal from Spain and it is Open Access: Revista Psicología del Trabajo y las Organizaciones (copmadrid.org)
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Kindly provide the list of the top 25 Research Journals.
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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.
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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
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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.
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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.
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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.
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Kindly visit ..
The Influence of Green Metrics on Environmental Performance and Financial Performance
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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 ?
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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
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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 .
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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.
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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?
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Mosharop Hossian Thank you for your response, I will look into it in detail.
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Critically evaluate an International HRM issue within an internationally-owned Multi National Corporation (MNC) e.g. an Indian company that operates internationally.
Identify the main strategic and international HRM challenges and possible solutions facing your chosen MNC.
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Federico Del Giorgio Solfa can you share with me the issues they are facing now regarding International Human Resources management
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I'm doing a PhD entitled "Impact of Human Resource Management Practices on Organizational Performance". Can anybody help me to get the sample questionnaire for this purpose?
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Hello, Yes if you provide the area of your study i.e. what is the topic and possibly the variables in question
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The COVID-19 Global leadership Performance Index
I like to improve methodology and survey questions for the project- The COVID-19 Global leadership Performance Index. Link to survey form is given below:
fur further details, kindly refer to the project section. I seek academic collaboration from different countries' researchers and seek cooperation from them in collecting survey information and ask them to join me in this academic pursuit where they can be part of a research team, which will publish papers based on data.
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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:
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The COVID-19 Global leadership Performance Index
I like to improve methodology and survey questions for the project- The COVID-19 Global leadership Performance Index. Link to survey form is given below:
fur further details, kindly refer to the project section. I seek academic collaboration from different countries' researchers and seek cooperation from them in collecting survey information and ask them to join me in this academic pursuit where they can be part of a research team, which will publish papers based on data.
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The above are old lits though but details comprehensively traits of visionary leaders pre-covid.
Also see bluecolar leadership on Linkedin.
Hope it helps.
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Hello,
we have been doing a lot of HRM for methylation analysis in our Laboratory using the Qiagen Epitect HRM Master Mix.
But since it has been cancelled we have been searching for alternatives. We have already tried the Biorad Precision Supermix and the Quanta Biosciences AccuMelt HRm Supermix which work for some assays but not others. Could someone maybe recommend a different MM?
Thanks and best Wishes,
Ulrich
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Hi Ulrich magnet.
In my lab, we are using MeltDoctor HRM MM from Thermo Fisher Scientific for HRM genotyping in oil palm.
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You can assist by framing likely topics that centre on HRM and educational staff performance; HRM and Managing STEM education; HRM and Students' Academic Performance etc.
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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
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My research focuses on recruitment and selection, workplace policy and compensation.
What are their challenges?
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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
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I would like to use PCR to obtain 100% methylated DNA using nucleotides containing methylated cytosine. Such DNA will be used to prepare curves for HRM analysis. However, the primers used for such amplification should not have cytosines in their sequence because they cannot be labeled. Do you know any software or websites which can be used to design primers in areas without cytosines? I was looking for an option in Primer3, but I did not find one.
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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
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There is an increased use of AI in HRM, and we want to keep up with this new research.
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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
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Considering that Covid has manifested in various forms and it is expected that this wave will end only by the starting of 2022. In this context, there is likelihood of HR force working mostly from home. This arises number of questions:
1. How will employer look at this either as an opportunity or as a threat?
2. What possible changes in HR will happen?
3.What specific skill sets are needed for the existing employees and the prospective employees?
4. New areas for research in HR
5. Possible changes in engagement, competency, industrial relations etc.
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a. Home office culture
b. Changes in recruitment process
c. Online Induction
d. Changes in employee compensation
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Dear colleagues, anyone knows peer-reviewed journals in human resources management with a short review period?
Many thanks in advance!
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Sustainability
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On a scale of 10 - In different countries -Effectiveness of online Primary education (Scores)
1 UK - 4.9
2 Canada - 5.6
3 USA -5.6
4 Australia - 6.6
5 France 4.6
6 Germany - 6.1
7 Japan - 3.1
8 China - 5.4
Source- Economist - taken from DB (26-6-2021)
Is there any research available or ongoing for COVID-19 impact and effectiveness of online teaching in higher education (Graduate, Master degree course, Professional Courses (Medical & Engineering)
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Hi
I need a new and innovative topic for my research proposal for PhD in Human Resource Management.
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 an effective solution for the development of society in this field.
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Very interesting question
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I am eager to be a researcher in an international project about Human Resource Management topics.
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Not in this year
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What are the emerging areas of HRM or OB ,you have found during your studies? I am planning to conduct a quantitative research for my BSc degree. Since this is my first experience, can anyone help me with suggestions?
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As this will be your first piece of serious academic research using quantitive methods you should begin by finding say five excellent and highly regarded previous studies using quantitative methods in HR areas and ask questions like ‘how was the unit of analysis determined?’ How was statistical validity ensured?’ ‘How was interpretation of data undertaken?’ Once you understand the strengths and weaknesses of quantative methods you will be better able to select your research question.
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Folks, can anyone please suggest if there is a technical possibility to connect a FireWire CCD camera (Zeiss HRM) to a laptop using a USB port? Normally, we use a desktop PC with a FireWire slot, however for some applications we would prefer connecting this camera to a laptop which does not have a FireWire slot. Are there any adaptors which can connect FireWire to USB? Many thanks in advance.
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@Rawil Possibly below tuitorial on YouTube would help your cause.
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Hi! My name is Aimee. My current study is about how a HRM practices can lead to sustainable organization in Higher Educational Institutions.
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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!
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Main problems are; low quality service delivery of public organizations, citizens and beneficiaries dissatisfaction, failure to achieve strategic goals, failure to spend development budget and so on.
I would like to find the problems form human resource management practices angle. Whether the practices set by Independent commission of public administration and the organization itself are standard or not? the variance between set or standards practices and actual practices? quality of HR and HRM in the organization.
from job analysis and preparing job description, to HR planning, training and development, performance appraisal up to Gender and ethics issues.
Organization is government budget based with almost 80% free service delivery.
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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.
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I will be required to submit a dissertation as a part of my ongoing MBA course. I have decided to do my dissertation in HRM. I’d be really grateful if you could suggest some interesting topics for the same. Thank you.
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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
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What are the alternative ways to convert a 'performance gap' into an 'empirical gap' in management research?
Please provide the links, if any.
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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.
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Human Resource Analytics (HRAs) is now a topical area in the field of Human Resource Management. But how applicable this is in the African context is somewhat an issue. What are some of the practical benefits that Africans can derive from adopting HRAs? How practical are HRAs in your part of the world? How can we better the adoption and implementation of HRAs in organizations in Africa?
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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.
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I am looking for company level secondary data sources in the field of Human Resources such as information about information about CEOs previous job experience within the same company or any other company, his level of closeness with immediate subordinates and so on...Can anyone share such websites?
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Zubair Nawaz thank you so much. I will search it out.