Science topics: EconHuman Resources
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Human Resources - Science topic

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy.
Questions related to Human Resources
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Why do you think the suggested structure is effective for a startup?
List some startup companies that follow the suggested structure.
This question is formulated for my research.
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Agree with previous answers! At start up, forget about structure and focus on relationships. We live in a complex world so a new startup has the opportunity to develop in this context. So as you grow, devolve and delegate leadership to the sharp end where the organisation meets its stakeholders (including clients and suppliers). Involve everyone in decisions they have to implement. Get input from as many sources as possible including all those in the company. As the leader, don't be an island. If you are feeling lonely at the top you are not doing it right or you don't have the right people around you!!
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AI has become the future of HR and is transforming the way human resources professionals operate. It has encompassed almost every sectors of the society? Is it going to replace human resources in future?
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AI is unlikely to replace human resources but will definitely change the face of HR. AI can automate routine tasks such as resume screening, scheduling, and data analysis, improving efficiency and decision-making. Yet, HR involves emotional intelligence, critical thinking, and complex problem-solving-skills that AI alone cannot replicate. Instead of replacing HR professionals, AI will augment their roles with the ability to focus on strategic planning, employee engagement, and workplace culture.@Madan Biswal
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I am researching for better Human Resource Practices which may be universally accepted by all organisations.
Request all to share the answers/ links/ any documents/ videos
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Indian Oil Corporation Limited (IOCL) implements comprehensive Human Resource (HR) practices to foster a skilled, diverse, and engaged workforce. Key aspects include:
  • Talent Acquisition and Development: OCL focuses on attracting, developing, and retaining talent to build a safe, engaged, and performance-driven workforce. The company invests significantly in training and development, with ₹92.92 crore allocated for these initiatives.
  • Diversity and Inclusion: The organization upholds human rights and offers equal employment opportunities without discrimination based on gender, caste, creed, nationality, or physical ability. IOCL has developed a comprehensive Diversity, Equity, and Inclusion (DE&I) Index to create an inclusive working environment.
  • Employee Engagement and Well-being: IOCL emphasizes building an engaging workplace and promoting safe and healthy practices for employees. The company has an attrition rate of 1%, reflecting its commitment to employee retention.
  • Performance Management: The company has implemented strategic integration and development of HRM to enhance productivity and achieve a competitive advantage. These practices collectively contribute to IOCL's goal of creating a diverse, equitable, and inclusive workplace that fosters innovation and resilience.
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j'ai un projet de fin d'etude sur le sujet de gestion des risque et management des ressources humaines
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You can find documents on risk management and human resources management through platforms like Google Scholar, ResearchGate, SSRN, JSTOR, and professional associations such as SHRM for HR and RIMS for risk management.
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Workplace Mental Health: A Global Perspective
Workplace mental health has emerged as a critical issue in modern society, shaped by diverse cultures and national contexts. It has profound implications in two key areas. First, employee mental health is directly linked to productivity, performance, engagement, and workforce retention. Second, as people spend an increasing number of hours in their workplaces and interacting with colleagues, the impact on overall mental well-being has become significant. This book aims to explore workplace mental health challenges by inviting empirical research, case studies, and intervention reports. Its goal is to empower stakeholders globally with insights and strategies to effectively address these pressing issues.
Sections and Themes
The book,in English, will consist of five distinct sections, each focusing on different aspects of workplace mental health.
1. Workplace mental health and cultures
2. Workplace psychopathology
3. Workplace mental health and organization process
4. Workplace mental health and jurisdictions
5. Workplace mental health programs, interventions and programs
Topics
All the following topics are welcomed:
· Workplace stress
· Job-related anxiety
· Workplace trauma
· Burnout
· Work-life balance
· Employee Assistance Program (EAP)
· Mental health stigma in the workplace
· Workplace harassment and bullying
· Toxic leadership
· Organizational culture and mental health
Submission Guidelines
All submissions should follow APA style.
1. Abstract Submission Deadline: May 31, 2025 (500 words)
2. Acceptance Notification: June 30, 2025
3. Full Chapter Submission: September 30, 2025 (under 12,000 words)
4. Peer Review Results: October 31, 2025
5. Final Chapter Submission: November 30, 2025
Editors
Corresponding Editor: Samuel Leung, PhD, International Business University, Toronto, ON, Canada
Managing Editor:
Alexander Amigud, PhD, International Business University, Toronto, ON, Canada
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Submission Guidelines
All submissions should follow APA style.
1. Abstract Submission Deadline: May 31, 2025 (500 words)
2. Acceptance Notification: June 30, 2025
3. Full Chapter Submission: September 30, 2025 (under 12,000 words)
4. Peer Review Results: October 31, 2025
5. Final Chapter Submission: November 30, 2025
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Digital transformation is reshaping industries worldwide, and the creative and tourism sectors are no exception. For these industries, the transformation of Human Resources (HR) is a critical component to achieving innovation and sustainable growth in a competitive global market. However, the journey is fraught with challenges, such as resistance to change, skill gaps, technology adaptation issues, and financial constraints. At the same time, this transformation offers significant opportunities, including improved operational efficiency, enhanced employee engagement, and access to global markets. This question aims to spark a discussion on effective strategies and best practices for addressing the barriers to HR digital transformation while capitalizing on its benefits. How can organizations ensure a smooth transition, build digital competencies among employees, and maintain competitiveness? Furthermore, what role do leadership, culture, and technology play in facilitating successful digital transformation in HR? Insights and case studies are welcome.
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For human resource management, it is essential to know what activities people perform in the company, in any sector of the economy. And in any type of record.
Activities provide information about:
What people do;
Why;
How much it costs.
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1. Different sectors/industries
2. Different departments ; * Entrepreneurship
* Supply chain management
* Procurement
* Human Resource
* Accounting
* Finance
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¿Cuál es la base para la propuesta?
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STRUCTURES OF HR THAT SUPPORTS SUSTAINABLE COMPETITIVE ADVANTAGE
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A human resource structure that supports sustainable competitive advantage includes several key elements:
  1. Strategic Human Resource Management (SHRM): Aligning HR strategies with the overall business strategy ensures that the organization can respond effectively to market changes and competitive pressures.
  2. Talent Management: It is crucial to attract, develop, and retain top talent. This includes robust recruitment processes, continuous learning and development opportunities, and clear career progression paths.
  3. Employee Engagement and Culture: Fostering a positive organizational culture and high levels of employee engagement can lead to increased productivity and innovation. This involves creating a supportive work environment, recognizing and rewarding performance, and promoting work-life balance.
  4. Performance Management: Implementing effective performance management systems that align individual goals with organizational objectives helps ensure that employees contribute to the company’s success.
  5. Agility and Flexibility: It is essential to develop a workforce that can quickly adapt to changes and new challenges. This includes promoting a culture of continuous improvement and innovation.
  6. Green Human Resource Management (GHRM): Incorporating sustainable practices into HRM, such as green recruitment, training, and performance management, can enhance a company’s reputation and lead to long-term competitive advantages.
By integrating these elements, organizations can build a resilient and adaptable HR structure that supports sustainable competitive advantage.
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El Laboratorio de Vidrio pertenece al Área Tecnológica de la Escuela Universitaria Centro de Diseño, de la Facultad de Arquitectura Diseño y Urbanismo. Se han propuesto históricamente actividades que integran las funciones universitarias. La investigación ha formado parte fundamental de la enseñanza en relación al material, donde se promueve la organización y sistematización para la interpretación de los resultados y la generación de conocimiento pertinente. El relacionamiento directo con el material así como el trabajo en el territorio, por medio de actividades con artistas, artesanos, diseñadores locales, fábricas y museos, permiten la integralidad de las propuestas donde estudiantes construyen aprendizajes significativos.
El Laboratorio de Vidrio ha promovido siempre la utilización de residuos de vidrio como materia prima para los ejercicios y actividades de investigación que desarrolla. El vidrio es 100% reciclable en el sector industrial aportando una reducción de hasta un 30% de energía en la demanda de los hornos de fundición. En Uruguay sin embargo, no existen industrias que lo fabriquen, por lo que la recircularización del residuo de vidrio debe proponerse mediante otros procesos.
Si bien algunos programas de la Intendencia de Montevideo sí contemplan el vidrio hueco como material reciclable, el proceso de descarte y traslado complejiza la clasificación manual eficiente y segura del residuo recolectado, que no tiene salida comercial. De esta forma, el material desechado por quienes lo clasifican, realiza un nuevo viaje a la Usina 5 Felipe Cardozo, lo que aumenta el consumo de energía y la contaminación ambiental por el uso de combustibles, en la disposición de este residuo.
El resultado son toneladas de vidrio descartadas en disposición final y el ciclo de reutilización del vidrio anulado. Esto favorece la extracción de materias primas que pueden encontrarse en el residuo de vidrio y en otro sentido evita la revalorización del envase de vidrio como producto asociado a nuevos usos a través de modificaciones formales, mecánicas, químicas o de altas temperaturas.
En este marco, en Uruguay, no existen industrias que produzcan vidrio y reciban sus residuo, por este motivo el aporte del presente proyecto a la solución de la problemática, es identificar empresas y emprendimientos que utilicen residuo de vidrio como materia prima, para promover la recircularización del material.
Para contribuir a la disminución del volumen de desechos sólidos vertidos en disposición final el Laboratorio de Vidrio distingue como estrategia la ralentización del ciclo de vida de envases de vidrio. Este proyecto propuso cuantificar los volúmenes y definir las características (tamaño, color, forma, procedencia) del residuo de vidrio que producen los Mercados Gastronómicos de Montevideo; relevar y clasificar empresas o emprendimientos de procesamiento y uso del residuo de vidrio hueco en el contexto local, determinar sus capacidades, requerimientos y caracterizar los procesos que realizan, para diseñar una guía técnica que presente y sistematice las opciones para la recircularización del residuo de vidrio hueco generado por Mercados Gastronómicos que contribuya a la educación ambiental
del público en general.
Los resultados de la investigación revelan que los Mercados Gastronómicos de Montevideo relevados desechan 455 botellas de vidrio por semana, mientras que las empresas que transforman estos residuos procesan un total de 890 botellas semanalmente. Esto sugiere que es técnicamente viable reciclar todos los residuos de vidrio generados por los Mercados Gastronómicos. Entre las opciones evaluadas, la pulverización se destaca como la alternativa con capacidad para manejar diferentes tipos de botellas y superar la cantidad de residuos generados. Sin embargo, ninguna solución identificada puede absorber todos los residuos del sector gastronómico, destacando la necesidad de un plan integral para coordinar y fortalecer las capacidades de reciclaje.
Se propone la creación de un centro de trabajo con vidrio en Montevideo para centralizar y mejorar las opciones de reciclaje, reduciendo los traslados y minimizando el impacto ambiental. El estudio también señala limitaciones en la especificidad y escalabilidad de los proyectos de reciclaje de vidrio, así como una falta de formación en personas que trabajan con este material. Se recomienda invertir en recursos humanos y materiales para promover estas capacidades, incluyendo formación, infraestructura de menor escala, diseño de productos, sistemas y servicios y estrategias de venta.
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bien, entonces que hacen con los envases de vidrio que descartan?
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Hello. good time By answering this question researcher, you can help her a lot
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thanks a bunch. due to your answer
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With the advent of new technologies (e.g., AI, big data), according to reports, the shortage of technological talents may affect the operations of organizations. So how should the human resources department improve the retention rate of existing talents?
I believe that effective motivational strategies should be adopted, such as employee experiences such as flexible working hours or remote working.
I would like to ask for your opinion on this aspect, thank you very much!
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Solving employee shortage and retention issues is a critical concern for many organizations, as it can have a significant impact on business performance and profitability. Here are some strategies HR can employ to address these issues:
Employee Shortage:
  1. Competitive Compensation and Benefits: Offer competitive salaries, bonuses, and benefits packages that match the market standards to attract top talent.
  2. Employee Value Proposition (EVP): Develop a clear EVP that communicates the company's mission, vision, values, and culture to potential employees.
  3. Diversity, Equity, and Inclusion (DEI): Foster a culture of diversity, equity, and inclusion to attract a broader pool of candidates.
  4. Employee Referrals: Encourage employee referrals by offering incentives for successful referrals.
  5. Talent Pipelining: Build relationships with potential candidates through internships, mentorship programs, or online engagement to identify and nurture future talent.
  6. Up-Skilling and Reskilling: Invest in training and development programs to enhance the skills of existing employees, making them more competitive in the job market.
  7. Virtual Work Arrangements: Offer flexible work arrangements, such as remote work options, to attract a wider pool of candidates.
Employee Retention:
  1. Employee Engagement: Foster a positive work culture by engaging employees through regular feedback, recognition, and rewards.
  2. Career Development Opportunities: Provide opportunities for growth, promotion, and professional development to keep employees motivated and challenged.
  3. Employee Wellness: Prioritize employee well-being by offering wellness programs, mental health support, and work-life balance initiatives.
  4. Recognize and Reward Employees: Regularly recognize and reward employees' contributions through bonuses, promotions, or public recognition.
  5. Manager-Employee Relationships: Foster strong relationships between managers and employees by providing training on effective leadership and communication skills.
  6. Feedback Mechanisms: Establish open feedback mechanisms to encourage employee feedback and suggestions for improvement.
  7. Exit Interviews: Conduct thorough exit interviews to identify reasons for employee turnover and implement changes to address these issues.
Additional Strategies:
  1. Predictive Analytics: Use data analytics to identify at-risk employees and implement targeted interventions to prevent turnover.
  2. Stay Interviews: Conduct stay interviews with employees who have been with the organization for a long time to understand what keeps them engaged and motivated.
  3. Work-Life Balance Initiatives: Implement policies that support work-life balance, such as flexible scheduling or compressed workweeks.
  4. Diversity of Job Roles: Offer a range of job roles to cater to different skill sets and interests, reducing the likelihood of boredom or stagnation.
  5. Employee Recognition Programs: Implement regular recognition programs to acknowledge employees' achievements and contributions.
By implementing these strategies, HR can help address employee shortage and retention issues, leading to increased job satisfaction, reduced turnover rates, and improved business performance.
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I have seen studies using platforms like Prolific to collect data from customers or potential customers. However, I haven't yet seen studies in human resources using Prolific for data collection. There are filters on prolific that allow you to screen participants according to employment related variables. I am wondering whether prolific is suitable or not for studies in this field. Thank you.
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Prolific is a popular online platform that allows researchers to recruit participants for their studies in the fields of psychology, social sciences, and beyond. While it's not exclusively focused on human resources (HR), it can be a useful platform for studying HR-related topics. Here's why:
Why Prolific is relevant to HR research:
  1. Large pool of participants: Prolific has a large pool of over 2 million registered participants from diverse backgrounds, making it easier to find suitable participants for your study.
  2. Variety of demographics: The platform allows you to filter participants by demographics, such as age, gender, education level, and more, which can be useful for HR research.
  3. Psychological and behavioral studies: Many HR-related topics, such as organizational behavior, leadership, motivation, and employee well-being, fall under the umbrella of psychological and behavioral studies. Prolific's focus on these areas makes it a suitable platform for HR research.
  4. Easy participant recruitment: The platform streamlines the recruitment process, saving you time and effort compared to traditional methods like posting ads or using in-house participants.
What types of HR-related studies can be conducted on Prolific:
  1. Surveys and questionnaires: You can create surveys to collect data on various HR topics, such as employee engagement, job satisfaction, or organizational culture.
  2. Experimental studies: Design experiments to test hypotheses related to HR topics, such as the effectiveness of different training methods or the impact of leadership styles on team performance.
  3. Behavioral economics and decision-making studies: Investigate how employees make decisions about work-related issues, such as pay or benefits, using behavioral economics principles.
Limitations and considerations:
  1. Screening criteria: While Prolific has a large pool of participants, you may still need to screen them based on specific criteria (e.g., industry experience or job role) to ensure they match your study's requirements.
  2. Sampling limitations: As with any online panel, there may be limitations in terms of representativeness and generalizability of the sample.
  3. Ethical considerations: Ensure you comply with ethical guidelines when conducting research on Prolific, especially when collecting sensitive information or involving vulnerable populations.
In summary, Prolific can be a valuable platform for studying human resources topics, offering a large pool of participants and an efficient recruitment process. However, it's essential to consider the limitations and ethical implications when designing your study.
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I am writing about the Ph.D. pursuing research scholars in the HR domain regarding the problems faced in finding and publishing their research articles in Scopus Indexed Journals only.
I have decided that I am Pursuing Qualitative Research.
Since the "Publication Rate" is the norm the Researchers are bound by the Institutions.
Could anyone please provide me with your guidance, on whether it would be possible or not, and if yes what should I follow?
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Exploring the problems of research scholars can be both a human resource research and academic research, depending on the focus and approach.
Human Resource Research: If the focus is on understanding the challenges and problems faced by research scholars from a human resources perspective, such as analyzing the impact of stress, motivation, or workload on their well-being and productivity, then it would fall under the realm of Human Resource Research. This type of research aims to identify strategies to improve the working conditions, job satisfaction, and overall performance of research scholars.
Academic Research:On the other hand, if the focus is on exploring the problems of research scholars from an academic perspective, such as examining the theoretical underpinnings of research challenges or developing new methodologies to address these challenges, then it would be considered Academic Research. This type of research aims to advance our understanding of the research process, methodology, or epistemology.
In summary, while there may be some overlap between these two categories, Exploring the problems of research scholars can be both a human resource issue (concerning the welfare and productivity of researchers) or an academic issue (concerning the theoretical foundations and methodologies used in research)..
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What are the factors that help artificial intelligence in strengthening the relationship between human resources and production quality?
Are these factors ideal or is there something additional?
1. Improving selection and recruitment processes.
2. Improve employee experience.
3. Improve production forecasting and planning
4. Improving training and development processes
5. Improving maintenance and operation processes
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APPLICATION OF AI ACROSS VARIOUS FUNCTIONS ACCELERATES THE POTENTIALITY OF THE TALENTED /COMPETENT WORKFORCE THOSE WHO HAS ZEAL AND ASPIRATION.
IT IS AN INTEGRATIVE FUNCTION ; SYSTEMATIC COOPERATION AND COORDINATION ; HR FOCUS ON THE DEVELOPMENT OF THE ENTIRE FUNCTIONS THROUGH THE INDUCTION OF THE LATEST TECHNOLOGY THAT FINALLY RESULTS IN IMPROVEMENT OF INDIVIDUAL PERFORMANCE, PRODUCT QUALITY AND FINALLY THE OVERALL PRODUCTIVITY.
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the quantity of credentials or problems solved?
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COMPETENCIES DEVELOPED FROM TIME TO TIME WITH PROVEN RESULTS IS IMPORTANT WHERE IN THE DECISIONS TAKEN ON TIMELY BASIS BY SOLVING VARIOUS PROBLEMS IN CRUCIAL PERIOD PLAY VITAL ROLE ON THE SUCCESSFUL OPERATIONS.
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heavy use of Large Language Model will going to change the working style of organization?
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THE CONTRIBUTION OF LLM CERTAINLY CREATE MORE POSITIVE CULTURE THAT FINALLY BRINGS CHANGE IN THE MINDSET OF EMPLOYEES AT VARIOUS LEVELS TOWARDS IMPROVEMENT IN PRESENT PERFORMANCE AND ALSO FACILITATE TO REACH THE PERFORMANCE TARGETS.
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We are looking for a research group that contains a research group in the field of management and human resources?
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In some aspects , labour lawyers/labour law researchers can do a lot on the field of hr
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human resources performance
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Digital transformation can significantly impact HR performance by automating processes, leveraging data analytics, enhancing employee self-service, enabling remote work, driving skills development, and reshaping HR roles. HR professionals need to embrace these changes, develop new competencies, and leverage technology to drive organizational success and effectively support the evolving needs of the workforce.
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The future of human resources
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While digitization and AI bring changes to the HR field, it is not a threat to the future of HR professionals. Instead, it presents an opportunity for HR to evolve and leverage technology to enhance their strategic role within organizations. By embracing technology, upskilling, and focusing on strategic partnership and employee experience, HR professionals can continue to add value and make a positive impact in the digital era.
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How is HR relevant to revenue growth?
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The relationship between human resources and revenue growth is significant and interconnected. Human resources play a crucial role in driving revenue growth for organizations in several ways; For example,
Talent Acquisition and Retention: Effective human resource management practices, including recruitment and selection processes, are essential for attracting and retaining talented employees. Hiring individuals with the right skills, knowledge, and experience can contribute to improved productivity, innovation, and customer satisfaction. A skilled and motivated workforce is more likely to drive revenue growth through their contributions to product development, service delivery, and customer engagement.
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Trying to get clarity on human resource accounting
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Human resources accounting can be a relevant project topic for both accounting students and business administration students, depending on their specific focus and interests within their respective disciplines.
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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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Yes, i want with all pleasure
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Who agrees, for the sake of human decency, people should be trained to use the word banal, cliché, etc. instead of the word gay? How? Why? My answer: I agree for the sake of human decency, people should be trained to use the word banal, cliché, etc. instead of the word gay. How?: Through training to obtain human empathy, human dignity, and harmony. Why?: Often the term gay is misused and the banal should be addressed with respectful terms.
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A gay is a gay. In sake for human decency, the point would be: are we going to say "gay" to offend and / or discriminate, or merely to describe sexual orientation?
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Did u experience video interviewing in process of selection and if u did how did u feel about it ?
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Thank you Muhammad Irvan . Appreciate the feedback. Seems like is getting more popular.
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The first round: Where and to whom do we give it and how do we improve green learning skills
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Building green human resources involves developing a workforce that is not only skilled and efficient but also environmentally conscious and committed to sustainable practices. The foundation for constructing green human resources lies in fostering a culture of environmental responsibility within organizations. This entails integrating eco-friendly principles into various aspects of human resource management, including recruitment, training, employee engagement, and overall organizational policies.
The first step in building green human resources is to align recruitment processes with sustainability goals. Organizations can prioritize candidates who demonstrate a genuine commitment to environmental stewardship. This involves assessing candidates for their awareness of environmental issues, their track record of sustainable practices, and their willingness to contribute to the organization's green initiatives. Incorporating these criteria into the hiring process ensures that the workforce is built with individuals who share the organization's values regarding environmental responsibility.
Once a green workforce is established, the next crucial aspect is training and development. Organizations should invest in training programs that educate employees about the importance of sustainability, the environmental impact of their work, and best practices for minimizing ecological footprints. This training can cover areas such as energy conservation, waste reduction, and eco-friendly workplace habits. By providing employees with the knowledge and tools to adopt sustainable practices, organizations empower their workforce to contribute actively to environmental conservation efforts.
Employee engagement is another cornerstone of green human resources. Organizations can encourage employee involvement in sustainability initiatives by fostering a sense of environmental responsibility through communication, recognition, and incentives. This includes regular communication about the organization's green goals, acknowledging and rewarding environmentally friendly behaviors, and creating a collaborative environment where employees feel empowered to contribute innovative ideas for sustainable practices.
Additionally, organizational policies play a pivotal role in building green human resources. Establishing and enforcing policies that prioritize sustainability, such as flexible work arrangements to reduce commuting, waste reduction measures, and support for eco-friendly initiatives, demonstrate a commitment to environmental responsibility at the organizational level. Leadership should actively promote and embody these policies, setting an example for employees to follow.
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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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Research Papers
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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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Does Human Resources have any relationship with a Work Environment?
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  • HR actively recruits candidates from various backgrounds and promotes diversity in the workplace.
  • They organize regular training sessions to keep employees updated on the latest technology trends.
  • When conflicts arise between team members, HR steps in to mediate and find fair solutions.
  • HR ensures that the company complies with all data protection laws and privacy regulations, making customers trust companies with their data.
Hence, HR's actions and policies directly impact the reputation of a work environment. When HR focuses on fairness, inclusivity, compliance, and employee development, it contributes to a reputable and positive workplace.
Hope it helps! All the best
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Procuro estudo sobre laboratório de ensino de habilidades de enfermagem (contribuições para o ensino, administração de recursos humanos e materiais, principais metodologias de ensino utilizadas)
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Considero que para el desarrollo de habilidades los planes o programas deben considerarse a mediano y largo plaza con una carga horarios fuerte de aplicación, caso contrario quedará sólo en conocimiento.
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all information related to the research, field in human resource (Business and Management Program)
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To gather information on ambidextrous leadership in the field of human resource management, you can follow these steps:
  1. Academic Databases: Access reputable academic databases such as Google Scholar, JSTOR, or EBSCOhost, and search for research articles using keywords like "ambidextrous leadership," "dual leadership," or "leadership paradox." These databases contain a wide range of scholarly articles from various journals and academic publications.
  2. ResearchGate and Academia.edu: Explore research-focused platforms like ResearchGate and Academia.edu. These websites host a vast collection of research papers, dissertations, and theses. You can search for specific keywords related to ambidextrous leadership within the field of human resource management.
  3. Professional Journals: Look for specialized journals in the field of human resource management, organizational behavior, or leadership. Examples include the Academy of Management Journal, Journal of Applied Psychology, or Human Resource Management Review. These journals often publish articles on ambidextrous leadership and its implications in organizations.
  4. Books and Book Chapters: Search for books and book chapters written by experts in the field of leadership and human resource management. Check reputable publishers like Oxford University Press, Springer, or Emerald Group Publishing. Look for titles that specifically discuss ambidextrous leadership or related concepts.
  5. Conference Proceedings: Explore conference proceedings from relevant academic conferences in the field of human resource management and leadership. These conferences often feature presentations and discussions on the latest research and trends in the field. Check the websites of professional associations like the Academy of Management or Society for Human Resource Management (SHRM) for conference proceedings.
  6. Contact Researchers and Experts: If you come across specific research papers or articles that are of interest, consider reaching out to the authors directly. They might be willing to provide additional insights or share their expertise on ambidextrous leadership in the context of human resource management.
  7. University Libraries and Resources: Visit your university library and consult with a librarian specialized in business and management resources. They can guide you to relevant books, journals, and databases that contain information on ambidextrous leadership.
Remember to critically evaluate the sources you find, considering factors such as the credibility of the authors, the rigor of the research methodology, and the relevance to your specific research topic.
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In Yingxu Wang. "Software Engineering Foundations A Software Science Perspective" Auerbach Publications, 8 August 2007 (1444 pages)." Wang said that "Software engineering is an ideal testbed for existing theories and methodologies in disciplines mentioned above in the book, from mathematics to cognitive informatics, and from Science to sociology for two reasons:
(1) Software engineering is the latest and the most complicated engineering branch that humankind has ever experienced, and
(2) Software engineering s a transdisciplinary field with both its theoretical foundation and empirical applications inherently. An excellent book treated software engineering as a science.
In the gang of four (GoF) Book Erich Gamma, Richard Helm, Ralph Johnson, et al. "Design Patterns: Elements of Reusable Object-Oriented Software," Addison-Wesley Professional, October 1994, and another huge number of traditional analysis and design patterns books are programming languages where they claim that Patterns are micro-architecture. Question: Where are the macro and mini architectures?
All the citations of Knuth (1974), Parnas (1998), Dijkstra (1998) & (2004) summarize the following problematic issues:
[1] Knuth indicated that software engineering (SE) is programming, and programming is an art.
[2] Parnas said that Software is a form of engineering.
[3] Dijkstra predicted the death of software engineering (SE) and named it
a. Radical Novelty
b. Miserable Science
c. Doomed Discipline
Dijkstra does not believe that SE is not Art, Science, or Engineering.
[4] Wang emphasizes that SE is a science.
[5] GoF and other traditional patterns are programming and have nothing to do with art, Science, and engineering.
During the discussion of these problematic issues with many academics and professionals and no good answers
What are the few causes of these problematic issues (will be addressed and criticized in different publications with examples):
(I) Most people working in computing (academics and partitioners) are software engineers, such as programmers, researchers, managers, and top Faculty, and this is the case with any engineering work.
(II) The existing programs at universities, training companies, Gurus, and top authors need to learn about proper software engineering. They inherited this from their previous education and training.
(III) In reality, most people treat software engineering as programming in the Colleges of Engineering, Science, and Business, and they are different.
(IV) The demand for SE positions is very high and will continue to be high. However, many organizations' hiring committees at universities and human recourses need to learn the proper qualifications for such positions. Unfortunately, discrimination influenced the hiring committees and Human Resources during the entire career experience. For example, the hiring process on hiring committees, once they kicked, prevented a seat in hiring and promotion committees.
(V) The existing software engineering books are all the same, and we cannot classify them as proper forms of Art, Science, and Engineering. Unfortunately, many software engineering instructors consider them all the same and do not offer anything related to software engineering. Therefore, they are flawed and have reductase art, Science, and engineering knowledge.
VI. All the existing research is done, and going on is a waste of money, time, and energy – Billions of $s. we need to have new directions and research agenda for accurate Software Engineering.
VII. The programmers think they are software engineers, which indicates that software engineering is programmers by the majority. According to proper software engineering, it is less than 5% of the software development lifecycle if done correctly. These answer the questions related to the cancelations of many systems, maintenance nightmare, disappearance, and short life spans of many existing software companies, failure of 98% of startups, and legacy systems (Billions of $s)
VIII. As practitioners and academics, we have been in software engineering for more than 45 years. Unfortunately, software researchers, academics, and professionals need deep knowledge of proper software engineering.
IX. The SE deals with two spaces: (1) the Problem Space and (2) the Solution Space.
(1) The problem space has three properties: (I) one problem, (II) represents the "WHAT," (III) Analysis of the functional and non-functional requirements.
(2) Solution Space has three properties: (I) Many Solutions, (II) Design, Architecture, and Coding, and (III) Represents the "HOW-TO."
The problem space only exists in some places. It is disastrous and misses the problem space in SE and leads to building software development as instance developments, leading to vast numbers of software applications per instance.
The solution space provides many solutions. However, unfortunately, this is also disastrous and misses the ultimate solution.
X. Specialized SE professors are needed at many software engineering programs in computer science, Computer Engineering, mathematics, information systems, and other colleges that need more—for example, Taken San Jose State University and all CSUs. Software Engineering Programs are extensive, with a minimal number of Faculty vs. the number of Students.
At SJSU, the Computer Engineering Department serves more than 2300 undergraduate and graduate students. It offers BS and MS degrees in computer and software engineering, and its Software Engineering Program serves more than 2000 graduate and undergraduate students. The funny thing, all the Faculty in SE are considered Software Engineering Faculty, and part-time lecturers (Who are not qualified) teach software engineering and management courses. In contrast, we believe all the systems exit in the Software section of the department to be Software Engineering courses.
XI. Existing software engineering methodologies/methods/techniques/processes have a lot of problematic issues and pitfalls that are not appropriate for SE, such as existing domain analysis, abstraction techniques, modeling, standards, functional and non-functional, design, architecture, testing, and many others
XII. We are developing instance-oriented software systems and applications based on what We call industrial objects (IOs) with the following properties: (1) Tangible, (2) Changeable, (3) Application Objects, [4] Known to most people, such as a specific book, or car, or computer, and others
The big question: Do we have ways to fix the above problematic issues and pitfalls?
YES.
Check the next Article – Old Question – Part Two.
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Dear Prof. Fayad!
You pointed to a very important issue. Please let me argue that software engineering is a mix of art, science, and engineering. Software engineering evolves in a cultural context (university -, industry-, and regulatory culture):
1) Bjarnason, E., Åberg, P. & Ali, N.b. Software selection in large-scale software engineering: A model and criteria based on interactive rapid reviews. Empir Software Eng 28, 51 (2023). https://doi.org/10.1007/s10664-023-10288-w, Open access:
2) A case study: Wiesmann, D. Avoidance of the term agile in software engineering: Necessary and possible. J Softw Evol Proc. 2023;e2566. doi:10.1002/smr.2566, Open access: https://onlinelibrary.wiley.com/doi/full/10.1002/smr.2566
3) Elijah Zolduoarrati, Sherlock A. Licorish, Nigel Stanger,
Secondary studies on human aspects in software engineering: A tertiary study, Journal of Systems and Software, Volume 200, 2023, Available at:
Yours sincerely, Bulcsu Szekely
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Impacto na gestão dos Recursos Humanos tendo em conta a Constituição da República Portuguesa, a LBSE e o Estatuto da Carreira Docente.
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O enquadramento constitucional e a Lei de Bases do Sistema Educativo (LBSE) têm um grande impacto na gestão dos recursos humanos docentes em Portugal. A Constituição da República Portuguesa, em seu artigo 43º, reconhece o direito à educação e estabelece que o Estado tem o dever de promover o acesso a uma educação de qualidade para todos os cidadãos.
A LBSE, por sua vez, estabelece as bases do sistema educativo português e define as competências do Estado, das escolas e dos docentes. Esta lei estabelece que a gestão dos recursos humanos docentes deve ser baseada em critérios de mérito, competência e qualificação, garantindo-se a igualdade de oportunidades e o respeito pelos direitos dos docentes.
O Estatuto da Carreira Docente, por sua vez, estabelece os direitos e deveres dos docentes, bem como as regras para a sua avaliação e progressão na carreira. Este estatuto define as categorias de docentes, as suas atribuições e a forma como devem ser avaliados e remunerados.
Assim, o enquadramento constitucional e a LBSE têm um impacto fundamental na gestão dos recursos humanos docentes em Portugal, promovendo a qualidade da educação e garantindo a igualdade de oportunidades para todos os cidadãos. O Estatuto da Carreira Docente, por sua vez, regula de forma mais específica a carreira dos docentes, estabelecendo critérios para a sua avaliação e progressão na carreira. Juntos, esses instrumentos legais ajudam a garantir a excelência do sistema educativo português.
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By the third millennium, Talent Management began to develop into a popular concept among business people who increasingly realized the importance of managing Human Resources (HR) as knowledge workers in the midst of dynamic global business competition. What companies do to create value for employees and be able to improve the performance of the company.
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Answering your question, smart companies stand out because they give creative freedom, leisure, social exchange, and the freedom to choose where you want to work, thus creating value for employees and improving their performance, which ultimately benefits the enterprise.
These companies understood that what is important is the quality of the result, not where the work is done, so they allow their employees to manage their time and only demand compliance with dates and quality in the product or service they must provide.
In the third millennium, it is entirely anachronistic to imagine employees working hours from 8 to 5 or 9 to 4, going to the offices every day, and responding to their bosses as if they were foremen.
I hope this helps.
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What are the main dimensions of human resource activities?
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The main dimensions of human resource activities can vary depending on the organization and industry, but some common dimensions include:
  1. Recruitment and Selection: Attracting and selecting qualified individuals to fill job vacancies in the organization.
  2. Training and Development: Enhancing the skills and knowledge of employees to improve their job performance and prepare them for future roles within the organization.
  3. Performance Management: Setting goals and objectives for employees, providing feedback, and evaluating their performance against these standards.
  4. Compensation and Benefits: Developing and administering pay and benefit programs that attract and retain talented employees.
  5. Employee Relations: Developing and maintaining positive relationships between employees and the organization.
  6. Health and Safety: Ensuring a safe and healthy workplace for employees, and complying with relevant laws and regulations.
  7. Legal Compliance: Ensuring compliance with labor laws and regulations, including equal opportunity employment and workplace safety.
  8. HR Information Systems: Maintaining accurate records of employee information, benefits, and performance, and using technology to streamline HR processes.
These dimensions of human resource activities are interconnected and must be managed effectively to support the organization's overall goals and objectives.
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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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My name is Mohammad Azimi and I have decided to pursue my Ph.D. degree in the field of HR and organizational behavior. Regarding my M.A. degree which was in the field of marketing management, I don't have enough knowledge in the field of HR and organizational behavior but I'm really eager to learn about this field. I would appreciate it if anyone can suggest me some books that can boost my knowledge in the field of HR and organizational behavior.
Thanks in advance
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You can search book on human resource on IGI Global portal or springer portal. You will find good stuff.
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I am a University student seeking support on the kind of research topic related to MBA -HROD for Hotel Industry. I am also looking for someone whom I can collaborate and can be my co-author of my study.
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The question about HR management in the hotel industry is very attractive to solve HR issues. Sometimes, ethical change management and talent management could be applied in this sector. Kindly visit the RG links.
All the best,
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I want to find a thesis topic about human resources and gamification. Do you have a topic or resource you can recommend?
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To check for a good topic for your thesis, I suggest you do the following:
1. Choose a number of peer-reviewed research papers related to, say, human resources and gamification, from Google Scholar or similar websites, not from any other source such as Google, etc.
2. Read these research papers and check for the research gaps from within such research. You may find these gaps under the subtitle, Future Research or similar subtitles.
3. Make sure that such gaps are not covered by recent research. That is, for the gap that you want to cover, read to the last current research in this regard to make sure that no other author(s) already conducted such research.
4. Then, go ahead and start preparing for your research, preferably using the Literature Review Matrix where you put a table showing authors, title, objectives, problem statement, variables, methodology used, findings, etc. for each research paper selected. By the way, you may want to keep such relevant research papers to use them as references in your research.
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mis-management of agricultural worker. how they are creating burden for economy. how to increase the productivity of excess people involved in agricultural services (other than extension education)
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Use of IT(Information Technology) and AI(Artificial Intelligence) may be there in agriculture for value engineering and it would be helpful in tackling this pertinent issue.
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IDEAS TO BE A THESIS PROJECT
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Kindly visits the relationship between ethical change management, teacher satisfaction and school performance (qualitative research).
All the best
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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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In addition to large enterprises having an independent vice president of personnel to oversee personnel operations, the human resources department of general medium-sized companies and below is of the same rank or level as the general department. If the human resources management department can be upgraded to the same level as the audit department directly under the board of directors, is it possible? How to effectively integrate human resources and assist company operations?
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You are most welcome Dear Chun - Chung Kuo
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Human resource accounting has been an area that has evolved recently,, what are some of the current trends in this are?
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The trends of artificial intelligence, diversity, gig economy, cloud-based HR tech, and productivity skills will drive the HR management in 2021 to formulate, implement corporate strategies, and improve employee engagement to boost a business.
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If the independent variable is Perceptual Management skill and the dependent variable is Management Models( Contextually based human resource, happiness factory, situational crisis communication). Which statistical tool is the best multivariate regression and Manover?
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Hi Ibrahim, you can watch this link in order for you to learn more about your query https://www.youtube.com/watch?v=kTuy-LyHf-4
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Hi everyone,
I am currently leading research activity on the topic of organisational risk assessment with a particular focus on issues referring to work-related stress evaluation. I would like to collect and study as many as possible works of research dealing with this field. In particular, I am interested in works developing practical engineering cases also contemplating thorough evaluations of diverse COVID-19 effects on psycho-physical well-being of human resources in industrial workplaces. I have already found several interesting papers but I feel the production on this field is still somehow limited, so any tip would be extremely appreciated and welcome.
Many thanks for your precious time,
Silvia
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Revered Silvia Carpitellafor having acknowledged my answer.
I will try to find out if any published articles with regard to diverse models based on your research in the context of specific organisations.
Till then, stay blessed
Senapathy
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In waterfall, you might have information about your people's occupation (if it is going to be high or low within the next month) because you have some estimates of how much people (and sometimes who) are you needing in the future. How does this work in agile? Can the companies have any overview after the current sprint? Because I haven't found much about the topic and I assume that since the best estimates are only on a backlog without names, therefore you can't really have an overview of your resource's availability in the near future, which is somehow troubling if you want to allow someone to go on vacations or schedule some trainings without impacting the projects.
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One answer might be to train existing staff to be ambidextrous with respect to exploitative and exploratory innovation. Some evidence suggests that type of employee is important to consider- and esp, that managers in Product Management and Engineering functions don’t seem to apply exploratory innovation techniques to exploratory projects.
See
Yamnitsky E. & Jankowicz, D. ‘Exploratory and Exploitative Project Management: How Product and Engineering Managers’ Perceptions Differ: A Case of Two Large High-Tech Corporations’. International Journal of Innovation Management 2021, https://doi.org/10.1142/S1363919621500845
Devi Jankowicz
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I am currently looking for a scale (or more scales) measuring the perceived impact of HR practices and services within organizations. It would be great if it could measure the effectiveness of HR practices/services such as:
- recruitment and selection
- onboarding
- training and development
- performance appraisal/management
- comp&ben
- two-way communication
- diversity & inclusion
Thank you very much for your help!
Gianluca
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You may refer to the below-mentioned article:
- Esther Villajos, Núria Tordera, José M. Peiró, Marc van Veldhoven, Refinement and validation of a comprehensive scale for measuring hr practices aimed at performance-enhancement and employee-support, European Management Journal (2018), doi: 10.1016/j.emj.2018.10.003.
You may get the article through Google Scholar.
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In a research to find the effect of workaholism and how it affect the psychological and physiological life of an employee, and to see how work-addicted people are born, and finally how working in stressful environment can have on employee performance overtime.
Please note that this question is related to my future study.
I always belive that doing things before time is a good time management skill.
Thank you in advance to all those who will answer my question.
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Interesting question I suggest reviewing the bibliography on this site
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I have started doing my research on Artificial Intelligence and Human Resource Functions.
The problem I am facing is in finding any standardized questionnaire for the same.
Can anyone help me with any questionnaire or provide me details on what kind of questions I can add to show the Impact of AI on HR functions, specifically in the IT industry.
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Your questionnaire should be based mainly on your study objectives in addition to your research problem and research question(s). However, the following paper was published recently and will help you in this regard:
Impact of Artificial Intelligence on Human Resources‏
S Khatri, DK Pandey, D Penkar, J Ramani - Data Management, Analytics …, 2020‏ - Springer‏
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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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What are your thoughts?
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Hi there, what do you mean by "compensation profession"...Are you talking about "workplace compensation"?
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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.
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In your opinion, to what extent do you think that there is a tendency for companies and institutions to rely on external sources in the management of human resources?
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  • Dear Shaban Sabbah
  • Press advertisement: A wide choice for selecting the appropriate candidate for the post is available through this source. ...
  • Campus interviews: ...
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  • Competitors:
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Nowadays, with the development of globalization, more and more talent and trained people with international vision are more attracted in human resources marketing. Therefore, the International K-12 schools are built up like bamboo shoots after the rain, in which many combined courses are adopted, such as A-level, AP, IB. However, it's difficult for students and parents to distinguish which course is the best and suitable one for themselves. So if you have the chance to make some choice in different curricular, which one would you like to choose, A-levle, AP, or IB?
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A Level
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Adequate and effective social infrastructure is very much necessary for the economic growth of the country.According to Sullivan:
“Social infrastructure refers to those factors which render the human resources of a nation suitable for productive work.”
A developing country is drastically different in terms of how its labour laws are regulated, how its citizens are educated, and how their health is handled. What are the unique ways to create and develop,and sustain social infrastructure in a country (particularly developing).
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How can that be done considering that unemployment is usually very high in developing counties and taxation is usually weak?
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The doubt is raised because there are several methodologies to estimate the degree of maturity of certain processes, such as computerization, communication, human resources, among others, and there would be the interesting thing how much they have contributed this knowledge to the entities.
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Armando, the extent to which the combined set of not only computerization, communication and human resource processes but also how effective, efficient and performance driven these are would help as part of an organisation's dynamic capability to deal with the internal and external challenges posed to these interacting activities and processes. Additionally, the extent to which HR professionals and other types of managers are able to not only generate but share knowledge building capabilities would, in no small measure, facilitate and contribute to the stated processes. Interesting...
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please take it in the US and China's trade war context.
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The tendency to export jobs to low-wage-countries comes at cost of organized labor in high-wage-countries, especially after the collapse of the Soviet Empire.
Concerning the PR China and the CCP, they have already developed a sophisticated ideology and tech-know-logy to overtake the US, in terms of manufacturing and human capital resources, i.e. we are witnessing great changes (hopefully peaceful) in the political economy of the world system a la I.M. Wallerstein. The socialist calculation debate is open again, in terms of K.Polanyi and L.Mises.
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Hello Fellow Researchers,
I am an MPhil Management student from Calcutta University. Looking for research topics in Human Resources on a varied spectrum right from organisational culture to HR Analytics.
Request you to pour in your suggestions generously.
Thank you.
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Now the entire world is suffering from the COVID-19, and it has been badly affected business results. You need to touch this point. The HR Analytics will help in the decision making process to control the cost while enhancing the productivity. Hence, I would suggest to look these 3 areas of HR Analytics > Decision Making Process > Business Results + Productivity
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i was researching the relationship between psychological contract breach and work engagement, is there a research gap of previous studies that discuss the issue. please recommend to me a few articles that discuss these issues?
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Yes: Of course!
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Dear
For my Master I'm writing a thesis about OBC.
In my research I plan to measure OCB of app-workers (employees under algorithmic management). If I use the 10 items of the Fox and Spector OCB-checklist, should I calculate a total score for this? Or should it be done in another way? And what is the minimum OCB score?
Thank you in advance!
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Organizational Citizenship Behavior (OCB) can be categorized into OCB towards individuals (OCB-I) and OCB towards the organization (OCB-O). In general, there is no mwhat is no minimum criteria in this regard.
he minimum OCB score
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It is natural that employees can have emotional effort as well as physical and cognitive effort. Emotional labor—the effort required to manage one's feelings or emotions at work—plays a significant part in many occupations.
Employees’ emotional efforts that are in harmony with business ethics can be defined as emotional labor. Evaluating emotional labor based on business ethics seeks to enable managers to reduce the negative consequences of emotional labor while preserving the positive ones.
Surface acting does not involve real feelings. It depends on fake emotional presentations. Therefore, surface acting can be evaluated as unethical emotional efforts. As a result, these fake emotional presentations can not be accepted as emotional labor.
Öngöre's findings (2019, 2020) showed that natural emotions do not cause emotional exhaustion (burnout), while surface acting causes emotional exhaustion. Meanwhile, natural feelings causes vigor and dedication (work engagement).
References:
Öngöre, Ö. (2016). A theoretical study about the place and value of emotional labor in working life, Atatürk University Journal of Economics & Administrative Sciences, 30(5), 1161-1177.
Öngöre, Ö. (2019). Determining the Effect of Emotional Labor on Work Engagement: Service-Sector Employees in Private Enterprises. Turkish Journal of Business Ethics, 12(1), 126-134.
Öngöre, Ö. (2020). Evaluating emotional labor: A new approach. Global Business and Organizational Excellence, 39, (4):35–44.
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The question in this discussion is how emotional labor can be defined appropriate to positive nature of it without any negativity.
Thank you for you interest.
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Would like to have so views of scholars here
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Zhao, H., & Lin, B. (2020). Impact of Foreign Trade on energy efficiency in China’s textile industry. Journal of Cleaner Production, 245, 118878.
Babb, S. (2005). The social consequences of structural adjustment: recent evidence and current debates. Annu. Rev. Sociol., 31, 199-222.
Mohan, G., & Lampert, B. (2013). Negotiating china: reinserting African agency into china–Africa relations. African Affairs, 112(446), 92-110.
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I will be working on human resources, I'm interested in mixing cultural aspects within it but I still cannot form my question. I'd appreciate your help.
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How to help expatriates face cultural shocks? or avoid cultural shocks.
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How important are human resources in your institution? Do you think that in the current conditions it still occupies a leading place?
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Unfortunately, this institution does not operate in the right context at present!
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Dear Colleagues,
Please find the link for Impact of Covid-19 on Human Resources below:
Please fill and submit.
Further, please forward to your esteemed group of researchers/academicians/corporate managers.
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Hello Mr. Subhash ji I have filled up ur questionnaire. Good questionnaire
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 I need some reference and idea to survey how HRM strategies can improve  occupational safety and health ? Please give me some reference to survey this relation. 
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As Tourism sector is complicated which is mostly human resource nature based, how can we innovate sustainable-HRM on strategical and practical view in post- corana virus?
Thanks for sharing your science, view and opinion.
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Identifing various innovative and resilience measures that have been adopted according the context of adversity and crisis
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Restaurants, hotels, airports and manufacturing industries started their service providers with use of robots. It is accelerating. In near futrure, the robots would be an obsolute. Given this situation, how thickly populated countries are going to manage?
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The type of human resources required will change. Rather than people who will do the same jobs as the robots, companies will need people who can manage the robots, or those who can complete tasks that these robots are not designed to do. Thus, personnel will need to train themselves right from start to fill up niches in the job market that robots simply cannot. Considering humans can carry out several high level cognitive exercises all at once without much effort, I believe that artificial intelligence still has a long way to go in order to render human resources truly redundant.
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are there any articles?
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It certainly seems more reasonable if employees with high degrees of self management skills prefer flexible work. One key aspect will be the reduction of supervision frequency. If their superiors can trust them to turn in good work, it becomes meaningless to stick to an inflexible work schedule. On the other hand, those employees with lower self-management skills may actually also prefer more flexibility. This may seem contrary to expectations. However, some employees who are categorized as having lower self management may be that way because they have an inflexible schedule which is not fitting for their work style or pattern. It is an interesting question. Nevertheless, there will be other variables to consider between high and low self-management employees.
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In our company, Learning and Development Department is separated from Human Resources Department. No matter how linked our activities are, we always work separately - we collaborate, but our systems are being managed independently. Can you be of help?
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A common factor to both departments is defining the individual's strengths. I think this is the initial step for both development and HR matters.
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Work-family conflict (WFC) results when work interferes with family time or space; or when family matters interfere with work. These WFC events can cause tension within family or at work. Can you suggest what theoretical lens (or theories or conceptual frameworks) can be used from sociology, organisational theory, family literature, feminist studies or psychology or conflict literature to study WFC?
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I think the direction of your study drawing from your research questions and objectives are critical in determining your theoretical frame. For instance, if your study intend to probe the status quo of the family institution vis-a-vis the changes it effect or trigger, conflict theory, political economy theory or critical theory would be more appropraite for your study. But on the contrary, functionalist or system theory can be adopted for your study.
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There is that sardonic joke that talks about the academically high achievers who end up working for their school-failing peers. The joke is circulated in different cultures. Do you think academics, researchers and intellectuals who are dedicated to knowledge do not fit for political leadership or administrative positions?!
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Thank you for explaining your position that "everyone is a leader." Mine is that "not everyone is a leader" for "some are born leaders." Both positions are, of course, legitimate and address the question asked by Muthana Makki Mohammedali
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I intend to write a research proposal that is the part of a PhD application, I recently has done thesis on workplace bullying and it's impact on employee creativity, so please suggest me latest topics for my proposal. Thanks
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Can anyone suggest me about the emerging and hidden areas of workplace bullying to do my bachelor research.Also i would like to know about the emerging areas under organizational behavior
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In developing countries (developing countries), the weakness of health systems, including insufficient surveillance and laboratory capacity, the scarcity of human resources in public health and limited financial resources, are obvious.
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كشف كوفيد19ضعف الاستعداد الصحي في بعض بلدان العالم وهو ما يعزا في اغلبه إلى قلة الأمكانات لدى تلك الدول ولكن مع ذلك جعل من الكثيري من الدول الأهتمام بالجانب الصحي ومحاولت معالجة سريعة لذلك الضعف ونتمنى ان يتم التركيز اكثر بالاهتمام بالكادر الصحي وسقله ليكون قادر لاداء واجبه الوطني في مجاله المقدس
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Impact of COVID-19 on Human Resources
The questionnaire aims at seeking information regarding the impact of COVID-19 on human resources. You are requested to give some of your precious time (5-7 minutes) and respond fairly. Your response will be kept strictly confidential and will only be used for research purposes. Please fill all fields and after submitting the questionnaire, you are requested to share it with at least one more executive/employee of another company and your executive group also.
Link is below:
Please fill it and submit.
Please forward it to your esteemed social media groups.
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Dear Oksana Poplavska,
Please fill it and submit. It will help to get better results.
Around 50 countries are participating in this online supply.
Please be a part of it and contribute.
I shall be thankful for the same.
Prof Subhash C. Kundu
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