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Digital human resource management
The concept of digital human resource management and related concepts such as the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management are gaining prominence in scholarly discussion. Frequently, however, the use of these concepts is implicit, heterogeneous, and proliferating. These concepts, thus, lack the “conceptual clarity” necessary in research. Therefore, this article aims at a conceptual clarification of digital human resource management and of related concepts of the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management. To do so, the article references general literature on digital organizations to develop a terminology and typology of digital human resource management. The terminology offers precise and parsimonious definitions of the concepts and relationships between them, offering a basic understanding. The typology offers precise and parsimonious ideal-types, which order and classify phenomena related to digital human resource management, in turn expanding knowledge about these phenomena. Together, the terminology and typology clarify the concept of digital human resource management and related concepts, uncover digital human resource management as an evolutionary advancement of previous conceptualizations of technology-based human resource management, and provide a conceptual basis for future work on digital human resource management.
Journal Article
Making human capital analytics work : measuring the ROI of human capital processes and outcomes
\"Determine the value and ROI of human capital initiatives using big data analyticsMaking Human Capital Analytics Work shows how to use data to drive decisions and build support for the HR function. It explains how to develop relationships among variables, predict the success of HR programs, determine the cost of intangibles that are hard to value, show the business value of particular HR programs, and calculate and forecast the ROI of various HR projects and programs.Jack Phillips, Ph.D., is the founder of the ROI Institute and author or editor of more than 60 books. He conducts workshops, provides consulting services, and speaks at conferences globally. Patricia Pulliam Phillps, Ph.D., is president and CEO of the ROI Institute, Inc. She has authored or edited more than 30 books on measurement and evaluation. She regularly conducts workshops and provides consulting services worldwide\"-- Provided by publisher.
Book
Assessing the green behaviour of academics
PurposeStudies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia.Design/methodology/approachThis cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was used to analyse the relationships from 425 valid responses.FindingsThe findings of the study show that green HRM affects EGB through the full mediation of environmental knowledge. This finding gives a theoretical implication in terms of ability, motivation and opportunity theory.Research limitations/implicationsThe scope of this study is limited to public research universities in Malaysia. Future studies may explore other variables that could expedite the relationship between green HRM and EGB. Implications include policy making that emphasises on enhancing environmental knowledge of lecturers.Originality/valueTo the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.
Journal Article
Natural resources and human rights : an appraisal
Natural resources and their effective management are necessary for securing the realisation of human rights. The management of natural resources is linked to broad issues of economic development, as well as to political stability, peace and security, but it is also intimately connected to the political, economic, social and cultural rights of individuals and communities relying on these resources. The management of natural resources often leads to ill-planned development, misappropriation of land, corruption, bad governance, misaligned budget priorities, lack of strong institutional reforms and weak policies coupled with a continued denial of the human rights of local communities. 0This book argues that human rights law can play an important role in ensuring a more effective and sustainable management of natural resources, putting forward the idea of a human rights-based normative framework for natural resource management. It offers a comprehensive analysis of the different norms, procedures, and approaches developed under human rights law that are relevant to the management of natural resources. Advocating for a less market and corporate approach to the control,0ownership, and management of natural resources, this book supports the development of holistic and coherent integration of human rights law in the overall international legal framework governing the management of natural resources.
Book
Human resource developments with the touch of artificial intelligence: a scale development study
PurposeThe aim of this study is to develop a reliable and valid scale. At the same time, it is to reveal the perceptions of HR employees towards artificial intelligence (AI). In addition, examining the change made by AI in the HR department is another purpose of the study.Design/methodology/approachA scale was developed in this study. A total of 821 observation out of the samples from the human resource managers and employees of the Turkey's largest organizations in terms of capital were analyzed by applying all scientific steps of scale development process. Using appropriate statistical criteria, scale was showed to be valid and reliable. General condition was demonstrated in the human resource departments of large companies in Turkey as a result of these tests.FindingsHuman resource employees and managers could have the perception that this technology will save the work done from monotony, reduce the stress experienced to find the suitable candidate and access more candidates with the desired qualifications. It was found that when AI technology was included in training and development process, human resource managers and employees could have a perception that the time spent for training and the lack of attention in training will decrease compared to the traditional method.Originality/valueThe contribution of this study to the literature is the development of a valid and reliable scale. Data collected with the developed scale were evaluated in Turkey.
Journal Article
The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study
This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment.
Journal Article
Essentials of human resource management
\"The field of Human Resource Management has changed rapidly following the aftermath of the financial crisis and the recession. New approaches are now needed to succeed in a highly competitive global market place and HR staff are being asked to draw on disciplines outside their traditional comfort zone such as: marketing, information systems, corporate social responsibility and business strategy. Essentials of Human Resource Management 6th Edition uniquely details a strategic explanation of how established techniques can be adapted to meet new challenges; with an introduction to organizational behaviour, as well as incorporating relevant aspects of employee relations and an overview of employment law. The new edition examines recent changes within the discipline including:Meeting the challenges of capitalist economics combined with corporate social responsibility Renewed focus on international competitiveness and managing a multi-national workforce. New technology and policy in the field and its influence on employee relationsPublic versus private sector industrial relations and the decline of Trade UnionsWritten in an accessible manner, Essentials of Human Resource Management 6th Edition acts as an introduction to industrial relations that will be required reading for undergraduate students on HRM modules, the CIPD introduction courses, and well as for postgraduates on MBA programmes\"-- Provided by publisher.
Book
Green Human Resource Management as a Tool for the Sustainable Development of Enterprises: Polish Young Company Experience
The growing role of sustainable development and, above all, its ecological aspect, in the development of modern company competitive edge leads to the popularization of the question of incorporating environmental practices into the area of human resource policy, referred to as Green HRM. The objective of the research was to identify pro-environmental HR practices embraced by young Polish enterprises and to prioritize them in accordance with their effect on company sustainable development. To attain these goals, a survey was conducted among a random, representative population of 150 young enterprises. The study revealed that the Green HRM concept in the Polish reality is relatively. However, there is a strong positive correlation between the evaluation of the impact of individual activities within Green HRM on sustainable company development and their practical implementation. Research demonstrated that the higher the evaluation of the impact of a given activity, the more frequent its implementation in the studied companies. This allowed the formulation of the following conclusion: in order to increase the scope of the implementation of the Green HRM concept in Polish young enterprises, it is necessary to raise awareness and disseminate knowledge concerning the impact Green HRM can have on sustainable development in organizations.
Journal Article