Human Resource Management
Author : Ananya Anil Kumar
MMS Roll No : 31
Kohinoor Business School
Literature Review
Strategic human resource management in the context of environmental crises: A COVID‐19 test.
The gaps in existing Strategic Human Resource Management (SHRM) research exposed by the COVID-19 pandemic and suggests guidelines for future research. The authors use evidence from Danish companies and public organizations to highlight the need for new SHRM frameworks that address novel challenges posed by crises. They suggest that future research should focus on employee well-being and mental health, contingency planning, technology’s role in supporting remote work and business continuity, and environmental crises’ impact on employee engagement and retention. The article highlights the importance of effective SHRM strategies that can support employees, ensure business continuity, and promote sustainability in the face of crises.
The future of remote work in Japan: Covid-19’s implications for international human resource management.
The article discusses how the institutional and cultural contexts of non-Western countries, particularly Japan, may hinder the implementation of remote work. The authors draw on public reports and news releases to highlight the cultural context of non-Western countries, characterized by collectivism, high context, high power distance, and high uncertainty avoidance, which may limit remote work due to a poor fit with human resource management. The article suggests that a diversity of implementation strategies is needed to address hindrances to remote work in non-Western countries. The article makes a significant contribution to the fields of international business and human resource management by highlighting how similar problems may exist in other non-Western countries due to differences in institutional and cultural contexts from Western examples. The authors argue that the success of remote work in non-Western countries requires a deep understanding of the cultural and institutional contexts of these countries and a willingness to adapt remote work implementation strategies to fit these contexts. Overall, the article emphasizes the need for a more nuanced approach to implementing remote work in non-Western countries. It highlights how the cultural and institutional contexts of non-Western countries may pose challenges to remote work and suggests that a diversity of implementation strategies is needed to overcome these challenges.
Working from home: Findings and prospects for further research.
This article reviews research on working from home, exploring its links to topics such as work flexibility, digitalization, and changing values. The article highlights the impact of working from home on employee resources and strains, and its direct consequences for HR leadership and management. Additionally, the article suggests that working from home raises broader questions about the emergence of new hybrid forms of organization and employment, social justice, and new infrastructures for living and working.
Artificial Intelligence in Human Resources Management: Challenges and a Path Forward.
The article explores the challenges of using data science techniques in human resource (HR) management and proposes practical solutions. The authors identify four key challenges, including the complexity of HR phenomena, constraints imposed by small data sets, accountability questions related to fairness and ethical and legal constraints, and possible adverse employee reactions to data-based management decisions. To address these challenges, the article proposes three principles: causal reasoning, randomization and experiments, and employee contribution. These principles aim to strike a balance between economic efficiency and social appropriateness in the use of data science in HR management. By emphasizing the importance of understanding causality, using experimental design, and soliciting employee input, the authors suggest that organizations can ensure that data science techniques are used in a fair, ethical, and socially responsible manner. Overall, the article provides important insights into the challenges of using data science in HR management and offers practical solutions for organizations looking to incorporate these techniques. The proposed principles provide a useful framework for ensuring that data science is used in a way that is both effective and socially responsible.
Can HR adapt to the paradoxes of artificial intelligence?
The article examines the potential impact of artificial intelligence (AI) on human resource (HR) and people management. It presents both positive and negative scenarios for how AI might affect the field and argues that the HR profession has agency to shape the future of AI development for HR and people management. The article highlights the need for HR professionals to develop skills that prioritize ethics and fairness in AI development. It emphasizes the importance of involving workers and stakeholders in the design and deployment of AI systems to ensure that they align with the values and goals of the organization. The article also notes that HR professionals can play a critical role in mitigating potential negative consequences of AI, such as job displacement and bias in decision-making. Overall, the article provides important insights into the potential impact of AI on HR and people management. By highlighting the need for ethical and fair AI development, as well as the importance of involving workers and stakeholders in the process, the article offers a practical roadmap for HR professionals to shape the future of AI in a responsible and effective manner.
The Role of Human Resource Planning, Demographic Change and Advances in Information Technology in Management Education (Literature Review Thinking System).
This literature review article examines the inter-variable roles of human resources (HR), demographic change, and information technology progress in education management. The article identifies HR planning, demographic change, and the advancement of information technology as significant factors in the implementation of education management. The article highlights the importance of these endogenous variables in education management, while also acknowledging the potential influence of other factors. The article aims to establish a hypothesis for future research in education management science.
Analysis of Communication and Leadership Style on Employee Loyalty and Performance.
This article presents a literature review on the effects of communication and leadership style on employee loyalty and performance. The aim is to build a hypothesis for further research in the field of human resource management. The study finds that communication and leadership style have a significant impact on employee loyalty and performance, and highlights the need for effective communication and leadership in organizations to promote loyalty and performance among employees.
Getting Off on the Right Foot: Psychological Contracts, Socialization Theory and Library Student Workers.
The article discusses the concept of psychological safety in the workplace and its importance in promoting employee well-being, creativity, and organizational performance. It defines psychological safety as the perception of an individual that their team or organization will not punish, reject, or humiliate them for speaking up and expressing their ideas, opinions, or concerns. The article also highlights the factors that contribute to psychological safety, such as leadership support, team cohesion, trust, and communication. Furthermore, the article emphasizes the role of HR managers in creating a psychologically safe workplace by promoting a culture of openness, inclusivity, and empathy. The article concludes that by fostering psychological safety, organizations can enhance employee engagement, productivity, and innovation while reducing stress, burnout, and turnover.
Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements.
The article explores the relationship between flexible working arrangements and individual performance in the context of individualized human resource management. The study draws on various theories and analyses potential indirect effects of such arrangements on employee performance, job satisfaction, and organizational commitment. The data collected from 2,617 employees in four large organizations with well-established flexible working policies showed that informal flexible working has positive indirect effects on employee performance. However, formal flexible working has negative direct effects on performance, but can be a source of job satisfaction. The study concludes that informal remote working arrangements have positive indirect effects on worker performance, job satisfaction, and organizational commitment.
The norm of norms in HRM research: A review and suggestions for future studies.
This article presents a systematic literature review of how norms are used in the field of human resource management (HRM), identifying four main thematic fields in which norms are commonly used: culture, diversity, labor market, and work-life. The review reveals a lack of consensus on norms in HRM research due to inconsistencies in use and proposes a norm-critical research agenda as a relevant basis for future critical and reflexive enquiry into norms in both HRM theory and practice.
Conclusion
Effective SHRM strategies are critical for supporting employees, ensuring business continuity, and promoting sustainability in the face of crises. The article concludes that future SHRM research must address these challenges to develop effective frameworks that can support employees, promote sustainability, and ensure business continuity in the face of crises.
the article contributes to the fields of international business and human resource management by highlighting the challenges of implementing remote work in non-Western countries. The authors suggest that a diversity of implementation strategies is needed to address these challenges and emphasize the importance of understanding the cultural and institutional contexts of non-Western countries to successfully implement remote work. Overall, the article provides important insights for companies and policymakers looking to implement remote work in non-Western countries.
The article explores the multifaceted nature of working from home and its impact on employee resources and strains. It also discusses the broader societal implications of remote work, including new hybrid forms of organization and employment, social justice, and new infrastructures for living and working.
Overall, the article provides valuable insights for HR leaders and managers on how to develop effective strategies for remote work that promote work-life balance and prevent burnout. It also highlights the need for policymakers to address social justice issues related to remote work, such as the digital divide and access to resources.
In conclusion, the article emphasizes the importance of understanding the complex nature of remote work and its impact on employees and society as a whole. It provides a valuable contribution to the ongoing discussion about the future of work and the role of remote work in shaping that future.The article provides valuable insights for organizations looking to incorporate data science techniques in HR management. By emphasizing the importance of fairness, ethical and legal considerations, and employee input, the article offers a practical framework for using data science techniques in a responsible and effective manner.The article explores the potential impact of artificial intelligence (AI) on human resource (HR) and people management, and presents both positive and negative scenarios for how AI might affect the field. The article emphasizes the agency of HR professionals to shape the future of AI development for HR and people management, and highlights the importance of prioritizing ethics and fairness in AI development.
The article examines both the positive and negative scenarios for how AI might affect the HR field, and emphasizes the role of HR professionals in shaping the future of AI development for HR and people management. The article stresses the importance of prioritizing ethics and fairness in AI development and involving workers and stakeholders in the process. Additionally, the article highlights the potential negative consequences of AI and notes that HR professionals can play a critical role in mitigating them. Overall, the article provides a practical roadmap for HR professionals to shape the future of AI in a responsible and effective manner.The article highlights the importance of effective communication and leadership in promoting employee loyalty and performance. Through a literature review, the study finds that communication and leadership style have a significant impact on employee loyalty and performance. The article provides a foundation for further research in the field of human resource management, particularly in understanding the complex interplay between communication, leadership style, and employee outcomes. Overall, the article emphasizes the critical role that effective communication and leadership play in building a positive work environment, promoting employee loyalty, and enhancing overall organizational performance.
The article emphasizes the significance of psychological safety in promoting employee well-being, creativity, and organizational performance. It defines the concept of psychological safety and identifies the factors that contribute to it. The article also highlights the role of HR managers in creating a psychologically safe workplace. By fostering psychological safety, organizations can enhance employee engagement, productivity, and innovation while reducing stress, burnout, and turnover. Overall, the article provides important insights into the benefits of psychological safety and the ways in which organizations can promote it.The article examines the impact of flexible working arrangements on employee performance in the context of individualized human resource management. The study suggests that informal flexible working arrangements have positive indirect effects on employee performance, while formal flexible working arrangements have negative direct effects on performance. However, formal flexible working arrangements can be a source of job satisfaction. The study emphasizes the importance of informal remote working arrangements in promoting employee performance, job satisfaction, and organizational commitment. Overall, the article provides insights into the benefits and drawbacks of different types of flexible working arrangements and their impact on individual performance, which can be useful for HR professionals seeking to optimize employee productivity and well-being. In conclusion, the article highlights the use of norms in the field of human resource management (HRM) and identifies the four main thematic fields in which norms are commonly used. It also reveals the lack of consensus and inconsistencies in the use of norms in HRM research and proposes a norm-critical research agenda as a relevant basis for future critical and reflexive inquiry into norms in both HRM theory and practice. By emphasizing the need for a more critical and reflexive approach to understanding and using norms in HRM, the article provides a valuable framework for future research in the field.
References
MINBAEVA, D. B.; NAVRBJERG, S. E. Strategic human resource management in the context of environmental crises: A COVID‐19 test. Human Resource Management, [s. l.], p. 1, 2023. DOI 10.1002/hrm.22162. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=17b9cd3c-b340-3906-b1d7-fbf212e92085. Acesso em: 10 maio. 2023.
HITOSHI IWASHITA. The future of remote work in Japan: Covid-19’s implications for international human resource management. Entrepreneurial Business & Economics Review, [s. l.], v. 9, n. 4, p. 7–18, 2021. DOI 10.15678/EBER.2021.090401. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=efa6dd95-5d6a-3a48-88f6-e89ba07e830d. Acesso em: 10 maio. 2023.
KAISER, S. et al. Working from home: Findings and prospects for further research. German Journal of Human Resource Management / Zeitschrift für Personalforschung, [s. l.], v. 36, n. 3, p. 205–212, 2022. DOI 10.1177/23970022221106973. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=03c6f72b-6ff9-3c32-8876-1b3156c875ff. Acesso em: 10 maio. 2023.
TAMBE, P.; CAPPELLI, P.; YAKUBOVICH, V. Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, [s. l.], v. 61, n. 4, p. 15–42, 2019. DOI 10.1177/0008125619867910. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=21a0019c-58c7-3d8c-b1b3-3fa657c930a2. Acesso em: 10 maio. 2023.
CHARLWOOD, A.; GUENOLE, N. Can HR adapt to the paradoxes of artificial intelligence? Human Resource Management Journal, [s. l.], v. 32, n. 4, p. 729–742, 2022. DOI 10.1111/1748-8583.12433. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=2b47a81a-b38a-389e-a5b0-46c308af62e1. Acesso em: 10 maio. 2023.
KURNIAWATY, R.; ROSYADI, K. I. The Role of Human Resource Planning, Demographic Change and Advances in Information Technology in Management Education (Literature Review Thinking System). Dinasti International Journal of Digital Business Management (DIJDBM), [s. l.], v. 4, n. 1, p. 36–45, 2022. DOI 10.31933/dijdbm.v4i1. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=a8caeb2d-5f00-322d-ab89-5892522f07f7. Acesso em: 10 maio. 2023.
SETH, S. Analysis of Communication and Leadership Style on Employee Loyalty and Performance. Dinasti International Journal of Economics, Finance & Accounting (DIJEFA), [s. l.], v. 3, n. 5, p. 576–583, 2022. DOI 10.38035/dijefa.v3i5.1578. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=7add363e-c9ba-3d02-b958-bc2e712129d4. Acesso em: 10 maio. 2023.
MATTESON, M. L.; HANKINSON, E. Getting Off on the Right Foot: Psychological Contracts, Socialization Theory and Library Student Workers. Journal of Academic Librarianship, [s. l.], v. 44, n. 4, p. 486–492, 2018. DOI 10.1016/j.acalib.2018.05.001. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=7dbc8d9c-e42c-3752-9ba8-71b75c238540. Acesso em: 10 maio. 2023.
DE MENEZES, L. M.; KELLIHER, C. Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements. Human Resource Management, [s. l.], v. 56, n. 6, p. 1051–1070, 2017. DOI 10.1002/hrm.21822. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=1e5cfc5e-cacf-3095-8f3e-3dee44b1b10d. Acesso em: 10 maio. 2023.
CHRISTENSEN, J. F. et al. The norm of norms in HRM research: A review and suggestions for future studies. Human Resource Management Review, [s. l.], v. 32, n. 4, p. N.PAG, 2022. DOI 10.1016/j.hrmr.2021.100859. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=55f0753e-e29d-36f2-97e4-5ceab47834d9. Acesso em: 10 maio. 2023.