HRM and Knowledge

Respuestas valiosas sobre diversos conocimientos, consejos y visiones celestiales de las que el creyente en Dios no puede prescindir, a través de un diálogo directo con el líder de la familia de Muhammad, el Sayed Ahmed Alhasan (a), que las coloca en las manos de los que caminan hacia Dios

This study was conducted to investigate the contribution of Technical and Vocational Education and Training (TVET) to the job performance of graduates in Bushenyi District, Uganda. The study specifically aimed to: (1) assess the quality of instruction provided in TVET institutions; (2) examine the job performance of TVET graduates employed in various sectors; and (3) establish the relationship between the quality of instruction and job performance. These objectives were guided by the growing demand for competent graduates who are equipped with both technical and soft skills necessary for a dynamic workforce. A mixed-methods research design was adopted, combining both quantitative and qualitative approaches. Data were collected from 300 TVET graduates, 132 TVET employers through structured questionnaires, and from 8 selected employers using interview guides. Quantitative data were analyzed using descriptive statistics. Quantitative data analysis revealed that the mean score for quality of instruction was 3.92 while the mean score for job performance was 4.06, indicating above-average ratings in both domains and Pearson correlation analysis, while qualitative data were analyzed thematically to complement and explain the numerical results. The use of both methods enhanced the validity and depth of the findings. The findings revealed that most graduates acknowledged the usefulness of TVET training, particularly in developing technical skills, communication, and workplace adaptability. Employers confirmed that while graduates demonstrated competence in practical tasks, there were gaps in leadership, decision-making, and familiarity with modern industry technologies. A strong positive correlation was established between the quality of instruction and job performance (r = 0.709, p < 0.000), indicating that improvement in training quality significantly contributes to better job performance outcomes among graduates. The study concluded that TVET institutions in Bushenyi District are playing a crucial role in preparing graduates for the workforce, but the effectiveness of their instruction varies. While many graduates are well-grounded in basic technical work, limited industry exposure and inadequate emphasis on soft skills continue to affect overall job performance. Therefore, enhancing instructional quality and aligning it with industry needs is essential for increasing the employability and productivity of TVET graduates. The study thus, recommended that TVET institutions revise their curricula to reflect current industry practices, expand internship and apprenticeship programs, and strengthen collaboration with employers. These strategies will ensure that TVET graduates are more holistically prepared to meet the expectations of a competitive and evolving job market.

Employee retention is critical concern for the organization worldwide, including India. It is crucial to comprehend the factors that influence employee retention for organization success, given the diverse workforce and rapidly evolving business landscape. The research aims to investigate the impact of HR Analytics (HRA) on factors affecting employee retention. The study mainly focus on five independent variable: Recruitment & Selection, Training & Development, Rewards and Recognition, Employee performance and Employee engagement. The scope for application of the potential of analytics in this function by integrating it with core function of Human Resource leaders to utilize Human Resource analyst skills in decision making. The impact of Human Resource Analytics on the factors affecting employee retention has been tested by confirmatory factor analysis and Baron and Kenny model.

Kautilya's "Arthashastra" is a timeless story on statecraft, governance, and leadership, composed over two millennia ago in ancient India. In this paper, we explore the sustainable leadership qualities for organizational leaders as elucidated in the Arthashastra, emphasizing their enduring relevance in fostering resilient and responsible leadership in today's rapidly evolving and environmentally conscious business landscape. The Arthashastra presents a wealth of leadership qualities that can be regarded as essential for the long-term success and sustainability of an organization. While originally framed in the context of statecraft, these qualities can be seamlessly applied to organizational leadership. Several of these qualities stand out as particularly pertinent in the context of sustainability. First and foremost, the Arthashastra underscores the importance of wisdom and knowledge in leadership. Additionally, the Arthashastra highlights the need for ethical conduct in leadership. Sustainable leaders must exhibit integrity, accountability, and a commitment to ethical practices. Furthermore, a sustainable leader should embody qualities that inspire and motivate others within the organization. Adaptability and resilience, as emphasized in the Arthashastra, are also pivotal for sustainable leadership. The Arthashastra's insights on sustainable leadership qualities not only align with contemporary sustainability principles but also offer an ancient wisdom that resonates with modern organizations seeking to embrace corporate social responsibility and environmental stewardship.

The study looked into how work autonomy affected virtual workers' digital well-being in a Nigerian workplace. Using a cross-sectional survey research design, the study collected data from 209 remote workers from ten (10) different organisations via an online survey. More of the respondents, 116 (55.5%), were males, while the other 93 (44.5%) were females. Findings revealed that the dimensions of work autonomy (capacity for managing new situations and self-efficacy at work) accounted for about 23% of the variance in the digital well-being of virtual workers [R 2 = .23; F (2, 207) = 12.90; p < 01]. The direction of the beta value shows that the higher the capacity for managing new situations (β = .19) and self-efficacy at work (β = .34), the higher the digital well-being of virtual workers. According to the results, work autonomy has a major positive impact on virtual workers' digital well-being. As a result, companies should make sure that their virtual employees have the tools and resources they need to complete daily tasks without micromanaging. As their field of work evolves, virtual workers should be encouraged to further develop their professional skills.

This article explores the strategic role of Human Resource Management (HRM) in enhancing organizational performance within today’s globalized and highly competitive environment. It traces the evolution of HRM from its early administrative functions to its present-day strategic focus, where employees are viewed as key drivers of innovation, competitiveness, and sustainable growth. The study critically examines major HRM models—including the Standard Causal Model, the 8-Box Model by Paul Boselie, and the HR Value Chain—and evaluates their influence on aligning HR practices with organizational strategy. The article further analyzes the relationship between HRM and organizational performance through the Resource-Based View, highlighting how effective HR practices foster employee skills, motivation, and engagement, ultimately contributing to superior operational and financial outcomes.

This study investigates the efficacy of post-merger integration (PMI) strategies in enhancing the operational and financial performance of private equity (PE)-backed companies in South Korea. Utilizing a mixed-methods approach that combines quantitative regression analysis of financial data with qualitative thematic analysis of executive interviews, this research identifies the critical drivers of postacquisition success. The findings reveal that structured PMI strategies focusing on leadership alignment, cultural integration, and technological innovation are pivotal for achieving significant growth in operating profits. Notably, regression analysis indicates that technological integration has the most substantial positive impact on profitability (β = 0.405, p < 0.001). Key qualitative insights emphasize the necessity of a cohesive strategic vision, transparent communication to mitigate cultural resistance, and the leveraging of advanced technologies like AI to streamline operations. This paper contributes to the literature by bridging theoretical frameworks-such as the Resource-Based View (RBV) and Dynamic Capability Theory-with practical application. It culminates in a proposed PMI framework tailored for the unique economic and cultural context of South Korean firms, offering actionable recommendations for PE practitioners, corporate leaders, and policymakers to maximize long-term value creation

While there is no dearth of articles on information seeking behavior showing behavior patterns based on elementary classification of data, very few ones have tried to establish correlation between the different variables involved in the process. What kind of influence information needs exert on information seeking behavior and what is the impact of the latter on information literacy is an interesting dimension that needs to be investigated. This study has been planned to probe into the information seeking behavior of the research scholars in Social Science to understand the entire scheme of things related to their information seeking behavior in the context of their information needs as well as its impact on information literacy.

The Society for Human Resource Management (SHRM) is the largest global professional HR organization, providing education, resources, and certifications to HR professionals worldwide. For HR students, understanding SHRM's offerings, standards, and certifications is crucial for career development and professional recognition. This article introduces SHRM, highlights its key certifications, and explains how membership can benefit aspiring HR professionals.

Revolusi Industri 5.0 merupakan sebuah era baru yang menekankan kolaborasi antara teknologi canggih
dengan nilai-nilai kemanusiaan. Di era ini, otomatisasi, kecerdasan buatan, dan teknologi digital tidak hanya ditujukan untuk meningkatkan efisiensi, tetapi juga untuk menciptakan keberlanjutan dan kesejahteraan manusia. Dalam konteks ini, peran insinyur muda sangatlah vital sebagai agen perubahan yang mampu menjembatani inovasi teknologi dengan kebutuhan sosial.

This study conducts a comprehensive systematic literature review to examine the strategic Human Resource Management (HRM) practices within the transport sector, encompassing key sub-sectors such as aviation, maritime, rail, logistics, and public transit. Utilizing the PRISMA 2020 guidelines to ensure methodological transparency and rigor, a total of 124 peer-reviewed journal articles published between 2000 and 2024 were identified, screened, and analyzed. The review synthesizes key HRM themes, including performance management, workforce planning and talent acquisition, employee engagement and well-being, digital transformation and technological integration, sustainability practices, diversity and inclusion initiatives, and ESG (Environmental, Social, and Governance) alignment. The findings highlight that HRM strategies in the transport sector are increasingly becoming specialized and responsive to operational complexity, regulatory environments, and evolving workforce expectations. Performance appraisal systems are often closely linked with safety metrics and compliance standards, while digital technologies such as electronic HRM systems, artificial intelligence, and predictive analytics are transforming traditional HR functions. Employee burnout, mental health challenges, and skill shortages continue to affect organizational stability, especially in safety-critical roles. Furthermore, organizations are beginning to embrace green HRM, gender diversity programs, and cross-cultural management practices to address global workforce challenges. Despite these advancements, the review reveals critical gaps, including fragmented theoretical applications, limited cross-sectoral insights, underrepresentation of frontline worker perspectives, and a lack of longitudinal and mixed-method research designs. This study not only consolidates current knowledge but also underscores the pressing need for integrated, contextspecific HRM frameworks that align with the dynamic operational, technological, and human demands of the transport sector, offering a robust foundation for both academic inquiry and industry practice.

Employee turnover has become one of the most pressing challenges facing organizations today, with direct implications for productivity, financial performance, and organizational stability. This research investigates the causes, consequences, and potential solutions to employee turnover. It highlights key factors such as job dissatisfaction, lack of career advancement opportunities, weak organizational culture, and poor leadership practices. The study also emphasizes the negative outcomes of high turnover rates, including increased recruitment and training costs, reduced employee morale, and the loss of valuable knowledge and skills. Drawing on both theoretical frameworks and practical insights, the research demonstrates how turnover can undermine organizational performance if not effectively managed. Finally, it proposes human resource strategies aimed at retention and engagement, such as developing career growth programs, improving working conditions, and fostering employee commitment. This work contributes to the understanding of turnover in contemporary organizations and offers practical recommendations for HR professionals and managers seeking to reduce turnover and build sustainable workforce strategies.

This study investigates the lived experiences of two employees who were subjected to sustained micromanagement within a small to medium-sized service organization, examined over a period of fourteen months. Guided by an interpretivist framework, data were collected through interviews, internal documents, email correspondence, and field observations to construct a textured account of how managerial control unfolded and evolved. The findings reveal a progressive restriction of decisionmaking autonomy, the erosion of trust, and the transformation of communication into a primary tool of control. Participants reported diminished confidence, demotivation, and disengagement. Observations revealed that micromanagement had become normalized within departmental culture, reinforced by routine practices, favoritism, and the absence of higher-level managerial accountability. The study also highlights the role of toxic leadership in perpetuating these dynamics, demonstrating how individual managerial behavior, when left unchecked, can escalate into entrenched organizational dysfunction. These insights align with theoretical perspectives on self-determination, organizational justice, and toxic leadership, while extending current literature by showing how micromanagement reshapes not only work processes but also employee identity, morale, and interpersonal relationships. Taken together, the study argues that micromanagement must be understood not merely as an individual leadership flaw but as an organizational pathology with wide-reaching consequences for both human well-being and institutional effectiveness.

Job satisfaction is a critical determinant of employee performance, retention, and overall organisational effectiveness, influencing numerous key performance outcomes. Although extensively studied globally, job satisfaction remains an emerging area of research within sub-Saharan Africa. This scoping review aims to map the existing literature on job satisfaction in sub-Saharan Africa, with particular focus on the populations studied, contextual factors, and measurement instruments utilised. Covering a twenty-year period (2004-2024), the review included 42 studies identified through systematic searches of databases such as EBSCOhost, JSTOR, PubMed, Emerald, ProQuest, and ScienceDirect. Screening processes adhered to PRISMA guidelines, encompassing both abstract and full-text review stages. Findings reveal a predominant reliance on Western-developed measurement tools, although there is a growing trend towards the development of African-centric instruments. Correlational study designs were most common, particularly in research focusing on the health and education sectors. Notably, primary extractive sectors, including agriculture, were underrepresented. The review highlights critical gaps and advocates for future meta-analyses or systematic reviews to synthesise existing evidence and inform policy and practice in the region.

The study aims to evaluate the effectiveness of Compensation management. Compensation management plays a pivotal role in shaping organizational behavior, performance, and employee satisfaction. This study delves into the multifaceted an of compensation management, examining its impact on various organizational aspects. To address this issue, this research combines quantitative surveys and qualitative interviews.

Often envision accountants as professionals who are solely responsible for number crunching, the preparation of taxation and financial statements, but in today's business world, soft skills matter more than an accountant's technical knowledge. Soft skills are personal and people skills, and expression of the soft skills of accountants enables accountants to communicate, problem solve and add true value to organizations. As an aspiring professional and completing accounting courses in Bangalore helps to build solid technical knowledge, an accountant will also need mastery of soft skills to be successful over time. In this blog article we will identify the key soft skills for accountants to develop their career in the accounting profession, and distinguish themselves from the competition.

The rapid evolution of business process outsourcing (BPO) industries has significantly reshaped human capital management (HCM) practices in emerging economies such as the Philippines. Despite the sector's robust contribution to national economic growth, challenges related to high attrition, skill shortages, work-life imbalance, and fragmented digital HR adoption persist. This systematic review aims to consolidate and critically evaluate the existing body of literature on HCM practices in Philippine BPO companies, with a specific focus on talent retention, work-life balance, HRIS adoption, and organizational socialization. A systematic search across Scopus, Web of Science, ScienceDirect, and related databases retrieved 520 articles, of which 30 met the eligibility criteria following PRISMA guidelines. Although no formal risk of bias assessment was conducted, potential methodological limitations were recognized. Thematic analysis revealed eight major clusters: the strategic application of Human Capital Theory, pervasive challenges of attrition and inconsistent talent management practices, the emerging importance of work-life balance initiatives, the gradual integration of HRIS technologies, gaps in organizational socialization practices, weak labormanagement relations, the critical influence of leadership on employee morale, and fragmented succession planning systems. The findings underscore the urgent need to transition from transactional to transformational human capital strategies that holistically address relational, developmental, and technological dimensions of workforce management. This study advances theory by proposing the Integrated Human Capital Sustainability Model, extending Human Capital Theory and Organizational Justice Theory within the BPO context. Practical recommendations are also provided to enhance employee engagement, digital HR innovation, and sustainable talent development. Future research directions include longitudinal assessments of work-life initiatives, cross-cultural comparative studies, and the exploration of artificial intelligence applications in human capital management.

Human Resources (HR) has long been seen as an administrative function-hiring, firing, and handling employee records. But today, HR is undergoing a profound transformation. In modern organizations, HR is no longer just a "support department." It has become a strategic partner that shapes growth, culture, and competitiveness. 1. From Administration to Strategy In the past, HR's role was largely operational: payroll, compliance, and recruitment. Today, HR leaders are expected to align people strategy with business strategy. They influence decisions on organizational design, innovation, and global expansion. This shift shows that people are not just a cost of doing business-they are the core drivers of success.

Abstract: The main purpose of this research paper is to examine the impact of emotional intelligence on job satisfaction and productivity. If the employees knowing their own emotion and they are able to manage them they work more efficiently and productively. Employees ...

The Bangladesh Open University (BOU), established in 1992, is the only public university in Bangladesh devoted to open and distance learning (ODL). As an institution with nationwide reach, BOU plays a crucial role in democratizing education by making it accessible to students from rural areas, workingclass backgrounds, and other marginalized groups who are often excluded from the conventional education system. This paper presents a comprehensive situation analysis of BOU by examining its institutional reach, teaching and learning methods, contributions to national education, and the challenges it faces. The analysis shows that while BOU has expanded access to education for millions, it continues to struggle with issues such as inadequate technological infrastructure, outdated curriculum delivery, high dropout rates, weak quality assurance mechanisms, and limited faculty development. The study proposes a roadmap for reform that emphasizes digital transformation, enhanced student support systems, improved curriculum alignment with labor market demands, and stronger governance and funding mechanisms. The findings suggest that by embracing innovation and modernization, BOU can play a leading role in achieving Bangladesh's national education goals and the Sustainable Development Goal (SDG) 4 on inclusive and equitable education.

In emerging nations, private institutions are relatively young, yet they are growing at an exponential rate. They typically run like a profit-making business and are self-financing. These institutions are having difficulty producing graduates who can satisfy changing market demands and support wealth generation, sustainable development, and nation-building. Therefore, in order to function in the setting of emerging nations, these universities must enhance their strategy, governance, administration, organization, and academic approaches if they hope to become successful and relevant. Furthermore, it is necessary to create workable rules and frameworks to improve and enhance the way private educational institutions carry out their core duties. With a focus on sound governance and competent management, this study provides a roadmap for improving the relevance and efficacy of private institutions in developing nations. It promotes coordinating strategic choices to give these organizations the ability to produce vital information that promotes wealth creation, sustainable development, nation-building, and active engagement in internationalization and globalization. A dynamic academic administration structure is also necessary to achieve this goal, one that can effectively provide all university-mandated "Functions" (strategy, governance, management, and operations) in a timely manner.

Emerging innovations have changed the landscape of HR and posed many challenges for organizations, such as integration of HR technology and automation with existing HR systems, lack of skills, data quality, and data infrastructure. There is a lack of understanding of leveraging AI-powered people analytics and how metaverse can be used to optimize HR functions. Leveraging secondary data sources such as Industry reports, corporate data, industry insights, and existing studies, this study seeks to explore the potential of AI-driven people analytics and metaverse and to propose a theoretical framework for understanding and leveraging people analytics, AI-powered people analytics, and metaverse and to optimize the workforce management. This study submits a comprehensive model for understanding the role of people analytics through case study synthesis and thematic analysis of multiple reports and surveys. This study found that AI-driven insights are applied to almost every domain of HR such as talent acquisition, training and development, performance management, employee well-being, and mental health, HR strategies and decision-making. This study offers theoretical contributions and practical implications for people analytics and provides valuable insights for researchers and HR professionals.

This study aims to explore the Knowledge, Skills, and Abilities (KSA) and Key Responsibility Areas (KRA) of data scientists supporting the people analytics team in developing a competency model based on human capital theory and competency-based HR model. We systematically identify key knowledge, skills, abilities, and key responsibilities for data scientists working in people analytics amid the emerging and ever-expanding role of data scientists. We analyzed the 100 Job advertisements collected from Indian job portals and 20 in-depth semi-structured interviews with data scientists working in people analytics. We follow the competency-developing framework proposed by Campion et al. (2011) and adopted by McCartney et al. (2021). This study offers evidence-based insights into the ever-expanding role competencies of HR analytics-specific data scientists and contributes to the existing literature on people analytics. It provides a list of competencies required to perform as a data scientist in people analytics. Besides domain-specific technical knowledge, they require a range of soft skills like "storytelling and communication" and consulting; HR, and business acumen competencies. The main implication of this study is to train data scientists intended to work in people analytics and recruitment and selection. This study provides an evidence-based competency model for data scientists who intend to work in the people analytics domain. It links the model to the Competency-based HR model and Human Capital Theory.

This study explores the relationship between digital human resource management (HRM) practices, organizational culture, and employees' perceived digital competence within Greek organizations. While digitalization has become a central priority in human resource management (HRM), there is still limited understanding of how cultural context shapes the effectiveness of digital HR interventions. Using a quantitative approach, data were collected via an online questionnaire from 257 employees across various sectors. The research employed the method of Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multi-Group Analysis (MGA) to examine the structural relationships between digital HRM practices-such as e-learning, onboarding, and performance managementand digital competence, taking into account different organizational culture profiles. The results show that digital HRM practices have a positive, but modest, impact on employees' digital skills, with e-learning emerging as the most influential factor. Importantly, the effect of HRM practices varies significantly according to the cultural environment: supportive and innovative cultures foster stronger development of digital competence compared to hierarchical settings. The findings underline the necessity for organizations to adapt digital HR strategies to their specific cultural context and not to rely solely on technological solutions. This research contributes to the growing literature by demonstrating the interplay between technology and culture in shaping employees' digital capabilities and suggests that a balanced focus on both is essential for successful digital transformation.

This study aims to examine the influence of training, competence, and leadership on career development, with job satisfaction acting as a mediating variable. The research uses a quantitative approach with a sample of 100 employees, analyzed using multiple linear regression and path analysis. Data were collected through a structured questionnaire, and the classical assumption tests confirmed that the regression model met the requirements of normality, no multicollinearity, and no heteroscedasticity. The results show that training, competence, and leadership have a positive and significant direct effect on both job satisfaction and career development. In addition, job satisfaction also has a significant direct impact on career development, making it a strong mediating variable. The coefficient of determination (R² = 0.648) indicates that 64.8% of the variation in career development is explained by the variables of training, competence, leadership, and job satisfaction. The Sobel test results further confirm that job satisfaction mediates the relationship between the independent variables and career development. These findings suggest that organizations should focus on improving employee training, enhancing competencies, strengthening leadership practices, and maintaining high job satisfaction to effectively support employees' career advancement.

In the competitive landscape of higher education, lecturer career development has become crucial for institutional excellence. This study examines the influence of training, competence, and leadership on lecturer career development with work motivation as an intervening variable. Employing a quantitative explanatory approach, the research surveyed 100 permanent lecturers at Telkom University's Faculty of Creative Industries. Data collected through questionnaires were analyzed using SmartPLS with Structural Equation Modeling (SEM) technique. Key findings reveal: (1) training has a significant positive effect on work motivation (β=1.14, t=13.524, p<0.001); (2) competence shows a negative yet significant impact (β=-0.177, t=2.593, p=0.01); (3) leadership demonstrates positive but insignificant influence (β=0.03, t=0.771, p=0.441); and (4) work motivation significantly affects career development (β=0.348, t=1.645, p=0.1). The study's unique contribution highlights that enhanced competence without adequate career opportunities may actually reduce work motivation. These findings emphasize the need for alignment between training programs, competence development, and career policies to improve lecturer motivation and professional growth. .

In this research article, a case study with information technology sector we report the results of the application of recruitment metrics for fulling the hiring accomplishments. The recruitment metricssource mix including Recruiter, referrals, campus hire, linkedIN, twitter, Facebook (social networking sitews), WhatsApp to instantaneously share the job description, digital brochures for sharing relevant information over mobile to understand the basic elements of job details like job tile, location, salary, level of experience, company website, skills required, and quality of hire, ageing analysis were applied for the recruitment process. The quality of hire was measured based on the results of the performance appraisal system of employee having evaluated the same at regular intervals during employees' tenure. To measure the quality of hire the six independent variables of i) Knowledge in Job, ii) level of skill, iii) Job execution, iv) Initiative of an employee, v) Client orientation, vi) Team work, under Performance score were measured. The authors also presented the hiring accomplishment analysis of Tier I, Institutes and observed significant differences in hiring accomplishments. The data was collected using convenience sampling or availability sampling a non-probability sampling from several IT organizations (n=34) with sample size of (n=1027). The authors presented an analysis of candidates' survey score using a five-point Likert type scale and similar scale was used for measuring quality of hire using performance appraisal system. The Cronbach alpha value for both scales 0.76 and 0.82 respectively indicating a high reliability and validity of the instrument.

Human resources hold a crucial role in every organizational activity. They are the driving force that determines how effectively an organization can achieve its objectives. This study aims to examine the influence of compensation on employee performance through job satisfaction at the Honda Niaga Redja Abadi Dealer. This research employs a quantitative approach using a survey method. The sampling technique applied is saturated sampling, involving all 42 employees in the marketing department. The data analysis methods used include path analysis and the Sobel test. The results indicate that compensation has a significant effect on employee job satisfaction. However, compensation does not directly have a significant impact on employee performance. On the other hand, job satisfaction significantly affects employee performance and serves as an intervening variable between compensation and employee performance.

Human resources are a vital component within a company that significantly contributes to the achievement of organizational goals. This research is conducted to examine both the simultaneous and individual effects of Emotional Intelligence and Workload on the Work Discipline of employees at Aryanto Herbal. The study employs a quantitative method with a survey-based approach. The sampling technique used is accidental random sampling, with 51 employees from Aryanto Herbal serving as respondents. The data utilized in this research include primary data collected through questionnaires, as well as secondary data. To ensure data quality, the study implements validity tests, reliability tests, and classical assumption tests. For data analysis, the research applies multiple regression analysis using SPSS version 25. Data collection methods involve observation, interviews, questionnaires, and literature review. The findings indicate that Emotional Intelligence and Workload together have a significant impact on Work Discipline. Furthermore, Emotional Intelligence alone significantly influences employee discipline, and likewise, Workload also has a significant individual effect on employee discipline.

This white paper outlines key insights, challenges, and recommendations derived from a hands-on HR internship at Hello Mentor Pvt Ltd. It focuses on core HR functions such as recruitment, onboarding, employee engagement, performance tracking, and policy formulation, showcasing how these areas contribute to organizational growth and employee satisfaction.

This systematic review explores the transformative role of predictive analytics in Human Resource Information Systems (HRIS), emphasizing its strategic impact on talent forecasting, workforce optimization, and organizational decision-making. Drawing from a comprehensive analysis of 155 peer-reviewed studies, the review reveals that predictive HRIS has shifted HR planning from reactive, spreadsheet-based processes to proactive, algorithm-driven forecasting tools. Findings indicate that organizations using predictive analytics experienced measurable gains in internal mobility, attrition reduction, and leadership succession planning accuracy. Over 70 studies highlighted the critical importance of technological infrastructure-including cloud-based platforms, middleware solutions, and API integration-in enabling scalable predictive functionality. However, the study also brings to light the rising significance of ethical, legal, and compliance considerations, particularly regarding employee surveillance, data privacy, and algorithmic bias. Additionally, global and sectoral disparities in adoption underscore the influence of cultural, regulatory, and infrastructural contexts. The review concludes that while predictive HRIS holds significant strategic value, its effective implementation demands not only technical readiness but also ethical stewardship, legal compliance, and contextual adaptation.

The aim of the study was assessing the impact of self-concept, self-disclosure and competence support on students' stress levels and academic achievement and the mediating role of achievement motivation. To collect the data, 450 students answered a questionnaire. In this study, data from a sample of 373 respondents were gathered using the purposeful sampling approach. Multiple linear regression, validity and reliability testing, and tests of the hypothesis (t-test, F-test, and coefficient of determination) are a few examples of data analysis approaches. According to the findings, all components' beta coefficient values are 0.890 and 0.783, respectively, which accurately reflects their effects on academic achievement and stress. The current research on academic stress and achievement contributes to the body of knowledge in the field of education, addressing issues in education and resolving societal issues that impact an individual's academic performance at the study level. The study's findings suggest that in order for students to succeed academically, they must change the way they plan their learning. The results unequivocally show that students' academic success may be accurately predicted by factors such as self-concept, self-disclosure, and competence support.

In the era of globalization, traditional societies have evolved into modern ones, with lifestyles that prioritize speed, practicality, ease, and comfort. To remain competitive, organizations must effectively manage their resources, especially human resources. Employees play a crucial role, as their skills, energy, and creativity are essential for achieving organizational goals. This study analyzes "The Influence of Leadership Style and Work Discipline on Employee Job Satisfaction at the Department of Civil Service and Human Resource Development (BKPSDM) of Bandung Regency." Employing a quantitative approach with descriptive and verification methods, data were gathered via questionnaires from 60 respondents. The analysis utilized descriptive statistics, Validity and Reliability Tests, and Multiple Regression Analysis, processed with SPSS 20. Results show that 32.1% of employees favor the current leadership style, while 42.1% demonstrate strong work discipline. Although both leadership style and work discipline are positively perceived, their individual impact on job satisfaction is not statistically significant. However, together, they contribute to a supportive and orderly work environment, which enhances employee satisfaction and ensures compliance with organizational regulations. The findings highlight the importance of effective leadership and disciplined work practices in fostering a positive organizational climate and improving overall outcomes.

HRM and the Management of Knowledge Assets: Evidence from Professional Service Firms Juani Swart and Nick Kinnie School of Management University of Bath ... When I recruit I say, &#x27;Are youproud? If you are proud go away because I will be correcting you for five years&#x27;.&#x27; 9 ...

In this paper, we investigate how corporate social responsibility (hereafter CSR) practices of domestic Croatian mid and large size firms differentiate them on foreign markets. Still, in order for export organizations to realize benefits offered by CSR, export organizations need to identify their main stakeholder groups and interests, and adequately design their CSR activities. This paper provides an overview of the main CSR activities of export organizations in foreign markets and analyses their stakeholder's management as well as the quality of relationships with their primary and secondary stakeholders on foreign markets. Results of empirical research on a sample of 78 medium and large Croatian export companies show that these export organizations invest significant efforts in implementation of different CSR activities, and into relationships with their primary stakeholders.

Tujuan dari penelitian ini adalah untuk melihat bagaimana manajemen sumber daya manusia hijau (HRM) dan dukungan organisasi berdampak pada tingkat retensi karyawan di manufaktur usaha kecil dan menengah (UKM), baik secara langsung maupun melalui peran mediasi komitmen afektif. Penelitian ini melibatkan 149 karyawan tetap UKM manufaktur di Malang yang dipilih melalui purposive sampling dan menggunakan pendekatan kuantitatif dengan desain survei. PLS-SEM, atau Partial Least Squares Structural Equation Modeling, digunakan untuk menganalisis data yang dikumpulkan melalui kuesioner online yang memiliki skala Likert 5 poin. Hasil penelitian menunjukkan bahwa Green HRM menguntungkan dan signifikan komitmen afektif karyawan dan retensi. Namun, tanpa mediasi komitmen afektif, pengaruh langsung Green HRM terhadap retensi karyawan tidak signifikan. Sebaliknya, komitmen afektif dan retensi karyawan tidak terpengaruh secara signifikan oleh dukungan organisasi. Hasil penelitian menunjukkan bahwa komitmen emosional karyawan adalah komponen penting dalam memperkuat hubungan antara praktik Green HRM dan keputusan karyawan untuk bertahan di perusahaan. Penelitian ini menunjukkan bahwa untuk meningkatkan keterikatan emosional karyawan, strategi manajemen sumber daya manusia yang berbasis keberlanjutan diperlukan. Pada akhirnya, ini akan membantu upaya mempertahankan tenaga kerja di sektor UKM manufaktur (

Dictionary is 'the study of the therapeutic uses and effects of drugs in disease states' . It is an essential component of the undergraduate pharmacy curriculum worldwide, and often encompasses drug therapy and several other aspects of patient care. With the move towards greater pharmacist involvement in patient care, the new-generation pharmacist needs to have an above-average clinical knowledge of various medications and disease states. The Doctor of Pharmacy (PharmD) degree was recently approved as the minimum requirement for registration as a pharmacist in Nigeria. Therefore, evaluating student perceptions of teaching methods and course content within the previous Bachelor of Pharmacy (BPharm) curriculum would help us to develop an improved pharmacy education experience for future students. This article describes a project aimed at exploring the perceptions and views of undergraduate pharmacy students at Ahmadu Bello University, Zaria, Nigeria, on the course content and structure, as well as methods of delivery of a pharmacotherapeutic course.

Dalam Artikel ini menunjukkan bagaimana perubahan dalam organisasi secara keseluruhan itu sangat penting untuk menjawab tantangan disrupsi digital yang semakin cepat dan kompleks. Dengan mengacu pada e-book Perubahan Organisasi karya (Riyanto & Jihadi, 2005) serta dua jurnal empiris yang relevan mengenai fleksibilitas kerja dan Green HRM, pembahasan menekankan bahwa pendekatan humanistik dan berkelanjutan merupakan suatu faktor penting untuk keberhasilan organisasi dalam menghadapi era distrupsi. Perubahan dalam organisasi memerlukan aspek struktural, proses kerja, budaya organisasi, serta kesejahteraan dan keterlibatan karyawan. Pendekatan holistik ini memungkinkan dapat memberikan ketahanan dan daya saing jangka panjang bagi perusahaan yang menghadapi situasi yang tidak pasti
Kata kunci: perubahan organisasi, disrupsi digital, fleksibilitas kerja, kompensasi, Green HRM, retensi karyawan

In the increasingly turbulent and demanding job market related to hotel professionals, the role of HR in designing and implementing strategies to create an appropriate work environment for hotel experts is crucial. For companies to keep up, position themselves, and face challenges in the tourism sector such as attracting and retaining experts and talents, it is necessary for the HR sector to take on many initiatives and activities to fully meet their expectations. Therefore, it is important to emphasise that adjusting HR practices according to the trends and needs of the hotel sector should be very frequent. For these reasons, it is necessary to create an organisational culture in companies that encourages innovation, motivation, and engagement of hotel professionals. Continuous care for these experts in companies becomes a necessity and one of the essential conditions for their retention.

Penelitian ini mengkaji pengaruh Green Human Resource Management (Green HRM) dan dukungan organisasi terhadap retensi karyawan pada UKM manufaktur di Malang.
Fokus utama adalah menganalisis hubungan langsung dan tidak langsung melalui mediasi keterlibatan kerja, kepuasan kerja, dan komitmen afektif. Metode kuantitatif dengan survei dan analisis PLS-SEM digunakan pada 149 responden karyawan tetap. Hasil
penelitian menunjukkan Green HRM berpengaruh positif signifikan terhadap komitmen afektif, yang selanjutnya meningkatkan retensi karyawan. Namun, pengaruh langsung
Green HRM terhadap retensi tidak signifikan tanpa mediasi komitmen afektif. Dukungan organisasi tidak berpengaruh signifikan terhadap komitmen afektif maupun retensi.
Temuan ini menegaskan pentingnya strategi SDM berkelanjutan untuk memperkuat keterikatan emosional karyawan dan mendukung retensi tenaga kerja di sektor UKM manufaktur.

Transformasi digital dan disrupsi teknologi telah mengubah lanskap bisnis global secara drastis, memaksa organisasi untuk menyesuaikan strategi manajemen sumber daya manusia (SDM) mereka agar tetap kompetitif. Dalam konteks ini, integrasi strategi SDM berkelanjutan menjadi krusial, dengan fokus utama pada Green Human Resource Management (Green HRM), fleksibilitas kerja, dan kemampuan organisasi untuk beradaptasi melalui perubahan struktural dan kultural. Penelitian ini bertujuan untuk mengeksplorasi keterkaitan antara praktik Green HRM, penerapan fleksibilitas kerja, dan efektivitas perubahan organisasi sebagai respons terhadap tantangan digital. Melalui sintesis teori dan temuan empiris dari tiga sumber utama, artikel ini mengungkap bahwa Green HRM tidak hanya mendorong perilaku pro-lingkungan di tempat kerja, tetapi juga berkontribusi pada keterlibatan dan retensi karyawan. Sementara itu, fleksibilitas kerja terbukti memiliki pengaruh signifikan terhadap kepuasan kerja dan kinerja karyawan, meskipun dampaknya sebagai mediator bervariasi tergantung pada konteks organisasi. Di sisi lain, keberhasilan perubahan organisasi sangat ditentukan oleh kepemimpinan adaptif, budaya inovatif, dan kesiapan struktur internal dalam menyerap teknologi baru. Temuan ini menunjukkan bahwa sinergi antara ketiga elemen tersebut-Green HRM, fleksibilitas kerja, dan kemampuan perubahan organisasi-merupakan fondasi penting bagi strategi SDM berkelanjutan yang mampu menjawab kompleksitas era digital. Implikasi praktis dari artikel ini adalah pentingnya pendekatan terpadu dalam merancang kebijakan SDM yang tidak hanya efisien secara operasional, tetapi juga selaras dengan nilai keberlanjutan, keseimbangan kerjakehidupan, dan ketahanan organisasi jangka panjang.

Kemajuan teknologi, perubahan perilaku konsumen, serta tuntutan terhadap praktik bisnis yang berkelanjutan telah menghadirkan tantangan yang semakin kompleks bagi organisasi, khususnya dalam mempertahankan tenaga kerja dan meningkatkan kinerjanya. Artikel ini menyintesis hasil dari tiga penelitian ilmiah yang mengkaji keterkaitan antara Green Human Resource Management (Green HRM), persepsi dukungan organisasi, fleksibilitas kerja, dan sistem kompensasi terhadap retensi dan kinerja karyawan. Objek penelitian mencakup UKM sektor manufaktur di Malang dan mitra pengemudi ShopeeFood di wilayah Jawa Timur. Pendekatan yang digunakan bersifat kuantitatif, dengan pemrosesan data melalui Structural Equation Modeling Partial Least Square (SEM-PLS). Hasil menunjukkan bahwa penerapan Green HRM dan kompensasi berkontribusi positif terhadap peningkatan komitmen afektif dan kepuasan kerja, yang pada akhirnya berdampak terhadap tingginya tingkat retensi serta performa kerja. Sebaliknya, dukungan organisasi dan fleksibilitas kerja menunjukkan pengaruh tidak langsung, bergantung pada adanya kepuasan kerja sebagai variabel mediasi. Artikel ini merekomendasikan pentingnya kepemimpinan yang adaptif dan perencanaan strategis yang terintegrasi dalam rangka membangun organisasi yang resilien dan kompetitif.

Artikel ini menguraikan dinamika transformasi organisasi serta dampaknya terhadap ketahanan operasional dalam konteks era gangguan digital. Melalui metode deskriptif-kualitatif yang bersifat studi literatur, artikel ini menggabungkan tiga sumber utama: buku yang membahas teori perubahan organisasi, artikel tentang mitra kerja ShopeeFood, serta kajian mengenai Manajemen Sumber Daya Manusia Hijau (GHRM) dalam sektor UKM manufaktur. Hasil analisis menunjukkan bahwa fleksibilitas kerja dalam ekonomi gig tidak memberikan dampak yang signifikan terhadap kinerja, sementara kompensasi yang adil berkontribusi pada peningkatan kepuasan dan produktivitas mitra kerja. Sebaliknya, GHRM telah terbukti meningkatkan komitmen afektif karyawan, yang merupakan faktor penting dalam menjaga tenaga kerja. Namun, pengaruh langsung GHRM dan dukungan organisasi terhadap retensi tidak memiliki signifikansi tanpa adanya mediasi emosional. Artikel ini menyoroti betapa pentingnya strategi perubahan organisasi yang melibatkan partisipasi, berfokus pada keberlanjutan, dan didukung oleh kepemimpinan yang visioner serta mampu beradaptasi dengan tantangan masa depan.

Artikel ini bertujuan untuk mengevaluasi efek dari transformasi organisasi di dalam konteks era disrupsi, mengenali dampak dari fleksibilitas kerja dan imbalan terhadap kepuasan serta performa dari mitra pengemudi ShopeeFood, serta meneliti peran Green Human Resource Management (Green HRM) dalam memperbaiki tingkat retensi karyawan di sektor UKM manufaktur. Dengan menerapkan metode deskriptif kualitatif dan analisis pustaka dari tiga riset utama, hasil artikel menunjukkan bahwa transformasi organisasi yang terencana dapat meningkatkan daya saing perusahaan di tengah era disrupsi. Fleksibilitas kerja dan imbalan memiliki dampak yang signifikan terhadap performa mitra, di mana imbalan menunjukkan pengaruh yang lebih kuat melalui kepuasan kerja sebagai perantara. Selanjutnya, Green HRM terbukti meningkatkan komitmen emosional di kalangan karyawan, yang berdampak positif terhadap retensi, meskipun dukungan dari organisasi tidak menunjukkan pengaruh yang signifikan. Hasil ini menekankan betapa pentingnya strategi transformasi organisasi yang memadukan fleksibilitas kerja, imbalan yang adil, dan praktik Green HRM untuk meningkatkan performa, kepuasan, komitmen, serta loyalitas karyawan, sehingga dapat mendukung keberlanjutan organisasi di tengah persaingan global. Kata kunci : Transformasi organisasi, fleksibilitas kerja, imbalan, Green HRM, kepuasan kerja, tingkat retensi karyawan.

Artikel ini mengkaji bagaimana strategi Manajemen Sumber Daya Manusia Ramah Lingkungan (Green HRM), fleksibilitas dalam pekerjaan, dan transformasi organisasi beroperasi di tengah era digital yang penuh disrupsi. Artikel pertama menunjukkan bahwa Green HRM berkontribusi pada retensi karyawan dengan meningkatkan komitmen emosional di sektor Usaha Kecil Menengah (UKM) di bidang manufaktur. Artikel kedua menyoroti peranan penting kompensasi dalam mempengaruhi kepuasan dan kinerja mitra di platform digital ShopeeFood, sedangkan fleksibilitas kerja tidak menunjukkan dampak langsung tanpa adanya mediasi melalui kepuasan kerja. Di sisi lain, dalam konteks yang lebih luas, organisasi perlu mengelola perubahan dengan cara yang strategis, dapat beradaptasi, dan bersifat transformasional untuk tetap bersaing. Hasil dari ketiga artikel ini menegaskan bahwa pengelolaan sumber daya manusia yang berkelanjutan, sistem kompensasi yang adil, dan kesiapan dalam menghadapi perubahan sangat penting bagi keberhasilan organisasi di era disrupsi.

Perkembangan dunia bisnis yang terus berubah mengharuskan perusahaan untuk menyesuaikan strategi pengelolaan sumber daya manusia, terutama dalam hal pengaturan jam kerja yang lebih lentur dan pemberian imbalan yang sepadan kepada pegawai. Kajian ini menelaah keterkaitan antara kelenturan kerja dan sistem imbalan terhadap pencapaian kerja karyawan, dengan mempertimbangkan rasa puas dalam bekerja sebagai faktor penghubung. Berbagai tinjauan pustaka dan riset terdahulu memperlihatkan bahwa keleluasaan dalam mengatur jadwal dan lokasi kerja mampu menciptakan suasana kerja yang nyaman sehingga meningkatkan hasil kerja. Di sisi lain, imbalan yang memadai terbukti mendorong semangat dan kepuasan pegawai, yang akhirnya meningkatkan prestasi kerja mereka. Menariknya, hasil penelitian mengungkapkan bahwa rasa puas dalam bekerja hanya menjembatani pengaruh sistem imbalan terhadap kinerja, sedangkan pengaruh kelenturan kerja terhadap kinerja tidak melalui kepuasan kerja. Hal ini menekankan betapa pentingnya bagi perusahaan untuk memperhatikan kedua aspek tersebut dalam rangka membangun lingkungan kerja yang mendukung pencapaian sasaran organisasi di tengah persaingan bisnis saat ini.