This document discusses strategic human resource management and the effects of technology on HR. It summarizes previous research on the importance of strategic HR planning and alignment with organizational goals. The changing nature of work and the changing role of HR is discussed, including a shift toward more strategic involvement. The importance of HR activities and management is also discussed in the context of non-government organizations. A field study was conducted of 105 Saudi employees to understand attitudes toward the effects of distance learning and training on HR management and development.
1. The document discusses how CSR can provide competitive advantages when integrated strategically into a company's core business operations and philosophy. It addresses how CSR can create value by addressing social and environmental issues in a way that benefits both society and the company's bottom line.
2. It also discusses CSR communication and the importance of communicating CSR initiatives and impacts internally to employees and externally to customers and communities. Key areas of CSR disclosure include environmental, community, human resources, and product/customer impacts.
3. Challenges with CSR communication include minimizing stakeholder skepticism and convincingly communicating the intrinsic motives behind a company's CSR activities.
This document provides an overview of Master Data Management (MDM). It defines MDM and discusses its five essential elements: the MDM hub, data integration, data quality, external content, and data governance. The document outlines 10 best practices for MDM implementations, including having executive sponsorship, business ownership of data governance, strong project management, and extensive testing. It emphasizes taking a holistic approach to MDM and planning for ongoing improvement rather than viewing it as a one-time project.
Employ wise webinar hr automation - your strategic step forwardEmploywise
The document discusses the benefits of automating HR processes using an HR management system (HRMS). It notes that core HR activities like payroll, benefits administration, and recruitment account for over 50% of HR departments' time. An HRMS can improve efficiency by streamlining transactions, providing accurate real-time data to support decision making, and allowing companies to operate HR as a strategic partner rather than administrative function. The document outlines specific benefits an HRMS provides to organizations, HR teams, and employees in terms of efficiency, insights, and control. It argues companies that automate HR can maximize efficiency and focus on growth strategies.
Exploring the Zone of Synergy (ZoS) and levels of maturity of cooperation between Organizational Development (OD) and Strategic Human Resources Management (SHRM)
This document provides an overview of performance management in the ASEAN region in 2014. It includes interviews with 14 practitioners, academics and consultants from 6 ASEAN countries. It discusses trends in education, careers, software and resources related to performance management. Key topics covered include legislation around performance management in ASEAN countries, popular search keywords, bestselling books and articles on the topic, and software tools used for performance management and business intelligence.
Measurement and diagnosis of the strategic impact and value of selected Afric...Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic business impact, value and maturity of the current HRM and L&D practices in 12 focal areas in 9 African countries by means of surveys and change messages and improvement strategies to actualize to strategic performance advisor and strategic learning partner roles
1. The document discusses how CSR can provide competitive advantages when integrated strategically into a company's core business operations and philosophy. It addresses how CSR can create value by addressing social and environmental issues in a way that benefits both society and the company's bottom line.
2. It also discusses CSR communication and the importance of communicating CSR initiatives and impacts internally to employees and externally to customers and communities. Key areas of CSR disclosure include environmental, community, human resources, and product/customer impacts.
3. Challenges with CSR communication include minimizing stakeholder skepticism and convincingly communicating the intrinsic motives behind a company's CSR activities.
This document provides an overview of Master Data Management (MDM). It defines MDM and discusses its five essential elements: the MDM hub, data integration, data quality, external content, and data governance. The document outlines 10 best practices for MDM implementations, including having executive sponsorship, business ownership of data governance, strong project management, and extensive testing. It emphasizes taking a holistic approach to MDM and planning for ongoing improvement rather than viewing it as a one-time project.
Employ wise webinar hr automation - your strategic step forwardEmploywise
The document discusses the benefits of automating HR processes using an HR management system (HRMS). It notes that core HR activities like payroll, benefits administration, and recruitment account for over 50% of HR departments' time. An HRMS can improve efficiency by streamlining transactions, providing accurate real-time data to support decision making, and allowing companies to operate HR as a strategic partner rather than administrative function. The document outlines specific benefits an HRMS provides to organizations, HR teams, and employees in terms of efficiency, insights, and control. It argues companies that automate HR can maximize efficiency and focus on growth strategies.
Exploring the Zone of Synergy (ZoS) and levels of maturity of cooperation between Organizational Development (OD) and Strategic Human Resources Management (SHRM)
This document provides an overview of performance management in the ASEAN region in 2014. It includes interviews with 14 practitioners, academics and consultants from 6 ASEAN countries. It discusses trends in education, careers, software and resources related to performance management. Key topics covered include legislation around performance management in ASEAN countries, popular search keywords, bestselling books and articles on the topic, and software tools used for performance management and business intelligence.
Measurement and diagnosis of the strategic impact and value of selected Afric...Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic business impact, value and maturity of the current HRM and L&D practices in 12 focal areas in 9 African countries by means of surveys and change messages and improvement strategies to actualize to strategic performance advisor and strategic learning partner roles
Critical Human Resources Management and Learning & Development Priorities Charles Cotter, PhD
This document provides an overview of a two-day training program on critical human resources management priorities. The program consists of four workshops covering strategic talent management, leadership development, strategic learning and development, and employee engagement. Workshop one focuses on strategic talent management and HR business partnering. Workshop two covers leadership development components, models, and strategies like succession planning and mentoring. Workshop three defines strategic training and development and identifies factors and a maturity model.
The document discusses strategic human resource management. It defines SHRM as linking human resource management with strategic business goals to improve performance and develop organizational cultures that foster innovation. The document outlines HR's strategic challenges in supporting productivity, expanding employee roles, and designing strategic plans. It compares SHRM to traditional HRM and discusses features of SHRM like its focus on long-term goals and interrelation with business strategies. Models for SHRM include control-based, resource-based, and integrative approaches. Strategic tools discussed include strategic maps, HR scorecards, and digital dashboards.
This 1-day training program provides an overview of competency-based job selection interviewing (CBI) skills. The objectives covered include an introduction to CBI, HR planning and job analysis processes, the fundamentals of CBI, the CBI process steps, a role play activity to practice CBI, and job selection reporting. Key aspects of CBI covered are defining selection criteria, preparing effective questions using the STAR technique, conducting a structured interview, evaluating responses, and developing a job selection report. A role play activity allows participants to practice applying the CBI process. The training aims to help participants effectively evaluate candidates and make the best selection decisions using a valid competency-based approach.
Human Resources Management (HRM) Value Chain Processes, Organizational Cultur...Charles Cotter, PhD
Human Resources Management (HRM) Processes, Organizational Culture and Organizational Change Management training programme, facilitated by Dr Charles Cotter, July 2021
The document outlines the scope and agenda of a workshop on drafting and implementing an enabling policy on disability. It discusses current realities and challenges regarding employment of persons with disabilities (PWD). It then covers key aspects of developing a disability policy, including identifying issues, analyzing policy instruments, stakeholder engagement, formulation, implementation, and evaluation. The last sections provide learning activities for workshop participants to apply different steps of the disability policy process.
Data driven Strategic Workforce Planning and Organization Design_Best practic...Charles Cotter, PhD
Data driven and Evidence-based Strategic Workforce Planning and Organization Design: Best practice principles, strategies and processes_Online Learning Programme presented by Dr Charles Cotter
Diagnosis of the strategic maturity of HRM and L&D practices (Africa)_Extende...Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic impact, value and maturity of the current HRM and L&D practices in 10 focal areas in 7 African countries by means of mini surveys and change messages to actualize to strategic performance advisor and strategic learning partner roles - Extended scope
Diagnosis of the strategic maturity of HRM and L&D practices (Africa) Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic impact, value and maturity of the current HRM and L&D practices in Africa by means of mini surveys and improvement strategies to actualize to strategic performance advisor and strategic learning partner roles
Skills Development Best Practices for Training Committees Charles Cotter, PhD
Skills development legislation, strategies, best practice principles, training administration, the roles, responsibilities and function of a Training Committee and core training processes
1) The document discusses strategic human resource management (SHRM) and how it can be used to create a sustained competitive advantage.
2) It defines SHRM as linking human resource management strategies to business strategies in order to improve organizational performance.
3) The document argues that for organizations to deal with a changing global business environment, they need to reconsider their HRM strategies and implement SHRM practices to build capabilities that allow them to adapt and maintain competitiveness.
Linking Competitive Strategies with Human Resource Information System: A Comp...Samsul Alam
Understanding how human resource information system (HRIS) is linked with competitive strategies (CSs) has become an important research topic in the field of strategic human resource management (SHRM) and information systems (IS). This study intends to find a relationship between HRIS and CSs and the resulting competitive advantages gained from the relationship that impact the organization's overall performance. A semi-structured questionnaire survey based on the face-to-face interview method was conducted among human resource (HR) executives of the selected Bangladeshi business organizations to collect data and find results. The result shows that HRIS implementation has a significant influence on CSs. Again, HRIS contributes to leveraging benefits from these strategies. The statistical findings reveal that HRIS pay-off (36%) is positively correlated (37%) with CSs to a lower-medium extent, but this correlation insignificantly affects business performance in this horizon. Finally, a framework is developed showing how to leverage HRIS pay-off based on findings and literature.
Critical Human Resources Management and Learning & Development Priorities Charles Cotter, PhD
This document provides an overview of a two-day training program on critical human resources management priorities. The program consists of four workshops covering strategic talent management, leadership development, strategic learning and development, and employee engagement. Workshop one focuses on strategic talent management and HR business partnering. Workshop two covers leadership development components, models, and strategies like succession planning and mentoring. Workshop three defines strategic training and development and identifies factors and a maturity model.
The document discusses strategic human resource management. It defines SHRM as linking human resource management with strategic business goals to improve performance and develop organizational cultures that foster innovation. The document outlines HR's strategic challenges in supporting productivity, expanding employee roles, and designing strategic plans. It compares SHRM to traditional HRM and discusses features of SHRM like its focus on long-term goals and interrelation with business strategies. Models for SHRM include control-based, resource-based, and integrative approaches. Strategic tools discussed include strategic maps, HR scorecards, and digital dashboards.
This 1-day training program provides an overview of competency-based job selection interviewing (CBI) skills. The objectives covered include an introduction to CBI, HR planning and job analysis processes, the fundamentals of CBI, the CBI process steps, a role play activity to practice CBI, and job selection reporting. Key aspects of CBI covered are defining selection criteria, preparing effective questions using the STAR technique, conducting a structured interview, evaluating responses, and developing a job selection report. A role play activity allows participants to practice applying the CBI process. The training aims to help participants effectively evaluate candidates and make the best selection decisions using a valid competency-based approach.
Human Resources Management (HRM) Value Chain Processes, Organizational Cultur...Charles Cotter, PhD
Human Resources Management (HRM) Processes, Organizational Culture and Organizational Change Management training programme, facilitated by Dr Charles Cotter, July 2021
The document outlines the scope and agenda of a workshop on drafting and implementing an enabling policy on disability. It discusses current realities and challenges regarding employment of persons with disabilities (PWD). It then covers key aspects of developing a disability policy, including identifying issues, analyzing policy instruments, stakeholder engagement, formulation, implementation, and evaluation. The last sections provide learning activities for workshop participants to apply different steps of the disability policy process.
Data driven Strategic Workforce Planning and Organization Design_Best practic...Charles Cotter, PhD
Data driven and Evidence-based Strategic Workforce Planning and Organization Design: Best practice principles, strategies and processes_Online Learning Programme presented by Dr Charles Cotter
Diagnosis of the strategic maturity of HRM and L&D practices (Africa)_Extende...Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic impact, value and maturity of the current HRM and L&D practices in 10 focal areas in 7 African countries by means of mini surveys and change messages to actualize to strategic performance advisor and strategic learning partner roles - Extended scope
Diagnosis of the strategic maturity of HRM and L&D practices (Africa) Charles Cotter, PhD
Diagnostic findings of the measurement of the strategic impact, value and maturity of the current HRM and L&D practices in Africa by means of mini surveys and improvement strategies to actualize to strategic performance advisor and strategic learning partner roles
Skills Development Best Practices for Training Committees Charles Cotter, PhD
Skills development legislation, strategies, best practice principles, training administration, the roles, responsibilities and function of a Training Committee and core training processes
1) The document discusses strategic human resource management (SHRM) and how it can be used to create a sustained competitive advantage.
2) It defines SHRM as linking human resource management strategies to business strategies in order to improve organizational performance.
3) The document argues that for organizations to deal with a changing global business environment, they need to reconsider their HRM strategies and implement SHRM practices to build capabilities that allow them to adapt and maintain competitiveness.
Linking Competitive Strategies with Human Resource Information System: A Comp...Samsul Alam
Understanding how human resource information system (HRIS) is linked with competitive strategies (CSs) has become an important research topic in the field of strategic human resource management (SHRM) and information systems (IS). This study intends to find a relationship between HRIS and CSs and the resulting competitive advantages gained from the relationship that impact the organization's overall performance. A semi-structured questionnaire survey based on the face-to-face interview method was conducted among human resource (HR) executives of the selected Bangladeshi business organizations to collect data and find results. The result shows that HRIS implementation has a significant influence on CSs. Again, HRIS contributes to leveraging benefits from these strategies. The statistical findings reveal that HRIS pay-off (36%) is positively correlated (37%) with CSs to a lower-medium extent, but this correlation insignificantly affects business performance in this horizon. Finally, a framework is developed showing how to leverage HRIS pay-off based on findings and literature.
Int. J. of Human Resource Management 112 April 2000 336-365.docxnormanibarber20063
Int. J. of Human Resource Management 11:2 April 2000 336-365
Managing human resource for competitive
advantage: a study of companies in
Singapore
Naresh Khatri
Abstract We sec two major streams of research in ihe strategic human resource
management literature; (I) the link between strategy and human n;source (HR) practices
and (2) the link between HR practices and fimi performance. There is a plethora of
theoretical perspectives on the first link. Unfortunately, there is not much empirical work.
The second link has seen a spate of empirical studies. However, mosi of them embrace
the universal perspective and the role of strategy as a contingency has not been
adequately addressed. This could potentially result in the underestimation of the impact
of HR practices on organizational performance. This study addressed the above two
weaknesses in previous research in the strategic HR management field, Using a sample of
about 200 of the largest companies representing all major industries in Singapore, we
found that organizational strategy affects HR practices. Moreover, findings suggest that
the strategy-HR interaction accounts for more variation in firm performance than the
main effect of HR. Implications of the findings are discussed.
Keywords Smitegic human resource management: HR planning; HR strategy; con-
tingency; configuration; Singapore.
A consensus has emerged among scholars and practitioners alike that the business
environment has become more competitive than in the past because of globalization
(Ansoff. 1991; Hamel and Prahalad, 1996). In order to survive in this new era,
businesses have to focus even harder on their competitive strengths so as to develop
appropriate long-term strategies. Old practices and systems that have evolved over time
in a relatively stable environmental context are inadequate to meet the challenges posed
by the complex and dynamic business environments; of today.
The issue of how to counter the dynamic environmental forces falls in the domain of
strategic management research. Broadly, strategic management attempts to match (or
fit) an organization with its environment. There is a plethora of approaches suggested in
strategic management literature to achieve this match or tit. The majority of them are
biased in favour of economics however and thus focus predominantly on the industry
determinants of organizational performance (emphasis on the external portion of the
SWOT framework) (Lado and Wilson. 1994; Pfeffer, !995; Wright et al., 1994).
Undoubtedly, an organization must remain relevant to its external stakeholders'
demands, yet there is a need to correct this bias by paying more attention to analysing
finns' internal strengths and weaknesses (Barney, 1995).
Naresh Khatri, Assistant Profes.sor, Nanyang Business School, Nanyang Technological
University. Mail Box: S3-B2-C-82. Singapore 639798. (tel: (65) 790-5679; fax: (65)
791-3697; e-mail: [email protected])
The International Journal of Human Resource Ma.
HR ANALYTICS: A MODERN TOOL IN HR FOR PREDICTIVE DECISION MAKINGIAEME Publication
Developments in Human Resources Management (HRM) are fast being integrated
with corresponding changes in data and information processing, which are
restructuring our environments. The domain of human resource analytics, which can be
understood as a data and analytical thinking-centred approach to Human Resources
Management, is fast becoming an indispensable part of organisational setups. The
present study explores the existing literature in the field of HR analytics and their
implications for predictive decision-making in organisations. This will also include
critically reviewing the literature on the integration of HR analytics in organisational
setups through the introduction of relevant IT infrastructure and provisions.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
This document provides information about a project submitted by two students, Mohit Gupta and Saurabh Malhotra, to their professor Ms. Parul Jhajharia. The project focuses on the Punjab National Bank and covers topics like human resource management, strategic human resource management, the role of HR practitioners, the heritage and profile of the bank, and its vision and mission. The document also discusses the impact of recession on Punjab National Bank, noting that it has been minimal as the bank is government run and there have been no salary cuts.
A Study On The Impact Of Human Resource Management On The Performance At An E...Linda Garcia
This document summarizes a research study on the impact of human resource management (HRM) practices on the performance of an educational institution in India. The study examines how HRM practices like training, performance appraisal, career planning, employee participation, job definition, compensation and selection affect the institution's performance. It reviews several models of HRM including the Harvard model, Michigan model, and Guest comparative model. The literature review discusses previous findings on the relationship between HRM practices and organizational performance. The document provides context on the educational institution studied and outlines the objective to identify factors impacting its performance.
Human Resource Management Policies and Supply Chain Management in Apparel Ind...journal ijrtem
Background: This study aims to determine the impact of human resource management (HRM) practices on supply chain management (SCM) in garment manufacturing firms.
Methods: This study found that garment manufacturing firms perform moderate level of HRM which have an impact on Supply chain Management (SCM).There is a correlation between HRM practices that proactively contributes in supply chain success. Training, an important HRM practise contributes greater to SCM success.
A two way approach was followed to collect Data which was from research papers and garment manufacturing firms. A Questionnaire was prepared which was filled by middle level managers of garment industry in order to know their perception as well as to understand the existing HRM practices which have or can have an impact on SCM.
Keywords: Human resource management, supply chain management, organization structure, competitive advantage, SME.
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Employee competencies and relationship to performance applied hrm researchSunil Ramlall, Ph.D.
The document discusses the importance of HR competencies and their relationship to organizational practices and performance. It reviews literature identifying key HR competencies such as strategic contribution, business knowledge, and HR delivery. The literature suggests competencies are predictive of HR success and vary depending on the type of HR position. Competencies are also related to responsibilities, education, experience, and compensation. Developing core competencies is critical for HR professionals to fulfill changing roles, implement strategies, and help create competitive advantages for organizations.
This document summarizes a research study that examined the relationship between attention to human resource requirements during strategy implementation and the performance of small and medium manufacturing firms in Thika Sub-County, Kenya. The study found a positive and significant relationship between the two variables. Specifically, the study found that firms that maintain proper balance between their strategy and human resource needs through practices like staffing, training, remuneration and performance appraisals experience superior performance. The conceptual framework and Okumu's strategy implementation framework provided the theoretical basis for exploring this relationship. Data was collected through questionnaires from 115 manufacturing firms and analyzed using correlation and regression analysis.
11.the impact of leadership on project performanceAlexander Decker
The document discusses a study on the impact of leadership on project performance. It analyzes leadership factors of human resource (HR) planning and their effects on project performance. Data was collected through questionnaires from employees working on a joint project in Pakistan. Statistical analysis found leadership to have a positive correlation with project performance. Specifically, results showed employee motivation was correlated with both leader motivation and leadership style. The study concludes that HR planning factors like leadership can significantly improve project performance when integrated with project goals.
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
Running Head STRATEGIC HUMAN RESOURCE MANAGEMENT APPROACHES1ST.docxtoltonkendal
This literature review examines strategic human resource management approaches and their impact on organizational performance among a multigenerational workforce. It discusses the origin and definition of SHRM, key SHRM concepts and models, the role of SHRM in strategic planning, how SHRM is applied to recruiting and retaining multiple generations of employees, and how SHRM benefits organizational performance. The review finds that integrating SHRM into strategic planning and tailoring practices like recruitment, training, and compensation to different generations can improve an organization's effectiveness. However, more research is still needed to address inconsistencies between SHRM theories and practices.
This document discusses the importance of strategic human resource management (SHRM) in expanding drivers of team learning. It begins with an abstract that outlines how SHRM provides avenues to promote team learning but its significance in expanding team learning has not been fully emphasized. The document then reviews literature on SHRM and its importance in nurturing team learning behavior among diverse workforces to develop learning organizations and sustain knowledgeable employees. Finally, it discusses how SHRM practices can help develop learning organizations by retaining emotionally intelligent knowledge workers and fostering team learning and effectiveness.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
This document discusses the concept of strategic human resource management (SHRM). It defines SHRM as linking human resource management policies and practices to the strategic goals of an organization in order to improve performance. The document outlines the key objectives, functions, elements and approaches of SHRM. It discusses frameworks for achieving strategic fit between business and HR strategies. It also explains how the role of SHRM is changing to view employees as a strategic asset in helping organizations gain competitive advantages.
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Fossil fuel consumption increased quickly, contributing to climate change
that is evident in unusual flooding and draughts, and global warming. Over
the past ten years, women's involvement in society has grown dramatically,
and they succeeded in playing a noticeable role in reducing climate change.
A bibliometric analysis of data from the last ten years has been carried out to
examine the role of women in addressing the climate change. The analysis's
findings discussed the relevant to the sustainable development goals (SDGs),
particularly SDG 7 and SDG 13. The results considered contributions made
by women in the various sectors while taking geographic dispersion into
account. The bibliometric analysis delves into topics including women's
leadership in environmental groups, their involvement in policymaking, their
contributions to sustainable development projects, and the influence of
gender diversity on attempts to mitigate climate change. This study's results
highlight how women have influenced policies and actions related to climate
change, point out areas of research deficiency and recommendations on how
to increase role of the women in addressing the climate change and
achieving sustainability. To achieve more successful results, this initiative
aims to highlight the significance of gender equality and encourage
inclusivity in climate change decision-making processes.
Voltage and frequency control of microgrid in presence of micro-turbine inter...IJECEIAES
The active and reactive load changes have a significant impact on voltage
and frequency. In this paper, in order to stabilize the microgrid (MG) against
load variations in islanding mode, the active and reactive power of all
distributed generators (DGs), including energy storage (battery), diesel
generator, and micro-turbine, are controlled. The micro-turbine generator is
connected to MG through a three-phase to three-phase matrix converter, and
the droop control method is applied for controlling the voltage and
frequency of MG. In addition, a method is introduced for voltage and
frequency control of micro-turbines in the transition state from gridconnected mode to islanding mode. A novel switching strategy of the matrix
converter is used for converting the high-frequency output voltage of the
micro-turbine to the grid-side frequency of the utility system. Moreover,
using the switching strategy, the low-order harmonics in the output current
and voltage are not produced, and consequently, the size of the output filter
would be reduced. In fact, the suggested control strategy is load-independent
and has no frequency conversion restrictions. The proposed approach for
voltage and frequency regulation demonstrates exceptional performance and
favorable response across various load alteration scenarios. The suggested
strategy is examined in several scenarios in the MG test systems, and the
simulation results are addressed.
Enhancing battery system identification: nonlinear autoregressive modeling fo...IJECEIAES
Precisely characterizing Li-ion batteries is essential for optimizing their
performance, enhancing safety, and prolonging their lifespan across various
applications, such as electric vehicles and renewable energy systems. This
article introduces an innovative nonlinear methodology for system
identification of a Li-ion battery, employing a nonlinear autoregressive with
exogenous inputs (NARX) model. The proposed approach integrates the
benefits of nonlinear modeling with the adaptability of the NARX structure,
facilitating a more comprehensive representation of the intricate
electrochemical processes within the battery. Experimental data collected
from a Li-ion battery operating under diverse scenarios are employed to
validate the effectiveness of the proposed methodology. The identified
NARX model exhibits superior accuracy in predicting the battery's behavior
compared to traditional linear models. This study underscores the
importance of accounting for nonlinearities in battery modeling, providing
insights into the intricate relationships between state-of-charge, voltage, and
current under dynamic conditions.
Smart grid deployment: from a bibliometric analysis to a surveyIJECEIAES
Smart grids are one of the last decades' innovations in electrical energy.
They bring relevant advantages compared to the traditional grid and
significant interest from the research community. Assessing the field's
evolution is essential to propose guidelines for facing new and future smart
grid challenges. In addition, knowing the main technologies involved in the
deployment of smart grids (SGs) is important to highlight possible
shortcomings that can be mitigated by developing new tools. This paper
contributes to the research trends mentioned above by focusing on two
objectives. First, a bibliometric analysis is presented to give an overview of
the current research level about smart grid deployment. Second, a survey of
the main technological approaches used for smart grid implementation and
their contributions are highlighted. To that effect, we searched the Web of
Science (WoS), and the Scopus databases. We obtained 5,663 documents
from WoS and 7,215 from Scopus on smart grid implementation or
deployment. With the extraction limitation in the Scopus database, 5,872 of
the 7,215 documents were extracted using a multi-step process. These two
datasets have been analyzed using a bibliometric tool called bibliometrix.
The main outputs are presented with some recommendations for future
research.
Use of analytical hierarchy process for selecting and prioritizing islanding ...IJECEIAES
One of the problems that are associated to power systems is islanding
condition, which must be rapidly and properly detected to prevent any
negative consequences on the system's protection, stability, and security.
This paper offers a thorough overview of several islanding detection
strategies, which are divided into two categories: classic approaches,
including local and remote approaches, and modern techniques, including
techniques based on signal processing and computational intelligence.
Additionally, each approach is compared and assessed based on several
factors, including implementation costs, non-detected zones, declining
power quality, and response times using the analytical hierarchy process
(AHP). The multi-criteria decision-making analysis shows that the overall
weight of passive methods (24.7%), active methods (7.8%), hybrid methods
(5.6%), remote methods (14.5%), signal processing-based methods (26.6%),
and computational intelligent-based methods (20.8%) based on the
comparison of all criteria together. Thus, it can be seen from the total weight
that hybrid approaches are the least suitable to be chosen, while signal
processing-based methods are the most appropriate islanding detection
method to be selected and implemented in power system with respect to the
aforementioned factors. Using Expert Choice software, the proposed
hierarchy model is studied and examined.
Enhancing of single-stage grid-connected photovoltaic system using fuzzy logi...IJECEIAES
The power generated by photovoltaic (PV) systems is influenced by
environmental factors. This variability hampers the control and utilization of
solar cells' peak output. In this study, a single-stage grid-connected PV
system is designed to enhance power quality. Our approach employs fuzzy
logic in the direct power control (DPC) of a three-phase voltage source
inverter (VSI), enabling seamless integration of the PV connected to the
grid. Additionally, a fuzzy logic-based maximum power point tracking
(MPPT) controller is adopted, which outperforms traditional methods like
incremental conductance (INC) in enhancing solar cell efficiency and
minimizing the response time. Moreover, the inverter's real-time active and
reactive power is directly managed to achieve a unity power factor (UPF).
The system's performance is assessed through MATLAB/Simulink
implementation, showing marked improvement over conventional methods,
particularly in steady-state and varying weather conditions. For solar
irradiances of 500 and 1,000 W/m2
, the results show that the proposed
method reduces the total harmonic distortion (THD) of the injected current
to the grid by approximately 46% and 38% compared to conventional
methods, respectively. Furthermore, we compare the simulation results with
IEEE standards to evaluate the system's grid compatibility.
Enhancing photovoltaic system maximum power point tracking with fuzzy logic-b...IJECEIAES
Photovoltaic systems have emerged as a promising energy resource that
caters to the future needs of society, owing to their renewable, inexhaustible,
and cost-free nature. The power output of these systems relies on solar cell
radiation and temperature. In order to mitigate the dependence on
atmospheric conditions and enhance power tracking, a conventional
approach has been improved by integrating various methods. To optimize
the generation of electricity from solar systems, the maximum power point
tracking (MPPT) technique is employed. To overcome limitations such as
steady-state voltage oscillations and improve transient response, two
traditional MPPT methods, namely fuzzy logic controller (FLC) and perturb
and observe (P&O), have been modified. This research paper aims to
simulate and validate the step size of the proposed modified P&O and FLC
techniques within the MPPT algorithm using MATLAB/Simulink for
efficient power tracking in photovoltaic systems.
Adaptive synchronous sliding control for a robot manipulator based on neural ...IJECEIAES
Robot manipulators have become important equipment in production lines, medical fields, and transportation. Improving the quality of trajectory tracking for
robot hands is always an attractive topic in the research community. This is a
challenging problem because robot manipulators are complex nonlinear systems
and are often subject to fluctuations in loads and external disturbances. This
article proposes an adaptive synchronous sliding control scheme to improve trajectory tracking performance for a robot manipulator. The proposed controller
ensures that the positions of the joints track the desired trajectory, synchronize
the errors, and significantly reduces chattering. First, the synchronous tracking
errors and synchronous sliding surfaces are presented. Second, the synchronous
tracking error dynamics are determined. Third, a robust adaptive control law is
designed,the unknown components of the model are estimated online by the neural network, and the parameters of the switching elements are selected by fuzzy
logic. The built algorithm ensures that the tracking and approximation errors
are ultimately uniformly bounded (UUB). Finally, the effectiveness of the constructed algorithm is demonstrated through simulation and experimental results.
Simulation and experimental results show that the proposed controller is effective with small synchronous tracking errors, and the chattering phenomenon is
significantly reduced.
Remote field-programmable gate array laboratory for signal acquisition and de...IJECEIAES
A remote laboratory utilizing field-programmable gate array (FPGA) technologies enhances students’ learning experience anywhere and anytime in embedded system design. Existing remote laboratories prioritize hardware access and visual feedback for observing board behavior after programming, neglecting comprehensive debugging tools to resolve errors that require internal signal acquisition. This paper proposes a novel remote embeddedsystem design approach targeting FPGA technologies that are fully interactive via a web-based platform. Our solution provides FPGA board access and debugging capabilities beyond the visual feedback provided by existing remote laboratories. We implemented a lab module that allows users to seamlessly incorporate into their FPGA design. The module minimizes hardware resource utilization while enabling the acquisition of a large number of data samples from the signal during the experiments by adaptively compressing the signal prior to data transmission. The results demonstrate an average compression ratio of 2.90 across three benchmark signals, indicating efficient signal acquisition and effective debugging and analysis. This method allows users to acquire more data samples than conventional methods. The proposed lab allows students to remotely test and debug their designs, bridging the gap between theory and practice in embedded system design.
Detecting and resolving feature envy through automated machine learning and m...IJECEIAES
Efficiently identifying and resolving code smells enhances software project quality. This paper presents a novel solution, utilizing automated machine learning (AutoML) techniques, to detect code smells and apply move method refactoring. By evaluating code metrics before and after refactoring, we assessed its impact on coupling, complexity, and cohesion. Key contributions of this research include a unique dataset for code smell classification and the development of models using AutoGluon for optimal performance. Furthermore, the study identifies the top 20 influential features in classifying feature envy, a well-known code smell, stemming from excessive reliance on external classes. We also explored how move method refactoring addresses feature envy, revealing reduced coupling and complexity, and improved cohesion, ultimately enhancing code quality. In summary, this research offers an empirical, data-driven approach, integrating AutoML and move method refactoring to optimize software project quality. Insights gained shed light on the benefits of refactoring on code quality and the significance of specific features in detecting feature envy. Future research can expand to explore additional refactoring techniques and a broader range of code metrics, advancing software engineering practices and standards.
Smart monitoring technique for solar cell systems using internet of things ba...IJECEIAES
Rapidly and remotely monitoring and receiving the solar cell systems status parameters, solar irradiance, temperature, and humidity, are critical issues in enhancement their efficiency. Hence, in the present article an improved smart prototype of internet of things (IoT) technique based on embedded system through NodeMCU ESP8266 (ESP-12E) was carried out experimentally. Three different regions at Egypt; Luxor, Cairo, and El-Beheira cities were chosen to study their solar irradiance profile, temperature, and humidity by the proposed IoT system. The monitoring data of solar irradiance, temperature, and humidity were live visualized directly by Ubidots through hypertext transfer protocol (HTTP) protocol. The measured solar power radiation in Luxor, Cairo, and El-Beheira ranged between 216-1000, 245-958, and 187-692 W/m 2 respectively during the solar day. The accuracy and rapidity of obtaining monitoring results using the proposed IoT system made it a strong candidate for application in monitoring solar cell systems. On the other hand, the obtained solar power radiation results of the three considered regions strongly candidate Luxor and Cairo as suitable places to build up a solar cells system station rather than El-Beheira.
An efficient security framework for intrusion detection and prevention in int...IJECEIAES
Over the past few years, the internet of things (IoT) has advanced to connect billions of smart devices to improve quality of life. However, anomalies or malicious intrusions pose several security loopholes, leading to performance degradation and threat to data security in IoT operations. Thereby, IoT security systems must keep an eye on and restrict unwanted events from occurring in the IoT network. Recently, various technical solutions based on machine learning (ML) models have been derived towards identifying and restricting unwanted events in IoT. However, most ML-based approaches are prone to miss-classification due to inappropriate feature selection. Additionally, most ML approaches applied to intrusion detection and prevention consider supervised learning, which requires a large amount of labeled data to be trained. Consequently, such complex datasets are impossible to source in a large network like IoT. To address this problem, this proposed study introduces an efficient learning mechanism to strengthen the IoT security aspects. The proposed algorithm incorporates supervised and unsupervised approaches to improve the learning models for intrusion detection and mitigation. Compared with the related works, the experimental outcome shows that the model performs well in a benchmark dataset. It accomplishes an improved detection accuracy of approximately 99.21%.
Understanding Inductive Bias in Machine LearningSUTEJAS
This presentation explores the concept of inductive bias in machine learning. It explains how algorithms come with built-in assumptions and preferences that guide the learning process. You'll learn about the different types of inductive bias and how they can impact the performance and generalizability of machine learning models.
The presentation also covers the positive and negative aspects of inductive bias, along with strategies for mitigating potential drawbacks. We'll explore examples of how bias manifests in algorithms like neural networks and decision trees.
By understanding inductive bias, you can gain valuable insights into how machine learning models work and make informed decisions when building and deploying them.
Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapte...University of Maribor
Slides from talk presenting:
Aleš Zamuda: Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapter and Networking.
Presentation at IcETRAN 2024 session:
"Inter-Society Networking Panel GRSS/MTT-S/CIS
Panel Session: Promoting Connection and Cooperation"
IEEE Slovenia GRSS
IEEE Serbia and Montenegro MTT-S
IEEE Slovenia CIS
11TH INTERNATIONAL CONFERENCE ON ELECTRICAL, ELECTRONIC AND COMPUTING ENGINEERING
3-6 June 2024, Niš, Serbia
A SYSTEMATIC RISK ASSESSMENT APPROACH FOR SECURING THE SMART IRRIGATION SYSTEMSIJNSA Journal
The smart irrigation system represents an innovative approach to optimize water usage in agricultural and landscaping practices. The integration of cutting-edge technologies, including sensors, actuators, and data analysis, empowers this system to provide accurate monitoring and control of irrigation processes by leveraging real-time environmental conditions. The main objective of a smart irrigation system is to optimize water efficiency, minimize expenses, and foster the adoption of sustainable water management methods. This paper conducts a systematic risk assessment by exploring the key components/assets and their functionalities in the smart irrigation system. The crucial role of sensors in gathering data on soil moisture, weather patterns, and plant well-being is emphasized in this system. These sensors enable intelligent decision-making in irrigation scheduling and water distribution, leading to enhanced water efficiency and sustainable water management practices. Actuators enable automated control of irrigation devices, ensuring precise and targeted water delivery to plants. Additionally, the paper addresses the potential threat and vulnerabilities associated with smart irrigation systems. It discusses limitations of the system, such as power constraints and computational capabilities, and calculates the potential security risks. The paper suggests possible risk treatment methods for effective secure system operation. In conclusion, the paper emphasizes the significant benefits of implementing smart irrigation systems, including improved water conservation, increased crop yield, and reduced environmental impact. Additionally, based on the security analysis conducted, the paper recommends the implementation of countermeasures and security approaches to address vulnerabilities and ensure the integrity and reliability of the system. By incorporating these measures, smart irrigation technology can revolutionize water management practices in agriculture, promoting sustainability, resource efficiency, and safeguarding against potential security threats.
Low power architecture of logic gates using adiabatic techniquesnooriasukmaningtyas
The growing significance of portable systems to limit power consumption in ultra-large-scale-integration chips of very high density, has recently led to rapid and inventive progresses in low-power design. The most effective technique is adiabatic logic circuit design in energy-efficient hardware. This paper presents two adiabatic approaches for the design of low power circuits, modified positive feedback adiabatic logic (modified PFAL) and the other is direct current diode based positive feedback adiabatic logic (DC-DB PFAL). Logic gates are the preliminary components in any digital circuit design. By improving the performance of basic gates, one can improvise the whole system performance. In this paper proposed circuit design of the low power architecture of OR/NOR, AND/NAND, and XOR/XNOR gates are presented using the said approaches and their results are analyzed for powerdissipation, delay, power-delay-product and rise time and compared with the other adiabatic techniques along with the conventional complementary metal oxide semiconductor (CMOS) designs reported in the literature. It has been found that the designs with DC-DB PFAL technique outperform with the percentage improvement of 65% for NOR gate and 7% for NAND gate and 34% for XNOR gate over the modified PFAL techniques at 10 MHz respectively.
We have compiled the most important slides from each speaker's presentation. This year’s compilation, available for free, captures the key insights and contributions shared during the DfMAy 2024 conference.
CHINA’S GEO-ECONOMIC OUTREACH IN CENTRAL ASIAN COUNTRIES AND FUTURE PROSPECTjpsjournal1
The rivalry between prominent international actors for dominance over Central Asia's hydrocarbon
reserves and the ancient silk trade route, along with China's diplomatic endeavours in the area, has been
referred to as the "New Great Game." This research centres on the power struggle, considering
geopolitical, geostrategic, and geoeconomic variables. Topics including trade, political hegemony, oil
politics, and conventional and nontraditional security are all explored and explained by the researcher.
Using Mackinder's Heartland, Spykman Rimland, and Hegemonic Stability theories, examines China's role
in Central Asia. This study adheres to the empirical epistemological method and has taken care of
objectivity. This study analyze primary and secondary research documents critically to elaborate role of
china’s geo economic outreach in central Asian countries and its future prospect. China is thriving in trade,
pipeline politics, and winning states, according to this study, thanks to important instruments like the
Shanghai Cooperation Organisation and the Belt and Road Economic Initiative. According to this study,
China is seeing significant success in commerce, pipeline politics, and gaining influence on other
governments. This success may be attributed to the effective utilisation of key tools such as the Shanghai
Cooperation Organisation and the Belt and Road Economic Initiative.
Harnessing WebAssembly for Real-time Stateless Streaming PipelinesChristina Lin
Traditionally, dealing with real-time data pipelines has involved significant overhead, even for straightforward tasks like data transformation or masking. However, in this talk, we’ll venture into the dynamic realm of WebAssembly (WASM) and discover how it can revolutionize the creation of stateless streaming pipelines within a Kafka (Redpanda) broker. These pipelines are adept at managing low-latency, high-data-volume scenarios.
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strategic HRM research, which describes and analyzes the involvement of the HR function in the strategic
management process. In this conception of strategic HRM, the term ‘making HR more strategic’ draws on
Ulrich’s early model of strategic HRM which posits that the way for the HR function to become more
involved in the strategic process is for the HR function to change from being primarily an administrative
expert to being a strategic business partner and supporting the strategic process [4].
This purpose of the study is to know the attitude of one hundred and five Saudi employees towards
the effect of distance learning and training on human resource management and development. this would be
integrated with discussion various issues such as the importance of human resource activity , The importance
of strategic human resource planning, the changing role of human resource management and nature of work
and non government organizations ,technology effect on human resource management and implications for
distance training and learning.
2. RELATED WORKS
Ericksen and Dyer studied the extended strategic human resource management (SHRM) thinking to
theory and research on high reliability organizations (HROs) using a behavioural approach. After considering
the viability of reliability as an organizational performance indicator, they identified a set of eight reliability-
oriented employee behaviours likely to foster organizational reliability and suggest that they are especially
valuable to reliability-seeking organizations that operate under ‘trying conditions’. They then developed a
reliability-enhancing human resource strategy likely to facilitate the manifestation of these ROEBs. They
concluded that the behavioural approach offers SHRM scholars an opportunity to explain how people
contribute to specific organizational goals in specific contexts and, in turn, to identify human resource
strategies that extend the general high performance human resource strategy (HPHRS) in new and important
ways [5].
Kramar studied strategic human resource management (SHRM) emerged as a dominant approach to
human resource management (HRM) policy during the past 30 years. However, during the last decade, a new
approach to HRM has evolved. This approach has been labelled sustainable human resource management
(sustainable HRM). It is an approach that seeks to link HRM and sustainability. The term sustainability is
fraught with semantic difficulties, as is conceptualising its relationship to HRM. Consequently, sustainable
HRM is viewed in a variety of ways. This study examines the major features of SHRM, some of the
meanings given to sustainability and the relationship between sustainability and HRM. It then outlines the
major characteristics of sustainable HRM. Although there are a diversity of views about sustainable HRM,
this approach has a number of features which differentiate it from SHRM. It acknowledges organisational
outcomes, which are broader than financial outcomes. All the writings emphasise the importance of human
and social outcomes. In addition, it explicitly identifies the negative as well as the positive effects of HRM on
a variety of stakeholders; it pays further attention to the processes associated with the implementation of
HRM policies and acknowledges the tensions in reconciling competing organisational requirements. Such an
approach takes an explicit moral position about the desired outcomes of organisational practices in the short
term and the long term. Sustainable HRM can be understood in terms of a number of complimentary
frameworks [6].
Amberg and Mcgaughy studied Corporate Entrepreneurship (CE) supports sustained competitive
advantage through the continuous exploration and exploitation of new sources of knowledge. With an
emphasis on combining knowledge in new configurations, strategic human resource management (HRM)
activities are core to these entrepreneurial endeavours. Amberg and mcgaughy explored how strategic HRM
activities may facilitate and impede CE through a rich, qualitative case study of three local entities within a
business unit of a large multinational enterprise facing business stagnation and low levels of corporate
entrepreneurship. Responding to a call for more empirical research that probes the subtle and complex
interactions between HRM activities and other organisational factors affecting CE, they identified a
configuration of inter dependent factors that mutually reinforce each other and sustain inertia in corporate
entrepreneurship. They also make two novel contributions to theory by (1) elaborating the links between
organisational process orientation, strategic HRM and CE; and (2) refining to their current understanding
of human competencies for CE [7].
Marler&perry studied Associated with the emergence of internebased humanresource management
technology is rhetoric predicting that such technological advances (electronic human resource management
technology or e-HRM) will make HRM in organizations more strategic. Yet such a prediction is contested in
the literature on the role of technology in organizations. Using a large survey data-set consisting of 5665
companies that are located in 32 different countries, the researchers use non-recursive simultaneous equation
models with instrumental variables to empirically evaluate competing theoretical perspectives in this
literature. They found and showed that strategic HR involvement and greater e-HRM capability are both
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directly and reciprocally related supporting both theoretical perspectives but also showing each is not
mutually exclusive. They discussed the implication of these results for humanresource management theory,
practice and future research [4].
Alfes et al studied there is an increasing interest from scholars and practitioners in understanding
how nonprofit organizations can design and implement human resources (HR) practices to enhance desirable
volunteer attitudes and behaviors. This study presents a comprehensive overview of existing studies on the
relationship between HR practices and volunteering outcomes. They use the ability-motivation-opportunity
model as a guiding framework to systematically integrate current knowledge on this topic. They identified
gaps in existing research and offered detailed suggestions on how scholars can further enhance knowledge on
how HR practices can lead to beneficial outcomes for both volunteers and non-profit organizations [8].
The previous studies showed that human Resource Development (HRD) operates within competitive
global environments and the changing expectations of societal moral values, which can be in conflict with
organizational values, performance, and profit. These are underpinned by the unquestioning acceptance and
‘orthodoxy’ of free‐market economics, legalism, and codes of conduct that result in a lack of ethical analysis
within HRD practice [9]. HR's role includes developing a plan of HR initiatives to achieve and promote the
behaviors, culture and competencies needed to achieve organizational goals. Results oriented goals broadly
include the following:
a. Correctly assessing staffing and skills needs and keeping training up-to-date.
b. Developing and maintaining competitive pay and benefits.
c. Managing performance and designing a rewards system that keeps employees motivated.
d. Knowing what competitors are doing to recruit and retain talent.
e. Providing training, including ethics, which reinforces corporate values [1].
3. HUMAN RESOURCE MANAGEMENT
3.1. Importance of humn resource activity
It is increasingly becoming evident that human resource (HR) practices impact on organisational
performance and competitive advantage, and firms that experience these practices are those that employ good
people management practices. HR has evolved and there has been a shift from the administrative role through
to HR business partner role. HR now focuses more on value addition and need for aligning HR activities with
strategic planning. This shift has been necessitated by the concept of human capital or human assets
including skills, judgement and intelligence of a firm’s employees. Relevance of this linkage becomes
evident in the work of Thite, that the HR functions in organisations that emphasise human capital establish
business partnership with line managers who have direct interest and involvement in delivering HR. The HR
functionaries therefore become an integral part of the strategic business units and customise HR solutions to
provide fast and efficient services [3].
Human Resource Management (HRM) is an important faction of management that deals with the
most valuable assets of an organization which is human resources. The whole context of HRM is currently
being considered in the light of sustainability all over [9].Shen, et al argued that human resource management
is inherently a multilevel field of study. Complicated processes in the environment interact with
organizational systems to affect outcomes at the firm, unit, and individual levels. HRM systems operate
within complex organizational systems and structures that are further affected by macroeconomic forces and
competitive forces that drive and alter implementation plans. These effects move through the layers of the
organization to affect the performance of the firm. Simultaneously, these factors combine to affect micro-
phenomenon like individual job performance, turnover, job satisfaction, and organizational commitment,
creativity, and citizenship behaviors. In sum, processes and systems in HRM cut across strategic and
operational levels to affect both macro- and micro-oriented outcome [10].
3.2. The importance of strategic human resource planning
The closer the alignment between HR and an organization's overall business strategy, the better the
company's ability to anticipate and respond to customer needs and to maintain competitive advantage.
Rigorous research, planning and development involving workforce culture, behaviors and competencies
promote the successful execution of business strategy. Particular benefits of HR strategic planning include
the following:
a. Avoiding costly and disruptive surprises that interfere with achieving goals.
b. Addressing key issues in a timely manner to avoid crises.
c. Promoting employee productivity and overall organizational success.
d. Providing a sense of direction to positively affect how work gets done.
e. Keeping employees focused on organizational goals.
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f. Providing a strategic focus to guide training and development initiatives.
g. Giving leaders tools to help focus and implement their strategic initiatives [1].
3.3. The changing role of human resource management ADN nature of work
Kowalski and loretto believe that Changing workplaces present new challenges to employees and
employers alike as stakeholders attempt to navigate the introduction of new technologies amidst a dynamic
business environment and while organisations seek to remain viable and to keep employees healthy and
performing well. Changes are being seen in terms of who is working, where, when and how. Considerable
changes have also been seen in where we work, particularly for knowledge workers who do already have
greater flexibility in terms of where and when they work. The role of location has been of great interest to a
number of scholars in this field, not only in terms of the effect on performance, but also due to the potential
effects on worker well being. Kowalski and loretto also believe that the rise and rise of advances in
communication technologies has facilitated this greater freedom of movement for workers. Another key shift
that has been evident is the move away from permanent contracts and a shift towards less routine systems,
such as temporary and zero hour contracts. Such changes are in parallel with the rise of the ‘gig economy’,
which whilst potentially allowing greater flexibility for workers, also offers less security and has parallels
with the ‘precarious’ work highlighted in the seminal work by Standing [11].
In light of the economic, social and political changes, the changing functions of HR, and the
changing role for HR practitioners is something that must be addressed explicitly in research into the
relationship between HRM, employee well being and performance . Changes include a shift towards a more
strategic role for HR practitioners, a trend towards outsourcing and outsourcing of the HR provision itself,
greater opportunities for flexible working, managing a multi generational workforce and devolvement of
some HR functions to line managers [11].Tylor and Finley added that a national trend in HR is to move from
the administrative role to the incorporation of HR in strategic planning. This movement was aided by the
development of the concept of human capital or human assets in an organization [12].
Collins and Smith developed and tested a theory of how human resource practices affect the
organizational social climate conditions that facilitate knowledge exchange and combination and resultant
firm performance. A field study of 136 technology companies showed that commitment-based human
resource practices were positively related to the organizational social climates of trust, cooperation, and
shared codes and language. In turn, these measures of a firm's social climate were related to the firm's
capability to exchange and combine knowledge, a relationship that predicted firm revenue from new products
and services and firm sales growth [13].
3.4. Human resource management and non goernment organizations
Bartram et al, discussed the role of non government organization with respect to human resource
management they argued that In recent years, the role of HRM within the non-government organisation
(NGO), volunteer and not-for-profit sector and its potential to positively contribute to volunteer well-being
and build healthy communities has become topical among governments, management practitioners, scholars
and communities across different national settings. The third sector is important to the welfare of many
communities across all geographical levels from the local to the global. Consequently, throughout the world,
efficient and effective management of NGO, volunteer and not-for-profit organisations and their HRs is
critical, particularly in challenging economic, political and social environments such as war-torn areas and
during natural disasters. They continue thatThese organisations encompass an enormous range of
organisations including community sport and recreational clubs, community service organisations, industry
associations, social movements, charitable organisations, religious organisations and emergency service
organisations. The nature, operations, capacity and clientele of each of these organisations and the
subsequent use of HRM will differ depending on organisation, environmental context and scope of
international operations. Many of these organisations are multinational in nature spanning operations around
the globe. However, the one constant is the critical importance of HRs both in terms of their ability to impact
the levels of participation and the management of scarce resources within these organizations [14].
Soliman and Spooner believe that the successful implementation of new technologies is dependent
on many factors including the efficient management of human resources. Furthermore, recent research
indicates that intellectual assets and resources can be utilised much more efficiently and effectively if
organisations apply knowledge management techniques for leveraging their human resources and enhancing
their personnel management. The human resources departments are well positioned to ensure the success of
knowledge management programs, which are directed at capturing, using and re‐using employees’
knowledge. Through human resources management a culture that encourages the free flow of knowledge for
meeting organisational goals can be created [15].
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3.5. Technology effect on human resource management
Millar, et al contend that developments in ICT have had an impact on work practices within
organisations and hence HRM. Digitization of work enabled individuals to connect to each other from one
location to another and enabled the outsourcing of production formerly done in one location to a dispersed set
of global locations. In HRM research and practice this has been accompanied by increasing attention to
questions of how to compete globally while operating effectively within local cultures. Furthermore, the
increasing availability of information networks has made possible largely virtual organizations. Where much
of the communication is virtual, and where much of the work involves processing of information by
knowledge professionals distributed worldwide, on behalf of clients who may themselves be globally
distributed. This in turn has led to increased HRM demands within businesses to develop skills such as
managing virtual teams [16].They also discussed the interaction of leadership and knowledge management
with technology ,they see that a more recent consideration for leaders of knowledge professionals is the
introduction of technological methods for managing knowledge exchange. Such forms of technological
knowledge management are designed to capture both explicit, or documented knowledge through the
documentation of knowledge in an organisational repository, and implicit, or undocumented knowledge,
through the development of databases, or knowledge maps which are designed to replicate social networks.
These systems are developed in order to facilitate the access to and exchange of knowledge across an
organisation and are often seen by organisational leaders as facilitating knowledge sharing across the
organisation, speeding up the process and improving quality [16]. They concluded that developments in
information and knowledge management technologies that are a global phenomena provide both the context
for, and are a major driver and facilitator of strategies through which knowledge intensive organisations
compete and prosper. The HRM implications of this are similarly global and given that larger percentages of
the workforce are now working in knowledge-intensive professions, organisations or departments, the
paucity of research on HRM in knowledge organisations urgently needs redressing [16].
Information technology has the capability to assist in both codification and personalization
processes of organizational knowledge management. Employees can input and make accessible their specific
knowledge such as job processes, checklists, and formal or informal work procedures through a variety of
methods including blogs and wikis to share their stories and narratives. With the development of AI
technologies, machine learning and deep learning algorithms have increased the quality of data mining.
Using a data analytic system supported by deep learning, the machine can improve on the quality of
information by encouraging learning through self-teaching. This learning can occur through user feedback,
such as rejections, and get better every time when there is an interaction between the learner and the
system [17]. Also personalized live discussion forum is a tool that can guide in analyzing, evaluating,
displaying and sharing information among employees [18].
3.6. Implications for distance training and learning
Technological development have altered the way we communicate, learn, think, share and spread
information [19]. The e-learning system, which is an information system, is often associated with human
resources and can be seen as a strategic tool for organizations. The benefits to introduce e learning system
include, higher employee satisfaction, better opportunities for career growth and flexible learning for
employees, increased innovation, better operational efficiency and cost savings. These benefits help
organizations obtain outstanding employees, more efficient business procedures, and lower costs. Liu, Huang
and Lin indicated in their study that two research streams have been studied [20]. One stream focused on case
studies which presented the processes and implications of introducing various ELS to enterprises, these
studies demonstrated the difficulties enterprises encountered and how these difficulties were tackled. Another
stream focused on identifying the CSFs for enterprises. For example, McPherson and Nunes conducted a
focus group and revealed 66 CSFs divided into four clusters: leadership, structure and culture, design,
technology and delivery. Sela and Sivan conducted twelve semistructured interviews and categorized CSFs
into “must-have” and “nice-to-have.” The former included useful and easy to use tools, marketing,
management support, right organizational culture, and a real need for organizations. The latter included time
to learn, support, mandatory learning, and incentives. These studies highlighted the key issues as a guideline
when designing and implementing ELS [20].
Course management systems has been recognized as a tool of managing distance and e learning,
Mcconachie et al, discussed this issue they argue that course management system have gone from small tools
used by supposedly quirky staff members to dominant elements of higher education’s information technology
capability in less than a decade. Course management systems are software systems that are specifically
designed and sold in the higher education market to educational institutions and society organizations to
support teaching, learning and training that typically provide tools for communication, learners’ and trainers’
assessment, presentation of study material, and organization of learners and trainers activities. They also
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added Course management systems are but one part of the spectrum of information systems being
implemented in contemporary institutions of higher education to support their operations. A chain of four
more or less integrated systems were identified content creation tools; course management systems; student
management systems; and accounting systems. Other authors have identified additional system types or used
alternative labels such as Learning Content Management Systems, Enterprise Resource Planning systems,
and Managed Learning Environments [21]. Human resource management and training of workers has
become one of the key factors of company competitiveness within an economy which is informational and
global. Massive incorporation by business of information and communication technologies (ICT) has
changed production processes as well as business activity itself. Simultaneously, and in a reciprocal way, it
has speeded up economic globalization processes. This broader penetration of ICT has entailed an increase in
the use of knowledge as both a business input and output. This has, at the same time, led to a profound
change in the conditions and characteristics of the labour market [22].
When an organisation consider and plan distance training, a variety of issues must be addressed if
their online programs are to be successful. One major issue is faculty turnover, particularly among part-time,
adjunct faculty. Faculty turnover is costly. This cost can involve course adaptation and redevelopment,
faculty training, and increased staff support. In addition to being detrimental to an institution’s budget,
faculty turnover can also be damaging to its reputation. Institutions, therefore, should be proactive in
developing a system focused on retaining high quality distance education faculty. Before an institution is
capable of developing an effective distance education faculty retention system, factors that impact faculty
participation in distance education and training must first be understood. In regards to situational aspects,
Theall identified eight basic characteristics of human resource culture that motivate faculty to train: (1) a high
level of administrative commitment and support; (2) faculty involvement, shared values, and a sense of
ownership; (3) a broader definition of scholarship; (4) teaching and training demonstration or pedagogical
colloquium as part of the hiring process; (5) frequent interaction, collaboration, and community among
faculty; (6) a faculty development program or training center; (7) supportive and effective department chairs;
and (8) a rigorous evaluation of teaching and training that is connected to tenure and promotion
decisions [23].
4. THE FIELD STUDY
The purpose of the field study was to know the attitude of adult learners and employees towards
distance training and learning and its effect on human resource management and development.
4.1. Methods of the study
A questionnaire was developed to be distributed among 105 adult employees from different
government organizations in Riyadh ,Saudi Arabia .The questionnaire contained items about the benefit of
distance learning and training in developing and managing human resources ,Also Statistical approaches was
used and analyzed to reach the result of the field study. Correlation coefficient for five items of the
questionnaires:
1. .5447
2. .3747
3. .4560
4. .4237
5. .4431
Reliability coefficients; Alpha=.5703
Frequencies and percentages for ten items of the questionnaires witch was given three levels agree,
not sure don’t agree as hsown in Table 1.
Table 1. Frequencies and Percentages for Ten Items of the Questionnaires
Don't agree Not sure Agree
Count % Count % Count %
18 17.6 25 24.5 59 57.8
16 16.0 39 39.0 45 45.0
8 7.7 21 20.2 75 72.1
5 5.0 27.0 68 68 68.0
16 15.8 22 21.8 63 62.4
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Analysis of Variance was used to know if there are any significant differences among the sample of
the study sample regarding ages between "20-25", "26-32", "32 and above", the result is as shown in
Table 2.
Table 2. Analysis of Variance
Source D.F. Sum of squares Mean Squares F ratio F prob.
Between (G)2 29.0622 14.5311
1.1577 .3183
Within (G)101 1267.6974 12.5515
Total 103 1296.7596
The analysis of variance showed that there were no significant differences among the sample of the
study due to age category. T-test was used to know if there are any significant differences among the study
sample regarding gender (male-female) the result of the T test is as shown in Table 3. T-test showed that that
there were no significance differences among the sample of the study regarding gender category.
Table 3. Significant Differences among the Study Sample Regarding Gender (Male-Female)
the Result of the T Test
Variables
Number
of cases
Mean SD SE of Mean T value 2-Tailed sig
Male 45 25.5556 3.101 .462
1.47 .144
Female 60 24.5333 3.798 .490
5. RESULT AND DISCUSSION
The result of the study showed that most of the employees agreed that distance training and learning
has a great effect on providing employees with skills and work knowledge which would reflect positively on
human resource management. The result showed there is no significant deferences on the employees
responds regarding age and gender. Workforce is currently more intrigued by the capacity to use online
networking to encourage engagement with course material and to support the learning procedure [24].
The importance of online training is primarily because of the need for organizations to respond to
rapid and continuous change in the organization's external environment and their human resource needs. Also
the need for ongoing employee training requires a training and learning environment that makes it possible to
progress professionally and, at the same time, to acquire general and firm-specific skills and new
competencies. The training environment that favors direct linking with real labor experience is training in the
workplace [22]. Online human resources training is a form of online training that uses computer network
technologies to organize, develop, manage, and administer inservice training. If online human resource
training programs are well designed, they can broaden the range of training opportunities and reduce the
costs of providing retraining opportunities to employees by adopting information technology, and sharing
educational resources. Research and case studies show that online training via the Internet provides an
opportunity to develop new learning experiences for trainers by managing self-directed learning and training,
and sharing information and ideas in a cooperative and collaborative manner [25].
Esterhuizen, et al, are of the opinion that the emerging pedagogical consensus is that constructivism
is the most preferred and effective way of using online training technology in order to support trainers and
learners during collaboration, authentic tasks, reflection, and dialogue. Faculty that employ traditional and
training and learning styles may view training and learning technology as less appropriate and feel less
positive about using TEL than those who believe in trainers centered approaches. In an effort to supplement
or replace live contact training and learning, technology mediated distance learning frequently replicates the
activities of face-to-face classrooms. Interactive technologies, like IWBs, are consequently employed to
present one way presentations to trainers in remote locations, thus furthering instructivist pedagogy. The
most valuable activity in a classroom of any kind is the opportunity for train to work and learn together [26].
Busquets and Bernal noted that Massive incorporation of knowledge into business activity and
increasing labour market malleability has, in recent decades, led to a generalized increase in the need for
continuous vocational training. The entirety of training activities developed by companies, workers, or their
representing organizations must be directed to improving the professional competencies and skills of active
workers, so that they may face the needs of a changing and digitalized global reality [22]. Up on the result
and discussion the researcher provides the following model for distance learning and training programs in
Figure 1.
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Figure 1. Model for distance learning and training programs
6. CONCLUSION
The multilevel nature of research in the field of HRM demands a significant emphasis on
understanding cross level linkages between key predictors and outcomes [10]. Strategic planning presents
great challenges and opportunities for HR professionals. Nearly all HR leaders in the largest global
companies are involved in strategic decision-making and participate on the organization's strategy team, and
a majority of HR professionals report that strategic planning is part of their function. In contrast, HR
professionals in many medium and small organizations are not often involved in organizational or functional
strategic planning. Consequently, to achieve long-term strategic HR objectives and to be a key player in the
organization's strategic planning process, some HR departments may need to overcome stereotypical negative
views of the HR function [1].
ACKNOWLEDGMENT
This is a research project that was supported by a grant from the research center for college of
education, deanship of scientific research at King Saud University.
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