International Journal of Intellectual Human Resource Management (IJIHRM)

Developing a Model Incorporating Green HRMP and Environmental Awareness for Sustainable Performance in Malaysian Logistics Companies: Conceptual Paper

2024-03-27T08:08:29+00:00

This conceptual paper emphasizes the need for sustainable practices in the Malaysian logistics industry to mitigate its environmental impact. It proposes an integrated model to examine the relationship between Green Human Resource Management Practices (G-HRMP), environmental awareness, and sustainable performance. As well as to explore the role of environmental awareness as a mediating between (G-HRMP), and sustainable performance. This proposed paper (a research agenda) aims to provide insights into how logistics companies can reduce their environmental footprint while improving overall performance. It will adopt a quantitative method approach, where data will be collected from logistics companies in Klang Valley, Malaysia. The research seeks to offer practical guidance for companies in adopting sustainable practices and inform policymakers about the importance of green policies and regulations in the logistics sector. Ultimately, the study aims to contribute to the literature on sustainability management and environmental awareness in the logistics industry, fostering a more sustainable future for the industry in Malaysia and beyond.

Compensation Packages And Employee Retention In Nigerian Breweries, Ilesha, Osun State, Nigeria

2024-03-27T08:42:23+00:00

The study examined the influence of compensation packages on employee retention in International Breweries, Ilesha, Osun State. Specifically, the study's objectives were to investigate the influence of salary, bonus, allowances, and rewards on employee retention in International Breweries, Ilesha, Osun State. The sample selection method adopted for this study was the purposive sampling technique. Copies of questionnaire were used to gather data from a sample size of 200 employees. The data gathered were collated and analysed using descriptive and regression analysis. Findings revealed that there is a significant relationship between salary and employee retention, a significant relationship between bonuses and employee retention, a significant relationship between rewards and employee retention, and a significant relationship between allowances and employee retention. Thus, it was concluded that compensation packages play a crucial role in employee retention. Therefore, the study recommended that compensation packages based on realistic and reliable standards should be made available to employees. Additionally, the rules for achieving the standards and rewards should be communicated to all employees. Furthermore, the study recommended that the human resource department at International Breweries Ilesha in Osun State should consider developing clear policies and rules on how its workers will be paid.

A Critical Review of Contemporary Trends and Challenges in Human Resource Management

2024-03-27T08:53:12+00:00

Human Resource Management (HRM) has evolved from an administrative role to a strategic partner in business goals. Cultural, technological, and economic shifts have driven this trend. This academic paper examines current HRM trends and challenges to emphasize their relevance.HR analytics and AI have transformed human resource management (HRM) by enabling evidence-based decision-making, improving recruitment, and increasing employee engagement. This shift allows Human Resource Management (HRM) to align human efforts with corporate objectives, moving from an administrative role to a strategic partner in organizational decision-making.

Globalization requires Human Resource Management to manage diverse and cross-cultural workforces. Current talent acquisition, communication facilitation, and dispute resolution need cultural awareness, emphasizing the importance of global capabilities for HR professionals.
The COVID-19 pandemic has accelerated remote work, requiring HRM practices to adjust quickly. HR experts have adjusted recruitment, onboarding, virtual team collaboration, and mental health aid. These adjustments demonstrate the relevance of HRM in crisis management, corporate resilience, and employee well-being.

Diversity, Equity, and Inclusion (DEI) have become increasingly significant, with HRM promoting diversity and inclusivity. Human Resource Management (HRM) promotes justice and inclusion across the employee lifecycle, from recruitment through career advancement.
In conclusion, HRM's dynamic interaction with technology, globalization, remote work, and DEI efforts shows its strategic importance in managing complexity and seizing opportunities. Organizations must adapt their HRM methods to modern trends to ensure long-term profitability in a rapidly changing global economy.

The Relationship Between Training and Employee Turnover Intentions in the Private Sector in Saudi Arabia

2024-03-27T09:12:54+00:00

The current study aims to examine the relationship between employee training and turnover intention within the private sector in Saudi Arabia. The study centers on two factors, namely "training," which is further categorized into "Training Benefits" and "Training Availability," serving as the independent variable, and "turnover intention" as the dependent variable. A cross-sectional study methodology was used to gather data from a sample of 120 private sector workers. The data collection was conducted via the administration of Qualtrics questionnaires, and the subsequent analysis was carried out using SPSS.
This study is essential in the Saudi private sector as it aims to provide insights into the possible influence of training programs on mitigating turnover intention. Investigating the perceived advantages and ease of access to training adds to the body of knowledge in human resource management. It enhances our comprehension of the elements that impact employee retention. The results of this study are anticipated to provide valuable guidance for businesses and policymakers in formulating efficacious approaches to tackle turnover issues and improve the stability of the workforce within the area.

The Negative Effects of Social Media Usage on Employee Performance – A Conceptual Analysis

2024-03-27T09:29:07+00:00

In this concept paper, social media use, smartphone addiction, and job performance are linked. This revised study examines the detrimental consequences of Facebook, X (previously Twitter), Instagram, and TikTok on employee productivity, psychological well-being, and organisational health as they become more incorporated into work situations. Thematic analysis of recent scholarly works' secondary data has many themes. Addiction to social media disrupts focus and productivity at work. Due to constant digital connectivity and FoMO, social media use can cause anxiety, depression, tension, and cognitive overload. Determine how this addiction's behaviours, such as frequent social media monitoring and disregarding work, impair professional performance, personal connections, and real-life interactions. The study found that excessive social media use damages teamwork, communication, morale, and culture. Through new findings, this research illuminates complex interactions. Companies must proactively balance social media's benefits and hazards to maintain a healthy, productive, and unified workplace. Executives and workers can learn from this report on digital technology's workplace influence. Organisations must continually study and adapt to the evolving digital world to optimise social media's benefits while avoiding its negative effects on staff performance and well-being.

Employee Knowledge Factors and Organisational Competitive Advantage – Conceptualization and Measurement

2024-03-27T09:38:46+00:00

Organizations must have competitive advantage to survive, which is dependent on human resource capital. However, the relationships between employee knowledge factors and competitive advantage have not been explored well. Therefore, this paper proposes a conceptual framework for the relationships between employee knowledge factors and organizational competitive advantage and a scale for measuring the concepts. The proposed model that integrates knowledge factors and organizational competitive advantage includes four employee knowledge factors: academic qualification, professional qualification, training and development, and Peer-Peer Knowledge Sharing. The methodology used is the documents’ analysis of the previous published articles to come out with the conceptual framework besides pilot testing to assess the scales' reliability.

Influence Of Employee Integration, and Maintenance and Motivation on Employee Retention in the UAE Public Sector – Moderation of Technology and AI Adoption

2024-03-27T09:46:53+00:00

This empirical quantitative study aimed to investigate the influence of employee integration, maintenance and motivation, and technology and AI adoption on employee retention in the UAE Abu Dhabi police force, and the moderation effects of technology and AI adoption on the relationships between employee integration and employee retention, and between maintenance and motivation and employee retention. The resource-based view theory was used to provide theoretical support for the proposed conceptual framework, which included four variables: employee integration, maintenance and motivation, technology and AI adoption, and employee retention. The data was collected using printed questionnaires from 371 employees, and analysed using structural equation modelling. The results showed that employee integration, maintenance and motivation, and technology and AI adoption were all significant predictors of employee retention in the UAE Abu Dhabi police force. The moderation effects of technology and AI adoption on the relationships between employee integration and employee retention, and between maintenance and motivation and employee retention were not significant. The study recommends that the UAE Abu Dhabi police force invest in employee integration, maintenance and motivation, and technology and AI adoption to improve employee retention. Further research is needed to investigate the relationship between technology and AI adoption and employee retention in more detail.