Human Resourse Management

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in pro...

Given the rapidly evolving work environment and increased digitalisation in social life, electronic learning (E-learning) systems have emerged as effective tools for training human resources. These systems can comprehensively cover areas such as technologies, products, services, culture and policies. By utilising E-learning organisations can empower employees with lighter workloads to take on more responsibilities through targeted training. Study indicates that E-learning enhances employee performance by boosting productivity, thereby improving work quality and overall performance levels. E-training will probably improve employees' knowledge and abilities because it provides access to current information. Employee resilience and career development have been shown to significantly increase worker productivity. However, productivity is not directly impacted by e-training. A sample of 223 was collected from employees working in service sector. The factors that identify the

el propósito de esta investigación fue develar formas de violencia en el trabajo que se presentancomo condiciones dela calidad de vida laboral,desde la mirada de directoresde talento humano. Conunenfoque metodológico cualitativo,seanalizaron39 entrevistas condirectivos de talento  humano  de  empresas  pertenecientes  a  la  Asociación  Colombiana  deRelaciones  de Trabajo,  ASCORT. Para organizar y  analizarla  informaciónse  usó  el  software  ATLAS.ti  y posteriormente  se  hizo  triangulación interpretativa. Los  resultados exponenla  dificultad  para asociar ciertosactos comoviolencia  en  el  trabajo,  lo queocasiona  que  se presentenactos  de violencia de forma naturalizada e invisibilizada; no obstante, es evidente la implementación de medidas de  prevención.  El  reconocimiento delos  actos  de  violencia  en  el  trabajo contribuye  a mitigar  sus  consecuencias  mediante  la  aplicación  de  prácticas  de  atención  y  prevención  que aporten a la calidad de vida laboral.

This research aimed to unveil the forms of violence at work that constitute part of the quality  of  work-life  conditions  from  the  point  of  view  of  Human  Talent  Managers.  The  work followed  a  qualitative  methodological  approach  based  on  the  analysis  of  39  interviews  with human talent managers of companies belonging to the Colombian Association of Labor Relations, ASCORT.  The  organization  and  analysis  of  the  information  was  carried  out  using  the  software ATLAS.ti  software,  and  then  interpretative  triangulation  was  performed.  The  results  show  the difficulty in associating some acts with violence at work, which causes acts of violence to occur in a naturalized and invisible way. However, the implementation of prevention measures isevident. The  recognition  of  acts  of  violence  at  work  helps  to  mitigate  its  consequences  through  the implementation of care and prevention practices that contribute to the quality of working life

oobjetivo  desta  pesquisa  foi  desvendar  as  formas  de  violência  no  trabalho  que  são apresentadas como condições da qualidade de vida profissional do ponto de vista dos Gerentes de Talentos Humanos. Optou-se por uma abordagem metodológica qualitativa e foram analisadas 39  entrevistas  com  gerentes  de  talentos  humanos  de  empresas  pertencentes  à  Associação Colombiana  de  Relações Trabalhistas,  ASCORT. A organização e  análise  das  informações  foram realizadas  utilizando  o  software  ATLAS.ti,  e  em  seguida,  foi realizada  a  triangulação interpretativa.  Os  resultados  mostram  a  dificuldade  em  associar  alguns  atos  com  violência  no trabalho,  o  que  faz  com  que  atos  de  violência  ocorram  de  forma  naturalizada  e  invisível.  No entanto,  a  implementação  de  medidas  preventivas  é  evidente.  O  reconhecimento  de  atos  de violência no trabalho ajuda a mitigar suas consequências por meio da implementação de práticas de cuidado e prevenção que contribuem para a qualidade de vida no trabalho.

In this article is the Question Design, Human Management of Data, and Final Editing from the human (Dr Neville Buch). And then the Data Gathering and Drafting by A.I. as assistance. The machine is an extension of the human, and does not replace the scholarship of the human. The article begins with defining Compassion-Focused Pedagogy (CfP) and Ethics in Educative AI. The second section makes reference to the literature, and the third and final section is the deep and accurate argument.

The purpose of this paper is to investigate the conditions of the work force in financial institutions, i.e. banks in the country. The focus of attention is focused on the training of employees as a key factor in achieving the high performance and employee development, and thus higher wages. This means that certain banks are supporting the payment of short-term bonuses and premiums, and the others, valuing proportional growth in wages over time, based on a fair evaluation of the development of each bank employee.

Team integration of artificial intelligence (AI) has raised critical questions about how autonomy and timeliness impact AI teammates' effectiveness. Autonomy is central to independent AI functionality; timeliness ensures that AI contributions align with human team members' workflows. Systematically examining interplay between these factors and influence on AI teammates' performance, this study highlights varying degrees of autonomy impact on trust, collaboration, and decision-making, and timeliness' effect on efficiency and responsiveness in AI-human interaction. The findings suggest that balancing autonomy and timeliness is essential for optimizing AI teammates' contributions to team performance.

The European Commission's Union of Skills, published on March 5, 2025, is presented as a strategic response to what is increasingly described as a multidimensional skills crisis, within a global context marked by growing uncertainty, geopolitical tensions, technological and environmental transformations, and deepening social inequalities. Within this framework, the EU appears to prioritize competitiveness by adopting an integrated approach to education, training, and employment policies, aligning them with economic priorities in an increasingly competitive international environment. This study critically examines the limitations of such a strategy, focusing on its strong emphasis on the economic function of education, often at the expense of its broader roles in fostering critical thinking, promoting social inclusion, and enhancing democratic participation. The initiative primarily centers on the concept of human capital development as an investment process, promoting a narrow linkage between skills and the short term needs of the labor market. In this light, skills policies are integrated into the EU's broader strategic narrative for green and digital transition, reinforcing the view that lifelong learning and continuous skills development are key drivers of productivity and innovation. However, the technocratic and instrumentalist perspective shaping EU skills policy-despite its rhetorical commitment to social justice-may risk reinforcing existing social inequalities, particularly when it fails to account for the differentiated needs and socioeconomic specificities of member states and social groups. The study highlights that the Union of Skills represents both a continuation and evolution of previous EU strategies, while also introducing new, increasingly concentrated governance structures. These may further entrench the link between education and macroeconomic goals and push national policies toward convergence under a common European trajectory. Against this backdrop, the key question remains whether this policy framework can be re-signified in ways that go beyond competitiveness to genuinely promote democratic well-being, social cohesion, and personal self-actualization. The study ultimately argues for a new, holistic and human-centered-as opposed to business-centered-approach to skills policy-one grounded in the principles of social justice, solidarity, and democracy. Education should not be confined to a purely instrumental role; as Paulo Freire once wrote, it must remain a practice of freedomnurturing active participation and meaningful social progress.

There is continuously a vast ability for highly proficient information around the world, and, likewise, securing such talent has regularly been a daunting job for practitioners. This paper had created an effort to evaluate as well as analyze the research study files which parts international perspective concerning various methods of Talent acquisition and also its impacts As business considerably complete on the way of talent; their efficiency will significantly rely on their capacity to recruit, develop, discharge and preserve experienced folks at every quantity-- arising from making personnel and also company professionals to researchers as well as even designers to mid supervisors and additionally corporate forerunners.This article reviews aspects of contemporary theory and research on work -life balance. It starts by exploring how work life balance has become important policy in our daily life. Now a day’s people are giving more significant to their job… more than their family. It is a noticeably big question mark for working man to choose which is more significant for them either job or family. In ancient times where early man was existing, we have found that their lifestyle was amazingly simple they used to depend on wild animals for survival and at the same time they used to give more time for family. Nevertheless, if we see the advanced and adopted technology competing with other countries and rushing forward economically in our daily routine but we are not balancing family at the same time.

This paper examines the critical role of Strategic Human Resource Development (SHRD) in enhancing public sector performance, particularly within the context of development administration. Public sector organizations, which are often the largest employers in many countries, face increasing pressures to demonstrate accountability, efficiency and high service quality. The shift from traditional human resource practices to SHRD aligns human resource activities with organizational goals, fostering a workforce capable of meeting the dynamic challenges of public service provision. Through exploring the integration of SHRD into public sector strategies, this paper highlights the importance of aligning human capital development with performance objectives to improve organizational effectiveness. It also addresses the unique challenges of implementing SHRD in the public sector, given its focus on public value, accountability and equity. The paper concludes that while SHRD offers significant potential for enhancing public sector performance, its success depends on a tailored, context-sensitive approach that balances performance-driven goals with the core values of public administration.

This study examined age diversity and organizational performance in deposit money bank in Awka,
Nigeria. The objectives of the study were to examine the effect of age and ethnicity diversity on organizational
performance in deposit money bank in Awka. The survey research design wad adopted which has to do with
gathering of the first hand information from the respondents through the use of structure questionnaire. The
population of the study were 874 staff from the deposit money bank in Awka Anambra state. Through simple
random sampling techniques two hundred and three (203) respondents were selected from the population of the
study. Twenty questionnaires were excluded from the study as these responses were not completed. However 183
questionnaires were useful, data were collected through a questionnaire which was framed on Likert scale pattern.
SPSS version 18 and reliability alpha was calculated which was .74%. The reliability of responses to the items of
the instruments was analysed using cronbach coefficient alpha aided with the use of SPSS 23. The reliability
coefficient shows that the questionnaire yield 0.75%, which indicates that the instrument is reliable. Meanwhile
percentage table and ANOVA analysis will be used to analyze the collected data from the sample respondents.
From the analysis conducted the study found that age and ethnicity diversity has significant positive effect on
organizational performance. It is recommended that organizations particularly banking sector system should
consider age diversity during their employment and ethnicity spread; this comes with its own advantage in
organizational performance and productivity.
Keywords: Age diversity, ethnicity diversity, organizational performance, deposit money bank

This study investigates the implementation of Agile HRM as a strategic approach to enhancing organisational efficiency in dynamic business environments, with a focus on ING Bank, It examines how Agile HRM practices have reshaped the bank's organisational structure, improved employee engagement, and fostered innovation. Employing a descriptive-analytical methodology, the study analyses data from ING Bank's transformation during 2016-2024. Findings reveal that Agile HRM significantly enhanced operational efficiency by streamlining processes and reducing costs, Employee satisfaction and innovation were bolstered through improved transparency and development opportunities. The study recommends integrating Agile HRM into strategic planning, prioritising its development.

Starting roughly 50,000 years ago, the Arctic region of East Siberia remained continuously populated by groups of anatomically modern humans including the most uncomfortable episodes in the development of the late Quaternary environment; for some of them, human presence in the area became ephemeral. At present, archaeological fossil records allow for distinguishing three main stages in human occupation of the area: Early (~50 to ~29 ka, MIS 3), middle (~29 to ~11.7 ka, MIS 2), and late (from 11.7 to ~8 ka). For most of the time, they the populated open landscapes of the Mammoth Steppe, which declined at the onset of the Holocene. Human settlement of the Arctic was driven by various abiotic and biotic factors and thus archaeologically visible cardinal cultural and technological changes correspond to the most important paleoclimatic and habitat changes in the late Pleistocene and early Holocene. Successful peopling of the Arctic was largely facilitated by the adoption of critically im...

I would like to dedicate this book to all of the HRD professionals who have provided guidance and contributions to produce a book of this magnitude. I would also like to dedicate it to the late Eugene Hughes, Jr, who truly embodied employee engagement. Marilyn Y. Byrd I would like to dedicate this book to my family, who has been a source of love, inspiration, guidance, support, and encouragement throughout my lifetime or during my career: father, the late Luby L. Smither; mother, the late Dorothy M. Smither; son, Shannon Kyle Byrd; sisters, the late Carolyn A. Moore and the late Vickie J. Williams; nephews,

In addition to current management activities (planning, scheduling, execution, control) to deal with the changes occurring in the market, the companies (its management) are obliged to make major changes or improvements, to use either investment or innovations or, as often happens both. This paper deals with the second path, namely the effects of innovation processes in their broadest sense (research, development, and innovation). In the introduction are presented the major classes of innovations that may arise in a business: product, technology, management, and marketing. Any of these can have different effects, but positive, on the results of processes in the system. Further, by the depth analysis of the literature, some aspects for measuring the degree of innovation are presented. Finally, the innovation indicators are determined at enterprise level. Rezumat.Pe lângă activităţile de conducere curente (pla-nificare, programare, ordonanţare, control) pentru a face faţă la schimbăril...

The field of strategy and strategic human resource management (SHRM) are combined to unveil the "black box" involved in strategy formulation and effective strategy implementation process. The SHRM new focus considered human capital as strategic resource utilized and deployed to strategic jobs that are designed to broaden its focus from task significance to strategically impact on employment of organizational capabilities or competencies at any level in the firm for the effective strategy implementation. Strategic job-design fit contribute to deploy organizational capabilities and competencies for the approach to effective strategy execution that leads to competitive advantage. The strategic capabilities of human capital exhibit certain behaviors that mediate the process of effective strategy implementation. It is suggested that without involvement of internal organization factors (Social Capital and Inter-functional coordination) behaviors cannot be applied appropriately for the convergence process. It is concluded that right pool of human capital should be strategically aligned with strategic jobs while recognizing and deploying organization capabilities and core competencies, manifested through appropriate behaviors rightly applicable through convergence process to smoothen the execution of the strategy.

Articolul defineşte în antiteză cunoştinţele explicite şi cunoştinţele tacite (implicite), asigurându-se astfel o delimitare clară între cele două concepte. De asemenea, se precizează rolul acestor cunoştinţe în comunicarea între persoane individuale sau între firme (organizaţii, societăţi etc.). Performanţa umană este apreciată cu ajutorul coeficientului de inteligenţă, coeficientului emoţional şi coeficientului spiritual. În final, sunt expuse posibilităţile de estimare a influenţei genetice asupra performanţelor umane.

The field of strategy and strategic human resource management (SHRM) are combined to unveil the "black box" involved in strategy formulation and effective strategy implementation process. The SHRM new focus considered human capital as strategic resource utilized and deployed to strategic jobs that are designed to broaden its focus from task significance to strategically impact on employment of organizational capabilities or competencies at any level in the firm for the effective strategy implementation. Strategic job-design fit contribute to deploy organizational capabilities and competencies for the approach to effective strategy execution that leads to competitive advantage. The strategic capabilities of human capital exhibit certain behaviors that mediate the process of effective strategy implementation. It is suggested that without involvement of internal organization factors (Social Capital and Inter-functional coordination) behaviors cannot be applied appropriately for the convergence process. It is concluded that right pool of human capital should be strategically aligned with strategic jobs while recognizing and deploying organization capabilities and core competencies, manifested through appropriate behaviors rightly applicable through convergence process to smoothen the execution of the strategy.

The urbanization is the moment of people from the countryside to city seeking employment and other basic amenities to improve their life better. As per the World Bank data, today about 4.4 billion (56%) inhabitants live in big cities and the numbers are rising steadily. The city life has been posting major challenges to the city-planners and governments to meet the expectation of city life. The concept of smart city is basically how the big cities are governed by using newer and smarter technologies in every sphere of city life ranging from connectivity to financial transaction. The digital technologies and data collected by the cities through various ICT like IoT may considerably raise the efficiency bar to deliver improved services to its dwellers. This exploratory study examines the determinants and sub-determinants and their rankings through statistical analysis by using Technology-Organization-Environment framework model.

Fenomene globale din ultimul timp, precum transformarea digitală au avut un impact deosebit de puternic asupra piețelor bursiere deoarece au facilitat accesul părților interesate la aceste piețe. În prezent orice parte interesată poate să participe activ și să investească pe aceste piețe, obstacolele din trecut ca de exemplu plafoane foarte mari de intrare pe piață sau lipsa de informații și de instrumente fiind de domeniul trecutului datorită acestor schimbări. Ținând cont de aceste aspecte dar și de interesul sporit al noilor părți interesate de a investi, am realizat o mică analiză a legăturii dintre comportamentul investitorilor de pe piețele bursiere și dimensiunile culturale, în special a evitării incertitudinii și individualismului, așa cum au fost descrise acestea de către Geert Hofstede. Rezultatele acestei lucrări demonstrează că dimensiunile culturale au o influență semnificativă asupra deciziilor investitorilor. De asemenea, aceste rezultate pot constitui baza de plecare pentru alte viitoare studii viitoare, explorând dinamica mai multor regiuni și/sau analizând alte dimensiuni culturale.

Studiul are ca obiectiv principal evidenţierea rolului capitalului instituţional şi al elementelor sale componente, ca factori primari, asupra rezultatelor economice la nivel naţional, folosind indicatori de măsurare şi modele econometrice adecvate. În acest scop sunt supuse analizei următoarele aspecte: definirea capitalului instituţional şi a elementelor componente din perspectiva operaţionalizării acesteia; exprimarea numerică a capitalului instituţional şi a elementelor componente prin indicatori, precum şi descrierea conţinutului acestora; confirmarea influenţei semnificative a capitalului instituţional asupra rezultatelor economice. În aplicarea diferitelor variante de modele econometrice cu două şi mai multe variabile pe două eşantioane (ţările UE şi ţările lumii), o atenţie specială se acordă problemelor privind verificarea prezumţiei independenţei factorilor, multicoliniaritatea şi atenuarea urmărilor acestei particularităţi. Dintre componentele capitalului instituţional, i...

Purpose-This descriptive research analysis the best performance management practice and its impact on employee motivation, loyalty, efficiency and effectiveness in banking sector of Pakistan and suggesting new methods for improving their performance management systems. Design/ Methodology-Researchers have used the qualitative research methodology in which Content Analysis technique is being used to interpret data. Questionnaire and Semi structured Interviews were also conducted from the middle management according to the needs and purpose of the research. Findings-Research findings show that there is a positive relationship between Loyalty, Motivation and Effectiveness with true Performance Management Systems. Analysis of the data also shows that absence of guidance and feedback in current appraisal system leads to dissatisfaction amongst employees. Practical implications-Current research may be used by HR managers to identify and improve performance management systems to develop employee motivation and loyalty as well as they can build trust, believe in and support the current performance process by implicating new suggestions and solutions. It also provides the literature for future researches.

The urbanization is the moment of people from the countryside to city seeking employment and other basic amenities to improve their life better. As per the World Bank data, today about 4.4 billion (56%) inhabitants live in big cities and the numbers are rising steadily. The city life has been posting major challenges to the city-planners and governments to meet the expectation of city life. The concept of smart city is basically how the big cities are governed by using newer and smarter technologies in every sphere of city life ranging from connectivity to financial transaction. The digital technologies and data collected by the cities through various ICT like IoT may considerably raise the efficiency bar to deliver improved services to its dwellers. This exploratory study examines the determinants and sub-determinants and their rankings through statistical analysis by using Technology-Organization-Environment framework model.

The work is an evaluation of consumerism activities in Nigeria with specific interest in the food and drink industries. It considered the growth and challenges to consumerism, the impact of the non-active nature of consumerism on the health and environmental standard of the country. Data generated based on the use of sets questionnaire were analyzed using analysis of variance statistical tool. Findings include that the inactive nature of consumerism in Nigeria contributes significantly to the exploitative attitude of manufacturers, explicitly through high price of products and implicitly by the debasement of the environment through improper management of residues (waste), resulting to poor health and environmental standard. Solution among others is that firms by suasion should be encouraged to adopt marketing concept philosophies, principles, policies and strategies for the maximization of corporate goal, consumer welfare (satisfaction) and macro economic development of the society.

Globally, business organizations recognize that engaging human resource management practices on an international standard is imperative. But realizing target performance from just scarce resources is a challenge to most organisations. Many organisations are continuously spending time trying to control and master change making them losers. With the current practice, HR has not been able to deliver on training line management in methods of achieving high employee production. This paper investigated the Influence of Elements of Work Realities on HRD Mandate Capability in Banking Organisations in Nairobi County, Kenya. The main objectives pursued included to establish the relationship between employer-employee champion and HRD mandate capability in Banking Organisations in Nairobi County, Kenya; to determine the association between continuous transformation agent and HRD mandate capability in Banking Organisations in Nairobi County, Kenya. A survey of banking institutions was used while a questionnaire and interview schedule and content analysis were used to gather primary data. The target population was 850 and a sample size of 272 was used. Statistical analysis was done using Statistical Package of Social Sciences (SPSS) current version. The findings confirmed that there are problems facing human resource mandate delivery capability. It was concluded that all the two elements of work realities have significant influence on HR mandate delivery capability. It was therefore recommended that organisations need to consider factors such as employer-employee champion and continuous transformation agent elements which are capable of influencing HR mandate delivery capability. Human resource should therefore discontinue their non-value adding traditional practices to service delivery.

The issue of effective human resource (HR) roles performance and the effectiveness of HR operations at Bangladeshi private banking sector has grown in importance over the past few decades. The scholarly literature, however, largely lacks the empirical research examining the impact of four HR roles on HRM effectiveness. The prime objective of the current research includes testing the causal relationships between four HR roles (employee champion, strategic partner, change agent, and administrative expert) and HRM effectiveness. Data was gathered from the first-line managers employed in the private commercial banks in Bangladesh (n = 210). The hypothesized model was examined utilizing partial least squares structural equation modelling, or PLS-SEM. The findings showed that the roles of employee champion, strategic partner, change agent, and administrative expert had a positive and significant impact on HRM effectiveness. The implications regarding the findings are explained and recommendations for further research are also proposed.

The issue of effective human resource (HR) roles performance and the effectiveness of HR operations at Bangladeshi private banking sector has grown in importance over the past few decades. The scholarly literature, however, largely lacks the empirical research examining the impact of four HR roles on HRM effectiveness. The prime objective of the current research includes testing the causal relationships between four HR roles (employee champion, strategic partner, change agent, and administrative expert) and HRM effectiveness. Data was gathered from the first-line managers employed in the private commercial banks in Bangladesh (n = 210). The hypothesized model was examined utilizing partial least squares structural equation modelling, or PLS-SEM. The findings showed that the roles of employee champion, strategic partner, change agent, and administrative expert had a positive and significant impact on HRM effectiveness. The implications regarding the findings are explained and recommendations for further research are also proposed.

Globally, business organizations recognize that engaging human resource management practices on an international standard is imperative. But realizing target performance from just scarce resources is a challenge to most organisations. Many organisations are continuously spending time trying to control and master change making them losers. With the current practice, HR has not been able to deliver on training line management in methods of achieving high employee production. This paper investigated the Influence of Elements of Work Realities on HRD Mandate Capability in Banking Organisations in Nairobi County, Kenya. The main objectives pursued included to establish the relationship between employer-employee champion and HRD mandate capability in Banking Organisations in Nairobi County, Kenya; to determine the association between continuous transformation agent and HRD mandate capability in Banking Organisations in Nairobi County, Kenya. A survey of banking institutions was used while a questionnaire and interview schedule and content analysis were used to gather primary data. The target population was 850 and a sample size of 272 was used. Statistical analysis was done using Statistical Package of Social Sciences (SPSS) current version. The findings confirmed that there are problems facing human resource mandate delivery capability. It was concluded that all the two elements of work realities have significant influence on HR mandate delivery capability. It was therefore recommended that organisations need to consider factors such as employer-employee champion and continuous transformation agent elements which are capable of influencing HR mandate delivery capability. Human resource should therefore discontinue their non-value adding traditional practices to service delivery.

The purpose of this scientific endeavour is to identify the possible relationships between the dimensions of national culture and intellectual capital. As such, we have directed our research towards making an analysis at the level of EU countries, on six dimensions of the national culture based on Geert Hofstede's approach, as well as towards the analysis of the performance of the three dimensions of intellectual capital, namely: structural, human and relational capital. We also aimed at conducting a comparative analysis of the national culture and intellectual capital between Romania and Slovenia. To meet the purpose of the paper we used the following research techniques: investigating secondary data, content analysis, as well as statistical methods for data analysis and interpretation of results. For our research resources we also considered chief models and methodologies of national culture and intellectual capital, publications and reports of international organisations. The main results of the research highlight the influence of national culture on intellectual capital. We demonstrated that some dimensions of national culture, such as Individualism versus collectivism and Indulgence versus restraint positively influence intellectual capital, while other dimensions, namely Distance versus power and Uncertainty avoidance negatively influence intellectual capital.

Existential crises question the organization's readiness to withstand uncertainties. Geopolitics and natural disruptions have changed human behavior into a "new normal." In improving business continuity, HEIs must strategically deal with operating models, resilience, and agility and be better prepared for disruptions. Typical HEI reactions of online home TLR lack addressing the human capacity/capability needs, technologies/infrastructure, academic/student services support, and TLR evaluation/assessments that cover the HEI broader approach of education values, systems, mechanisms and pedagogies, and student outcomes assurance. It includes HEI human, infor, and organizational capital capacities and capabilities of these systems. Being resilient and agile calls for faster decision-making focused on HEI priorities. This chapter addresses the HEI strategic readiness through a strategic organizational readiness model (SORM) managing the HEI organization readiness. The SORM evolves around the HEI six thematic systems, with resilience and agility as vital analytical and assessment parameters.

The main focus of this research is on SMEs in Nigeria, their effect on economic development, the challenges they face, and what the government can do to resolve them. The study looks at the perspectives of SME owners and collects data through interviews and surveys. A descriptive survey and poll methodology was used to gather data from 100 respondents. The study observes that SMEs in Nigeria have played and is still playing significant role in increasing household income and economic development of Nigeria. The study also concludes that there is a significant relationship between SMEs growth factors and economic development in Nigeria. The study maintained that there is a significant relationship between growth in SMEs and increases in family income in Nigeria

Organisations are constantly seeking ways to gain a sustainable competitive advantage in today's dynamic and highly competitive business landscape. The role of human resources has evolved significantly, and strategic human resource development (SHRD) has emerged as a key driver in achieving organisational effectiveness. This write-up aims to analyse the critical interplay between strategic HRD and organisational effectiveness, presenting insights into the latest research and urging organisations to embrace this paradigm shift.

An analytical framework for practitioners and researchers to use in managing emerging human resource issues is presented. It integrates strategic human resource development activities with the external competitive, public issueenvironment and the internal needs oforganizations. Over two thousand articles were reviewed and grouped to determine the emerging categories of human resource issues demanding attention. Strategic issues management includes issues identification, issue analysis, strategicformulation, and strategy implementation. The HRDprofessional can use the issue life cycle model as a conceptualframework for strategic issues management to improve HRD effectiveness in the coming years. The framework suggests a need for close cooperation between traditionally externally oriented departments, like public affairs, and the human resources department.

Paper’s importance
The importance of the paper lies in its ability to uncover varied external and internal contextual factors, and how they impeded the involvement of LMs in TM to the extent of creating an inconsistency between the prescribed and actual involvement of LMs in TM in CSO. This is critical to the effective implementation of TM through the lens of LMs as the study’s results provide insight into the bottlenecks in the process which in turn help provide insights into how to address those bottlenecks to ensure LMs perform their prescribed TM roles as intended. Importantly, this is critical given the role LMs play in leading the implementation of the TM programme in their respective departments in CSO.

Theoretical base
The relevance of LMs in TM is sustained among other things, by ensuring that the actual involvement of LMs in TM does not deviate from prescribed involvement of LMs in TM (e.g., Tyskbo 2020; Makhecha et al., 2018; Op de Beeck et al., 2017). Achieving such alignment is a challenging as several factors both external and internal influence the actual involvement of LMs in TM to deviate from the prescribed involvement of LMs in TM (Tyskbo 2020). Thus, knowledge of the specific factors and how they contribute to the deviation of actual involvement of LMs in TM from the prescribed involvement of LMs in TM becomes critical in developing effective strategies to achieve the alignment. Inspired by the quest for alignment, researchers conducted studies relevant to barriers to TM implementation, ostensibly with the intention of gaining insights into bottlenecks hindering TM implementation and responding accordingly to ensure prescribed TM and actual TM are aligned (Tafti et al 2017; Jamu 2017; Collings 2014; Schuler et al., 2011;). Additionally, consistent with the recent challenge regarding COVID-19 pandemic, some researchers examined the impact of COVID-19 on TM implementation (Caligiuri et al., 2020:697; Haak-Saheem 2020:299). Furthermore, other scholars conducted studies relevant to barriers on HRM implementation through the lens of LMs (Bos-Nehles et al., 2013; Makhecha et al., 2018; Gilbert et al., 2011; Bayo-Mariones et al., 2020; Hutchinson and Purcell, 2010). The studies, however, do not provide a full insight on the phenomenon due to the following reasons. First, the studies relevant to barriers on TM implementation do not go as far as to provide insight into their impact on LMs’ involvement in TM. Second, many studies on barriers to LMs’ involvement in HRM through the lens of LMs paid more attention to internal factors (Teague and Roche 2012). Yet, LMs are not islands as their roles in TM could be affected by external factors as well (Thunnissen and Buttiens, 2017. Finally, many studies were conducted in Western and Asian countries which differ contextually from the case study organisation (CSO). Against this background Kravariti et al., (2022:19) called for more qualitative studies looking at a variety of issues faced by LMs when implementing TM in the public sector.

Research purpose
The paper aims to investigate the contextual factors and how they influence LMs’ involvement in TM in CSO.

Research question/s
• How do internal contextual factors impede LMs’ involvement in TM in CSO?
• How do external contextual factors impede LMs’ involvement in TM in CSO?
To answer the research questions, the study was entrenched in an inductive approach, a qualitative research type, and a single case research design. Therefore, qualitative data was collected by conducting one-on-one semi-structured interviews with forty-seven (47) key stakeholders at different levels namely, LMs, HRD staff, senior management, officers, supervisors, and staff representative council. In addition, the study reviewed documents such as job policies among other things. Data analysis was guided by reflexive thematic analysis and supported by NVIVO software.

Implications for HRD practice
The study responds to Kravariti et al., (2022:19) calling for more qualitative studies addressing a variety of issues faced by LMs when implementing TM in the public sector. By opening the investigations to external contextual factors in addition to internal factors, the present study offers insights into a wide range of factors affecting LMs’ involvement in TM. This is critical for effective TM implementation through the lens of LMs as the study’s findings provide insights into the bottlenecks that impede LMs' involvement in TM, and guidance on how to address them to ensure that LMs performs their prescribed roles as intended. Importantly, this is critical given the role LMs play in leading the implementation of the TM programme in their respective departments in CSO. Ultimately, this will go a long way towards effectively acquiring, developing, and retaining scarce talent in CSO.
Conclusions
The study aimed to investigate contextual factors and how they influence LMs’ involvement in TM in CSO. In line with the aim of the study, the study found that institutional forces manifested in external forces (e.g., low leadership independence, COVID-19 pandemic) coupled with internal forces such as delegation, alignment and monitoring issues as reflected in CSO’s bureaucracy, disposition of TM stakeholders, and resource constraints, respectively, hampered LMs’ involvement in TM leading to an inconsistency between prescribed and actual involvement of LMs in TM. In this regard, in addition to internal contextual forces, external forces also contribute to the inconsistency between prescribed and actual involvement of LMs in TM. However, the results are limited to CSO as the study adopted a single case research design.

The purpose of this paper is to investigate the conditions of the work force in financial institutions, i.e. banks in the country. The focus of attention is focused on the training of employees as a key factor in achieving the high performance and employee development, and thus higher wages. This means that certain banks are supporting the payment of short-term bonuses and premiums, and the others, valuing proportional growth in wages over time, based on a fair evaluation of the development of each bank employee.

The role of human resources (HR) is 'vulnerable to outside conditions', with the 'profession being engaged in an ongoing search for new bases of power' (Legge, 1995). This article investigates how the work and roles of HR directors have been affected by the Icelandic economic collapse and the resulting recession, aiming to increase understanding of the HR role and the changes faced by HR directors. The two decades leading up to the 2008 economic collapse provided a somewhat stable economic climate. Nevertheless, the HR profession struggled with a continuous 'credibility, value and power crisis' (Legge, 1995), manifesting itself through:

An analytical framework for practitioners and researchers to use in managing emerging human resource issues is presented. It integrates strategic human resource development activities with the external competitive, public issueenvironment and the internal needs oforganizations. Over two thousand articles were reviewed and grouped to determine the emerging categories of human resource issues demanding attention. Strategic issues management includes issues identification, issue analysis, strategicformulation, and strategy implementation. The HRDprofessional can use the issue life cycle model as a conceptualframework for strategic issues management to improve HRD effectiveness in the coming years. The framework suggests a need for close cooperation between traditionally externally oriented departments, like public affairs, and the human resources department.

Background: Job satisfaction is a pleasant emotional state associated with the appreciation of one's work and contributes immensely to performance in an organization. The purpose of this study was to assess the comparative job satisfaction among regular and staff on contract in Government Primary Urban Health Centers in Delhi, India. Materials and Methods: The study was conducted in 2013, on a sample of 333 health care providers who were selected using a multistage random sampling technique. The sample included medical officers (MOs), auxiliary nurses and midwives (ANMs), pharmacists and laboratory technicians (LTs)/ laboratory assistants (LAs) among regular and staff on contract. Analysis was done using SPSS version 18, and appropriate statistical tests were applied. Results: The job satisfaction for all the regular staff that is, MOs, ANMs, pharmacists, LAs, and LTs were relatively higher (3.3 ± 0.44) than the contract staff (2.7 ± 0.45) with 't'value 10.54 (P < 0.01). The mean score for regular and contract MOs was 3.2 ± 0.46 and 2.7 ± 0.56, respectively, and the same trends were found between regular and ANMs on the contract which was 3.4 ± 0.30 and 2.7 ± 0.38, regular and pharmacists on the contract was 3.3 ± 0.50 and 2.8 ± 0.41, respectively. The differences between groups were significant with a P < 0.01. Conclusion: Overall job satisfaction level was relatively low in both regular and contract staff. The factors contributing to satisfaction level were privileges, interpersonal relations, working-environment, patient relationship, the organization's facilities, career development, and the scarcity of human resources (HRs). Therefore, specific recommendations are suggested to policy makers to take cognizance of the scarcity of HRs and the ongoing experimentation with different models under primary health care system.

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in pro...

Organizational commitment is the individual's psychological attachment to the organization. The organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. The present study was carried out to find out the organizational commitment among the employees of private sector life insurance companies in Chennai city. The data was collected from 400 employees from private sector life insurance companies using questionnaire method. The study found that the employees of private sector life insurance companies are satisfied. Further, the study reveals that employees are having positive commitment and the commitment factors leads to the job satisfaction. The job satisfaction factors enhance the organizational performance among the employees of private sector life insurance companies in Chennai city.

An analytical framework for practitioners and researchers to use in managing emerging human resource issues is presented. It integrates strategic human resource development activities with the external competitive, public issueenvironment and the internal needs oforganizations. Over two thousand articles were reviewed and grouped to determine the emerging categories of human resource issues demanding attention. Strategic issues management includes issues identification, issue analysis, strategicformulation, and strategy implementation. The HRDprofessional can use the issue life cycle model as a conceptualframework for strategic issues management to improve HRD effectiveness in the coming years. The framework suggests a need for close cooperation between traditionally externally oriented departments, like public affairs, and the human resources department.

This study examined how job main dimensions associated with the governmental agencies staffs&#39; burnout. The Pearson correlation and the Multiple Regression employed to analyze the collected data from 241 governmental agency employees in Iran. Two sets of questionnaires, Job Main Dimensions and Maslach Burnout Inventory, helped gathering the data related to job main dimensions and employee burnout. The findings indicated that the five job main dimensions negatively associate with employees&#39; burnout. In addition, the outcome of the Multiple Regression analysis indicated that &lt;em&gt;skill variety &lt;/em&gt;has the most powerful impact in anticipating of job burnout. This can be argued that managers should attention improving the job dimensions in order to reduce the employee burnout. The findings suggest the decision maker considering the employee&#39;s knowledge and skills and the need for the intensity of promoting.

Purpose: The purpose of this study is to check the impact of technological advancement on employee performance in banking sector.Methodology: This paper was completed with the help of extensive literature on technological advancement and employee performance available on the databases and websites. Primary data has been used in this paper to check the impact of technological advancement on employee performance. SPSS 16 software package is used to analyze the employee responses and statistical technique Regression analysis is used to check the impact of technological advancement on employee performance.Findings: Total of 140 questionnaires has been distributed among different banks and out of which 100 were get completed and returned. After analyzing the data very efficiently, we find that technological advancement has significant impact on motivation and training of employees. Motivation has significant impact on employee performance but training has no significant impact on employe...

Corporate social responsibility has become the frame concept of a very large number of debates and reviews over the last decades. However, there still are themes which raise question marks, such as: the imoral character development of the integrating corporate social responsibility activities in the global firm’s framework, or the incapacity of identifying/getting significant competitive and performance advantages by those

The study investigated the effect recruitment and election on the performance of SMEs in Kisumu Municipality, Kenya. Kenya has 1.6 million SMEs, constituting 96% of business enterprises, employing 75% of the labour force and contributing 20% to GDP. But their performance has been poor in the last decade. Hence the need to determine the suitable recruitment and selection strategies that could increase their performance. The study found that the overall average performance of SMEs in Kisumu Municipality was 60.71%. There was a significant positive correlation between recruitment and selection, and performance of SMEs at α = .01. The average performance of SMEs with good recruitment and selection was 81.90%; with moderate was 67.94%, with poor was 53.90%. Recruitment and selection account for 40.8% of the total variance in performance of SMEs. The study concludes that recruitment and selection has a significant effect on the performance of SMEs in Kisumu Municipality.  Key WordsRecruit...

The purpose of this paper is to investigate the conditions of the work force in financial institutions, i.e. banks in the country. The focus of attention is focused on the training of employees as a key factor in achieving the high performance and employee development, and thus higher wages. This means that certain banks are supporting the payment of short-term bonuses and premiums, and the others, valuing proportional growth in wages over time, based on a fair evaluation of the development of each bank employee.

Research, development, innovation and technology transfer is the key in getting more accelerated high economic competitiveness of Romania. Regarding the financing of this sector in the context of economic crisis, the Sectoral Operational Programme &quot;Increase of economic competitiveness&quot; is available to institutes of research, development and innovation with &quot;Priority Axis 2: Research, technological development and innovation for competitiveness&quot;.

Purpose For human resources development training is a key scheme in attaining organization objectives. Evaluating training outcome is low in public organizations of Pakistan. This situation demands a viable training strategy based on systematic flow of processes and techniques to develop the workforce for practical application in job environment. This study addresses a doable training assessment strategy to ensure training effectiveness in public organizations of Pakistan. Design The study approach is based on theoretical phenomenon. It is a review of old and current approaches of training evaluation. The strategy presented in this study is based on critical review of diverse approaches to training evaluation to inculcate quality and bring improvement in training programs conducted in developing country environment such as Pakistan. Findings In Pakistani public organizations, there is no trend by this time to formally evaluate training outcome. But this unstable state of affairs wil...