scholarly journals Impact of Artificial Intelligence on HR practices in the UAE

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Abhilasha Singh ◽  
Apurva Shaurya
Keyword(s):  
Artificial Intelligence ◽  
Performance Appraisal ◽  
Mixed Method ◽  
Training And Development ◽  
Ease Of Use ◽  
Path Modeling ◽  
Structured Interviews ◽  
Social Trends ◽  
Hr Practices ◽  
Mixed Method Design

AbstractSocial trends and information technology are creating pressure, resulting in organizations being forced to update and recreate themselves. Against this backdrop there is an increasing trend to adopt artificial intelligence technologies. This study aims to explore and investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in UAE companies with the help of mixed-method design. A mixed-method design was applied to explore and test the research questions. Semi-structured interviews and survey were conducted, respectively for both the study designs. AI and HR personnel were approached as sample participants for this study. Thematic analysis and PLS-SEM (Partial least squares path modeling) were used to analyze the data, respectively. Positive and significant effects of planned training and development process (0.231→0.021), tactical performance appraisal and integration of AI (0.719→0.000), and integration of AI and efficient HR practices (0.204→0.131) were shown. The moderating role of ease of use on integration of AI and efficient HR practices was negative and insignificant. AI plays an essential role in shifting the HR functions to enter the digitization era. The types of businesses and abilities require some activities such as training and development due to the increased use of technology.

scholarly journals Methodological and practical viewpoints of qualitative-driven mixed method design: the case of decentralisation of primary healthcare services in Nepal

2017 ◽  
Vol 19 (01) ◽  
pp. 64-76
Author(s):  
Krishna Regmi
Keyword(s):  
Health Service ◽  
Primary Healthcare ◽  
Mixed Method ◽  
Quantitative Methods ◽  
Healthcare Services ◽  
Management Program ◽  
Future Research ◽  
Structured Interviews ◽  
Data Set ◽  
Mixed Method Design

BackgroundAlthough considerable attention has been paid to the use of quantitative methods in health research, there has been limited focus on decentralisation research using a qualitative-driven mixed method design. Decentralisation presents both a problematic concept and methodological challenges, and is morecontext-specificand is oftenmulti-dimensional. Researchers often consider using more than one method design when researching phenomena is complex in nature.AimTo explore the effects of decentralisation on the provision of primary healthcare services.MethodsQualitative-driven mixed method design, employing three methods of data collections: focus group discussions (FGDs), semi-structured interviews (SSIs) and participant observations under two components, that is, core component and supplementary components were used. Four FGDs with health service practitioners, three FGDs with district stakeholders, 20 SSIs with health service users and 20 SSIs with national stakeholders were carried out. These were conducted sequentially. NVivo10, a data management program, was utilised to code the field data, employing a content analysis method for searching the underlying themes or concepts in the text material.FindingsBoth positive and negative experiences related to access, quality, planning, supplies, coordination and supervision were identified.ConclusionThis study suggests some evidence of the effects of decentralisation on health outcomes in general, as well as filling a gap of understanding and examining healthcare through a qualitative-driven mixed methods approach, in particular. Future research in the area of qualitative in-depth understanding of the problems (why decentralisation, why now and what for) would provoke an important data set that benefits the researchers and policy-makers for planning and implementing effective health services.

Vertical fit of HR practices and organizational culture: a case of a large-sized Korean conglomerate

2017 ◽  
Vol 5 (2) ◽  
pp. 122-138 ◽  
Author(s):  
Hwanwoo Lee ◽  
Joon Hyung Park ◽  
Shing-Chung Ngan ◽  
T. Siva Tian
Keyword(s):  
Organizational Commitment ◽  
Performance Appraisal ◽  
Training And Development ◽  
Cultural Factors ◽  
Research Literature ◽  
Employee Perceptions ◽  
Data Driven ◽  
Content Type ◽  
South Korean ◽  
Hr Practices

Purpose The purpose of this paper is to contribute to the human resources (HR) literature by using exploratory network analysis (ENA), a data-driven technique. This technique was employed to discover how the perceived effectiveness of HR practices interrelate with employee perceptions on organizational cultural factors to enhance organizational commitment. Design/methodology/approach The authors used data from 1,459 employees of a large South Korean conglomerate and studied how individual HR practices could be enhanced by specific organizational cultural factors. The data were analyzed using ENA, which is an inductive approach. Findings The authors found that organizational commitment is associated with the positive perceptions of employees on the effectiveness of HR practices, such as performance appraisal, training and development, and compensation. Results show that when both HR practices and organizational cultural factors are considered, they appear to influence organizational commitment independently. Research limitations/implications Data were collected from a large conglomerate. The authors were limited by the use of the scales developed by a consulting firm. Therefore, readers should be cautious about the generalizability of the findings. Originality/value The application of a data-driven technique (ENA) highlights the potentially fertile methodological grounds for HR research. Literature on strategic HR management may benefit from inductive approaches, wherein data serve as primary foundation for the design and development of new theories.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

scholarly journals To Study Impact of Artificial Intelligence on HR Practices

2021 ◽  
Vol 9 (4) ◽  
Author(s):  
Kiran Kumar M ◽  
R Elangovan
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Performance Appraisal ◽  
Business Sector ◽  
Recruitment Process ◽  
Compensation Management ◽  
Hr Practices ◽  
Current Scenario ◽  
Potential Benefits

This studypresentsthe utilization of Artificial Intelligence in HR Practicesas a result of ever changing technology in the various business sector. Most of the businesses have implemented artificial intelligence to ascend the human resources efficiency in all sectors. The initiative starts from automated recruitment process till employee’s performance appraisal. Organization leaders and HR executives have invested enormous faith incombining artificial intelligence (AI) withvarious functions of HRprocess like on-boarding, inductions, orientations, T&D, compensation management shall and will progress the overall experience of an employee.Human Resource Management is drifting away from its fundamental administration functions like recruitment& selection, Training & Development, Appraisals to tremendouslysophisticated progress like Automations, Augmented Intelligence, Robotics and AI that are entirely redefining and reshaping the framework and characteristics of workforce and organizations. At, present the worldrevolving around AI and how it is absolutely manipulating the process of HR, and how AI is taking away lakhs of jobs in various sector globally.This article makes an attempt to discuss both the views that is in what way people sense,AIto be a boon and alsoriskfortheir jobs. We arepaying attention on the potential benefits and challenges of AI in the current scenario in industries. The study provides a brief knowledge of the future aim of artificial intelligence.

Impact of co-facilitated information programmes on outcomes for service users and family members: the EOLAS programmes (paper 2)

2016 ◽  
Vol 34 (1) ◽  
pp. 29-37 ◽  
Author(s):  
A. Higgins ◽  
D. Hevey ◽  
P. Gibbons ◽  
C. O’ Connor ◽  
F. Boyd ◽  
...  
Keyword(s):  
Mixed Method ◽  
Family Members ◽  
Well Being ◽  
Positive Outcomes ◽  
Mutual Support ◽  
Structured Interviews ◽  
Irish Context ◽  
Mixed Method Design ◽  
Qualitative Component ◽  
The Impact

ObjectiveThe present study evaluated the impact on psychosocial outcome of parallel clinician and peer-led information programmes for people with a diagnosis of schizophrenia and bipolar disorder and for family members within an Irish context.MethodsA sequential mixed method design was used. Quantitative data were collected using pre- and post-programme questionnaires followed by an integrated qualitative component involving semi-structured interviews after the programme. The questionnaires assessed knowledge, attitudes towards recovery, hope, support, advocacy and well-being. Interviews with participants, facilitators and project workers explored their experiences and views of the programme.FindingsWhile a number of the questionnaires did not show a statistically significant change, findings from the interviews suggest that the1 programmes had a number of positive outcomes, including increases in perceived knowledge, empowerment and support. Participants in both programmes valued the opportunity to meet people in similar circumstances, share their experiences, learn from each other and provide mutual support.ConclusionThe EOLAS programmes offer a novel template for communication and information sharing in a way that embodies the principles of collaboration and offers users and families a meaningful opportunity to become involved in service design, delivery and evaluation.

The effect of nostalgia on hotel brand attachment

2019 ◽  
Vol 31 (2) ◽  
pp. 691-717 ◽  
Author(s):  
Yizhi Li ◽  
Can Lu ◽  
Vanja Bogicevic ◽  
Milos Bujisic
Keyword(s):  
Willingness To Pay ◽  
Mixed Method ◽  
Positive Emotions ◽  
Hotel Industry ◽  
Structured Interviews ◽  
Brand Attachment ◽  
Content Type ◽  
Mixed Method Design ◽  
Sequential Explanatory Mixed Method

PurposeThe purpose of this study is to distinguish between two types of nostalgia, examine their effect on emotions and explore the relationships between nostalgic emotions evoked by past hotel experiences and consumers’ brand attachment and willingness-to-pay.Design/methodology/approachThis study was based on a sequential explanatory mixed-method design. An online scenario-based experiment was complemented with online structured interviews.FindingsThe results indicate that both personal nostalgia and historical nostalgia evoke positive emotions (upbeat/elation and warm/tender). However, emotions evoked by personal nostalgia are less intense than those evoked by historical nostalgia. Positive emotions successfully predicted brand prominence and brand-self connection. Brand prominence, but not brand-self connection, was positively related to consumers’ willingness-to-pay.Research limitations/implicationsThe study’s findings suggest that hotel brands that focus on creating extraordinary memories, and brands with more historical themes, elicit more positive emotions among hotel customers. This, in turn, makes customers more likely to recall that hotel brand in the future and translates into higher willingness-to-pay.Originality/valueThis study is among the first to establish and test a conceptual model that connects nostalgia, nostalgic emotions, brand attachment and willingness-to-pay in the hotel industry context. As such, it is a rare attempt to explain the role of personal and historical nostalgia in hospitality research.

scholarly journals Pharmaceutical Services in Primary Health Care: are pharmacists and users on the same page?

2017 ◽  
Vol 22 (8) ◽  
pp. 2463-2474 ◽  
Author(s):  
Tatiana Chama Borges Luz ◽  
Maria Emília Silva de Souza Costa ◽  
Daniela Santana Portes ◽  
Lucas Barbi Costa e Santos ◽  
Samuel Rodrigues Almeida e Sousa ◽  
...  
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Mixed Method ◽  
Analysis Data ◽  
Pharmaceutical Services ◽  
Structured Interviews ◽  
Database Analysis ◽  
Primary Health ◽  
Minas Gerais State ◽  
Mixed Method Design

Abstract This study investigated structural and organizational characteristics of the Pharmaceutical Services based on Primary Health Care (PHCPS) from the viewpoints of users and pharmacists. A mixed method design was applied, combining one-to-one semi-structured interviews with four pharmacists in charge of five public dispensing facilities and 69 users, with a secondary database analysis. Data were collected from February to August 2014 in Divinópolis, a municipality in Minas Gerais State. PHCPS were similar in terms of general activities performed and staff profile and background. While users were concerned about medicines’ availability and improvements related to the PHCPS’ conveniences and personnel, pharmacists pointed out problems regarding infrastructure to storage. Despite most users had low information on how to use their medicines, no pharmacists declared to participate in medicines dispensing activities. There was a low match between users and pharmacists viewpoints and advantages for concentrate medicines dispensing in a smaller number of facilities were not clear.

Understanding how managers institutionalise sustainability reporting

2019 ◽  
Vol 32 (5) ◽  
pp. 1240-1269 ◽  
Author(s):  
Muhammad Bilal Farooq ◽  
Charl de Villiers
Keyword(s):  
Performance Appraisal ◽  
Sustainability Reporting ◽  
Training And Development ◽  
Structured Interviews ◽  
Institutional Work ◽  
Content Type ◽  
Institutional Researchers ◽  
Management Commitment ◽  
Planning Decision ◽  
Sustainability Reports

Purpose The purpose of this paper is to explore how sustainability reporting managers (SRMs) institutionalise sustainability reporting within organisations. Design/methodology/approach In total, 35 semi-structured interviews with SRMs in Australia and New Zealand were analysed using an institutional work perspective. Findings SRMs’ institutional work can be categorised into four phases with each phase representing a different approach to sustainability reporting. Organisations transition from phase one to four as they achieve a higher level of maturity and a deeper embedding and routinisation of sustainability reporting. These include educating and advocacy work undertaken by engaging with managers (phase one), transitioning to a decentralised sustainability reporting process (phase two), transitioning to leaner, focussed, materiality driven sustainability reporting (phase three), and using sustainability key performance indicators and materiality assessment reports for planning, decision-making, goal setting, performance appraisal, and incentives (phase four). However, SRMs face challenges including their inexperience, limited time and resources, lack of management commitment to sustainability reporting and low external interest in sustainability reporting. The study identifies ten reasons why material issues are not always (adequately) disclosed. Practical implications This study recommends more training and development for SRMs, and that regulation be considered to mandate the disclosure of the materiality assessments in sustainability reports. Originality/value This research extends the existing literature examining how sustainability reports are prepared and sheds further light on how a materiality assessment is undertaken. The study identifies ten reasons for the non-disclosure of material matters, including but not limited to, legitimacy motives. Researchers can use these reasons to refine their methods for evaluating published sustainability reports. At a theoretical level, the study provides four observations that institutional researchers should consider when examining forms of institutional work.

Evaluation der Pflege- und Führungskompetenz – eine Ausgangslage für die weitere Praxisentwicklung

Pflege ◽  
2010 ◽  
Vol 23 (3) ◽  
pp. 191-203 ◽  
Author(s):  
Jacqueline S. Martin ◽  
Irena Anna Frei ◽  
Franziska Suter-Hofmann ◽  
Katharina Fierz ◽  
Maria Schubert ◽  
...  
Keyword(s):  
Mixed Method ◽  
Leadership Practice ◽  
Mixed Method Design ◽  
Competence Scale ◽  
Nurse Competence

Kompetente Pflege und effektives Leadership sind wichtige Voraussetzungen für die Bereitstellung einer qualitativ hochwertigen, evidenzbasierten, patienten- und ergebnisorientierten Patientenversorgung. Die Abteilung Klinische Pflegewissenschaft (KPW) am Universitätsspital Basel (USB) entwickelte und implementierte Programme zur gezielten Praxisentwicklung, welche die pflegerische Kompetenz sowie die des Leadership fördern. Zur Erfassung von Pflege- und Leadership-Kompetenz sowie der Arbeitsumgebungs- und Pflegequalität führte die KPW 2007 eine Evaluationsstudie mit einem Mixed-Method-Design durch. Am quantitativen Anteil der Studie nahmen 679 Pflegefachpersonen und 27 Stationsleitungen teil. Die deskriptiven Resultate zeigen, dass Pflegefachpersonen ihre durchschnittliche pflegerische Kompetenz über alle sieben Subkategorien der Nurse Competence Scale mit einem Mittelwert von 75,1 (VAS 0 – 100) beurteilten. Die Leadership-Kompetenz von Stationsleitungen wurde im oberen Drittel der Skala des Leadership Practice Inventory mit mittleren Werten zwischen 40 bis 50 (Meanscore: 6 – 60) eingeschätzt. Als Qualitätssicherungsmaßnahme sind regelmäßige Nachfolgeerhebungen im Sinne eines Monitoring geplant. Solche Erhebungen werden in Zukunft von zentraler Bedeutung sein, da zu erwarten ist, dass sich mit der Einführung des DRG-Finanzierungsmodells im schweizerischen Gesundheitswesen der Kontext der pflegerischen Leistungen verändern wird.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

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