scholarly journals Determining the Effectiveness of ‘Cloud Computing’ on Human Resource Management by Structural Equation Modeling (SEM) in Manufacturing Sector of West Bengal, India

2019 ◽  
Vol 8 (10) ◽  
pp. 1937-1942
Keyword(s):  
Cloud Computing ◽  
Structural Equation Modeling ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
West Bengal ◽  
Manufacturing Sector ◽  
Equation Modeling

The manufacturing industry is very much crucial for driving the economy of the nation. It has a direct impact on the GDP of any nation and also, it is very beneficial for a country to be strong in the manufacturing industry. This is also the case for a developing nation such as India. Hence, it is imperative for the organization to effectively manage their human resources to optimally utilize them as they are the non-perishable resources of the company. This could be done with the help of CloudComputing which is one of the advanced fields of elastic IT (Information Technology). This technology is continuously gaining momentum as it is relatively easier to use in E-HRM (Electronic-Human Resource Management) and also contains less initial investment. The objective of the study is to identify the factors that have an impact on the effectiveness of Human Resource Management by the help of Cloud computing. Various statistical tools like Exploratory Factor Analysis and Structural Equation Modeling have been executed in this study by SPSS 21 and AMOS 21 software

Feasibility of implementing the human resource payroll management system based on cloud computing

Kybernetes ◽  
2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Min Zhao ◽  
Kamran Rabiei
Keyword(s):  
Cloud Computing ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Structural Equation ◽  
Equation Modeling ◽  
Computing Technology ◽  
Cross Sectional ◽  
Content Type

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

scholarly journals Meningkatkan Keunggulan Kompetitif UMKM Di Kabupaten Bantul Yogyakarta Melalui Praktek Manajemen Sumber Daya Manusia Berbasis Pengetahuan Dan Kinerja Inovasi Usaha dengan Modal Manusia, Modal Struktural, Dan Modal Relasional Sebagai Variabel Mediasi

2020 ◽  
Vol 5 (1) ◽  
pp. 75-96
Author(s):  
Mohammad Ahyar Syafwan Lysander
Keyword(s):  
Structural Equation Modeling ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Purposive Sampling

Penelitan ini bertujuan untuk mengisi kesenjangan penelitian antara raktek human resource management, modal manusia dan kinerja inovasi. Peneliti membantah bahwa kinerja inovasi dalam UMKM di Kabupaten Bantul Yogyakarta sebagian besar di mungkinkan oleh Praktek HRM berbasis pengetahuan. Peneliti telah menguji ide ini secara empiris dalam data survei ke 100 responden yang tersebar didesa se Kabupaten Bantul menggunakan Structural Equation Modeling (SEM) berdasarkan pada Partial Least Square (PLS). Teknik penentuan informan dalam penelitian ini menggunakan Nonprobability sampling. Teknik pengumpulan data dalam penelitian ini menggunakan purposive sampling. Hasil penelitian ini menunjukkan bahwa praktek HRM berbasis pengetahuan positif mempengaruhi kinerja inovasi dan menggambarkan peran penting dari sumber daya manusia dalam hubungan ini: praktik HRM berbasis pengetahuan yang memengaruhi modal relasional dan modal struktural melalui modal manusia, dan modal manusia memengaruhi kinerja inovasi dengan cara meningkatkan modal struktural dan relasionalnya serta kinerja inovasi dapat meningkatkan kinerja UMKM.

scholarly journals The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement

2018 ◽  
Vol 9 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica van Wingerden ◽  
Laura Berger ◽  
Rob Poell
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Well Being ◽  
Work Behavior ◽  
Equation Modeling ◽  
Value Fit

Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

Presenting an evaluation model of human resource management’s effect on corporate entrepreneurship

2016 ◽  
Vol 12 (3) ◽  
pp. 228-242 ◽  
Author(s):  
Babak Ziyae
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Evaluation Model ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Based ◽  
The Relationship

Purpose – The purpose of this paper is to clarify the attention to the elements of human resource strategic management that can promote motivation of employees of knowledge-based institutions for developing corporate entrepreneurship. Design/methodology/approach – This study is considered as an empirical one in terms of objective, and its research methodology is descriptive-correlative type. More specifically, structural equation modeling was used for data analysis. Findings – The findings demonstrate that promotion of skill and knowledge levels of people, as an operational strategy in the development of human resource in knowledge-based institutions, increases the demand for job promotion and enhances employees’ motivation in corporate entrepreneurship. On the other hand, organizational culture moderate the relationship between human resource management and corporate entrepreneurship. Originality/value – This paper fulfills an identified need to study the relationship between human resource management and corporate entrepreneurship. The manuscript creates a paradigm for future studies of the evolution of corporate entrepreneurship and human resource management.

scholarly journals An Analysis of Factors Affecting the Company Performance in Creating the Competitiveness of Furniture and Printing Small-Sized Enterprises in Jayapura City

2015 ◽  
Vol 6 (1) ◽  
pp. 46-55
Author(s):  
Mugiati Mugiati
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Financial Performance ◽  
Human Resource ◽  
Government Policy ◽  
Structural Equation ◽  
Equation Modeling ◽  
Company Performance ◽  
Working Capital ◽  
Factors Affecting

This study aims to identify and analyze the influence of human resource management, production, marketing, working capital, organization, government policy, and competitor on the financial performance and competitiveness of Small-sized enterprise in Jayapura City. Data collection methods used were observation, interviews, and questionnaires, the number of samples is 258 Small-sized enterprises in Jayapura. Data were analyzed by applying SEM (structural equation modeling analysis method by making use of Amos Software. The results showed that the factors of production and government policy factors affect the financial performance and competitiveness of small-sized enterprise in Jayapura. While human resource management, marketing, organization and competitors factors affect the financial performance of small-sized enterprise in Jayapura, but does not affect the competitiveness of small-sized enterprise in Jayapura and working capital factor does not affect the financial performance of small-sized enterprise in Jayapura but affect the competitiveness of small-sized enterprise in Jayapura. Then the financial performance factor affects the competitiveness of small-sized enterprise in Jayapura.

Understanding the link between socially responsible human resource management and competitive performance in SMEs

2018 ◽  
Vol 47 (6) ◽  
pp. 1211-1243 ◽  
Author(s):  
María Paula Lechuga Sancho ◽  
Domingo Martínez-Martínez ◽  
Manuel Larran Jorge ◽  
Jesús Herrera Madueño
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Accurate Information ◽  
Competitive Performance ◽  
Socially Responsible ◽  
Content Type ◽  
Main Research

Purpose Regardless of the noteworthy growth in research and practice associating corporate social responsibility (CSR) with human resource management, little has been written in regard to one major dimension of CSR in small- and medium-sized enterprises (SMEs), as CSR policies and practices are directed toward employees. The purpose of this paper is to develop and test a conceptual framework connecting socially responsible human resource management (SRHRM) to competitive performance that fits small business. Design/methodology/approach In order to get empirical evidence, structural equation modeling technique was applied on the data from 481 Spanish SMEs. Findings Results confirm both the direct contribution of SRHRM to business competitiveness and the multiple effects resulting from including two variables of additional interest for the relationship under study: employee’s commitment and relational marketing. Practical implications One of the main research limitations is that the paper only reflects the perceptions of owners/managers of SMEs. Although it was believed that the respondents give reliable and accurate information about the way their firms are involved in CSR practices, there is a possibility that they might provide incorrect or incomplete information. Originality/value The relationships proposed have never been studied before in context of SMEs. This is a worthwhile endeavor, which makes an empirical contribution.

scholarly journals Linking Sustainable Human Resource Management in Hospitality: An Empirical Investigation of the Integrated Mediated Moderation Model

2019 ◽  
Vol 11 (4) ◽  
pp. 1066 ◽  
Author(s):  
Chung-Jen Wang
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Mediated Moderation

This research proposed and investigated a mediated moderation research framework that links employee job satisfaction, knowledge sharing, innovation capability, and job performance for sustainable human resource management in hospitality. Data from 395 Taiwanese hospitality companies with structural equation modeling (SEM) analyses, and the results showed that job satisfaction had significantly positive influences on knowledge sharing, both job satisfaction and knowledge sharing were significantly and positively related to innovation capability, while innovation capability had significantly positive influences on job performance. Support was also found for the significant and positive mediating effects of knowledge sharing between job satisfaction and innovation capability, and different organizational forms have moderating effects on the relationship between job satisfaction, knowledge sharing and innovation capability. The implications of these findings for sustainable human resource management in hospitality are also discussed.

scholarly journals Socially Responsible Human Resource Management and Voluntary Environmental Behavior: Moderating the Effect of Ecocentric Leadership

2021 ◽  
Vol 29 (2) ◽  
pp. 147-168
Author(s):  
Md. Al-Amin ◽  
◽  
Refa Akter ◽  
Ayesha Akter ◽  
Md. Uddin ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Deductive Reasoning ◽  
Environmental Behavior ◽  
Analytical Techniques ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Socially Responsible

Purpose: The study examines the influence of socially responsible human resource management (SRHRM) on employees’ voluntary environmental behavior (VEB), and it tests the moderating effect of ecocentric leadership (EL). Design/Method: We adopted deductive reasoning in a positivist paradigm by applying quantitative analytical techniques and structural equation modeling. We selected 187 respondents from clothing industry through a self-administered questionnaire survey in Chattogram, the commercial capital of Bangladesh. Findings: The outcomes revealed that both SRHRM and EL influence VEB. However, the moderation analysis indicated that EL negatively intervenes in the effect of SRHRM on VEB. Implications: One of the essential contributions of our study is its development of the knowledge related to valuing, developing, and measuring SRHRM’s contribution to improving VEB in a moderated model with the help of EL to ensure long-term sustainability. Originality: Very little is known about the importance of SRHRM in fostering employees’ voluntary environmental behavior, so this study will be one of the first to examine the topic. Moreover, the moderating effect of EL posits that its interaction effect is not substantial in stimulating voluntary environmental behavior if organizations can institutionalize SRHRM.

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