scholarly journals The impact of human resource planning (HRP) in achieving strategic goal of the firm with moderating role of organizational innovation

2021 ◽  
Vol 10 (4) ◽  
pp. 0-0
Keyword(s):  
Human Resource ◽  
Effect Size ◽  
Organizational Innovation ◽  
Resource Planning ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Organizational Productivity ◽  
Human Resource Planning ◽  
The Impact ◽  
Strategic Goal

The aim of this study is to ex amine the impact of human resource planning (HRP) in achieving strategic goal of the firm and organizational productivity. Structural equation modeling (SEM) approach is used to investigate causal relationship among exogenous and endogenous variables. Findings indicate that underpinned factors like talent management, succession planning, job analysis, staffing plan, and career development have showed positive impact to predict strategic goals of the firm. The interaction effect between achieving strategic goal and organizational innovation is found significant and confirmed that the positive relationship between achieving strategic goal of firm and organizational productivity will be stronger when organizational innovation is higher. Effect size analysis〖 f〗^2 indicates that employee creativity has the highest effect size in achieving strategic goal of the firm. Finally, the current study contributes to theory and practice while showing the importance of human resource planning in predicting organizational productivity.

scholarly journals The Impact of Human Resource Planning (HRP) in Achieving the Strategic Goal of the Firm With the Moderating Role of Organizational Innovation

2021 ◽  
Vol 10 (4) ◽  
pp. 1-22
Author(s):  
Jehad Bani Hani
Keyword(s):  
Human Resource ◽  
Effect Size ◽  
Organizational Innovation ◽  
Resource Planning ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Organizational Productivity ◽  
Human Resource Planning ◽  
The Impact ◽  
Strategic Goal

The aim of this study is to ex amine the impact of human resource planning (HRP) in achieving strategic goal of the firm and organizational productivity. Structural equation modeling (SEM) approach is used to investigate causal relationship among exogenous and endogenous variables. Findings indicate that underpinned factors like talent management, succession planning, job analysis, staffing plan, and career development have showed positive impact to predict strategic goals of the firm. The interaction effect between achieving strategic goal and organizational innovation is found significant and confirmed that the positive relationship between achieving strategic goal of firm and organizational productivity will be stronger when organizational innovation is higher. Effect size analysis〖 f〗^2 indicates that employee creativity has the highest effect size in achieving strategic goal of the firm. Finally, the current study contributes to theory and practice while showing the importance of human resource planning in predicting organizational productivity.

Evaluating the impact of human resource planning programs in addressing the strategic goal of the firm

2019 ◽  
Vol 16 (5) ◽  
pp. 659-682 ◽  
Author(s):  
Debarun Chakraborty ◽  
Wendrila Biswas
Keyword(s):  
Factor Analysis ◽  
Competitive Advantage ◽  
Human Resource ◽  
Resource Planning ◽  
Equation Modeling ◽  
Content Type ◽  
Analysis And Design ◽  
Succession Plan ◽  
The Impact ◽  
Strategic Goal

Purpose Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues. Design/methodology/approach A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables. Findings The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization. Originality/value The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.

Do cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era?

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaojun Yao ◽  
Masoumeh Azma
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Resource Planning ◽  
Equation Modeling ◽  
Planning Systems ◽  
Privacy And Security ◽  
Content Type ◽  
Enterprise Resource Planning Systems ◽  
The Impact

PurposeThis study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.Design/methodology/approachOver the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.FindingsBased on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.Research limitations/implicationsThis study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.Practical implicationsThe results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.Originality/valueIn this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

2020 ◽  
Vol 14 (1) ◽  
pp. 62-90 ◽  
Author(s):  
Debarun Chakraborty ◽  
Wendrila Biswas
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Succession Planning ◽  
Resource Planning ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Human Resource Planning ◽  
Content Type ◽  
Analysis And Design ◽  
Competitive Edge

Purpose The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge. Design/methodology/approach A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts. Findings The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm’s competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it. Practical Implications HRP activities sufficiently address the HR concerns facilitating the organization to coalesce the needs of the employees and the business. It helps to adopt a long term perspective to foster productivity, innovation and quality. It encourages employees to believe in their competencies to deliver their best. Such practices involve the workforce; coordinate their efforts to contribute meaningfully in this intricate business network. Thus, HRP practices drive to accomplish challenging tasks, focus on creative work-related projects, enhances an employee’s coping skills and morale to establish strategic sustainability for the firm. Originality/value The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees’ potential and will to fit into a firm’s business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.

Centralization and the success of ERP implementation

2016 ◽  
Vol 29 (5) ◽  
pp. 728-750 ◽  
Author(s):  
Madhavi Latha Nandi ◽  
Ajith Kumar
Keyword(s):  
Enterprise Resource Planning ◽  
Organizational Innovation ◽  
Resource Planning ◽  
User Acceptance ◽  
Negative Influence ◽  
Equation Modeling ◽  
Implementation Success ◽  
Erp Implementation ◽  
Content Type ◽  
The Impact

Purpose Centralization, which indicates distribution of decision-making power in organizations, is well-discussed in innovation literature as one of the influencing factors of innovation implementation. Motivated by a gap in enterprise resource planning (ERP) research, the purpose of this paper is to investigate the influence of centralization on the success of ERP implementation. Design/methodology/approach Centralization is characterized twofold: policy-related centralization (PRC) and work-related centralization (WRC). ERP implementation success is captured in terms of user acceptance and the use of the ERP system. Using organizational innovation theory, six hypotheses relating centralization, ERP implementation success, and organization size are built and tested using data gathered from 51 Indian organizations that implemented ERP. The data are analyzed using partial least squares-structural equation modeling. Findings User acceptance is significantly inhibited by PRC. WRC has a negative influence on use. The negative influence of PRC on acceptance is more pronounced in the case of larger organizations. On the whole, a decentralized set-up is favorable to ERP implementation success. Originality/value The study highlights the impact of a centralized management structure on success of ERP implementation and in doing so, it demarcates the varied influence of two types of centralization. It contributes to the scarce research on ERP implementation using the strong theoretical basis of organizational innovation. The findings highlight the implications of centralization to the implementation outcomes, for organizations embarking upon ERP.

scholarly journals The Impact of Strategic Human Resource Management on Organizational Innovation and Knowledge Management Capacity (Case Study of Saipa-Citroen Company)

2018 ◽  
Author(s):  
Susan Boostani ◽  
Ali Sabbaghian
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Innovation ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Management Capacity ◽  
The Impact

The purpose of this research is to investigate the effect of strategic human resource management on organizational innovation and knowledge management capacity (Case Study of Saipa-Citroen Company). The research method is descriptive-survey. The statistical population consisted of all staff members of Saipa-Citroen (2884 people) who were selected by simple random sampling of 340 people using the Morgan table. Data gathering tools include Human resources management Strategic Management Inventory, Organizational Innovation, Knowledge Management Capacity Ogger Yuzgat et al. (2015). Data analysis was performed using structural equation modeling method. Findings of the research showed that HRM has an impact on the components of knowledge management capacity (knowledge acquisition, knowledge sharing, knowledge software, exploration and exploitation) (P <0.05). The results showed that strategic human resource activities of organizations positively affect organizational innovation (P <0.05). Organizational HRM positively affects organizational organizational knowledge management capacity (P> 0.05).

scholarly journals Shiftwork: Factors Impacting Workers Biological And Family Well-Being

2011 ◽  
Vol 7 (4) ◽  
pp. 131
Author(s):  
Mark Tippins ◽  
Linda Stroh
Keyword(s):  
Human Resource ◽  
Resource Planning ◽  
Well Being ◽  
Time Schedule ◽  
Human Resource Planning ◽  
Family Unit ◽  
The Family ◽  
Planning Function ◽  
Dual Careers ◽  
The Impact

This paper examines shiftwork and the impact on workers biological and family well-being. The study reviews the literature and synthesizes current findings resulting in suggestions for the human resource planning function. The paper suggests that shiftwork, when not managed properly, can result in pool judgement and lost dollars for the organization. The study also notes that shiftwork can contribute to the breakdown of the family unit. Shiftwork imposes harsh demands on even the most close kit families, forcing shiftworkers to work on a time schedule out of sync with the rest of society. The study examines the impact of shiftwork on dual careers and children. The study encourages human resource planning personnel to be creating in handling shiftwork in the 1990s.

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Methods and priorities for human resource planning in oil and gas projects in Russia and OPEC

2021 ◽  
Author(s):  
Alexey Fadeev ◽  
Nadejda Komendantova ◽  
Alexey Cherepovitsyn ◽  
Anna Tsvetkova ◽  
Ivan Paramonov
Keyword(s):  
Human Resource ◽  
Oil And Gas ◽  
Resource Planning ◽  
Human Resource Planning
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