scholarly journals Green Sustainable Human Resource Management in Malaysia

SPLASH Magz ◽  
2021 ◽  
Vol 1 (2) ◽  
pp. 21-24
Author(s):  
Eddy Priyanto ◽  
◽  
Clara Schneider ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Secondary Data ◽  
Environmentally Friendly ◽  
Least Square ◽  
Ordinary Least Square ◽  
Environmental Management Practices ◽  
Employee Welfare

The purpose of this study is to study environmentally friendly human resource management including employee behaviour in the workplace and the environment around the workplace. We used secondary data on 216 companies in Malaysia by conducting online interviews with 2160 employees about human resource and environmental management practices by quantifying them using the Likert scale and analyzing them using the ordinary least square model. We found a positive relationship between the level of environmental and social concern for the organization as reflected in environmentally friendly regulations and Standard Operating Procedures with human resource management as well as the level of employee compliance with company regulations and the level of employee welfare.

Relationship between human resource management practices and informal workplace learning

2019 ◽  
Vol 31 (8) ◽  
pp. 551-576 ◽  
Author(s):  
Md Shariful Alam Khandakar ◽  
Faizuniah Pangil
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Workplace Learning ◽  
Organizational Support ◽  
Management Practices ◽  
Partial Least Square ◽  
Least Square ◽  
Content Type ◽  
Hrm Practices

Purpose This study aims to examine the relationship between human resource management (HRM) practices and informal workplace learning. Design/methodology/approach Data were collected from a sample of 381 employees working as heads of the department of branches in private commercial banks of Bangladesh. Hypotheses were tested by using structural equation modelling-partial least square. Findings Findings of the study revealed that HRM practices such as selective hiring, extensive training, performance appraisal, compensation practices, empowerment and information-sharing, significantly positively related with informal workplace learning. Originality/value Based on the situated learning and organizational support theory, this study is empirically testing how HRM practices influence informal workplace learning.

scholarly journals Green human resouce management: a Theoretical review

2020 ◽  
pp. 39-47
Author(s):  
Oyun Tuul ◽  
Shao Jian Bing
Keyword(s):  
Environmental Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Environmental Issues ◽  
Business Executives ◽  
Environmental Management Practices ◽  
Green Human Resource Management

In the 21st century, environmental issues, such as climate change, global warming, and air pollution have become a hot topic in many developed and developing countries. At the same time, the proper use of natural resources and the conservation of the environment has become one of the vital issues. Environmental issues require special attention from governments, scientists, scholars, business executives, and even individuals. Therefore, for any business organization, there is a growing need to integrate environmental management into human resource management, which has been coined as the Green Human Resource Management (GHRM). Researchers have found that the implementation of GHRM policies and practices could effectively improve financial and environmental performance of organizations, improve their competitive advantage, as well as improve their reputation and image, while maintaining environmental management practices. However, it is being maintained that the term “GHRM” is a relatively new concept for academicians, scholars，and professionals. GRHM-related literature is generally found in western countries, however the concept of GHRM is yet to make its mark in Asia. Therefore, the aim of this research is to explore the concept of GHRM and to propose a model of GHRM and its outcome by reviewing the literature.

scholarly journals HUMAN RESOURCE MANAGEMENT PRACTICES: A CASE STUDY OF SOUTH ASIAN COUNTRIES

2014 ◽  
Vol 10 (1) ◽  
Author(s):  
Rafique Ahmed Khan ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
South Asia ◽  
Human Resource ◽  
South Asian ◽  
Management Practices ◽  
Organizational Transformation ◽  
Secondary Data ◽  
Hrm Practices ◽  
Depth Study

Purpose: The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic and political factors causing the change. Methodology/Sampling: The study is based on secondary data collected through extensive research on present and past literature available on the topic. Findings: HRM is in a reforming process towards the development of organizational transformation in South Asia. In addition, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs’ influence, and bilateral relations amongst the SAARC members. Practical Implications: Due to cultural impediments, organizations are finding it difficult to implement modern HRM practices in true letter and spirit. This study may draw some lessons for development and collaboration of novel opportunity of SAARC industries’ HRM practices in South Asia.

scholarly journals Human Resource Management Development in the Face of Covid-19 Pandemic

2021 ◽  
Vol 04 (08) ◽  
Author(s):  
Austin-Egole, Ifeyinwa Stella ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Secondary Data ◽  
Work Place ◽  
The Novel ◽  
Human Resource Management Practices ◽  
The Face ◽  
Novel Coronavirus

The novel coronavirus, COVID-19 pandemic, has caused numerous unprecedented changes recorded globally in all spheres of life especially in the work place. This has implications and influences on the companies and human resource management (HRM). Organizations have had to respond speedily by reviewing many operational matters and strategies so as to be able to manage the effects of the pandemic. Human resource management (HRM) plays the essential role of helping organisations navigate through both the iffy present and unpredictable future caused by the pandemic lockdown by managing people to cope with stress and to continue working, even remotely, when applicable, so that businesses can go on with their operations. This paper embraced analytical discussion of secondary data and using self-determination theory as its theoretical framework, it assessed the implication of HRM; having knowledge of the effects of autonomy, competence, and interrelatedness in their dealings with employees on sustained HRM development in the pandemic era. The aim of this research is to look into notable human resource management practices developed in the quest to accommodate and tackle the magnitude of HRM challenges faced by organizations during the COVID-19 pandemic and the challenges encountered by employers and employees in imbibing them. The research recommended that HRM should help employees in their quest to develop their competences through trainings, consulting, and coaching as this will help in accomplishing the organizations’ goals and vision in the post COVID-19 pandemic era. An empirical research in this area is advocated to aid long-term HR policy.

scholarly journals The Power Of Ability-Motivation-Opportunity Enhancing Human Resource Management Practices On Organizational Ethical Climate

2017 ◽  
Vol 18 (3) ◽  
pp. 547-562
Author(s):  
Lee-Chin Tay ◽  
Fee-Yean Tan ◽  
Khulida Kirana Yahya
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Climate ◽  
Management Practices ◽  
Partial Least Square ◽  
Least Square ◽  
Systematic Sampling ◽  
Future Research ◽  
Organizational Ethical Climate

This paper examinedability-, motivation-and opportunity-enhancing human resource management (HRM) practices to achieve organizational ethical climate. Sample sizes of 74construction companies in Malaysia were selected based on systematic sampling technique. Partial Least Square Structural Equation Modelling (PLS-SEM) of SmartPLS 3.2.6 software was used to analyse the data.Thefindings revealed that ability-enhancing HRMpractices wasrelated to organizational ethical climate,while motivation-and opportunity-enhancing HRMpractices didnot influence organizational ethical climate. This denoted that ability-enhancing HRMpractices played an important role in promoting organizational ethical climateof construction companies in Malaysia. In addition, discussion, implications, directions for future research,and conclusion of the study were also highlighted.

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