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Human Systems Management (HSM) is an interdisciplinary, international, refereed journal. It addresses the need to mentally grasp and to in-form the managerial and societally organizational impact of high technology, i.e., the technology of self-governance and self-management.
The gap or gulf is often vast between the ideas world-class business enterprises and organizations employ and what mainstream business journals address. The latter often contain discussions that practitioners pragmatically refute, a problematic situation also reflected in most business schools’ inadequate curriculæ.
To reverse this trend, HSM attempts to provide education, research and theory commensurate to the needs to today’s world-class, capable business professionals. Namely the journal’s purposefulness is to archive research that actually helps business enterprises and organizations self-develop into prosperously successful human systems.
Authors: Zhang, Yan | Xu, De | Wang, Tianyu | Yang, Kewei | Yao, Xinyifeng | Cheng, Mingshuang | Ge, Dong
Article Type: Research Article
Abstract: BACKGROUND: With the growing global influence of new coronary pneumonia and an increasing number of successful education case, spherical video-based virtual reality (SVVR) has arisen as an application for effective integration with teaching and learning. OBJECTIVE: This is a mixed-methods study on SVVR-based training for pre-service CSL teachers to more effectively develop their cross-cultural communication and interaction abilities. METHODS: An experimental strategy was adopted in this work. First, the processing of VR technology for designed TVET courses, including practical training courses, had been completed; The second experiment was a group experiment of one month; Finally, the …hypotheses were tested by an independent sample t -test. RESULTS: Based on experiment data of the learners, this study build a multi-modal hybrid training and recognition model and confirm hybrid approach effectively improves the intercultural communication abilities of pre-service CSL teachers. CONCLUSIONS: The findings of this study confirm that information technology plays an important role in pre-service CSL teacher training, and teachers should incorporate more information technology, design more hands-on interactive activities and scenarios, and take into account the individual differences of learners in the teaching process. Several policy proposals are offered to ensure that ICT is better integrated into classroom instruction. Show more
Keywords: SVVR, pre-service CSL teachers, intercultural communication competence
DOI: 10.3233/HSM-230060
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-16, 2023
Article Type: Retraction
DOI: 10.3233/HSM-239004
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-1, 2023
Article Type: Research Article
Abstract: BACKGROUND: The efficiency and accuracy of risk prediction in traditional enterprise human resource management (HRM) cannot meet practical needs. In response to this deficiency, this study proposes an enterprise HRM risk intelligent prediction model based on deep learning. METHODS: Two tasks were completed in this study. First, based on the existing research results and the current status of enterprise HRM, the HRM risk assessment system is constructed and streamlined. Second, for the defects of Back Propagation Neural Network (BPNN) model, Seagull Optimization Algorithm (SOA) is used to optimize it. The Whale Optimization Algorithm (WOA) is introduced to promote …the SOA for its weak global search capability and its tendency to converge prematurely. RESULTS: By simplifying the HR risk assessment system and optimizing the BPNN using the SOA algorithm, an intelligent HRM risk prediction model based on the ISOA-BPNN was constructed. The results show that the error value of the ISOA-BPNN model is 0.02, the loss value is 0.50, the F1 value is 95.7%, the recall value is 94.9%, the MSE value is 0.31, the MAE value is 8.4, and the accuracy is 99.53%, both of which are superior to the other two models. CONCLUSIONS: In summary, the study of the HRM risk intelligent prediction model constructed based on ISOA-BPNN has high accuracy and efficiency, which can effectively achieve HRM risk intelligent prediction and has positive significance for enterprise development. Show more
Keywords: Deep learning, HRM, risk prediction, BPNN, SOA
DOI: 10.3233/HSM-230064
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-12, 2023
Authors: Yan, Hongxia
Article Type: Research Article
Abstract: BACKGROUND: With the increasing demand for professionalism and specialization in college counselors (CCs), it is especially important to implement comprehensive professional ability building (PAB) of CCs. OBJECTIVE: This paper proposes to provide institutional support for CCs’ PAB by establishing a sound CC career development system and improving the CC salary system, in order to better support college education. METHODS: Through research interviews, literature research and expert consultation, a questionnaire survey outline is set up from subjective, objective, and institutional factors. A random sampling method is adopted to conduct a questionnaire survey on CCs and school students. …Questionnaire results are analyzed qualitatively and quantitatively in terms of reliability, validity and so on, and the influence factors of PAB for CCs are discussed. The research hypothesis is put forward, and the current situation of PAB is further summarized. RESULTS: It is found that CCs have a strong subjective willingness to build their PA, and the potential motivation of objective factors is sufficient. However, the existing system is not perfect, and job burnout such as diminished enthusiasm for work has appeared. CONCLUSIONS: Based on the existing research results, this paper combines PDCA Cycle theory with ideological and political education theory from the perspective of management science. Classical management methods are applied to the PAB system of CCs, and specific implementation countermeasures are presented according to the workflow construction model from decision-making to implementation, monitoring, and improvement. Show more
Keywords: PDCA cycle, college counselor (CC), professional ability (PA)
DOI: 10.3233/HSM-230030
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-13, 2023
Authors: Chhetri, Shanti Devi | Kumar, Devesh | Ranabhat, Deepesh
Article Type: Research Article
Abstract: BACKGROUND: In today’s data-driven society, most organizations use data to streamline their processes and achieve greater efficiencies. Human resource management is also affected by this new management style. Human Resource Analytics (HRA) is a novel and emerging method for enhancing human resource management. Due to the novelty of this field, few studies have been published in HRA. OBJECTIVE: The purpose of this paper is to investigate the primary research area of Human Resources Analytics (HRA) and to identify the research gaps. METHODS: This paper employs a systematic literature review methodology and bibliometric approach to analyze 91 …pieces of academic literature published between 2008 and 2022. The exclusion and inclusion criteria of the PRISMA framework were used to select the publications. Descriptive analysis, citation analysis, three field plot analysis, and level of study analysis were some of the analysis techniques used. RESULTS: The findings showed that there has been an increase in interest in HRA recently, with most of the research coming from India. Additionally, it was found that most research are carried out at the organisational level. The main areas of research are awareness and comprehension of HRA, HRA software, HRA applications, and barriers to HRA adoption in companies. The primary study needs were determined to include post-implementation effects, an examination of industry acceptance of HRA, and factors influencing the adoption of HRA successfully. CONCLUSION: This paper makes distinctive contribution to the body of knowledge on human resource analytics while also opening up fresh directions for in-depth investigation into the use of human resource analytics in businesses. Show more
Keywords: Human Resource Analytics (HRA), decision making, adoption, systematic, bibliometric analysis
DOI: 10.3233/HSM-230004
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-17, 2023
Authors: Salamatian, Nahal | Shaemi Barzoki, Ali | Nasr Isfahani, Ali
Article Type: Research Article
Abstract: OBJECTIVE: The present study aimed to provide a talent management model for Mobarakeh Steel Company (MSC). METHODS: The research method in this study is a mixed method including qualitative and quantitative methods. Qualitative data were collected through interviews with experts and informants and then analyzed by grounded theory. Then, quantitative data were collected from employees and managers and analyzed by Partial Least Square (PLS) analysis. Finally, an interpretation and conclusion were made. In the qualitative section, the research community consists of 15 managers and experts of MSC. In the quantitative section, 300 managers and experts were selected as …a sample, and questionnaires were distributed and analyzed. RESULTS: The results of the interview analysis extracted 86 concepts, which were classified into 5 categories including causal conditions, central phenomena, contextual factors, strategies, and consequences. The results of the qualitative section show that causal conditions had a significant effect on the central phenomenon (with a coefficient of 0.89). In addition, the effect of the differentiation of susceptible manpower on contextual factors (with a coefficient of 0.82) was confirmed. Contextual factors have a significant effect on strategies (with a coefficient of 0.93). The results also show that the intervening factors (with a coefficient of 0.74) have a significant effect on the strategies and the talent management process (with a coefficient of 0.92) also has a significant effect on the consequences. CONCLUSIONS: The results provide insights and practical suggestions for managers who decide to design human resource system with a talent management approach. Additionally, the findings of this research help managers to better understand the factors that have an impact on talent management. Show more
Keywords: Talent management, talent, grounded theory, Mobarakeh Steel Company (MSC)
DOI: 10.3233/HSM-220179
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-16, 2022
Authors: Taganoviq, Besarta | Kurutkan, Mehmet Nurullah | Bagis, Mehmet | Hoxha, Adnan | Kryeziu, Blerta | Hysenaj, Arben | Haxhijakupi, Erza | Bimbashi, Altina | Dalipi, Arta | Hyseni, Blerte | Harris, Linda Ukimeraj
Article Type: Research Article
Abstract: BACKGROUND: This article aims to perform a psychometric assessment of the scale of organizational readiness for digital innovations in a transition economy and to examine the antecedents of organizational readiness for digital innovations. METHODOLOGY: The study employed a quantitative research method to analyze data collected from a sample of 1236 health professionals. The scale secondary confirmatory factor and linear regression analysis were employed to verify organizational readiness and test the respective hypotheses about organizational readiness for digital innovation, respectively. RESULTS/CONCLUSIONS: The research findings show that the organizational readiness scale for digital innovations is valid and reliable …in transition economies. Findings show that the relationship between variables such as adaptation of human resources (AHR), cognitive readiness (COR), planning for new telehealth and e-health (PNTH), IT readiness (ITR), resource readiness (RR), partnership readiness (PR), and cultural readiness (CUR) are correlated with the innovations implementation effectiveness (IIE), and organizational readiness for digital innovation is positive statistically significant. Findings also suggest that Integration of old technologies (IoT) and organizational readiness for digital innovation is statistically significant and have negative relationship. Show more
Keywords: Organizational readiness, digital innovation, theory, e-health, healthcare
DOI: 10.3233/HSM-220202
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-18, 2023
Authors: Aldiabat, Bassam
Article Type: Research Article
Abstract: BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities. …METHODS: The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view. RESULTS: The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management. CONCLUSION: Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities. Show more
Keywords: Human resources management, electronic human resources management, talent management, electronic recruitment, universities
DOI: 10.3233/HSM-230127
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-12, 2023
Authors: Simion, Luminita Cristina | Avasilcai, Silvia
Article Type: Research Article
Abstract: BACKGROUND: The Industry 4.0 and 5.0 models are dynamic, still under research and unsolved implementation for industrial manufacturers. The paradigm “Green Deal” goals launched by the European Commission is apparently difficult to define concrete action plans. The good practices of the manufacturing industry are punctual. The health crisis of COVID-19 proves the necessity of a solid economy, with customized fields of industry-engines, located on countries proximity or associated. The productive operational chain with a multi-sequence activity processed by human labor becomes critical. OBJECTIVE: The paper aims to identify Industry 4.0 and 5.0 concepts in both scientific …character and pragmatic relevance, useful for productive organizations performing in the current business with difficult predictability environment. METHODS: The methodology approach the grounded theories, combining the inductive and deductive methods. Next to the data collection provided from other authors research, a qualitative method apply to several case studies as empirical methodology to explore the situations in which the designed model has not a single set of outcomes. RESULTS: The principles CE become useful by transferring their meaning of waste reduction from material resources to human resources whether measuring tools are applied. I4.0 and I5.0 technical factors become means to recuperate the human factor within a culture of human centricity values. CONCLUSIONS: By applying the CE principles, a mutual benefit organization-society is revealed, organization add values by hiring smart specialist from society I5.0 previously trained by organizational professional reconversion with technical support I4.0. The contribution is measured by reducing the waste, hence the cost of community unemployment rate. Show more
Keywords: Circular economy, sustainability, resilience, Industry 4.0 concepts, Industry 5.0 concepts
DOI: 10.3233/HSM-230122
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-15, 2023
Authors: Nahtigal, Matjaz
Article Type: Research Article
Abstract: BACKGROUND: Many studies are focused on traditional (old) or modern (new) industrial policy. There are insufficient studies linking the emergence of the knowledge economy and the institutional requirements to underpin inclusive social and economic development in developed or developing countries. OBJECTIVE: This study aims to analyze the characteristics of the knowledge economy and the institutional requirements for more inclusive and sustainable socio-economic developments. Constraints of the international economic law in its current form for more inclusive and sustainable industrial policy in developed and developing countries will be put forward. The inclusive knowledge economy requires not only innovative …advanced firms but also innovative and creative public sector employees capable of supporting and disseminating opportunities of the knowledge economy to the entire society. Moreover, the inclusive knowledge economy requires lifelong learning processes of the workforce in developed and developing economies. Therefore, a human dimension, broad participation, and shaping of modern development strategies a key to developing an inclusive and sustainable knowledge economy. Institutional constraints of the international economic framework are currently not adequately supportive of such a structural shift. The objective of this study is to show the possible adjustments at the international and national levels to support the development of an inclusive knowledge economy. The human dimension (participation, creativity, imagination) of the public and private sector goes hand in hand with institutional innovations. METHODS: The normative and institutional analysis, embedded in the historical context of industrialization patterns in the selected countries, will provide insights into the institutional requirements for an inclusive knowledge economy. RESULTS: The result of the conceptual and normative as well as empirical comparative analysis will provide insights into the possibilities and needs for institutional innovations at the regional, national, and supranational levels of polity while embracing the need for a more supportive international normative context. Several possible institutional innovations at the national levels, such as regional public venture funds, decentralized support, and training centers, are provided. A reform of the Agreement on Subsidies and Countervailing Measures to better delineate between potentially productive and harmful subsidies at the international level can be seen as a reform proposal at the international level. CONCLUSIONS: Industrial policies in developed and developing countries will not be able to address the social and economic divides between advanced and stagnating sectors of the economy without addressing the requirements for institutional innovations at all levels of the international polity. Show more
Keywords: Industrial policy, international economic law, market hierarchies, knowledge economy, institutional and legal innovations
DOI: 10.3233/HSM-230155
Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-11, 2024
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