This study draws from the information technology (IT)-enabled organizational capabilities perspective, affordance theory, and theoretical foundations of gamification to examine how firms’ usage mobile may be associated with execution human resource (HR) initiatives its effect on employee job performance financial performance. Our central thesis was tested a survey dataset 134 firms. We found th...

this research has done in order to identifying the human resource performance key indicator; qom province electricity distribution company with regard to integrated balanced scorecard approach of human resource and analytic hierarchy process .the research method of the article is descriptive and library field data collecting. balanced scorecard (bscj translated the company visions and strategie...

According to the long-standing axiom of management, one cannot manage what be measured. Two questions emerge that are applicable Human Resource (HR) function. What does it manage? should measure? Prior answers recommend HR its functional activities, organization’s human capital, or certain strategically important factors in a balanced scorecare, none which fully satisfactory. This paper argues ...

Human resource management (HRM) in the digital era cannot be separated from industrial 4.0 and society 5.0. The purpose of this research is to explore HR governance/management today's era. method used qualitative method. results study, namely human resources (HR), are described as a means for HRM create value need seen an important part interdepartmental business analysis. In next section, deta...

This paper utilizes insights from the knowledge-based view and ambidexterity literature to examine effects of knowledge integration (KI) on innovation via contextual (CA). The also investigates potential moderating role human resource (HR) slack relationship between KI CA. Using survey data collected 245 entrepreneurial firms operating in Ghana, findings show that positively relates CA, this is...

The glue that binds’: Workplace climate, human resource systems and performance Donna Buttigieg, Monash University, and Peter Gahan, Deakin University There is now a substantial body of research examining the relationship between human resources (HR) and organisational performance. During the last decade, this research has focused on the impacts of ‘bundles’ of HR practices. While researchers h...

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qual...

This paper integrates the theories and findings of micro-level organizational behavior/human resource management research with the macro-level resource-based view of the firm, specifically presenting a firm's human resources as an important potential source of sustained competitive advantage. Unlike practice-oriented discussions that assume the role of human resources as a source of sustained c...

Artificial intelligence (AI) has the potential to transform human resource (HR) industry by automating routine tasks, improving decision-making, and enhancing employee engagement retention. In this paper, we explore use of machine learning deep techniques boost retention in HR industry. We review current state art AI for HR, including predictive analytics, natural language processing, chatbots ...

Various authors have advocated that the use of a Human Resource Information System (HRIS) should lead to valuable outcomes for the organization. Decreased costs, improved communication, and decreases in time spent on mundane activities should create an environment wherein the Human Resources (HR) department would play a more strategic role in the organization. This study is an initial attempt t...