Advances in Human Resource Management Research

Leadership Strategy Evaluation and Succession Planning in Preparing the Company’s Future Leaders

2025-01-16T08:49:03+00:00

Purpose: This study explores the integration of leadership strategy evaluation and succession planning in preparing future organizational leaders. It investigates how organizations can evaluate the effectiveness of current leadership strategies and align them with long-term organizational goals to ensure sustainable leadership continuity.

Research Design and Methodology: This research employs a qualitative systematic literature review (SLR) methodology to synthesize existing leadership strategy evaluation and succession planning research. The study examines key practices, challenges, and theoretical frameworks associated with leadership development and succession planning, drawing from recent studies published after 2018.

Findings and Discussion: The findings reveal that organizations integrating leadership strategy evaluation with succession planning are better positioned to ensure leadership continuity. Effective leadership strategies focus on developing internal talent through structured training, mentorship, and job rotations. The study emphasizes the need for leadership strategies to be aligned with organizational goals, enabling future leaders to navigate long-term challenges effectively. Additionally, the research highlights the importance of overcoming challenges such as resistance to change and organizational culture in implementing effective succession planning.

Implications: This research provides practical insights for organizations to align leadership development with succession planning, ensuring long-term organizational sustainability. It emphasizes the importance of developing internal leadership pipelines, creating mentoring systems, and integrating human resource policies with strategic goals. Organizations are encouraged to foster a culture of internal mobility and continuous leadership development to ensure seamless transitions and minimize operational disruptions.

Leadership Style and Work Discipline on employee performance

2024-06-01T20:51:31+00:00

Purpose: This study examines the combined influence of leadership style and work discipline on the performance of State Civil Apparatus at the Office of Cooperatives, Small and Medium Enterprises in Jayapura City.

Research Design and Methodology: The research employs a survey method with a quantitative and associative approach. The sample comprises 69 ASNs selected using convenience sampling from a population of 275 ASNs in Jayapura City. Data was collected through Likert-scale questionnaires and direct observations. Instrument validity and reliability were tested using SPSS and classic assumption tests, including normality, multicollinearity, and heteroscedasticity—multiple linear regression analysis.

Findings and Discussion: The results indicate that leadership style and work discipline positively and significantly influence ASN performance. Transformational and transactional leadership styles and high work discipline significantly enhance ASN performance. However, contextual differences affect these relationships, underscoring the need for a holistic approach in ASN performance management.

Implications: The study has significant implications for public sector management policies and practices. The findings highlight the necessity of a flexible and integrative approach in applying leadership styles and work discipline to improve ASN performance. Future research should explore specific conditions under which these variables most effectively enhance ASN performance.

Competence, Work Environment and Work Discipline on Employee Performance

2024-06-02T21:15:13+00:00

Purpose: This study aims to explore the simultaneous influence of competence, work environment, and work discipline on employee performance at the BKPSDM Office of Jayapura Regency.

Research Design and Methodology: The research employs a quantitative approach using a survey method. Data was collected from 95 respondents, all employees at the BKPSDM Office. The data were analyzed using multiple linear regression with the aid of SPSS version 22. The study's design includes the examination of variables such as competence, work environment, and work discipline, with controls and conditions appropriate for assessing their collective impact on performance.

Findings and Discussion: The findings indicate that competence, work environment, and work discipline positively and significantly affect employee performance. The study reveals that a conducive work environment and high work discipline amplify the impact of competence on performance. This underscores the importance of a holistic approach in human resource management, where these three elements synergistically create optimal working conditions.

Implications: The study's implications highlight the necessity of investing in competency development, creating supportive work environments, and enforcing fair and transparent work discipline. Future research is recommended to explore the interaction between these factors and other variables.

Strategies for Enhancing Training and Development in Healthcare Management

2025-02-07T07:50:15+00:00

Purpose: This study examines strategies to enhance training and development in healthcare management, particularly in response to challenges posed by the COVID-19 pandemic. It aims to identify and assess training needs, emphasizing customized approaches to address emerging demands.

Research Design and Methodology: This study employed a qualitative approach incorporating a literature review and case studies. The study focused on the pandemic’s impact on healthcare management strategies and evaluated key training requirements.

Findings and Discussion: The research identified critical training needs, including health record management, supply chain processes, patient-centered care, customer service, financial management, corporate governance, and fostering a learning organization.

Implications: The findings highlight the importance of tailored training programs to improve operational efficiency, patient care, financial stability, and continuous learning. This study offers valuable insights for healthcare organizations to adapt and thrive in a post-COVID-19 landscape.

Effectiveness of Recruitment Policies in Attracting and Retaining Qualified Talent in the Company

2025-02-07T07:51:25+00:00

Purpose: This study aims to evaluate the effectiveness of recruitment policies in attracting and retaining qualified talent within organizations by assessing key factors, including the selection process, compensation packages, candidate experience, career development opportunities, and work-life balance initiatives. The research seeks to provide a comprehensive understanding of how recruitment strategies can influence both short-term hiring success and long-term employee retention.

Research Design and Methodology: A qualitative systematic literature review (SLR) approach was employed to assess existing recruitment and retention practices research critically. The study synthesized findings from recent academic and industry-related sources to identify patterns, key trends, and gaps in current recruitment frameworks. By adopting a holistic review methodology, the study aims to connect theoretical insights with practical strategies for improving talent management.

Findings and Discussion: The study found that effective recruitment policies extend beyond the hiring process and contribute significantly to fostering employee engagement and organizational loyalty. Transparent communication, fair selection procedures, and clear career pathways were key candidate satisfaction and long-term retention drivers. Additionally, work-life balance policies, competitive compensation, and inclusive work environments strengthened emotional attachment and commitment to the organization. These findings highlight the importance of designing recruitment policies that align with organizational values and support professional and personal growth.

Implications: The study emphasizes the need for organizations to integrate recruitment strategies with holistic human resource development frameworks. The practical consequences suggest implementing comprehensive onboarding programs, flexible work arrangements, and continuous training initiatives to enhance employee loyalty and resilience. This research offers actionable insights into developing adaptive recruitment policies that enhance competitiveness and sustainability in dynamic labor markets.