Research and Review: Human Resource and Labour Management (p-ISSN: 3049-4125)

The Strategic Knowledge and Impact It to Dimensions of Excellence University Performance, According to Malcolm Baldrige Standards

Sabah Hussein Shnawa — 2025-07-08

This study discussed the role of strategic knowledge and impacts it to dimensions excellence university performance, according to Malcolm Baldrige standards. It attempted to provide theoretical framework for some of what writers and researchers had introduced about its variables, in addition to analytical framework a practical of the opinions of (90) educational leaderships in a sample faculty of Al-Qadisiya university included (Dean, Scientific administrative assistant, Head of department or branch). Strategic knowledge as independent variable three components (Organizational Environment, Strategic Priorities, Organizational Capabilities). While excellence university performance as dependent variable had been expressed through five indicators of business results based on Baldrige program for performance excellence in education version. The study used a questionnaire as a main tool for measuring its variables. The researcher adopted the scale of to measure strategic knowledge, while they developed a scale consists of (25) items to measure excellence university performance based of the criteria of excellent business results according to Baldrige program 2011-2012. Using a set of statistical tools such as Pearson correlation coefficient, multiple regression analysis, (F) and (R²) tests.

Employment Quality of Workers in Textile & Clothing Industry in West Bengal

Atreyee Pal — 2025-08-06

This paper aims to observe the share of the workers under different modes of employment both for male and female workers in urban and rural sector of West Bengal for the period of 2017-18 to 2023-24. Again, growth under the different modes for the seven years of period was also observed. Quality of employment was checked in respect of paid leave, job contract, and social security benefits given to the workers under the Textile and Clothing industry of West Bengal. It was observed from the study that both in rural and urban sector maximum females are mainly working as self- employed workers whereas most of the male workers were working as mainly regular salaried workers in most of the years but during the covid period they are mainly working as self -employed workers in rural area but in urban area they mainly working as regular salaried workers. The percentage of female workers working as casual workers are less comparing to the male workers both in rural and urban area. The growth rate of the male self- employed workers was positive in rural area whereas it was negative in urban area which was opposite for the Casual male workers. The percentage of male regular salaried workers was more in rural area. Growth rate of female workers was positive in both rural and urban sector but growth in rural sector was more as self-employed and regular salaried whereas growth rate as casual worker was more in urban sector. The condition of the male regular salaried workers was better compared to the females in respect of getting paid leave, having job contract and other social security benefits whereas the situation of both male and female casual workers was not good for the above-mentioned facilities and it was nil in maximum cases.

Impact of Artificial Intelligence on Human Resource Management: A Study on Recruitment and Performance Evaluation Processes

Prathamesh Thorat — 2025-08-08

Artificial Intelligence (AI) has proven to be one of the most influential techniques in re form for organizational operations, especially in the domains of Human Resource Management (HRM). With the increase in digital changes, companies rapidly depend on AI operated equipment to manage and optimize HR functions. This study focuses specifically on how AI affects two important HRM functions: recruitment and performance evaluation. These tasks are traditionally human operated, but are now automated and expanded with intelligent systems.
In the recruitment process, the AI application is used to initiate screening, candidate ranking, video interview analysis, and even future recruitment. These tools help organizations to reduce the price from time to time, eliminate human bias to a degree and increase the overall candidate experience. According to recent industry reports, companies that use AI based recruitment solutions have reported significant improvements in employment accuracy and efficiency. This study undergoes such data and evaluates the practical efficiency of these devices in real settings.
In the same way, AI in performance evaluation plays an increasing role in tracking production, analyzing behavioral trends and providing real time reaction through automated systems. AI models can identify high design employees and also predict the risks of risks based on historical computer patterns. AI integration in results management systems is associated with employee transparency, low content and better adjustment of organizational goals.
Although AI provides many benefits, it also increases moral and operational challenges. There is a need for issues related to the privacy of data, algorithm bias, lack of human sympathy and over on automation.

Mental Health and Burnout Management among Healthcare Workers: A Case Study from Kerala

Raneeshkumar. K. R — 2025-08-26

The well-being of society depends heavily on healthcare professionals. Consequently, make an immediate investment in long-term, organized HR strategies that put mental health first, avoid burnout, and create a caring work environment. Prioritizing mental health leads to improvements in patient satisfaction, institutional excellence, and employee performance. This serves as an example of a healthcare setting that is conducive to mental health. The HR interventions are evidence-based, realistic, and in line with national policy frameworks. Burnout can be reduced, morale rose, and resilience ingrained in the care culture itself with careful execution and ongoing observation. This study confirms that mental health and burnout among healthcare workers is a significant organizational issue that directly affects employee well-being, patient care, and overall operational efficiency. Despite the dedication and professionalism of the hospital staff, systemic HR gaps ranging from overwork and poor scheduling to inadequate psychological support have led to widespread emotional exhaustion, interpersonal strain, and turnover risks.

Challenges in Attracting Competent Employees: Sri Lanka's Apparel Sector

Dr. Kamal Gnanaweera — 2025-09-23

The study intends to identify the factors that contribute to Sri Lanka's apparel industry's lack of technically sound experts, even though the global apparel industry has been expanding impeccably for decades, fulfilling not just the needs of human beings but nourishing other sectors such as software, automotive, medical, furniture, sports, etc. Further, the study explored the elements influencing Sri Lanka's apparel industry's ability to attract technically skilled employees. The time horizon is chosen as the cross-sectional approach, and a deductive procedure is used to align with the quantitative approach to analyze the hypothesis testing. An inductive procedure was determined to enrich the qualitative aspect of the study. A semi-structured questionnaire was created to gather both quantitative and qualitative data. More than 13,000 workers who were employed by three clothing manufacturing companies SSS Garments, PY Textiles, and ABC Apparel were selected as the population. A sample size of 375 employees was chosen based on the Morgan Table. The secondary data analysis of the literature review identified the distinct factors that affect employee attractiveness: work environment, leadership, and financial rewards. According to the findings, only 16.5% of respondents said they were content with their occupations, while as many as 58.9% said they were dissatisfied. According to their opinions regarding retention in the organization, 24% of employees had plans to leave, while 49% said they were unaware of the situation. Through hypothesis testing, it was found that the work atmosphere, leadership, and economic advantages significantly improve employee attraction. It is suggested that the financial incentives, leadership, and working conditions be enhanced to draw technically skilled employees to Sri Lanka's Apparel industry. The participants in the qualitative study agreed that companies should implement flexible work arrangements, inclusive workplace cultures, robust employer brands, positive employer reputations, etc. Hence, based on such findings, it is advised that competitive pay, enhanced leadership skills, etc., are necessary to increase the retention of current technically knowledgeable personnel and draw in new ones.

Unpacking the Role of Socio-cultural Factors and Workplace Violence in Healthcare Job Satisfaction: A Systematic Literature Review

Sabra Nabi — 2025-11-05

Healthcare workers in conflict affected regions navigate complex socio cultural challenges that influence their job satisfaction and exposure to workplace violence. This systematic review synthesizes empirical findings on how socio cultural norms shape workplace violence and job satisfaction in healthcare environments, with a focus on implications for nursing management. Guided by the SPAR 4 SLR protocol, searches were conducted in Web of Science, Google Scholar, and Sci Hub (2013 2023), yielding 60 peer reviewed empirical studies. A dual framework approach using ADO (Antecedents Decisions Outcomes) and TCM (Theory Context Methodology) structured the review. Findings show that socio cultural norms, including gender roles, hierarchical structures, and community beliefs, often normalize workplace violence and adversely impact nurse job satisfaction. Theoretical models such as Job Demands Resources, Social Exchange Theory, and Conservation of Resources illuminate these relationships. This review underscores the need for nurse managers to develop culturally tailored violence prevention strategies and supportive organizational climates. Future research should address under theorized socio cultural variables and include longitudinal and qualitative studies for deeper insights.