per Item
Figure 4 a shows the top 10 research orientations of the 100 research orientations. The most common research orientations were management (193 articles), nursing (107 articles), health policy services (105 articles), and health care sciences services (201 articles).
a Top 10 research orientations and the number of publications in each orientation. b Top 20 institutions with the most publications
Figure 4 shows the top 20 institutions with the most published papers. La Trobe University has the highest number of articles with 24, followed by the University of London (23) and Griffith University (18).
In the keyword mapping on HRM research in healthcare, the size of the nodes represents the frequency, while the line between the nodes reflects the co-occurrence relationship. A total of 1914 keywords were included, and 59 met the criteria. All keywords were grouped into six clusters: performance (light blue cluster), job satisfaction (red cluster), quality of care (blue cluster), human resource management (brown cluster), occupational/mental health (purple cluster), and hospital/COVID-19 (green cluster) (Fig. 5 ).
Co-occurrence analysis of HRM research in healthcare
The most prominent themes in HRM research in healthcare are as below. In the “Performance” cluster, the keywords which have the greatest co-occurrence strength were “performance”, “systematic review”, “decentralization health system” and “motivation”. The main keywords in the “Job Satisfaction” cluster are “job satisfaction”, “organizational commitment”, “transformational leadership” and “turn over”. In the “Quality of care” cluster, the keywords that stand out are “quality of care”, “patient safety”, “high-performance work system”, “quality management” and “patient satisfaction”. In the “Human resource management” cluster, the prominent keywords include “human resource management”, “health policy”, “public health”, and “education and training”. In the “Occupational/Mental Health” cluster, the prominent keywords are “Occupational health”, “mental health”, “well-being” and “burnout”. The main keywords in the “Hospital/COVID-19” cluster were “hospitals”, “COVID-19” “workforce” and “qualitative research”.
Our study of HMR research in healthcare illustrates current and global trends in publications, contributing countries, institutions, and research orientations. The field of HMR research has evolved over the past three decades. However, as this study shows, the number of publications steadily increases yearly, with 93 countries or regions publishing in the field, suggesting that research focusing on HMR research and providing in-depth knowledge will likely increase.
We find that most publishing countries are developed countries, but developing countries are catching up. The total citation rate and the h-index reflect the quality and scholarly impact of a country’s publications [ 25 ]. According to our study, the US ranks first among other countries in total publications, citations, and h-index, making the most substantial contribution to global HRM research. The UK and Canada also contribute significantly, with impressive total citation frequencies and h-index, especially the UK, which ranks second in average citation frequency. However, some countries, such as Belgium, Canada and Australia, also play an important role, given their high average citation frequency. In developing countries, HRM research has also served as a guide for hospitals to improve the quality of care. The study will serve as a reference for developing countries to learn from the experience of developed countries as their economic development gradually catches up with that of developed countries.
The impact and prestige of the journals can be seen in the number of articles published in the field and the influential journals in healthcare HRM research, including the BMC Health Services Research, the Journal of Nursing Management, the International Journal of Human Resource Management, the Health Care Management Review, and the Journal of Health Organisation and Management. These high-quality journals are thus the main source of information for researchers in this field on the latest developments in HRM in healthcare.
The study shows that almost all of the top 20 institutions come from the top five countries with the most publications, with the majority coming from the US, Australia and the Netherlands, reflecting the great academic influence of these three countries in the field of HRM in healthcare. These institutions play an important role in raising the academic performance of a country. Furthermore, the top 20 authors represent research leaders who are likely to impact the future direction of research significantly. Therefore, more attention should be paid to their work to stay abreast of the latest developments in the field.
Keywords play a crucial role in research papers as they contain vital information [ 26 ]. A systematic analysis of keywords within a specific research domain offers valuable insights into trends and focal points across various research areas [ 27 ]. Moreover, co-occurrence analysis relies on the number of joint publications to evaluate relationships among the identified keyword domains. As a result, it serves as an effective method for predicting future trends and focal points within the research areas of interest. These findings are expected to inspire more researchers to contribute to the future of HRM research in healthcare [ 28 ].
In this study, a total of six research domains were eventually summarized. Performance, Hospital/COVID-19, Job Satisfaction, Human resource management, Occupational/Mental Health, and Quality of care. By visualizing the analysis results, we can easily further clarify future trends. As the co-occurrence diagram shows, the keywords “Organizational culture”, “Patient safety”, “Nursing”, “Leadership”, “Quality of care” and “Hospitals” are highlighted as larger icons, so that investment and demand for quality research are necessary for the context of these six research directions.
This study found that the visual clustering results and the keywords that emerged from the clusters were closely related to the HRM module s described in “Human Resources Management: Gaining a Competitive Advantage” by Noe. R . [ 29 ]. The modules have been cited in HRM research and are used as textbooks in universities [ 30 – 33 ]. Some of the keywords in each cluster correspond to human resource planning, performance management, recruitment and staffing, and training and development, respectively. The explanation of the HRM modules is described in the next paragraph. However, there are no explicit keywords in the modules related to employee relations management and compensation management results. This may be due to the private nature of the compensation structure in healthcare organizations during data collection, making it unavailable.
Human Resource Plan (HRP) stands for the implementation of the HR development strategy of the enterprise and the accomplishment of the enterprise’s goals, according to the changes in the internal and external environment and conditions of the enterprise, through the analysis and estimation of the future needs and supply of human resources and the use of scientific methods for organizational design, as well as the acquisition, allocation, utilization and maintenance of HR and other aspects of functional planning. HRP ensures that the organization has a balance of HR supply and demand at a needed time and in a required position, and achieves a reasonable allocation of HR and other resources to effectively motivate and develop of employees [ 34 ].
Decentralization health system, organizational culture/structure are high-frequency words in the clustering results related to “human resource management”. It is important to assess the extent to which decentralization can be used as a policy tool to improve national health systems. For policymakers and managers, based on relevant literature and research as well as country experience analysis, the experience of decentralization in relation to the organization and management of healthcare services is considered a forward-looking and pioneering concept capable of achieving optimal allocation of HR and other resources, in addition to the need to focus more on ex-ante and ex-post incentive development to deliver a 1 + 1 > 2 HRM effect [ 35 ]. HRP is the starting point and basis for all specific HRM activities. It directly affects the efficiency of the overall HRM of the enterprise. It is, therefore, taken as the primary job requirement for HR managers [ 36 ]. Organizational culture/structure significantly impacts the healthcare sector, such as excellence in healthcare delivery, ethical values, engagement, professionalism, cost of care, commitment to quality and strategic thinking, which are key cultural determinants of high-quality care delivery [ 37 ]. Therefore, as with other for-profit organizations, healthcare organizations must ensure that their organizational structure functions effectively to achieve their strategic goals. The organization formulates and implements HRM, an important task to achieve the development strategy goals.
Recruitment and staffing are the first steps in hospital HRM activities. Under the guidance of the organization’s human resources development plan, potential staff who meet the development conditions are attracted. Through the scientific selection of outstanding personnel, a platform with guaranteed treatment and development prospects is provided to ensure that the team of the healthcare organization is built solidly and meets the development needs. From the findings of this study, the keywords “workforce” and “workload” appear as high-frequency keywords in the co-occurrence analysis. Still, keywords related to traditional staff recruitment (e.g., analysis of recruitment needs, job analysis, competency analysis, recruitment procedures, and strategies) do not appear often. Recruitment and staffing are the prerequisites of human resources work. They bring a new dynamic source to healthcare organizations while complementing staff, making the organization full of vitality and vigor, facilitating organizational innovation and management innovation and helping improve the healthcare organization’s competitive advantage [ 38 ]. Recruitment and staffing, as a part of HR, directly impact the successful running of daily activities.
Human resource training is an important component of quality and safety in the health care system. The keyword “education and training” shows a high frequency of co-occurrence in the clustering results of analysis, corresponding to the module “training and education”. However, it is connected to the keywords “human resource management” and “health policy”, and is in the same cluster with” public health”, “health care management”, and the distance between the lines and dots indicate that these topics are closely related, proving the importance of education and training in the HRM of health systems. Healthcare organizations (especially for non-professionals and caregivers) can improve the performance of their employees by enhancing their capabilities, knowledge and potential through learning and training, so that they can maximize their qualifications to match the demands of their work and advance their performance [ 39 , 40 ].
Performance management, the core of the six modules, is also featured in the clustering results. Although this is an important focus for HR professionals, few studies have explored the link between HRM and health sector performance [ 6 ], the results show “performance” and “motivation”. The effectiveness of performance management is an important component of HRM, which effectively improves the quality of care in healthcare organizations/institutions [ 6 ]. Focusing on the effectiveness of performance management is considered to be crucial. First, as an integral part of HRM within an organization, it can help the organization meet its goals. Second, ineffective approaches can lead to negative attitudes among employees (including clinicians, nursing staff, administrators, etc.) and adversely affect performance due to decreased satisfaction among employees and patients. Third, given the increasing quality and cost reduction pressures on healthcare organizations, conducting further research on performance management and effectiveness is critical [ 41 ]. However, it is clear from our results that healthcare organizations have recognized the importance of performance management and are pursuing “high performance”. Although the topic of performance management in HRM in healthcare is one of the research priorities, the number is lacking and more discussion on performance management should be suggested for future research.
Compensation is an important tool to motivate employees to work hard and to motivate them to work hard. The results of the database's bibliographic analysis show that no keywords directly involved compensation. This indicates that “compensation management” has not been considered a hot topic or a research issue over 30 years of available literature. To clarify the content of this module, we further searched the database of 718 articles with keywords, such as compensation, remuneration, salary, etc., and found that only 35 of them mentioned or discussed compensation, and some years (e.g., 2018, 2009) even had no relevant literature being published. However, issues such as fairness of compensation management and employee compensation satisfaction are still important issues of concern to business management academics [ 42 , 43 ]. The actual situation is that it is difficult to conduct research on compensation management. Most organizations keep their employees’ compensation confidential, and when conducting research, HR managers avoid talking about their employees’ compensation or leave it vague, rendering it impossible for researchers to conduct further research.
Employee compensation is one factor that has the greatest impact on organizational performance. In the future, organizations should be encouraged to scientifically structure their compensation management and empower academic research to establish and implement fair compensation management systems based on empirical research while maintaining the privacy and security of organizational information.
The connotation of employee relations management involves organizational culture and employee relations, as well as the coordination of the relationship between employers and employees. Healthcare organizations have complex structures with employees with varying skills, tasks or responsibilities, and such conflicts are often managed through the communication skills of administrative staff [ 44 ]. Although the keywords related to “employee relations management” did not occur in this study's analysis results, the six HRM modules are closely related. Therefore, this does not mean that no description of employee relations management was completely absent in the retrieved articles. It is clear that there is currently a lack of research on employee relations management in the healthcare field. Still, with the continuous development of the healthcare industry, it faces multiple challenges. If employee relations are not handled properly, healthcare organizations with social responsibility will face great public pressure, which will even affect the quality of healthcare services and performance, so it is especially important to strengthen the research on employee relations management.
This study inevitably has some limitations, the first of which arises from using quantitative methods to review documents in the field of HRM. The review relied on an analysis of the bibliographic data associated with the documents rather than a review of the research findings. The impact of the study was, therefore, limited to the general direction of developments in the field, rather than a synthesis of research findings. As a result, we may have missed some publications due to database bias. Second, most of the publications identified were in English and some articles relevant to other languages have not been included. Third, Since HRM exists in a wide range of industries and research areas, although researchers have set the screening criteria as detailed as possible, there may still be some literature that has not been detected.
This study describes the current state and global trends in HRM research in healthcare. The United States has made significant contributions in this field, establishing itself as a global leader. It is foreseeable that more and more publications will be published in the coming years, which indicates that HRM research in healthcare is booming. The analysis results of this study echoed the modules of HRM. It can be seen that in the current HRM research, many topics have been of interest. However, the focus and hotspots of the research are scattered, and there is presently no systematic research on the content of HRM in healthcare.
The authors thank the Editor-in-Chief and the referees for their helpful comments which help to improve our manuscript significantly.
BW, ZH and LLconceived of the presented idea. BW, developed the theory. BW, YH, RW, KC and XQ collected the data and discussed the results. BW and YH encouraged XQ to investigate the hospital management field and supervised the findings of this work. All authors discussed the results and contributed to the final manuscript.
This research was supported by Chinese Academy of Medical Sciences and Peking Union Medical College, China (Grant number: 2021-RC630-001).
Declarations.
There are no human or animal studies in this manuscript, and no potentially identifiable human images or data are presented in this study.
Not applicable.
The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.
Publisher's Note
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The University of Minnesota College of Science and Engineering (CSE) welcomes 26 faculty members this 2023-24 academic year—on its way to achieving its goal to hire 60 faculty in three years.
The expertise of this new group of CSE researchers and educators is broad. They range in areas such as hybrid intelligence systems, the reconstruction of past environments and climates, electric machines and magnetic levitation, reinforced concrete structures, and mathematical models to predict the electronic properties of novel materials.
Rene Boiteau is an assistant professor of chemistry. He joins Minnesota from Oregon State University, where he held a joint faculty appointment in the Pacific Northwest National Laboratory. Boiteau earned a bachelor’s in chemistry at Northwestern University, a master’s in earth sciences at University of Cambridge, and a Ph.D. in chemical oceanography at Massachusetts Institute of Technology and Woods Hole Oceanographic Institution. Much of his work is focused on developing analytical chemical approaches, especially mass spectrometry.
Zhu-Tian Chen is an assistant professor of computer science and engineering. He received his bachelor’s in software engineering from South China University of Technology and Ph.D. in computer science from Hong Kong University of Science and Technology. Prior to Minnesota, Chen served as a postdoctoral fellow at Harvard University and postdoctoral researcher at the University of California San Diego. His recent work focuses on enhancing human-data and human-AI interactions in both AR/VR environments—with applications in sports, data journalism, education, biomedical, and architecture.
Gregory “Greg” Handy is an assistant professor of mathematics . He comes to Minnesota from the University of Chicago, where he was a postdoctoral scholar in the Departments of Neurobiology and Statistics. As an applied mathematician and theoretical biologist, Handy’s research strives to use biological applications as inspiration to create new mathematical techniques, and to combine these techniques with classical approaches to examine the mechanisms driving biological processes. This fall, he is teaching Math 2142: Elementary Linear Algebra.
Jessica Hoover is a professor of chemistry. She joins the University of Minnesota from West Virginia University, where she has been a faculty member since 2012. Hoover’s interest in catalysis has been the focus of her work since her undergraduate studies. She graduated with a bachelor’s from Harvey Mudd College before arriving at the University of Washington to pursue her Ph.D. She was a postdoctoral researcher at the University of Wisconsin, Madison.
Harman Kaur is an assistant professor of computer science and engineering—and a University of Minnesota alumna (2016 bachelor’s in computer science). Her research areas are human-centered artificial intelligence, explainability and interpretability, and hybrid intelligence systems. She is affiliated with the GroupLens Research Lab, a group of faculty and students in her department that’s focused on human computing interaction. Prior to Minnesota, Kaur served as a graduate researcher in the interactive Systems Lab and comp.social Lab at the University of Michigan, where she received both her master’s and Ph.D.
Yulong Lu is an assistant professor of mathematics. He joins the faculty from University of Massachusetts, Amherst. Lu received his Ph.D. in mathematics and statistics at the University of Warwick. His research lies at the intersection of applied and computational mathematics, statistics, and data sciences. His recent work is focused on the mathematical aspects of deep learning. This fall, Lu is teaching Math 2573H: Honors Calculus III to undergraduates and Math 8600: Topics in Applied Mathematics, Theory of Deep Learning to graduate students.
Ben Margalit is an assistant professor of physics and astronomy. As a theoretical astrophysicist, he studies the fundamental physics of star explosions, collisions and other examples of intergalactic violence such as a black hole passing near a galaxy and “shredding it to spaghetti.” As part of his job, Margalit works closely with observational astronomers in selecting the kinds of places to look for transient events. He holds bachelor’s and master’s degrees from the Hebrew University of Jerusalem, and a Ph.D. from Columbia University.
Maru Sarazola is an assistant professor of mathematics. She joins Minnesota from Johns Hopkins University, where she was a J.J. Sylvester Assistant Professor. Sarazola received her Ph.D. from Cornell University. Her research is focused on algebraic topology—specifically, her interest lies in homotopy theory (a field that studies and classifies objects up to different notions of "sameness") and category theory (“the math of math,” which looks to abstract all structures to study their behavior). This fall, she is teaching Math 5285H: Honors Algebra I.
Eric Severson is an associate professor of mechanical engineering—and University of Minnesota alumnus (2008 bachelor’s and 2015 Ph.D. in electrical engineering). He returns to his alma mater after being on the University of Wisconsin-Madison faculty for six years. Severson leads research in electric machines and magnetic levitation, with a renewed focus in addressing grand challenges in energy and sustainability through multidisciplinary collaborations. His interests include extreme efficiency, bearingless machines, flywheel energy storage, and electric power grid technology.
Kelsey Stoerzinger is an associate professor of chemical engineering and materials science. She was on the faculty at Oregon State University, with a joint appointment in the Pacific Northwest National Laboratory. She studies the electrochemical transformation of molecules into fuels, chemical feedstocks, and recovered resources. Her research lab designs materials and processes for the storage of renewable electricity. Stoerzinger holds a bachelor’s from Northwestern University, master’s from University of Cambridge, and Ph.D. from MIT.
Lynn Walker is a professor—and the L.E. Scriven Chair in the Department of Chemical Engineering and Materials Science. Previously, she was on the faculty at Carnegie Mellon University. Her research focuses on developing the tools and fundamental understanding necessary to efficiently process soft materials and complex fluids. This expertise is being used to develop systematic approaches to incorporate sustainable feedstocks in consumer products. Walker holds a bachelor’s from the University of New Hampshire and Ph.D. from the University of Delaware. She was a postdoctoral researcher at Katholieke Universiteit Leuven in Belgium.
Alexander “Alex” Watson is an assistant professor of mathematics—and former University of Minnesota postdoctoral researcher in the School of Mathematics. Watson earned his Ph.D. at Columbia University. He works on mathematical models used to predict the electronic properties of materials, especially novel 2D materials such as graphene and twisted multilayer “moiré materials.” In summer 2022 and 2023, he presented at the U’s MathCEP Talented Youth Mathematics Program on topics related to materials research at the University of Minnesota.
Anna Weigandt is an assistant professor of mathematics. She comes to Minnesota from the Massachusetts Institute of Technology, where she was an instructor. Weigandt completed her Ph.D. at the University of Illinois, and she was a postdoctoral assistant professor in the Center for Inquiry Based Learning at University of Michigan. She works in algebraic combinatorics, specifically Schubert calculus. This fall 2023, she is teaching Math 5705: Enumerative Combinatorics.
Michael Wilking is a professor of physics—and University of Minnesota alumnus (2001 bachelor’s in chemical engineering). He holds a master’s and Ph.D. from the University of Colorado. Prior to his return to the Twin Cities campus, Wilking served on the faculty at Stony Brook University. He completed his post-doc at TRIUMF, Canada's national particle accelerator center. Wilking was part of the Stony Brook research team honored with the 2016 Breakthrough Prize in Fundamental Physics.
Benjamin "Ben" Worsfold is an assistant professor of civil engineering —and a licensed professional engineer in both California and Costa Rica. His research interest lies in large-scale structural testing, finite element analysis of reinforced concrete structures, and anchoring to concrete. Worsfold earned his master’s and Ph.D. from the University of California, Berkeley, and bachelor’s from the University of Costa Rica.
Yogatheesan Varatharajah is an assistant professor of computer science and engineering —and a visiting scientist in neurology at the Mayo Clinic. His research lies broadly in machine learning for health. Varatharajah earned his master’s and Ph.D. from the University of Illinois Urbana-Champaign. Prior to Minnesota, he was a research assistant professor of bioengineering at the University of Illinois and faculty affiliate for the Center for Artificial Intelligence Innovation with the National Center for Supercomputing Applications.
Emily Beverly is an incoming assistant professor of earth sciences. Prior to joining the University of Minnesota, she was on the faculty at University of Houston. She earned a bachelor’s from Trinity University, a master’s from Rutgers University, and a Ph.D. from Baylor University. Beverly was a postdoctoral researcher at Georgia State University and University of Michigan. Her research focuses on understanding environmental drivers of human and hominin evolution. Beverly uses stable isotopes and geochemistry to answer questions about past and future climates with a firm foundation in sedimentary geology and earth surface processes.
Alexander “Alex” Grenning is an assistant professor of chemistry. He comes to Minnesota from the University of Florida, where he was a tenured faculty. Grenning earned a bachelor’s in chemistry and music from Lake Forest College, and a Ph.D. in organic chemistry from the University of Kansas. He was a postdoctoral researcher at Boston University. His work is focused on chemical synthesis and drug discovery.
Rachel Gelhar is an incoming assistant professor of mechanical engineering. Her research focuses on developing and implementing nonlinear model-based control strategies for powered prosthetic legs, to improve generalizability of control methods across prosthesis users. She earned a B.S. 2016, Mechanical Engineering, University of St. Thomas., and both a master’s and Ph.D. in mechanical engineering from California Institute of Technology.
Yu Cao is an incoming professor of electrical and computer engineering. Prior to Minnesota, Cao was a professor at Arizona State University. He holds a bachelor’s in physics from Peking University and a master’s in biophysics plus a Ph.D. in electrical engineering and computer sciences from the University of California-Berkeley. His research includes neural-inspired computing, hardware design for on-chip learning, and reliable integration of nanoelectronics. Cao served as associate editor of the Institute of Electrical and Electronics Engineers’s monthly Transactions on CAD .
Edgar Peña is an incoming assistant professor of biomedical engineering—and a University of Minnesota alumnus (2017 Ph.D. in biomedical engineering). He is a neuromodulation scholar who is interested in vagus nerve stimulation. Peña earned his bachelor’s degrees in electrical engineering and biomedical engineering from the University of California, Irvine. During his doctoral studies at the University of Minnesota Twin Cities, he used computational models to optimize deep brain stimulation.
Seongjin Choi is an incoming assistant professor of civil engineering. He received his bachelor’s, master’s, and Ph.D. from the Korea Advanced Institute of Science and Technology. He was a postdoctoral researcher at McGill University. His work involves using data analytics to draw valuable insights from urban mobility data and applying cutting-edge AI technologies in the field of transportation.
Pedram Mortazavi is an incoming assistant professor of civil engineering— and a licensed structural engineer in Canada . His interests lie in structural resilience, steel structures, large-scale testing, development of damping and isolation systems, advanced simulation methods, and hybrid simulation. Mortazavi holds a bachelor’s from the University of Science and Culture in Iran, a master’s from Carleton University in Ottawa, and Ph.D. from the University of Toronto.
Gang Qiu is an incoming assistant professor of electrical and computer engineering. He received his bachelor’s degree from Peking University in microelectronics and his Ph.D. in electrical and computer engineering from Purdue University. (He is currently a postdoctoral researcher at the University of California, Los Angeles.) Qiu’s research focuses on novel low-dimensional materials for advanced electronics and quantum applications. His current interest includes employing topological materials for topological quantum computing.
Qianwen Wang is an incoming assistant professor of computer science and engineering. She received her bachelor’s from Xi’an Jiao Tong University and her Ph.D. from Hong Kong University of Science and Technology. Prior to Minnesota, Wang served as a post-doctoral researcher at Harvard University in the Department of Biomedical Informatics. As a visualization researcher, she created interactive visualization tools that enable humans to better interpret AI and generate insights from their data.
Katie (Yang) Zhao is an incoming assistant professor of electrical and computer engineering. Her research interest resides in the intersection between Domain-Specific Acceleration Chip and Computer Architecture. In particular, her work centers around enabling AI-powered intelligent functionalities on resource-constrained edge devices. Zhao received her bachelor’s and master’s from Fudan University, China, and Ph.D. from Rice University. (She is currently a postdoctoral researcher at Georgia Institute of Technology.)
If you’d like to support faculty research in the University of Minnesota College of Science and Engineering, visit our CSE Giving website .
Our unique combination of science and engineering within one college in a vibrant, metropolitan area means more opportunities for you. Learn about faculty openings.
Find more news and feature stories on the CSE news page .
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STEM experts from across the world join the University of Minnesota The University of Minnesota College of Science and Engineering (CSE) welcomes 26 faculty members this 2023-24 academic year—on its way to achieving its goal to hire 60 faculty in three years.The expertise of this new group of CSE researchers and educators is broad. They range in areas such as hybrid intelligence systems, the ...