The purpose of this research is to provide a better understanding of the relationship between human resource management (HRM) practices and innovation. This research responds to calls in the literature on HRM and innovation to consider a wider number of HRM practices that have previously been neglected and are likely to produce a positive impact on innovation awareness and commitment (Shipton et al., 2006; Zhao et al., 2012). Therefore, the research is concerned with a wide number of HRM practices and their impact on innovation awareness and commitment. The underpinning rationale is that while previous studies have revealed that HRM practices can be significant for innovation, these studies are not inclusive, and the research is still scant and in its early stages as there has been a lack of consideration of a comprehensive range of HRM practices (Shipton et al., 2006). In simple terms, previous studies have looked at the relationship between HRM practices and innovation based on a limited number of practices and at the macro or inter-organisational level. Therefore, the fundamental contribution of this thesis is the shift in perspective. While previous research has looked at a limited number of HRM practices that largely appear to be borrowed from high-performance work systems (HPWs), this thesis considers a wider range of practices that can impact on innovation at the intra-organisational level – more specifically, to study employees’ perceptions of HRM practices that may promote innovation awareness and commitment. Innovation awareness and commitment refers to the extent to which the organisation is engaged in innovation. Degree of innovativeness and the open innovation approach are studied in this research, to determine whether HRM practices can impact on radical or incremental open innovation. Additionally, departmental differences are considered in this thesis: that is whether employees in different departments have different perceptions of the extent to which HRM practices promote innovation’. To this end, the data set was obtained from two research phases. A quantitative survey was distributed to 280 employees in a Jordanian telecommunications company. Findings from the first phase of the research indicated a number of new HRM practices that were not recognised by previous studies. This research found a positive impact of HRM practices in promoting innovation, as perceived by employees. HPWs, HRM hygiene factors, motivation and communication were perceived by employees to promote innovation in their organisation. The results show that the relationship between HRM practices and innovation is perceived by employees to promote the origins of innovation, specifically open innovation and radical innovation. No support was found for expectations and sharing information to promote innovation. Phase two of the research consisted of semi-structured interviews conducted with senior managers and employees in the same company that participated in phase one. In phase two of the research, the interviews provided better insights and explanations of the results and findings from the survey questionnaire. The results from phase two confirmed the findings from the statistical analysis, and a distinctive finding was the differences between managers’ and employees’ perceptions of HRM practices. Employees identified or perceived practices that are related to their performance and that enable them to develop their levels of motivation and commitment. Managers identified practices that work in the favour of the organisation, with less focus on employee needs. This was clear when comparing which practices and indications were mentioned by managers and employees. It is worth mentioning here that, given the relatively close conceptualisation in the literature that innovation is a form of organisational performance, this thesis does not intend to rebrand ‘performance’ as ‘innovation’ per se. This is especially in this research as it seeks to understand the relationship between HRM practices and innovation by looking at employees’ perceptions of HRM practices that may promote innovation and cause their company to be perceived as an innovative workplace. This research is probably the first attempt to study the role of a comprehensive list of HRM practices in influencing innovation by considering employees’ perceptions of HRM practices that may promote innovation. Moreover, the intra-organisational level was considered, along with departments, degree of innovativeness (radical-incremental innovation) and types of innovation approach (open vs closed).

Studien har undersökt hur några norrländska stora och medelstora organisationer arbetar medkompetenskartläggning. Vidare undersöktes hur synen på kompetens, kompetenskartläggningoch utsikter för HR-arbetet i och med digitaliseringens framfart varierar mellanorganisationsnivåer. Studien tog delvis utgångspunkt i teorier som rör arbetet med kompetensutifrån ett organisatoriskt perspektiv. Även teorier som rör digitalisering av organisationer ochmer specifikt HR-funktionen där det tämligen nya tillvägagångssättet för databaserad analys,People Analytics, diskuterats i relation till framtidsutsikter och kartläggning. Studiensuppkomst och relevans kunde härledas till den globala kompetensbrist som återspeglas iSverige och i synnerhet Norrland. Data samlades in genom semistrukturerade intervjuer medHR-anställda från respektive organisation. Av resultatet framkom att samtliga organisationerupplever kompetensbristen i någon mån, däremot varierade synen på kompetenskartläggningoch dess nytta för organisationen. I det fall kompetenskartläggning utförs var det ofta relaterattill uppkomna behov såsom rekrytering- eller utbildningsinsatser, i andra fall delegerasansvaret till chefer och föll således inte under HR´s ansvar. Resultatet kunde härledas till dengenerella utvecklingen av HR-professionen då det i studien framkom att det skett enförflyttning från en mer kvalitativ till en mer affärsmässig och strategiskt syn på HR. Vidareframkom att digitaliseringen kan påstås påskyndat denna transformation. En förändring somansågs vara mer eller mindre positiv bland de olika informanterna. Studien bidrog därmedmed en förklaring till varför det finns anledning att ifrågasätta kompetenskartläggningensförekomst i organisationer, men även en skildring av HR´s och den digitala utvecklingen roll iorganisationerna. En förändringsfas som enligt studien bör betraktas som pågående.

ABSTRACT Date: 2023-05-30 Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors:  William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                               Title: How will Artificial Intelligence change Human Resource Management? Supervisor: Grinbergs, Johan Keywords:  Artificial intelligence, AI, Human Resource Management, Evolutionary Theory, Episodic Change, Resistance to Change Research question: How do HR practitioners see AI as a change for their work? What are the perceptions of HR practitioners regarding the implementation of AI in their workplace? Purpose: The purpose of this study is to contribute with knowledge regarding how practitioners in HRM see the use of AI as a change for their work. This is examined from both a practical and an emotional perspective.   Method: A qualitative study in which semi-structured interviews with HR practitioners in Södermanland county were carried out based on a target-driven theoretical selection method. Conclusion: HR practitioners believe that AI will affect certain work-related tasks in the future. They consider this as a positive change. HR practitioners feel varying degrees of apprehension about implementing AI depending on their job position, where managers and specialized HR practitioners experiencing less apprehension. Implementation of AI should be done at a slow continuous pace for HR practitioners to get used to these changes. / SAMMANFATTNING Datum: 2023-05-30 Nivå: Kandidatuppsats i Företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Författare: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                                      Titel: Hur kommer Artificiell Intelligens att förändra Human Resource Management? Handledare: Grinbergs, Johan Nyckelord: Artificiell intelligens, AI, Human Resource Management, HRM, Evolutionary Theory, Episodic Change, Resistance to Change Forskningsfrågor: Hur ser praktiker inom HRM på AI som en förändring för deras arbete? Vilka föreställningar har praktiker inom HRM angående implementering av AI på deras arbetsplats?  Syfte: Syftet med denna undersökning är att bidra med kunskap om hur praktiker inom HRM ser på användningen av AI som en förändring för deras arbete. Detta undersöks utifrån både ett praktiskt och ett emotionellt perspektiv. Metod: En kvalitativ undersökning där semistrukturerade intervjuer med praktiker inom HRM i Södermanlands län utfördes utifrån en målstyrd teoretisk urvalsmetod. Slutsats: Praktiker inom HRM anser att AI kommer att påverka vissa arbetsuppgifter i framtiden. Detta anser dem som en positiv förändring. Praktiker inom HRM känner olika grader av oro inför implementering av AI beroende på deras arbetsposition, där chefer och specialiserade praktiker upplever mindre oro. Implementering av AI bör utföras i en långsam kontinuerlig hastighet för att praktiker inom HRM ska vänja sig med dessa förändringar.

Title: Green Human Resource Management in a Swedish Context Subtitle: An exploration into the translation of literature to practice in self-proclaimedsustainability-focused companies The purpose of this study is to investigate the implementation of green human resourcesmanagement practices within Swedish companies by applying a qualitative contentanalysis on a series of semi-structured interviews. The literature review gives a short introduction to the emerging research field of GHRM by presenting it in contrast with human resources management, highlighting the fiveareas mentioned in the research questions. The qualitative content analysis shows that the companies included in the study, with aself-proclaimed sustainability focus, do implement and utilize GHRM practices withinsome of the studied areas. The analysis concludes that the area of employee relations isheavily influenced by GHRM practices, whereas it only partly influences the area ofrecruitment and selection as well as the area of training and development. When itcomes to the areas of performance management and reward management the studyshows that, at this point, GHRM practices are negligible. The theoretical contributions very much coincides with the results of the analysis,whereas the practical contributions lie in the uncovering of actual practices regardingGHRM in Swedish companies. The research questions for the study are: How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of recruitment and selection? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of performance management? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of training and development? How (if they do) Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of reward management? How (if they do) do Swedish organizations with a self-proclaimed sustainability focus,implement and utilize ‘green’ practices within the area of employee relations?

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The purpose of this study was to contribute to an increased understanding of how AI toolscan be used in recruitment. This study clarifies the opportunities, challenges and attitudesassociated with the use of AI in recruitment processes. Adopting a qualitative researchapproach through semi-structured interviews, this study shows the insights of HRprofessionals from a big IT company. Based on this, our research question were as follows:What opportunities and challenges are perceived in relation to the use of AI in recruitment?This study examines respondents' attitudes towards the use of AI in recruitment, revealing amix of curiosity and caution. While some respondents appreciate AI's potential for improvingefficiency and fairness, such as by evaluating resumes and coding tests more objectively,there is significant concern about the loss of human elements, particularly in personalinteractions and cultural fit. Respondents emphasize the irreplaceable value of face-to-faceinterviews for understanding candidates beyond their qualifications on paper. The findingshighlight both the opportunities and challenges of integrating AI into recruitment processes,stressing the need for a balanced approach that retains essential human judgment. These arevaluable insights to consider before implementing AI in recruitment and importantinformation for everyone involved in recruitment process.

No / This study explores how colonial laws and administrative practices shaped the evolution of employment management in Pakistan. It identifies important mechanisms used by the British Raj (the period of British rule of the subcontinent) to institutionalise legal and administrative frameworks: the legacies of these structures continue to influence contemporary management practices in government sector organisations. This article investigates the legacy of the Raj's ¿quota system¿ in the civil services and the doctrine of the ¿martial race¿ in military services, both of which offered enduring structural advantages in the labour market to designated groups. It further considers the implications of the study's findings for international HRM in particular, but also management theory, comparative HRM and comparative management in post-colonial societies.

Adjustment of a given age distribution to a desired age distribution within a required time frame is dynamically performed for the purpose of Human Resource (HR) planning in Human Resource Management (HRM). The adjustment process is carried out by adding the adjustment magnitudes to the existing number of employees at the selected age groups on the yearly basis. A model of a discrete dynamical system is employed to emulate the evolution of the age distribution used under the adjustment process. Genetic Algorithms (GA) is applied for determining the adjustment magnitudes that influence the dynamics of the system. An interesting aspect of the problem lies in the high number of constraints; though the constraints are fundamental, they are considerably higher in number than in many other optimization problems. An adaptive penalty scheme is proposed for handling the constraints. Numerical examples show that GA with the utilized adaptive penalty scheme provides potential means for HR planning in HRM.

This dissertation investigates telework participation within the US federal government, structured through three interconnected articles from a human resource management perspective. It sheds light on the factors critical for the successful implementation of telework including human resource management (HRM) practices, differences among generational cohorts, and the role of line managers. Chapter 1 presents the motivation for this dissertation, theoretical foundations, an overview of telework within the US federal government, and a summary of the three research studies conducted. Chapter 2 introduces the first manuscript, which examines the impact of HRM practices on telework participation among US federal employees using the Ability, Motivation, and Opportunity (AMO) framework. This study analyzes data from the 2015 Federal Employee Viewpoint Survey (FEVS) through multinomial logistic regression. The results highlight that skills enhancement, promotional opportunities, and cooperative work environments significantly correlate with the likelihood of telework participation. Chapter 3, the second manuscript, applies generational cohort theory to investigate differences in telework participation among generational groups. Utilizing multinomial logistic regression analysis on FEVS data from 2013, 2014, and 2015, the study finds varied preferences for telework across Millennials, Generation X, Late Baby Boomers, and Early Baby Boomers. Generation X shows the most likelihood of telework participation compared to Millennials and Baby Boomers, with Early Baby Boomers displaying the least inclination. Chapter 4, the third manuscript, assesses the role of line managers as HRM partners and facilitators in telework participation. Applying Leader Member Exchange (LMX) theory and 2015 FEVS data, the study finds that the quality of relationships between line managers and employees -marked by mutual trust, support, and respect – enhances the likelihood of telework participation. Chapter 5 concludes this dissertation with summaries of research findings, theoretical and practical implications, research limitations, and avenues for future research directions. / Doctor of Philosophy / This dissertation investigates telework challenges within the US federal government, focusing on key factors that contribute to successful telework implementation. It consists of three interconnected studies, each addressing different aspects of telework from a human resource management perspective. The first study examines how human resource management (HRM) practices influence telework participation among federal employees. It found that skills enhancement, fair promotion opportunities, and cooperative work environments significantly increased the likelihood of teleworking. These findings suggest that HRM systems need to be adaptive and supportive through the alignment of practices with telework goals to ensure effective implementation. The second study explores generational differences in telework participation. The research showed that Generation X employees are the most likely to participate in telework, followed by Millennials and Late Baby Boomers, while Early Baby Boomers are the least likely. These findings underscore the importance of tailoring telework policies to the preferences of different generational groups. The third study focuses on the role of line managers in supporting telework. It demonstrated that strong relationships between employees and their supervisors, characterized by mutual trust, support, and respect, significantly enhance telework participation. This highlights the critical role of managerial support in successful telework programs. The dissertation concludes with a summary of research findings, practical implications for managing telework in the federal government, and recommendations for future research. These insights can help public sector organizations develop effective telework programs that meet the diverse needs of their employees.

1992年韓國和中國建交之後，韓商赴中國大陸投資的現象逐年增加。韓商的投資區域主要是山東和江蘇地區。尤其是青島城陽區韓國公司密集，產生‘韓國城’。由於經營年數相繼增長，中國大陸籍幹部在地化現象也已經發生。韓商赴中國大陸投資採取長期經營的方針，並不會以韓派幹部為永久經營管理的適當人選。全球化過程當中，投資中國的韓資企業人力資源管理的運用已經漸採在地化的管理模式，培育技術人才和管理幹部，發揮本土化策略之功效。 在城陽區的韓商主要是勞動密集型的中小企業。2008年中國大陸勞動合同法實施，最低工資標準提高，人民幣升值，這些都讓韓商感到成本上的壓力。韓商人事管理方面會忽視引起各種各樣的勞務問題。在這樣的情況下，本文旨在瞭解韓商在青島各個產業和大中小企業怎樣運作勞務管理，人才在地化的程度，再加上深度的分析和探討實際情況與解決方法。 本論文屬探索性研究，在資料的收集，個案分析與印證上都採用個案研究法，並且透過深度訪談的方式進行個案研究。本研究分析工資和職位，信任度的程度與當地政府，韓資企業，勞動者的互動因素。 / After the establishment of diplomatic relations between Republic of Korea and People’s Republic of China in 1992, investments by Korean into China continue to rise. Shandong and Jiangsu provinces take the lead in attracting investments from Korea, while Chengyang District, Qingdao witnesses the pool effects of Korean firms with “Korean Town” in place. The seasoning of Korean firms in the region calls for the localization of top management. Korean firms do not take it for granted that local subsidiaries need to be dictated by Korean people when it comes to long-term operation and continued success. The human resources management pattern of Korean firms is conducting the localization amid the era of globalization, by nurturing technical personnel and managers to bring local elements into play. Key Koreaninvestors in Chengyang District are labor-intensive, mid- and small-scale enterprises. In the year 2008, Korean firms get burdened by the implementation of the State Employee Contract Law, the rise in minimum wage, and the appreciation of Chinese Yuan (RMB). Negligence of Korean firms also gives rise to problems of labor. The present thesis strives to grasp how the labor management system operates in large, mid and small scale enterprises of several industries in Qingdao, draws out the degree of localization, and conducts in-depth analysis of situations and solutions. Exploratory research is practiced throughout the paper. Thorough interview were conducted to gather material, and analysis and confirmation is based on case studies. Compensation and position, the degree of trust, and the inter-action of local government, the Korean enterprises and the workers are at the core of the paper.