https://mbajournals.in/index.php/JoHRMD/issue/feedNOLEGEIN-Journal of Human Resource Management & Development2025-01-24T09:45:43+00:00Journal Manager[email protected]Open Journal Systems<p><strong>NOLEGEIN-Journal of Human Resource Management & Development </strong>is a peer-reviewed journal and provides a platform to discuss new issues in the area of Global HR. The journal also seeks to advance the quality of research by publishing papers introducing or elaborating on Human Resource Maintenance and Retention. It's a biannual journal, started in 2018.</p>https://mbajournals.in/index.php/JoHRMD/article/view/1564Relationship: Ability Benevolence and Integrity on Trust for Management, An Empirical Study2025-01-24T09:45:43+00:00Sushma V[email protected]Kshama Poonja[email protected]<p><em>The study titled “Relationship: Ability, Benevolence, and Integrity on Trust for Management” examines the critical dimensions of trust in managerial contexts and their impact on organizational performance. Trust is recognized as a cornerstone for fostering collaboration, communication, and employee engagement, which contribute to enhanced organizational outcomes. This research focuses on three key dimensions of trust: ability, defined as the perceived competence and skills of managers; benevolence, reflecting the extent to which managers care about their employees' well-being; and integrity, which pertains to adherence to ethical principles and reliability. Grounded in social exchange theory, the study adopts a quantitative methodology, utilizing surveys to gather data from employees across diverse organizations. Statistical analyses confirm that all three dimensions significantly influence the trust employees place in their supervisors. The findings underscore that cultivating trust leads to higher employee satisfaction, increased engagement, reduced turnover rates, and greater organizational loyalty. The study highlights the strategic importance of leadership development initiatives, emphasizing training programs designed to enhance emotional intelligence and ethical decision-making skills among managers. By understanding the interplay between ability, benevolence, and integrity, organizations can implement effective strategies to build and sustain trust within their teams. This research provides actionable insights into management practices, emphasizing trust as a vital asset for achieving sustainable success. It concludes that effective leadership is predicated on fostering trustworthiness through the integration of competence, compassion, and ethical conduct, thereby reinforcing trust as a cornerstone for long-term organizational growth and effectiveness.</em></p>2025-01-24T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Developmenthttps://mbajournals.in/index.php/JoHRMD/article/view/1560Human Resource Management Practices: Impact on Nigerian Organizational Performance2025-01-22T09:24:50+00:00Tuka Akila Sunday[email protected]<p><em>With an emphasis on the moderating influence of strategy alignment and the mediating role of employee engagement, this study examines the relationship between organizational performance and Human Resource Management (HRM) practices in Nigerian firms. Data was gathered from 200 workers and 50 HR managers across ten Nigerian companies using a survey methodology. The results demonstrate that employee engagement mediates the favourable association between HRM practices and organizational performance. Additionally, it was discovered that strategic alignment moderated the association between Organizational performance and HRM practices. According to the study's findings, strategic alignment, employee engagement, and HRM practices are essential for attaining organizational performance in Nigerian businesses. The study adds to the body of knowledge on HRM and organizational performance and has implications for HRM practices and organizational performance in Nigeria. The positive association between HRM practices and organizational performance was found to be mediated by employee engagement, suggesting that motivated, productive, and goal-aligned individuals are more likely to be engaged. Additionally, it was demonstrated that strategic alignment moderated the association between HRM practices and organizational performance, emphasizing how crucial it is to match HR strategies with overarching business strategy in order to optimize performance outcomes. The study's conclusions highlight the necessity of an integrated strategy where HRM practices are strategically aligned with company goals and where employee involvement is encouraged to drive performance, providing managers and HR practitioners in Nigerian firms with insightful information. By presenting empirical data from a Nigerian context and practical suggestions for boosting the efficacy of HRM practices in enhancing organizational performance, the study adds to the body of literature already available on HRM and organizational performance.</em></p>2025-01-24T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Developmenthttps://mbajournals.in/index.php/JoHRMD/article/view/1537Exploring the Role of E-Learning Tools in Transforming Traditional Pedagogy2025-01-11T09:06:29+00:00Nasika Lakshmi[email protected]<p><em>E-learning tools, such as Learning Management Systems (LMS) and virtual classrooms, enable educators to deliver content efficiently, track student progress, and facilitate interactive learning. These tools support various teaching strategies, from self-paced courses to real-time collaboration, enhancing the overall learning experience. This study explores the impact of e-learning tools on the teaching and learning process in higher education, examining both the opportunities and challenges associated with their use. A survey was conducted among students, educators, and administrators to assess the frequency of e-learning tool usage, their effectiveness, impact on engagement and information retention, and the challenges faced in their implementation. The study also explores the perceived opportunities for improving educational quality through e-learning tools, such as personalized learning, flexible pacing, and enhanced interaction. The findings reveal that frequent use of e-learning tools is positively correlated with higher engagement, greater effectiveness, and improved retention of information. However, challenges such as lack of technical skills, inadequate access to technology, and connectivity issues were identified as significant barriers to effective e-learning implementation. The study concludes that while e-learning tools offer substantial potential for improving educational outcomes, addressing these challenges and providing adequate support and infrastructure are crucial for maximizing their effectiveness. This study highlights the need for institutions to invest in training and resources to ensure the successful integration of e-learning tools in modern education systems</em></p>2025-01-11T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Developmenthttps://mbajournals.in/index.php/JoHRMD/article/view/1519A/B Testing in HR Technology: Improving User Experience and Decision-Making with Data-Driven Metrics 2024-12-16T05:48:29+00:00Manasa Gadapa[email protected]<p><em>Based on the analysis, A/B testing is essential for enhancing usability and is the most important decision-making tool in the field of HR technology. When a feature or a product is implemented in two different ways, it is possible to determine the goal standards and objectively establish efficiency and user satisfaction enhancements within an organization. Identifying how these methods can be translated between various applications of HR technology, such as internal mobility platforms, onboarding processes, and tools that are implemented for and by employees, is the focus of this paper. By implementing A/B testing, the HR teams will enhance engagement and efficiency and make much better decisions for the overall good of the employees and the company. For example, A/B testing applies to improving the selection aids, the tailored experience of onboarding new employees, or enhancing the intranet and internal communication technologies. Through frequent assessment of the feedback provided by users concerning multiple versions, organizations can optimize the usage of HR technologies to enhance the experiences of the employees with whom they interact. Finally, A/B testing positively affects business operations and reduces costs by improving the effectiveness of HR technology implementation.</em></p> <p> </p>2024-12-24T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Developmenthttps://mbajournals.in/index.php/JoHRMD/article/view/1505The Maze of Modern Job Hunting and Ghost Jobs: Exploring the phenomenon of Ghost Jobs as rising recruitment trend and hidden side of job market.2024-09-24T05:25:21+00:00Sahana Madan[email protected]Amruta. N[email protected]Jeevan. R[email protected]<p><em>The labor market is experiencing strange times around the world. Many job seekers are applying to jobs that never seem to get filled or have been posted for months. We refer to these job listings as "Ghost Jobs." An increasing amount of job postings on Indeed and LinkedIn are fraudulent. These are job postings for positions that might never be filled or won't be filled at all. Ghost jobs represent a deceptive phenomenon in recruitment where companies offer job openings without any genuine intention of filling them up with reasons & motives which may vary from company to company across different organizations. Although it is rare, some companies pretend to be hiring to give the impression that they are larger than they actually are or that their growth is consistent. "Ghost Jobs" are positions that businesses may never plan to fill or may look to fill later.</em></p> <p><em> </em></p> <p><em>The companies merely do it to appear impressive on paper and demonstrate that they are actively hiring. They may be dealing with more urgent issues like budget and employee retention, but they still want to have a pool of qualified applicants in case they need them in the future. The research paper is an exploratory study and to conceptually understand this new and rising job trend, know the reasons behind the rise of "ghost jobs" in technology-based companies and how to spot them. The paper focusses on exploring strategies used to mislead the job applicants and its influencing factors on the company’s brand. So with all these factors at play, it is safe to assume that not only do ghost jobs hurt the economy, but also everyone they affect, from employers to potential employees. This phenomenon significantly impacts the job market and the industry, as it creates frustration and prevents qualified individuals from applying for jobs that “aren't really there.” The paper will recommend suitable strategies for Gen Z job seekers to pay attention to this alarming recruitment trend.</em></p>2024-09-15T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Developmenthttps://mbajournals.in/index.php/JoHRMD/article/view/1436A study on AIs impact on Human Resource Management System2024-07-10T06:17:41+00:00Ashwin Gedam[email protected]Nitin Kumar Jain[email protected]<p><em>Human resource management dates back to 18<sup>th</sup> century or before during industrial age when it was known as the labour management, then after the machine age of early 1900s it became personnel management as the industries required trained or skilled persons or personnel to run machines. After 1950s with the advent of electronics and computer, it slowly evolved into the field which we today called human resource management. After 1990s with computers getting more advanced and business getting more competitive the human resource management incorporated into strategic human resource management. In present times the concept of AI is getting popular. Almost every field is incorporating AI into their framework or system, be it defence, agriculture, weather forecasting, IT industry, etc. By observing the extent of expansion of artificial intelligence into many sectors it was not very unlikely that a management field like human resource can be left behind. The present paper makes and earnest attempt to study the impact of AI on human resource management. Topics such as the challenges faced by human resource managers while incorporating AI, facilitation provided by AI in recruitment and selection, AI’s impact at workplace, etc., are covered in this paper. This paper can serve a theoretical framework for the readers looking to get an overview into this topic.</em></p>2024-07-15T00:00:00+00:00Copyright (c) 2024 NOLEGEIN-Journal of Human Resource Management & Development