1. Usage of Artificial Intelligence Tools in Human Resources ManagementVanna Jensen, 2025, undergraduate thesis Abstract: Artificial intelligence is one of the largest technological trends in the 2020s, and many processes have been transformed by it, just like all technological innovations have. It is no longer based exclusively on corporate level, but since its free public launch, AI has become much more accessible that people are even using it for personal needs. Human Resources Management is not immune to the changes and HR leaders are utilising it as well to improve efficiency, data-driven leadership and decision-making. However, there is one concern from general public: how smart and ethical is it to have AI deployed in a department that is about managing humans and its relationships, where we need to have a human to understand the context and emotions?
The theoretical part of this thesis explores technological evolution of Human Resources Management, brief fundaments for the AI technology, HRM areas where it can be applied, along with its benefits and detriments, which serves as the basis to gain knowledge and insights through literature review. Furthermore, the empirical part explores the actual usage by interviewing HR leaders that have deployed AI into their technical stack. With rich qualitative data from different perspectives, we are able to see how AI is being used, and HR professionals’ respective opinions, who all agree that AI is a powerful tool that transforms the HRM processes by dealing with repetitive and mostly administrative tasks, leaving plenty of space to focus on more creative and strategic tasks. One of the largest concerns regarding AI is in people; how they train the model and to what extent is AI being relied on.
Keywords: human resources management, artificial intelligence, machine learning
Published in DKUM: 10.09.2025; Views: 0; Downloads: 12
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2. Muckrakıng through the novel : Upton Sınclaır’s The Jungle and the early hıstory of human resources managementFuat Man, 2024, original scientific article Abstract: Background and Purpose: This study is based on the assumption that the novel, which is a modern narrative form, reflects the canon of the period in which it was written. In this context, the study tries to show how human resources management practices were carried out in large-scale industrial units in a period when the human resources management function was not specialized, with The Jungle novel by Upton Sinclair. Design/Methodology/Approach: The study is based on a typology that Bruce E. Kaufman used while describing the early history of US HRM. Kaufman lists fourteen factors that characterize early HRM. One of them is the revealing activities of the Progressive movement. Therefore, the novel is considered here as a means of disclosure. Designed on this basis, the study analyses The Jungle novel around the following themes: the foreman’s empire, child labour, occupational health and safety, wages, job insecurity, career, and the blue-collar/white-collar divide. Results: The novel shows that although the scale of manufacturing units grew in the early 1900s, human management practices were not yet institutionalized and specialized. Therefore, HRM routines are carried out with the arbitrary attitude of foremen, wages are below the natural wage level, child labour is widely used, and there is a working life full of risks in terms of occupational health and safety. Conclusion: When the narrative of the novel about human management is read in parallel with the academic studies describing the period, the parallelism between the two narratives shows why the novels can be used as material for academic studies.
Keywords: human resources management practices, early history of human resources management, Upton Sinclair’s The Jungle
Published in DKUM: 12.08.2025; Views: 0; Downloads: 1
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3. Professional and organisational commitment in the hospitality sectorMarjetka Rangus, Bojana Radenković-Šošić, Srđan Milošević, Jože Hočevar, Iva Škrbić, Mladen Knežević, 2020, original scientific article Abstract: The purpose of the study is to examinewhether two differentwork commitment profiles influence service quality in the hospitality sector in Slovenia and Serbia and how the implications of the differences can be used in the tourism and hospitality industry. Combining a qualitative and quantitative approach, two new instruments were developed for this study. The first instrumentwas created on the basis of short, structured interviews with employees. Two factors explaining the two different commitment profiles were determined with statistical analysis and with themethod of clustering, four dimensions of commitment profiles formingwere extracted. The second instrument was developed on the basis of existing evaluation forms for employees in the tourism industry and interviews with leading and middle managers of hotels. The findings of the study show that there is a small proportion of professionallyoriented employees in the tourism sector, and the difference among employees is evident in the ranking of working values. These results could be useful formanagers in planning and organising their human resources and also in planning further development of their companies% human resource policies. The original contribution of the article is the ranking of working values and the perception of quality work by employees in the hospitality sector. The study also reveals new evidence on different types of commitment profiles.
Keywords: tourism, hospitality, organisational commitment, professional commitment, human resources management, HRM
Published in DKUM: 29.01.2024; Views: 270; Downloads: 25
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4. The influence of human resources competency management on the business success of small and medium enterprisesIva Klepić, 2022, original scientific article Abstract: The success of the organization is based on the quality of human resources,
their competencies, motivation, loyalty, and their business results. The basic
aim of this research is to determine whether and to what extent human
resources competency management influences the business success of small
and medium enterprises (SMEs). The empirical research was conducted in
234 SMEs in the Federation of Bosnia and Herzegovina in January 2021. An
original questionnaire was created for the survey, which gathered the opinions
of top managers. In the paper, human resources competency management is
viewed as a process consisting of: determining the required competencies,
determining current competencies and the competency gap and undertaking
activities to ensure and develop the necessary competencies. For the
business success of SMEs, business performance was researched through four
perspectives of the Balanced Scorecard (financial, customer, internal business
processes and learning and growth perspective). The research results showed
the correlation between the studied variables and the influence of human
resources competency management on the business success of SMEs
viewed from all four perspectives. The paper includes a comparison with
similar research, limitations and recommendations for future research. The
originality of this work lies in creating an original model of the connection
between human resources competency management and business success
(performance) of SMEs as viewed through four perspectives of the BSC, which
has been empirically tested. Also, no such research has been conducted in
B&H to investigate the influence between the human resources competency
management and the business success of SMEs.
Keywords: business performance, balanced scorecard, competency management, human resources, small and medium enterprises
Published in DKUM: 19.06.2023; Views: 438; Downloads: 15
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5. Remote working management skills for HR professionals : handbook for trainersMarko Ferjan, Mojca Bernik, 2022, manual Abstract: The handbook “Remote working management skills for HR professionals-HANDBOOK FOR TRAINERS” is related to online training for HR professionals.
In the handbook, we present the curricular aspects of the training. The emphasis is on the following:
list of skills for mangers;
list of learning outcomes;
list of learning contents;
learning strategies and methods;
learning materials;
instructions for examination and grading;
instructions for implementation.
There are six learning modules in the list of learning contents: Communicational skills, Digital skills, Work-life balance, skills, Organizational skills, Leadership skills and HRM skills.
For each learning module, we prepared the learning material:
Case studies;
Practical exercises;
Questions and answeres;
Multiple choice questions.
The trainer also has available for each learning module:
Power point presentations (5 files for each learning module);
Lecture notes (10-15 pages for each learning module).
Presentations and lecture notes are not included in this handbook. They are published separately.
Keywords: remote working, education, curriculum, human resources management, management, iorganisation
Published in DKUM: 27.07.2022; Views: 1113; Downloads: 114
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6. Sustainable development of careers in tourismMitja Gorenak, 2016, original scientific article Abstract: Developing sustainable careers in the tourism sector is just as hard as achieving sustainable tourism in general. Our objective was to determine tour guides' attitude to the sustainable development of their careers by tourist agencies as those engaging them. We conducted a survey among representatives of tourist agencies (N = 34). The research showed that the economic pillar of sustainable development is perceived to be the most important when it comes to the sustainable development of careers, followed by the environmental pillar as the second and the social pillar as the least important. In order to achieve the truly sustainable development of careers, the focus must be on the social pillar of development.
Keywords: tourism, career, development, human resources
Published in DKUM: 29.11.2018; Views: 1630; Downloads: 60
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7. The influence of social networking sites on recruiting human resources in the Czech republicLucie Bohmova, Antonín Pavlíček, 2015, original scientific article Abstract: Background: This paper is focused on the usage of social networking sites (SNS) for human resources departments in the process of hiring new employees. It also maps the development and influence of SNS on recruiter's behavior and customs. The main aim is to find out, whether SNS could/will replace traditional online job boards in the Czech Republic. The motivation for the research is to determine whether SNS can be used for serious and practical business purposes.
Methods: The paper presents authors’ empirical research with two interconnected instruments used for data collection: (1) Questionnaire with 15 questions devoted to usability, evaluation and comparison of SNS with job portals (N=286 HR specialists) and (2) Comparison of 3 online job advertising methods – job portals, SNS and business website.
Results: HR specialists regularly use publicly available information on candidates’ Facebook profiles. Similar results have been observed using both instruments. SNS's in the Czech Republic are not yet used by recruiters as the main tool for recruitment, however, are often used as a support tool for decision making in the final stage of recruitment. Use of SNS's by recruiters is universal; we have not found any significant differences in terms of demographics (men, women, old, young HR professionals). The rate of utilization of SNS's by recruiters in the Czech Republic is gradually increasing, but does not reach the US level.
Conclusion: Our findings confirm the rising importance of social networking sites (SNS) usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards (eg. Jobs.cz) are still important. However, the expectation is that in the near future, this will change and SNS‘s may replace the job boards.
Keywords: human resources, new trends, social networks, social networking site, SNS, job boards, competitive advantage
Published in DKUM: 22.01.2018; Views: 1395; Downloads: 395
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8. Innovation and human resource management : the Greek experienceAnastasia Katou, 2008, original scientific article Abstract: The purpose of this paper is to investigate the pathways leading from innovation to organisational performance by using structural equation modelling. Specifically, we used this analytical tool to test a research framework that is constituted by a set of causal relationships between organisational contingencies, innovation, HRM policies (resourcing, training, rewards, relations), HRM outcomes (skills, attitudes, behaviour), and organisational performance. Employing data from organisations operating in the Greek manufacturing sector, results indicate that the impact of innovation on organisational performance is positive and mediated through HRM policies and HRM outcomes, and moderated by organisational context (management style, organisational culture).
Keywords: human resources, innovation strategy, HRM policies, causality, structural equation modelling, Greek manufacturing
Published in DKUM: 30.11.2017; Views: 1244; Downloads: 193
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10. Training in diversity managementSonja Treven, Urška Treven, 2007, original scientific article Abstract: The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given.
Keywords: diversity management, training, employment, competitiveness, human resources, management
Published in DKUM: 26.07.2017; Views: 1736; Downloads: 501
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