Exploring the interrelationship between quality, safety and HR within crisis management framework

Risk-based prioritization method for planning and allocation of resources in public sector

Purpose

The purpose of this paper is to present a risk-based prioritization method (RBPM), using functional failure risk and strategic importance assessment, in order to support public managers' decision-making process for the planning and allocation of scarce resources.

Design/methodology/approach

The methodology incorporates two assessment matrices into a management group’s decision-making process for resource allocation. As part of an action research strategy, the authors present the developed RBPM and its application in one Norwegian police district.

Findings

The RBPM provides a processual approach to detect risk of failures in the organization, which can facilitate better planning and allocation of resources, to mitigate risks from materializing and enhance performance. The results also indicate that the proposed assessment models provide an easier approach to consolidating different perspectives and weighting the strategic importance of disciplinary functions, when prioritizing the planning and allocation of scarce resources is necessary.

Research limitations/implications

The research is restricted in that it only considers one police district in Norway. Further limitation surrounds the issue of generalizability, as only one unit from the district is used. Further research should adapt and extend the developed RBPM in the district.

Practical implications

The RBPM may be of interest to public managers in the emergency sector operating with a large number of disciplinary functions in a highly dynamic and uncertain environment.

Originality/value

The RBPM applied in this study is based on approaches with advanced application in the oil and gas industry adapted to a contextually different environment which, in contrast, consists of functional hierarchies composed of human resources.

Adoption of innovative strategies to mitigate supply chain disruption: COVID-19 pandemic

COVID-19 pandemic outbreak caused supply chain (SC) disruption and threatened human life across the world, which could be mitigated through innovative strategies. Based on this scenario, this study examines the impact of COVID-19 on green practices, SC crisis mitigation strategies, smart technologies, and sustainable supply chain performance in the Pakistani manufacturing industry. Data was collected from Pakistani firms and employed structural equation modeling for testing hypotheses. The empirical results found that the COVID-19 pandemic is statistically related to green practices, SC crisis mitigation strategies, and smart technologies, while it harms sustainable supply chain performance. Moreover, green practices, SC crisis mitigation strategies, and smart technologies positively contribute to sustainable supply chain performance. The results of this study also confirmed the mediating role of green practices, SC crisis mitigation strategies, and smart technologies and moderating role organizational commitment in the context of a developing economy’s manufacturing industry. This study enhances awareness and understanding and contributes to the existing literature on verifying the link between COVID-19 pandemic and green practices, SC crisis mitigation strategies, and smart technologies to increase sustainable supply chain performance during a pandemic disruption in the Pakistani context. This study supports the managers of supply chain and manufacturing firms in adopting green practices and smart technologies. Also, it helps in the formation and successful implementation of SC crisis mitigation strategies during the crisis.

The framework of talent analytics using big data

Purpose

The era of work 4.0 demands organizations to expedite their digital transformation to sustain their competitive advantage in the market. This paper aims to help the human resource (HR) department digitize and automate their analytical processes based on a big-data-analytics framework.

Design/methodology/approach

The methodology applied in this paper is based on a case study and experimental analysis. The research was conducted in a specific industry and focused on solving talent analysis problems.

Findings

This research conducts digital talent analysis using data mining tools with big data. The talent analysis based on the proposed framework for developing and transforming the HR department is readily implementable. The results obtained from this talent analysis using the big-data-analytics framework offer many opportunities in growing and advancing a company's talents that are not yet realized.

Practical implications

Big data allows HR to perform analysis and predictions, making more intelligent and accurate decisions. The application of big data analytics in an HR department has a significant impact on talent management.

Originality/value

This research contributes to the literature by proposing a formal big-data-analytics framework for HR and demonstrating its applicability with real-world case analysis. The findings help organizations develop a talent analytics function to solve future leaders' business challenges.

The contribution of preoccupation with failure to TQM, crisis management and HR aiming to overcome crises

Purpose

The purpose of this paper is binary. At first, it explores the contribution of preoccupation with failure to total quality management (TQM) and crisis management (CM). Then, it analyzes how preoccupation with failure can advance the role of human resources department (HRD) in terms of CM.

Design/methodology/approach

This paper consists of the theoretical and the empirical part. In the theoretical part an extended literature review takes place. In the empirical part, the research statistical analysis is presented. The research was conducted in organizations that employ the largest number of employees in Greece and represent various corporate sectors.

Findings

The research permitted the authors to confirm their research hypotheses. It presented how preoccupation with failure can advance continuous improvement and CM. Moreover, it illustrated the impact of failure to the key role of HRD against crises.

Practical implications

Organizations and managers can reconsider their perspective towards failure. Additionally, they can review and redesign their TQM and CM procedures based on the research findings aiming to overcome crises.

Originality/value

The literature review indicated that limited research deals with the benefits of preoccupation with failure regarding TQM and CM. Specifically, the research advances the contribution of failure in relation with the level of CM intimacy to the role of HRD against crisis. The added value of the present is to make organizations and their top management realize the significance of failure and use it to promote learning, TQM and CM.

The impact of the innovative Total Quality Management tool in small and medium-sized enterprises

he present paper falling into the field of innovative management tools explores using the Total Quality Management (TQM) tool in the SME sector in Slovakia, attempting to identify barriers to the use of this tool in the given segment. TQM can be ranked among the innovative management tools that are under investigation and in our contribution, we want to bring a new overview of the use of this tool. Our research was based on foreign research in which the TQM management tool is at the forefront of use. On the other hand, we know from the research conducted so far on management tools in our business environment that the use of innovative tools is relatively low. The present research is based on the formulated hypotheses verified using statistical methods, namely the chi-square test of independence. In this research, we worked with hypotheses arguing that there are statistically significant relationships between the lack of personnel and financial resources on the one hand and the use of the innovative TQM management tool on the other hand. These relationships were statistically proved because in both examined hypotheses the expected value of p was lower than 0.05. We can, therefore, conclude that the lack of financial resources and the lack of skilled labour are among the important barriers to the use of TQM. In the determination of the third hypothesis, we assumed that managers could not agree on the establishment of TQM. This fact can, therefore, contribute to its relatively low use in our business environment. We also consider the incongruity of managers´ ideas as a barrier that may have an impact on the use of TQM, and these dependencies were examined by the Chi-square independence test. In verifying this hypothesis, the p-value was calculated to be p˃0.05 proving that this factor has no effect on the use of TQM and there is no dependency between these variables. In the present paper, we also focus on juxtaposing the present investigation with the research conducted to date in the field of innovative management tools. The present research is aimed at identifying barriers to the use of this management tool in an SME environment and at presenting TQM as a modern innovative instrument to be used by companies to manage and measure their performance. By using TQM, the company can align the financial and non-financial factors together and thus increase its competitiveness and meet the expectations of investors and other stakeholders. Keywords: Total Quality Management, innovative management tools, small and medium enterprises, performance.