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Editors Overview
njhrmd maintains an Editorial Board of practicing researchers from around the world, to ensure manuscripts are handled by editors who are experts in the field of study.
Focus and Scope
About the Journal
NOLEGEIN Journal of Human Resource Management & Development [2581-9461(e)] is a peer-reviewed hybrid open-access journal launched in 2018 that 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.
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Papers Published
Publication Charge
Open
Access
Focus and Scope
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Education, Training, and Development Practices: Identifying Audience, Plan For Mobility, Flexibility & Accessibility, Leverage Rich Media, Interactive Activities, Engaging Script, Incorporating Assessments, Performance Improvement, Knowledge, Skills & Abilities.
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Human Resource Maintenance and Retention: Labour Welfare, Economic Welfare, Recreational Measures, Physiological needs, Proper Wages, Mutual Trusteeship, Human Dignity, Personnel Audit, Retention rate, Intervene, Performance reviews, Cost reduction, Improved employee morale, Motivation-Hygiene Theory, and Job Characteristics Model.
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Compensation Practices: Single-Rate Pay, Step-Rate Pay—Automatic & Variable, Pay Differentials, Employee Performance & Abilities, Shift differential, Hazard pay, Review employee compensation, Audits, Company Budget, Annual raise, and Base salaries.
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Business Leadership: Delegation, Initiative, Goal setting, Goal setting, Integrity, Integrity, Self-awareness, Authoritative leadership, Bureaucratic leadership, Democratic leadership, Laissez-faire leadership, Strategic leadership, Transformational leadership, and Transactional leadership.
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Consulting and Diversity: Contracts, Client management, Accounting, Office Management, Target market, Legal structure, Revenue & Expense, Invoice management, Collections, Tax considerations, Insurance, Managing diversity, Corporate strategy, Legal concerns, and Hiring.
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Employee Relations: Positive relationship with employees, Proper work-life balance, Reasonable working hours, Workplace Conflicts, Workplace Safety, Pay Raise Requests, Employee satisfaction, Complaint response time, Workplace Bullying, Sense of obligation, In-role, and extra-role performance.
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Ethics & Sustainability: Rules of conduct or Moral principles, Ethical behavior, Compliance and laws, Confidential or proprietary information, Conflicts of interest, Use of company assets, Accepting or providing gifts, gratuities, and entertainment, Adopt procedures for voluntary disclosure of violations of federal procurement laws, Participate in best-practice forums, Corporate social responsibility, Sustainable business practices and Going green business strategy.
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Global HR: Talent acquisition, Financial services, Onboarding, Healthcare options, Employment screening, Workforce Management, Offshoring, Repatriation, International assignment management, Safety & Security, Labour Relations, Leadership, and Diversity.
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Organizational & Employee Development: Organizational effectiveness, Organizational structure, Ongoing performance, and productivity initiatives, Organizational learning, Organization-Wide Talent Management, Career Management, Comparing skill sets, Cognitive, Technological, Divisional structure, and Positive behaviors.
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Staffing Management: Identity, Recruit, Retain employees, Onboarding new hires, Direct hire staffing, Contract staffing, Quickly filling open roles, Faster company growth, Cost savings, Scheduling employees, Creating a timeline, Considering talent acquisition strategies, Iron out training materials and procedural documentation.
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Technical impact on HRM: Improve internal processes, IT strategic plan, Innovation process, Identify solutions quickly and flexibly during a negotiation, Identify new ideas for products and services, Identify new markets, Enhance management, Effective recruiting, Online job postings, Tracking applications, and Ease of Communication.
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Workforce Diversity Management: Creation of organizational climate, People working to the best of their potential, Rules out discrimination, Ability to Deal with Diverse Markets, Better Decision-Making, Better Human Relations, Building of Goodwill, Common Organisational Culture, Diversified Workforce, and Career Development Programmes.
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HR Outsourcing: Cost savings, Integrated HR outsourcing, Single-process outsourcing, Development, maintenance, Operation of HR information systems, Employee & manager policy, Talent-sourcing strategy, Third-party organization, Risk Minimisation, Security of Data, Support & Compliance.
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Employee Engagement & Employee Communication: Effective communication, Level of enthusiasm, Offering rewards, Discussing career advancement, Promotions for excellent work, Keeping employees informed about the company’s performance, Providing regular feedback, Engaged employees, and Emotional connection to the job.
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Work-life balance: Personal & Professional lives, Creating work leisure plan, Leaving out activities consuming time, Outsourcing & Delegating work, Relaxation time, Prioritizing work, Increased motivation, Stressfree, Maximum Productivity, and Healthy Lifestyles.
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Employee Satisfaction Survey: Employee morale, Satisfaction, and Involvement with the company Guarantee employees’ confidentiality, Clear language, Use of technology, Understand and improve productivity levels, Retain employees, and Understand training needs.
Open Access Statement
The NOLEGEIN Journal of Human Resource Management & Development (njhrmd) is an open-access (OA) publication which provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge. All published works will be available to a worldwide audience, free, immediately upon publication. Publication in the journal is subject to payment of an article processing charge (APC). The APC serves to support the journal and ensures that articles are freely accessible online in perpetuity under a Creative Commons licenses.
Publication Ethics Statement
njhrmd fully adhere to Code of Conduct of Publication Ethics (COPE) and to its Best Practice Guidelines. The Editorial Team enforces a rigorous peer-review process with strict ethical policies and standards to ensure the addition of high-quality scientific studies to the field of scholarly publication. In cases where njhrmd becomes aware of ethical issues, it is committed to investigating and taking necessary actions to maintain the integrity of the literature and ensure the safety of research participants. Click here to read more about the Research & Publication virtue ethics
Content Disclaimer
- All the information’s, opinions, and views mentioned here represents the authors and the contributions of the articles.
- Publication of articles, advertisements, or product information does not constitute endorsement or approval by the journal.
- Cannot be help responsible for any error or consequences while using the information updated in this journal.
- Although every effort is done by njhrmd to see that there’s no any inaccurate data, misleading data, opinion or statement within the journal, the data and opinions appearing in the articles are the responsibility of the contributors concerned.
