Building the Future with Human Resource Management (Management and Industrial Engineering)

Preface
Contents
Editors and Contributors
Technological Trends in Human Resource Management—Innovation Analysis
	1 Introduction
	2 Theoretical Background
		2.1 Innovations for Human Resources Management
		2.2 Patent Analysis—Approaches and Methods
		2.3 Patent Analysis for Technical Field of Human Resources Management
	3 Methodology of the Human Resources Management Innovation Analysis
		3.1 Step One: Searching and Selecting Data
		3.2 Step Two: Patent Landscape
		3.3 Step Three: Analysis of Technical Content of Patents
	4 Results and Discussion
		4.1 Step One Results: Patent Families Sample
		4.2 Step Two Results: Patent Landscape
		4.3 Step Three Results: Extracted Content of Patents
	5 Conclusion
	References
Artificial Intelligence (AI) in Human Resource Management (HRM)
	1 Introduction
		1.1 The Evolution of Artificial Intelligence (AI)
		1.2 Artificial Intelligence (AI) in Business
		1.3 Artificial Intelligence (AI) in Different Sectors/industries
		1.4 The Evolution of Human Resource Management (HRM)
	2 Reinvention of Human Resource Management (HRM) Practices Through Artificial Intelligence (AI)
		2.1 Implementation of Artificial Intelligence (AI) in Human Resource Management (HRM) Practices
	3 Usage of Artificial Intelligence (AI)-Based Software in Human Resource Management (HRM)
		3.1 Types of Artificial Intelligence Software Tools Usage for the Human Resource Industry
	4 Opportunities and Challenges in a Digital World of Work Associated with Artificial Intelligence (AI) in Human Resource Management (HRM)
		4.1 Opportunities of Using Artificial Intelligence (AI) in Human Resource Management
		4.2 Challenges of Using Artificial Intelligence (AI) in Human Resource Management (HRM)
	5 Benefits of Artificial Intelligence (AI)
		5.1 HR Professionals
		5.2 Employees Experience
		5.3 Organization
	6 Conclusion
	References
Should Human Resources Management “Go Green”?: The Impact of Green Human Resources Management on Employees’ Green Behavior, Affective Commitment and Company Green Performance
	1 Introduction
		1.1 Green Human Resource Management
		1.2 Individual Staff Green Behaviours
		1.3 Company Green Performance
		1.4 Affective Commitment
	2 Method
		2.1 Data Collection Procedure and Constructing the Sample
		2.2 Questionnaire Structure and Measurement Instruments
		2.3 Sample Characteristics
		2.4 Internal Consistency of the Scales
	3 Results: Discussion and Analysis
		3.1 Descriptive Analysis and Correlations
		3.2 Relationships Existing Among the Variables
		3.3 Discussion
	4 Conclusion
		4.1 Key Conclusions and Contributions to Management
		4.2 Limitations and Suggestions for Future Research
	5 Annexes
	References
The Design of the Cyberphysical Navigator Model as a Sustainable Framework Enhancing Organisational Resilience
	1 Introduction
	2 The Complexity of Global Crises and Their Impact on Marketing and the Resilience of Organizations
		2.1 Brief History of Design
		2.2 Design Thinking—The Managerial Approach of Designerly Application 
		2.3 The DWA Model— Model of Rapprochement Between Design and Marketing
	3 Creating a Theoretical Framework to Cope with a Cyber-Physical Post-COVID Society
		3.1 Cyber-Physical Reality as the Embedded Environment the Model
		3.2 Organisational Unit
		3.3 Management Unit
	4 Cyber-Physical Navigator Model
	5 Conclusion
	References
Responsible Management: Structural Components of Business Ethics
	1 Introduction
	2 Responsible Management
	3 Structuring Business Ethics Within Responsible Management
		3.1 Ethical Leadership in the Context of Responsible Management
		3.2 Ethical Organizational Culture and Climate Supporting Responsible Management
		3.3 Responsible Management-Focused HRM Practices (SRHRM)
		3.4 Sustainable Supply Chain Management in Responsible Management
	4 Conclusion
	References
Responsible Human Resource Management: A Strategic Approach
	1 Introduction
	2 Human Resources: Definition and Processes of Personnel Management
	3 The Human Resources Department in Socially Responsible Companies
	4 Socially Responsible Practices: Challenges and Challenges
	5 High-Performance Practices as Responsible Management
	6 Responsible Human Resources Management and Its Business Impact
	7 External Communication of Responsible HR Management
		7.1 Non-Financial Reporting: Law 11/2018
		7.2 The GRI Indicators: The Social Performance Indicators
		7.3 Responsible Employer Rankings
	8 Codes of Conduct for Employees
	9 New Challenges in the Field of HR Management
	10 Conclusions
	References
Ideological PC in HRM: Learning with Military
	1 Introduction
	2 Psychological Contract Conceptualization
	3 The Military Context
	4 Methodology
		4.1 Data Collection Procedures
		4.2 Sample Sociodemographic Characteristics
	5 Findings and Discussion
		5.1 Psychological Contract Contents
		5.2 A Typology of the PC in the Portuguese Army
	6 Conclusions
		6.1 Contributions and Limitations
	References
Design of Cognition, Cognition of Design—A Cybernetics and Phenomenological Approach to Enhancing Organizational Cognition
	1 Introduction
	2 Design and Its Philosophical Foundations from Phenomenology to Pragmatism
		2.1 Design and Phenomenology
		2.2 Pragmatism the Philosophical Logic of Design
		2.3 Design Thinking
		2.4 Radical Constructivism
	3 Cybernetics, a Necessary Synergy for Design and Management
		3.1 The Principle of Recursion
		3.2 The Principle of Self-organization
		3.3 Ashby’s Law of Requisite Variety
		3.4 Variety or the Number of States in System
	4 Viable System Model (VSM)
		4.1 VSM’s System 1 (Operations)
		4.2 VSM’s System 2 (Coordination/Supporting)
		4.3 VSM’s System 3 (Direction of Internal Operations and Now)
		4.4 VSM’s System 4 (Strategic Direction/Outside and Future)
		4.5 VSM’s System 5 (Strategic Foresight and Executive Direction)
	5 Second-Order Cybernetics
	6 Team Syntegrity Model
	7 The Six Forces Model as a Tool of Designing Complexity
	8 A Design for Complexity
	9 Conclusions
	References
Promoting Gender Equality in Companies: A Path Forward in Building a More Responsible Future—Diagnosis of the "Happy Company Group"
	1 Introduction
	2 Literature Review
		2.1 Social Responsibility and Corporate Social Responsibility
		2.2 Socially Responsible Human Resources Management Practices
		2.3 Gender Equality
	3 Methodology
	4 The Happy Company Group
		4.1 Characterization
		4.2 Diagnosis
	5 Conclusion
	References
Index