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Purpose: The current study is the outcome of a thorough evaluation of the literature on functionalism in human resource management as it relates to organizational performance. It examines the role of human resource management and looks into various issues with human resource management in firms in such situations. Research Methodology: The theoretical underpinnings are accomplished through a systematic review and subsequent thematic content analysis of literature, including reports from published literature and research papers that have been published. These were critically examined, and the best matching documents were then carefully chosen for inclusion to reach a conclusion. Result: The result emphasizes the necessity for human resource management managers to implement cutting-edge strategies for faculty and staff empowerment so they may traverse the fast-changing environment and perform to their full potential against the odds. To engage stakeholders in amicably avoiding recalcitrance, a conceptual qualitative framework is established and recommended for the functionalism of tailored human resource management. This approach can help managers of human resources find opportunities during this crisis and help them come to significant conclusions about how to address issues and create a positive culture. Limitation: Risks of bias such as selection bias, insufficient blinding, attrition bias, and selective outcome reporting may be among the limitations. Future Implications: By working together to overcome predicted difficulties, this framework can help an educational leader manage stakeholders' expectations and benefit academics and practitioners alike. Novelty: Research novelty was a brand-new concept that might result in new knowledge or contribute to already-existing knowledge. Keywords: 1. Human Resource Management 2. Functionalism 3. Organization Performance 4. Systematic Literature Review

The goal of the study was to thoroughly examine the organizational change management and leadership paradigms utilized in various industries. There are various leadership models that can be applied in various situations and change models that are used in various organizations, but there is no evidence of the effectiveness of these models when it comes to managing organizational change, and they aren't discussed as a group in a systematic way either. A research topic that has been highlighted by the studies is to present and examine the leadership models that are most frequently utilized in organizational change management. The past literature on empirical and theoretical topics is compiled via a systematic review. An analysis of the content that is qualitative and descriptive was planned. Scopus, Web of Science, Taylor & Francis, Google Scholar, Emerald, and PubMed search results were for research. The following leadership theories were examined: the Great-Man Theory, the Trait Theory, the Behavioural Theories, the Contingency Theories, the Situational Leadership Theory, the Path-Goal Theory, the Leader Participation Model, the Leader-Member Exchange Theory, the Transformational Theory, the Transactional Theory, the Authentic Leadership theory, the Ethical Leadership theory, and the Servant Leadership theory. Various change management models were also examined, including ADKAR, Kurt Lewin's Change Model the majority of researchers worked on separately examining leadership models and change management in various businesses, but they mostly focused on transformational leadership combined with change management strategies that are helpful in organizational transition. The findings of this study support the widespread use of transformational leadership styles in businesses that were undergoing change. Therefore, it is advised that rather than generalizing the theories, future scholars conduct study by filling up these gaps and concentrating on geographical areas where it is possible to apply leadership models to certain sectors.

Global competitiveness is based on the serious matter of the work attitude of employees because it is dependent on how well companies train their work force. With the advent of technology, it is important to investigate and improve the employee attitude towards work with the inclusion of technological upgrades for humans through training. Training may differ from one organization to the next in the form of on-the-job and off-the-job training. Training paved the way for the type of attitude employees have towards their work. Skill labor's positive view towards work is substructure on advanced training methods that make them differentiate in work place competition. Researchers first make thematic analysis in the form of code data segments with the help of MAXQDA 2020 software. After activation of all inserted interviews, researchers conducted the mixed-method analysis. A single-case analysis was framed for theme identification with the help of thematic analysis. After that, thematic coding was framed for content analysis. For identification, screening, and intent, PRISMA was employed. A coded frequency matrix was assimilated to depict the functionalism of training in the study area in the form of bibliographic analysis. Systematic evaluation of the interview text manifested that training is considered by most employees as the initial point of skill development and an extended part of positive work attitude development, resulting in enhanced organizational performance in textile industries. Study outcomes based on the positivism approach will inform policy recommendations because of its objectivity.

Businesses cannot ignore the critical issue of employee work attitude since it affects how committed both current employees and recruits are to the company. It is now simpler to access many resources, especially with the advancement of technology. However, locating motivated human resources has never been as simple. Now that motivated individuals have been found, performance appraisal to, and worked with for a while, a critical role has been assigned to employee commitment. In this vein, the study's goal is to look into how HRM procedures help recruit individuals to the company for job openings. The study employed content analysis, a qualitative analytical technique. The results of this investigation were made accessible using the MAXQDA 2020 software tool. The study outcomes revealed a significant overlap in the usage of employee commitment and human resource management ideas. The study's findings have led to a better understanding of how organizations can use employee commitment and effective external rewards to attract motivated workers. It has been observed that this contact helps the business selection, which has been crucial in raising the company's visibility, favorability, and dependability.

Enterprise Risk Management (ERM) deals with the broader risk management of an enterprise and then extracting every possible means by which an organization able to with stand those risks. The study aims at assessing the factor that determines enterprise risk management. The target population of this study were those actors in Tomato production value chains in East Showa zone, Ethiopia. It was cross-sectional survey design that was deployed to undergo the study. Also, stratified random sampling was deployed in selecting target respondents. Therefore, based on two hundred seventy three (273) respondents responded the questionnaire. Accordingly, the study found that maintaining a sound enterprise risk management is a function of setting a sound strategic planning, exercising participatory leadership and management style and rendering effective marketing services to firms' output.

Present study is a result of a systematic review of literature on human resource management functionalism in the sphere of Organizational performance. It investigates different problems associated with human resource management in predicament organizations under such situation and explores the role of human resource management. The theoretical reinforcements are done through a systematic review and subsequent thematic content analysis of literature like published research papers, along with reports from published literature; these were critically examined and best matching documents are strategically selected for inclusion to reach conclusion. The outcome highlights the need for human resource management mangers to adopt innovative techniques for faculty and staff empowerment to navigate through the rapidly changing scenario and do the best on the constrained background. A conceptual qualitative framework is developed and prescribed for functionalism of customized human resource management to engross stakeholders in amicably avoiding recalcitrance. This framework can assist human resource management mangers to identify the opportunities during this crisis and make meaningful decisions to solve problems and build a supportive culture. This framework can assist an educational leader to manage stakeholders’ expectations through mutual collaboration in working towards overcoming anticipated obstacles and add value to both academicians and practitioners.

The purpose of this study is to examine the relations between organizational culture, learning organizations, and entrepreneurial leadership. The study concentrated on how organizational culture, learning organizations, and entrepreneurial leadership are measured in the literature. The study used a systematic literature review methodology analysis that was published in reputable and peer-reviewed English research journals to look at how organizational culture, learning organizations, and entrepreneurial leadership are related to one another. The study used content analysis on 27 peer-reviewed journal articles that were discovered in various journals examined in the databases, which was based on a systematic examination of the literature. This study offers a comprehensive view of entrepreneurial leadership that has been linked to learning organizations and organizations in various enterprises and nations. The study looked at research approaches, sample sizes, data gathering tools, implications, and limits from the body of literature. The study is also one of the first of its kind to review the research on the connection between entrepreneurial leadership, learning organizations, and organizational culture. The outcomes of this study help the scientific community underline the connection between entrepreneurial leadership, learning organizations, and organizational culture for upcoming policy makers.