Head Of Human Resources Research Articles

Post-acquisition transformation challenges: how did the change in ownership affect Soni Manipal Hospital, Jaipur, in the early years?

Subject area of the teaching case MBA. Student level and proposed courses the teaching case can be used on Master’s level in Change Management, Organizational Leadership and Human Resource Management. A brief overview of the teaching case Mr Sharma, the dynamic and entrepreneurial Chief Executive Officer (CEO) of the newly formed Soni Manipal Hospital (SMH), Jaipur, and Unit Head, Manipal Hospitals [Manipal Health Enterprises Pvt Ltd. (MHEPL)], in a meeting with SMH’s Head of Human Resources and the Head of the Nursing Management, Mr Yaduvanshi realised the exponential growth of employee resistance, their lack of skills and technological advancements for documentation hindering the hospital's transformation goal. The case study highlighted the challenges the protagonist faced when taking charge as the CEO after nine months of acquisition and the factors contributing to them. Expected learning outcomes Students reading this case are expected to understand leadership theories, strategic and quality management approaches, and theories of social behaviour, such as Herzberg’s two-factor theory and social exchange theory (SET) and the application of these concepts in acquired organisations to develop healthy leadership–employee relations and change management theories. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human resource management.

Effect of Organizational Structure on the Performance of State Corporations in Kenya

The aim of this paper was to assess the influence of organization structure on the performance of state corporations in Kenya. The study adopted an exploratory survey since it sought to ascertain respondent’s perceptions on the determinants of collective bargaining agreement in a structured manner. The target population of this study included all 187 state corporations in Kenya. The unit of analysis was all the State Corporations in Kenya while the unit of observation was the Heads of Human Resources in each corporation. The study used a sample of 95 state corporations and collected primary data using a self-administered questionnaire. The data was analysed using descriptive statistics comprising of mean, standard deviations, frequency distribution, percentages, factor analysis, correlation analysis, structural equation modeling as well as regression analysis; SPSS Version 24 was used. The study established that organizational culture had a significant and positive influence on the performance of state corporations in Kenya, in that it affected the employee productivity and so the firm’s performance. The study recommended that firm leaders should embrace an effective and flexible organizational structure in order to promote employee performance.

ENTREPRENEUR PREPAREDNESS TO THE DEVELOPMENT OF PROBABLE SUCCESSORS IN ENTREPRENEURIAL ORGANIZATION: SCALE DEVELOPMENT AND VALIDATION

Preparedness of an entrepreneur with regards to development of his probable successors especially for key roles is not only critical and important keeping in view the long-term business success but also to remain competitive. This research paper presents the creation and verification of the entrepreneur preparedness to the development of probable successors in Entrepreneurial Organization engagement scale, as tested on a sample of 150. The respondents included Leadership Team, Heads of Human Resources and senior management team members of the organizations belonging to 48 organizations due to the involvement of senior management of these organizations and homogeneous nature of the population. The basis of selection was their entrepreneurial orientation. The organizations are more than a year old to maximum of 90 years old. Organizations which were selected belonged to across industries irrespective of national geography as the meaning of entrepreneurial orientation remains same in any industry. Sampling of participants focused primarily on role of respondents in succession planning for probable successors in their organizations. The scale is a 19 item self-reporting questionnaire (1 was dropped as it was irrelevant) that measures four facets of development of probable successors with regards to Statements that represent preparedness of Entrepreneur with regards to the development of probable successors in entrepreneurial Organization. The test-retest reliability and internal consistency of the subscales were both quite good. All the dimensions of development of probable successors were positively and significantly related. The results of EFA rendered 3 distinct factors namely; Leadership Commitment to Planned succession, Communication of Planned succession to probable successors, Succession decisions directed by Family concerns, values and norms. These factors were then checked for construct validity and discriminant validity followed by structural model fit assessment.

Enabling Learning to Develop Personal Capability for Human Flourishing

The purpose of this qualitative research is to conceptualize the factors that influence human flourishing. Data has been gathered through in-depth, semi-structured interviews with thirty global heads of Human Resources of manufacturing companies in India and South Asia. Data from these interviews are analyzed using grounded theory methodology to categorize concepts and create a conceptual model of the main themes which contribute to human flourishing. This study highlights three such themes: (1) opportunities for advancement; (2) personal capability; and (3) leading people inclusively. This article provides implications for a more complete model for entrepreneurs, policy makers, and HR heads to understand the conditions necessary for human flourishing, filling a literature gap in the study of human flourishing from the perspective of an employer.

Influence of Internal Factors of the Enterprise on the Performance-Based Payfor Employees

This paper is conducted to investigate the influence levels of internal factors of the enterprise on the performance- based pay for employees in State-owned enterprises in Hanoi. Data were collected from getting 120 questionnaires from board of manager, head of Human Resources (HR) administration and HR administrative staff in State-owned enterprises in Hanoi. Based on the data collected, the author use descriptive statistics analysis, cronbach Alpha analysis and Indepentdent T-Test for knowing the influence levels of each independent variable on dependent variable of the performance-based pay for employees. The results show that five internal factors of the enterprise including: production and business characteristics of enterprises; business development strategy; employees; the company's salary payment perspective; and personnel in payroll department have relationships with the performance-based pay for employees. Based on the findings, some recommendations are given for improving wages of employees to ensure the sustainable development of enterprises.

Influence of Knowledge Management Capabilities on the Performance of Mobile Telephone Firms in Kenya

With intensifying rivalry in the mobile telephone industry, mobile telephone firms are finding knowledge management capabilities as vital resource for ensuring their performance. However, there is scanty empirical literature to help these firm associate knowledge management capabilities to their performance, hence this study which sought to ascertain the inspiration of knowledge management capabilities on the performance of mobile telephone firms in Kenya. it objectives were to; establish the influence of knowledge acquisition, find out the influence of knowledge application, determine the role of knowledge transfer, ascertain how knowledge protection influence, and stablish the joint effect of knowledge management capabilities (knowledge acquisition, knowledge application, knowledge transfer and knowledge protection) on the performance of the mobile telephone firms in Kenya. This study adopted descriptive survey design where it used a target population of the 63 heads of human resources, information marketing and finance from the 21 telephone firms operating in Kenya. Since the target population was easily manageable and readily accessible, census was used. The data which was collected data from primary sources using questionnaires was analysed using quantitative approach to produce descriptive and inferential statistics. In addition, the study tested for its hypothesis testing using; t-test,. F test and Analysis of Variance. The study found that each of; knowledge acquisition, knowledge application, knowledge transfer and knowledge protection have a positive significant effect of performance. The study concluded that on embracing knowledge management capabilities; knowledge acquisition; knowledge application; knowledge transfer; and knowledge protection, mobile telephone firms in Kenya experienced significant improved in performance and as they also gained competitive advantage over their competitors.

Organizational Structure and the Performance of State Corporations in Kenya

In the recent past, many state corporations in Kenya have been facing dismal performance trends, a situation that has derailed the sustainability of most of these crucial institutions. While some state corporations have been known to consistently perform well, others have been noted to perennially underperform, over rely on the exchequer, and lose viability in equal measure. Organizational structure is an essential element of any organization. Numerous studies conducted by scholars illustrate that, it is one of the most significant organizational elements in facilitating and increasing innovation, service delivery and performance in organizations. The role of organizational structure however has not been adequately addressed as far as performance of the state corporations is concerned and this study therefore sought to fill the existing gaps by assessing the relationship between organization structure and the performance of state corporations. The study purposed to establish the influence of organizational structure on the performance of state corporations in Kenya. The study reviewed organizational structure as the independent variable and performance of the state corporations as the dependent variable. The study performed a theoretical review of Contingency theory and the New Public Management (NPM) theory. This was followed by an empirical review in tandem with the purpose of this study. It provided a review of scholarly works done in the past identifying the studies, authors, areas of investigation and the findings reported. The study adopted a descriptive research design with an exploratory approach to collect data from 189 state corporations in Kenya. The unit of analysis was all the state corporations in Kenya while the unit of observation was the Heads of Human Resources in each corporation. The study used a sample of 96 state corporations and collected primary data using a self-administered questionnaire. Documentary review was also used to compliment the data collected. To get the most efficient representation of the population the study adopted stratified sampling and Cochran’s (1977) formula was applied to calculate the sample size of 95 Heads of Human Resources departments. The data was analysed using descriptive and inferential statistics. SPSS Version 26 was used. The study concluded that organizational structure had a significant and positive influence on the performance of state corporations in Kenya and recommended that most state corporations should consider leveraging and optimizing key aspects of organizational structure such as concentration of authority degree of bureaucracy and the span of management ratio.

An Instrument to Measure the Practice of Strategic Human Resource Management in Private Sector Organizations

Human Resources in an organization are the type of resources that possess the ability to make decisions, the ability to create and innovate, and the ability to generate and enhance a sustainable competitive advantage. Hence, managing Human Resources strategically has been critical. Similarly, measuring the practices of strategic human resource management has also been difficult. The objective of this paper is to present an instrument to measure the Practice of Strategic Human Resource Management in Private Sector Organizations. A systematic and adequate attempt was made to conceptualize and operationalize the construct of the Practice of Strategic Human Resource Management and the instrument was based on three dimensions i.e., coherence, integration and devolvement. By using 288 Heads of Human Resources and 288 Chief Executive Officers of Sri Lankan listed firms, various forms of validity and reliability were tested and it was found that the instrument possesses adequate degrees of validity and reliability. It is of the belief that the instrument can be utilized for future research studying the Practice of Strategic Human Resource Management in organizations.

Sistem Pendukung Keputusan Seleksi Fasilitator Sumber Daya Manusia Menggunakan Metode Electre (Studi Kasus: Dinas Kesehatan Sibuhuan)

During this time the health department selected the facilitators by being selected directly by the Head of Human Resources, namely giving questions to the selected facilitators about health. The problem faced by the health department in conducting selection is that it is difficult to consider the facilitator's criteria due to different criteria. This is less effective because the evaluation of these criteria influences the expected selection results. In dealing with the problem of facilitator selection conducted by the Head of Human Resources, a decision support system can be built in dealing with the problem of selection of facilitators by using the ELECTRE method. Criteria that will be used as a facilitator's assessment such as ability, experience, education, creative, and discipline. For this reason, the author expects that the application of the facilitator selection decision support system to apply the ELECTRE method can facilitate health officials in the selection of facilitators

Salud y proceso de trabajo en actividades de servicios. Los riesgos psicosociales en una Clí­nica de Medicina Privada

Este artí­culo aborda los renovados problemas de salud laboral que surgen como consecuencia de las reestructuraciones productivas, de las nuevas formas de gestión de la fuerza de trabajo y de la transición hacia una economí­a de servicios. De esta forma, en el escenario actual, además de los riesgos tradicionales (fí­sicos, quí­micos, biológicos, tecnológicos), comienzan a emerger otros riesgos menos conocidos que afectan la salud psicosocial de los/as trabajadores/as con igual contundencia. El objetivo de este artí­culo es analizar los Riesgos Psicosociales en el Trabajo (RPST) a los que están expuestos los trabajadores de una Clí­nica de Medicina Privada, centrándonos especí­ficamente en dos ejes que mostraron ser centrales durante la investigación: las exigencias emocionales y las relaciones sociales en el trabajo. Los datos fueron recolectados a través de una encuesta realizada a una muestra de trabajadores de la Clí­nica y con entrevistas a distintos informantes clave del ámbito bajo estudio (autoridades gremiales, delegados, jefa de recursos humanos). Los resultados muestran que los/as trabajadores/as de la Clí­nica efectivamente enfrentan altas exigencias emocionales, en dos planos principales: por un lado, por la permanente tarea de contener a pacientes y familiares en situación de angustia; por otro, por la necesidad de contener las reacciones negativas del público (enojo, agresión). Respecto de las relaciones sociales en el trabajo, se encontró que se configuran relaciones de trabajo exigentes y eventualmente conflictivas entre trabajadores/as y superiores, derivado de las exigencias que implica el trabajo en la Clí­nica y también por las históricas asimetrí­as entre categorí­as profesionales.

Influence of Career Management on Performance of Firms Listed in the Nairobi Securities Exchange in Kenya

The study sought to determine the influence of career management on firm performance at the firms which are listed in the Nairobi Securities Exchange. The study was anchored on resource based view theory and shareholder value maximization theory. The research design used was a cross-sectional survey, target population included the head of human resources and finance directors in all the listed firms since they were better placed and conversant with the subject of this study and were involved in the development of the policies and review of performance. Sample size comprised of 136 respondents and data was collected through structured questionnaires to meet the objectives of the study. Responses were tabulated, coded and processed by use of a computer Statistical Package for Social Science (SPSS) to analyze the data. Both descriptive and inferential statistics techniques were used to analyze the data. Findings revealed that the relationship between career management and firm performance was positive and statistically significant. The study concluded that career development and planning, career mentors/ counseling, career centres and firms planning for employee growth and progression are key career management determinants for the performance of firms listed in the Nairobi Stock Exchange (NSE) and recommended that career management practices should be widely adopted by NSE listed firms as doing so would lead to improved performance

Influence of human resource planning on performance of firms listed in the Nairobi Securities Exchange in Kenya

The study sought to determine the influence of human resource planning on firm performance of firms listed in the Nairobi Securities Exchange in Kenya. The study was anchored on human capital theory and shareholder value maximization theory. The research design used was a cross-sectional survey while the study population constituted all the 68 listed firms at the Nairobi Stock Exchange (NSE) as in May 2017. The target population included the head of human resources and finance directors in all the listed firms. The sample size comprised of 136 respondents, and data was collected through structured questionnaires to meet the objectives of the study. Responses were tabulated, coded, and processed by the use of a computer Statistical Package for Social Science (SPSS) to analyze the data. Both descriptive and inferential statistical techniques were used to analyze the data. To test hypotheses, a simple linear model was used to test significance between the independent and dependent variable. The study findings revealed that the relationship between human resource planning and firm performance was positive and statistically significant and hence rejected the null hypothesis. The study concluded that the type and strategy of the firm, succession planning, matching skills with jobs and skills inventory are human resource planning indicators influencing the performance of firms listed in the NSE. It is therefore recommended that firms should continue to practice and maintain adequate human resource planning as it plays a fundamental role in achieving the objectives of the organizations.

Influence of Economic Factors as Determinants of Collective Bargaining Agreement on the Performance of State Corporations in Kenya

Collective bargaining agreements (CBA) are basic for any organization development and the nation’s monetary advancement. Industrial unrests have been known to create disturbances at the work place and sometimes affect the entire operations thereby suppressing or stopping productivity. The industrial actions seem unending since most of their solutions are temporary. CBA are known to be useful in minimizing or ending industrial unrests. The study adopted descriptive survey since it sought to ascertain respondent’s perceptions on the determinants of collective bargaining agreement in a structured manner. The objective populace of this investigation incorporated each of the 187 state companies in Kenya as of 27th April 2015. The unit of investigation was all the State Corporations in Kenya while the unit of perception was the Heads of Human Resources in every enterprise. The investigation utilized an example of 95 state organizations and gathered essential information utilizing a self-managed survey. The data was analysed using descriptive statistics comprising of mean, standard deviations, frequency distribution, percentages, factor analysis, correlation analysis as well as regression analysis. The study established that economic factors had a significant and positive influence on the performance of state corporations in Kenya. The study concluded that as a result of economic factors, performance of the corporations was affected. The study recommended that organizational leaders should embrace employee involvement and lead by example to promote employee performance.

Gender Bias, Discrimination Common in Academic Psychiatry

Gender Bias, Discrimination Common in Academic Psychiatry

Organizational Structure, in the Context of Change Management and Performance of Companies Listed in Nairobi Securities Exchange in Kenya

Companies listed in Nairobi Securities Exchange are faced with difficulties in adopting flexible and effective organizational structures that are capable of realigning the business processes/operations in change management processes for a more efficient, effective response to the turbulent and changing business environment. This study sought to determine the extent to which organizational structure in the context of change management affects performance of companies listed in NSE in Kenya. This study anchored on pragmatism philosophy, adopted a cross sectional survey and correlational research designs. A quantitative research approach to collecting and analyzing data was used. The target population was 64 companies listed in NSE and met the condition of having traded for five years from 2013 to June 2017.The study used Mugenda and Mugenda (2003) sample determination proposition that a sample size of 10% to 30% was a good representation of the target population. Multistage sampling techniques was used, at the first stage stratified random sampling technique was used since the population was subdivided into groups, six were in agricultural sector, two were in automobiles and accessories, ten were in banking sector, thirteen were in commercial and services, five were in construction and allied, five were in energy and petroleum, six were in insurance, three were in investment, one was in investment services, nine were in manufacturing and allied, one was in telecommunications and technology and lastly, one was in real estate investment trust (NSE Handbook, 2015).At the second stage, purposive sampling was used and was confined to specific types of people who can provide the desired information namely; chief executive officers, heads of human resources, finance and marketing since they deal much with policy formulations. The number of companies sampled was 38 4 senior managers = 152 senior managers. The study used semi-structured questionnaire to collect data. The split-half reliability test showed a Cronbach's Alpha of r=0.704, this was above 0.7, hence the tool was reliable. Data analysis was done through descriptive and inferential statistics such as correlation, hypothesis testing, and linear regression model. The findings showed that all the elements were effective in contributing to adaptive organizational structures with the most effective to the least effective in this order: centralization of decision making, formalization of change process, Specialization of managers and configuration of change Process. The study revealed that there was a significant strong positive correlation between organizational structure and performance of companies listed in NSE, r= 0.723**,p<0.001,CL=95%. The ANOVA F-statistic p-value being < 0.001 which is less than 0.05 hence, the study rejected the null hypothesis that organizational structure does not significantly affect performance of companies listed in Nairobi Securities Exchange. It was recommended that companies listed in NSE should seek to strengthen specialization of managers and configuration of change process which are the elements of organizational structure that contributed the least to more flexible and effective organizational structures, this will ensure better performance outcomes. The study showed that organizational structure positively affects performance of firms listed in NSE, therefore managers of these firms should adopt an organizational structure that is efficient, flexible and innovative in order to be able to achieve better performance.

DEVELOPMENT STRATEGY OF PHARMACY DEPARTEMENT BASED ACCREDITATION EVALUATION IN RSUD Dr MOEWARDI SURAKARTA BY HANLON METHOD

Getting excellent service is the dream of all society, especially recipients of health services in the hospital including in pharmacy departement. Many problems obtained by the patient, because services do not meet the standards. To meet the needs of the patient, pharmacy departement must be accredited. The purpose this study was to determine the suitability of pharmacy departement service to accreditation standards in RSUD Dr Moewardi Hospital Surakarta and development strategy based on Hanlon method. The research was a non experimental research plan. The data collected by using a self-assessment questionnaire of pharmacy care standards. The respondents consisted of key informant was the Hospital Director, Sub Division Head of Human Resources and Training, Head of Organization and Personnel, and the pharmacist in charge, and key informants that pharmacists and pharmaceutical technical employee in pharmacy installation hospital, and the main informant were all pharmacists and pharmacy technical staff of pharmacy installation hospital in Dr Moewardi Hospital Surakarta. From the results count of respondent of pharmacy installation officers, equalled with observation result. The processing of research data conducted with Hanlon method. The results showed that was difference in accreditation standard assessment between self-assessment of pharmacy installation hospital staff (97,5%) with the observation results (93,75%). From this result, the pharmacy installation of Dr Moewardi Surakarta had to meet KARS accreditation standards but still need to be maximized again to lead to JCI accreditation standard. Therefore, it was needed the commitment of Director, Accreditation Committee, Stakeholders and pharmacy installation hospital staffs in improving services in accordance with standards. Strategy and plan development efforts could be done through the addition of pharmacy staff, provision of space/place which meet the standards, complete SOP, optimal pharmaceutical care and evaluated and followed up

Main Qualification of Hospital Administrators

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Developing individuals, developing business

Purpose This paper aims to explore the subject of individual development, the benefits it offers to a business and tips for making it a success. Design/methodology/approach Sadie Lofthouse is Head of Human Resources at Adnams, the award-winning brewer, distiller and retailer, a company that successfully gained its Gold IIP status in 2013. Findings Successfully developing individuals depends on engaging your workforce through tactics such as setting professional Personal Bests and encouraging people to realise new skills through participating in activities outside of their usual remit. Originality/value Heading up HR at Adnams, a company that’s ethos is to “do good”, Sadie is passionate about the role business has to play in supporting education, and works with schools, colleges and training providers to help drive standards and prepare young people for work. Her approach embodies the innovation the company employs in every area of the business.

From local to global HRM: interviews with HR heads in emerging Indian multinationals

Since the opening up of the Indian economy in early 1990s, Indian firms in general have made big strides in increasing their global competitiveness, both at home and abroad. The speed and scale of their internationalisation in the last decade are particularly note-worthy as they increase their foreign direct investment (FDI) in both the developed and developing markets. The availability and management of talent are seen to be one of their key competitive advantages. In this paper, the heads of human resources (HR) in four emerging Indian multinationals, in automotive, information technology (IT) services, bio-pharmaceutical, and conglomerates in multiple business segments, are interviewed on three main themes, namely, the evolution of HRM, the role of HRM in managing global operations/workforce and the future outlook and challenges for HRM. The interviews provide valuable insights into the state of HRM in multinationals from emerging economies and stress the need for both Western and emerging economy multinationals to learn from each other in a multi-polar world.

Diversity Management Strategies and Quality Decisions in the Banking Sector

The Top Management Team diversity discussed in the study is the extent to which the executive team is heterogeneous with respect to gender, age, academic qualifications, tenure, professional qualifications and functional backgrounds and how this aids quality decisions in the banking sector. Furthermore the study suggests that top management characteristics, specifically their demographic configuration could impair decision making which is the main objective and focus. Other researchers have shown that workforce diversity can provide positive organizational outcomes such as increased morale, higher satisfaction, greater commitment and improved performance. The questionnaire was the main tool of data collection. Cross sectional survey was adapted as the methodology of research where the target respondents were Heads of Human Resources in 43 banks. The data was analyzed using descriptive statistics and regression analysis. The TMT diversity attributes under study were age, gender, academic qualifications, tenure in the bank and at the top, professional and functional background diversity. These variables were used to determine the existing gaps in knowledge, whether these attributes were crucial in making quality decisions. The study also used secondary data obtained from the Banking sector to measure performance in terms of increase in customer deposits, increase in average assets and profit before tax. The study established that tenure in the banking sector has a major implication in the quality of decisions made within the Top Management Teams of organizations.