Human Resource Management Policies Research Articles

Institutional context and human resource management in Nigeria

PurposeThe purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria.Design/methodology/approachThe convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria.FindingsFindings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM.Originality/valueThe study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.

Status and Analysis of Formal and Actual Human Resource Management, Financial and Policy Autonomy of State-Owned Enterprises in Pakistan

This paper studies the formal and actual human resource management (HRM) autonomy, financial autonomy and policy autonomy of the state owned enterprises (SOEs) of Pakistan and points out the differences that exist between them. It also identifies behind the lack of autonomy of SOEs and proposes multiple recommendations though which this gap can be bridged. Both quantitative and qualitative data was collected to carry out this study. Quantitative data was collected from 40 randomly selected SOEs using a close-ended questionnaire while 20 semi-structured interviews were carried out to collect qualitative data. Descriptive statistics was used to see the number of SOEs having different levels of HRM autonomy, financial autonomy and policy autonomy. It was found that a very less number of SOEs were completely autonomous in different aspects of HRM, financial management, policy formulation and its implementation. Excessive political intervention, dependence on government for resources, lack of power of Security and Exchange Commission of Pakistan (SECP) and poor performance of SOEs along with numerous other reasons were identified as causes behind this lack of autonomy. Multiple recommendations have also been proposed to overcome this issue. Keywords: Autonomy, State Owned Enterprises, Human Resource Management Autonomy, Financial Autonomy, Policy Autonomy, Task Autonomy, Securities and Exchange Commission of Pakistan, Companies Ordinance 1984, Public Sector Companies (Corporate Governance) Rules 2013. DOI : 10.7176/PPAR/10-1-01 Publication date: January 31 st 2020

Analysis of Factors Influencing Adoption of Human Resource Practices by Small and Medium Scale Enterprises in Nigeria

In the XXI century, one of the most valuable resources of any organization is human capital. The effectiveness of the organization and the use of other resources depend on the formation quality and the use of the human capital. Today, many factors affect small and medium scale enterprises that lead to their rapid bankruptcy and liquidation, significant staff turnover, and reduced productivity. Under these conditions, attracting and retaining highly qualified personnel as the primary determinant of economic development and growth of small and medium scale enterprises is significantly relevant. Minimizing the negative impact of external and internal factors made by small and medium scale businesses requires recognition of the value of the human resources in improving the enterprise’s competitiveness and the effective management tools implementation. The study identifies the main factors influencing the implementation of human resource management practices in small and medium scale enterprises in Kwara, Nigeria. Methodological tools of this study are methods of analysis and synthesis, comparative and regression analysis. The study covers 200 small and medium scale enterprises in the Kwara Central Senatorial District and registered in the National Association of Small and Medium Enterprises (NASME). The factors influencing the use of human resources by small and medium scale enterprises in the article are studied in the following logical sequence: using a structured questionnaire developed in the form of the Rensis Likert scale, an array of primary data is forme. The hypothesis (at the level of 5% of weight) regarding the relationship between the efficiency indicators and human resources management policy is tested using multiple regression analysis with statistical software STATA 11.0. The results of the survey are analyzed, summarized, and interpreted using descriptive statistical methods. The results of multiple regression analyses confirm a statistically significant relationship between the analyzed indicators (p = 0.000 and R2 = 0.8128). The study shows a significant impact of financial security of the organization (β = 0.76; t = 8.63; p) and its size (β = 0.46; t = 4.66; p) on the implementation of personnel management practices on the example of small and medium scale enterprises in Kwara). The study results confirm that the small and medium scale enterprises in Kwara actively use personnel management under the influence of environmental factors. The study empirically confirms and theoretically proves the feasibility to consider such variables as the funding availability, the size of the firm, and the type of ownership in the business management process. Keywords: Human Resources, Human Capital Theory, Management, Nigeria, Small and Medium Scale Enterprises.

Impact of meaningful work on elderly people’s intention to continue working after retirement: A Vietnamese study

The study focuses on examining the relationship between meaningful work and elderly people’s intention to work after retirement. Based on the previous research, we examined the impact level of the three aspects of meaningful work, which are positive meaning, meaning making through work and greater good motivations. The analysis of a sample of 784 workers aged 40 and above showed that all three aspects considered have a positive effect on the intention to participate in the workforce after retirement. In particular, positive meaning has the strongest impact on the workers’ intention. The results of the current study extend previous research on factors affecting workers’ intention to continue working after retirement. The implications of these findings are discussed in the practical aspect of those involved in the development of effective human resource management policies to retain older workers.

Senior High School Teachers’ Turnover: A Case of a Private School as Basis for Human Resource Management Policy

The study focused on the factors that influenced senior high school teachers’ turnover decision in private school. The study used descriptive research and causal comparative design. A total of 30 teachers participated in answering the survey questionnaire. A career in teaching nowadays may not be as attractive in private schools as the amount of compensation given by the government in the same position. Furthermore, Analysis of Variance (ANOVA) Test of significance showed difference between the profiles of the teacher-respondents specifically on the variable educational attainment of higher qualification as the cause of turnover. This further implies that as the teacher attains higher learning that he/she leaves the private school in particular for reason of a better remuneration, future benefits considered.

Implementação da gestão estratégica de pessoas: desafios enfrentados por uma empresa pública

Diante da percebida dificuldade para implementar políticas estratégicas de gestão de pessoas (GP), este estudo explora quais são os fatores que contribuem para tal dificuldade. O artigo identifica fatores contextuais de natureza institucional, política, organizacional e setorial que podem interferir na implementação de políticas de gestão estratégica de pessoas (GEP) no caso de uma empresa pública, segundo categorias de contingências levantadas previamente na literatura. Trata-se de pesquisa com abordagem qualitativa e uso de entrevistas e pesquisa documental. Os dados foram submetidos a análise de conteúdo. Os resultados indicam que os principais fatores interferentes se relacionam a aspectos: a) culturais, devido ao perfil dos empregados da empresa; b) políticos, pois na empresa os projetos estratégicos tendem a ser descontinuados; e c) setoriais, pois a unidade de GP goza de baixa credibilidade, reputação e autonomia. Conclui-se que iniciativas de implementação de políticas de GEP constituem, sobretudo, um processo de mudança cultural.

Corporate Governance, Human Capital Resources, and Firm Performance: Exploring the Missing Links

This study explores the associations between human capital resources, firm performance, and corporate governance mechanisms. Based on the survey results of the ‘‘50 most attractive employers’’ conducted by Universum Global 2010, human resource, performance, and governance data was collected for the period from 2007 to 2011. Drawing on the strategic human capital and resource management, international governance, and organizational literature, this study examines the extent to which corporate governance mechanisms moderate the relationships between firm performance and human capital resources and posits that human resource performance is positively associated with corporate governance mechanisms that support and enhance strategic human resource management policies. Panel regression analyses are conducted to test the study’s hypotheses. The results show that human capital resources are positively related to firm performance, and that some corporate governance mechanisms may negatively affect performance when interacted with human capital variables. Furthermore, human resource performance is significantly related to some governance mechanisms, with interaction effects between human capital and other organizational attributes showing differential impacts. Overall, the results support a contingency-based view of strategic human resource management in the context of large and attractive global employers and highlight the importance of governance design in supporting investments and deploying human resources and capabilities at the firm and industry levels and across national boundaries.

Correlates of Professional Obsolescence among Researchers

Obsolescence setting in the employees of the organisations significantly hampers the organisational productivity. An empirical investigation of the associated factors and the efforts to minimise them help in designing strategies to deal with obsolescence and maintain optimum effectiveness of the organisation. As an attempt in this direction, the present study aimed at exploring the role of literature-suggested correlates of obsolescence in case of researchers in an Indian government organisation. The sample included 200 participants (146 males and 54 females) working as researchers in government scientific institutions with service experience ranging from two to 30 years. The participants were administered with standardised measures of obsolescence, work engagement, work motivation, resistance to change, organisational climate, human resource management (HRM) Policies and Practices, and Self Esteem. The obtained data were analysed with correlation and regression analyses. The findings revealed that in the target population obsolescence due to both organisational and individual level factors was found significantly and positively correlated with amotivation and resistance to change; whereas, negatively correlated with work engagement, organisational climate, HRM policies and practices, intrinsic motivation, and self-esteem. Regression analyses indicated that adequate recognition of efforts, better training and development, qualitative work availability (pressure), and enhanced concern to optimally maintain the intrinsic motivation and dedication of employees are significant factors for keeping check on obsolescence. The findings are explained and discussed in details.

Research shows HRM policies benefit organizational performance of Chinese companies

Purpose The German author set out to review existing studies of human resource management (HRM) in the USA, Europe, and China. His goal was to assess whether Chinese organizations had successfully imitated the HR strategies of organizations in Europe. Design/methodology/approach The author first reviewed studies of organizations in the US, where HRM strategies originated. He then turned to studies of European organizations. Only then did he turn to China and assess the many studies of HRM's effect on organizations there. Findings A clear process of copying western HR approaches was evident in China. The research confirmed that HRM could have a similarly positive effect in China as in the USA and Europe. But the results should be treated with caution, partly because the studies didn’t take into consideration environmental factors, such as industrial relations, unions, market conditions, and national culture. Originality/value The value was in demonstrating the enormous Chinese capacity to learn from Western HR strategies and benefit from them. It was also apparent that the differences in approaches were becoming narrower and narrower.

ANALISIS KEADILAN ORGANISASIONAL DALAM KEBIJAKAN MANAJEMEN SUMBER DAYA MANUSIA BAGI KARYAWAN PEREMPUAN

The purpose of this research is to analyze the implementation of organizational justice in human resource management (HRM) policies for female employees in Bank Syariah Mandiri. The research method used in this study is descriptive qualitative method. The results of this study conclude that in general, Bank Syariah Mandiri has carried out the practice of organizational justice in its Human Resources Management policy. This is proven by the policies implemented in career development, facilities provided by the bank for female employees such as mothers lactation and the provision of fair bonuses without gender discrimination.

AVALIAÇÃO DE DESEMPENHO E A SUA APLICABILIDADE COMO INSTRUMENTO DE GESTÃO NO SETOR PÚBLICO

O tema da Avaliação de Desempenho (AD) constitui um assunto relevante no cenário organizacional moderno, dada sua importância no contexto das políticas de administração de recursos humanos, ligadas ao poder público. Esse estudo foi guiado pelo seguinte questionamento: como a avaliação de desempenho, aplicada pelas chefias nesta fundação nos últimos dois anos, foi utilizada como instrumento de gestão? Desse modo, este estudo teve como objetivo analisar a utilização da AD na administração pública do governo do estado de Minas Gerais, em uma das suas fundações. Para galgar o objetivo proposto, foram utilizados dois tipos de questionários direcionados para 10 (dez) chefias atuantes na fundação pesquisada, 180 (cento e oitenta) servidores efetivos, 33 (trinta e três) comissionados avaliados. Nesta etapa buscou-se entender, junto a quem aplica o instrumento de avaliação, qual a percepção de utilidade da ferramenta para a sua gestão e verificar se o instrumento é aplicado de forma satisfatória para essa finalidade. As análises dos dados quantitativos foram realizadas por meio de estatística descritiva. Dos resultados aferidos e das informações geradas, percebe-se que a utilização de metodologias inovadoras não é, de forma isolada, suficiente para garantir a aplicabilidade e a efetividade de qualquer instrumento gerencial. Sugere-se, dessa forma, a realização de práticas de ações de gestão do conhecimento recorrentes sobre a importância do processo em questão e os benefícios alcançados pela sua aplicação de modo correto.

The Impact of Green Human Resource Management on Hotel Employees’ Eco-Friendly Behavior

Human Resources Management (HRM) embraces considering environmental practices to increase their employees’ commitment and to improve better performance on the issues of environmental management. The research aim is to determine the impact of Green Human Resources Management (GHRM) on employees’ eco-friendly behavior. This research reports the findings of a survey from hotel employees who had at least one-year work experience in Cairo. A survey of 220 employees was conducted from January 2019 till June 2019. The survey included six statements related to the GHRM and one statement related to the employees' eco-behavior. Five hypotheses were verified and all of them were supported. Structural equation modeling (SEM) was used to test the measurements model using AMOS 4. The results demonstrate that green human resource management promotes employees’ eco-friendly behavior. Finally, this study presents a useful model of green human resources management policies that hotel HR managers should establish to support their environmental practices.

In search of perfect boundaries? Entrepreneurs’ work-life balance

Purpose Does the self-employed nature of entrepreneurs’ business ventures mean that they have perfect boundaries between their work and nonwork lives? Drawing on border theory, the purpose of this paper is to examine entrepreneurs’ work–life balance (WLB) in terms of how they construct and manage the borders between their work and nonwork lives. Design/methodology/approach The authors adopt a qualitative research approach to enhance their insight into entrepreneurs’ WLB using border theory. The study benefits from its empirical focus on Nigerian migrants in London who represent a distinct minority group living in urban areas in the developed world. Data for the study was collected over a three-month period, utilising semi-structured interviews as the primary method of data collection. Findings The study’s findings indicate that entrepreneurs prioritise “work” over “life” and reveal that entrepreneurs have little desire for boundaries as they work everywhere, which makes long working hours prevalent among them. Furthermore, the findings bring to the fore the prevalent social anomaly of entrepreneurs preferring to be unmarried, single and even divorced as a result of or associated with the entrepreneurs’ boundaries creation and management. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research. Practical implications Research on human resource management (HRM) in small- and medium-sized enterprises (SMEs) or businesses in which entrepreneurs operate is still under developed. The issue of the size and the nature of an organisation (i.e. labour or product market influences, ownership structures, etc.) have profound implications for human resources (HR) structures, policies and practices and the quality of the WLB of entrepreneurs. Research on HRM and entrepreneurship is still evolving. Consequently, HRM in several entrepreneurial business ventures is sometimes (if not often) organisationally fluid and ad hoc. The main implication for this work environment is that there may be little structure in HRM policies and processes to help self-employed entrepreneurs in their ability to comprehensively manage border crossing and to achieve WLB. Originality/value This paper provides valuable insights into entrepreneurs’ work/nonwork boundaries, which is hugely influenced by the commodification of time and money. It also enriches work–life border theory and its social constructionist perspective.

Organizational Commitment And Employee Engagement Among Administrators In Public Universities In Malaysia

This study attempted to examine the effect of organizational commitment on employee engagement among universities’ administrators in public universities of Malaysia. For the purpose of the study, data were collected through a structured questionnaire from 400 participants consisting of administrators in public universities in Malaysia. Collected data were analyzed using partial least square (PLS) structured equation modeling with the support of SMART PLS 2.0. Findings revealed that affective commitment and normative commitment has significant effect on employee engagement while continuance commitment was not found to have any significant effect on employee engagement. The outcomes of this empirical study will help in designing appropriate human resource management policies to improve the engagement level of administrator at all public universities in Malaysia.

Navigating emotion in HR work: caring for ourselves?

Purpose The purpose of this paper is to understand how human resource (HR) practitioners subjectively experience emotions in their working lives and how they navigate emotionally challenging work. Design/methodology/approach A narrative methodology and participant-led photo-elicitation methods were used with five HR practitioners from different sectors to uncover experiences of emotion in their work. Findings Participants describe themselves as perceived by non-HR employees as non-emotional human beings, expected to “take” emotional expression from others, but to display little themselves. HR practitioners use emotion-focussed coping strategies, both self and team-care, to cope with the emotionally challenging work inherent in their role. Research limitations/implications As a pilot study of five participants, further research is needed to strengthen the findings; however, the in-depth qualitative methods used provide rich insight into their working lives. Practical implications HR practitioners’ well-being should not be taken for granted or overlooked in organisations. Opportunities for informal networking with HR communities and training/coaching interventions could provide support on approaches to the emotional challenges faced. Originality/value This paper provides insights into how HR practitioners experience the challenges of their work, in contrast to mainstream research emphasising the impact of human resource management policy and practices on employees and organisations. Attention is drawn to the subjective experience of emotion, rather than the mainstream objectification, managerialisation and generalisation of emotion.

Green (environmental) HRM: aligning ideals with appropriate practices

PurposeThe purpose of this paper is to explore how Green (environmental) Human Resource Management (GHRM) policies can elicit green employee behaviours. This study explores the role of sustainability advocates, who are leaders and managers in pursuit of their firm’s environmental agenda, in the design and delivery of GHRM policies, communication, recruitment and selection, environmental training, rewards and incentives.Design/methodology/approachIn this qualitative study, eighteen semi-structured interviews with sustainability advocates in European firms were conducted and analysed.FindingsGHRM practices are not in themselves peripheral, intermediate or embedded, but shaped by contextual situations. Sustainability advocates’ intentions do not seem to match GHRM policy design, i.e. they try to elicit value-based behaviours by using self-interest-based approaches, leading to misalignments between the attitudes and behaviours policies attempt to elicit, and the type of behaviours they elicit in practice.Research limitations/implicationsThis study explores GHRM practice implementation experienced by leaders and managers. Further research on the role of the HR function and recipients of GHRM is needed.Practical implicationsPractitioners need to be aware that organisational incentives (GHRM policies) that reflect self-interest can lead to self-interest-based behaviour and may be short-lived. A careful consideration of contextual factors will inform the selection of suitable GHRM policies. Environmental training completion rates seem an unsuitable metric for senior management bonuses.Originality/valueThis paper investigates the design and implementation stage of GHRM, leading to an identification of GHRM policies as peripheral, intermediate or embedded. This creates an in-depth knowledge on the efficacy of GHRM policies and their relation to the environment.

Employment for Disability: Human Resources Management in Higher Education for Quality

ABSTRACTThe aim of the research study aims to evaluate human resource management policies and strategies in higher education practices. As this research relies on qualitative nature, self report was conducted in order to gain experiences of research participants about human resources management process. In addition to this, maximum variation was conducted as a sampling method and 15 participants due to their managerial roles were involved to the research. Thematic analysis was conducted in analsying data. The results revealed that disability is an important factor im employment. Human resources management is key solution for the quality in higher education.

Status of Human resources management in Iran's health sector and the path to development: A qualitative study.

Background: Resource generation, stewardship, financing, and provision of health care services are 4 major functions of the health system. In this study, human resource management, as a vital aspect of resource generation, was studied and some interventions have been suggested for Iran. Methods: This was a mixed method study. Data were collected through the review of the relevant articles and government documents, interviews with human resources managers and experts in the health sector, and focus group discussions with selected authorities. The interview questions were based on a model proposed by the WHO. Results: The collected data were categorized into 3 broad sets: description of the current status, factors contributing to the current status, and suggested interventions for improvement. Lack of a comprehensive human resources management policy and inattention to the human resources management in the developmental plans are some of the most common problems in Iran’s health sector. Also, unequal distribution, unemployment, migration of graduates, and inadequate and ineffective participation of faculty members in universities are some other problems referred to as lack of a unified stewardship and dearth of a comprehensive human resources planning. Suggested interventions have focused on stewardship function of the health care system. Conclusion: A policy brief on the human resources for health needs should be developed and added as a separate article to the upstream documents of the country (eg, Iran’s 20-year outlook plan). Implementing and monitoring operational plans for policy execution at Ministry of health has a major role in executing the adopted strategies.

TRAINING MANAGEMENT AS AN ANTECEDENT OF TRAINING TRANSFER

Present literature related to human resource development highlights that training management is a strategic human resource management policy. This issue has been viewed as a remarkable phenomenon in dynamic organizations. Recent studies mostly published in the 21st century proved that the ability of management to plan and implement training programs may produce a noteworthy effect on work related attitudes, particularly in training transfer. This study incorporates a cross-sectional design as it delivers flexibility to the researchers in incorporating the training management literature, a self-administered questionnaires and semi-structured interview to gather data from participants at a military medical corps using a purposive sampling method. They are the administrators, medical doctors, nurses and supporting staff who work in different divisions within the organization. The SmartPLS path model analysis was utilized to analyze the validity and reliability of the instrument, and thus testing the research hypotheses. The results of SmartPLS path model analysis revealed that the implementation of communication and assignment in managing training programs had led to higher employees’ motivation to transfer, while implementation of support in managing training programs had not led to higher employees’ motivation to transfer in the organizational sample. Therefore, this study further suggests that communication and assignment should be considered as a critical success factor for the training management domain, as well as external and internal obstacles should be comprehensively evaluated to maintain and achieve the training goals in an era of knowledge-based organization. Keywords: Assignment, communication, support, training management, training transfer. Cite as: Ismail, A., Foboy, N. A., Mohamad Nor, A., Abdullah, A. A., & Ismail, Y. (2019). Training management as an antecedent of training transfer. Journal of Nusantara Studies, 4(1), 136-158. http://dx.doi.org/10.24200/jonus.vol4iss1pp136-158

Examining the role of perceived investment in employees’ development on work-engagement of liquid knowledge workers

PurposeThis paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).Design/methodology/approachA questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.FindingsThe research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.Research limitations/implicationsThis is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.Practical implicationsThe study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.Originality/valueThe study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.