Impact Of Human Resource Management Research Articles

Impact of Human Resource Management on Teachers’ Productivity in Colleges of Education in North Central Geopolitical Zone of Nigeria

Impact of Human Resource Management on Teachers’ Productivity in Colleges of Education in North Central Geopolitical Zone of Nigeria

Increase of productivity in small and medium-sized enterprises in Thailand

The purpose of this research was to study the association of human resource management and the increase of productivity of small and medium-sized enterprises in Thailand. The study was conducted in the sample group which included owners of 269 small and medium-sized enterprises in Thailand using questionnaires. The statistics used in the research were frequency, percentage, mean, standard deviation, One-way ANOVA, multiple correlation analysis, and multiple regression analysis. The research revealed that the association between human resource management and productivity increase of small and medium enterprises in Thailand was found at a relatively high level. When testing the impact of human resource management on productivity, it was found that human resource management in the areas of recruitment, rewarding, and the protection and maintenance of human resources have an impact on productivity increase of small and medium-sized enterprises in Thailand.

Human Resource Management and Intra-Industry Trade

Purpose - The purpose of this paper is to develop a tractable general-equilibrium model of examining the impact of human resource management on intra-industry trade. Commonly, managers of Korean firms are promoted internally. It necessitates a study of human resource management and its impact on an industrial equilibrium. Design/methodology - This paper relies on theoretical analysis. We build a model in firms are hierarchical; an entrepreneur, managers, and workers. All individuals have heterogeneous managerial talents, which are the main source of managerial quality. Firms search talents for prospect managers, and eventually delegate them to supervise workers. The searching incurs a sunk cost. Findings - Our finding is as follows. Country 1, relatively abundant of managerial talents, can gain more from trade than Country 2, relatively scarce of managerial talents. This is because the higher searching cost leads to the lower survival rate of firms in Country 2. Implicatively, good jobs are destroyed, and aggregate income falls in Country 2. Originality/value - According to our study, relative abundance of managerial talents affects distribution of firm size and determines trade gain. This study can contribute to the literature of organization management and trade.

Integration of Shari’ah Governance Framework in Human Resource Management Practice in Malaysia

The discussion on Shari`ah governance has gained significant attention and concerns in the Islamic finance industry. The Central Bank of Malaysia (BNM) introduced the Shari`ah Governance Framework for Islamic Financial Institutions (SGF) in 2010 for the purpose of promoting effective and good Shari`ah governance practices of Islamic Financial Institutions. The IFIs are expected to integrate necessary elements of good Shari’ah governance structure and processes in order to sustain their business in this complex environment as well as to ensure effective implementation of SGF through effective Human Resources Management (HRM). Many studies have been done on the Shariah governance aspects, processes and its effectiveness but not on the impact of HRM in SGF implementation. Therefore, the present study examines the SGF from HRM perspective particularly on the integration between SGF and HRM. It approached the topic from the perspective of job design and description through a literature review and a survey of professionals from the Shari`ah Division and HR Division of different types of IFIs in Malaysia. The data were collected from the literature review and survey responses from 78 respondents from different IFIs. The study found seven HRM scopes highlighted in the framework and found that the respondents’ general understanding of SGF implementation and HRM practices was satisfactory. Remarkably, it is also found that theIFIs have effectively used their HRM practices from the job design and description perspective as a tool to manage their key Shari`ah governance organs. Several limitations and recommendations were also presented to further enhance SGF implementation from this perspective.

Impact of Human Resource Management on Teachers’ Productivity in Colleges of Education in North Central Geo-Political Zone of Nigeria

Colleges of education are established to train teachers for the education sector. This paper assesses the impact of human resource management on teachers’ productivity in colleges of education in the North-central geo-political zone of Nigeria. The researchers adopted a descriptive survey research design. The population of the study comprised of all the 11 colleges of education in North-central, with a staff strength of 4,914. The stratified and purposive random sampling techniques were used to select a sample of 495 staff, stratified along academic and non-academic, who participated in the research. A 15-item researcher-developed questionnaire titled “Impact of Human Resource Management on Teachers Productivity Questionnaire (IHRMTPQ)” was used as an instrument for data collection. Three research questions and one null hypothesis guided the study. Data collected were analysed using mean, standard deviation and percentage scores. The chi-square statistic was used to test the null hypothesis at the 0.05 level of probability. The findings revealed that recruitment processes, training and development and staff welfare have a significant impact on teachers’ productivity in colleges of education. The conclusion was drawn and it was recommended, among others that administrators of colleges of education in the zone should follow stipulated due process in recruitment, increase staff training and development, and improve on staff welfare so as to motivate teachers to greater performance, which will in turn increase productivity.

The Impact of Human Resource Management on Employee Commitment: A Study of the Nepalese Banking Sector

The Impact of Human Resource Management on Employee Commitment: A Study of the Nepalese Banking Sector

Integration in the Organizational Environment of the Spanish National Police

In the present study, a model of relations is tested between the dimensions of socialization, personal resources such as optimism and self-efficacy, and the resources obtained during integration into the organization such as social support or collective efficacy in the prediction of the attitudes and behaviors of the Spanish National Police. Participants were members of the Spanish National Police (N = 123). The findings confirm some of the hypotheses, although other findings are contrary to the predictions. The percentage of variance explained in the regression analyses varies between 48% of the variance of stress and 24% of the variance of task commitment. The findings open new lines of research for the future given the positive impact of human resource management on satisfaction and commitment at work, as well as job stress and excellent performance.

Re‐calibrating HRM to improve the work experiences for workers with intellectual disability

This study examines the impact of human resource management (HRM) on workers with intellectual disability (WWID) across various industries in Australia. The research aims to identify HRM strategies for WWID by drawing on Thomas and Ely's (1996) managing diversity framework. A critical methodological case study approach was triangulated through participant interviews, focus groups and observations. The research identified three main factors that organisations must practice ensuring effective management of WWID; first, promoting workers’ well‐being through specific HRM wellbeing practices; second, valuing difference among all employees; and third, developing purposeful intervention strategies to support the inclusion of WID. The ways in which WWID are integrated into the workplace are important in ensuring workers’ well‐being and maximising their individual performance. We extend Thomas and Ely's (1996) learning and effectiveness paradigm to include ‘plural voices in diversity management’ at each stage of the paradigm and propose a re‐calibrated model of HRM for WWID.

THE IMPACT OF HUMAN RESOURCES MANAGEMENT IN SMEs ON THE REPUBLIC OF KOSOVO

In this paper we will talk about the impact of human resources management in the SMEs growth in Kosovo. Human resources management is the innovation and creativity that employees have for their organization. Human Resources play an important role nowadays in a modern and dynamic economy. The failure of an implementation of good HR strategy strongly affects society, if we consider the lost opportunities and the resources consumed. It is therefore necessary to better understand the importance of HR development for the global economy, something that we will try to highlight in this paper.For the company to succeed in the business environment and in their industry they have to be very creative and innovative. Companies have to come up with the new products, marketing strategy and new ventures etc. Unemployment rate in Kosovo is very high around 40% comparing to the young generation that enter the working market every year. So, SMEs are considered very essential in smoothing this unemployment rate and give this generation new possibilities on showing their working potential. Furthermore, finding work for this generation we also have impact on the so called brain drain, which is a concerning issue for Kosovo. So, SMEs are not having impact only in the economic growth but also in the aspect of keeping youth and their potential inside the country. Keywords: Human resources management (HRM), SMEs, innovation, creativity, society, global economy, new ventures. DOI : 10.7176/RJFA/10-2-10

The Impact of Human Resources Management in SMEs on the Republic of Kosovo

In this paper we will talk about the impact of human resources management in the SMEs growth in Kosovo. Human resources management is the innovation and creativity that employees have for their organization. Human Resources play an important role nowadays in a modern and dynamic economy. The failure of an implementation of good HR strategy strongly affects society, if we consider the lost opportunities and the resources consumed. It is therefore necessary to better understand the importance of HR development for the global economy, something that we will try to highlight in this paper.For the company to succeed in the business environment and in their industry they have to be very creative and innovative. Companies have to come up with the new products, marketing strategy and new ventures etc. Unemployment rate in Kosovo is very high around 40% comparing to the young generation that enter the working market every year. So, SMEs are considered very essential in smoothing this unemployment rate and give this generation new possibilities on showing their working potential. Furthermore, finding work for this generation we also have impact on the so called brain drain, which is a concerning issue for Kosovo. So, SMEs are not having impact only in the economic growth but also in the aspect of keeping youth and their potential inside the country. Keywords: Human resources management (HRM), SMEs, innovation, creativity, society, global economy, new ventures. DOI : 10.7176/RJFA/10-2-10

How Can Human Resource Management Help the Theory of Constraints

Now, more companies consider human resource management (HRM) as part of strategic business management. A critical analysis of The Goal: A Process of Ongoing Improvement by Goldratt as it relates to HRM allows for discussion and evaluation of HRM implications. However, does HRM implementation support achieving a companies' strategic objectives? If so, how is it related to The Goal? This report seeks answering these questions by evaluating HRM in the book's context. This article discusses the role of HRM in companies, HRM principals that impact operations, roles of stakeholders and their value in the Theory of Constraints (TOC), HRM and its impact on the TOC, roles of HRM management and leadership, and the relationship between technology and human resources. Discussing these topics, this article provides an overview of HRM's impact on organizations. The main findings indicate that HRM implementation is a strategic management resource to be implemented by any businesses.

The Impact of Human Resources Management on Job Involvement. The Mediating Role of Vertical Trust

Abstract The purpose of the study was to identify the relationship between Human Resources Management system (HRM system), vertical trust, and job involvement. This type of involvement in work is considered very important for an organisation because it affects the added value generated employees. It is also associated with the well-being felt by individuals and testifies to the satisfaction of their psychological needs. The study was conducted on a group of 227 employees of large and medium-size entities. The application of the Structural Equation Modelling (SEM) made it possible to confirm the relationship between the HRM system and job involvement with the mediating role of vertical trust in the examined relationship. In order to verify to what extent the job involvement variation can be explained by the HRM system, a multi-dimensional linear regression analysis was applied.

Impact of Human Resource Management on Employees’ Sustainability Development in Ado-Ekiti, Nigeria

This study examines the impact of human resource management on banks employees’ sustainability development in Ado-Ekiti. This study adopts the survey design. The population comprises all human resources in commercial banks operating Ado-Ekiti. The branch managers and senior officers of the 16 banks were selected using convenient sampling; a non- probabilistic sampling technique were selection of subjects are conveniently accessible and their proximity to the researcher with 3 respondents from each bank. All the responses are collected on five point Likert scale using a close-ended questionnaire. Regression analysis is applied to test the relationship between HRM variables and banks employee’s sustainability development using SPSS Version 16. The results indicate that there is a positive and significant relationship between human resource management and banks employees’ sustainability development. Based on these, it therefore concludes that effective human resource management is indispensible to employees’ sustainable development. However, it is study recommended that all banks should adopt and implement the best human resource management practices (human resource planning, job analysis, recruitment, selection, compensation performance appraisal and training) for better employees’ sustainable development.

HRM practices and the multifaceted nature of organization performance

PurposeThe purpose of this paper is to investigate the impact of human resource management (HRM) practices on the performance of Jordanian banks as determined by using the balanced scorecard (BSC) performance measurement system and by testing the effect of organizational citizenship behavior (OCB) as a possible mediator variable.Design/methodology/approachA questionnaire was used to collect data from the study sample, which consisted of 230 managers working in various banks across Jordan. The study hypotheses were then tested using SPSS and AMOS software by applying structural equation models (SEMs).FindingsThe data set revealed that the use of HRM practices had a significant impact on both employee OCB and bank performance in all the four dimensions of the BSC (financial, customer satisfaction, internal processes, learning and growth). In addition, OCB was found to have a positive significant impact on organizational performance. Moreover, results indicated that OCB partially mediates the relationship between HRM practices and organizational performance.Originality/valueThe authors examine the impact HRM practices on the organization performance through the mediation role of OCB. The results obtained from this study extend the existing literature by providing evidences from non-western country such as Jordan. Based on the findings, the theoretical and practical implications of the study as well as limitations and suggestions for future studies are also discussed.

Impact of Human Resource Management (HRM) Practices on Hotel Industry’s Performance: The Mediating role of Employee Competencies

The aim of this paper is to examine the impact of human resource management practices on hotel industry performance by means of employee competencies. An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected hotels. The validity of the model and hypotheses were tested using structural equation modeling (SEM). The reliability and validity of the dimensions are established through confirmatory factor analysis. The results indicate that some human resource management practices influence organizational performance through their impact on employee competencies. Career planning and performance appraisal however, do not impact employee competencies of the firms studied. The research was undertaken in the hotel industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors and international environment. The findings of the study have the potential to help stakeholders and management of hotels in adopting properly and well-articulated HRM practices in building human capital and stimulating the necessary behaviours that create advantage for the organization. This study contributes to the human resource management literature, integrating HRM practices and employee competencies into a comprehensive research model that impacts organizational performance.

The impact of human resources management on the effectiveness of family businesses

Human resources management functions, practices and procedures nowadays are very important and their role is continuously increasing if we consider an economy which relies ever more on knowledge. In this way, necessarily arises the need for careful management in the allocation and use of this labour force, not only in fulfilling the vacancy, but it is even more important to achieve and ensure increased efficiency of its use in the production process of goods and services that guarantee the growth of welfare or the level of living standard of society members. The survival of every family business is dependent on the effective management of human resources. The evaluation and performance management of employees has an impact on the increase of the effectiveness of the family business. The effective management of a family business needs to focus on reforms of the educational system and professional development of its workers. The literature review on this topic in this article is supported by the empirical analysis, in which 150 businesses in the Republic of Macedonia are surveyed.

The impact of human resources management on the effectiveness of family businesses

Human resources management functions, practices and procedures nowadays are very important and their role is continuously increasing if we consider an economy which relies ever more on knowledge. In this way, necessarily arises the need for careful management in the allocation and use of this labour force, not only in fulfilling the vacancy, but it is even more important to achieve and ensure increased efficiency of its use in the production process of goods and services that guarantee the growth of welfare or the level of living standard of society members. The survival of every family business is dependent on the effective management of human resources. The evaluation and performance management of employees has an impact on the increase of the effectiveness of the family business. The effective management of a family business needs to focus on reforms of the educational system and professional development of its workers. The literature review on this topic in this article is supported by the empirical analysis, in which 150 businesses in the Republic of Macedonia are surveyed.

Expanding the methodological toolbox of HRM researchers: The added value of latent bathtub models and optimal matching analysis

Researchers frequently rely on general linear models (GLMs) to investigate the impact of human resource management (HRM) decisions. However, the structure of organizations and recent technological advancements in the measurement of HRM processes cause contemporary HR data to be hierarchical and/or longitudinal. At the same time, the growing interest in effects at different levels of analysis and over prolonged periods of time further drives the need for HRM researchers to differentiate from traditional methodology. While multilevel techniques have become more common, this article proposes two additional methods that may complement the current methodological toolbox of HRM researchers. Latent bathtub models can accurately describe the multilevel mechanisms occurring in organizations, even if the outcome resides at the higher level of analysis. Optimal matching analysis can be useful to unveil longitudinal patterns in HR data, particularly in contexts where HRM processes are measured on a continuous basis. Illustrating the methods’ applicability to research on employee engagement, this paper demonstrates that the HRM community—both research and practice—can benefit from a more diversified methodological toolbox, drawing on techniques from within and outside the direct field to improve the decision‐making process.

Investigation of talent, talent management, its policies and its impact on working environment

PurposeThe purpose of this paper is to explore broader and dynamic features of talent, talent management, its policies and its impact on academic working environment.Design/methodology/approachThis research was based on qualitative research in the form of unstructured interviews containing open-ended questions. Data were collected from the university management, deans, heads of departments (HoDs), assistant professors, associate professors and lecturers. The research was conducted in the form of interviews and the participants were asked to define talent, talent management (TM) policies, its usefulness and its impact on the working environment within the university. This study was conducted into two parts. In the first part, all deans, HoDs and human resource management (HRM) (stakeholders) were interviewed, and in the second part, all professors, associate professors, assistant professors and lecturers (talents) were interviewed.FindingsThe present study investigated that talent and TM are very important in any academic organization. The impact of HRM on TM is very important, as it defines how an academic organization works to retain its talent and improve working conditions within the organization. In addition, this paper details the barriers that the human resource department faces with regard to TM and vice versa. Further, the authors attempted to ascertain the academic staff’s perspectives, their needs and the difficulties they face within the university.Originality/valueThis research paper shows the difficulties faced by the government institutions in China and Pakistan and how they cope with the current situation of TM within the available resources, polices and the impact of these on the working environment.

The impact of HRM, perceived employability, and job insecurity on self‐initiated expatriates’ adjustment to the host country

Career‐oriented human resource management (HRM) practices are likely to facilitate self‐initiated expatriates’ adjustment to the host country. This may happen because these practices could boost one's professional development and lead to different types of career security (job security and employment security), which were probably missing in their home country and may be important elements to adjust to the host country. Quantitative survey data from 234 Portuguese self‐initiated expatriates in the United Kingdom were analyzed via structural equation modeling. Results demonstrate that career‐oriented HRM practices are positively related to adjustment to the host country. These practices are also positively related to perceived job security and perceived internal employability, an indicator of employment security, but these latter variables were not significantly related to adjustment to the host country. These results suggest that career‐oriented HRM practices are indeed relevant for the adjustment of self‐initiated expatriates, but not necessarily because they increase career security. Further analyses positively correlated adjustment to time intended to remain in the host country.