Effect Of Strategic Human Resource Management Research Articles

Review Paper on Strategic Human Resource Management Effectiveness and Organization Performance

The aim of strategic human resource management is to ensure that culture, style and the quality commitment and motivation of its employees contribute fully to the achievement of business objective. It is blending of strategic human resource management strategies with organization strategies, the corporate strategies and Human resource strategies are developed simultaneously. Man is only creature that can take advantage of knowledge and resources created by the nature which has been preserved or accumulated through centuries. Human resource is such an asset which activates other assets and it actively participates in various activities and operations. Strategic human resource management is an approach to making human resource related decision in line with the strategic plans of the organization.

Relationship between SHRM and Organizational Performance among Iraqi Oil Companies

Strategic human resource management (SHRM) plays a vital role to organizations success and performance. People become an essential element to organizations development. Although, extensive literature is available on the SHRM effectiveness, it is still unclear what SHRM practices can be linked with organizational performance. Thus, to fill this gap, this study aims to examine the relationship between SHRM practices and organizational performance in Iraqi oil sector. The study used a random sample of Iraqi oil sector (eight companies represents various streams). Fifteen of Iraqi’s oil industry companies are owned by the public sector representing a stratified sample, with unit of analysis representing managers and heads departments. Quantitative method (questionnaire) and structural equation modelling are utilized. Total 366 questionnaires were distributed equally to companies within the sample chosen. After initial data screening, 301 responses were used for the final data analysis using Structural Equation Modelling (SEM). Results indicated that SHRM practices (recruitment and selection, training and development and compensation and rewards) are directly linked with organizational performance. The study findings are useful for Iraqi oil sector in order to enhance their organizational performance through using of appropriate SHRM practices.

Improved BIRCH Clustering Algorithm and Human Resource Management Efficiency: An Organizational Learning Perspective

With the popularity of large data network, data mining technology can be used in human resource management and provide strong decision support. In this paper, the author put forward the application of BIRCH clustering algorithm in HRM database, and analyze the associated reasoning methods. Based on the multiple regression analysis, the result shows that strategic human resource management effectiveness has significant positive correlation with organizational innovation (p<0.01). At the same time, the model M6 show that the nature of the enterprise has a significant negative impact on organizational learning, and the industry has positive impact on organizational learning. The conclusion shows that organizational learning plays a complete intermediary role between strategic human resource management and management innovation.

The impact of market orientation and strategic HRM on firm performance: the case of Chinese enterprises

This study examines market orientation as the antecedent to strategic human resource management (SHRM), and the related effects on firm performance in an emerging economy context. It is suggested that the relationship between SHRM and firm performance is moderated by ownership type and autonomy in staffing of these firms. Empirical results from a sample of Chinese firms from various industries and regions reveal that SHRM mediates the relationship between market orientation and firm performance. It is also found that the effect of SHRM on firm performance is stronger for firms with a higher degree of autonomy in staffing, and weaker for private firms. Other types of ownership (state or foreign) have no effect on this relationship.

Strategic human resource management effectiveness and firm performance

This study tests whether strategic human resource management (SHRM) effectiveness significantly affects organizational level outcomes. Using the resource-based view of the firm, this study examines the effective use of human capital on organizational performance. Further, the role that a contextual factor - capital intensity - plays in modelling is explored. Results show that SHRM effectiveness significantly reduces employee turnover and increases overall market performance assessment. However, SHRM effectiveness affected both firm productivity and return on equity only when moderated by capital intensity.

Strategic human resource management effectiveness and firm performance

This study tests whether strategic human resource management (SHRM) effectiveness significantly affects organizational level outcomes. Using the resource-based view of the firm, this study examines the effective use of human capital on organizational performance. Further, the role that a contextual factor - capital intensity - plays in modelling is explored. Results show that SHRM effectiveness significantly reduces employee turnover and increases overall market performance assessment. However, SHRM effectiveness affected both firm productivity and return on equity only when moderated by capital intensity.