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Title: The impact of human resource management practices on employee's performance. A Research Proposal
The impact of human resource management practices on employee’s performance
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FLE Learning
Waiphot Kulachai
The objective of this study is to examine the impact of human resource management practices on employees’ job performance. Questionnaires were employed to collect the data. The research participants were 464 state officials from 10 city municipalities in Chonburi, Thailand. The data was analysed using structural equation modelling (SEM). Findings showed that (1) recruitment and selection, internal communication, and job satisfaction had a positive direct impact on an employee’s job performance; (2) pays and benefits, performance appraisal, and internal communication had a positive direct impact on job satisfaction; and (3) pays and benefits and performance appraisal showed no direct impact on an employee’s job performance but had indirect impact on an employee’s job performance through job satisfaction. The study notes several theoretical and practical implications of the findings that may extend our knowledge of the various impacts of human resource management practices on an employee’s job performance. Keywords: job performance, HRM practices, job satisfaction
Management Science Letters
Mohammad Reza Shirvani
Maroof Khalil
This paper aimed to examine the effect of HRM practices towards employee performance in Malaysian Skills Institute (MSI). It investigated the factors that affecton recruitment and selection, compensation toward employee performance in MSI. The study population, which consisted of employees in the MSI, comprised 40 respondents. To achieve the study objectives, the researcher developed and distributed a questionnaire, and collected and analyzed the data using SPSS. An overall analysis was performed based on the descriptive statistics and correlation analysis. The results indicated that recruitment and selection and compensation significantly correlated with the employee performance in MSI. The paper provided recommendations for improving recruitment and selection and compensation in MSI.
wms-soros.mngt.waikato.ac.nz
Zubair Aslam Marwat
Usman Khalid
International Journal of Organizational Leadership
DR. RAJA ADZRIN RAJA AHMAD
Middle-East Journal of Scientific Research
Kennedy Alusa
Although studies have examined the influence of Human Resource Management (HRM) practices on performance, few have examined the influence of employee outcome in a developing country context. To address recent calls of research to address the role of employee outcome, this study examined the mediating role of employee outcome on the influence of HRM practices and performance. Data was collected from 84 employee of a government organization. Seventy eight (78) filled the questionnaire and retuned the questionnaire. Using multiple regression analysis the result showed that HRM Practices have a significant influence on organizational performance. Further, using stepwise regression analysis, the study established that employee outcome fully mediates the influence of HRM practices on organizational performance.
Dr Irfan Saleem
The study includes the questionnaire items adopted from historic studies. HR Practices have been considered as major tool to enhance employee performance. This research study identifies major practices of HR lead to enhanced Employee Performance (EP) at banks operating in Lahore, Pakistan. Four HR Practices have been selected for this research study that includes Merit based Recruitment & Selection; Performance based Compensation, Organizational Commitment and Training & Development. Results support the proposed theoretical model that link HR Practices and EP in three banks located in Lahore, Pakistan. This study concludes that all testable variables have positive relation with employee performance, Pakistani banks are therefore recommended to adopt the stated HR practices to enhance EP which in turn can enhance Company’s Performance. """
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and conditions in their employment relationship. Psychological contracts have been argued to follow a pattern of reciprocity t. at evolves between the parties (Rousseau, 1989). Employers will expect that the HRM practices improves employees way of working, while employees' will expect that HRM practices ar.
re was dramatic change in HR during past five years. This study shows the significant role of human resource managers in various areas like Empowerment of workers Business process Reenergizing, Total Quality manage. ent, Humanization of work, and Quality of work life. It was the challenge of HRM to balance the impact.
Assessment of Human Resource Management Practices & Organizational Performance in the case of Harmony Hotel in Addis Ababa BY: TESFAYE HAILEMARIAM DECEMBER 2019 ADDIS ABABA, ETHIOPIA . ... thesis. He was very kind and helpful to me all the times whenever I faced a problem.
Date of the bachelor's thesis 15 March 2010 Author(s) Anna Salanova, Sanni Kirmanen Degree programme and option Business Management Name of the bachelor's thesis Employee Satisfaction and Work Motivation - Research in Prisma Mikkeli Abstract Human Resource Management is getting more important in the business nowadays, because people
In a awareness economy, one of the prime concerns in. organizations is the regeneration and development of scarce r esources to improve. capability. An individual's awareness has become one of ...
This thesis will be supported by a theoretical framework, which is based on strategic HR. The theoretical framework consists of various themes and views, such as strategy, human resource management (HRM), strategic human resource management (SHRM) and the four roles of HR.
The Impact of Human Resource Management Practices on ... Thesis Submitted in Partial Fulfillment of the Requirements for ... 202 out of 302 employees by using the questionnaire. The questionnaire was developed and refined by literature review and panel of referees committee. Statistical techniques such as descriptive
1.2 Thesis outline. In Chapter 2, the methodology is presented and discussed, including our research approach and research design. Furthermore, we present the data collection method as well as the data analysis method. We then discuss and reflect on the credibility of our study.
In my thesis report I compared and analysed the training needs of the different organizations, and their direct impact on the organizational growth. At the end of my thesis report a conclusion and pro-posed organizational model is suggested. Key words Human Resource, International Standard of Organization, Organizational Development, Quality as-
THE IMPACT OF HUMAN RESOURCE MANAGEMENT. THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON JOB SATISFACTION IN FELCRA BERHAD BY ANIS SAFWANAH BINTI AZIZAN Thesis Submitted to Othman Yeop Abdullah Graduate School of Business, Universiti Utara Malaysia, In Partial Fulfillment Of The Requirement For The Master of Human Resource Management.
This thesis was designed to test the assumption that human resource (HR) process factors act as moderator variables in the relationship between HR practices and employee well-being (EWB) and job performance (JP). This thesis conducted two steps including Step 1 to explore the relationship between five HR practices and EWB and
INSTITUTE OF GRADUATE STUDIES AND RESEARCH Business Administration Department THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: Case Study of Private Banks in TRNC (MBA Thesis) Ugonna I. AGUTA Supervisor Assoc. Prof. Dr. Hasret BALCIOGLU Nicosia - 2013 CYPRUS INTERNATIONAL UNIVERSITY INSTITUTE OF GRADUATE STUDIES AND RESEARCH ABSTRACT In recent years, the Turkish ...
HRM can be defined as the. policies and practices required to perform the routines. of human resources in an organization, such as employee. staffing, staff development, performance management ...
The objectives of this thesis are: to present a comprehensive literature review of human resource information systems (HRIS) and to explore the impact of infor- ... implementation and application of electronic human resource management (e-HRM) (Strohmeier, 2007). Surveys of HR consultants suggest that both the
managing human resource is the key role of success of an organization. The human resource management (HRM) practices covered in this chapter include the following. First subject is human resource planning (HRP) which covers the identification of HR needs in the organization as well as the designing of a plan to satisfy those requirements.
surrounding strategic human resource management (SHRM) and organisational performance. The relationship between SHRM and organisational performance has been a heavily deliberated issue over the last decade. A survey of literature on S HRM and its impact s in terms of pe rformance reveals that empirical results on this topic are ,
management scholars to increased interest and attention towards researching issues related to human resource management. Increased globalisation and high competition implies that employees can easily exit the company when they feel the organization is using unfair or outdated human resource management practices (Rodjam et al., 2020).
The survey on demographic characteristics of respondent organized by sex, age, year of experience and level of education of respondent. From the table 4.1, Out of the 35 respondents who answered the questionnaires, 29 respondents representing 82.9% were male and 6 respondents representing 17.1% were female.
The Human Resource Management Practices Questionnaire (HRMPF; Lee, Lee, & Wu, 2010) was developed to assess organizational human resource management practices, business strategies, and performance. The questionnaire measures three constructs: 'HRM practices' (total 25 items) from Delery and Doty (1996), Ahmad and Schroeder (2003), Chang and Chen (2002) and Martell et al. (1996 ...
Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources 42(3), 301-317. 9.14 Wan, D., Kok, V., Hong, C.H. (2002). Strategic Human Resource Management and Organizational Performance in Singapore, Compensation and Benefits Review Saranac, 39(4), 836-866. 10.
Human resource management has been profoundly affected by the rise of the Internet and other forms of modern technology in the last several years (Stone et al., 2015). Organisational HRM processes ...
ties, rather as a vital resource which needs to be attributed greater attention and con-stantly developed. As organizations are becoming more cognizant of the potentials of new technologies, they must also realize the vital role that personnel play in managing the technology. (Pattanayak 2005, 13) 2.1. Role of human resource management
Questionnaire for Human Resource Managers-Thesis - Free download as Word Doc (.doc), PDF File (.pdf), Text File (.txt) or read online for free. This document contains a questionnaire for human resource managers about retention practices at their organization. It asks questions about attrition levels, retention rates, rewarding high performers, attracting employees, performance appraisal ...
35).2.3 The Functions of Human Resource ManagementThe main function of HRM is to maintain the. good relationship between employees and em-ployers. There are two main functions in HRM. i.e. Managerial functions and operative func-tions. According to the Gary Dessler (2015), managing associates with plan.