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The impact of HR practices on employee performance
HRM practices and benefits
The impact of HR practices on employee performance
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Abstract The success of any business organization, in the challenging environment of the new millennium, lies in the effective human resources management (HRM) practices. Effective HRM practices can develop a strong healthcare delivery system by effective team of Health Care Workers, which ultimately guarantees the success of any health care business organization. Human resources practices in health sector are a complex area, specially in the developing countries like Pakistan. HRM practices have a positive effect on employee and business performance. This study has been conducted to find the relationship between HRM practices and Health Care Workers’ perceived performance in Pakistan. The study was conducted in hospitals of Rawalpindi and Islamabad through a personally administered questionnaire. The result showed strong positive relationship of compensation and promotion practices with the Health Care Workers perceived performance while performance evaluation practices have weak positive relationship with Health Care Workers perceived performance. Impact of Human Resources Management Practices on Health Care Workers’ Perceived Performance Introduction The success of any business organization, in the challenging environment of the new millennium, lies in the effective human resources management (HRM) practices. Effective control of human resources provides the companies with a reliable competitive advantage (Mazen & El-Kayaly, n.d.). Similarly the human resources management practices in the health care sector are more important for the effective health care delivery of any health care system. There is also a remarkable effect of globalization of goods and services on the country’s approaches to... ... middle of paper ... ... & Bernthal, P. Recruitment and selection practices (Report No.MKTCPGN52). Bridgeville. Development Dimensions International Shahzad, K., Bashir, S. & Ramay, M. I. (2008). Impact of HR Practices on perceived performance of University Teachers in Pakistan. International Review of Business Research Papers. 4,2. Tessema, M. and Soeters, J. (2006). Challenges and prospects of HRM in developing countries: testing the HRM-performance link in Eritrean civil service. International Journal of Human Resource Management. 17,1. West, M. A., Guthrie, J. P., Dawson, J. F., Borrill, C. S., & Carter, M. (2006). Reducing patient mortality in hospitals: The role of human resource management. Journal of Organizational Behaviour. World Health Organization (2000): World Health Report 2000. Health Systems: Improving Performance. Geneva 2000.
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
- Shi, Leiyu. Managing Human Resources in Health Care Organizations. Sudbury, MA: Jones and Bartlett, 2007.
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
F. & McConnell, C. R., (n.d.). Human Resource Management in Health Care. Retrieved from https://www.betheluniversityonline.net
At my organization, the City, managers look to HR to provide effective staff. Managers at the City are often employees who have worked their way up the career ladder and achieved promotions through proven skill, education and ability. They are not schooled in the field of human resources. The managers rely on HR to help satisfy staffing needs for departments and to help determine how best to use existing human assets. HR can determine if existing staff can be used, create a business case for a new position or job description and develop processes for identifying suitable employees. The expectation is that HR be able to identify qua...
The Web. 6 Apr. 2012. The. Gueutal, Hal G., and Dianna L. Stone (eds.). "Chapter 9 - The Next Decade of HR—Trends, Technologies, and Recommendations".
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
In this paper we have chosen to explore Procter and Gamble (P&G), a multinational corporation which has lead the way in creating one of the best human resource management systems to date. By using P&G, we are seeking to provide an example of how current multinational companies make decisions to manage their human resources (HR) activities, in search of effective management of their HR costs and in search of professional HR management.
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Singh, K., 2005. The effect of human resource practices on firm performance in India, Human Resources Development International, 6 (1): 101-116.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Iveta, G. (Mar. 2012). Human Resources Key Performance Indicators. Journal of Competitiveness. Vol. 4, Issue 1. Retrieved from http://www.cjournal.cz/files/89.pdf
This article reports on human resource functions and activities in the 21st century and how it should assist organizations to maintain their competitive advantage. By adding value to the organization in which it exists, HR can secure its place for the future. Global organizations are being forced to become more competitive. Globalization of markets, changing customer demands and increasing product-market competition, people and the way they are managed acquire greater importance in the 21st century. Globalized human resource management (GHRM)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.