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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.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
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
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
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.
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
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
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.
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
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
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.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
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)