RESEARCH AND PRACTICE IN HUMAN RESOURCE MANAGEMENT Chew, Y. T. (2005). Achieving Organisational Prosperity through Employee Motivation and Retention: A Comparative Study of Strategic HRM Practices in Malaysian Institutions, Research and Practice in Human Resource Management, 13(2), 87-104. Achieving Organisational Prosperity through Employee Motivation and Retention: A Comparative Study of Strategic HRM Practices in Malaysian Institutions Yin Teng Chew ABSTRACT A growing concern among companies
relationship between human resource management and organizational outcomes is one of the long-standing goals of macro human resources management research. – Kaifeng Jiang et al 2011 With rapid change in the economic environment managers and scholars have been motivated to seek competitive advantages through new sources. The role of a skilled, motivated and flexible workforce has become more prominent than traditional attributes such as technology, economies of scale or natural resources. This is illustrated
major limitations of their study however. First, they subsumed organizational commitment (company identity) within job satisfaction. Thus, their findings have confounded the effects of job satisfaction and organization commitment. The second major problem of their study is that some of their measures had low reliabilities. Low reliabilities of scales make their findings suspect. The last major limitation of their study concerns generalizability of their findings. In our study, we included three facets
critically appraise how an effective performance management process could create organisational value. Word Count: words Pages: Referencing Style: Harvard Style Date: 5th January 2015 Signature: Carla Ferrer Reyes – S1438723 Glasgow Caledonian University MSc Management • Introduction The main objective of the report will be to make a clear description on what effective performance means by illustrating it with the help of a case of study, which will focus on the Kellogg’s Company. The report
Human Resource Management Practice Certain combinations of human resource management practices lead to superior outcomes for organizations. The HR combination department is at the heart of organizational performance, productivity, turnover, profits, and market value outcomes. Employees are considered a source of non-duplicable and sustainable competitive advantage. By using the combinations in capabilities, resources, relationships and decisions presented by employees, organizations strategically
Human Capital Valuation in the Organization Introduction With the rise of the knowledge economy, traditional valuation in the enterprise that consisted solely of measurable assets including buildings, equipment and inventory is increasingly being questioned. Human capital is widely recognized as an important component to the enterprise's total statement of its financial position. This brief study discusses whether human capital should be assessed and reported in the financial statement of the organization
this journal is available at www.emeraldinsight.com/0140-9174.htm Human resource practices, job embeddedness and intention to quit Erich B. Bergiel Management Department, Richards College of Business, University of West Georgia, Carrollton, Georgia, USA Human resource practices 205 Vinh Q. Nguyen Department of Business Administration and Economics, Coe College, Cedar Rapids, Iowa, USA Beth F. Clenney Management Department, Richards College of Business, University of West Georgia
researched. The study was also none geographical region specific. The data collected was not specific in respect to organization size of revenue or employees . In that regards, their research work is only a limited overview of the vast business world. To do a more extensive work will require more time, talent, and resources. Limitations of the Study Although the research study has accomplish the overview of managing change in the workplace, information was not available in industry specific
CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY Today, one of the major problems confronting management in organizations is the most effective way of putting the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Organizations has to consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept
examine to what extent the above statement is an accurate appraisal of successful management? To illustrate the arguments put forward this essay will refer to the case study 'The launch of the centaur' taken from Paton et al text 'Organizations, Cases, Issues and Concepts'. The case study reports on the problems that occurred when Centaur replaced Paravel car manufacturers. This essay will include a study of Henri Fayol's five key managerial elements in order to display whether it is essential