Between local and global approach: need for diffused model of HRM – case of Shifa International Hospital

2013 ◽  
Vol 3 (5) ◽  
pp. 1-5
Author(s):  
Noreen Saher ◽  
Arshia Mukhtar
Keyword(s):  
Developing Countries ◽  
Organizational Behavior ◽  
Management Practices ◽  
International Standards ◽  
Content Type ◽  
Hrm Practices ◽  
Hr Practices ◽  
Strategic Hrm ◽  
Indigenous Wisdom ◽  
Hr Managers

Subject area HRM, training, strategic HRM. Study level/applicability The case is designed for undergraduate and graduate level business students (BBA and MBA) in human resource management, organizational behavior, strategic HRM, corporate leadership and general management. The case provides an overview of the importance of diffused HRM practices in developing countries on the basis of standardized rules and cultural values defining these rules. The case presents the situation of HR management practices in SIH, Islamabad on the basis of different styles followed by HR managers to develop an egalitarian model aspired on the basis of local values but at the same time is on the line of international standards. Case overview In Shifa, It was observed that locally trained HR managers could better synchronize employees' aspirations with standards of diffused model as compared to foreign trained managers. It was found that the former group of professionals appreciated local values; therefore they considered these values while following standardized rules and regulation; whereas the latter group took it as a bunch of obsolete concepts which had nothing to do with employee management practices in urban/modern organization. Therefore, positive perception of locally trained managers' about the indigenous' wisdom and its consideration in employee management decisions enabled them to play a proactive role in developing cultural fit HR practices, besides winning the support of both, management and the workers. This also allowed them to “maintain balance” between local aspiration and international standards of operations. Although SIH is unique in terms of its mission, services, organization, and its use of technology, it is believed that this unique case may provide useful insights for organizations in similar situations. Many of the difficulties faced by SIH either support or help to understand situations prevailing of other organizations working in the context of Pakistan. For instance, any public or private organization or multi-national corporation following Western (diffused) HR model to regulate workforce in the local setting can get benefit from this research. Expected learning outcomes The teaching objectives of the cases are apprehend the importance of diffused HRM practices in developing countries context. importance of indigenous wisdom of flexibility and culturally fit HR practices as a proactive approach towards HR issues handling the case of Mr Shahbaz and Ms Aysha Ahmad. Importance of social networking and controlled personalized models for employee regulation, e.g. case of Mr Abid Elahi. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

Strategic human resources, innovation and entrepreneurship fit

2005 ◽  
Vol 26 (6) ◽  
pp. 544-559 ◽  
Author(s):  
Zhongming Wang ◽  
Zhi Zang
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Organisational Performance ◽  
Content Type ◽  
Hrm Practices ◽  
Strategic Hrm ◽  
Innovation And Entrepreneurship

PurposeStrategic human resource management (SHRM) is seen as crucial for innovation and entrepreneurship in China. An empirical research was carried out to investigate main dimensions of the model of human resources management (HRM), practices and their effects on organisational performance in relation to innovation and entrepreneurship.Design/methodology/approachThe research has two parts. The first part is a field survey on human resource management practices and its main dimensions. The study was conducted in the Chinese local companies and joint ventures across different partnerships. The second part is an in‐depth case‐set analysis of Chinese entrepreneurship models from a strategic HRM perspective.FindingsThe results showed that both functional and strategic dimensions of HRM could be identified which had differential effects upon organisational performance and that the most successful local entrepreneurial firms were among the collective‐based and globally‐oriented ones.Originality/valueThis study demonstrated that the fit between strategic HRM practices, innovation strategy and entrepreneurship model was significantly contributed to entrepreneurial performance. A regional comparative model of SHRM and entrepreneurship was proposed for sustainable business developments and organisational change.

Measure what matters: descriptive and predictive metrics of HRM-pathway toward organizational performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rajasshrie Pillai ◽  
Brijesh Sivathanu
Keyword(s):  
Decision Making ◽  
Data Quality ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Content Type ◽  
Hr Practices ◽  
Strategic Hrm ◽  
Financial Metrics ◽  
Hr Managers

PurposeTo understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data quality along with descriptive and predictive financial and non-financial metrics.Design/methodology/approachThis work utilizes the grounded theory method. After the literature was reviewed, 113 HR managers of multinational and national companies in India were interviewed with a semi-structured questionnaire. The collected interview data was analyzed with NVivo 8.0 software.FindingsIt is interesting to uncover the descriptive and predictive non-financial and financial metrics of HR practices and their influence on organizational performance. It was found that HR data quality moderates the relationship between the HR practices outcome and HR metrics. This study found that HR metrics help in HR decision-making for strategic HRM and subsequently affect organizational performance.Originality/valueThis study has uniquely provided the descriptive and predictive non-financial and financial metrics of HR practices and their impact on HR decision making, strategic HRM and organizational performance. This study highlights the importance of data quality. This research offers insights to the HR managers, HR analysts, chief HR officers and HR practitioners to achieve organizational performance considering the various metrics of HRM. It provides key insights to the top management to understand the HR metrics' effect on strategic HRM and organizational performance.

scholarly journals The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

2013 ◽  
Vol 2 (1) ◽  
Author(s):  
Philipos P. Gile
Keyword(s):  
Systematic Review ◽  
Health Care ◽  
Quality Of Health Care ◽  
Management Practices ◽  
Employee Performance ◽  
Hrm Practices ◽  
Hr Practices ◽  
Strategic Hrm ◽  
And Performance

Background: Even though management practices are recognized as important factors in enhancing quality of health care, many studies hitherto has focused on individual practices, overlooking the contexts within which these practices are operating. Human resource (HR) practices are key for enhancing employee and performance and received substantial attention in recent research on management sciences.. Methods: We conducted a systematic review of the literature for two purposes. First, to understand how the major management practices and employee performance are linked. Secondly, to forward suggestions that will guide further research on how research in such a complex relationship might best be undertaken. Results: This paper is a review of 106 relevant articles (out of the total 398 articles as per the set criteria) published in pre-eminent international refereed journals between 1994 and March 2013. The review covers the linkages between HR practices on employee performance guided by key theoretical framework/model informing the article; findings on HR practices and employee performance conceived and operationalized. The study shown disparities in the concepts and treatment of HRM practices and performance, but also some commonalities that show guidance on how to best undertake future research on the link between strategic HRM practices, individual and organizational performance in promoting quality of health care in the developing countries. Conclusions: There is a need to develop systems approach of assessing the structural and process dimensions and apply comprehensive model to analyze the correlation between strategic HRM and employee performance at micro and macro level.

scholarly journals HRM practices that support the employment and social inclusion of workers with an intellectual disability

2017 ◽  
Vol 46 (8) ◽  
pp. 1475-1492 ◽  
Author(s):  
Hannah Meacham ◽  
Jillian Cavanagh ◽  
Amie Shaw ◽  
Timothy Bartram
Keyword(s):  
Intellectual Disability ◽  
Intellectual Disabilities ◽  
Social Inclusion ◽  
Well Being ◽  
Case Study Methodology ◽  
Content Type ◽  
Hrm Practices ◽  
Employment Participation ◽  
Recruitment And Selection ◽  
Hr Managers

Purpose The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships. Originality/value The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

Nurse managers’ role in older nurses’ intention to stay

2015 ◽  
Vol 29 (1) ◽  
pp. 55-74 ◽  
Author(s):  
Marjorie Armstrong-Stassen ◽  
Michelle Freeman ◽  
Sheila Cameron ◽  
Dale Rajacic
Keyword(s):  
Structural Equation ◽  
Nurse Managers ◽  
Nurse Manager ◽  
Direct Patient Care ◽  
Perceived Fairness ◽  
Cross Sectional ◽  
Content Type ◽  
Hr Practices ◽  
Underlying Mechanisms ◽  
Hr Managers

Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process.

A comparative analysis of best human resource management practices in the hotel sector of Samoa and Tonga

2014 ◽  
Vol 43 (5) ◽  
pp. 798-815 ◽  
Author(s):  
Suwastika Naidu ◽  
Anand Chand
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Response Rate ◽  
Strategic Human Resource Management ◽  
Human Resource Managers ◽  
Content Type ◽  
Hrm Practices ◽  
Hotel Sector

Purpose – The purpose of this paper is to comparatively analyse the best human resource management (HRM) practices in the hotel sector of Samoa and Tonga. Design/methodology/approach – This study examined best HRM practices used by the hotel sector of Samoa and Tonga by using self-administered questionnaires. Self-administered questionnaires were distributed to 73 hotels in Samoa and 66 hotels in Tonga. Out of the 73 self-administered questionnaires that were distributed in Samoa, 58 usable questionnaires were returned resulting in a response rate of 79 per cent. In the case of Tonga, out of the 66 self-administered questionnaires were distributed, 51 usable questionnaires were returned resulting in a response rate of 77 per cent. Findings – The findings of this study show that there are 28 best HRM practices in Samoa and 15 best HRM practices in Tonga. This study also found that best HRM practices differ based on differences in internal and external environmental factors present in different geographical areas. The findings of this paper support the assumptions of the Contextual Paradigm of HRM and strategic human resource management. Research limitations/implications – This study is based on a single sector of Samoa and Tonga. A single sector study limits the generalisations that can be made across different sectors in Samoa and Tonga. Practical implications – Human resource managers should incorporate cultural, political, legal, economic and social factors in HRM practices. Originality/value – None of the existing studies have examined best HRM practices used by the hotel sector of Samoa and Tonga. This study is a pioneering study that comparatively analyses the best HRM practices used by the hotel sector of Samoa and Tonga.

Research shows offering excellent compensation and job security makes South Korean employees much less likely to quit jobs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Design Methodology ◽  
Knowledge Workers ◽  
Job Security ◽  
Primary Concern ◽  
Retention Strategies ◽  
Content Type ◽  
South Korean ◽  
Hrm Practices ◽  
Compensation Satisfaction ◽  
Hr Managers

Purpose The researcher wanted to study the effect of HRM practices on turnover in a South Korean context. Previous studies have focused on Western contexts. Design/methodology/approach The author collected data from 310 white-collar and knowledge workers from Seoul. A set of five hypotheses were tested Findings The results showed that offering excellent compensation and job security made employees much less likely to leave. However, the indirect effect of job autonomy was not found to be significant. Originality/value The study has theoretical implications for workplaces. First, the findings show compensation satisfaction is of crucial importance and HR retention strategies should focus on how employees perceive their pay, benefits and pay policies. Second, the results show that HR managers and top-level executives should make job security a primary concern. For example, they should provide accurate and honest information” about the causes and actions.

Effects of financial management practices on technical performance of building contractors in northeast Nigeria

2020 ◽  
Vol 25 (2) ◽  
pp. 201-223
Author(s):  
Abdulmalik Sa'eed ◽  
Nuru Gambo ◽  
Ibrahim Ibrahim Inuwa ◽  
Innocent Musonda
Keyword(s):  
Developing Countries ◽  
Best Practices ◽  
Construction Industry ◽  
Financial Management ◽  
Management Practices ◽  
Small Scale ◽  
Content Type ◽  
Technical Performance ◽  
Practical Implications ◽  
Northeast Nigeria

Purpose The purpose of this study is to assess the effects of financial management practices of small-scale building contractors on the technical performance of the contractors in the northern part of Nigeria with international best practices. Previous studies argued that the technical performance of small-scale building contractors in developing countries is poor because of insufficient cash to acquire strategic resources at the outset of a project. This continues to pose a challenge to the sustainable development of the construction industry, particularly in developing countries like Nigeria. There is, therefore, a need to identify, assess and compare the effects of financial practices of the contractors with technical performance best practices. Design/methodology/approach The technical performance of each contractor was evaluated using a five-point Likert scale. This is used to obtain the mean technical performance levels of the contractors. A questionnaire survey was administered to the professionals in the industry who were selected by using a proportionate stratified random sampling technique. The contractors’ performance was compared using ANOVA with post hoc, and the effects of contractors’ financial management practices were determined using multiple regression analysis. Findings The results of this study indicated that the contractors in Nigeria were average technical performers and there were large effects of financial management practices on the technical performance of contractors in building projects. Research limitations/implications This study is limited to small-scale building contractors in northeast Nigeria. One of the implications of this study is that it provides the criteria for an evaluation of small-scale building contractors’ technical performance in Nigeria and other developing countries that faced similar problems. Practical implications The practical implications of this study are that it establishes the current level of contractors' technical performance and serves as an awareness of contractors' current financial practices. Social implications This study created bases for self-evaluation of contractors’ technical performance and competition among small-scale contractors in Nigeria for the enhancement of productivity particularly in rural areas for national development. Originality/value This study emanated from the government reports and past studies in the area of performance management based on the persistence of poor technical performance of small-scale contractors in the construction industry.

Knowledge management practices and systems in county governments in developing countries

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joshua Rumo Arongo Ndiege ◽  
Patrick Kanyi Wamuyu
Keyword(s):  
Developing Countries ◽  
Knowledge Management ◽  
Management Practices ◽  
Relevant Literature ◽  
Critical Role ◽  
Structured Interviews ◽  
Economic Resource ◽  
County Governments ◽  
Content Type ◽  
Knowledge Management Practices

Purpose While several studies have indicated the critical role played by the ability of countries to exploit knowledge as an economic resource, it would appear that there have been very few studies conducted on understanding the practices adopted by governments in relation to exploring knowledge, particularly in Africa. The purpose of this study is to investigate the prevailing knowledge management practices and technological solutions used by governments to support knowledge management. Design/methodology/approach To address the research objective of this study, semi-structured interviews and document analysis were used. The interviews were conducted with both senior and junior county officials from five counties in Kenya, with a total of 31 county officials participating. Further, various county documents were analysed both to seek convergence and corroborate the interview findings. Findings The study findings revealed that no systematic knowledge management practices existed in the county governments in Kenya, which were investigated. On the few occasions that the study did find evidence of knowledge management practices, these practices were isolated, informal, uncoordinated and rarely documented and/or communicated. Furthermore, the study found that there were inadequate policy frameworks in place to support knowledge management practices. The study also revealed a scarcity of relevant technological solutions tailored to support knowledge management practices. Research limitations/implications It was, thus, hoped that this research would promote an understanding of the prevailing local circumstances that hinder the effective utilisation of knowledge management practices and systems. The study recommends that county governments develop the capabilities required for creating and sustaining an enabling knowledge management environment through frameworks and policies that foster knowledge management practices and systems. The findings have practical implications for the way in which county governments in Kenya and other developing countries may improve their knowledge management practices and adopt appropriate technological solutions to support such practices. Originality/value Much of the existing literature on knowledge management is focussed on exploring such practices in large businesses. Studies centred specifically on the analysis of knowledge management practices in county governments in Africa, and how technological solutions may be used to build such practices are conspicuously lacking in the relevant literature.

Human resource managers as liaisons between firms and labour

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael O’Donnell ◽  
Sue Williamson ◽  
Arosha Adikaram ◽  
Meraiah Foley
Keyword(s):  
Human Resource ◽  
Regulatory Compliance ◽  
Negative Consequences ◽  
Incentive Payment ◽  
Data Set ◽  
Content Type ◽  
Hr Practices ◽  
Garment Factories ◽  
Hr Managers

Purpose The purpose of this paper is to explore how human resource (HR) managers in garment factories in a Sri Lankan export processing zone (EPZ) navigated the tension between their role as stewards of employee welfare and their role to maximise firm productivity in response to time and production pressures imposed by international buyers. Relatively little attention has been paid to the role of HR managers as liaisons between firms and labour. This omission is significant, given the importance of human resource management in the recruitment and retention of labour and the role of HR managers in organisational performance and regulatory compliance. Design/methodology/approach A qualitative approach was used based on interviews with 18 HR managers, factory managers and other key informants, and 63 factory workers from 12 firms in the Katunayake EPZ. The interviews and focus groups in English were transcribed and coded into themes arising from the literature and further developed from the transcripts. Initial codes were analysed to identify common themes across the data set. Findings HR managers were acutely aware of the competitive pressures facing the EPZ garment factories. While examples of company welfarism were evident, HR practices such as incentive payment systems and the management of employee absences reinforced a workplace environment of long hours, work intensification and occupational injury. Originality/value This paper goes some way towards filling the gap in our understanding of the roles played by HR managers in garment factories in the Global South, raising theoretical debates regarding the potential for HR managers in developing countries to distance themselves from the negative consequences of HR practices such as individual and team reward systems.

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