HR 2.0: linking Web 2.0 and HRM functions

2016 ◽  
Vol 29 (5) ◽  
pp. 686-712 ◽  
Author(s):  
Malik Faisal Azeem ◽  
Robina Yasmin
Keyword(s):  
Web 2.0 ◽  
Human Resource ◽  
Functional Performance ◽  
Critical Role ◽  
Social Implications ◽  
Future Research ◽  
Web 2.0 Tools ◽  
Content Type ◽  
Hr Practices ◽  
The Right

Purpose The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future research for the upcoming researcher and industry practitioners. Design/methodology/approach By having a thorough literature review on the said Web 2.0 and HR functions’ concepts, the study develops a conceptual model with seven propositions that assist in answering two major research questions, i.e., whether Web 2.0 tools can benefit the four major functions of human resource management (HRM), and to what extent Web 2.0 tools help HR Managers to reap maximum (efficiently and effectively) out of four major functions of HRM. By identifying the possible gaps in use of Web 2.0 tools and HR functional performance, the study identifies potential areas of future research for the upcoming researcher and industry practitioners. Findings HR 2.0 regime (right alignment of Web 2.0 tools and HR functions) will allow both the ends (employee and employer) to drive the organization toward sustainable, long-term business success. Excellence in HR functions following the HR 2.0 concept, can lead the organizations get best desired HR and business outcomes across sectors and industries. Though using Web 2.0 tools in HR functions can encounter various challenges as management of bulky information, time wastage, personal conflicts, threats of losing information confidentiality, etc., but these potential threats can be made less risky by transforming organization culture. Research limitations/implications As the scope of the study was limited to the use of Web 2.0 tools in HR practices, the study provided a generic view of the use of Web 2.0 tools in HR domain. Thus the findings should be used only in HR domain in a variety of contexts. Practical implications The current study adds value to in the exploration of the link between Web 2.0 and HRM in a systematic way because of the fact that Web 2.0 tools as drivers or facilitating tools can play a vital role in execution of HR practices and processes in a secure, effective and efficient manner. The current study also paves the way for the HR practitioners and researcher to extract manifold benefits from the use of Web 2.0 tools in all of its functions with the right understanding. Critical role of HR can be favorably facilitated by Web 2.0 in favor of both, i.e., employees and the employers which could ultimately enable them to create a competitive edge in the market place. The organizations in general (whether private or public, manufacturing or public, small and medium enterprises or MNEs) can extract the real benefits from the right use of Web 2.0 while performing any of their HR function. Enhanced decision making may also be gained using the right mix of Web 2.0 tools and HR practices in any organization. The study also provides a track to the researchers to excavate more associations among the said constructs and to test these relationships in different industries so that maximum HR challenges may be addressed related to the employee and the HR process. Social implications Social implications of the current study can be derived as the main focus is HR practices which are executed by the employees, who if are positively addressed, may gain economic and social up gradations. As for the employers use of Web 2.0 tools in their HR functions not only will bring economic prosperity for themselves but for the employees and the society. Originality/value Conceptual analysis of links between the use of Web 2.0 tools and HR functions to draw the attention of HR practitioners to benefit both employers and employees. Though the use of Web 2.0 is being popular in various other business areas but not for internal employees regarding HR functions. Paper provides the conceptual link of Web 2.0 applications, i.e., blogs, wikis, folksonomies, RSS, podcasts and online social networks with human resource functions.

Ten questions that make a difference for HR leadership

2015 ◽  
Vol 23 (3) ◽  
pp. 20-22 ◽  
Author(s):  
Clinton Longenecker ◽  
Laurence S Fink
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Social Implications ◽  
Valuable Insight ◽  
Business Partnerships ◽  
Comprehensive Understanding ◽  
Bottom Line ◽  
Content Type ◽  
Hr Practices ◽  
Practical Implications

Purpose – Presents the distilled wisdom of two human-resource (HR) award facilitators. Design/methodology/approach – Takes in the form of ten questions that make a difference for HR leadership. Findings – Asks: Are you trusted by the members of your organization? Do you possess a real and comprehensive understanding of how your business makes money? Do you keep yourself up to speed on the legal and compliance issues that are most important to your organization? Do you think strategically and execute operationally? Are you measuring and monitoring the most meaningful metrics that measure mission-driven performance? Are you working hard to create business partnerships with your stakeholders that increase the likelihood of success? Are you taking steps to help all managers in your organization to operate like great HR leaders? Are you using your talents and influence to build teams and solve organizational problems? Do you seek out and apply innovative HR practices that can truly affect your organization’s bottom-line performance? Do you ensure that people have the information they need to perform in an optimal fashion? Practical implications – Urges HR specialists to review, reflect on and assess their response to each of the questions. Social implications – Suggests that each question identifies key behaviors and activities that can become a target for improvement. Originality/value – Provides valuable insight rarely available to HR specialists.

Adoption of Web 2.0 in library associations in the presence of social media

2015 ◽  
Vol 49 (2) ◽  
pp. 151-169 ◽  
Author(s):  
Akhtar Hussain
Keyword(s):  
Social Media ◽  
Web 2.0 ◽  
Web Sites ◽  
New Technology ◽  
Future Research ◽  
Web 2.0 Tools ◽  
Content Type ◽  
Library Associations ◽  
The Status ◽  
Rss Feeds

Purpose – The purpose of this paper is to discuss the adoption of Web 2.0 in library associations in the presence of social media. This paper attempts to measure the penetration of Web 2.0 tools in various library associations all over the world. Design/methodology/approach – The study was conducted through an assessment of the library associations’ web sites. A total of 188 library associations’ web sites were analysed, out of which 115 library associations have implemented Web 2.0 applications; this is 61.17 percent of the total. Findings – On the basis of the analysis it was found that the majority of Web 2.0 tools have been used by American continents library associations. This stands at, 89.86 percent, whereas only a small number of Web 2.0 tools have been used by Asian continent library associations, that is, 25.64 percent. The most of Web 2.0 tools used by library associations, is, Facebook, Twitter, RSS feeds, LinkedIn, Flickr and Blogs. Research limitations/implications – The findings of this study can be utilized to assess the status of assorted Web 2.0 tools used in libraries associations. It may enable future research to investigate other aspects, such as the adoption of Web 2.0 tools in library associations of a particular country as well as continent. Originality/value – The paper begins with an introduction to Web 2.0 technology and attempts has been made to analyse the usage of this new technology in library associations worldwide.

An integrative review of SHRM research in South Korea: current status and future directions

2020 ◽  
Vol 43 (1) ◽  
pp. 155-175
Author(s):  
Jinuk Oh ◽  
Junsu Park
Keyword(s):  
Human Resource ◽  
Contextual Factors ◽  
Organizational Factors ◽  
Organizational Outcomes ◽  
Present Review ◽  
Current Status ◽  
Future Research ◽  
Content Type ◽  
Hr Practices ◽  
Established Relationship

PurposeThe purpose of this study is to determine the current status of strategic human resource management (SHRM) research in the context of Korea as well as to provide specific recommendations for future research.Design/methodology/approachAn integrative literature review was performed to aggregate a body of studies in the Korean context. In total, 39 articles were carefully selected for inclusion in the present review.FindingsThe review demonstrated that prior studies conducted in Korea have examined whether the established relationship between strategic human resource (HR) practices and organizational outcomes has cross-national validity in Korean contexts, the extent to which the established relationship is moderated by contextual factors, as well as whether a combination of strategic HR practices and the congruence of HR practices with other organizational factors affect organizational outcomes. In addition, the review revealed four unique methodological characteristics of Korea-based studies, namely, the extensive use of self-reported questionnaires, personnel in managerial positions serving as the main sources of primary data, secondary data collected by Korean government research bodies being actively dealt with and an awareness of the necessity of a longitudinal design for causal research.Originality/valueThe present review makes an important contribution to the study of SHRM in general and the strategic human resources management model in Korea in particular. It is clear that more research is required, although it is encouraging to note the quality of prior research concerning Korean contexts and the specific mechanisms by which strategic HR practices influence organizational outcomes. Finally, there is a clear need for future research that explicitly considers employees' perceptions of strategic HR practices and specific contextual factors in Korea, and further, that utilizes more rigorous and diverse research methods to investigate the effectiveness of strategic HR practices in Korea.

Human resource management practices of Japanese companies in India: dealing with the transfer-adaptation dichotomy

2017 ◽  
Vol 11 (3) ◽  
pp. 323-341 ◽  
Author(s):  
Mohan Pyari Maharjan ◽  
Tomoki Sekiguchi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Methodology ◽  
Management Practices ◽  
Institutional Environment ◽  
Future Research ◽  
Structured Interviews ◽  
Content Type ◽  
Hr Practices

Purpose Based on the international human resource management perspective, this paper aims to explore and explain the human resource (HR) practices of Japanese multinational companies (MNCs) operating in India. Design/methodology/approach This paper applies a qualitative methodology. The study is based on 17 semi-structured interviews that were conducted within the subsidiaries of 10 Japanese MNCs in India. Findings The respective HR practices are differently influenced by cultural and institutional factors. Cultural similarity, unique social context and the evolving labor market shape the HR practices of Japanese MNCs in the Indian context. Research limitations/implications The generalizability of findings might be limited because of the nature of methodology. Future research could collect additional qualitative data and conduct quantitative studies to test the findings of this research. Practical implications A unique combination of HR practices could be formed by addressing the changes in the local institutional environment and retaining the core philosophy of the parent company. Originality/value This research adds value to the transfer-adaptation dichotomy by presenting how institutional and cultural factors differently influence the transfer of respective HR practices.

Impact of human resource (HR) practices on organizational performance

2017 ◽  
Vol 10 (2) ◽  
pp. 186-207 ◽  
Author(s):  
Muhammad Habib Rana ◽  
Muhammad Shaukat Malik
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Future Research ◽  
Business Organizations ◽  
Content Type ◽  
Hr Practices ◽  
Training Compensation ◽  
The Impact

Purpose The purpose of this paper is to establish the impact of human resource (HR) practices on organizational performance and moderating effect of Islamic principles on the impact in Pakistani business organizations. It aims at finding efficacy of HR practices as well as the role of Islamic teachings in business. Design/methodology/approach Five broad categories of HR practices: selection, training, compensation, performance appraisal and employee participation, have been taken as independent variables and their impact has been assessed on organizational performance: dependent variable, keeping the application of the Islamic principles as moderating variable. Data were collected from employees of mobile telecommunication service providers operating in Pakistan through a questionnaire based on a 5-point Likert scale and then analyzed in SPSS. Findings HR practices, including selection, training, compensation, performance appraisal and employee participation, have been found to be significantly and positively related to organizational performance. Moderation by the application of Islamic principles was observed to be positive. Its magnitude generally displayed decreasing trend with an increase in level of application. Research limitations/implications Measurement of Islamic work ethics and organizational performance has been unidirectional, gauged only on the basis of employees’ judgment. Inclusion of organizational and market data in future studies will add to the value of the outcome. Understudy business organizations grudgingly provided required information, in spite of personal connections and liaison, because of their organizational policies, commitments and limited concern with the research. Lists of employees were not shared with the researchers, which left only the option of convenient sampling. More reliable sampling techniques are recommended for future research on the subject. Moreover, the sampling frame was limited to the province of Punjab because of shortage of resources. Future research on the subject is suggested to have a broader base, including organizations interested to participate in the exercise of research. Practical implications Outcome of the study will provide useful guidelines to the business organizations by clarifying whether business is a religion-neutral affair or not. It is also expected to provide a line of thought for self-assessment and improvement. The concept of maximization of profit for a business organization can be evolved to a win–win arrangement by the maximization of benefit for all stakeholders. This is a logical and certain outcome once a business organization takes care of its employees, society, environment and, definitely, its shareholders. Originality/value A few studies exist on human resource management in Islamic as well as Pakistani context; however, the role of the religion and its contribution toward organizational performance has not been amply crystallized. This is just an endeavor in hitherto less frequented direction.

scholarly journals A consideration of organisational sustainability in the SME context

2014 ◽  
Vol 38 (5) ◽  
pp. 398-414 ◽  
Author(s):  
Colette Darcy ◽  
Jimmy Hill ◽  
TJ McCabe ◽  
Philip McGovern
Keyword(s):  
Human Resource ◽  
Social Constructionism ◽  
Composite Model ◽  
Future Research ◽  
Resource Base ◽  
Resource Based View ◽  
Content Type ◽  
The Right ◽  
Practical Implications

Purpose – The purpose of this paper is to consider organisational sustainability in the small- to medium-sized enterprises (SME) context focussing on a resource-based view. The paper overlays two contrasting perspectives: those of the SME and human resource (HR) perspectives to allow for the development of a composite model of organisational sustainability for SMEs. Design/methodology/approach – The paper overlays four models of Carson’s (1985, 1990) small firm evolution and unique characteristics of SMEs; Wright et al.’s (2001) pertaining to the application of the resource-based view of the firm perspective to strategic HR and Boudreau and Ramstad (2005) model of effectiveness, efficiency and impact of talentship. The paper, in particular, considers the human resource management (HRM) perspectives pertaining to the overlay and considers how these might impact organisational sustainability. Findings – An outcome of the paper is the development of a composite model to the SME and HR perspectives of organisational sustainability and its applicability to the SME context. Research limitations/implications – The paper suggests a number of emergent areas for future research. Future research should focus on the intangible aspects and softer elements of the organisational resource base. The majority of work in this area is grounded in the positivist paradigm. Future research should consider a pluralists perspective and draw on traditions of the post-positivist paradigm, for example, social constructionism. Practical implications – SME-support agencies and consultants who work with SMEs need, therefore, to work with them in assessing their competency spectra and then to help them develop the talent pools required to effect continued growth and success. In doing so SMEs need to be guided towards a better understanding of the traditional temporal cycle of recruitment; in essence, they need to ensure that they have the right competency set in situ in the early stages of the firms’ development. Originality/value – This paper is unique in its approach to the examination of sustainability within the context of SMEs and, in particular, the HRM aspects which contribute towards organisational survival, growth and sustainability.

Accessing resources for service innovation – the critical role of network relationships

2014 ◽  
Vol 25 (1) ◽  
pp. 2-29 ◽  
Author(s):  
Helena Rusanen ◽  
Aino Halinen ◽  
Elina Jaakkola
Keyword(s):  
Critical Role ◽  
Service Innovation ◽  
Innovation Process ◽  
Research Strategy ◽  
Future Research ◽  
Theoretical Understanding ◽  
Resource Access ◽  
Content Type ◽  
External Resources ◽  
Different Types

Purpose – This paper aims to explore how companies access resources through network relationships when developing service innovations. The paper identifies the types of resource that companies seek from other actors and examines the nature of relationships and resource access strategies that can be applied to access each type of resource. Design/methodology/approach – A longitudinal, multi-case study is conducted in the field of technical business-to-business (b-to-b) services. An abductive research strategy is applied to create a new theoretical understanding of resource access. Findings – Companies seek a range of resources through different types of network relationships for service innovation. Four types of resource access strategies were identified: absorption, acquisition, sharing, and co-creation. The findings show how easily transferable resources can be accessed through weak relationships and low-intensity collaboration. Access to resources that are difficult to transfer, instead, necessitates strong relationships and high-intensity collaboration. Research limitations/implications – The findings are valid for technical b-to-b services, but should also be tested for other kinds of innovations. Future research should also study how actors integrate the resources gained through networks in the innovation process. Practical implications – Managers should note that key resources for service innovation may be accessible through a variety of actors and relationships ranging from formal arrangements to miscellaneous social contacts. To make use of tacit resources such as knowledge, firms need to engage in intensive collaboration. Originality/value – Despite attention paid to network relationships, innovation collaboration, and external resources, previous research has neither linked these issues nor studied their mutual contingencies. This paper provides a theoretical model that characterizes the service innovation resources accessible through different types of relationships and access strategies.

Healthcare supply chain management: literature review and some issues

2018 ◽  
Vol 15 (3) ◽  
pp. 265-287 ◽  
Author(s):  
Bhavana Mathur ◽  
Sumit Gupta ◽  
Makhan Lal Meena ◽  
G.S. Dangayach
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Literature Review ◽  
Organizational Performance ◽  
Critical Role ◽  
Sample Survey ◽  
Future Research ◽  
Chain Management ◽  
Content Type ◽  
Potential Benefits

PurposeThe purpose of this paper is to examine the causal linkages among supply chain practices, effectiveness of supply chain performance (SCP) and organizational performance (OP) in Indian healthcare industries.Design/methodology/approachThis paper is helpful in developing a framework for linking a healthcare supply chain practice to its OP, and thus identifies how such a linkage can be connected to the effectiveness of SCP. Such effort also enables the authors to derive a set of recommended supply chain practices for SC performance.FindingsFrom the literature review, this paper finds that, in the context of Indian healthcare industries, efficient SC performance may play a critical role for overall OP improvement, as there is a close interrelationship between supply chain management (SCM) practices and SCP that may have a more significant effect on OP improvement.Research limitations/implicationsThe principle limitation of the paper is that it is performed only in a particular industry and with a questionnaire survey which could be extended in future for other industries also. Another limitation of the paper is that it is focused only on the SCP of medical device and equipment supply chain which is a small portion of the whole healthcare supply chain, and therefore requires further research covering various other domains of healthcare supply chain. Another limitation of the study is that the sample survey has been taken from only one respondent per company at one point of time which may create biasness in the results. Thus, future research should collect data through multiple members from the organization.Practical implicationsThis study contributes to know the effect of SCM practices on healthcare SCP and provides a practical and useful tool to evaluate the extent of effectiveness of SCP and finally their impact on the healthcare OP. Finally, this study provides conceptual and descriptive literature regarding SCM practices that leads to improvement in healthcare performance.Social implicationsThis study adds to the knowledge on healthcare SCM performance by exploring the relationship between supply chain practices, healthcare SCP and healthcare OP and by developing and testing a research framework thus help in improving patient satisfaction.Originality/valueThis study attempts to show how the potential benefits of supply chain practices can no longer be ignored in healthcare supply chain.

Persons with disability perception of facilities management service quality: hospital buildings in Malaysia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nuratiqah Aisyah Awang ◽  
Shirley Jin Lin Chua ◽  
Azlan Shah Ali ◽  
Cheong Peng Au-Yong ◽  
Amaramalar Selvi Naicker ◽  
...  
Keyword(s):  
Service Quality ◽  
Strategy Development ◽  
Future Research ◽  
Facilities Management ◽  
Management Service ◽  
Management Activity ◽  
Persons With Disabilities ◽  
Content Type ◽  
Quality Aspect ◽  
The Right

PurposeThis study aims to discover the perception of persons with disabilities (PWDs) towards facilities management (FM) service quality at hospital buildings in Malaysia.Design/methodology/approachA questionnaire survey was conducted with 99 respondents in selected hospitals in Selangor, Malaysia.FindingsThis study aims to discover the perception of PWDs towards FM service quality, and it has found a gap for improvement. The area that requires the highest attention includes the importance of (1) assurance on accessibility despite maintenance activity being conducted (2) criticality of facilities maintenance itself, (3) assurance on comfort and safety, (4) reliable medium to ask for assistance or giving feedback, (5) signage that is clearly seen and easily understood and (6) staff responsiveness.Research limitations/implicationsThis instrument is validated by PWDs under the physical disability category only, specifically in the hospital context. Future research is recommended to identify the FM service quality aspect for different categories of disability (sensory, mental or intellectual impairment).Practical implicationsThe findings provide evidence for FM to consider PWDs' perceptions in FM strategy development. Even FM provides a healthcare support system. FM service quality partly reflects healthcare service quality.Social implicationsAccommodating the need of PWDs through the improvement of FM service quality aspect will partly fulfil the right of PWDs for equality of access to healthcare.Originality/valueThis SERVQUAL tools can be improvised and used to measure the perception of PWDs on FM service quality systematically and holistically. Understanding the service quality aspect is important for a facility manager to precisely measure and prioritise what is truly important to the building users with special needs and try to accommodate this need in the management activity.

Mergers in Indian public sector banks: can human resource practices ensure effective implementation of change?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Richa Singh ◽  
Geetika Goel ◽  
Piyali Ghosh ◽  
Saitab Sinha
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Resistance To Change ◽  
Change Implementation ◽  
Empirical Examination ◽  
Content Type ◽  
Public Sector Banks ◽  
Hr Practices ◽  
Effective Change

PurposeThis study examines the link of effective change implementation (CIE) with select human resource (HR) practices and employees' resistance to change (RTC) amidst ongoing mergers in Indian public sector banks (PSBs). It also intends to highlight the role of RTC as a mediator in this mechanism.Design/methodology/approachThe authors used a structured questionnaire administered through a survey of employees of select PSBs that have undergone mergers. The hypothesized relationships were tested on 220 responses with structural equation modelling.FindingsTraining and communication of change as HR practices were found to have significant effects in implementing change. RTC fully mediated the relationship of training and CIE, and partially mediated the association of communication and CIE. Communication had a stronger influence on RTC than training. This finding upholds the importance of communication but also implies that training can reinforce effective communication of change and may not affect the implementation if not directed towards handling resistance.Practical implicationsThe significance of communication as a finding supports the theory of planned behaviour. The authors’ results also align with the social exchange theory and can be extended to the job demands-resources model. PSBs may plan for phase-wise training initiatives starting from the announcement till the end of a merger. PSBs also need to effectively communicate all relevant HR issues to employees, thus being transparent and fair. Both online and offline modes of communication can be explored. Overall, the senior management has to imbibe the handholding of employees in the short term and a sense of empathy in the longer term.Originality/valueResearch on HR in Indian banking mergers seems to take a back seat vis-à-vis strategic issues and financial performance. There also is a limited empirical examination of the role of HR practices in effective change implementation. This paper addresses both these issues by proposing a conceptual model and empirically validating it amidst the merger of PSBs. The authors also highlight how training and communication are effective in handling resistance to change.

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