scholarly journals A Comparison of Human Resource Strategies between the Manufacturing and the Service Sector of Japanese Companies in China

2018 ◽  
Vol 4 (2) ◽  
pp. 55
Author(s):  
Lau Chung Ming
Keyword(s):  
Performance Appraisal ◽  
Multinational Corporations ◽  
Human Resource ◽  
Service Sector ◽  
Mainland China ◽  
Business Environment ◽  
Survey Method ◽  
Factors Affecting ◽  
Hrm Practices ◽  
Japanese Companies

An investigation into how Japanese multinational corporations (MNCs) manage their overseas HRM practices affiliates and an exploration of the underlying factors affecting each practice could contribute to enhancing business knowledge and practice. This is especially important when taking into consideration the dramatic change in industry structure and business environment in China. This study adopted a quantitative survey method and analyzed 180 responses from employees of Japanese companies in China (JCCs); 113 from Mainland China and 67 from Hong Kong. Performance appraisal was rated the most important concern of the five human resource management (HRM) practices. Corporate policy and the complexity of the business were the main factors affecting decision for   expatriation from the viewpoint of headquarters and locals, respectively. Minor differences were observed in HRM practices in the manufacturing and the service sector, and location, age, and size of the companies.

Westernization or localization of human resource management practices in CIS countries? Evidence from Kazakh firms

2019 ◽  
Vol 14 (3) ◽  
pp. 385-409 ◽  
Author(s):  
Marina Latukha ◽  
Konstantin Malko
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Management Practices ◽  
Business Environment ◽  
Exploratory Research ◽  
Content Type ◽  
Hrm Practices ◽  
Cis Countries

Purpose The purpose of this paper is to investigate the peculiarities of human resource management (HRM) practices in Kazakh firms and identify the factors that influence them. Attention is paid to analysis of the country-specific environment, which shapes the peculiarities of HRM and provides discussion on the respective Westernization or localization perspectives. Design/methodology/approach The paper argues that HRM practices are influenced by a number of factors, some of which are rather specific to Kazakhstan and some are common in a Commonwealth of Independent States’ context. The study uses exploratory research which includes the conduction of a survey, consisting of blocks of questions, for data collection. Findings The results show that despite dynamic economic growth of Kazakhstan’s economy, HRM practices are still in transition from those of Soviet heritage to ones that exist in Western multinational corporations. They cannot fully match the country’s needs for HRM development. Several recommendations for the future development of HRM in Kazakhstan are made. Originality/value The study examines the adaptation of HRM practices to the business environment in Kazakhstan.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

scholarly journals Influence of Brand Loyalty in Telecommunication Sector in Pakistan

2013 ◽  
Vol 3 (3) ◽  
pp. 188
Author(s):  
Naveed Anjum ◽  
Muhammad Rizwan ◽  
Mubashir Khaleeq ◽  
Hafiz Muhammad Wasif Rasheed
Keyword(s):  
Brand Loyalty ◽  
Service Sector ◽  
Sampling Method ◽  
General Purpose ◽  
Survey Method ◽  
Telecommunication Sector ◽  
Factors Affecting ◽  
Consumer Markets ◽  
Relationship Of ◽  
Self Administered Questionnaire

Brands play a very important role in consumer markets. They bridge a relationship between the consumers and the company. Brand loyalty is a consumer’s preference to purchase a particular product or service at first or repeatedly in a competitive market. The general purpose of this study is to investigate the factors leading to brand loyalty in service sector. Specifically, we are concerned to observe the factors affecting brand loyalty in telecommunication sector of Pakistan. The sample size of 150 is taken through convenient sampling method. The survey method is used to collect the data from the respondents through self-administered questionnaire. The regression analysis approved the significant positive relationship of the proposed factors with brand loyalty. 

scholarly journals Effect on Brand Loyalty in Mobile Phone Purchasing (A Case Study In Bahawalpur, Pakistan)

2017 ◽  
Vol 7 (1) ◽  
Author(s):  
Hafiz Muhammad Wasif Rasheed ◽  
Muhammad Khalid Anser
Keyword(s):  
Mobile Phone ◽  
Brand Loyalty ◽  
Service Sector ◽  
General Purpose ◽  
Survey Method ◽  
Factors Affecting ◽  
Consumer Markets ◽  
Relationship Of ◽  
Self Administered Questionnaire

Brands are the key to sales increase in consumer markets. They make a relationship between the consumers and the company. Brand loyalty is a consumer’s preference to purchase a particular product or service at first or repeatedly in a competitive market. The general purpose of this study is to investigate the factors leading to brand loyalty in service sector. Specifically, we are concerned to observe the factors affecting brand loyalty in mobile phone purchasing in Bahawalpur, Pakistan. The sample size of 150 is taken through convenient sampling method. The survey method is used to collect the data from the respondents through self-administered questionnaire. The regression analysis approved the significant positive relationship of the proposed factors with brand loyalty. 

Does the Japanese employment system harm productivity performance?

2014 ◽  
Vol 6 (3) ◽  
pp. 225-246 ◽  
Author(s):  
Ryohei Sotome ◽  
Masako Takahashi
Keyword(s):  
Human Resource ◽  
Data Availability ◽  
Financial Indicators ◽  
Content Type ◽  
Employment System ◽  
Organizational Outcome ◽  
Hrm Practices ◽  
Employment Systems ◽  
Japanese Companies ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of employment systems on productivity performance in Japanese companies from the perspective of data envelopment analysis (DEA) and sustainable human resource management (HRM). Design/methodology/approach – In all, three employment models including employment indicators in addition to financial indicators are examined between 2006 and 2012 with 2,738 listed Japanese companies. This study verifies robustness of the results by testing multiple DEA measurements and conducting industrial analysis. Findings – The results indicate employment systems influence productivity performance in Japanese companies and the characteristics of Japanese employment systems harm productivity performance. In particular, higher liquidity of human resource is essential contrary to the philosophy of long-term employment. Furthermore, new initiatives such as promotion opportunities for women have not been successful up to now. Research limitations/implications – This study investigates limited aspects of HRM practices and employment systems in Japanese companies due to data availability. This study is designed to investigate mainly organizational outcome considering sustainability. More research is needed to identify comprehensive influence from Japanese employment system not only on corporate performance but also reduction of harm on a variety of stakeholders such as employee, community and government. Practical implications – These findings suggest that it is necessary for executives in Japanese companies to pay attention to their HRM practices under Japanese employment system, in particular, entry and exit of human resource and support systems for female employees. Originality/value – There are few studies that investigate the relationship between employment system and productivity performance in Japanese companies. This research provides empirical evidence for potential influence of the Japanese employment system.

scholarly journals Green Human Resource Management: An Empirical Study of India

2020 ◽  
Vol 9 (2) ◽  
pp. 61-66
Author(s):  
Mamta Arora ◽  
Arpita Kaul
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Health Management ◽  
It Services ◽  
Engineering Technology ◽  
Services Sector ◽  
Hrm Practices ◽  
Green Human Resource Management

Abstract Purpose: The broad over-arching goals of this work were to study the existing constituents of green human resource management (HRM), to understand the green HRM practices being followed by different companies in India (belonging to certain sectors) and to compare the different sectors in terms of adoption of green HRM. Methodology: A questionnaire was meticulously prepared by the authors to collect the data for this study and was sent to various Indian companies belonging to four sectors: IT/IT services, banking/finance, consultancy and engineering/technology. The questionnaire included a carefully selected collection of questions to gain rich insights into different aspects of green HRM implementation. Findings: most of the companies included in this study are following green HRM (though to varying extents). Green recruitment, green training and development & green safety and health management are the most prominent green HRM functions while green performance appraisal is the least popular green HRM function among these organizations. The IT/IT services sector is most actively using green HRM practices while the banking/finance sector is the most reluctant to adopt green HRM. Practical Implications: a rigorous structure for companies to implement green HRM is provided.

Progressive human resource management and firm performance

2019 ◽  
Vol 27 (3) ◽  
pp. 471-493 ◽  
Author(s):  
Neha Gahlawat ◽  
Subhash C. Kundu
Keyword(s):  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Environment ◽  
Equation Modeling ◽  
Integrity Test ◽  
Content Type ◽  
Domestic Firms ◽  
Hrm Practices

Purpose This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.

scholarly journals FACTORS AFFECTING ENTREPRENEURIAL ATTITUDE OF FEMALE UNIVERSITY STUDENTS IN PAKISTAN

2021 ◽  
Vol 9 (2) ◽  
pp. 333-343
Author(s):  
Shahnaz Perveen ◽  
Muhammad Ayub Buzdar ◽  
Akhtar Ali
Keyword(s):  
University Students ◽  
Pearson Correlation ◽  
Business Environment ◽  
Female Students ◽  
Survey Method ◽  
Small Scale ◽  
Factors Affecting ◽  
Legal Provisions ◽  
Entrepreneurial Attitudes ◽  
Entrepreneurial Attitude

Purpose of the study: This research study aims to measure the entrepreneurial attitude of female university students and investigates the factors contributing to the development of entrepreneurial attitude among female students in Pakistan. The core objective of the study was to develop entrepreneurial attitudes among females and make them capable to adopt small-scale businesses. Methodology: A quantitative approach was employed to measure the entrepreneurial attitude of female students and further exploring different factors affecting the attitude of female students towards adopting the business as a career option. In this study, a survey method was used in which quantitative data on female students’ entrepreneurial attitude and different affecting factors were collected from 2576 female students from eight public sector universities located in Punjab province. The entrepreneurial attitude scale was used as a survey instrument originally developed by Ali, Topping, and Tariq (2011) and further modified by the researchers to measure the entrepreneurial attitude of female students. A factor-based scale was developed to measure the effect of these factors on female students’ entrepreneurial attitudes. The collected data were analyzed using descriptive statistics, Pearson correlation, and regression techniques by using SPSS 16th Version. Results: Findings of multiple regression analysis exhibits that the role of education is the best contributor to the female students’ entrepreneurial attitude. The other contributing factors are family support, technological assistance, business environment, and social support but their contribution is small whereas government initiatives and legal provisions were not supportive for developing entrepreneurial attitudes among female students. Applications of this study: This study can be useful for arranging entrepreneurial career development programs for the development of the entrepreneurial attitude among female students and make them capable to start their entrepreneurial endeavours. Novelty/Originality of this study: The novelty of this study was to investigate the effects of different familial, social, educational, political, environmental, and legal factors on female students’ entrepreneurial attitudes. 

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

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