Quantifying factors affecting MNE's Human Resource Management: Evidence from an emerging economy and implications for HR managers

Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with passage to time. Today the role of human resource management departments has become inevitable for 21st century modern businesses. This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literature analysis in order to present emerging issues, challenges and practices of human resource management discipline in context of 21st century.

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Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

International Journal of Manpower ◽

10.1108/ijm-03-2021-0198 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Amit Shankar ◽

Achint Nigam

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Structural Equation ◽

Online Survey ◽

Dark Side ◽

Perceived Threat ◽

Content Type ◽

Factors Affecting ◽

Personal Innovativeness

PurposeThe mobile human resource management application (mHRM app) has recently been seen as an innovative cloud-based solution to manage human resource management (HRM) within organisation. Despite its great potential, organisations have shown resistance towards the usage of the mHRM app. This study investigates the dark side of electronic HRM (eHRM) by examining factors affecting HR professionals' resistance to the mHRM app using status quo bias (SQB) theory. The study also examines the moderating effect of personal innovativeness.Design/methodology/approachResponses were collected from 239 HR professionals using an online survey. Structural equation modelling (SEM) and PROCESS macro were used to examine the hypotheses.FindingsThe results indicated that regret avoidance, inertia, switching costs and perceived threat significantly affect HR professionals' resistance towards mHRM app adoption. Results also indicated that high personal innovativeness negatively moderates the association between inhibitors and resistance to adopt the mHRM app.Practical implicationsThe study's findings will help HR professionals reduce their resistance towards mHRM app adoption.Originality/valueThis study enriches eHRM, mobile applications and the SQB literature.

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Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

Sustainability ◽

10.3390/su10124614 ◽

2018 ◽

Vol 10 (12) ◽

pp. 4614 ◽

Cited By ~ 8

Author(s):

Macarena López-Fernández ◽

Pedro M. Romero-Fernández ◽

Ina Aust

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Employee Commitment ◽

Future Research ◽

Socially Responsible ◽

Line Managers ◽

Hr Managers ◽

Managerial Employees ◽

Different Levels

The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided.

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Outdoor experiential training as a catalyst for success

Emerald Emerging Markets Case Studies ◽

10.1108/20450621211264734 ◽

2012 ◽

Vol 2 (5) ◽

pp. 1-7

Author(s):

Alok Kumar Goel ◽

Geeta Rana ◽

Chitra Krishnan

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Management Training ◽

Subject Area ◽

Socialization Process ◽

Experiential Training ◽

Content Type ◽

Team Spirit ◽

Hr Managers

Subject area Human resource management, Training and development, Competency development and team spirit. Study level/applicability The case is intended for MBA/PGDM level students as part of a human resource management curriculum. The case is more diagnostic in nature and should be discussed in the same spirit. The case is suitable for developing conceptual thinking and community orientation of professionals aspiring or pursuing a career in the area of human resource management. Case overview The case examines the imperatives behind Sterling Tools Limited (STL), a leading fasteners manufacturing Indian company's decision and strategy adopted to inculcate team spirit through outdoor experiential training (OET). The case explores in detail the process undertaken to execute the OET at STL. The case also briefly mentions the tangible benefits of OEL. The case is structured to enable readers to: understand the basic objectives of OET; understand the innovative approach adopted by STL; and understand how an organization responds to changes and challenges in the external environment. Expected learning outcomes This case is structured to enable students to: understand the meaning and significance of outdoor experiential training (OET); analyze the challenges faced by HR managers in modern day organizations; learn the conceptual framework and understand the principles of OET; examine the measures that can be taken by management to ensure a smooth induction and socialization process of employees; and understand the need of inculcating team spirit among employees. Supplementary materials Teaching notes are available.

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Age diversity and firm performance in an emerging economy: Implications for cross-cultural human resource management

Human Resource Management ◽

10.1002/hrm.20416 ◽

2011 ◽

Vol 50 (2) ◽

pp. 247-270 ◽

Cited By ~ 32

Author(s):

Ji Li ◽

Chris Wai Lung Chu ◽

Kevin C. K. Lam ◽

Stacy Liao

Keyword(s):

Resource Management ◽

Firm Performance ◽

Human Resource Management ◽

Human Resource ◽

Emerging Economy ◽

Cross Cultural ◽

Age Diversity

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An Analysis of Factors Affecting the Company Performance in Creating the Competitiveness of Furniture and Printing Small-Sized Enterprises in Jayapura City

Journal of Education and Vocational Research ◽

10.22610/jsds.v6i1.835 ◽

2015 ◽

Vol 6 (1) ◽

pp. 46-55

Author(s):

Mugiati Mugiati

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Financial Performance ◽

Human Resource ◽

Government Policy ◽

Structural Equation ◽

Equation Modeling ◽

Company Performance ◽

Working Capital ◽

Factors Affecting

This study aims to identify and analyze the influence of human resource management, production, marketing, working capital, organization, government policy, and competitor on the financial performance and competitiveness of Small-sized enterprise in Jayapura City. Data collection methods used were observation, interviews, and questionnaires, the number of samples is 258 Small-sized enterprises in Jayapura. Data were analyzed by applying SEM (structural equation modeling analysis method by making use of Amos Software. The results showed that the factors of production and government policy factors affect the financial performance and competitiveness of small-sized enterprise in Jayapura. While human resource management, marketing, organization and competitors factors affect the financial performance of small-sized enterprise in Jayapura, but does not affect the competitiveness of small-sized enterprise in Jayapura and working capital factor does not affect the financial performance of small-sized enterprise in Jayapura but affect the competitiveness of small-sized enterprise in Jayapura. Then the financial performance factor affects the competitiveness of small-sized enterprise in Jayapura.

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MANAJEMEN SUMBER DAYA MANUSIA BERBASIS KOMPETENSI SEKOLAH DASAR ISLAM DI TULUNGAGUNG

J-MPI (Jurnal Manajemen Pendidikan Islam) ◽

10.18860/jmpi.v2i1.4361 ◽

2017 ◽

Vol 2 (1) ◽

Author(s):

Retno Indayati

Keyword(s):

Elementary School ◽

Resource Management ◽

Elementary Education ◽

Human Resource Management ◽

Human Resource ◽

Participant Observation ◽

Education Institution ◽

Continuous Training ◽

Factors Affecting ◽

Developing Strategies

Islamic elementary school is a based Islamic elementary education institution that gives students basic competencies to continue their study to the more higher level. Recently the society’s trust toward the school is getting increase. One of the factors affecting the increase of the society’s interest toward the Islamic elementary school is the quality of the teachers who have integrity, comitment and competencies. This research was intended to analyze and find out: 1) planning of Competence Based Human Resource Management in Islamic Elementary School; 2) developing strategies of Competence Based Human Resource Management in Islamic Elementary School; and 3) the effects of developing Competence Based Human Resource Management in Islamic Elementary School. This study used a qualitative approach by with multi-case study using multisite research design. The data were collected using in-depth interview, participant observation, and documentation. The results of this research revealed that: 1) planning of Human Resource in Islamic Elementary School is religious-based competency approach. The steps are: a) need analysis, b) the determination of the standard qualification of teachers (academic, religious, experience, motivation and ‘dakwah”); c) selection, with open system selection, d) apprenticeship and evaluation, include: competence, motivation and commitment of devotion. 2) Developing strategies of Competence Based Human Resource Management in Islamic Elementary School by synergizing the continuous training and development (CTD), performance evaluation and build a spirit of integration ‘dakwah’ and education. Goal of human resources development in the aspects of: a) improving the commitment and internship through giving compensation, career development, personal and family guidance, and building good cooperation ; b) improving academic and spiritual competence through training and socialization, supervisison, further studies, motivation that working is religious good deeds, praying together, and getting close to Allah (al qiyadah); 3) the effects of developing human resource were teachers have high motivation, they became models for the students, they are loyal and committed to serve and give attention to the students. From the findings above it can be concluded that the human resource management at Islamic elementary school is spirituality based human resource management. Key Words: Human Resource Management, based competence, Islamic Elementary School.

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Strategic human resource management: a power based critique

Benchmarking An International Journal ◽

10.1108/bij-09-2016-0143 ◽

2018 ◽

Vol 25 (4) ◽

pp. 1213-1231 ◽

Cited By ~ 5

Author(s):

Roshni Das ◽

Amitabh Deo Kodwani

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Strategic Human Resource Management ◽

Organization Studies ◽

Power Theory ◽

Content Type ◽

Genealogical Analysis ◽

Research Propositions ◽

Hr Managers

Purpose By undertaking a detailed review of the Strategic Human Resource Management (SHRM) discourse, the purpose of this paper is to uncover and explicate the power differentials embedded in the social structure of organizations and suggests ways to reconcile them. Design/methodology/approach Methods used are thematic review, content analysis, and inductive theorizing, with Foucault’s archaeological and genealogical analysis style as the overarching framework. Findings At the methodological level, the authors demonstrate the application of Foucault’s twin methods: archaeological and genealogical analysis. At the substantive level, the authors have two contributions. First, the authors critique and analyze the various themes of power that emerge from the SHRM discourse as well as the hybridized overlaps of SHRM with other organization studies topics of interest such as organizational learning, network studies, control and postmodernism. Second, the authors propose a “Power” theory based nomothetic, typological synthesis for crafting the business-facing human resource (HR) function. The power lens manifests as the meta-theory to guide a much required streamlining of constructs and “value laden” synthesis of the literature. Research limitations/implications The potential of critical theory in crafting situated and context-sensitive research propositions is demonstrated. Practical implications Organizational strategists and HR managers can utilize the proposed typology to better understand their current ideological positions and decide future aspired images. Originality/value This is a conversation between two paradigms, SHRM and power theory, that are epistemologically at two opposite poles.

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Human Resource Experience: Survey and Analysis

Public Personnel Management ◽

10.1177/009102609402300113 ◽

1994 ◽

Vol 23 (1) ◽

pp. 165-180 ◽

Cited By ~ 1

Author(s):

Albert S. King ◽

Terrence R. Bishop

Keyword(s):

Professional Development ◽

Resource Management ◽

Strategic Planning ◽

Human Resource Management ◽

Human Resource ◽

Nationwide Survey ◽

Experience Survey ◽

Hr Managers

The results of a nationwide survey of members of the Society for Human Resource Management are discussed. HR managers shared their perceptions regarding involvement in HR activities, involvement in strategic planning, professional development, impressions, and future issues. The findings update results of 1985–87 surveys compiled by ASPA, TPFC, BNA, and others.

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