scholarly journals Effects of the Characteristics of the Succession Process on Organizational Performance of Family Business Firms: Moderating Effects of Strategic Human Resource Management

2015 ◽  
Vol 10 (4) ◽  
pp. 133-145
Author(s):  
우창수 ◽  
오진욱 ◽  
장명학 ◽  
Ho-Hwan Park ◽  
최명원
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Family Business ◽  
Strategic Human Resource Management ◽  
Moderating Effects ◽  
Succession Process

Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

2019 ◽  
pp. 879-891
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Human Capital ◽  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Current Trends ◽  
Strategic Goals

This chapter describes the concept of strategic human resource management (SHRM), the concept of electronic human resource management (e-HRM), the importance of SHRM in modern organizations, and the current trends of organizational learning and knowledge management (KM) in modern organizations. SHRM is the strategic practice of attracting, developing, rewarding, and retaining employees with the important goal of increasing various benefits to both employees as individuals and organization as a whole. SHRM strategically utilizes organizational resources and talent within HR functions to make organizations more effective in the modern workforce. Organizational learning and KM allow for organizational employees to share knowledge and learn exactly what is relevant to their specific tasks toward encouraging human capital and knowledge creation. The chapter argues that promoting SHRM, organizational learning, and KM has the potential to enhance organizational performance and achieve strategic goals in modern organizations.

Going Beyond the SHRM Paradigm: Examining Four Approaches to Governing Employees

2015 ◽  
Vol 44 (4) ◽  
pp. 1598-1619 ◽  
Author(s):  
Zhong-Xing Su ◽  
Patrick M. Wright ◽  
Michael D. Ulrich
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Organizational Theory ◽  
Strategic Human Resource Management ◽  
Chinese Context ◽  
Positive Effects ◽  
Hybrid Governance ◽  
Alternative Approaches

Drawing from strategic human resource management and organizational theory, this article develops an integrated typology of employee governance. This typology is based on the dimensions of eliciting employees’ commitment to the organization (commitment-eliciting) and achieving employees’ compliance to rules (compliance-achieving), which yields four approaches to governing employees: disciplined governance, bonded governance, hybrid governance, and unstructured governance. Results from 337 firms show that the hybrid governance approach is linked with significantly higher organizational performance than alternative approaches in the Chinese context. In addition, both commitment-based practices and compliance-based practices are positively related to organizational performance, and their interaction produces additional positive effects.

Research on the Human Resources Performance Management Based on the Strategic Direction Data Mode Analysis

2014 ◽  
Vol 687-691 ◽  
pp. 4560-4563 ◽  
Author(s):  
Qiu Juan Zhu ◽  
Guo Hui Su
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Performance Management ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Mode Analysis ◽  
Strategic Direction ◽  
Human Resource Management Practices

Strategic human resource management theory, strategic choice on the basis of the enterprise, to take appropriate human resource management practices, to better achieve Organizational performance. By analyzing real human resource management Different modes of practice, combined with the specific activities of the US-Japan Human Resource Management companies, proposed supportive human resource management practices can help companies achieve strategic goals of innovation.

Strategic Human Resource Management and Organizational Performance

2012 ◽  
pp. 87-101
Author(s):  
P.C. Bahuguna ◽  
P. Kumari
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
High Performance ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Historical Background ◽  
Strategic Fit ◽  
Hr Practices

The discipline of human resource management has progressed significantly over a period of time. Today it is being considered as the most critical source of competitive advantage to the firm. It has progressed to a strategic business partner. Various approaches and models of strategic human resource management have been developed within the framework of strategic human resource management. Like many theories of organization, none are complete. Rather being right or wrong each approach points to different aspect of the process needed to develop effective strategic human resource functions. The issue of fitting HR practices to business strategy has become increasingly relevant over few years. Therefore in the present study we have made efforts to highlight various issues which are relevant to the strategic HRM in the changing scenario of business environment. The present chapter has been divided into five sections. In the first part, the changes occurring in the business environment and its implications for human resource functionaries have been discussed. In the second section we have highlighted the changing role of human resource management. Historical background of strategic human resource management, its role in addressing the challenges of changing business scenario and determinants of strategic fit have also been presented in the second section. In the third section issues regarding the relationship of strategic human resource management with business performance have been discussed. In the fourth section we have made efforts to bring into notice those emerging future trends which might become key issues for high performance in the organization of new era. At last conclusions have been drawn that what needs to be done on the part of the HR functionaries and the organization itself to enhance the strategic fit between the various HR practices and the overall organizational strategic plan.

The Influence of SHRM and Organizational Agility

2022 ◽  
pp. 1601-1622
Author(s):  
Nibedita Saha ◽  
Ales Gregar ◽  
Beatrice I.J.M. Van der Heijden ◽  
Petr Sáha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Strategic Human Resource Management ◽  
Organizational Agility ◽  
Changing Environment ◽  
Global Challenges ◽  
The Way

This chapter reveals the significance of strategic human resource management (SHRM) as well as organizational agility (OA)and their impact on organizational performance that empowers organizations to achieve innovative excellence. As, nowadays organizational effectiveness is viewed as a prerequisite condition for upholding organizational performance, income and employment. Consistently, the essence of OA and importance of SHRM is considered as an eminent approach to meet the global challenges that enabling the effect of change in organizations and shielding employees against the unwanted effects. Thus, authors intention to investigate what makes an organization to be competitive? How the influence of SHRM and OA can really boost the organizational performance? To retort these queries, this chapter represents a conceptual perception of SHRM and OA that discuss the HRM strategies relation to OA. It also highlights the way organizations can respond rapidly and flexibly to cope up with the changing environment without facing business turmoil.

MENINGKATKAN KINERJA PERUSAHAAN DENGAN MENERAPKAN KONSEP MANAJEMEN SUMBER DAYA MANUSIA STRATEGIK DALAM MENYONGSONG PERSAINGAN GLOBAL

2020 ◽  
Vol 1 (2) ◽  
pp. 73-82
Author(s):  
Kadar Nurjaman ◽  
Ajam Mustajam ◽  
Syaifuddin Syaifuddin ◽  
Yusniar Lubis ◽  
Yusuf Abadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Best Practice ◽  
Empirical Studies ◽  
Strategic Human Resource Management ◽  
Company Performance ◽  
Global Era ◽  
Research Problems

The concept of Strategic Human Resource Management has been a very important topic since the late 1980s. A company, if it wants to succeed in the competition in this global era, must be able to make human resource management plans that are capable and responsive to changes in world business in the future (strategic). This research aims to explain the concept of strategic human resource management (MSDMS) in an effort to contribute to company performance. MSDS research using a qualitative approach by using a literature review in presenting theories about research problems that are currently being carried out. There are two things that are analyzed in the concept of strategic human resource management (MSDMS). First, the relationship between HR strategy, HR practice and organizational performance is reviewed. As a result, the best practice approach has been used and yields useful results comparatively to the contingency approach and the configurational approach. Second, intervening factors and the causal relationship between HRM practice and organizational performance are analyzed. Retention results and multiple factors are found and placing too much control on causal relationships is unrealistic in empirical studies.

scholarly journals HR Managers’ Views on SHRM and Its Role in Influencing Organizational Performance

2019 ◽  
Vol 9 (4) ◽  
pp. 221
Author(s):  
Mariam Bassem ◽  
Tarek A. El Badawy ◽  
Mariam M. Magdy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Sustainable Competitive Advantage ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
National Organizations ◽  
Hr Managers

The resource-based view argues for the importance of creating a sustainable competitive advantage for organizations to survive and thrive. Through their people, organizations can create a strong diverse and immobile workforce. In this study, we explored the significance of strategic human resource management in Egyptian national organizations. We sought after the views of human resource managers on the activities organizations support to link their human resource management activities to long-term strategies and objectives. The qualitative semi-structured interviews highlighted common activities among the visited organizations. The findings demonstrated that strategic human resource management is still in its infancy stage. Egyptian organizations are losing dynamism because of the poor management of their people.

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