scholarly journals The impact of strategic human resources planning on the organizational performance of public shareholding companies in Jordan

2020 ◽  
Vol 18 (1) ◽  
pp. 219-230
Author(s):  
Shaker Al-Qudah ◽  
Abdallah Mishael Obeidat ◽  
Hosam Shrouf ◽  
Mohammed A. Abusweilem
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Organizational Performance ◽  
Performance Management ◽  
Management Practices ◽  
The Public ◽  
Human Resources Planning ◽  
Strategic Human Resources ◽  
The Impact ◽  
Resources Planning

Performance management (PM) is a common practice used by organizations to assess and manage employees’ work. Much of PM research is closely related to management practices. Corporations in the public and nonprofit sector continuously develop PM programs to ensure the sustainability of their organizations. The study aims to analyze the impact of strategic human resources planning on the organizational performance of Jordanian public shareholding companies for senior management and functional unit managers (human resources, marketing, finance, and accounting). The researchers surveyed all the public shareholding companies registered with the Jordan Securities Commission (JSC) in 2019, wherein they found that only 60 companies applied strategic planning and human resources planning (HRP) together. Two hundred and twenty questionnaires were distributed in 52 companies surveyed, and 203 were adopted for statistical analysis. Several statistical methods were used, most notably the multiple regression analysis. The researchers found out a statistically significant impact of the strategic human resources planning (integration of HRP and strategic planning; strategic participation) on organizational performance. The results showed that adopting the strategic HRP dimensions leads to an increase in an organization’s overall productivity, employee satisfaction and reputation, as well as reduced operating costs. HR managers must understand the effectiveness of strategically designed HR practices across functions.

scholarly journals The Effect of Strategic Service Quality Management and Strategic Human Resources Planning & Budgeting on the Effectiveness of Organizational Performance Mediated by Work Climate at the Main Base of the Indonesian Navy III Jakarta

2021 ◽  
Vol 21 (1) ◽  
pp. 47
Author(s):  
Hermanto Hermanto ◽  
Kusnadi Kusnadi ◽  
Eddy Panjaitan ◽  
Willy Arafah
Keyword(s):  
Quality Management ◽  
Service Quality ◽  
Human Resources ◽  
Organizational Performance ◽  
Work Climate ◽  
Performance Effectiveness ◽  
Human Resources Planning ◽  
Strategic Human Resources ◽  
Service Quality Management ◽  
Resources Planning

<p><em>The purpose of this study was to analyze the direct effect of Strategic Service Quality Management on Good Work Climate; Strategic Human Resources Planning &amp; Budgeting on Work Climate; Strategic Service Quality Management on Organizational Effectiveness Performance; Strategic Human Resources Planning &amp; Budgeting on Organizational Performance Effectiveness; Work Climate on Organizational Performance; indirect influence of Strategic Service Quality Management on Organizational Performance Effectiveness mediated by Work Climate and Strategic Planning Human Resources &amp; Budgeting on Organizational Performance Effectiveness mediated by Work Climate.</em><em> </em><em>The population in this study were employees of </em><em>Lantamal </em><em>III Jakarta</em><em> with a population sample of </em><em>172</em><em> respondents.</em><em> </em><em>The findings of this study are that there is an influence of strategic service quality management and strategic planning of human resources &amp; budgeting on the effectiveness of organizational performance mediated by the good work climate and the seven hypotheses proposed are all proven to be accepted. Good Work Climate plays a very important role as mediation in improving Strategic Service Quality Management and Strategic Human Resources Planning &amp; Budgeting on Organizational Performance Effectiveness.</em><em></em></p>

The Impact of Performance Management Under Environmental Turbulence

2018 ◽  
Vol 49 (4) ◽  
pp. 441-453
Author(s):  
Obed Pasha ◽  
Theodore H. Poister
Keyword(s):  
Strategic Planning ◽  
Performance Measurement ◽  
Organizational Performance ◽  
Performance Management ◽  
Negative Impact ◽  
Positive Impact ◽  
The United States ◽  
Ordinary Least Squares ◽  
Transit Agencies ◽  
The Impact

Performance management is an established concept in the public sector, with several empirical studies supporting its beneficial impact on organizational performance. Research on performance management, however, is still in initial stages and mostly examines the impact of this practice under stable environmental conditions. This study adds to the literature by analyzing the effect of this system on performance of local transit agencies in a turbulent environment characterized by the Great Recession and its aftermath. Exploratory factor analysis (EFA) on survey responses from 162 local transit agencies in the United States is used to extract the four components of performance management, namely, formal strategic planning, logical incrementalism, performance measurement, and performance information use. Ordinary least squares (OLS) regression analysis shows that an independent use of formal strategic planning and logical incrementalism has a negative impact on organizational performance under turbulence. Performance measurement and a blend of formal strategic planning and logical incrementalism, however, show a positive impact.

Strategic Human Resources Planning: an Orientation to the Bottom Line

1985 ◽  
Vol 23 (3) ◽  
pp. 16-28 ◽  
Author(s):  
Frank H. Cassell ◽  
Hervey A. Juris ◽  
Myron J. Roomkin
Keyword(s):  
Human Resources ◽  
Bottom Line ◽  
Human Resources Planning ◽  
Strategic Human Resources ◽  
Resources Planning

scholarly journals Impact of Strategic Planning on Human Resources Management Practices: An Empirical Study of Iraq

2019 ◽  
pp. 626-633
Author(s):  
Ali Hassan Haraj ◽  
Mohammed Hameed
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Human Resource Practices ◽  
Resources Management ◽  
Hrm Practices ◽  
Relationship Of ◽  
The Impact

The main aim of this study is to investigate the impact of strategic planning on human resources management practices. 100 questionnaire was distributed among the managers in the Ministry of Electricity in Iraq and only 59 questionnaire was received. SPSS software was used to analysis the data. The study examines the relationship of strategic planning on HRM practices. The strategic planning has three constructs i.e. Strategic Analysis, Strategic Attitude and Strategic Selection while Human resource practices has four constructs i.e. Selection, Training, Incentives, Performance Evaluation. The findings indicted that significant positive relationship of strategic planning with human resource practices. Hence showing that better strategic planning will result in better HRM practices.

scholarly journals The Relationship between Perceived Job Satisfaction, Commitment and Loyalty in Banking Sector

2021 ◽  
Vol 6 (1) ◽  
pp. 27-38
Author(s):  
Yafra Naz ◽  
Sadhna Lohano ◽  
Abeer Khatri
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Management Practices ◽  
Banking Sector ◽  
Scientific Management ◽  
Private And Public ◽  
The Impact

In the current era of highly volatile corporate environment, organizations are facing challenges in the form of optimization of human resources in the banking sector of Pakistan. Human resources are measured as a source of ecological competitive advantage. The success of an organization depends upon several factors but the most decisive factor that effect the organizational performance and its employees. Job satisfaction is one of the most broadly discussed and devotedly studied paradigms in related disciplines such as industrial-organizational psychology, organizational behavior. The job satisfaction is the favorable or un-favorable attitude with which the employee views his and her work. Job satisfaction, thus, is the result of various attitudes possessed by an employee. The current study is in endeavor to observe and explore the impact of human resources practices on job satisfaction, Commitment &amp; loyalty of private and public sector banking employees. In the study the scientific management model, identify that Human resource management practices like training performance appraisal teamwork and compensationhas significant impact on job satisfaction.

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