scholarly journals Factors Influencing Provision of Enterprise Training: a Study of India's Information Technology (IT) Sector

2021 ◽  
Author(s):  
◽  
Ashish Malik
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Operations Management ◽  
Developed Countries ◽  
Future Research ◽  
It Services ◽  
Temporal Dimension ◽  
Factors Influencing ◽  
Demand Models

<p>Policy debates and academic research have emphasised the need for investment in human capital for improving national and organisational competitiveness and reducing unemployment. However, limited attempts have been undertaken to understand the factors that explain a firm's decision to invest in training. Most studies have been undertaken in the context of manufacturing firms in developed countries. Extant training demand models do not fully explicate the reasons for differences in training provision between firms operating in one industry sector. Further, the extant literature has often neglected a much cited need to consider, among other external factors, the influence of an organisation's clients on its decision to invest in training. Finally, little is known of the factors that influence a firm's decision to invest in training in the context of born-global, high-technology firms in a developing country context. This thesis is an attempt to bridge the above gaps. More specifically, it addresses how various factors - internal and external to the firm - interact with each other in shaping the final provision of training. Further, the thesis explores the reasons for variations in training between firms. Owing to the still evolving state of theory and a relatively unexplored contextual setting, case study research is considered an appropriate method for this study. This thesis examines factors influencing training in ten organisations in India's IT services sector. Findings from case analysis suggest that the nature and extent of training is a result of complex interaction between an organisation's internal and external environment. An organisation's competitive strategy, the service markets it caters to, clients' specifications, workplace change, employee turnover, the temporal dimension of a process/project, and process complexity are found to be important factors in training decision-making. Contrary to the established view of training as an integral part of a firm's human resource management infrastructure, this thesis finds support for strong linkages between a firm's training infrastructure and its operations management. Further, this thesis reveals the critical and unexplored link between an organisation's quality management systems and its human resource management, as well as its learning and market orientation capabilities, in shaping the nature and extent of training. Findings from the study are then used in the development of a conceptual framework for understanding training decisionmaking in dynamic and high-growth outsourcing environments. Finally, areas for future research are identified.</p>

scholarly journals Factors Influencing Provision of Enterprise Training: a Study of India's Information Technology (IT) Sector

2021 ◽  
Author(s):  
◽  
Ashish Malik
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Operations Management ◽  
Developed Countries ◽  
Future Research ◽  
It Services ◽  
Temporal Dimension ◽  
Factors Influencing ◽  
Demand Models

<p>Policy debates and academic research have emphasised the need for investment in human capital for improving national and organisational competitiveness and reducing unemployment. However, limited attempts have been undertaken to understand the factors that explain a firm's decision to invest in training. Most studies have been undertaken in the context of manufacturing firms in developed countries. Extant training demand models do not fully explicate the reasons for differences in training provision between firms operating in one industry sector. Further, the extant literature has often neglected a much cited need to consider, among other external factors, the influence of an organisation's clients on its decision to invest in training. Finally, little is known of the factors that influence a firm's decision to invest in training in the context of born-global, high-technology firms in a developing country context. This thesis is an attempt to bridge the above gaps. More specifically, it addresses how various factors - internal and external to the firm - interact with each other in shaping the final provision of training. Further, the thesis explores the reasons for variations in training between firms. Owing to the still evolving state of theory and a relatively unexplored contextual setting, case study research is considered an appropriate method for this study. This thesis examines factors influencing training in ten organisations in India's IT services sector. Findings from case analysis suggest that the nature and extent of training is a result of complex interaction between an organisation's internal and external environment. An organisation's competitive strategy, the service markets it caters to, clients' specifications, workplace change, employee turnover, the temporal dimension of a process/project, and process complexity are found to be important factors in training decision-making. Contrary to the established view of training as an integral part of a firm's human resource management infrastructure, this thesis finds support for strong linkages between a firm's training infrastructure and its operations management. Further, this thesis reveals the critical and unexplored link between an organisation's quality management systems and its human resource management, as well as its learning and market orientation capabilities, in shaping the nature and extent of training. Findings from the study are then used in the development of a conceptual framework for understanding training decisionmaking in dynamic and high-growth outsourcing environments. Finally, areas for future research are identified.</p>

Customer-based brand equity and human resource management image

2016 ◽  
Vol 50 (7/8) ◽  
pp. 1185-1208 ◽  
Author(s):  
Johan Anselmsson ◽  
Niklas Bondesson ◽  
Frans Melin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Brand Equity ◽  
Operations Management ◽  
Brand Management ◽  
Theory And Practice ◽  
Future Research ◽  
Employer Branding ◽  
Content Type

Purpose The purpose of this study is to investigate the relationship between an organization’s human resource management (HRM) image and its customer-based brand equity. Research into HRM in relation to branding has mostly dealt with how to attract and maintain employees through employer branding. The present study attempts to link HRM directly to marketing and branding aimed at customers as an altruistic dimension of the brand image and as something that applies to customers’ sociological needs. Design/methodology/approach The study is based on a survey of Swedish customers in two different retail categories: groceries and home decoration. Findings The results show that HRM image is distinct from a more traditional service image and that there is a significant relationship between favourable customer perceptions of an organization’s HRM and customers’ willingness to buy and pay a premium for products provided by the retail chain. This finding leads to the conclusion that HRM is not only relevant for employer branding, internal branding and operations management but also plays a significant role in building customer-based brand equity. The results show that further integration of HRM and brand management is needed, both in theory and practice. Originality/value This study takes a holistic approach to marketing and is one of the first attempts to incorporate HRM and employer branding into the customer-based brand equity framework. Implications for future research, retailing and other businesses are discussed in the conclusion.

scholarly journals Literature Review on Good Governance in the Organizations through Human Resource Management: A Corporate Level Analysis

2016 ◽  
Vol 9 (8) ◽  
pp. 14 ◽  
Author(s):  
Anthonypillai Anton Arulrajah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Good Governance ◽  
Future Research ◽  
Economic Basis ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Corporate Level ◽  
Level Analysis

<p>The objective of this review is to analyze the contribution of human resource management (HRM) in creating good governance in the organizations. A theoretical framework concerning the characteristics of good governance and the contribution of human resource management based on those characteristics were developed. The relationship between human resource management and creating good governance in the organizations, which is based on social, ethical, democratic, and economic basis, involves some important aspects concerning people management aspects such as participation, consensus orientation, accountability, transparency, responsiveness, effectiveness and efficiency, equity and inclusiveness, and following the laws and regulations. The integration of characteristics of good governance with possible approaches and practices of HRM leads to developing a model which underpins the contribution of HRM to create and practice good governance in the organizations. Based on this model, propositions and recommendations for future research on this theme are presented.</p>

Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda

2018 ◽  
pp. 1-16 ◽  
Author(s):  
Desmond Tutu Ayentimi ◽  
John Burgess ◽  
Kantha Dayaram
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Multinational Enterprises ◽  
Management Practices ◽  
Institutional Setting ◽  
Future Research ◽  
Local Isomorphism ◽  
Human Resource Management Practices

AbstractLocal isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices. This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries.

scholarly journals Research status of human resource management in China based on scientific knowledge map

2021 ◽  
Vol 251 ◽  
pp. 03096
Author(s):  
Kun Qian ◽  
Yingxue Li ◽  
Yuenan Lv ◽  
Xiaonan Yang
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Scientific Knowledge ◽  
Visual Analysis ◽  
Future Research ◽  
Knowledge Map ◽  
Management Research ◽  
And Cluster Analysis

In order to accurately grasp the current research frontier of human resource management, according to certain retrieval conditions, 2724 literatures published from 2011 to 2021 were retrieved from CNKI database as data samples. CiteSpace software was used for visual analysis, CO citation analysis and cluster analysis were carried out on these literature data, and the corresponding knowledge map was drawn. The objective of this paper is to show the hot topics and cutting-edge trends of human resource management research in China and draw the current situation of human resource management research in China, in order to provide reference for future research.

Workplace Spirituality in HRM

2021 ◽  
Vol 138-139 (1-2) ◽  
pp. 173-194
Author(s):  
Joanna Samul
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Web Of Science ◽  
Workplace Spirituality ◽  
Future Research ◽  
Shed Light ◽  
The Web

The paper presents the main topics of research in the field of workplace spirituality in the context of human resource management (HRM). The study is based on a literature review and bibliometric analysis of publications in order to determine the main topics undertaken in this field and their importance for human resource management. In total, 123 publications from the Web of Science database from the years 1999–2020 were analyzed using cluster analysis applying the VOSviewer method. The paper provides definitions and dimensions of workplace spirituality, and considers the significance of spirituality in human resource management. The contribution of the research is to shed light on the concept of a spiritual workplace in HRM and to indicate directions for future research in this field.

Lean production system: compatible with Malaysian culture?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Siew Imm Ng ◽  
Ck Cha ◽  
Murali Sambasivan ◽  
Azmawani Abd Rahman
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Change Management ◽  
Human Resource ◽  
Operations Management ◽  
Production System ◽  
Management Practices ◽  
Lean Production ◽  
Secondary Source ◽  
Content Type

Theoretical basis An instructor could link the case to lean production principles and Kurt Lewin’s change management model, key reading materials on these theories are, namely,  Lewin, K (1947) Frontiers in group dynamics: concept, method and reality in social science; equilibrium and social change. Human Relations 1(1): 5–41  Stewart, J. (2012). The Toyota Kaizen continuum: a practical guide to implementing lean. Boca Raton, FL: CRC Press. Wickramasinghe, V. and Wickramasinghe, G. L. D. (2020). Effects of human resource management practices, lean production practices and lean duration on performance. The International Journal of Human Resource Management, 31(11), 1467–1512. Research methodology This case was developed from both primary and secondary sources. The primary source included three face to face meetings with Mr CK in University Putra Malaysia (two meetings) and WSAE factory (Rawang, Malaysia – one meeting), respectively. Interviewed three workers at Rawang factory. The secondary source was taken from the company website and company reports. Case overview/synopsis Dr Wan, the Chief Executive Officer of WSA Engineering Sdn Bhd (WSAE) accepted the invitation from Small Medium Industries Development Corporation to participate in a Malaysian-Japanese Industry Cooperation program that focused on Lean Production System (LPS). Dr Wan was worried about Malaysia’s culture incompatible with Japanese-originated LPS. The case shares how the organization and behavioral change took place, for LPS buy-in. Successes and challenges WSAE faced in the 10-year journey of implementing LPS were elaborated. Complexity academic level This case was written for use in an operations management course, on the topic of lean production. It can also be used as a training material targeting the operation managers of a manufacturing company aiming to implement lean production or any change management process.

Innovative Technology and Human Resource Management

2022 ◽  
pp. 606-618
Author(s):  
Sachin Soonthodu ◽  
Susheela Shetty
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Developed Countries ◽  
Management Systems ◽  
Innovative Technology ◽  
Service Development ◽  
Development Technology ◽  
The Developed Countries

Technology plays a crucial role in inclusive growth of modern human management systems. Recruitment, hiring, training, retaining, workplace administration, and optimizing workforce environment are the major functions of human resources management. Adopting innovative technology within the organisation enables the managers to accumulate and deliver the information as well as communicate with employees more effectively. India, as one of the developed countries, is successfully integrating technology in human resource management systems to ensure market-driven product and service development. Technology makes jobs easy; at the same time, it threatens the job market by reducing the human resource requirement to perform particular tasks. An effective human resource management should have the ability to integrate technology and the human resource for the better development of an organisation. This theoretical study focuses on various technologies adopted by the human resource management to make the workplace effective and highly productive.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

Sign in / Sign up

Export Citation Format

Share Document