scholarly journals Analyzing the Nature of the Relationship Between Human Resource Management Practices and Personnel Performance

2021 ◽  
Vol 11 (2) ◽  
Author(s):  
Salah Naser Mamdooh Al-Bandawi ◽  
Prof Dr Sadoon Muhsin Salman
Keyword(s):  
Human Resources ◽  
Management Practices ◽  
Human Resources Management ◽  
Contextual Performance ◽  
Work Behavior ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
Independent Variable ◽  
The Relationship ◽  
Positive Work

The aim of this study is to test the effect of human resources management as an independent variable in raising the level of individuals’ performance as a dependent variable and it was applied in the Ministry of Interior - General Directorate of Human Resources Management depending on the descriptive analytical approach in accomplishing the requirements of this research. The human resources management in the performance of individuals directly and indirectly, but at the level of dimensions, contextual performance had a good impact on the performance of tasks and the performance of individuals with human resources management and positive work behavior with contextual performance.

scholarly journals Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover

2011 ◽  
Vol 2 (2) ◽  
pp. 41-49 ◽  
Author(s):  
Hamdia Mudor
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Conceptual Framework ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
The Other ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
The Relationship

This paper attempts to propose a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, and to explain the relationships among these variables. Job satisfaction played an important role to employees’ turnover because it would lead employee resigned when their job satisfaction is low. The results indicate HRM practice a positively and significantly correlated with job satisfaction. On the other hand HRM practice and job satisfaction are negatively and significantly correlated with turnover. However, the results of HRM practice and job satisfaction are strong predictors of turnover.

scholarly journals EXPLORING THE RELATIONSHIP BETWEEN HUMAN RESOURCES MANAGEMENT PRACTICES IN THE HOSPITALITY SECTOR AND SERVICE INNOVATION IN JORDAN: THE MEDIATING ROLE OF HUMAN CAPITAL

2021 ◽  
Vol 35 (2) ◽  
pp. 507-514
Author(s):  
Rami MAHMOUD ◽  
◽  
Ahmad A. AL-MKHADMEH ◽  
Omar A. ALANANZEH ◽  
Ra’ed MASA’DEH ◽  
...  
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Structural Equation ◽  
Management Practices ◽  
Human Resources Management ◽  
Service Innovation ◽  
Equation Modeling ◽  
Resources Management ◽  
Hospitality Sector ◽  
The Relationship

This study is aimed to explore the relationship between Human Resources Management (HRM) and innovation in services and whether such a relationship is mediated by human capital. The data was gathered from the hospitality sector in Jordan. To evaluate the proposed hypotheses, Structural Equation Modeling (SEM) was used via partial modeling of least squares. The research findings provide clear evidence that the Service Innovation of Jordan's hospitality was positively influenced by HRM activities and human resources. The results show many practical and theoretical effects. Results will help the hospitality sector grow creativity in their services by HRM practices and establish proper use of human capital in their employees through innovation cults. This is one of the few studies that studied the relationship between HRM activities and the sufficient of human capital on hospitality in a developing country, Jordan.

scholarly journals The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance

2012 ◽  
Vol 2 (1) ◽  
pp. 75 ◽  
Author(s):  
Fathi Mohamed Abduljlil Aldamoe ◽  
Mohamd Yazam ◽  
Kamal Bin Ahmid
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Resources Management ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance 

scholarly journals Testing The Moderating Effect of the Strategy on the Relationship between Human Resources Management and Performance: A Subgroup Analysis. The Case of Tunisia

2016 ◽  
Vol 7 (1) ◽  
pp. 64
Author(s):  
Hamid JERY ◽  
Saloua SOUAÏ
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Subgroup Analysis ◽  
Management Practices ◽  
Human Resources Management ◽  
Added Value ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
And Performance

<p>In a fast movement environment where organizations are struggling to survive and succeed in the market, the focus is increasingly placed on resources that can provide a sustainable competitive advantage. Wright, McMahan and McWilliams (1994), like other researchers have realized that human resources can generate this advantage since they are rare, difficult to substitute and imperfectly imitable. The more human resources are exploited and the more they get enriched and provide added value to the organization through creativity and innovation.</p><p>We note that the prerequisite for the added value creation is individual motivation and competence at work. Thus, it is assumed that the development of human resources management enables to meet the competitiveness challenge. Human resources managers have to enhance staff motivation and to ensure continuous knowledge improvement.</p><p>In this research, we try to explain the link between the human resource management practices and performance through the contingency approach. To do this, we opt for the subgroup analysis as a methodological framework. Our results lead to recognize that the interaction effect between certain human resource management practices and innovation level can provide an explanation as to changes in the level of performance of the Tunisian industrial firms.</p>

scholarly journals Principal’s Information Management as a Correlate to their Human Resource Management Practices in Ebonyi State

2018 ◽  
Vol 4 (6) ◽  
Author(s):  
Paul Nwakpa
Keyword(s):  
Staff Development ◽  
Secondary Schools ◽  
Human Resources ◽  
Information Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Resources Management ◽  
Level Of Significance ◽  
The Relationship

The study investigated the relationship between the principals’ information management and their human resources management practices in Ebonyi State Public Secondary schools. The paper focused on the relationship between information management and staff orientation and relationship between information management and staff development. The study was guided by two research questions and two null hypotheses which were tested at 0.05 level of significance. The study adopted correlational research design.The population of the study was 4,500 teachers. The sample size for the study was 450 teachers using proportionate stratified sampling technique which represents 10% of the 4,500 teachers in Ebonyi State Public Secondary schools. Self structured type of questionnaire entitled “Human Resources and Information Management Questionnaire (HRIMQ) was used to elicit responses from the respondents. The instrument was face validated by three experts from the department of Educational Foundations, Ebonyi State University, Abakaliki. A reliability index 0.74 was obtained using cronbach co-efficient. Data collected were analyzed with Pearson product moment correlation coefficient. The study found that a significant positive relationship existed between information management and the two aspects of human resources management studied, via, staff orientation and staff development. Based on the findings of the study some recommendations were made, to include: to upgrade the information resources and facilities of schools for improve service delivery, among others. 

scholarly journals The Impact of Human Resources Management Practices on Job Performance: The Case of Nurses at Siloam Lippo Village Hospital

2020 ◽  
Vol 15 (3) ◽  
Author(s):  
Ditta Amelia ◽  
Rosdiana Sijabat
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Performance Appraisal ◽  
Management Practices ◽  
Human Resources Management ◽  
Training And Development ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
The Relationship

<p>Human resources management has a huge role in increasinghospital performance. This study aimed to examine the effect of compensation, performance appraisal, recruitment and selection, teamwork, training, and development, on nurses' performance at the Siloam Lippo Village Hospital. A simple random sampling technique was used to collect data for this study. A questionnaire was distributed among 210 nurses at the hospital. The PLS-based Structural Equation Modeling (SEM) approach was used to check the impact of human resource management practices on job performance. The organizational commitment was used as a mediator variable on the relationship between human resource management practices and job performance. The results indicate that teamwork and organizational commitment have a significant impact on nurses' performance. This study also finds that compensation, performance appraisal, and training and development have a significant impact on organizational commitment, which leads to an increase in the nurses' performance. Organizational commitment significantly mediates the relationship between performance appraisal, teamwork, training and development, and job performance.</p>

scholarly journals THE ROLE OF EMPLOYEE MOTIVATION ON THE RELATIONSHIP BETWEEN HRM PRACTICES AND SERVICE QUALITY IN HEALTHCARE ORGANIZATION

2018 ◽  
Vol 15 (01) ◽  
pp. 1
Author(s):  
Totok Sasongko
Keyword(s):  
Service Quality ◽  
Human Resources ◽  
Management Practices ◽  
Human Resources Management ◽  
Employee Motivation ◽  
Quantitative Methodology ◽  
Quality Performance ◽  
Resources Management ◽  
Hrm Practices ◽  
The Relationship

The human resources management in the healthcare institution is essential to enable the delivery of efficient and effective medical services. This study conducted to investigate how HRM practices  can enhance service quality and proposes an integrated framework in which perceived HRM practices are related to employee commitment, which in turn related to perceived service quality performance. Five HRM practices was selected. A questionnaire was constructed. The quantitative methodology was applied to collect and analyze data. Data was collected from 270 employees (including nurse and doctor) and bottom manager in  Dr. Radjiman Wediodiningrat in Indonesia. The result shows that the selected HRM practices all significantly and meaningfully can predicted the employee motivation, in which feedback and recogniton was the most effective practices. The result also shows that employee motivation is an effective predictor of service quality performance. Lastly, employee motivation has a role as mediator effect toward the relationship between HRM practice and service quality. This research suggests that HRM departement need to chooses human resources management practices properly that can increase employe motivation and their service quality performances.

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