Examine the Factors Influencing Effectiveness of HRM Practices Designed to Improve Knowledge Transfer

2022 ◽  
pp. 1211-1229
Author(s):  
Shanmuganathan Vasanthapriyan
Keyword(s):  
Knowledge Transfer ◽  
Human Resources ◽  
Performance Appraisal ◽  
Positive Impact ◽  
Training And Development ◽  
Sri Lankan ◽  
Hrm Practices ◽  
Software Companies ◽  
Factors Influencing ◽  
Key Driver

Software development companies are noted for their innovative IT products. This is due to the focus on knowledge as a key driver for the innovations. Knowledge is a key element to all human resources. The purpose of this research is to investigate the factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within software companies. A theoretical model was developed and empirically tested to test the hypothesis. Software companies were chosen in Sri Lanka with their professionals acting as respondents to survey. A sample includes 203 employees of Sri Lankan software companies. The results show that the order of importance of the HRM practices tested here is selection and recruitment, training and development, performance appraisal, and reward and compensation. The results also indicate that selection and recruitment, training and development, performance appraisal, and reward and compensation showed a positive impact with knowledge transfer improvement, as perceived by the professionals in the Sri Lankan software industry.

Examine the Factors Influencing Effectiveness of HRM Practices Designed to Improve Knowledge Transfer

2019 ◽  
pp. 178-197
Author(s):  
Shanmuganathan Vasanthapriyan
Keyword(s):  
Knowledge Transfer ◽  
Human Resources ◽  
Performance Appraisal ◽  
Positive Impact ◽  
Training And Development ◽  
Sri Lankan ◽  
Hrm Practices ◽  
Software Companies ◽  
Factors Influencing ◽  
Key Driver

Software development companies are noted for their innovative IT products. This is due to the focus on knowledge as a key driver for the innovations. Knowledge is a key element to all human resources. The purpose of this research is to investigate the factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within software companies. A theoretical model was developed and empirically tested to test the hypothesis. Software companies were chosen in Sri Lanka with their professionals acting as respondents to survey. A sample includes 203 employees of Sri Lankan software companies. The results show that the order of importance of the HRM practices tested here is selection and recruitment, training and development, performance appraisal, and reward and compensation. The results also indicate that selection and recruitment, training and development, performance appraisal, and reward and compensation showed a positive impact with knowledge transfer improvement, as perceived by the professionals in the Sri Lankan software industry.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

Inevitable knowledge strategy

2017 ◽  
Vol 39 (5) ◽  
pp. 753-774 ◽  
Author(s):  
Arunprasad P.
Keyword(s):  
Performance Appraisal ◽  
Performance Feedback ◽  
Positive Impact ◽  
Strategic Human Resource Management ◽  
Content Type ◽  
Hrm Practices ◽  
Software Companies ◽  
Knowledge Strategy ◽  
Strategic Hrm ◽  
The Impact

Purpose The purpose of this paper is to determine the impact of strategic human resource management (HRM) practices and knowledge strategies on the performance of a sample of software companies in India. Design/methodology/approach The sample chosen for this study was software professionals in India; the software companies were chosen based on their listing in the NASSCOM annual report, with financial turnover as the basis for classification. In order to measure the tangible and intangible outcomes, instruments used in this study include financial and non-economic performance. Findings As per the contingency approach, the fit between strategic HRM practices (staffing, general training, specific training, performance appraisal, performance feedback, reward and compensation and employee development) and knowledge strategy dimensions (consolidator, transformer and co-inventor) was observed and the results revealed that the moderation effect has had a positive impact on the firms’ performance. Practical implications Investment in specific developmental programs for high-potential employees and quick learners will make knowledge-intensive firms financially sound in the long run. Through an appropriate reward strategy, employees who are capable of lateral and innovative thinking at work can be engaged in consistently delivering quality projects, which will have a significant positive impact on overall project costs and the financial performance of the firm. Originality/value The proposed model in this study can enhance a firm’s performance, provided the firm adopts a specific knowledge strategy and coherently aligns it with strategic HRM practices to achieve a sustained competitive advantage.

scholarly journals Factors Influencing Online Education during COVID-19 Pandemic: Sri Lankan Students’ Perspective

2021 ◽  
Vol 11 (4) ◽  
Author(s):  
M. A. K. Sriyalatha ◽  
P. J. Kumarasinghe
Keyword(s):  
Online Education ◽  
Positive Impact ◽  
Structural Equations ◽  
Primary Data ◽  
Sri Lankan ◽  
University Administrators ◽  
Factors Influencing ◽  
Management Students ◽  
The University ◽  
The Impact

This study examines the factors influencing online education for selected Sri Lankan universities during the COVID-19 pandemic. It also analyses the moderate effect of gender and type of the university on online education. Primary data were collected using a questionnaire via google form from Management students in Sri Lankan selected universities. Data analysis was done through structural equations using analysis of moment structures (AMOS) version 22.0. Attitude, internet and related facilities, curriculum, and self-motivation were found to have a significant positive impact on online education, while workload & time have no significant effect on online education. Among four factors, the strongest influence was derived from self-motivation followed by the curriculum. We have not found significant differences among male and female students’ views on online education, while the impact from the type of university is different among the two categories. This study effectively guides policy makers and university administrators across the educational institutes to decide on continuing online education. It reveals some insights to the teachers, students, and parents to understand the significance of the modern online learning environment and its positive impact on the new learning mode. There is no study related to the factors associated with the impact of online education during the Covid-19 pandemic in the Sri Lankan context.

scholarly journals Determinants of Job Satisfaction in Academic Professionals of Pakistan

2018 ◽  
Vol 1 (1) ◽  
pp. 20
Author(s):  
Ali Ahmad Bodla ◽  
Matloub Hussain ◽  
Chiyin Chen
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Career Planning ◽  
Underlying Mechanism ◽  
Training And Development ◽  
Faculty Members ◽  
Public And Private ◽  
Hrm Practices ◽  
Analysis Of Means ◽  
Academic Professionals

The purpose of this study is to explore and analyze the determinants of job satisfaction in academic professional of Pakistan. The job satisfaction was considered dependent variable and human resource management (HRM) practices (training and development, performance appraisal, career planning, and compensation) were predictor variables. Linear regression model was used in this study that demonstrated the overall effect of variable and data was collected from faculty members of four (two public and two private) different universities of Pakistan. It has been found that performance appraisal and compensation are important determinants of job satisfaction among faculty members. Therefore, the management of universities in Pakistan should give considerable emphasis on performance appraisal. Interestingly, the analysis of means variation and independent t-test did not demonstrate a difference between faculty members of public and private universities in terms of job satisfaction and HRM practices. Future investigations should explore the underlying mechanism between the HRM practices and job satisfaction.

scholarly journals The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

2015 ◽  
Vol 5 (1) ◽  
pp. 1-16 ◽  
Author(s):  
Amare Werku Ijigu
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Training And Development ◽  
Strong Positive Correlation ◽  
Positive Correlation ◽  
Hrm Practices ◽  
Compensation Package ◽  
Employees Satisfaction ◽  
Public Banks ◽  
Recruitment And Selection

Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks) because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

scholarly journals Unravelling the HRM practices and performance link in Malaysian SMEs: The role of organizational innovation

2021 ◽  
pp. 1111-1120 ◽  
Author(s):  
Nazlina Zakaria ◽  
Francis Chuah Chin Wei ◽  
Nor Azimah Chew Abdullah ◽  
Rushami Zien Yusoff
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Organizational Innovation ◽  
Strong Relationship ◽  
Training And Development ◽  
Linkage Data ◽  
Hrm Practices ◽  
And Performance ◽  
The Relationship

Many studies have focused on direct link between HRM practices and organizational performance. There is a strong relationship between these two variables that driven further research to identify the mechanism through which such relationship exists. Following resource-based view (RBV), the aim of this research was to investigate the indirect effect of organizational innovation on HRM practices-performance linkage. Data was collected from owners/managers of manufacturing SMEs in West Malaysia. 331 (60.5%) distributed questionnaires were received and analyzed through PLS-SEM. Out of six hypotheses on mediation, only one hypothesis was rejected. The findings strongly supported the RBV theory when organizational innovation significantly mediated the relationship. These results clearly indicate that organizational innovation plays an intermediate role between HRM practices (i.e. communication and information sharing, compensation, selection, performance appraisal, and training and development) and organizational performance of SMEs.

HRM Practices and Knowledge Transfer in Multinational Companies

2008 ◽  
pp. 1-27 ◽  
Author(s):  
Dana B. Minbaeva
Keyword(s):  
Knowledge Transfer ◽  
Performance Appraisal ◽  
Management Training ◽  
Orientation Programs ◽  
International Assignments ◽  
Hrm Practices ◽  
Flexible Working ◽  
Expatriate Managers ◽  
Performance Based Compensation ◽  
And Performance

This chapter introduces HRM practices that help MNCs to overcome knowledge transfer barriers (knowledge-driven HRM practices). It argues that MNCs can institute various HRM practices that impact knowledge transfer barriers associated with behavior of knowledge senders and receivers. HRM practices relevant for absorptive capacity of subsidiary employees form two groups – cognitive (job analysis, recruitment, selection, international rotation, career management, training and performance appraisal) and stimulative (promotion, performance-based compensation, internal transfer, orientation programs, job design and flexible working practices). The application of cognitive HRM practices enhances the ability of knowledge receivers to absorb transferred knowledge, while the use of stimulative HRM practices increases their motivation. Temporary and permanent types of international assignments respectively influence the ability and motivation of expatriate managers to share their knowledge.

scholarly journals The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector

2017 ◽  
Vol 36 (5) ◽  
pp. 626-643 ◽  
Author(s):  
Fathi Mohamed Al Damoe ◽  
Kamal Hamid ◽  
Mohmad Sharif
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Training And Development ◽  
Mediating Effect ◽  
Content Type ◽  
Hrm Practices ◽  
Recruitment And Selection ◽  
The Relationship ◽  
And Training

Purpose Despite the fact that previous studies have identified a possible mediator (organizational climate) in the HRM practices-HR outcomes link, the role of organizational climate as a mediator has, however, not been accorded the respect it deserves in the HRM practices-HR outcomes relationship. Moreover, studies on organizational climate are still scarce and have often focused on western organizations. The purpose of this paper, among others, is to examine the direct effect of HRM practices on the HR outcomes within the context of Libyan organizations. It further investigates whether organizational climate mediates the influence of HRM practices on the HR outcomes within the context of Libyan organizations. Design/methodology/approach This paper uses multiple regression analysis on a sample of Libyan organizations. Findings Regarding the findings, first, the paper finds that organizations that adopt HRM practices, such as performance appraisal, compensation and rewards and HR planning achieve significant HR outcomes. The finding also indicates that recruitment and selection and training and development are not good predictors of HR outcomes in the organization. Finally, the study reveals that the influence of HRM practice dimensions such as performance appraisal, compensation and reward and HRP on organizational performance is mediated by the presence of organizational climate; on the other hand, organizational climate fails to mediate the influence of both recruitment and selection and training and development on the HR outcomes. This study suggests that not all HRM practices are influenced by organizational climate of the organizations in Libya, and this may be due to the present environmental situation in Libya. Originality/value The study is deemed as an initial attempt to investigate the mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public organizations. This finding acts as a springboard for further research and a wake-up call to the organizations in Libya to evaluate the importance of organizational climate in achieving HR outcomes in a volatile environment.

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