Reflections of Human Resource Practices in Family Business

2022 ◽  
pp. 1928-1943
Author(s):  
Büşra Müceldili ◽  
Berivan Tatar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Firms ◽  
Management Practices ◽  
Human Resource Practices ◽  
Resource Managers ◽  
The Family ◽  
Human Resource Management Practices

Although much has been discussed about human resource management practices in large organizations, studies in the family firms' context are nascent in the literature. To better understand human resource management practices in the context of family firms, this study performed interviews on three experienced and successful family firm owners and human resource managers. The research findings reveal that family firms have professionalized, formalized, and employee-oriented perspective in their human resource practices. This study also showed that the new generations in the family are more aware of the importance of human resources and reflect this perspective to their human resource practices. Besides, employees' organizational justice perception is strengthened by considering equality between family and non-family employees in human resources practices. Implications of these results for practice and further research are discussed.

Reflections of Human Resource Practices in Family Business

2021 ◽  
pp. 1-16
Author(s):  
Büşra Müceldili ◽  
Berivan Tatar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Firms ◽  
Management Practices ◽  
Human Resource Practices ◽  
Resource Managers ◽  
The Family ◽  
Human Resource Management Practices

Although much has been discussed about human resource management practices in large organizations, studies in the family firms' context are nascent in the literature. To better understand human resource management practices in the context of family firms, this study performed interviews on three experienced and successful family firm owners and human resource managers. The research findings reveal that family firms have professionalized, formalized, and employee-oriented perspective in their human resource practices. This study also showed that the new generations in the family are more aware of the importance of human resources and reflect this perspective to their human resource practices. Besides, employees' organizational justice perception is strengthened by considering equality between family and non-family employees in human resources practices. Implications of these results for practice and further research are discussed.

scholarly journals Human resource practices and performance in small Spanish wineries, and their evolution with age and size

2020 ◽  
Vol 35 (2) ◽  
pp. 107-119 ◽  
Author(s):  
Juan R. Ferrer ◽  
Silvia Abella-Garcés ◽  
María T. Maza-Rubio
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Firms ◽  
Management Practices ◽  
Family Businesses ◽  
Bayesian Regression ◽  
Human Resource Practices ◽  
Small Family ◽  
Human Resource Management Practices

This research aims to cover the existing gap in knowledge regarding human resource management practices in winery businesses. Three of the most important practices in this field - recruitment and selection, training and development, and remuneration - and their relationship with performance in small family and non-family wineries as well as the differences in those businesses’ behaviours according to their age and size were analysed. The analysis was based on a 2016 database containing 339 Spanish wine sector SMEs, and a multivariate Bayesian regression methodology was applied. The results demonstrate a lower level of human resource management practices in small family businesses and a stronger relationship with performance than in non-family businesses. The results also show that human resource management varies according to the age and size of the company, indicating an inverted U-shaped relationship with size. On the one hand, these results highlight the importance of human resource practices in the environment of a small winery. These practices have not usually been considered as drivers of performance in small family firms. On the other hand, the results can be useful for the managers of such firms, both in the wine industry and in general, as they highlight the human resource practices that could improve the performance of those entities. The paper contributes to filling the existing gap in the literature related to small family businesses.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

Friends or Foe?

2022 ◽  
pp. 1412-1435
Author(s):  
Rosalba Manna ◽  
Rocco Palumbo ◽  
Massimiliano Pellegrini
Keyword(s):  
Resource Management ◽  
Business Ethics ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Firms ◽  
Management Practices ◽  
Ethical Challenges ◽  
Human Resource Management Practices ◽  
Push Forward

Scholars have argued that business ethics is a crucial ingredient for the successful recipe of human resource management. However, little is known about the factors that trigger an organizational commitment towards the promotion of an ethical approach in crafting human resource management practices. This is especially true for family firms, whose ethical slant in devising human resource management practices has been under-researched. This chapter intends to push forward our knowledge in the field of business ethics investigating the role of familiness in determining ethically-rooted human resource management practices among small and medium-sized enterprises. More specifically, the authors investigated how awareness of business ethics issues and formalization of human resource management policies and practices affect the SMEs commitment to ethics. Family firms were found to be aware of the ethical challenges that characterize human resource management; however, no evidence was retrieved about the role of familiness in triggering an ethical commitment in managing human resources.

scholarly journals The Important of Training and its Impact on the Performance of Employees in Banking Sectors (Abu Dhabi – UAE) to Rise Efficiency

2017 ◽  
Vol 11 (9) ◽  
pp. 138
Author(s):  
Burhan Mahmoud AwadAlomari Alomari ◽  
AlaEldin Mohammad Hasan Awawdeh ◽  
Main Naser Alolayyan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
Creativity And Innovation

The study aims at measuring the impact of human resource management practices on creativity and innovation with the presence of competencies as an intermediary variable. The study highlights the importance of human resource management practices for UAE banks and explores the role of human resource management practices in enhancing the creativity and innovation of employees. To achieve this goal, six UAE banks were selected as a study area. A questionnaire was designed and distributed to a random sample of 150 respondents. The analytical, descriptive method was used for analysis. Data analysis and testing were carried out using SPSS.Some of the most important outcomes of this study are: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. Compensation, benefits, employment, training and development, also have a positive effect on creativity. Human resource management practices have a positive impact on training. The study recommends that giving the UAE banks the priority of human resource management practices is of great importance in their dimensions according to the scale of human resource management practices that are interested in achieving innovation and creativity for employees within the banks. The further studies are suggested related to human resources management practices and creativity and innovation because of their impact on achieving competitive advantage.

scholarly journals Personnel Economics: The Economist's View of Human Resources

2007 ◽  
Vol 21 (4) ◽  
pp. 91-114 ◽  
Author(s):  
Edward P Lazear ◽  
Kathryn L Shaw
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Hiring Practices ◽  
Incentive Pay ◽  
Personnel Economics ◽  
Human Resource Management Practices ◽  
Hours Of Work

Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms—and how “compressed” should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms use teams and how are teams used most effectively? How should all these human resource management practices, from incentive pay to teamwork, be combined within firms? Personnel economists offer new tools to analyze these questions—and new answers as well.

Between Individuals and Teams

2011 ◽  
pp. 117-134
Author(s):  
Pat Finnegan ◽  
John Murray
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Software Quality ◽  
Management Practices ◽  
Depth Data ◽  
Human Resource Management Practices ◽  
Software Engineers ◽  
High Level

As the software engineering field has developed, much attention has focused on improving the associated technology and processes. Comparatively little thought has been given to the issue of human resource management. Some see it as central to productivity and software quality. However, little empirical research has explored the required nature of such management. This paper examines human resource management practices in the software industry in Ireland: An economy that is heavily dependent on the software sector, with a high level of foreign multinational investment. A survey of the 100 largest software organisations reveals the nature of human resource practices, and the relative unimportance attached to the management of human resources. Two of the organisations studied are selected as examples of preferred and poor practice, and more in-depth data was gathered from these companies. The authors consider that this comparative analysis reveals a difference that is central to the design of human resource strategies in the software sector: One company managed software engineers as individuals within groups, while the other focused on the management of teams.

scholarly journals Using Human Resource Management Practices to Predict Quality Service Delivery: Case of Public Secondary Schools in Kenya

2017 ◽  
Vol 12 (10) ◽  
pp. 121
Author(s):  
Christine Mutiso ◽  
James M. Kilika
Keyword(s):  
Resource Management ◽  
Service Delivery ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Education Sector ◽  
Quality Service ◽  
Hrm Practices ◽  
Human Resource Management Practices

With rapid changes in the business environment, organizations are increasingly looking at their human resources as a unique asset that can provide sustained competitive advantage. Human resources are considered by many to be the most important assets of an organization for sustaining competitiveness through their products and services. It has been observed that very few employers are able to harness the full potential from their human resources. In view of this, this study examined the relationship between Human Resource Management Practices and Quality Service Delivery in the education sector in Kenya. The research was done as a case study of government sponsored secondary schools based in in Taita-Taveta County. The conceptualization in the study was guided by the various strategic human resource theories, models and the servqual model. The results show that the regression model used is significant (F=23.499; p<0.001) and that the HRM practices as measured using the five practices explain approximately 45% of the variation in service quality delivery in the education sector in Taita-Taveta county in Kenya (R2=0.448). The results show that hypotheses one, four and five of the study are supported (β=.405, p<.000;β=.321, p<.000; β= .181, p<.001 respectively) while hypotheses two and three are not (β=-.113, p=.170; β= -.508, p=.612 respectively).  The study concluded that HRM practices in the Education sector in Kenya is still undertaken with an inclination towards the traditional personnel management perspective. The study called on future research to investigate the same phenomenon using an expanded list of HRM Practices indicators and pay attention to senior executives’ perspective on the strategic role of human resources in the sector.

scholarly journals Effect of employee demographic characteristics and selected Human Resource Management Practices turnover intentions: A case of commercial banks in Eldoret Town, Kenya

2015 ◽  
Vol 10 (10) ◽  
pp. 2555-2569
Author(s):  
Norbert P. Murupus ◽  
Dr. Dinah J. Kipkebut
Keyword(s):  
Regression Analysis ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Commercial Banks ◽  
Management Practices ◽  
Turnover Intentions ◽  
Demographic Characteristics ◽  
Human Resource Management Practices

Organizational investment in Human Resources is an inevitable measure in pursuit of achievement of organizational goals. Organizations therefore must utilize a considerable amount of finances, materials and time in employee acquisition, maintenance and development. Despite the banking industries investing heavily in the acquisition and maintenance of its human resources, employees still quit their jobs in search of other alternatives. The objective of the present study is to establish the effect of employee demographic characteristics and selected Human Resource Management practices on employees’ intention to turnover in the Banking industry. The study population consisted of Managerial, Clerical and Direct Sales Staff from twenty five (25) commercial banks in Eldoret town, Kenya. The study sampled 387 employees from ten (10) commercial banks. Questionnaire method was used to collect data. The data obtained was processed using the Statistical Package for Social Sciences (SPSS). Both descriptive and inferential statistics were used in data analysis; that is, Frequencies, means, standard deviation and Percentages which were presented in tables and charts. Pearson’s Correlation analysis and Regression analysis were used to test the study hypotheses. The results of the multiple regression analysis showed that pay practices, procedural justice, marital status, education, job tenure and job position were critical factors in determining employee turnover intentions. The study recommends that banks should implement high commitment human resource management practices so as to enhance the retention of its employees.

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