The Influence of Human Resource Management Practices on the SMEs Performance: Mediating Role of Employee Engagement

Recently, human resource practices have been considered as the foremost solution for high organizational performance and attained the focus of recent studies and regulators. Therefore, the present study investigates the impact of human resource practices such as recruitment and selection, training and development, reward and compensation, and performance management on SMEs performance in Pakistan. The present research also examines the mediating role of employee engagement among the nexus of recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This research has adopted the questionnaires to collect the data and executed the smart-PLS to analyze the data. The results revealed that recruitment and selection, training and development, reward and compensation, and performance management have a positive association with SMEs’ performance. The findings also exposed that employee engagement positively mediating the links among recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This study has provided the guidelines to the policymakers that they should extend their focus towards human resource practices that improve organizational performance.

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The mediating role of Quality Management in the relationship between human resource practices and organizational performance in the Greater Salt Municipality: الدور الوسيط لإدارة الجودة في العلاقة بين ممارسات الموارد البشرية والأداء التنظيمي في بلدية السلط الكبرى

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم الاقتصادية والإدارية والقانونية ◽

10.26389/ajsrp.l291120 ◽

2021 ◽

Vol 5 (14) ◽

pp. 67-49

Author(s):

Talal Saleh AbdulKarim Al-Hiyasat Talal Saleh AbdulKarim Al-Hiyasat

Keyword(s):

Quality Management ◽

Public Relations ◽

Organizational Performance ◽

Human Resource ◽

Reward System ◽

Training And Development ◽

Human Resource Practices ◽

Recruitment And Selection ◽

The Relationship

This research aimed to identify The Moderator Role of Quality Management on the Relationship between Human Resource Practices and Organizational Performance in the Greater Salt Municipality, and the research sample consisted of (27) respondents from administrators and workers in the following departments (Personnel Affairs Department, Public Relations Department, and General Bureau Department, And the Administrative and Legal Affairs Department) in the Greater Salt Municipality. The research found a number of results, the most important of which is that the general mean of all items to measure the degree of human resource practice in the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Administrative and Legal Affairs Department) in the Greater Salt Municipality reached (4.27), which indicates The degree of strong agreement among the study sample members regarding the level of measurement of the degree of human resource practice in the Greater Salt Municipality, and that there is a strong degree on the availability of the practice of recruitment and selection, the level of performance evaluation, and the availability of elements for the practice of the reward system, and the practice of training and development in the Greater Salt Municipality, but it differs in terms of List them by the way they are set up and organized. The research also found that the general mean of all the measures of quality management in the Greater Salt Municipality reached (4.21), which indicates a strong degree of agreement between the study sample members of the role of the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Affairs Department Administrative and Legal) in measuring quality management in the Greater Salt Municipality. As for discussing hypotheses, the research found that there is a statistically significant relationship between human resource practices (recruitment and selection, training and development, reward system, and performance evaluation) and the organizational performance in the Greater Salt Municipality. Finally, the researchers concluded that there is a significant difference in the role of quality management as a mediating variable on the relationship between human resources practices and organizational performance in the Greater Salt Municipality.

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A competency framework for contractual workers of manufacturing sector

Industrial and Commercial Training ◽

10.1108/ict-10-2018-0080 ◽

2019 ◽

Vol 51 (3) ◽

pp. 152-164 ◽

Cited By ~ 1

Author(s):

Musarrat Shaheen ◽

MD Sikandar Azam ◽

Mahesh Kumar Soma ◽

T. Jagan Mohan Kumar

Keyword(s):

Performance Management ◽

Human Resource ◽

Manufacturing Sector ◽

Empirical Studies ◽

Training And Development ◽

Content Type ◽

Competency Based ◽

And Performance ◽

Recruitment And Selection ◽

Depth Interviews

PurposeThe purpose of this paper is to develop a competency dictionary and model for contractual workers of the steel manufacturing sector of India.Design/methodology/approachIn-depth interviews with 30 supervisors and behavioral events interviews (BEIs) with 40 contractual workers were conducted to identify and validate the competencies of the contractual workers.FindingsThe competencies identified are arranged according to the similarity and dissimilarity between it under three broad categories of competencies, i.e., knowledge, skills and attitudes. These categories are used to develop a competency dictionary which has behavioral indicators, and a framework that can be used to map and evaluate the competencies.Practical implicationsThe competency dictionary and the framework developed in the present study will assist human resource practitioners in implementing competency-based human resource processes such as recruitment and selection, training and development and performance management for the contractual workers in the manufacturing sector.Originality/valueThe present study is among the few empirical studies that provide a competency dictionary and a framework of contractual workers in the manufacturing sector of India.

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Human Resource Development and Employee Engagement in Nepalese Commercial Banks

Journal of Business and Social Sciences Research ◽

10.3126/jbssr.v4i2.29481 ◽

2019 ◽

Vol 4 (2) ◽

pp. 21-34

Author(s):

Kishor Hakuduwal

Keyword(s):

Career Development ◽

Performance Management ◽

Human Resource Development ◽

Employee Engagement ◽

Human Resource ◽

Commercial Banks ◽

Resource Development ◽

Training And Development ◽

And Performance ◽

The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

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Do high-performance human resource practices work? The mediating role of organizational learning capability

Journal of Management & Organization ◽

10.1017/jmo.2017.55 ◽

2017 ◽

Vol 25 (02) ◽

pp. 189-210 ◽

Cited By ~ 5

Author(s):

Pilar Jerez-Gómez ◽

José Céspedes-Lorente ◽

Miguel Pérez-Valls

Keyword(s):

Organizational Learning ◽

Human Resource ◽

High Performance ◽

Organizational Outcomes ◽

Strategic Human Resource Management ◽

Human Resource Practices ◽

Learning Capability ◽

Mediating Role ◽

And Performance

AbstractThis study explores the relationship between high-performance human resource practices and organizational outcomes, using organizational learning capability as a mediating variable. By analyzing a sample of 85 Spanish companies in the chemical industry, the results suggest that the application of high-performance human resource practices is positively related to the development of organizational learning capability. This, in turn, is positively related to the financial and non-financial firm’s performance. The mediating role of learning capability is useful and should be considered in studies that analyze the link between human resource practices and performance, a central topic in the literature on strategic human resource management. Additionally, this study provides indications which can help companies design suitable conditions for promoting organizational learning capability, which is directly related to the development of human resource systems.

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