scholarly journals Inclusive Human Resource Management (IHRM) and Innovative Work Behaviour in Telecommunication Industry in Rivers State

2021 ◽  
pp. 46-54
Author(s):  
Dr. Edwinah, Amah* ◽  
Dr. Joy Adanma Mekuri-Ndimele
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Sample Size ◽  
Human Resource ◽  
Rank Order ◽  
Sample Size Determination ◽  
Telecommunication Industry ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Rivers State

This study examined Inclusive Human Resource Management (IHRM) and Innovative Work Behaviour in Telecommunication Industry in Rivers State. Two hundred employees from the twenty (20) telecommunications services firms were surveyed. Krejcie and Morgan (1970) sample size determination table employed in the study gave a sample size (S) of one hundred and thirty-two (132). Two null hypotheses were established and a total of one hundred and thirty-two (132) copies of the study instrument were distributed, retrieved and analyzed. The Spearman’s Rank order correlation coefficient was employed in the study. The study revealed a significant positive relationship between inclusive human resource management and innovative work behaviour (measured by generating and testing ideas and implementation). As a fall out from the study, it is was concluded that a work ambiance that supports equal opportunities and treatment to all employees is a veritable approach for spurring extra-role behaviors such as the active search, generation, championing and implementation of novel ideas for the growth and success of organization. Thus, it was recommended that telecommunication firms should: Train managers-and hold them accountable—to show that inclusivity is a core competency and identify underrepresented groups’ needs, and give them necessary support and resources.

HRM and product innovation: does innovative work behaviour mediate that relationship?

2018 ◽  
Vol 56 (6) ◽  
pp. 1417-1429 ◽  
Author(s):  
Raquel Sanz-Valle ◽  
Daniel Jiménez-Jiménez
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Product Innovation ◽  
High Performance ◽  
Management Practices ◽  
Content Type ◽  
Human Resource Management Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose The purpose of this paper is to empirically analyse the mediator effect of innovative work behaviour (IWB) between the firm’s human resource management system and product innovation. Design/methodology/approach Data are collected from 225 Spanish manufacture companies. Hypotheses are tested using structured equation modelling. The structural model is estimated through partial least squares modelling. Findings The results provide strong evidence about the effect of the system of human resource management practices on both, employee’s IWB and product innovation. Furthermore, findings support the idea that employee’s IWB mediates the relationship between human resource management and product innovation. Research limitations/implications Although the study counts with the limitations of cross-sectional studies, its findings suggest that employees’ IWB fosters product innovation and that the adoption of a high-performance work system is positively associated to such behaviour. Practical implications This paper shows that companies seeking to foster product innovation should pay attention to their employees’ behaviour. In particular, they should promote that employees engage in innovative behaviours, and that adopting high-performance human resource management practices can help in this line. Originality/value Although a number of studies suggest that IWB is a key determinant of innovation and a mediator in the link between human resource management and innovation, there is no empirical research examining these relationships. This paper covers this gap detected in the literature and provides evidence supporting them.

Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices

2022 ◽  
pp. 1230-1250
Author(s):  
Nurten Polat Dede
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Business Environment ◽  
Essential Elements ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovation Capacity ◽  
Innovative Work

Innovation capacity is one of the essential elements that ensure sustainability of the organizations. Organizations need to be creative and innovative so as to put products and services to market by forecasting customer needs to get competitive advantage in a rapidly changing business environment. Businesses that are more pioneering in innovation will be more successful if they can respond to changing environmental conditions and develop new capabilities that will allow them to deliver better performance. Innovation helps businesses to reduce costs, improve performance, and create new products and services to increase their competitiveness. Scholars contend that the development and implementation of human resource management is critical to benefit such essential employee contributions.

scholarly journals Competency Mapping of Employee with Special Reference to Unitech Plasto Components Pvt. Ltd, Chennai

2019 ◽  
Vol 8 (4S3) ◽  
pp. 290-292
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Special Reference ◽  
Sample Size ◽  
Human Resource ◽  
Communication Skill ◽  
Main Tool ◽  
Vital Role ◽  
Research Competency ◽  
The Right

The process of human resource management is to bring the organization and the employees together to achieve their goals. It is the great importance of any organization. In simple word competency mapping play a vital role in the selecting, recruiting and retaining the right person to the right job. The research is mainly focused on the communication skill with gender in the employee’s competency towards in organization. The tool of research is U test and percentage analysis. The sample size of the research is 200 employees. The research done by issuing the questionnaires. The result I founded in this research Competency is the main tool in the organizational because by this the employees get evaluated by their performances. To achieve more rewards and also the employee knowledge will be concluded.

scholarly journals Human Resource Management Strategies: A Panacea for Quality Education Delivery

2013 ◽  
Vol 12 ◽  
pp. 71-80
Author(s):  
Francis Briggs ◽  
Elizabeth Desmond
Keyword(s):  
Resource Management ◽  
Secondary Schools ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategies ◽  
Quality Education ◽  
Process Output ◽  
Education Delivery ◽  
Rivers State

Managing human resources in public secondary schools is of great important in the attainment of quality education delivery. The quality and quantity of human resources available will determine how the process-output will enhance continual growth in the educational system, since human resources organizes and coordinates other factors. This study examined human resource management strategies that enhances quality education delivery in public secondary schools in Rivers State.

Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices

2019 ◽  
pp. 1-21
Author(s):  
Nurten Polat Dede
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Business Environment ◽  
Essential Elements ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovation Capacity ◽  
Innovative Work

Innovation capacity is one of the essential elements that ensure sustainability of the organizations. Organizations need to be creative and innovative so as to put products and services to market by forecasting customer needs to get competitive advantage in a rapidly changing business environment. Businesses that are more pioneering in innovation will be more successful if they can respond to changing environmental conditions and develop new capabilities that will allow them to deliver better performance. Innovation helps businesses to reduce costs, improve performance, and create new products and services to increase their competitiveness. Scholars contend that the development and implementation of human resource management is critical to benefit such essential employee contributions.

Sign in / Sign up

Export Citation Format

Share Document