EFFECTS OF HUMAN RESOURCE MANAGEMENT ON BUSINESS PERFORMANCE OF SMALL AND MEDIUM SIZE MANUFACTURERS IN HANOI – VIETNAM

2012 ◽  
Vol 02 (06) ◽  
pp. 47-54
Author(s):  
Ngo Van Tuan ◽  
Nguyen Minh Ngoc
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Business Performance ◽  
Business Owners ◽  
Incentive Compensation ◽  
Medium Size ◽  
Human Resource Managers ◽  
Training Performance ◽  
Resource Managers ◽  
And Performance

This research examines the relationships between HRM practices and performance of manufacturing SMEs in Ha Noi. Questionnaires were sent to CEOs, business owners, or human resource managers at 300 manufacturing SMEs in Ha Noi, 245 responses were collected and 200 qualified responses were left after screening. The findings indicate positive relationships between training, performance appraisal, incentive compensation and performance of manufacturing SMEs in Hanoi. This study partly clarifies the conflicting results of the previous studies on the relationships between training, performance appraisal, incentive compensation and firm performances.

scholarly journals Employee Engagement Level and Its Key Determinants: a Study in the Context of Nepalese Media Sector

The Batuk ◽  
2020 ◽  
Vol 6 (1) ◽  
pp. 1-16
Author(s):  
Damodar Niraula
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Sampling Method ◽  
Analytical Tool ◽  
Participatory Culture ◽  
Human Resource Managers ◽  
Major Focus ◽  
Resource Managers

 This paper aims to measure the level of employee engagement and to propose employee engagement framework. Following two-step sampling method, a questionnaire survey was conducted among the employees of fifteen media houses. The results of the survey are analyzed with the help of SPSS 18 version. Majority of the employees of Nepalese media houses have been found being engaged to their job. The findings confirm that five HR practices: performance appraisal and recognition; participatory culture; working facility; communication; and job and resources are the determinants of employee engagement. Among those, performance appraisal and recognition, and participatory culture, should be the major focus of human resource managers to make the employees engaged. Additionally, the paper can serve as a reference and an analytical tool to researchers for expanding knowledge on the topic.

scholarly journals A study on the performance appraisal of employees in jayam engineering works (p) ltd

2018 ◽  
Vol 8 (1) ◽  
pp. 58-75
Author(s):  
Thiagarajan M ◽  
Chandrasekaran S
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Human Resource Managers ◽  
Hewlett Packard ◽  
Appraisal Process ◽  
Current State ◽  
Resource Managers ◽  
Performance Appraisal Process ◽  
Structured Questionnaire

Performance appraisal should be a two way approach, both from the supervisor and subordinate. The study presents a review of the performance appraisal process in relation to performance and feedback at Hewlett Packard.  The purpose of PA is  to help the employee perform better, accomplish more and be motivated to work towards making an organization more effective. The performance appraisal is the evaluation of on employee job performance in order to determine the degree to which the employee is performing effectively. Performance appraisal should be designed to show more precisely how well workers are doing their jobs. The Performance Appraisal needs to be very transparent and helpful both to the employees and to the organization. The need is to get a feedback from appraisers and appraises working in the organization, about the current state of the PA. Only after analyzing the current state of PA, the human resource managers can go to the next step of improvements in PA. A survey is therefore required. The type of research chosen is quantitative in nature. The research is undertaken to ascertain the views / opinions of the Raters and Rates working with the company and to suggest appropriate modifications about the existing PA Structured questionnaire has been prepared and discussed personally with the respondents

scholarly journals Impact of Work-From-Home HR Practices on the Performance of Online Teaching Faculty During COVID-19.

2021 ◽  
Vol 7 (2) ◽  
pp. 218-221
Author(s):  
Huda Irshaad ◽  
Khawaja Muhammad Umar ◽  
Mahmood Rehmani
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Online Teaching ◽  
Career Planning ◽  
Faculty Members ◽  
Human Resource Practices ◽  
Training Performance ◽  
Work From Home ◽  
Teaching Faculty ◽  
And Performance

Based on reinforcement theory, this paper examines (a) effects of Work-from-Home Human Resource Practices on the performance of online teaching faculty of educational institutes (b) impact of demographic factors on Human Resource Practices and (c) relationships between Training, Performance Appraisal, Career planning, Employee participation, Job definition, Compensation and Selection, and performance of online teaching faculty. Results confirm our hypothesis showing a relationship between seven Human Resource practices and performance of online teaching faculty. Ultimately confirming the first hypothesis that Work-from-Home Human Resource Practices negatively affect the performance of online teaching faculty of educational institutes. The study conducted in Higher Education Institutes in Sialkot, Punjab, Pakistan. Data collected from 179 faculty members using convenience sampling during the lockdown. Research limitations and future implications include reduced reachability for data collection during lockdown and collecting data from more males respectively while researching all universities in Pakistan.

scholarly journals Human Resource Management and Nudging: An Experimental Analysis on Goal Settings in German Companies

2017 ◽  
Vol 9 (9) ◽  
pp. 147 ◽  
Author(s):  
Mara Grunewald ◽  
Andrea Hammermann ◽  
Beate Placke
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Control Group ◽  
Human Resource Managers ◽  
Potential Productivity ◽  
Resource Managers ◽  
Performance Based Pay ◽  
And Performance ◽  
One Year ◽  
Hr Managers

We analyse how human resource managers and directors in German companies can become aware of the application of incentive systems like goalsetting and performance-based pay. In particular, we analyse to what extent a nudge can increase the interest of experts in goalsetting and performance-based pay. The nudge consists of giving information concerning the diffusion rate of goalsetting and performance-based pay, as well as the potential productivity increase. In fact, surveyed HR managers who received the information reported a higher interest in goalsetting and performance-based pay compared to the control group of HR managers without such information. Furthermore, the study showed a consistent answering behaviour between statements about intended activities with the performance management and statements about the actual implementation one year later.

scholarly journals A Path Model of Innovative Customer Orientation and Company Performance with the Moderating Influence of Company Training

2022 ◽  
Vol 12 (1) ◽  
pp. 1-10
Author(s):  
Ayşe Gonül Demirel ◽  
Neslihan Yayla
Keyword(s):  
Human Resource ◽  
Customer Orientation ◽  
Training Programs ◽  
Path Model ◽  
Company Performance ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Training Activities ◽  
And Performance ◽  
The Relationship

This study used a sample of salespeople at various companies to substantiate a path model of innovativeness, customer orientation, and performance; thus, it offers a multi-disciplinary framework. Results indicated a moderating influence of company training programs on the relationship between customer orientation and performance, which can have several implications for human resource managers and sales contact employees. Two features, testing the influence of training activities and measuring customer orientation from the employees' perceptions, distinguish this study from previous studies.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

scholarly journals Human Resource Management and Business Adaptability and Adjustability in Business Development

2017 ◽  
Vol 3 (2) ◽  
pp. 213
Author(s):  
Fanny YF Young
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Development ◽  
The Internet ◽  
Human Resource Managers ◽  
Continuity Planning ◽  
Human Resource Department ◽  
Resource Managers ◽  
Business Resilience

Business adaptability and adjustability is highly important for the business development. It was suggested human resource managers and executives could pay an important contribution to this area. The aim of this study was to search the literature to see how the human resource managers and executives can improve the business adaptability and change of the companies. The internet was searched using various search engines like Google Scholars, Proquest and Google using keywords like human resource management, business adaptability and adjustability and business resilience. All selected papers were individually studied and any relevant materials were identified. Result showed that there were roles of human resource managers and executives in building business adaptability and adjustability such as acting as strategic partners, employee sponsors or advocates, change mentors and there were contributions which include transition the human resource department to a profitability factor; making profit to the company and engaging in people-focused approach to business continuity planning for crisis.

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