hrm practices
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Author(s):  
Muhammad Mohiuddin ◽  
Elahe Hosseini ◽  
Sedigheh Bagheri Faradonbeh ◽  
Mehdi Sabokro

The sustainability of human resource management (HRM) is the basis for an organization’s future growth and success. This study aims to investigate achieving HRM sustainability in universities. We use a quantitative research method design to investigate the factors that affect HRM sustainability at universities. The study was conducted during the spring and summer of 2020 at Iranian state universities. As the study’s statistical population included 2543 employees, a sample size of 334 employees was calculated using the Cochran formula. A questionnaire with 32 statements based on a 5-point Likert scale was used to collect the data, which were analyzed using PLS3 software. The findings show that human resource practices, social factors, psychological factors, employer branding, and economic factors have positive and significant effects on HRM sustainability at universities. Findings indicate that it is essential to consider the implementation of adequate HRM practices and related socio-economic and psychological supports for HRM sustainability in universities that can lead to the competitiveness of the higher education institutions such as universities.


2022 ◽  
Vol 27 (1) ◽  
pp. 109
Author(s):  
Rini Handayani ◽  
Kasidin Kasidin

<p>Human resource management (HRM) is the foundation to face business competition. Organizational strategies related to HRM create satisfaction among employees so that employees perform well and can create a competitive advantage for their organization. The need for human resources in the hospital industry has developed along with the availability of hospitals reaching 2813 hospitals in Indonesia. This of course requires superior human resources performance. HRM practices are expected to drive human resources performance and achieve a competitive advantage in the hospital industry. This study will examine the effect of HRM practices, namely training, performance appraisal, and compensation systems on employee performance. Furthermore, this study will also examine the role of job satisfaction to mediate HRM practices on employee performance. The study was conducted in a private hospital in the Surakarta area with a sample of 120 respondents. Convenience sampling technique as a sampling method used to collect samples using a questionnaire. SmartPLS is used to analyze research data. The results showed that there was a significant positive effect on HRM Practices (training, performance appraisal, compensation system) on employee performance. However, job satisfaction only mediates the effect of performance appraisal and compensation system on employee performance, while job satisfaction does not play a role in mediating the effect of training on employee performance..</p>


2022 ◽  
pp. 326-348
Author(s):  
Peace Kumah ◽  
Winfred Yaokumah ◽  
Charles Buabeng-Andoh

This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.


2022 ◽  
pp. 1017-1053
Author(s):  
Giulia Flamini ◽  
Luca Gnan

The chapter aims to develop a theoretical configurational model of HRM practices for family firms based on the construct of awareness. The typology of ideal HRM practices configurations the authors developed grounds on are 1) two organizational factors (awareness of the internal and external environment and organizational awareness) and 2) two dimensions of organizational awareness (the need for explicit and implicit coordination mechanisms). The first dimension refers to the need for mechanisms explicitly adopted by a family firm to manage task or communication interdependencies. The second one relates to those requirements for mechanisms that are available to family firms from shared cognition, which enable them to explain and anticipate task statuses and individuals' collaborative behaviors, thus helping them in managing task interdependencies. The authors combined these results in four configurations of HRM practices (administrative, shared, professional, and integrated configurations) and developed seven propositions.


2022 ◽  
pp. 1549-1577
Author(s):  
Roksana Binte Rezwan

Human resources are the driving force and source of the core competitive advantage of any business. The purpose of this chapter is to discuss how human resource management (HRM) practices and human resource (HR) strategies are formulated and utilized in the context of e-commerce firms. When discussing e-commerce, relatively less attention is paid to HRM-related issues. However, analyzing, carefully, both the successful start-ups (i.e., Dollar Shave Club and Warby Parker) and e-commerce giants (i.e., Amazon and Alibaba) treat HRM as a critical success factor. Because business success depends on the careful integration of HRM strategies with business requirements and strategies. In this chapter, the different HRM practices and strategies adopted by different e-commerce firms will be discussed.


2022 ◽  
pp. 303-339
Author(s):  
Giulia Flamini ◽  
Luca Gnan

The chapter aims to develop a theoretical configurational model of HRM practices for family firms based on the construct of awareness. The typology of ideal HRM practices configurations the authors developed grounds on are 1) two organizational factors (awareness of the internal and external environment and organizational awareness) and 2) two dimensions of organizational awareness (the need for explicit and implicit coordination mechanisms). The first dimension refers to the need for mechanisms explicitly adopted by a family firm to manage task or communication interdependencies. The second one relates to those requirements for mechanisms that are available to family firms from shared cognition, which enable them to explain and anticipate task statuses and individuals' collaborative behaviors, thus helping them in managing task interdependencies. The authors combined these results in four configurations of HRM practices (administrative, shared, professional, and integrated configurations) and developed seven propositions.


2022 ◽  
pp. 1211-1229
Author(s):  
Shanmuganathan Vasanthapriyan

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.


2022 ◽  
pp. 448-470
Author(s):  
Peace Kumah ◽  
Winfred Yaokumah ◽  
Charles Buabeng-Andoh

This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.


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