Chapter -2 Review of Literature This chapter reviews the literature about the issues surrounding the relative effects of human resource management (HRM) strategic integration on organizational performance. It begins with a review of the various studies and builds a theoretical and conceptual framework on the effect of HRM strategic integration on organizational performance with two distinctive performance measures—financial performance and non-financial performance. Various organizational characteristics are identified as impact factors to strategic integration and performance. HRM and Organizational Performance The strategic human resource management (SHRM) empirical literature has mushroomed in recent years, and there is consistent evidence
Employees usually play a key role in organizations; they are the supreme resource an organization can have and it is through their involvement and commitment that the organization can become competitive (Sempane et al, 2002 as cited in Griffith, 2013). Organizational commitment has been accepted as an important concept over the last three or four decades because of its relationship and role to organizational effectiveness, and it have been defined, measured, and studied in research in various contexts (Mathieu & Zajac, 1990; Saimir & Jonida, 2013). According to Chiang (2008) when employees cleave to identification and share sense of belonging in an organization, they will consider themselves associated to the organization and will work hard
CHAPTER 2 SITUATION ASSESSMENT 2.1 Introduction This chapter illustrates the analysis of situation assessment throughout the company. One of the important processes needed when planning a decision is by having situation assessment. This process helps to monitor the internal and external factors. Internal assessment requires analysis regarding to the strengths and weaknesses of the company in terms of the resources, core competencies and strategic directions. Meanwhile, external assessment focuses on the deeper analysis of political, economic, social and technological which is affecting the missions and vision of a company.
Assignment 2 Part Two It is very important to note that human resource (HR) function has played a very significant role in organizations. Every organization success depends on the kind of HR they have. Although many new HR concepts have been introduced, the actual roles and duties of HR professionals have not change much until recent years. Pfau and Kay (2002) stated that the business case for human resources management has been accumulating over a period of time, and that their study has proven that higher HR practices determines financial results. It is within this framework of employee involvement to enhanced business performance that Ulrich, Losey and Lake (1997) noted that HR departments are under increased pressure to reconsider, redefine
Abstract The acceptance of Technology by users is a topic that has been studied many times and dealt with in many Information System Theory over the past years. Thus many User models of acceptance of technology have been implemented and used to better predict the use and acceptance of new technologies and systems by individuals. The Technology Acceptance Model (TAM) is based on two main determinants including perceived usefulness and perceived ease of use that help systems developers manage users’ beliefs about the systems and predict acceptance for new information systems. The TAM has so far been a model that raised the most interest as to its relevance in capturing the most attention of the Information Systems community. This literature study
In construction project management, there is a broad scope of areas where motivation research is applied. Most of the research that was developed is focusing mainly on work motivation, how project manager can motivate the project team, or how motivation important for project success (Seiler et al., 2012; Dwivedula & Bredillet, 2010). Over the past fifty years, there were numerous surveys that concentrated on how the employees can be motivated in their job. Those surveys concerned on how managers can increase their team members ' motivation (Schmid & Adams, 2008). Successful project management does not only depend on working within predefined project management constructs and techniques but also depend on the characteristic of the project manager
Organization theory is the study of structures, designs, relationships, within an organization with the external environment and behavior of employees within an organization. It also proposes how an organization can cope with rapid changes resulting from the dynamic world. There are several theoretical contributions which are essential in explaining the organization and its structure. These can be divided into three categories; Classical organization theory 1. Scientific Management approach 2.
The important elements for OHP include (1) Leadership Commitment, (2) Human Capital Planning, (3) Attracting, Developing, and Retaining Employees, (4) Communications Strategy, and (5) Impact Metrics. Optimization involves designing a system or process to perform as well as possible. Even though the performance of human resources in organizations mainly depends on the technology and External environment which substantially impacts organizational behaviour, the way of thinking individually and by teams, and humanistic orientation, which assumes that individual feelings, attitudes, perceptions, goals, etc., are important to the organization. Many researchers have tried to optimize productivity using different strategies [2-4] including motivation of employees , privatization
Pearce and Robinson (2000) defined strategic management as the set of decisions and actions that result in the formulation and implementation of plans to achieve a company’s objectives. Public relations is defined as the management function that established and maintains mutually beneficial relationship between an organization and publics or whom its success or failure depends (Cutlip, Centre & Broom, 1994). However, there are still those who see public relations as a technician job of communication that includes having strategic importance such as management consultancy, scanning and analyzing environment (Moss and Warnaby, 1999). Dozier and Grunig (1992) have pointed out that at some point in their history, most organizations probably develop their public relations strategically, namely with the presence of a strategic public provides the motivation for initiating public relations programs. However, as time goes by, the original objectives of the programs are being neglected and communication programs are being carried out without considering the public strategic segmentation.
These discriminations still exist in salary decisions, hiring and so on. Diversity is essential in order to achieve ultimate success. Workforce diversity is a fact of organizational life. It is usually a key concern for theory and practice in organizational