HR Management Research Papers - Academia.edu (original) (raw)

This article is all about payroll management service and outsourcing third party payroll services. From small companies to corporate sector, every one need the service of payroll. There are many payroll software available in market but... more

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- HR Management

Medical institutions operate in an extremely dynamic environment, in accordance with the
legal framework, through the organization and management of resources and processes, often in an emergency
situation. The main element of a health organization is its human resources. Health facilities operate in an
extremely dynamic environment, in accordance with the regulatory framework, through the organization and
management of resources and processes, often in an emergency situation. The main element of a health
organization is its human resources. The development of staffs, their motivation, and training in a number of
competencies are also developed by the organization itself. For its stability, the organizational structure,
communication channels and people, as well as their capabilities (knowledge and skills), are important. The
selection and development of personnel depends on the management. For a specific field, such as health care,
the competence of employees is important. Through various methods, management must constantly emphasize its
personnel (selection, development, certification, audit) in order to be able to adequately perform its activities.
This study aims to analyze the importance of human resources audit in the health organization and to find
out its need for each medical institution to fulfill its mission and provide quality services. The questions
concerning motivation of work, workload, problems accompanying the working process are considered. The
main conclusions relate to the necessity and advantages of using audit in healthcare organizations

- by Svetlana Radeva
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- Auditing, HR Management, Menagment, Komunikasi

How a counceling based methodology can help to nurture, improve and grow the organizations

When a Christian who has walked with God and knows the things of the Spirit decides willfully, to step back into the worldintentionally or unintentionally-this is a very Serious matter to God. Most have no idea that this action has consequences. It doesn't matter how long you have served God in the past, or how dedicated you may have been, when someone steps back into the world and begins to act, and talk as the world does, the result is extremely serious. A Serious Matter: When I say serious, I'm talking about a situation so grave that it eventually causes God to take an aggressive and antagonistic stance toward that believer! This is why James 4:4 says: "...A friend of the world is the enemy of God." Notice that James refers to believers who have become a 'friend' of the world. The word 'friend' is from the Greek word 'phileo', a word that has many different facets, including the ideas of 'fondness, friendship, or love'. This is the Greek word someone would use if he wanted to express' affection' or even 'romance'. And when used to depict friends, this word is the picture of very 'close friends' who are 'fond of' and 'familiar with each other'.

- by Gavin Weston
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- Business, Cognitive Science, Law, Employment Law

Thoughts about company's system of values and Corporate/Ethical Code of conduct can frequently be found on reading the topics related with company strategy, straregical planning and management both in local and foreign business literature, as well as in social networks and blogs, in the articles by different businessmen and motivators. These definition can widely be met in the web-sites and advertisement materials of several local and foreign companies. The companies don't only try to build a positive image about themselves in their customers and more widely in stakeholders by using these definitions. The utilization of system of values and Corporate Code of conduct has stronger effect and helpful influence on company. Before describing them let's intoduce briefly about values and corporate code of conduct:

- by Taleh Gasimov
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- HR Management
- by Mateo Correa
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- HR Management

JOB SUMMARY: To ensure smooth operations of evening school via class regularity, Selection of faculty and taking care of students issues.

- by Mehwish Rasheed
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- HR Management

Research background: The research examines the impact of emotional intelligence and ethics on knowledge sharing within organizations. It examines the impact of emotional intelligence (EQ) on the ethical behavior of the individual. The focus is on the individuals working in the SME sector. A questionnaire survey was considered the most appropriate technique to conduct the research. The study is based on 1162 responses, collected from three countries (the Czech Republic, Hungary and Slovakia). Purpose of the article: The aim of this article is to examine the relationship between knowledge sharing, ethics and emotional intelligence. Furthermore, nationality, gender, education, and the Oeconomia Copernicana, 12(4), 907-934 908 age of the respondents influencing EQ are also examined. The additional goal is to explore the factors that influence employee behavior. Methods: We identified four hypotheses. To test these hypotheses, we used variance analysis and logistic regression. The AES scale was chosen to assess EQ, which consisted of 33 items. The results obtained are compared with the opinion of SME owners resulting from structured interviews. Findings & value added: About 20% of enterprises are not using any motivation tool to initiate knowledge sharing of their employees. The most common (47.2%) reason for silencing knowledge-the lack of appreciation-did not appear among the answer of company owners. According to the employee perceptions, gender has impact on the level of emotional intelligence, while nationality, education and age group have no impact on the EQ. SME owners do not address much attention to gender. The occurrence of unethical behavior does not depend on the size of the enterprise. According to employee opinion, the EQ has positive impact on knowledge sharing, while it is not affected by ethics. The majority of owners also agreed with the positive impact of EQ. The attitude of employees and owners differ in different aspects. The results have shown that gender plays an influential role in EQ. The research of this complex problem laid down the empirical foundations for the V4 countries.

- by Tibor Zsigmond
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- Business Ethics, Knowledge Management, Emotional intelligence, Knowledge sharing

Human resource is the most valuable asset for a company to operate and continue its business activities successfully. Even though a business organisation has other resources such as money, material and machines, its business operations cannot be continued without utilising its human resources efficiently and effectively. Hence, human resource management mainly concentrate on how to plan, organise, direct and monitor human resource of an organization effectively and efficiently by which goals and objectives of the company can be achieved. In general, employees of an organisation should work together to achieve a particular target. It can be seen that human resource is only resource that cannot be fully controlled by an organisation. Thus they have to be used very carefully to get benefits to the organisation while giving benefits to employees. To do so, they should have an efficient and effective communication system so as to coordinate their duties and responsibilities among each and every employee within the organisation. Because of the continuous changes that happen in external and internal business environment, behaviours of employees and technology used to communicate information among employees have been changing over the last years. These changes have created many advantages as well as communication barriers between employees of an organisation in a diversified environment.

- by Pete Bryn Jones
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- Diversity, Human Resource Management, Workforce Diversity, Diversity Management

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

The Agile approach proved to be effective in building self-managed software development teams that can quickly respond to rapid changes and adapt to ambiguous and complex business environments with fast-changing requirements. After the pandemic, and as a cause of worldwide lockdown, companies struggled to survive. Most companies started shifting their work processes and environment to handle ambiguity using Agile methods and tools. The company's transition to Agile is usually led by HR, which played an essential role in this change, managing the talent and choosing the best processes to benefit the organization and avoiding other rigid processes and consider them wastes. Some Agile methodologies can add tremendous value to the organizations, while applying other methods can be harmful. Today, companies seek to reinvent their working practices by incorporating the Agile approach to improve flexibility and meet increasingly competitive market demands. This study examines the Agile management role in the HRM environment transformation and its effect on the new reality of adopting technologies in all HRM.

- by Hasan Al Jafa
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- Agile Methodologies, HR Management, Agile, Strategic Hrm

In the competitive business world today, many industries face the flux of rapid change, especially in the industrial revolution 4.0. Therefore companies should focus on innovative work behavior (IWB) in order to gain a competitive advantage. This research tested the effect of transformational leadership and organizational climate on the innovative work behavior by taking a manufacturing industry in Tangerang as a case. Population and sample is 160 employees with census method. Data collection technique is using questionnaire with likert scale. The instrument used to measure transformational leadership is an adaptation of Podsakof et al (1990). The instrument for measuring organizational climate adopted from the Organizational Climate Measure (OCM) developed by Patterson et al (2005). Meanwhile, to measure innovative work behavior adapted from (Jong & Hartog, 2008). Analysis from this study is using SEM (Structural Equation Model) with SmartPLS version 3.0 as a statistic tools. The result was transformational leadership gave a positive effect and significant on the organizational climate. The transformational leadership and the organizational climate also gave a positive effect and significant on the innovative work behavior partially and simultaneous. ABSTRAK Dalam dunia bisnis yang kompetitif saat ini, banyak industri menghadapi fluks perubahan yang cepat, terutama dalam revolusi industri 4,0. Oleh karena itu perusahaan harus fokus pada perilaku kerja yang inovatif (IWB) dalam rangka untuk mendapatkan keunggulan kompetitif. Penelitian ini menguji dampak kepemimpinan transformasional dan iklim organisasi pada perilaku kerja yang inovatif dengan mengambil industri manufaktur di Tangerang sebagai sebuah kasus. Populasi dan sampel adalah 160 karyawan dengan metode sensus. Teknik pengumpulan data menggunakan kuesioner dengan Skala Likert. Instrumen yang digunakan untuk mengukur kepemimpinan transformasional adalah sebuah adaptasi dari Podsakof et al (1990). Instrumen untuk mengukur iklim organisasi yang diadopsi dari organisasi ukur iklim (OCM) yang dikembangkan oleh Patterson et al (2005). Sementara itu, untuk mengukur perilaku kerja inovatif diadaptasi dari (Jong & Hartog, 2008). Analisis dari studi ini menggunakan SEM (struktural model persamaan) dengan SmartPLS versi 3,0 sebagai alat Statistik. Hasilnya adalah kepemimpinan transformasional memberikan efek positif dan signifikan pada iklim organisasi. Kepemimpinan transformasional dan iklim organisasi juga memberikan efek positif dan signifikan pada perilaku kerja inovatif sebagian dan simultan.

- by Masduki Asbari
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- Human Resource Management, Human Resources, HR Management

Family firm human resource (HR) research focuses largely on examining differences in HR practices between family and nonfamily firms or between family and nonfamily employees within family firms. Few studies, however, attempt to explain why these differences emerge. We offer insight into the source of heterogeneous HR practices by investigating attributes of the owning family. We integrate a primary family science perspective, circumplex theory, to describe how an unbalanced family structure leads to unbalanced HR systems in the family firm. An unbalanced HR system is depicted as a form of bifurcation bias, or the asymmetric treatment of family and nonfamily employees via the family firm's HR practices. By integrating and extending circumplex theory into the family firm, insight is offered into how the structure of the family system influences the structure of the family business HR system, thus impacting firm outcomes. Implications for both scholars and practitioners are offered.

- by Josh Daspit
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- Family studies, Family Business, Marriage & Family Therapy, Human Resource Management

Over time, there are terms and concepts that emerge in the world and become popular in the lexicon of people in academic or business media. They are usually referred to as buzzwords. Years ago, a friend told me that you could play bingo at meetings of large corporations with a board that contained the list of those terms, with the assurance that at any board or high-level meeting they would all end up being mentioned at some point in time. One of these concepts is "disruptive organization."

- by Luis Pulgar
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- Management, Organizational Change, Leadership, Disruption Management

Preface Training Managers Manual strikes a balance between research and real practices. It provides students with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. It provides Training Managers with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation. To help employees better understand the relationship between the main elements of the book This edition is updated with new material on coaching in a crisis and leadership for a difficult future. training managers manual is the bible of the industry and very much the definitive work that all coaches stand on. This new edition explains clearly and in-depth how to unlock people s potential to maximize their performance Contains the eponymous GROW model (Goals, Reality, Options, Will), now established as the basis for coaching professionals. Clear, concise, hands-on and reader-friendly, this is a coaching guide written in a coaching style. It digs deep into the roots of coaching, particularly transpersonal psychology, a useful model for personal development and in-depth coaching. There are new coaching questions and fresh chapters on emotional intelligence and high-performance leadership. Whitmore also considers the future of coaching and its role in the transformation of learning and workplace relationships, as well as illustrating how coaching can help in a crisis.

There has been much literature explored on the concepts of culture and ethnicity in multicultural corporations, and some of it with individual regards to employee training, motivation or performance, very little studies have comprised all these factors together and simultaneously analyzed the interrelationship between them. Thus, the main objectives of this dissertation are to establish and describe how culture and ethnicity affect employee development, how they motivate or demotivate them, and finally, what the consequences on their performance are. An empirical qualitative approach of unstructured interviews and participant observation was used to access the correlation between all the above-mentioned concepts from the perspective of the crew of a multicultural corporation. The study further presents and analyses employee feedback and results, and proves that all these dimensions are significantly mutually dependent and closely related.

- by Pete Bryn Jones
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- Diversity, Human Resource Management, Culture, Equality and Diversity
- by Annisaa Rahmawati
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- HR, Community of Practice, HR Management, Tugas kuliah

Este manual de gestão de recursos humanos surge na sequência do concurso público para Professor Catedrático, na disciplina de Gestão de Recursos Humanos (GRH) no Instituto Superior de Ciências Sociais e Políticas da Universidade Técnica de Lisboa, em Outubro de 2003. Com base no relatório da disciplina, peça fundamental da documentação das provas de agregação, foi elaborado este manual. Por ele gerações de jovens universitários têm sido iniciados nos curso de graduação (licenciatura) ao tema da gestão de pessoas. Este manual apresenta uma parte dedicada ao setor público. dado que a gestão de pessoas no setor público possui especificidades que o distinguem do privado. O seu autor foi gestor de pessoas nos dois setores.

- by JOÃO BILHIM
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- HR Management, Strategic Hrm

Given the centrality of human capital within organizations, many scientific works have focused on this issue. These studies focus in particular on analyzing the link between HRM practices and corporate performance. In large part, the results of previous studies confirm this relationship, while the modalities of influence remain to bediscovered. In Morocco, very few publications have addressed this issue. Thus, our research aims to understand the interaction between HRM practices, procedural justice, and HR performance, using the automotive industry as aground for empirical investigation. To achieve this, we administered a questionnaire to the HR managers of these companies. Based on 65 responses obtained, the results indicate that incentives and work organization practices indirectly influence HR performance level, while procedural justice plays the intermediary role between the two variables.

- by European Scientific Journal ESJ
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- Procedural Justice, HR Management

Abstract—Employer branding is a relatively new but necessary tool for HR managers, especially today when Y generations steps on the job market. The Y generation is goal-oriented, tech-savvy, engaged and demands a lot of flexibility. The shift in the traditional forms of recruitment and retention fast becoming the lifeline of companies
around the world. Through the exploration of the Y generation, we analyze how employers need to innovate their company in order to attract but also retain talent.

- by Mirjana Nećak and +1
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- Employer branding, Y Generation, HR Management, Generation Y

Στόχος της εργασίας αυτής είναι η διερεύνηση του τρόπου αντίληψης των συστημάτων αξιολόγησης προσωπικού από την πλευρά της διοίκησης και των εργαζομένων στο σύγχρονο οικονομικό περιβάλλον.
Συγκεκριμένα θα παρουσιαστεί μια μελέτη περίπτωσης, ένα παράρτημα πολυεθνικής εταιρείας στην Ελλάδα. Η εταιρεία δραστηριοποιείται στον κλάδο των πωλήσεων, διαθέτει παρουσία σε πλήθος χωρών ανά τον κόσμο και ανάλογο αριθμό υπαλλήλων. Εφαρμόζει συστήματα αξιολόγησης προσωπικού καθώς διαθέτει Τμήμα Ανθρώπινου Δυναμικού σε κάθε μία από αυτές τις χώρες.
Ο σκοπός της έρευνας πεδίου που διενεργήθηκε μέσω της συμπλήρωσης ερωτηματολογίων από την πλευρά υπαλλήλων τόσο του Τμήματος Ανθρώπινου Δυναμικού, όσο και των υπόλοιπων Τμημάτων της εταιρείας ήταν να διαπιστωθεί κατά πόσο είναι κοινή η αντίληψη μεταξύ διοίκησης και εργαζομένων περί επίτευξης ή μη πρακτικού αποτελέσματος των συστημάτων αξιολόγησης. Ενός αποτελέσματος που να εξυπηρετεί και τις δύο πλευρές, της διοίκησης με τη διευκόλυνση λήψης αποφάσεων σχετικών με το προσωπικό και των εργαζομένων με την ουσιαστική διαφοροποίηση του εργασιακού τους περιβάλλοντος μέσω της μισθολογικής και ιεραρχικής τους ανέλιξης.
Τέλος θα παρουσιαστούν τα αποτελέσματα της έρευνας πεδίου σε σχέση με τις συνθήκες στην αγορά εργασίας σήμερα που διανύουμε το έκτο έτος μετά την ένταξη της Ελλάδας σε καθεστώς μνημονίου.

- by Maria-Christina Gkini
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- Evaluation, HR Management

Dengan semakin pesatnya perkembangan sebuah usaha dipastikan membutuhkan sumber daya manusia yang berkualitas dan profesional, yang cakap dan kompeten pada bidang pekerjaannya. Sehingga dibutuhkan sebuah program pengelolaan sumber daya manusia agar dapat memenuhi tuntutan kebutuhan organisasi. Buku ini disusun untuk membantu para praktisi dalam membuat program pengelolaan sumber daya manusia dan mempersiapkan mereka untuk menunjang pencapaian tujuan organisasi. Buku ini juga merupakan himpunan dari beberapa materi perkuliahan khususnya pada mata kuliah Manajemen Sumber Daya Manusia, yang tidak hanya menyajikan teori-teori tapi juga disampaikan hasil-hasil penelitian yang bersumber dari jurnal-jurnal penelitian. Bahasan jurnal penelitian berasal dari dalam maupun luar negeri. Ini sekaligus merupakan pembeda buku ini dengan buku-buku dengan topik yang sama.

In today's highly competitive environment, project management (PM) is subject to appropriate usage of project management tools and techniques (PMTT). This study presents the reasons of limited use of project management tools and techniques. Empirical evidences drawn from deductive research method have been used for formulating the appropriate reasoning. The link between the project management practice and project performance has been identified. The analysis shows evaluation of reasons of limited use of a wide variety of PMTT across varying contexts (projects, organizations, etc.). The result of the study reveals that traditional project management tools and techniques are not adequate to address the key concerns of project practitioners facing today because they are working in an environment where uncertainty, technological advances and corporate re-engineering are taking place at fast pace. Moreover, customer satisfaction, complexity management, accelerating schedule, contract management and risk management are among the key issues. Working effectively in this environment necessitating employing and improving use of PMTT along with enhanced skill levels of project managers to survive and thrive. Project management practice is a strategic asset to organizations and should be built though integrating appropriate PM tools and techniques into practice. These tools and techniques should be compatible to the project context. [Dildar R, Shah SFH, Nazir T, Zaman K. Limited Use of Project Management Tools and Techniques: Determining and Evaluating the Reasons. Academ Arena 2014;6(3):1-11]. (ISSN 1553-992X). http://www.sciencepub.net/academia. 1

- by Syed Fida Hussain Shah
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- HR Management

The examination analyzed how a reward system has a role in job satisfaction to end up happy with their activity and positions and how extraneous prizes influence representatives. The particular destinations were to decide the company's reward system, to decide the connection between reward system and job satisfaction to distinguish the reward system of the companies. The theoretical literature focused on affective event theory, equity theory, and job characteristics theory. The experimental writing focuses on compensations, rewards, commissions, working conditions, and their impact on worker fulfillment. This study employed a descriptive research design and used a structured questionnaire to gather data—the study's target population comprised 100 employees of small businesses. A sample of 30 employees was selected from the population using a simple random sampling technique. Qualitative data obtained through closed-ended questions were analyzed using SPSS software and percentages and presented by tables and charts. The study found out that the salaries, bonus payment, ordinary commission, and working conditions positively affect satisfaction. The researcher, based on the research findings, concludes that there the reward system plays a vital role in job satisfaction, and there is a direct relationship between extrinsic rewards and employee satisfaction.

- by Hamse Abdirahmaan
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- Marketing, Business Administration, Finance, Islamic Economics

Chapter 11 introduces people as a defining element of many services. Many services require direct interaction between customers and service employees. The nature of these interactions strongly influences how customers perceive service quality. Hence, service firms devote a significant amount of effort to recruiting, training, and motivating their employees. Satisfied and engaged employees who perform well are often a source of competitive advantage.

— Loyalty and commitment have been found to be rather a back dated concept today, not appreciated well at both the individual as well as the organizational level. In the present study, an attempt has been made to identify if there any significant relationship is there behind Employees Motivation and their Tenure in present job. 154 employees from Information Technology Sector were the sample of the present study. A standardized 14-item questionnaire (What Do You Look for in a Job?) was administered individually to each individual. The available data seem to indicate that there is really a significant relationship lies between employees Motivation and Turnover intention. At the same time we also found out that the other demographic variables in our study like Age, Gender, Educational Qualification and Experience are also having a significant relationship with Tenure in the present job. These may be considered while making a strategy for retaining employees in an organization.

The ultimate objective of this paper is to examine the contribution of recruitment and selection practices to business performance. For the purpose of this paper, recruitment is broadly defined as the process of creating a talent pool of qualified candidates applying to an organisation for possible engagement. Selection, on the other hand, is seen as the process of choosing from a group of applicants who are best suited for a particular position in an organization. Methodologically, this paper adopts a case-study approach. Sampling entails the random selection of three Fortune 500 companies from three different industries to determine how their recruitment and selection processes have contributed to their individual successes. These companies include Amazon, Apple and Walmart. The focus of the case study, essentially, is to identify existing recruitment and selection procedures adopted by these organizations, and whether or not these procedures have, in any way, influenced the overall performance of these corporations. The analysis of available data from these companies indicate, significantly, that recruitment and selection practices have direct linkage to business performance. The overall hypothesis established for this paper is therefore supported by the data. However, although the research identifies a significant body of evidence than ever before that sought to prove the link between recruitment practices and business performance, the evidence is not yet complete. In particular, the need to develop a much better understanding of how this relationship works in practice is essential. It is necessary to understand the impact of context, both economic and geographical.

- by Antonius R Hippolyte and +1
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- HRM & Organisational Behaviour, HR Management, Strategic Hrm, Business performance

Application of Information Technology (IT) in the domain of Human Resource Management (HRM) systems is a sine qua non for any organization for successfully adopting and implementing Fourth Industrial Revolution (Industry 4.0). However, these systems are required to ensure non-biased, efficient, transparent and secure environment. Blockchain, a technology based on distributed digital ledgers, can help facilitate the process of successfully effectuating these specifications. A detailed literature review has been conducted to identify the current status of usage of Information Technology in the domain of Human Resource Management and how Blockchain can help achieve a smart, cost-effective, efficient, transparent and secure factory management system. A Blockchain based Recruitment Management System (BcRMS) as well as Blockchain based Human Resource Management System (BcHRMS) algorithm have been proposed. From the analysis of the results obtained through the case study, it is evident that the proposed system holds definite advantages compared to the existing recruitment systems. Future research directions have also been identified and advocated.

- by MD Mehedi Hassan Onik and +2
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- Management, Human Resource Management, Recruitment, HR Management

This research dissertation seeks to investigate the importance of performance related pay in motivating the employees at Holiday Inn, Sheffield. Performance related pay (PRP) is basically a financial reward given by the organisation to the outstanding employees after evaluating their performance at the workplace. In the present business world, most of the organisations have introduced the concept of PRP with an aim to motivate the employees and achieve the desired targets and organisational goals. Over the last couple of years, there has been substantial growth in terms of using performance pay systems in the business organisations. In this highly competitive business environment due to globalisation, most of the organisations are forced hard to reassess their human resource related strategies and approaches. They are looking for best suitable strategy and approach for obtaining competitive advantage over the others.

- by Pete Bryn Jones
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- Human Resource Management, HR, HRM and Knowledge, HRM & Organisational Behaviour

1.0 INTRODUCTION
Robert J. Greene, the CEO of Reward Systems Incorporation, stated that “Performance management is the single largest contributor to organizational effectiveness”. There is no doubt that the most important asset in every organization is their human capital. For every organization to become successful, they need to carefully align the organizational goals with the goals of the individuals at all level. This calls for the best human resource practices which will ensure that employees are developed, motivated and retained (Güngör, 2011).
Lawson et al, 2004 asserted that companies who practice performance management system perform better than others, it is clear that over 85% of private and public companies in the USA, South East Asia, and Europe have implemented the performance management system. Research shows that organizations that invest in their human capital perform better than others, a well-structured performance management system will ensure that employees are retained, managed and empowered to work efficiently and effectively. (Fay & Thompson, 2001; Steers & Porter, 1987; Yang, 2008; Lawson et al., 2004; Silk, 1998).
Performance management has become very important in Human Resource Management; it looks at how an organization can ensure that its departments, procedures, workforce, systems, financial performance, and support contribute jointly to achieving their strategic ambitions. It is seen as the process of creating a work environment whereby people are enabled to perform to the best of their abilities. It is the process by which managers and employees work together to monitor, plan and review employees work objectives and total contribution to the organization. (Dessler, 2008; HR Council, 2016).
According to Cascio (2006), performance is the degree of achievement of the mission set in a work place that builds the totality of an employee’s job. Armstrong (2000) on the other hand defined performance management as a planned and integrated process which delivers sustained success to a firm by improving the performance of its human capital as well as developing their capabilities
Any organization that practices performance management system tend to make their employees understand and perform their duty the way they should not because they have been asked to but because they know the need to do it. Strong sponsorship, open communication, change management, and training are part of some of the best initiatives or practices that can assist in ensuring that this process is well achieved.

- by Cole Audi and +1
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- HR Management

Project management Human resource activities are still searching for the loadstone. Their current practices, challenges they face and the environment in which they operate is largely unexplored. Some of the research issues that have... more

- by Dr. Uday Dokras and +1
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- Strategic Human Resource Management, HR, HRM and Knowledge, HRM

This work is licensed under a Creative Commons Attribution-Non Commercial 4.0 International License subject to proper citation to the publication source of the work. Disclaimer: The scholarly papers as reviewed and published by the Institute of Research Advances (IRA) are the views and opinions of their respective authors and are not the views or opinions of the IRA. The IRA disclaims of any harm or loss caused due to the published content to any party.

- by Sona Baloyan
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- Management, Economics, Human Resource Management, HR Management

This study aims to assess the competency of the employees of Meenakshi Mission Hospital and Research Centre, Madurai, India. It evaluates various aspects of employees’ competency such as ability to mutual relationship, communication, adaptability, leadership and overall task proficiency. This study may help the organization to identify the men of incompetence among the employ-ees, and to take remedial measures to improve their performance.

- by IJED isee
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- HR Management

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values

- by J.anuja jeyaraj
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- HR Management

Human Resource Management (HRM) has been a crucial issue for Tribhuvan University (TU) due to the presence of a high number of students and teachers within the University Structure. The main purpose of this study was to explore the practices of the HRM in the TU. I adopted socio-constructivism as a research paradigm and narrative inquiry as the research design which is qualitative in nature. It used in-depth interview technique to collect information which was supported by literature review. TU conducts its overall human resource activities in coordination with executive bodies, campus chief, and line agencies like TUSC. The executive body is responsible for the entire HRM practices and other bodies have their own peculiar functions. For Instance, TUSC conducts the job design, job analysis, selection, recruitment, and performance appraisal process in the entire TU. HRM practices are familiar to the rules and regulations of TU and adopt them.

- by Milan Shrestha
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- Organizational Behavior, Management, Education, Educational Leadership