Essay写作—人力资源管理对生产力的影响
The impact of HRM practices and policies on employee productivity is a significant subject in the arena of human resource management, industrial relations and organizational psychology. The bulk of its work includes the rationale of utilization of High Performance Work Practices, boost up compensation and deliverance in the field of management systems and broader employee participation and training, can better the knowledge, enhance their urge/motivation, decrea avoiding work and improve retaining of quality employees while boosting up idler to quit the organization.
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Most of the logic given in the related rearch topics shows this fact that firm prent and prospective human resources are pivotal considerations in the development and completion of its tactical business plan. Although the bulk of this literature is theoretical, concludes that human resource management usage can assist to develop a source of long term competitive benefit, especially when they are associated with a firm's viable stratagem.
I both this largely hypothetical literature and the rising traditional acumen among human resource professionals there is a emergent agreement that organizational human resource tactic may, if adequately arrange in a particular way, prent a vivid/direct and inexpensively noteworthy contribution
to firm capability. The assumption is that more effective systems of HRM practices, which at the same time u the potential for complementarities or synergies among such practices and help to implement a firm's competitive strategy, are sources of sustained competitive advantage. Unluckily, very little pragmatic evidence assists such a notion. What empirical work does exist has largely focud on individual HRM practices to the exclusion of overall HRM systems.
1.2: Background
A number of rearchers have reported that HR practices are positively linked with organizational and employee productivity or performance. The focus and thrust of the studies have been towards developed countries. Little rearch has been done to test the HR-performance link in developing countries like Pakistan. Aycan et al. (2000) termed Pakistan as 'under-rearched' country in the field of HRM practices.
The prent study is an attempt to test the relationship between HR practices and employee productivity or performance in Nestle' Pakistan Limited, in this situation it is important to find out the determinants which can enhance the employees' productivity in an organization. The objective of this rearch is to facilitate the decision makers in an organization to follow the HRM practices which can
improve the productivity of employees. The prent study could be helpful to human resource managers of public and private ctor organizations in Pakistan for formulation and development of HRM practices that will ensure high level of employees' productivity resulting in incread achievement of an organization.
To evaluate employee productivity as sanctioned by human resource management practice, as HRM practices have significant impact on employee outcomes particular on the productivity.
Support for predictions that impact of HR practices on employee productivity, linking to the HR system focud on human capital enhancement was directly related to multiple dimensions of operational performance such as employee productivity, machine efficiency and customer alignment. Hypothes will be derived from resource-bad perspective on strategy. Positive and significant effects on employee productivity are found for organizations that utilize more sophisticated human resource planning, recruitment and lection strategies. The need to examine the output effects of original rvice practices using data from model of Nestle' Pakistan Limited employees of diver departments, efficiency regressions demonstrate t of creative work practices, which include motivational pay, teams, pleasant work assignments, employment safety measures and training, achieve significantly higher levels of yield which includes slight job definitions, stringent work rules a
nd hourly pay with clo management. Most of the literature on HRM activities has presumed that employee productivity affects the success and effectiveness of HRM activities.
刘家乐1.3: Objectives
Determining u of productivity in comparison to performance and recognize productivity level on work performance
Finding out employee productivity impact from HRM bad functions
Relating to veral theories and applications of HRM practices in accordance to employee productivity
The aim of the propod study is to explore the relationship between HRM practices and employee productivity. The rearcher will try to answer two questions, i.e., How do Human Resource Management (HRM) practices affects Employee productivity? And how an organization can improve its productivity through effective HRM practices? The prent rearch will be conducted through survey questionnaire technique. The questions will be clo ended with five point Likert type scale. For calculation and manipulation on the primary data, statistical tools will be ud. In this rearch, N
estle' Pakistan Limited a food processor, one of the largest organization in Pakistan will be the target population. In order to lect the sample, non-probability convenience sampling technique will be ud. The sample will contain 100 respondents including both male and female. This rearch will be of quantitative type becau the quantitative rearch is more result oriented than qualitative rearch. The prent rearch will be applicable in almost all areas private and public ctors becau it identifies the basic Human Resource Management (HRM) practices and employee productivity.
Problem statement
What is the problem?
There are many and varied reasons why managers are continually under distress in organization. Resources, human and material, technology are but a few issues confronting managers daily. More importantly the human aspect has questions that have perplexed and fascinated managers for a long time. The questions include:
How can they improve the performance of their employees?
Which factors make some employees better productivity in their jobs than others?
What makes some employees perform better than others?
There are no easy answers to the questions, yet they plague managers in their day-to-day running of organizations. The reality is that the level of employee motivation affects their morale, performance and overall job satisfaction.
Rearch question and rearch objective
Rearch questions
How an organization can improve its productivity through effective HRM practices.
How does HRM practice effect employee productivity?
Hypothesis
Human Resource Management Practices are positively correlated to Employee's productivity.
H1: Selection is positively correlated to Employee's productivity.一夜倩找附近的女人
使劲的读音H2: Training impacts Employee's Performance positively.
H3: Performance appraisal is positively correlated to Employee's Performance.
H4: Career planning is positively correlated to Employee's Performance.
Scope and Limitations of rearch
Scope
Scope of the current rearch study is limited to the Nestle' Pakistan Limited. The current study touches tho recruitment areas of private ctor organization which are still neglected, but have its own importance. The propod study will throw light on such hiring areas to improve the efficiency of the employees of Nestle' Pakistan Limited will increa. The results of the prent study will be able to be implemented in the private ctor organizations well.
Limitations
The rearch study will must have to be completed in November 2010. Time limit is a critical factor becau it will have to complete with the normal job routine. Respondents may not be able to respond properly becau of their tight schedule. Respondents may not have the proper knowledge about the variables and their relationship which are under study.
Personal likeness and dislike-ness of the respondents may create biasness in the study. Respondents may feel hesitation while attempting the questionnaire and may produce ambiguous results.
Conceptual framework of rearch曹冲是怎么死的
In the past Human resource management (HRM), was known as personnel management, which includes all the activities performed by an organization to make sure the efficient employment of employees towards the accomplishment of individual, group, and organizational objectives. A firm's HRM working concentrates upon the people side of administration. It is made of usages which help the company to deal efficiently with its people throughout the different steps of the
employment cycle, as well as pre-hire, recruitment, and post-hire. The pre-hire step includes planning tactics. The business must take this decision that what types of job initiation will survive in the future period and focus the required qualifications for performing the jobs. During the hiring steps, the organization choos its employees. As for as the lection criteria techniques are concerned they include recruiting applicants, judging their diploma, and finally choosing tho who are derved to be the most competent.
一世之雄In the post-hire pha, the business makes HRM policies for efficiently managing persons once they have come to them. The techniques are formed to enhance the performance and contentment levels of employees by giving them with the required knowledge and capabilities to fulfil their job assignments and by developing such occasions that will boost up their energy, guide and help the employees' in their efforts to meeting the business's goals.
HRM practices and implementation
There is always HR department in a firm which implements its policies and the responsibilities of this department are associated with HR professionals and line managers. The interaction b/w managers and HR professionals guide them to make efficient and productive HRM policies. Firm's success depends upon the performance of its worker and methodology of its appraisal method. HR professionals originate the system, while managers prent the criteria to judge the standards of making performance evaluations in their right perspective.
As far as the nature of the roles is concerned they vary from company to company making its dependence on the size of the business. This conversation presumes large company with highly developed HRM department. Similarly, in small companies without extended HRM departments, line managers must presume an even greater role in efficient HRM practices.
HR professionals commonly presume the following four areas of obligations: establishing HRM policies and measures, developing/choosing HRM methods, monitoring/evaluating HRM practices, and advising/assisting managers on HRM-related matters. HR professionals usually make the decision (subject to upper-management approval) what actions to follow when imposing HRM policies. For example, HR professionals may decide that the lection procedure should include having all applicants (1) complete an application (2) give an employment test, and then (3) be ready for the interviewed by an HR professional and line manager.
Generally the HR professionals adopt specific methods to implement a firm's HRM policies. For example, in lection the HR professional may presume the application empty, develop a prearranged interview guide, or lect an employment test. HR professionals also make ensure that the firm's HRM practices are adequately implemented. Evaluating and monitoring are involved in this obligation. For example, HR professionals may evaluate the ufulness of employment tests, the success of training programs, and the cost effectiveness of HRM outcomes such as lection, turnover, and recruiting. They also may monitor records to ensure that performance appraisals have been properly completed.
HR professionals also consult with management on an array of HRM-related topics. They may
assist by providing managers with formal training programs on topics like lection and the law, how to conduct an employment interview, how to apprai employee job performance, or how to effectively discipline employees. HR professionals also provide assistance by giving line managers advice about specific HRM-related concerns, such as how to deal with problem employees.
The development of HRM procedures and methods often requires input from line managers. For example, when conducting a job analysis, HR professionals often ek job information from managers and ask managers to review the final written product. Additionally, when HR professionals determine an organization's training needs, managers often suggest what types of training are needed and who, in particular, needs the training.
Significance of the study
The propod study is directly related to the human resource management (HRM) practices and its related effects on an organization. A positive or negative correlation will be created between the variables of the HRM practices and employee productivity and performance with in the target , Nestle' Pakistan Limited.
The impeding significance of the rearch can be found at the ideal composition of rearch of how i
人生过客的经典句子t can go or not go beyond the scope of rearch as the rearch findings could be at most uful in terms of instilling awareness to HR personnel and other involved parties that it is important to have right amount of productivity adhering to performance, rearch is significant in providing ample basis towards theory and conceptual n of HR ways, productivity level as well as application and accepting HR practices rearch and development as reference tool.
The propod study will also attract the attention of the management of the private ctor organization to reduce the rate of turnover of the contractual employees.
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The prent study will also highlight the importance of good and satisfactory HRM practices in saving the time of management and the co-workers.
The findings of the study will help the organization to improve the productivity and efficiency of employee and provide a speedy start up for the new employees, save the time, reduce start up cost, minimize the anxiety and reduce the turnover of contractual employee in a private ctor organization.
The study will also help the organization to optimize the abilities of the employees and assign the responsibilities accordingly. In this way the organization will be able to achieve its objectives in a bett
er cost effective way by making a confident and strong workforce. The findings and recommendations will be proof more effective through out the organization.
LITERATURE REVIEW 文献综述
HRM practices and productivity of employees
Guest (2002) has argued that the Impact of HRM on performance depends upon worker's respon
