An Investigation on the Relationship Between Human Resources Strategies Towards Employee Innovation
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1st International Conference on Economics, Finance and Management Outlooks 20-21 December, 2013 Pearl International Hotel, Kuala Lumpur, Malaysia
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Successful management was and remains the goal of every company. What changed over time
are the ways in which it was accomplished. Technology was once a key, former mode of
operation, but today it is the skill and management ability to attract employees for their own
idea, vision, strategy. Processes of modernization of business and management, abandoning
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can hardly be successful. Therefore, the transformation and training of a company for a high-
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understanding of the role of management) and introduction of a modern management concept.
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marketing and communication in the company and to point out that employees who perform
their business are the most valuable assets of each enterprise, that the strength of the enterprise
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The document discusses a study on the impact of leadership on project performance. It analyzes leadership factors of human resource (HR) planning and their effects on project performance. Data was collected through questionnaires from employees working on a joint project in Pakistan. Statistical analysis found leadership to have a positive correlation with project performance. Specifically, results showed employee motivation was correlated with both leader motivation and leadership style. The study concludes that HR planning factors like leadership can significantly improve project performance when integrated with project goals.
Klibel5 bus 16
A Study On The Influence Of Motivational Factors On Staff Intention To Leave In An Educational Industry
46 lakshmi.docx
This document is a project report submitted by M. Lakshmi to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce degree in Bank Management. The project studied human resource management practices and employee satisfaction in private sector banks in India under the guidance of Mrs. A.J. Jemima Malathy. The introduction provides background on the importance of effective HRM practices and high employee job satisfaction for organizational success. It notes that managing human resources and achieving employee satisfaction are crucial for organizations to achieve their goals and maintain competitiveness, especially in India's developing economy.
Synopsis
This document provides an overview of a study on human resource development (HRD) practices at NLC Limited, a public sector company in India. The study was conducted by R. Suresh for his PhD thesis under the guidance of Dr. S.M. Chockalingam of Annamalai University. The study aims to examine HRD practices, climate, competencies and training effectiveness at NLC Limited. It reviews previous literature on related topics and outlines 19 hypotheses. The rationale provided is that effective HRD has many benefits for organizations, managers and employees by increasing productivity and capacity.
The linkage between strategic human resource management, innovation and firm ...
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
2 6-66-722
Employee perception on outsourcing as human resource strategy: A study on Visakhapatnam Port Trust (VPT), Visakhapatnam
Empowerment and its Relation with the Job Performance Among the Bank Employee...
Empowerment of employees give them the power
and responsibility in order to enhance their self-confidence
and give them freedom to perform well. The performance of
employees is the final product sought by all organizations,
which is an indicator for success and failure. The primary
objective of this study is to assess the extents of empowerment
and the level of job performance among the bank employees in
the Kingdom of Bahrain and if there is a significant
correlation between both variables. The descriptive study was
based on surveying 250 employees and managers from 5 main
banks in Bahrain. The questionnaire measured the
empowerment level as well as the job performance level
among the respondents and the correlation between them. As
considered the main two variables of the study. The survey
questionnaire was developed and modified by the researcher
according to the scope of the study. The response rate was
80%. The study data and hypotheses were examined by
statistical analysis done on SPSS 25.0. Most of the respondents
found that the level of empowerment and job performance
were at very high level in banks in Bahrain. The study found a
strong correlation between empowerment of employees and
job performance. Thus, the alternative hypothesis was
accepted. The findings support the high level of empowerment
of employees and job performance and there is a strong
correlation between them.
A study of stress management with reference to hindustan paper corporation li...
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Recruitment Practices And Staff Performance In Public Universities: A Case St...
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Impact of Training on Employee Performance (Banking Sector Karachi)
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Recruitment and selection
The document provides an overview of the ceramics industry in India. It discusses the origins and timeline of key developments in ceramics and glass. The ceramics industry in India began in the late 1950s and has grown significantly since market liberalization in 1991. The size of the industry has expanded as capacity has increased by 40% in 1994-95 and a further 32% in 1995-96. However, growth has slowed due to both internal factors like rising costs and external factors such as a decline in construction activity. The industry is facing challenges of high inventory levels, rising costs, and financial stringency that have led to lower profits.
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- 1. Abstract of Economics, Finance and Management Outlooks, 2013, Vol.1 DOI: 10.18488/journal.1003/2013.1/1003.1 1st International Conference on Economics, Finance and Management Outlooks 20-21 December, 2013 Pearl International Hotel, Kuala Lumpur, Malaysia Conference Website: www.pakrdw.com 23 An Investigation on the Relationship Between Human Resources Strategies Towards Employee Innovation Ahmad Nizam Mohd Yusof1 --- Siti Noraini Mohd Tobi2 1,2 Universiti Teknologi MARA, Puncak Alam, Malaysia Abstract To present a comprehensive literature review of the relationship between human resources strategies towards employee innovation. For this research the main objective is to identify which factor of human resource strategies effect the employee innovation and also evaluate the employee performance towards employee innovation, A structure study has been made to understand the situation . Through the investigation been made in the organization the researcher will determine the main factor of strategies in the human resource towards employee innovation, Most of the feedback perceived that the employee innovation is important in the organization. By having the innovate employee the organization can be more effective and efficient in carrying their vision and mission. Also the innovation is new ways of achieving the successful of the organization. Thus, this study is to investigate and help organization to face the challence in the borderless and competitive environment. Keywords: Job.