This document summarizes a research journal article about the effect of international human resource management practices on the effectiveness of leaders deployed on United Nations peacekeeping missions. The article reviews literature showing that practices like selection and recruitment of qualified leaders, training, and compensation and rewards can help facilitate environmental adaptation and improve performance. Previous studies found that implementing effective HR practices positively influences individual performance. The article proposes a model linking HR practices including selection, training, and compensation to the adaptive performance of UN peacekeeping leaders.
STRATEGIC HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE COMPETITIVE ADVANTAGE: TH...pitaloka .
Researches on strategic human resource management have given major attention to the issues related to HR management
(managing people) on corporate level as a whole and integrated, than solely focuses on individual practice of HRM which is independent from other strategies of firm. This is because in order to achieve sustainable superior performance and competitive advantage, integration and confortabillitty between selected strategy and human resource policy are required to execute the strategy itself.
Inside-out approach supported by Resource Based View theory is not completely able to displace the outside-in approach in the process of HRM strategy formulation and implementation. This is caused by the fact that each of the approaches has its own advantages and disadvantages over others. The problem is how to make the role and function of strategic HRM able to directly answer all of challenges and create real solutions and add real value on the creation (value creation) so that firm wins the competition. Therefore, the role and functions of HRM must be aimed onto how to create and manage the core competencies to keep it dynamic and flexible (dynamic capabilities) to motivate the emergence of sustainable creativity and innovation which are integrated into every activity, practice, and strategy of HRM (HR Strategy) so that firm is able to adapt, integrate, arrange, and readjust its resources with the environmental changes as necessary.
STRATEGIC HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE COMPETITIVE ADVANTAGE: TH...pitaloka .
Researches on strategic human resource management have given major attention to the issues related to HR management
(managing people) on corporate level as a whole and integrated, than solely focuses on individual practice of HRM which is independent from other strategies of firm. This is because in order to achieve sustainable superior performance and competitive advantage, integration and confortabillitty between selected strategy and human resource policy are required to execute the strategy itself.
Inside-out approach supported by Resource Based View theory is not completely able to displace the outside-in approach in the process of HRM strategy formulation and implementation. This is caused by the fact that each of the approaches has its own advantages and disadvantages over others. The problem is how to make the role and function of strategic HRM able to directly answer all of challenges and create real solutions and add real value on the creation (value creation) so that firm wins the competition. Therefore, the role and functions of HRM must be aimed onto how to create and manage the core competencies to keep it dynamic and flexible (dynamic capabilities) to motivate the emergence of sustainable creativity and innovation which are integrated into every activity, practice, and strategy of HRM (HR Strategy) so that firm is able to adapt, integrate, arrange, and readjust its resources with the environmental changes as necessary.
Effects of Human Resource Management Practices on Financial Performance of Se...iosrjce
Human resources are the source of achieving competitive advantage because of its capability to
convert the other resources (money, machine, methods and material) in to output (product/service). The
competitor can imitate other resources like technology and capital but the human resource are unique. People
are one of the most important factors providing flexibility and adaptability to organizations. People (managers),
not the firm, are the adaptive mechanism in determining how the firm will respond to the competitive
environment. This study was guided by resource based theory. The study applied descriptive research design. In
this design, the researcher does not manipulate the variables under study but instead, examines the variables in
their existing condition. The study targeted middle level managers in selected agricultural firms in the sugar
industry. In total the sample size will comprise of 134 respondents. The main research instruments that were
used in this study were questionnaires. Data analysis involved both descriptive and inferential statistics using
SPSS (Statistical Packages for Social Sciences) Computer package. Qualitative data was analyzed thematically.
Correlation was used to analyze the degree of relationship between the variables in the study. The coefficient of
correlation (r), determine the degree (strength) of relationship and its value is between -1 and 1. Regression was
used to obtain an equation which describes the dependent variable in terms of the independent variable based
on the regression model, (regression is used to determine the type of relationship). Further, factor analysis was
undertaken in order to obtain a detailed perceptual and attitudinal aspects of the data. Data was presented in
the form of frequency distribution tables, graphs and pie charts that will facilitate description and explanation
of the study findings. The findings showed the correlation between Human Resource Management practices and
financial performance of selected agricultural firms in the sugar industry.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
Effects of Human Resource Management Practices on Financial Performance of Se...iosrjce
Human resources are the source of achieving competitive advantage because of its capability to
convert the other resources (money, machine, methods and material) in to output (product/service). The
competitor can imitate other resources like technology and capital but the human resource are unique. People
are one of the most important factors providing flexibility and adaptability to organizations. People (managers),
not the firm, are the adaptive mechanism in determining how the firm will respond to the competitive
environment. This study was guided by resource based theory. The study applied descriptive research design. In
this design, the researcher does not manipulate the variables under study but instead, examines the variables in
their existing condition. The study targeted middle level managers in selected agricultural firms in the sugar
industry. In total the sample size will comprise of 134 respondents. The main research instruments that were
used in this study were questionnaires. Data analysis involved both descriptive and inferential statistics using
SPSS (Statistical Packages for Social Sciences) Computer package. Qualitative data was analyzed thematically.
Correlation was used to analyze the degree of relationship between the variables in the study. The coefficient of
correlation (r), determine the degree (strength) of relationship and its value is between -1 and 1. Regression was
used to obtain an equation which describes the dependent variable in terms of the independent variable based
on the regression model, (regression is used to determine the type of relationship). Further, factor analysis was
undertaken in order to obtain a detailed perceptual and attitudinal aspects of the data. Data was presented in
the form of frequency distribution tables, graphs and pie charts that will facilitate description and explanation
of the study findings. The findings showed the correlation between Human Resource Management practices and
financial performance of selected agricultural firms in the sugar industry.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
A study on impact of job characteristics on key attitudes
Similar to The effect of international human resource management practices on military assignment effectiveness among leaders deputed on united nations missions
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
Whatever happened to humanresource managementperformance.docxphilipnelson29183
Whatever happened to human
resource management
performance?
Peter Prowse and Julie Prowse
University of Bradford, Bradford, UK
Abstract
Purpose – The purpose of this paper is to critically explore the evidence that human resource
management (HRM) could contribute to the improvement of organizational and individual
performance. It aims to examine the historical development of HRM and its emergence as a distinct
management discipline. The evidence indicates that HRM is the product of several different traditions
that range from a concern with employee welfare to the development of workplace relationships. The
paper critically re-evaluates what human performance is and assesses its contribution to
organizational effectiveness. What is particularly important is the lack of empirical literature on the
contribution of HRM and business performance. This paper will call for the re-evaluation of more
contemporary criteria of how people contribute to organizational performance in private, public and
the emerging non-profit making sectors.
Design/methodology/approach – The methodology adopted in this research uses critical
literature on the contribution of human resource management performance.
Findings – The main finding of this research is the understanding of the problems of research design
in measuring the contribution of HRM to develop performance in organizations.
Research limitations/implications – The research presented in this paper needs to review and
standardize comparative research design to confirm the performance of HRM in organizations. It
compares the alternative perspectives of measuring performance in financial criteria.
Originality/value – This paper reviews the research between key authors for exploring the
correlation between HRM and organizational performance for future research and examines the
influence of human resource professional bodies.
Keywords Human resource management, Performance measurement (quality), Critical success factors
Paper type Literature review
Introduction
This chapter evaluates the contribution of human resource management (HRM) to
improving organisational performance. What is evident from the literature is the
linkages between human resource management and organizational performance. One
of the key issues that needs to be examined is exactly what type of performance and
the contribution of HR techniques to increase performance.
Initially, the chapter evaluates the historical development of performance
management from the HRM literature before evaluating the debates on efficiency
and performance. It then outlines the development of HRM techniques designed to
evaluate the outcomes of HRM to improve organizational and individual performance,
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/1741-0401.htm
The authors would like to thank the Editor and anonymous referees for their helpful comments
and suggestions.
Human resource
management
performance
.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
Exploring the rhetoric and reality of performance management systems and orga...learnonline4
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The effect of international human resource management practices on military assignment effectiveness among leaders deputed on united nations missions
1. Research Journal of Finance and Accounting
ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online)
Vol.4, No.17, 2013
www.iiste.org
The Effect of International Human Resource Management
Practices on Military Assignment Effectiveness among Leaders
Deputed on United Nations Missions
Fayez Hamed Al Shdaifat (Ph.D. Candidate & Corresponding Author), Dr. Subramaniam Sri Ramalu
Dr. Chandrakantan Subramaniam
College of Business, University Utara Malaysia,06010 UUM Sintok Kedah Malaysia
Email: fayezh999@yahoo.com, Email: subra@uum.edu.my, Email: chandra@uum.edu.my
Abstract
Human resource management practices HRMP is an important issue related to the performance. The importance
of HRM primarily stems from the fact that selecting the right leaders, modern training, and high motivation can
facilitate environmental adaptation, thus improving adaptive performance. Researchers focus on strategies for
the implementation of international HRMP, including the selection of leaders of peacekeeping forces, training
and reward & compensation. Moreover the top four HRMP include efficient recruitment and selection of leaders,
contingency and reward systems, training and development, and performance management. Empirical studies
also, indicate a strong and positive association between HRMP and performance. Lastly previous studies reveal
that efficient implementation of HRMP enhance performance at an individual level (adaptive performance).
Approach: The literature was explored to acknowledge the accessible relationships among Human resource
management and adaptive performance among military leaders deputed on United Nations peace keeping
missions. Conclusions: This conceptual paper provides an updated review of the literature on Human resource
management practices and adaptive performance. The practical implications as well as academic contributions
were also presented.
Keywords: Human resource management, selection and recruitment, training, reward &compensation and
Adaptive Performance.
1. Introduction
The goals of HRM is to ensure that the employees of an organization are used in such a way that the employer
gets the greatest benefit from their available abilities and the employees obtain the material and motivational
rewards from their performance (Graham, 1978). HRM involves all management decisions and practices that
directly or indirectly affect the HR working for the organization (Armstrong, 2006). Empirical studies also
indicate a strong and positive association between HRMP and performance (Katou & Budhwar, 2007).
Moreover, several studies in the United States and Europe examine the relationship between HRMP and
performance and reveal that HRMP positively influences performance (Boselie et al; 2005).
Wright et al (1999) confirm the existence of a direct relationship between training and performance. Wright
and Gardner (2003) denote that both organizational commitment and HRMPs are significantly related to
operational measures of performance. The top four HRMP include efficient recruitment and selection of
leaders, contingency and reward systems, training and development, and performance management (Boselie et
al., 2005). Moreover, Mansour (2010) examines the relationship between HRMP (selection, training, and
compensation) and the corporate performance of companies in Saudi Arabia. Mansour found that HRMP has
appositive influence on the performance of different businesses.
2. Theoretical Development
Human resource management refers to the organizational activities directed at managing the Human Resource
pool and ensuring that resources are employed toward the fulfillment of organizational goals (Schuler &
Jackson, 1987). Human resource management is aimed at recruiting capable, flexible and committed people,
managing and rewarding their performance and developing key competences. (Price, 2004, p.32-35). Bratton and
Gold (2007) defined “HRM is a strategic approach to managing employment relations which emphasizes that
leveraging people’s capabilities are critical to achieving competitive advantage, this being achieved through a
distinctive set of integrated employment policies, programs and practices.”(p.7). in a military perspective, HRM
is defined as “a series of integrated decisions about the employment relationship that influence the effectiveness
of employees and organizations” (US Army War College, 2007).
The concept of adaptive performance has been broadly applied at many levels, from individuals (Burke, Pierce
& Salas, 2006), to entire nations or cultures (Gaillard, 2007). Regardless, adaptability always has to do with
effective change or adjustment in response to changing conditions (Mueller-Hanson, White, Dorsey & Pulakos,
2005). A recent report defines adaptability as “the ability and willingness to anticipate the need for change, to
86
2. Research Journal of Finance and Accounting
ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online)
Vol.4, No.17, 2013
www.iiste.org
prepare for that change, and to implement changes in a timely and effective manner in response to the
surrounding environment.” (Defense Science Board, 2011 p. 3). In addition the new rapidly changing global
environment, the ability of military personnel [leaders] to adapt is important to successful performance.
Campbell (1999) reveals that performance factors concerning how individuals adapt to changes in job
requirements and conditions are beneficial to the dimensional taxonomy of job performance of individuals. The
findings of Campbell have led to the expansion of theoretical models on job performance, which now includes
an adaptive performance dimension.
Human Resource Management
Selection & Recruitment
Training
Adaptive
Performance
Compensation & Reward
3. Materials and Methods
In this paper we will provide a logical understanding of HRMP and adaptive performance contributions on
United Nation peace keeping missions. For this purpose, a thorough search of doctoral dissertations, research
studies, journal articles, and web sites were done. We developed a comprehensive model that contains the
relationships among HRMP and leader adaptive performance. Finally, our discussion consists of three sections
and each section literature to support the relation between the HRMP components selection and recruitment,
training and reward & compensation and the adaptive performance.
4. International Human Resource Management Practices and Adaptive Performance
HRM involves all management decisions and practices that directly or indirectly affect the HR working for the
organization (Armstrong, 2006). Wright, McCormick, Sherman, and McMahan (1999) examine the influence of
HRMP (selection, training, compensation, and appraisal) and the performance of 190 petro-chemical refineries
in the United States. According to them, HRMP (selection, compensation, and appraisal) are positively related to
firm performance only under highly participative systems. Chang and Chen (2002) study 62 firms in Taiwan to
determine the effects of HRMP on business performance. They find a positive relation between the two factors
HRM and performance. Empirical studies also indicate a strong and positive association between HRMP and
performance (Katou & Budhwar, 2007). Moreover, several studies in the United States and Europe examine the
relationship between HRMP and performance and reveal that HRMP positively influences performance (Boselie
et al; 2005).
Researchers indicate that essential HRMPs include training and development (Kundo, 2003), recruitment and
selection (Kulik, 2004) and compensation and reward (Milkovich & New men, 1999). Ahmad and Schroeders
(2003) find that the seven HRMPs, namely, selective hiring, use of teams and decentralization,
compensation/incentive, employment security, extensive training, and sharing information, have significant
relationships with performance. The top four HRMPs include efficient recruitment and selection of leaders,
contingency and reward systems, training and development, and performance management (Boselie et al., 2005).
Mansour (2010) examines the relationship between HRMP (selection, training, and compensation) and the
corporate performance of companies in Saudi Arabia. Mansour finds that HRMP has appositive influence on the
performance of different businesses. Wright et al (1999) further confirm the existence of a direct relationship
between training and performance. Wright and Gardner (2003) denote that both organizational commitment and
HRMPs are significantly related to operational measures of performance.
4.1 Selection Recruitment and Adaptive Performance
Selection strategy is dominated by different factors such as psychological and bio-data, which include
personality characteristics, international experience, and language fluency. These factors are important for
international assignee adjustment and performance (Caligiuri et al; 2001; Bhaskar-Shrinivas et al., 2005).
Kuo-Hsiung et al (2011) study assignment selection systems in an environment in which expatriates need to
work effectively. Most multinational companies acknowledge that the wrong person in an expatriate assignment
can result in poor individual job performance, early repatriation, or other emotional problems (Caligiuri et al.,
2001). Moreover, Harel and Tzafrir (1999) have found a significant relationship between effective selection
practices and performance. Selecting the best international assignees is “a complicated process but absolutely
critical to the future success of multinational organizations” (Scullion & Collings, 2006). Selecting individuals
87
3. Research Journal of Finance and Accounting
ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online)
Vol.4, No.17, 2013
www.iiste.org
for international assignments is unique given that the selection system focuses on predicting the job context
(working internationally) rather than job content (duties and tasks) (Mol et al., 2005).
Effective international managers have to be open-minded, adaptable, flexible, and proficient in international
languages (Smith, 1992). Selecting a suitable expatriate is crucial. Therefore, a valid reason should be present
when choosing a particular person for an assignment, and not just selecting this person to fill the vacancy
(Osland, 2002). HRM should identify all the desired skills and search for the best candidate even though finding
the ideal person who is both able and willing to go overseas is ultimately impossible (Caliguiri & Cascio, 2002).
According to Bratton and Gold (2007), selection is “the process by which managers and others use specific
instruments to choose from a pool of applicants the person(s) most likely to succeed in the job(s), given
management goals and legal requirements” (p. 239). Companies that use good selectivity in hiring ensure getting
right-skilled and qualified people for the right job (Huselid, 1995).
4.2 Training and Adaptive Performance
Training is the effective preparation before starting an overseas assignment. Cross cultural training should
include values and attitudes in different stages. Peacekeeping officer’s leaders should participate in cross-cultural
training to meet a certain level of satisfaction and to increase chances of adapting when living in a host country
environment.
Gregersen and Black (1992) show a negative relationship between length of pre-departure training and
adjustment to the general environment. Expatriates want their organization to eliminate all constraints in their
host countries (Gomez-Mejia, Balkin & Cardy, 2004).Consequently a positive relationship exists between
training and development, and performance (Fey & Bjorkman, 2000). In a related study, Abdullah (2009)
examines the effect of HRMP in light of the performance of private companies in Malaysia. Abdullah reveals
that training and development has a positive and significant influence on business performance .Eschbach,
Parker, and Stoeberl (2001) find that cross-cultural training could aid in hastening and improving the cultural
adjustment of trained managers, which enhances performance. Lee and Li (2008) suggest that cross-cultural
training could ease adjustment by providing expatriates [leaders] with cultural behavior norms that can facilitate
their adjustment. The level of satisfaction when living in a host country also has a positive influence on the
anticipated duration of stay and adaptability.
Furthermore, Black and Mendenhall’s (1990) study on cross-cultural training denotes that training is effective in
reducing cross-cultural conflict. Empirical evidence demonstrates that cross-cultural training programs could
improve the job performance of expatriate managers. Eschbach et al (2001) also denote that managers with
cross-cultural training have experienced decreased adjustment time, less culture shock, and decreased time
needed to become effective and productive in overseas assignments. Cross-cultural training is an important
factor in adaptive performance in overseas missions (Eschbach et al., 2001; Lee and Li, 2008 & Abdullah,
2009).Leaders who have undergone cross-cultural training are able to smoothly adjust in the host country and
perform better than those without such training.
4.3 Compensation &Rewards and Adaptive Performance
Motivating employees through rewards can be difficult and challenging for general managers because rewards
can positively affect the behavior of employees toward their jobs (Ali, 2009). Bratton and Gold (2007) define
reward as “all of the monetary, non-monetary and psychological payments that an organization provides for its
employees in exchange for the work they perform” (p. 358). Armstrong and Murl (2007) are stated that “reward
strategies are an important part of an organization’s HR strategy and should be bundled with other HR strategies,
so that they complement and reinforce one another” (p. 34). Abdullah (2009) examines the effect of HRMP on
the performance of 153 managers in private companies in Malaysia. Its show’s that compensation/incentives
have a negative influence on business performance. In another study, Anastasia (2008) find that the relationship
between HRM compensation and incentives and organizational performance in Greece is mediated through
HRM outcomes.
Batt (2002) reveals that compensation and reward have a positive effect on performance. Dowling et al. (1999)
state that compensation and benefit packages are provided to convince expatriates to accept a foreign
assignment, to be prepared to accept a standard of living overseas, and to take advantage of the financial
opportunity through higher income (Andreason, 2003). Compensation packages are often critical factors in
motivating expatriates not only to accept international assignment but also to perform jobs in a difficult area
(McNulty & Tharenou, 2004).
Huselid (1995) has found that motivation through a good reward system results in increase in employee
productivity. Similarly, Kalleberg and Moody (1994) state that some forms of compensation, such as profit
sharing, are used as strategic variables to improve firm competitiveness because compensation ties the interests
of workers more closely to that of the organization; thus, enhancing their efforts results in better performance.
Similarly, significant empirical studies reveal a positive relationship between HRMP and job performance (Fey
et al., 2000; Lee and Li, 2008).
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4. Research Journal of Finance and Accounting
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5. Conclusion
This paper reveals the importance of HRMPs and adaptive performance of peacekeeping leaders during missions
in a host country. Previous studies reveal that efficient implementation of HRMP enhance performance at an
individual level. According to the review of previous empirical studies on HRMPs facilitate the adjustment and
adaptive performance of UN peacekeeping leaders in overseas missions. Therefore, the adaptive performance of
leaders should not be neglected in research concerning the determinants of successful UN assignments. Finally
based on the literature work the above proposed model is presented with an intention to test it empirically in
future.
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