The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Ethics is the backbone of an organization and its activities. Ethical performance management is defined as planning, managing, appraising, and monitoring employee performance based on principles of fairness, objectivity, transparency and good corporate governance. Ethical performance management builds a better society, cultivates high-performance teams, attracts and retains talent, maintains legal sanctity, improves reporting, and promotes a strong corporate image. However, it also faces ethical issues and dilemmas such as managerial malpractice, value conflict, moral mazes, workplace politics, and violation of ethics. Strategies for ethical performance management include education and training on ethics, employment accountability, communication, resolving value conflicts, and increasing employee engagement.
This document discusses ethics in performance management. It begins by defining ethics and explaining that ethical performance management involves planning, managing, appraising, and monitoring employees based on principles of fairness, objectivity, transparency and good governance. It then discusses the importance and objectives of ethics in performance management, including building trust, improving decision making, and attracting and retaining talent. The document also outlines principles, guidelines and causes of poor ethics in performance management systems. Finally, it discusses the dangers of poor ethics, such as decreased employee performance and relations.
The document discusses HR outsourcing. It defines outsourcing as contracting an independent contractor to perform tasks or activities that a company lacks internal expertise or confidentiality to handle. Companies outsource HR functions to reduce costs, add value, and focus on talent management. Common HR functions that are outsourced include recruitment, training, performance management, compensation, and safety. While outsourcing provides cost savings and expertise, it can also reduce organizational learning and control. Factors that can hamper HR outsourcing include cost, confidentiality concerns, job security fears, and vendor quality issues.
The document discusses the concepts of HRD audit and its importance for organizations. It defines HRD audit as a comprehensive evaluation of an organization's HRD structure, strategies, systems, styles, skills/competencies, and culture and their alignment with organizational goals. The key aspects of HRD audits include evaluating HRD systems maturity, employee competencies, organizational culture, and linkages between HRD and business goals. HRD audits help organizations identify areas for improvement, ensure the effective development of human resources, and promote strategic alignment of HRD with the business.
This document discusses compensation and wage determination. It begins by defining compensation and discussing different types of compensation including direct and indirect compensation. It then covers various wage concepts like minimum wage, living wage, and fair wage. Different theories of wage determination are explained such as subsistence theory, wage fund theory, and marginal productivity theory. Key factors that influence wage determination are also outlined, including the organization's ability to pay, supply and demand of labor, prevailing market rates, and cost of living. The document concludes by describing the typical steps involved in the wage determination process within an organization.
The document discusses the HR scorecard, which is a strategic measurement system that helps measure, manage, and improve the strategic role of the HR department. It recommends a four-step process including identifying critical HR deliverables, customers, activities, and cost-benefit analyses. The HR scorecard focuses on four perspectives: HRD systems maturity, competence, linking business objectives to HR, and HRD culture. A sample scorecard for a hospital is provided that grades the organization's overall HRD maturity across the four perspectives.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
Organization development is an organization-wide, managed process using behavioral science knowledge to increase effectiveness. In the past, OD focused on short-term productivity and treated employees as costs rather than assets. Contextual trends impacting OD's future include more diverse, educated workforces; greater technology use like e-commerce; and networked, knowledge-based organizations. Going forward, OD will be more embedded in operations, technology-enabled, interdisciplinary, and concerned with continuous organizational improvement in diverse, global contexts. Managers and organizations will need more flexible, learning-oriented, collaborative employees and environments.
Ethics is the backbone of an organization and its activities. Ethical performance management is defined as planning, managing, appraising, and monitoring employee performance based on principles of fairness, objectivity, transparency and good corporate governance. Ethical performance management builds a better society, cultivates high-performance teams, attracts and retains talent, maintains legal sanctity, improves reporting, and promotes a strong corporate image. However, it also faces ethical issues and dilemmas such as managerial malpractice, value conflict, moral mazes, workplace politics, and violation of ethics. Strategies for ethical performance management include education and training on ethics, employment accountability, communication, resolving value conflicts, and increasing employee engagement.
This document discusses ethics in performance management. It begins by defining ethics and explaining that ethical performance management involves planning, managing, appraising, and monitoring employees based on principles of fairness, objectivity, transparency and good governance. It then discusses the importance and objectives of ethics in performance management, including building trust, improving decision making, and attracting and retaining talent. The document also outlines principles, guidelines and causes of poor ethics in performance management systems. Finally, it discusses the dangers of poor ethics, such as decreased employee performance and relations.
The document discusses HR outsourcing. It defines outsourcing as contracting an independent contractor to perform tasks or activities that a company lacks internal expertise or confidentiality to handle. Companies outsource HR functions to reduce costs, add value, and focus on talent management. Common HR functions that are outsourced include recruitment, training, performance management, compensation, and safety. While outsourcing provides cost savings and expertise, it can also reduce organizational learning and control. Factors that can hamper HR outsourcing include cost, confidentiality concerns, job security fears, and vendor quality issues.
The document discusses the concepts of HRD audit and its importance for organizations. It defines HRD audit as a comprehensive evaluation of an organization's HRD structure, strategies, systems, styles, skills/competencies, and culture and their alignment with organizational goals. The key aspects of HRD audits include evaluating HRD systems maturity, employee competencies, organizational culture, and linkages between HRD and business goals. HRD audits help organizations identify areas for improvement, ensure the effective development of human resources, and promote strategic alignment of HRD with the business.
This document discusses compensation and wage determination. It begins by defining compensation and discussing different types of compensation including direct and indirect compensation. It then covers various wage concepts like minimum wage, living wage, and fair wage. Different theories of wage determination are explained such as subsistence theory, wage fund theory, and marginal productivity theory. Key factors that influence wage determination are also outlined, including the organization's ability to pay, supply and demand of labor, prevailing market rates, and cost of living. The document concludes by describing the typical steps involved in the wage determination process within an organization.
The document discusses the HR scorecard, which is a strategic measurement system that helps measure, manage, and improve the strategic role of the HR department. It recommends a four-step process including identifying critical HR deliverables, customers, activities, and cost-benefit analyses. The HR scorecard focuses on four perspectives: HRD systems maturity, competence, linking business objectives to HR, and HRD culture. A sample scorecard for a hospital is provided that grades the organization's overall HRD maturity across the four perspectives.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
Organization development is an organization-wide, managed process using behavioral science knowledge to increase effectiveness. In the past, OD focused on short-term productivity and treated employees as costs rather than assets. Contextual trends impacting OD's future include more diverse, educated workforces; greater technology use like e-commerce; and networked, knowledge-based organizations. Going forward, OD will be more embedded in operations, technology-enabled, interdisciplinary, and concerned with continuous organizational improvement in diverse, global contexts. Managers and organizations will need more flexible, learning-oriented, collaborative employees and environments.
The document summarizes the evolution of human resource management (HRM) from early labor practices to modern strategic HRM. It traces the development of HRM from welfare officers concerned with protecting women and children, to personnel managers handling tasks like payroll administration. World Wars accelerated these changes by requiring efficient management of large workforces. In recent decades, HRM has shifted focus to more strategic initiatives and aligning human capital with business objectives. The document also outlines HRM practices and regulations in India from ancient times to the modern emphasis on productivity, customer satisfaction, and treating people as human values.
Investment perspective of human resource managementSeredup Maya
This document discusses factors that influence an organization's investment perspective in human resource management. It identifies six key sources of employee value: technical knowledge, ability to learn and grow, decision making capabilities, motivation, commitment, and teamwork. It also outlines a human resource value chain and explains how investments in employees can impact organizational, financial, and market outcomes. Finally, it lists five factors that determine an organization's willingness to invest in its people: management values, attitude toward risk, nature of employee skills, utilitarian perspective, and availability of outsourcing.
Downsizing,VRS,Worklife Balance, time management by suneshSunesh Malik
Merits and demerits of downsizing. Reasons of downsizing.Example of Kingfisher Airlines and HSBC downsizing. worklife balance definition and time management . VRS merits and complications.
The document discusses talent acceleration pools, which are used to develop high-potential employees for future leadership roles. Key points:
- Acceleration pools focus on competency development rather than nominating individuals for specific future jobs. Members receive stretch assignments, training, coaching and feedback.
- Members are selected based on performance and potential. Participation is voluntary. Assessment centers are used to evaluate competencies and development needs.
- The goal is to continuously develop a group of candidates qualified for undefined future executive roles, rather than targeting individuals for specific succession plans. This allows companies to better adapt to changing needs and fills more leadership roles internally.
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
Production/operations management (POM) involves planning, organizing, and controlling the production process. As part of management, the key functions of POM are to optimize resource utilization, make decisions about production, and ensure goals are aligned with the overall organization's strategy. The POM manager seeks to effectively plan, organize, control, and model human behavior during the conversion of raw materials into finished goods.
This document discusses team interventions and effective teams. It defines intervention as entering a system of relationships to help groups or persons. It distinguishes between work groups and teams, noting that teams have greater interdependence and interaction. The document outlines steps for team interventions, including identifying at-risk members, holding intervention team meetings, beginning interventions, and requesting further testing if needed. It also lists characteristics of effective teams and components like positive culture and recognition.
5810 ETHICAL ISSUES AT THE TOP MANAGEMENT (1).pptxsalonidhawan4
This document discusses ethical issues faced by top management. It outlines the key responsibilities of top management, including establishing organizational goals and values. It recommends top management link ethical behavior to core company values, set an example through their own conduct, and establish codes of conduct and ethics committees. The document also analyzes Wells Fargo's fake accounts scandal, where pressure to meet targets led employees to open unauthorized accounts. This damaged Wells Fargo's reputation and trust with customers.
Leadership and Strategic Issues in International AssignmentsAchla Tyagi
The document discusses strategic issues in international assignments. There are several reasons companies use international assignments, including filling needs in operations, transferring technology, developing careers, and analyzing new markets. Successfully managing international assignments is difficult for HR and costly for companies. It requires selecting the right candidate, preparing the expatriate and family, evaluating performance, and repatriating employees. Strategic issues include assigning the right manager to the right position, balancing global and local HR practices, and strategically managing international personnel at the lowest cost.
In this presentation, we will understand the meaning and factors of industrial relations, analyze the three aspects of industrial relations, meaning and functions of trade unions and discuss the influence of trade unios on business and human resource management.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses the changing role of the HR manager in organizations. It describes the HR manager's roles as an information source, specialist, service provider, strategist, change agent, controller, and problem solver. As a strategist, the HR manager contributes to organizational objectives and ensures HR objectives align with business goals. As a specialist, the HR manager identifies capability gaps and works to fill them through training and resources. As a change agent, the HR manager champions change, adapting the organization and minimizing employee dissatisfaction. The document also discusses the HR manager's roles as an internal consultant, developing employee growth and relations, and as a facilitator between employees and management.
Strategic role of Human Resource ManagementISAAC Jayant
The document discusses the evolving role of human resource management from a traditional, administrative function to a more strategic role. It outlines some key differences between traditional and strategic HR, including a strategic HR's focus on integrating HR programs with organizational strategy and priorities. The document also discusses several frameworks for strategic HR roles, including Ulrich's model of HR as a strategic partner, change agent, employee champion and administrative expert. It notes barriers to implementing strategic HR and the need for HR strategies to be clearly defined and communicated.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
Cultural context of International Human Resource ManagementHamzaHameedLodhi
This document discusses the impact of cultural context on international human resource management. It first defines organizational culture and describes key dimensions of national culture according to various researchers like Kluckhohn & Kroeber, Hofstede, and Trompenaars & Hampden-Turner. These dimensions include power distance, uncertainty avoidance, individualism vs collectivism, masculinity vs femininity, and time orientation. The document then summarizes three research articles analyzing the influence of national cultural challenges on IHRM practices and how cultural differences impact HR policies of multinational companies.
This document discusses various team interventions. It distinguishes between work groups and teams, noting that teams have a higher commitment to common goals and interdependence. It describes cross-functional teams comprised of individuals from different departments working on shared challenges. Broad team-building interventions focus on diagnosis, task accomplishment, team relationships, and processes. Specific interventions discussed include diagnostic meetings to identify strengths and problems, team-building meetings to improve effectiveness, and techniques like role analysis, role negotiation, and responsibility charting. Conditions for constructive interventions include buy-in from participants and leaders and training team members in skills like feedback and conflict resolution.
Introduction to Human Resource Management Evolution, Objective, Nature, Philo...Rai University Ahmedabad
Human resource management has evolved over three periods: (1) before the industrial revolution when apprentices assisted craftspeople, (2) during the industrial revolution when personnel management emerged to handle worker wages and unions, and (3) after the industrial revolution when scientific management and studies like Hawthorne shifted the focus to worker satisfaction and treating employees as a valuable resource. Modern HRM aims to maximize employee performance for business objectives through policies and development activities like recruitment, benefits, training, and performance reviews.
Action research - OD process - Organizational Change and Development - Manu...manumelwin
Dual purpose of action research:
Making action more effective.
Building a body of scientific knowledge around that action.
Action refers to: Programs and interventions designed to solve problems and improve conditions.
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
The document discusses employee engagement at an automotive company in India. It provides background on employee engagement and defines engaged, not engaged, and actively disengaged. It then summarizes the company profile, objectives of a study on employee engagement activities, research methodology used, and key findings. Findings show most employees are satisfied with engagement activities but few are given opportunities to provide suggestions. Suggestions include giving employees more decision authority, encouraging idea sharing, improving relationships through activities, and conducting regular surveys to understand changing needs.
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
Human resource management practices of selected companiesAlexander Decker
This document discusses a study that assessed the human resource management (HRM) practices of selected companies to develop a comprehensive HRM program. The study tested whether the extent of HRM tool usage differed based on company size (large, medium, small). It was found that there were no significant differences in HRM practices related to acquisition, maintenance, and relations. However, significant differences were found in development practices. The study concluded some companies lacked performance evaluation systems and recommended implementing such systems to improve training and development.
The document summarizes the evolution of human resource management (HRM) from early labor practices to modern strategic HRM. It traces the development of HRM from welfare officers concerned with protecting women and children, to personnel managers handling tasks like payroll administration. World Wars accelerated these changes by requiring efficient management of large workforces. In recent decades, HRM has shifted focus to more strategic initiatives and aligning human capital with business objectives. The document also outlines HRM practices and regulations in India from ancient times to the modern emphasis on productivity, customer satisfaction, and treating people as human values.
Investment perspective of human resource managementSeredup Maya
This document discusses factors that influence an organization's investment perspective in human resource management. It identifies six key sources of employee value: technical knowledge, ability to learn and grow, decision making capabilities, motivation, commitment, and teamwork. It also outlines a human resource value chain and explains how investments in employees can impact organizational, financial, and market outcomes. Finally, it lists five factors that determine an organization's willingness to invest in its people: management values, attitude toward risk, nature of employee skills, utilitarian perspective, and availability of outsourcing.
Downsizing,VRS,Worklife Balance, time management by suneshSunesh Malik
Merits and demerits of downsizing. Reasons of downsizing.Example of Kingfisher Airlines and HSBC downsizing. worklife balance definition and time management . VRS merits and complications.
The document discusses talent acceleration pools, which are used to develop high-potential employees for future leadership roles. Key points:
- Acceleration pools focus on competency development rather than nominating individuals for specific future jobs. Members receive stretch assignments, training, coaching and feedback.
- Members are selected based on performance and potential. Participation is voluntary. Assessment centers are used to evaluate competencies and development needs.
- The goal is to continuously develop a group of candidates qualified for undefined future executive roles, rather than targeting individuals for specific succession plans. This allows companies to better adapt to changing needs and fills more leadership roles internally.
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
Production/operations management (POM) involves planning, organizing, and controlling the production process. As part of management, the key functions of POM are to optimize resource utilization, make decisions about production, and ensure goals are aligned with the overall organization's strategy. The POM manager seeks to effectively plan, organize, control, and model human behavior during the conversion of raw materials into finished goods.
This document discusses team interventions and effective teams. It defines intervention as entering a system of relationships to help groups or persons. It distinguishes between work groups and teams, noting that teams have greater interdependence and interaction. The document outlines steps for team interventions, including identifying at-risk members, holding intervention team meetings, beginning interventions, and requesting further testing if needed. It also lists characteristics of effective teams and components like positive culture and recognition.
5810 ETHICAL ISSUES AT THE TOP MANAGEMENT (1).pptxsalonidhawan4
This document discusses ethical issues faced by top management. It outlines the key responsibilities of top management, including establishing organizational goals and values. It recommends top management link ethical behavior to core company values, set an example through their own conduct, and establish codes of conduct and ethics committees. The document also analyzes Wells Fargo's fake accounts scandal, where pressure to meet targets led employees to open unauthorized accounts. This damaged Wells Fargo's reputation and trust with customers.
Leadership and Strategic Issues in International AssignmentsAchla Tyagi
The document discusses strategic issues in international assignments. There are several reasons companies use international assignments, including filling needs in operations, transferring technology, developing careers, and analyzing new markets. Successfully managing international assignments is difficult for HR and costly for companies. It requires selecting the right candidate, preparing the expatriate and family, evaluating performance, and repatriating employees. Strategic issues include assigning the right manager to the right position, balancing global and local HR practices, and strategically managing international personnel at the lowest cost.
In this presentation, we will understand the meaning and factors of industrial relations, analyze the three aspects of industrial relations, meaning and functions of trade unions and discuss the influence of trade unios on business and human resource management.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses the changing role of the HR manager in organizations. It describes the HR manager's roles as an information source, specialist, service provider, strategist, change agent, controller, and problem solver. As a strategist, the HR manager contributes to organizational objectives and ensures HR objectives align with business goals. As a specialist, the HR manager identifies capability gaps and works to fill them through training and resources. As a change agent, the HR manager champions change, adapting the organization and minimizing employee dissatisfaction. The document also discusses the HR manager's roles as an internal consultant, developing employee growth and relations, and as a facilitator between employees and management.
Strategic role of Human Resource ManagementISAAC Jayant
The document discusses the evolving role of human resource management from a traditional, administrative function to a more strategic role. It outlines some key differences between traditional and strategic HR, including a strategic HR's focus on integrating HR programs with organizational strategy and priorities. The document also discusses several frameworks for strategic HR roles, including Ulrich's model of HR as a strategic partner, change agent, employee champion and administrative expert. It notes barriers to implementing strategic HR and the need for HR strategies to be clearly defined and communicated.
An HR portal is being created to provide HR-related content and applications to relevant employees. The HR portal will be a specialized component of the company's overall Business Portal, which aims to provide the right information to users. To design the HR portal, the document recommends generating ideas for HR-related topics, determining which HR transactions will be supported, designing an easy-to-use interface, partnering with IT to select the proper technical infrastructure, and setting up a review process to keep content current.
Cultural context of International Human Resource ManagementHamzaHameedLodhi
This document discusses the impact of cultural context on international human resource management. It first defines organizational culture and describes key dimensions of national culture according to various researchers like Kluckhohn & Kroeber, Hofstede, and Trompenaars & Hampden-Turner. These dimensions include power distance, uncertainty avoidance, individualism vs collectivism, masculinity vs femininity, and time orientation. The document then summarizes three research articles analyzing the influence of national cultural challenges on IHRM practices and how cultural differences impact HR policies of multinational companies.
This document discusses various team interventions. It distinguishes between work groups and teams, noting that teams have a higher commitment to common goals and interdependence. It describes cross-functional teams comprised of individuals from different departments working on shared challenges. Broad team-building interventions focus on diagnosis, task accomplishment, team relationships, and processes. Specific interventions discussed include diagnostic meetings to identify strengths and problems, team-building meetings to improve effectiveness, and techniques like role analysis, role negotiation, and responsibility charting. Conditions for constructive interventions include buy-in from participants and leaders and training team members in skills like feedback and conflict resolution.
Introduction to Human Resource Management Evolution, Objective, Nature, Philo...Rai University Ahmedabad
Human resource management has evolved over three periods: (1) before the industrial revolution when apprentices assisted craftspeople, (2) during the industrial revolution when personnel management emerged to handle worker wages and unions, and (3) after the industrial revolution when scientific management and studies like Hawthorne shifted the focus to worker satisfaction and treating employees as a valuable resource. Modern HRM aims to maximize employee performance for business objectives through policies and development activities like recruitment, benefits, training, and performance reviews.
Action research - OD process - Organizational Change and Development - Manu...manumelwin
Dual purpose of action research:
Making action more effective.
Building a body of scientific knowledge around that action.
Action refers to: Programs and interventions designed to solve problems and improve conditions.
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
The document discusses employee engagement at an automotive company in India. It provides background on employee engagement and defines engaged, not engaged, and actively disengaged. It then summarizes the company profile, objectives of a study on employee engagement activities, research methodology used, and key findings. Findings show most employees are satisfied with engagement activities but few are given opportunities to provide suggestions. Suggestions include giving employees more decision authority, encouraging idea sharing, improving relationships through activities, and conducting regular surveys to understand changing needs.
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
Human resource management practices of selected companiesAlexander Decker
This document discusses a study that assessed the human resource management (HRM) practices of selected companies to develop a comprehensive HRM program. The study tested whether the extent of HRM tool usage differed based on company size (large, medium, small). It was found that there were no significant differences in HRM practices related to acquisition, maintenance, and relations. However, significant differences were found in development practices. The study concluded some companies lacked performance evaluation systems and recommended implementing such systems to improve training and development.
Evaluation Of The Performance ManagementCheryl Brown
Here are the key points from the literature review on NPM and performance management:
- NPM (New Public Management) model focuses on delivering market-inspired results and efficiency/performance.
- NPM originated in developed countries like UK and US under Thatcher and Reagan and then spread globally.
- NPM promotes market-based reforms to public governance systems around the world. Countries felt pressure to adopt NPM reforms from exogenous factors.
- A main goal of NPM is to improve organizational performance through greater efficiency, output measurement, and emphasis on results. Key tools include performance management systems, explicit standards/measures, and increased autonomy/competition.
- Performance management is a core part of NPM
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
Assessing the effect of hrm practices in university of educationAqsa Nawab
This document discusses assessing the effects of human resource management (HRM) practices on employee job performance at the University of Education in Lahore, Pakistan. The study examines how recruitment, training, and reward practices impact employee job performance. It reviews literature on the relationships between HRM practices and performance. The study aims to determine which HRM practices significantly correlate with employee job performance. It hypothesizes that effective HRM practices positively influence employee job performance.
this is performance management of the employees we are found there is lot of employees not satisfied with their job what they have . and we need to improve their performance management in the organization this main reason we did this study
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 Hr Practices On Organizational PerformancePatricia Johnson
The document discusses how effective human resource practices can benefit an organization, noting that recruitment and selection, employee relations, and compensation and benefits are key HR disciplines where best practices can provide the highest return on investment. It also defines human resource management as the logic, systems, strategies, and practices related to managing an organization's employees in a way that engages, develops, motivates, and retains a high-performing workforce to achieve organizational success. The document appears to analyze HR practices at Nestle Bangladesh Ltd.
This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
A Study On The Impact Of Human Resource Management On The Performance At An E...Linda Garcia
This document summarizes a research study on the impact of human resource management (HRM) practices on the performance of an educational institution in India. The study examines how HRM practices like training, performance appraisal, career planning, employee participation, job definition, compensation and selection affect the institution's performance. It reviews several models of HRM including the Harvard model, Michigan model, and Guest comparative model. The literature review discusses previous findings on the relationship between HRM practices and organizational performance. The document provides context on the educational institution studied and outlines the objective to identify factors impacting its performance.
This document provides a literature review on performance management systems. It summarizes several studies that have examined the impact and effectiveness of performance management. Some key findings include: successful performance management systems are linked to positive organizational outcomes like financial performance; measurement and goal-setting are associated with better company performance; training and development practices are strongly related to perceived organizational performance; and line manager involvement and buy-in is important for effective implementation of performance management systems. The literature review covers research from 1997 to 2012.
Impact of HR Practices on corporate EntrepreneurshipShahbaz Ahmad
This document summarizes a research paper on the impact of human resource management antecedents on corporate entrepreneurship. It discusses three antecedents - top management support, peer support, and performance appraisal. The paper reviews definitions of corporate entrepreneurship and identifies its key constructs like employee autonomy, innovativeness, proactiveness, competitive aggressiveness, and risk-taking. It aims to analyze the relationship and impact of the three HRM antecedents on corporate entrepreneurship, as well as determine their relative importance in promoting corporate entrepreneurship.
Performance management in hospitals focuses on clinical outcomes, patient satisfaction, and operational efficiency. Key metrics include mortality and complication rates, patient experience scores, average length of stay, and operating costs. For electrical retailers, common metrics center around sales, profits, inventory levels, and customer service. Retailers track sales targets, gross and net profits, stock turnover rate, and metrics like average handling time per customer call. Both sectors also monitor employee engagement and development through performance reviews.
Linking Competitive Strategies with Human Resource Information System: A Comp...Samsul Alam
Understanding how human resource information system (HRIS) is linked with competitive strategies (CSs) has become an important research topic in the field of strategic human resource management (SHRM) and information systems (IS). This study intends to find a relationship between HRIS and CSs and the resulting competitive advantages gained from the relationship that impact the organization's overall performance. A semi-structured questionnaire survey based on the face-to-face interview method was conducted among human resource (HR) executives of the selected Bangladeshi business organizations to collect data and find results. The result shows that HRIS implementation has a significant influence on CSs. Again, HRIS contributes to leveraging benefits from these strategies. The statistical findings reveal that HRIS pay-off (36%) is positively correlated (37%) with CSs to a lower-medium extent, but this correlation insignificantly affects business performance in this horizon. Finally, a framework is developed showing how to leverage HRIS pay-off based on findings and literature.
This summarizes a document discussing how human resource management practices influence organizational performance. It provides definitions of HRM from Armstrong and Drucker focusing on managing people. The literature review discusses three key ways HRM impacts performance: 1) increasing employee skills through training, 2) improving quality and productivity, and 3) gaining competitive advantage. The analysis explores each point in more detail. It concludes that combining HRM practices focusing on goals can substantially impact success, and recommends companies focus on development, performance standards, and addressing issues to maintain status.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
This document discusses a study on the relationship between employee motivation and organizational performance in multinational companies in Nigeria, using Cadbury Nigeria PLC as a case study. The study found that Cadbury Nigeria provided adequate motivation to employees and saw improvements in employee productivity and organizational performance. There was a positive correlation found between employee productivity and motivation programs. The document provides background context on theories of human resource management, performance management, high performance work systems, and the requirements of an effective motivational system. Senior managers are advised to continuously improve motivational programs as a core part of enhancing employee productivity.
Similar to The Impact of Human Resource Practices on Organizational Performance: A Study of Businesses in Kurdistan (20)
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
Analysis of Value Chain of Cow Milk: The Case of Itang Special Woreda, Gambel...AI Publications
Ethiopia has a long and rich history of dairy farming, which was mostly carried out by small and marginal farmers who raised cattle, camels, goats, and sheep, among other species, for milk. Finding the Itang Special Woreda cow milk value chain is the study's main goal. In order to gather primary data, 204 smallholder dairy farmer households were randomly selected, and the market concentration ratio was calculated using 20 traders. Descriptive statistics, econometric models, and rank analysis were used to achieve the above specified goals. Out of all the participants in the milk value chain, producers, cafés, hotels, and dairy cooperatives had the largest gross marketing margins, accounting for 100% of the consumer price in channels I and II, 55% in channels III and V, and 25.5% in channels V. The number of children under five, the number of milking cows owned, the amount of money from non-dairy sources, the frequency of extension service contacts, the amount of milk produced each day, and the availability of market information were found to have an impact on smallholders' involvement in the milk market. Numerous obstacles also limited the amount of milk produced and marketed. The poll claims that general health issues, sickness, predators, and a lack of veterinary care are plaguing farmers. In order to address the issue of milk perishability, the researchers recommended the host community and organization to construct an agro milk processor, renovate the dairy cooperative in the study region, and restructure the current conventional marketing to lower the transaction and cost of milk marketing.
Minds and Machines: Impact of Emotional Intelligence on Investment Decisions ...AI Publications
In the evolving landscape of financial decision-making, this study delves into the intricate relationships among Emotional Intelligence (EI), Artificial Intelligence (AI), and Investment Decisions (ID). By scrutinizing the direct influence of human emotional intelligence on investment choices and elucidating the mediating role of AI in this process, our research seeks to unravel the complex interplay between minds and machines. Through empirical analysis, we reveal that EI not only directly impacts ID but also exerts its influence indirectly through AI-mediated pathways. The findings underscore the pivotal role of emotional awareness in investor decision-making, augmented by the technological capabilities of AI. It suggests that most investors are influenced by the identified emotional intelligence when making investment decisions. Furthermore, AI substantially impacts investors' decision-making process when it comes to investing; nevertheless, AI partially mediates the relationship between emotional intelligence and investment decisions. This nuanced understanding provides valuable insights for financial practitioners, policymakers, and researchers, emphasizing the need for holistic strategies that integrate emotional and technological dimensions in navigating the intricacies of modern investment landscapes. As the synergy between human intuition and artificial intelligence becomes increasingly integral to financial decision-making, this study contributes to the ongoing discourse on the symbiotic relationship between minds and machines in investments.0
Bronchopulmonary cancers are common cancers with a poor prognosis. It is the leading cause of death by cancer in Algeria and in the world. Behind this unfavorable prognosis hides numerous disparities according to age, sex, and exposure to risk factors, ranking 4th among incident cancers and developing countries including Algeria, all sexes combined. It ranks 2nd cancers in men and 3rd among women. Whatever the age observed, the incidence of this cancer is higher in men than in women, however the gap is narrowing to the detriment of the latter. The results of scientific research agree to relate trends in incidence and mortality rates to tobacco consumption, including passive smoking. Furthermore, other risk factors are mentioned such as exposure to asbestos in the workplace or to radon for the general population, or even genetic predisposition. However, the weight of these etiological and/or predisposing factors is in no way comparable to that of tobacco in the genesis of lung cancer and the resulting mortality. We provide a literature review in our article on the descriptive and analytical epidemiology of lung cancer.
Further analysis on Organic agriculture and organic farming in case of Thaila...AI Publications
The objective of this paper is to present Further analysis on Organic agriculture and organic farming in case of Thailand agriculture and enhancing farmer productivity. In view of the demand for organic fertilizers, efforts should also be made to enhance and to develop more effective of compost, bio-fertilizer, and bio-pesticides currently used by farmers. Likewise, emphasis should also be laid on the cultivation of legumes and other crops that can enhance the fertility of the soil, as practiced by farmers in many developing countries to fertilize their lands. On the other hand, most of the farmers who practice this farm system found that they are adopting a number of SLMs and interested in joining the meeting or training to gain more and more knowledge.
Current Changes in the Role of Agriculture and Agri-Farming Structures in Tha...AI Publications
The objective os this study is to present Current Changes in the Role of Agriculture and Agri-Farming Structures in Thailand and Vietnam with SLM practices. Farmer’s adoption and investment in SLM is a key for controlling land degradation, enhancing the well-being of society, and ensuring the optimal use of land resources for the benefit of present and future generations (World Bank, 2006; FAO, 2018). And agriculture remains an essential element of lives of many farmers in term of the strong cultural and symbolic values that attach current working generation to do and to spend time for it but not intern of income generating.
Growth, Yield and Economic Advantage of Onion (Allium cepa L.) Varieties in R...AI Publications
Haphazard and low soil fertility, low yielding verities and poor agronomic practices are among the major factors constraining onion production in the central rift valley of Ethiopia. Therefore, a field experiment was conducted in East Showa Zone of Adami Tulu Jido Combolcha district in central rift valley areas at ziway from October 2021 to April 2022 to identify appropriate rate of NPSB fertilizer and planting pattern of onion varieties. The experiment was laid out in split plot design of factorial arrangement in three replications. The main effect of NPSB blended fertilizer rates and varieties (red coach and red king) significantly (p<0.01) influenced plant height, leaf length, leaf diameter, leaf number and fresh leaf weight, shoot dry matter per plant, and harvest index. Total dry biomass, bulb diameter, neck diameter, average fresh bulb weight, bulb dry matter, marketable bulb yield, and total bulb yield were significantly (p<0.01) influenced only by the main effect of NPSB blended fertilizer rates. In addition, unmarketable bulb yield was statistically significantly affected (p≥0.05) by the blended fertilizer rates and planting pattern. Moreover, days to 90% maturity of onion was affected by the main factor of NPSB fertilizer rate, variety and planting pattern. The non-fertilized plants in the control treatment were inferior in all parameters except unmarketable bulb yield and harvest index. Significantly higher marketable bulb yield (41 t ha-1) and total bulb yield (41.33 t ha-1) was recorded from 300 kg ha-1 NPSB blended fertilizer rate applied. Double row planting method and hybrid red coach onion variety had also gave higher growth and yields. The study revealed that the highest net benefit of Birr, 878,894 with lest cost of Birr 148,006 by the combinations of 150 kg blended NPSB ha-1 with double row planting method (40cm*20cm*7cm) and red coach variety which can be recommendable for higher marketable bulb yield and economic return of hybrid onion for small scale farmers in the study area. Also, for resource full producers (investors), highest net benefit of Birr 1,205,372 with higher cost (159,628 Birr) by application of 300 kg NPSB ha-1 is recommended as a second option. However, the research should be replicated both in season and areas to more verify the recommendations.
Evaluation of In-vitro neuroprotective effect of Ethanolic extract of Canariu...AI Publications
The ethanolic extract of canarium solomonense leaves (ecsl) was studied for its neuroprotective activity. The neuroprotective activity of ECSL was found to have a significant impact on neuronal cell death triggered by hydrogen peroxide (MTT assay) in human SH-SY5Y neuroblastoma cells. Scopolamine, a muscarinic receptor blocker, is frequently used to induce cognitive impairment in laboratory animals. Injections of scopolamine influence multiple cognitive functions, including motor function, short-term memory, and attention. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, memory enhancing activity in scopolamine-induced amnesic rats was evaluated. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, ECSL was found to have a substantial effect on the memory of scopolamine- induced amnesic rats. Our experimental data indicated that ECSL can reverse scopolamine induced amnesia and assist with memory issues.
The goal of neuroprotection is to shield neurons against damage, whether that damage is caused by environmental factors, pathogens, or neurodegenerative illnesses. Inhibiting protein-based deposit buildup, oxidative stress, and neuroinflammation, as well as rectifying abnormalities of neurotransmitters like dopamine and acetylcholine, are some of the ways in which medicinal herbs have neuroprotective effects [1-3]. This review will focus on the ways in which medicinal herbs may protect neurons.
A phytochemical and pharmacological review on canarium solomonenseAI Publications
The genus Canarium L. consists of 75 species of aromatic trees which are found in the rainforests of tropical Asia, Africa and the Pacific. The medicinal uses, botany, chemical constituents and pharmacological activities are now reviewed. Various compounds are tabulated according to their classes their structures are given. Traditionally canarium solomonense have been used to treat a broad array of illnesses. Pharmacological actions for canarium solomonense as discussed in this review include antibacterial, antimicrobial, antioxidant, anti-inflammatory, hepatoprotective and antitumor activity.
Influences of Digital Marketing in the Buying Decisions of College Students i...AI Publications
This research investigates the influence of digital marketing channels on purchasing decisions among college students in Ramanathapuram District. The study highlights that social media marketing, online advertising, and mobile marketing exhibit substantial positive effects on purchase decisions. However, email marketing's impact appears to be more complex. Moreover, the study explores how demographic variables like gender and academic level shape these effects. Notably, freshman students display varying susceptibility to specific digital marketing messages compared to their junior, senior, or graduate counterparts. These findings offer crucial insights for marketers aiming to tailor their strategies effectively to the preferences and behaviors of college students. By understanding the differential impacts of various digital marketing channels and considering demographic nuances, marketers can refine their approaches, optimize engagement, and ultimately enhance the effectiveness of their campaigns in targeting this demographic.
A Study on Performance of the Karnataka State Cooperative Agriculture & Rural...AI Publications
The Karnataka State Co-operative Agriculture and Rural Development Bank Limited is the apex bank of all the primary co-operative agriculture and rural development banks in the state. All the PCARD Banks in the state are affiliated to it. The KSCARD Bank provides financial accommodation to the PCARD Banks for their lending operations. In order to quick sanction and disbursement of loans and supervision over the PCARD Banks the KSCARD Bank has opened district level branches. Bank has established Women Development Cell to promote entrepreneurship among women in 2005. The Bank is identifying women borrowers in the rural areas by assigning suitable projects to motivate their self-confidence to lead independent life. Progress made in financing women entrepreneurs women.
Breast hamartoma is a rare, well-circumscribed, benign lesion made up of a variable quantity of glandular, adipose and fibrous tissue. This is a lesion that can affect women at any age from puberty. With the increasingly frequent use of imaging methods such as mammography and ultrasound as well as breast biopsy, cases of hamartoma diagnosed are increasing. The diagnosis of these lesions is made by mammography. The histological and radiological aspects are variable and depend on its adipose tissue content. The identification of these lesions is important in order to avoid surgical excisions. We report radio-clinical and pathological records of breast hamartoma.
A retrospective study on ovarian cancer with a median follow-up of 36 months ...AI Publications
Ovarian cancer is relatively common but serious and has a poor prognosis. The aim of this study is to highlight the epidemiological, diagnostic, therapeutic and evolutionary aspects of this malignant pathology managed at the Bejaia university hospital center. This is a retrospective and descriptive study over a period of 3 years (2019 - 2022) carried out on 20 patients who developed ovarian cancer. The average age of the patients was 50 years old, 53.23% of whom were over 45 years old. The CA-125 blood test was positive in 18 out of 20 patients. The tumors were discovered on ultrasound in 87.10% of cases and at laparotomy in 12.90%. Total hysterectomy with bilateral adnexectomy was the most performed procedure (64.52%). The early postoperative course was simple. 15 patients underwent second look surgery (16.13%) for locoregional recurrences. Epithelial tumors were the most frequent histological type (93.55%), including 79% in the advanced stage ( IIIc -IV) and 21% in the early stage (Ia- Ib ). Adjuvant chemotherapy was administered in 80% of patients. With a median follow-up of 36 months, 2 patients were lost to follow-up. The evolution was favorable in 27.42% and in 25.81% deaths occurred late postoperatively. Ovarian cancer is not common but serious given the advanced stages and the high rate of late postoperative deaths which were largely observed in patients deprived of adequate neoadjuvant or adjuvant chemotherapy.
More analysis on environment protection and sustainable agriculture - A case ...AI Publications
This study presents a case of tea and coffee crops , esp. environment protection and sustainable agriculture in Son La and Thai Nguyen of Vietnam. Research results show us that The process of having an agricultural product goes through many steps such as planting, planning, harvesting, packing, transporting, storing and distributing. - The State adopts policies to encourage innovation of agricultural production models and methods towards sustainability, adapting to climate change, saving water, and limiting the use of inorganic fertilizers and pesticides. chemicals and products for environmental treatment in agriculture; develop environmentally friendly agricultural models. Our research limitation is that we can expand for other crops, industries and markets as well.
Assessment of Growth and Yield Performance of Twelve Different Rice Varieties...AI Publications
The present investigation entitled “Assessment of growth and yield performance of twelve different rice varieties under north Konkan coastal zone of Maharashtra” was carried out during the kharif season of the year 2021 and 2022 on the field of ASPEE, Agricultural Research and Development Foundation, Tansa Farm, At Nare, Taluka Wada, District Palghar, Maharashtra, India. The experiment was laid out in Randomized Block Design (RBD). The twelve varieties namely Zini, Jaya, Dandi, Rahghudya, Govindbhog, Dangi, Gurjari, VNR-7, VNR-8, VNR-9, Karjat-3, and Karjat-5 were replicated thrice. The plant height (cm), number of tillers per plant, number of panicles per plant, number of panicles (m²), and length of panicle (cm) were noted to the maximum with cv. “VNR-7”. The highest number of seeds per panicle, test weight (gm), grain yield (q/ha), and straw yield (q/ha) were recorded with the cv. “VNR-7”. While the lowest number of days to 50% flowering was also recorded with cv. “VNR-7” during the year 2021 and 2022.
Cultivating Proactive Cybersecurity Culture among IT Professional to Combat E...AI Publications
In the current digital landscape, cybercriminals continually evolve their techniques to execute successful attacks on businesses, thus posing a great challenge to information technology (IT) professionals. While traditional cybersecurity approaches like layered defense and reactive security have helped IT professionals cope with traditional threats, they are ineffective in dealing with evolving cyberattacks. This paper focuses on the need for a proactive cybersecurity culture among IT professionals to enable them combat evolving threats. The paper emphasis that building a proactive security approach and culture can help among IT professionals anticipate, identify, and mitigate latent threats prior to them exploiting existing vulnerabilities. This paper also points out that as IT professionals use reactive security when dealing with traditional attacks, they can use it collaboratively with proactive security to effectively protect their networks, data, and systems and avoid heavy costs of dealing with cyberattack’s aftermaths and business recovery.
The Impacts of Viral Hepatitis on Liver Enzymes and BilrubinAI Publications
Viral hepatitis is an infection that causes liver inflammation and damage. Several different viruses cause hepatitis, including hepatitis A, B, C, D, and E. The hepatitis A and E viruses typically cause acute infections. The hepatitis B, C, and D viruses can cause acute and chronic infections. Hepatitis A causes only acute infection and typically gets better without treatment after a few weeks. The hepatitis A virus spreads through contact with an infected person’s stool. Protection by getting the hepatitis A vaccine. Hepatitis E is typically an acute infection that gets better without treatment after several weeks. Some types of hepatitis E virus are spread by drinking water contaminated by an infected person’s stool. Other types are spread by eating undercooked pork or wild game. Hepatitis B can cause acute or chronic infection. Recommendation for screening for hepatitis B in pregnant women or in those with a high chance of being infected. Protection from hepatitis B by getting the hepatitis B vaccine. Hepatitis C can cause acute or chronic infection. Doctors usually recommend one-time screening of all adults ages 18 to 79 for hepatitis C. Early diagnosis and treatment can prevent liver damage. The hepatitis D virus is unusual because it can only infect those who have a hepatitis B virus infection. A coinfection occurs when both hepatitis D and hepatitis B infections at the same time. A superinfection occurs already have chronic hepatitis B and then become infected with hepatitis D. The aim of this study is to find the effect of each type of viral hepatitis on the bilirubin (TB , DSB) , and liver enzymes; AST, ALT, ALP,GGT among viral hepatitis patients. 200 patients were selected from the viral hepatitis units in the central public health laboratory in Baghdad city, all the chosen cases were confirmed as a positive samples , they are classified into four equal group each with fifty individual and with a single serological viral hepatitis type either; anti-HAV( IgM ) , HBs Ag , anti-HCV ,or anti-HEV(IgM ). All patients were tested for; serum bilirubin ( TB ,D.SB ) , AST , ALT , ALP , GGT. Another fifty quite healthy and normal person was selected as a control group for comparison. . Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBVAST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver cell damage than AST, It is relatively specific for hepatocyte necrosis with a marked elevations in viral hepatitis. Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBV.AST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver
Determinants of Women Empowerment in Bishoftu Town; Oromia Regional State of ...AI Publications
The purpose of this study was to determine the status of women's empowerment and its determinants using women's asset endowment and decision-making potential as indicators. To determine representative sample size, this study used a two-stage sampling technique, and 122 sample respondents were selected at random. To analyze the data in this study, descriptive statistics and a probit model were used. The average women's empowerment index was 0.41, indicating a relatively lower status of women's empowerment in the study area. According to the study's findings, only 40.9% of women were empowered, while the remaining 59.1% were not. The probit model results show that women's access to the media, women's income, and their husbands' education status have a significant and positive impact on the status of women's empowerment, while the family size of households has a negative impact. As a result, it is important to enhance women's access to the media and income, promote family planning and contraception, and improve men's educational status in order to improve the status of women's empowerment.
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Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
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This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
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The Impact of Human Resource Practices on Organizational Performance: A Study of Businesses in Kurdistan
1. International journal of Engineering, Business and Management (IJEBM) [Vol-2, Issue-6, Nov-Dec, 2018]
https://dx.doi.org/10.22161/ijebm.2.6.1 ISSN: 2456-7817
www.aipublications.com Page | 72
The Impact of Human Resource Practices on
Organizational Performance: A Study of
Businesses in Kurdistan
Dr. Sabeeha Hasan Hama Kawani
Doctorate in Business Administration, Erbil-Kurdistan
Kawany1954@gmail.com
Abstract— The aim of this study to find the impact of
human resource management practices on organizational
performance of businesses located in Erbil. The research
analyzed by applying quantitative method, I applied a
structured survey as tool of this research. I distributed 100
questionnaires, but only 71 questionnaires I was able to
receive. The findings showed that there is a positive
relationship between human resource management
practices and organizational performance.In my study, I
have found the limitations, for instance the measurement of
applying few of human resource management practices in
order to measure organizational performance.Future
studies can enhance the above research limitations and
foresee a much detailed research study of the relation
between human resource management practices by taking
more practices intro consideration in order to measure and
assess organizational performance.
Keywords— Human resource management,
Organizational Performance, Erbil, Kurdistan.
I. INTRODUCTION
Lately it has become a shared belief that human resource
management practices arethe main basis of maintainable
competitive advantage and achievement. Human Resources
Management practices highlight the significance of the
organizational outcome and achievement. Though, Human
Resources Management practiceshave been defied to
establish the value of its purposes in demonstrating its
influence on an organizationachievement, decreasing cost
and increasing the quality and adding value to the
organization and customers. Theassociations between
Human Resources Management practices and
organizational performance have been anintenselydebated
topic. As (Hamid, et al. 2017), appealed;earlier examiners
examined the association between Human Resources
Management practices and performance and werecreated on
a theory that practices of human resource management
maycommonly be practical in order to aid performance.It is
clear that organizational performance and human resource
management practices are strong-minded by
workerachievement and outcome. If firmsimplementsuitable
human resources management practices, they could
influence significantly on organizational outcome and
achievement. This study investigates the relationship
between human resource management practices and
organizational performance in Erbil.
Research problem
Today’s economy crisis in Kurdistan has forced business
owners to re-evaluate all aspects of their operations.
Internal systems are reviewed, inventory controls are
implemented, sales and marketing strategies are revised and
overall productivity is analyzed. Many companies overlook
one of the largest components of their organization-their
human capital. Evaluating human resource practices is
essential to the infrastructure, productivity and future
success of the company. Therefore, currently many
organizations are lacking from re-evaluating their human
resource management practices.
Purpose of the study
The purpose of this study is to examine the impact of
human resource management practices (training,
development, recruitment, selection and compensation)
on organizational performance in Erbil.
Research questions:
RQ1/ What are the main human resource management
practices that contribute in improving organizational
performance?
RQ2/ which human resource management practices will
have more effect on organizational performance comparing
with other practices?
Research objectives:
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1. To examine the essential human resource practices
that influence organizational performance in Erbil.
2. To investigate which human resource management
practices will have greater impact on
organizational performance
II. LITERATURE REVIEW
The concept of human resource
Human Resource is the most vital resource for any
businesses and it is the asset of accomplishing the best
organizational objectives. HRM is the way toward
overseeing individuals of businesses with an individual
approach. HR way to deal with labor empowers the
supervisor to see the general population as a critical asset.
HRM is to draw in, hold and add to investor esteemout the
'human resource' parts of an administration imaginative
Human Resource Management rehearses position including
human asset arranging, work examination, are required to
be actualized(Ghalayini, 2017). At the present time, human
resource management practices are include; training and
development, orientation, compensation, recruitment and
selection. Human Resource Management is the way toward
getting, preparing, evaluating, and repaying workers, and
keeping up work relations, wellbeing and security, and
reasonableness concerns (Brito & Oliveira, 2016).
Human resource practices
According to Brito& Oliveira, (2016), training and
development are the formal and efficient alteration of
conduct through realizing which happens because of
training, direction, improvement and arranged experience.
Furthermore, according to Alami, et al. (2015), training and
development can be at work or off the activity relying upon
the need being referred to. Suitable preparing is required for
different needs, for example, to take care of correlated
issues, to help performance, and furthermore for persistent
advancement of human asset.
Recruitment and selecting are the procedure to completely
fill the offered work positions in adequate number and
characteristics of the candidates, and in addition to meet the
desires and necessities of the business(Nasiri, 2017). This
includes two interrelated procedures, Recruitment and
selecting are the way toward creating a pool of proficient
individuals to apply for work to abusiness whiles
determination is the procedure by which particular
instruments are utilized to look over a pool of candidates’
people most appropriate for the activity contemplating
administration objectives and lawful prerequisites(Singh &
Kassa, 2016).
Compensation is a procedure of giving financial incentive
to representatives to the work they performed. Pay can be
utilized to procure gifted representatives, remunerate the
performance, and empower organization dedication by
decrease turnover. Compensation is a worker's base wages,
which can be a yearly pay or time-based compensation, in
addition to any performance based pay a representative gets,
for example, benefit sharing rewards. Representative
remuneration assumes such a key part since it is at the core
of the work relationship, being of basic significance to the
two workers and managers(Trehan & Setia, 2014).
Organizational performance
Performance management and estimation frameworks
created as methods for checking and keeping up
hierarchical control, which is the way toward guaranteeing
that abusiness seeks after activity designs that prompt the
accomplishment of general objectives and
destinations(Hamid, et al. 2017). Businesses have a critical
part in our everyday lives and in this manner, effective
businesses speak to a key element for creating countries. In
this manner, numerous business analysts consider
businesses and foundations like a motor in deciding the
financial, social and political advance(Yılmaz & Bulut,
2015). According to Liu, (2016), stated that trusts that the
performance comprises in ʺachieving the objectives that
were given to you in joining of big business orientationsʺ.
Performance isn't a goal reality, holding up some place to
be estimated and evaluated, however a socially built reality
that exists in individuals' psyches, on the off chance that it
exists some place(Abou-Moghli, & Abo-Rumman, 2012).
Relationship between HRM and organizational
performance
Organizational performance is a standout amongst the most
factors that effect on the performance of the business. The
effective business comprehends the significance of HR as a
basic factor specifically influences and contributes on the
performance(Opoku & Arthur, 2015). There is a positive
connection between business performance and
representative advancement. Performance programs have
effect on this relationship. Performance programs
incorporate the motivator’s designs, criticism
system(Richman, 2015). Mutua, et al. (2012), showed that
HRM rehearses progress authoritative effectiveness and
performance by drawing in, distinguishing, and keeping
workers with learning, aptitudes, and capacities, and getting
them to conduct in the way that will bolster the mission and
points of the business.
III. METHODOLOGY
Research design
A research design can be defined as “a proposal for carrying
out a research with full control on variables that might
3. International journal of Engineering, Business and Management (IJEBM) [Vol-2, Issue-6, Nov-Dec, 2018]
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match with the results”. Riff, et al. (2014) explained a
research design as “an idea that clarifies where, when and
how information is to be gathered and analyzed”. The
author implemented quantitative method to find the
relationship between human resource practices and
organizational performance in Erbil. The quantitative
method comes from the confidence that individual
phenomena and factors in individual behavior could be
researched empirically as well as this method has been
selected as an effective method. Quantitative study employs
a stable scheme that classifies and arranges in the questions
to be answered and a comprehensive technique of gathering
information and analysis (Hoy, et al. 2015).
Sample
This study had chosen a survey research, to analyze the
relationship between human resource practices and
organizational performance in Erbil. The author applied a
structured survey as tool of this research. I distributed 100
questionnaires, but only 71 questionnaires I was able to
receive.
Instruments
The survey is designed in multiple choice questions, where
the participants had a chance to choose from different
scales, the likret scale was used in the questionnaire. The
likert scale ranged from 1 which stated for strongly disagree
to 5 which stated for strongly agree, however the
questionnaire adapted from different academic sources. The
questionnaire was prepared and adapted from
(Mwaniki&Gathenya, 2015).
IV. ANALYSIS AND RESULTS
Table.1: Demographic
Parameters Frequency Percentage
Gender Male 51 71.8
Female 20 28.2
Age 20-30 4 5.6
30-40 13 18.3
40-50 25 35.2
50-60 22 31.0
60+ 7 9.9
Marital Status Single 14 19.7
Married 38 53.5
Widowed 6 8.5
Divorced 9 12.7
Separated 4 5.6
Academic
Qualification
High School 4 5.6
Institute 16 22.5
Bachelor degree 34 47.9
Master degree 13 18.3
Doctorate degree 4 5.6
Occupation Employed 31 43.7
Self-employed 7 9.9
full time student 15 21.1
Jobless 3 4.2
Retired 15 21.1
Table (1) illustrates the demographic information for the
participants contributed in this research, the results of
demographic information analysis demonstrated that 51
(71.8%) of participants in this study are male and 20
(28.2%) of participants in this study are female. Moreover,
when it comes to guest’s age contributed in this research,
the results showed that 4 (5.6%) of participants are aged
between 20 years old and 30 years old,13(18.3%) of
participants are aged between 30 years old and 40 years old,
25 (35.2%) of participants are aged between 40 years old
and 50 years old, 22 (31.0%) of participants are aged
between 50 years old and 60 years old and 7 (9.9%) of
participants are aged between 50 years old and 60 years old.
When it comes to participants’ marital status who visited
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business, the results showed that 14(19.7%) of single
participants visited business and contributed in this study,
38 (53.5%) of married participants visited business and
contributed in this study, 6 (8.5%) of widowed participants
visited business and contributed in this study, 9 (12.7%) of
divorced participants visited business and contributed in this
study, and 4 (5.6%) of separated participants visited
business and contributed in this study.When it comes to
participants’ academic qualification contributed in this
research, the results showed that 4(5.6%) of high school
graduated participants visited business and contributed in
this research, 16 (22.5%) of institute graduated participants
visited business and contributed in this research,34 (47.9%)
of institute graduated participants visited business and
contributed in this research,13(18.3%) of master degree
graduated participants visited business and contributed in
this research, and 4 (5.6%) of doctorate degree graduated
participants visited business and contributed in this
research.When it comes to participants’ occupation visited
business and contributed in this research, the results showed
that 3(4.2%) of participants are jobless who visited and
contributed in this study, 7 (9.9%) of participants are self-
employed who visited and contributed in this study,15
(21.1%) of participants are student who visited and
contributed in this study,31 (43.7%) of participants are
employed who visited and contributed in this study,15
(21.1%) of participants are retired who visited and
contributed in this study.
Table.2: Reliability Statistics
Cronbach's Alpha N of Items
.753 12
Cronbach's Alpha Questions
.756
Q1/ Human resource management at Business is implementing recruitment process
effectively
.727 Q2/Human resource management at Business is providing training effectively
.726 Q3/ Human resource management at Business is conducting effective interview
and background check for candidates
.724 Q4/ Human resource management at Business is implementing staff promotion
systemeffectively
.761 Q5/ Human resource management at Business arranges workshop and orientation
for employees
.710 Q6/ Human resource management at Business is implementing compensation
systemsuccessfully
.732 Q1/ Business is determining departmental objectives
.738 Q2/ Business is aligning individual goal with business’s vision and mission to
enhance performance
.774 Q3/ The managers’ success in improving commitment to meeting the set objectives
.721 Q4/ The efficiency in providing incessant direction and follow up to attain
organizational objectives
.723 Q5/ The efficacy in assessment practice
.736 Q6/ The success in communication of employee accomplishments after the
assessment practice
I used reliability to measure all questions that have been
used to test the relationship between human resource
management practices and organizational performance. The
results showed that the alpha for all 12 questions =.753, I
concluded that all 12 questions are reliable to measure this
study. Also I used reliability study for each question
individually, the results showed that the alpha for question
one (Human resource management at Business is
implementing recruitment process effectively) =.756, the
alpha for question two (Human resource management at
Business is providing training effectively) =.727, the alpha
for question three (Human resource management at
Business is conducting effective interview and background
check for candidates) =.726, the alpha for question four
(Human resource management at Business is implementing
compensation system successfully), the alpha for question
four (Human resource management at Business is
implementing compensation system successfully) =.724, the
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alpha for question five (Human resource management at
Business arranges workshop and orientation for employees)
=.761, the alpha for question six (Human resource
management at Business is implementing compensation
system successfully) =.710, the alpha for question one for
organizational performance (Business is determining
departmental objectives) =.732, the alpha for question two
for organizational performance (Business is aligning
individual goal with business’s vision and mission to
enhance performance) =.738, the alpha for question three
for organizational performance (The managers’ success in
improving commitment to meeting the set objectives)
=.774, the alpha for question four for organizational
performance (The efficiency in providing incessant
direction and follow up to attain organizational objectives)
=.721, the alpha for question five for organizational
performance (The efficacy in assessment practice) =.723,
the alpha for question five for organizational performance
(The success in communication of employee
accomplishments after the assessment practice) =.736.
Table.1: Items Description
Parameters Frequency Percentage Mean St. deviation
Q1. Human resource management
at Business is implementing
recruitment process effectively
Strongly
disagree
1 1.4 3.9 .813
Disagree 3 4.2
Neutral 12 16.9
Agree 41 57.7
Strongly Agree 14 19.7
Q2. Human resource management
at Business is providing training
effectively
Strongly
disagree
2 2.8
3.93 .990
Disagree 4 5.6
Neutral 13 18.3
Agree 30 42.3
Strongly Agree 22 31.0
Q3. Human resource management
at Business is conducting
effective interview and
background check for candidates
Strongly
disagree
4 5.6
3.89 1.115
Disagree 5 7.0
Neutral 9 12.7
Agree 30 42.3
Strongly Agree 23 32.4
Q4. Human resource management
at Business is implementing staff
promotion systemeffectively
Strongly
disagree
3 4.2
4.01 1.007
Disagree 2 2.8
Neutral 11 15.5
Agree 30 42.3
Strongly Agree 25 35.2
Q5. Human resource management
at Business arranges workshop
and orientation for employees
Strongly
disagree
3 4.2
3.73 1.041
Disagree 6 8.5
Neutral 14 19.7
Agree 32 45.1
Strongly Agree 16 22.5
Q6. Human resource management
at Business is implementing
compensation systemsuccessfully
Strongly
disagree
5 7.0
3.62 1.151
Disagree 6 8.5
Neutral 17 23.9
Agree 26 36.6
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Strongly Agree 17 23.9
Q7. Business is determining
departmental objectives
Strongly
disagree
3 4.2
3.93 1.060
Disagree 5 7.0
Neutral 9 12.7
Agree 31 43.7
Strongly Agree 23 32.4
Q8. Business is aligning
individual goal with business’s
vision and mission to enhance
performance
Strongly
disagree
3 4.2
4.08 1.011
Disagree 2 2.8
Neutral 9 12.7
Agree 29 40.8
Strongly Agree 28 39.4
Q9. The managers’ success in
improving commitment to
meeting the set objectives
Strongly
disagree
2 2.8
3.87 .985
Disagree 5 7.0
Neutral 12 16.9
Agree 33 46.5
Strongly Agree 19 26.8
Q10. The efficiency in providing
incessant direction and follow up
to attain organizational objectives
Strongly
disagree
4 5.6
3.76 1.088
Disagree 4 5.6
Neutral 16 22.5
Agree 28 39.4
Strongly Agree 19 26.8
Q11. The efficacy in assessment
practice
Strongly
disagree
4 5.6
3.83 1.134
Disagree 6 8.5
Neutral 10 14.1
Agree 29 40.8
Strongly Agree 22 31.0
Q12. The success in
communication of employee
accomplishments after the
assessment practice
Strongly
disagree
2 2.8
4.14 .946
Disagree 2 2.8
Neutral 9 12.7
Agree 29 40.8
Strongly Agree 29 40.8
I used descriptive analysis to measure the relationship
between human resource management practices and
organizational performance at Business in Erbil. The results
showed the followings: regarding question one (Human
resource management at Business is implementing
recruitment process effectively) only one guest strongly
disagree, 3 participants disagreed, 12 participants neither
disagree nor agree, 41 participants agreed and 14
participants strongly agreed, regarding question two
(Human resource management at Business is providing
training effectively) only two participants strongly disagree,
4 participants disagreed, 13 participants neither disagree nor
agree, 30 participants agreed and 22 participants strongly
agreed, regarding question three (Human resource
management at Business is conducting effective interview
and background check for candidates) only four participants
strongly disagree, five participants disagreed, nine
participants neither disagree nor agree, 30 participants
agreed and 23 participants strongly agreed, regarding
question four (Human resource management at Business is
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implementing staff promotion system effectively) only three
participants strongly disagree, two participants disagreed,
11 participants neither disagree nor agree, 30 participants
agreed and 25 participants strongly agreed, regarding
question five (Human resource management at Business
arranges workshop and orientation for employees) only
three participants strongly disagree, six participants
disagreed, 14 participants neither disagree nor agree, 32
participants agreed and 16 participants strongly agreed,
regarding question six (Human resource management at
Business is implementing compensation system
successfully) only five participants strongly disagree, six
participants disagreed, 17 participants neither disagree nor
agree, 26 participants agreed and 17 participants strongly
agreed, regarding question seven (Business is determining
departmental objectives) only three participants strongly
disagree, five participants disagreed, nine participants
neither disagree nor agree, 31 participants agreed and 23
participants strongly agreed, regarding question eight
(Business is aligning individual goal with business’s vision
and mission to enhance performance) only three participants
strongly disagree, two participants disagreed, nine
participants neither disagree nor agree, 29 participants
agreed and 28 participants strongly agreed, regarding
question nine (The managers’ success in improving
commitment to meeting the set objectives) only two
participants strongly disagree, five participants disagreed,
12 participants neither disagree nor agree, 33 participants
agreed and 19 participants strongly agreed, regarding
question ten (The efficiency in providing incessant direction
and follow up to attain organizational objectives) only four
participants strongly disagree, four participants disagreed,
16 participants neither disagree nor agree, 28 participants
agreed and 19 participants strongly agreed, regarding
question eleven (The efficacy in assessment practice) only
four participants strongly disagree, six participants
disagreed, 10 participants neither disagree nor agree, 29
participants agreed and 22 participants strongly agreed, and
finally regarding question twelve (The success in
communication of employee accomplishments after the
assessment practice) only two participants strongly
disagree, two participants disagreed, nine participants
neither disagree nor agree, 29 participants agreed and 29
participants strongly agreed.
V. CONCLUSION
I have demonstrated and clarified that human resource
management practices and its relationship with
organizational performance in Business located in Erbil. My
prospect is that some variables will impulse for a steady
modify in the way business currently consider human
resource management practices. Among these elements are
the recruitment, selection, compensation, job description
and interview. According to my analysis, I have found that
Human resource management at Business is implementing
recruitment process effectively, Human resource
management at Business is providing training effectively,
Human resource management at Business is conducting
effective interview and background check for candidates,
Human resource management at Business is implementing
staff promotion system effectively, Human resource
management at Business arranges workshop and orientation
for employees and finally Human resource management at
Business is implementing compensation system
successfully.
VI. LIMITATIONS
In my study, I have found the limitations, for instance the
measurement of applying few of human resource
management practices in order to measure organizational
performance at Business in Erbil.
VII. SUGGESTIONS
Future studies can enhance the above research limitations
and foresee a much detailed research study of the relation
between human resource management practices by taking
more practices intro consideration in order to measure and
assess organizational performance.
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