Abstract: The relation between Human Resource Management (HRM) practices and organizational performance remains the subject of substantial literature. Though many studies demonstrated positive relationship, still major influencing variables are not yet clear. This study considers the Person-Environment Fit (PE Fit) and its components, Person-Supervisor (PS), Person-Group (PG), Person-Organization (PO) and Person-Job (PJ) Fit, as possible explanatory variables. We analyzed PE Fit as a moderator between HRM practices and financial performance in the “best companies to work” in Brazil. Data from HRM practices were classified through the High Performance Working Systems (HPWS) construct and data on PE-Fit were obtained through surveys among employees. Financial data, consisting of return on invested capital (ROIC) and price earnings ratio (PER) were collected for publicly traded best companies to work. Findings show that PO Fit and PJ Fit play a significant moderator role for PER but not for ROIC.
Abstract: Human Resources Management (HRM) has been recognized by academics and practitioners as an important element in organizations. Therefore, this paper explores the best practices of HRM and seeks to understand the level of participation in the development of these practices by human resources managers in the hospitality industry and compare it with other industries. Thus, the study compared the HRM practices of companies in the hospitality sector with HRM practices of companies in other sectors, and identifies the main differences between their HRM practices. The results show that the most frequent HRM practices in all companies, independently of its sector of activity, are hiring and training. When comparing hospitality sector with other sectors of activity, some differences were noticed, namely in the adoption of the practices of communication and information sharing, and of recruitment and selection. According to these results, the paper discusses the major theoretical and practical implications. Suggestions for future research are also presented.
Abstract: A mathematical model to predict the performance parameters (thrusts, chamber pressures, fuel mass flow rates, mixture ratios, and regression rates during firing time) of hybrid rocket motor (HRM) is evaluated. The internal ballistic (IB) hybrid combustion model assumes that the solid fuel surface regression rate is controlled only by heat transfer (convective and radiative) from flame zone to solid fuel burning surface. A laboratory HRM is designed, manufactured, and tested for low thrust profile space missions (10-15 N) and for validating the mathematical model (computer program). The polymer material and gaseous oxidizer which are selected for this experimental work are polymethyle-methacrylate (PMMA) and polyethylene (PE) as solid fuel grain and gaseous oxygen (GO2) as oxidizer. The variation of various operational parameters with time is determined systematically and experimentally in firing of up to 20 seconds, and an average combustion efficiency of 95% of theory is achieved, which was the goal of these experiments. The comparison between recording fire data and predicting analytical parameters shows good agreement with the error that does not exceed 4.5% during all firing time. The current mathematical (computer) code can be used as a powerful tool for HRM analytical design parameters.
Abstract: Knowledge management (KM) literature has mainly focused on the antecedents of KM. The purpose of this study is to investigate the effect of specific human resource management (HRM) practices on employee knowledge sharing and its outcome as individual knowledge capability. Based on previous literature, a model is proposed for the study and hypotheses are formulated. The cross-sectional dataset comes from a sample of 19 knowledge intensive firms (KIFs). This study has run an item parceling technique followed by Confirmatory Factor Analysis (CFA) on the latent constructs of the research model. Employees’ collaboration and their interpersonal trust can help to improve their knowledge sharing behaviour and knowledge capability within organisations. This study suggests that in future, by using a larger sample, better statistical insight is possible. The findings of this study are beneficial for scholars, policy makers and practitioners. The empirical results of this study are entirely based on employees’ perceptions and make a significant research contribution, given there is a dearth of empirical research focusing on the subcontinent.
Abstract: Generation Y individuals or Millennials are known for their unique views, work values and motivational needs which implies that, in order to attract and retain those individuals, activities in the area of career management should be given special attention by HRM managers. After a theoretical background on Millennials’ life and work attitudes, an empirical research on career preferences of Millennials in Croatia was described. Empirical research was conducted among 249 members of generation Y. The data analysis revealed that respondents generally perceive promotion opportunities as the most important career aspect; however, job security and work-life balance are almost as important. Furthermore, it was shown that Generation Y is not necessarily a homogenous group. More precisely, women assign greater importance than men to work-life balance and job security. Therefore, HRM managers should adapt career planning activities not only with respect to generational preferences, but individual characteristics as well.
Abstract: The concern for increased rigor in social management has led more and more Moroccan business leaders to question the value of applying social audit as an essential tool in the management of human resources. Hotel companies are not excluded; in fact, they are expected to implement such an audit to develop sound and credible human resources management (HRM) policies. The main objective of this paper is to establish the relationship between the practice of social audit as a tool, and its impact on the tourism sector, especially on hotels at one of the Morocco’s first and most popular city for tourism, Agadir. This exploratory study of properties in Agadir has revealed that hotel executives are aware of the importance of social auditing to hone their decisions in the field of HRM.
Abstract: The objective of this study was to examine the
relationship between transformational leadership and innovative work
behavior and to evaluate the mediating role of leader-member
exchange relationships (LMX) on the assumed relationship. This
study has focused on the suggestion that LMX might emerge through
transformational leadership behaviors and thus could mediate the
relationship between transformational leadership and innovative
behavior. A cross-sectional survey research has been conducted on
the relationship these leadership approaches and their impact on
organizational HRM-outcomes have been conducted on two
organizations operating in the technical sector in Istanbul-Turkey.
The results of the research have supported the hypotheses.
Transformational leadership was positively related to the innovative
behaviors and LMX emerged to mediate that relationship.
Abstract: In 2009, the new HRM policy was implemented in
Qatar for public sector organisations. The purpose of this research is
to examine how Qatar’s 2009 HRM policy was significant in
influencing employee retention in public organisations. The
conducted study utilised quantitative methodology to analyse the data
on employees’ perceptions of such HRM practices as Performance
Management, Rewards and Promotion, Training and Development
associated with the HRM policy in public organisations in
comparison to semi-private organisations. Employees of seven public
and semi-private organisations filled in the questionnaire based on
the 5-point Likert scale to present quantitative results. The data was
analysed with the correlation and multiple regression statistical
analyses. It was found that Performance Management had the
relationship with Employee Retention, and Rewards and Promotion
influenced Job Satisfaction in public organisations. Relationship
between Job Satisfaction and Employee Retention was also observed.
However, no significant differences were observed in the role of
HRM practices in public and semi-private organisations.
Abstract: The authors conducted a study for the sample size of
75 HR managers from an Indian IT company through systematic
sampling method. This study identifies that the female employees are
facing lesser conflict than the male employees against their managers
within the organization. There is a positive correlation between
gender and conflict management with the superior towards the work.
There is a significant variance between age and response towards
appraisal system, succession planning and employee engagement.
The education qualification plays a major role in determining the
compensation factor for the employees working in the organization.
The study determines the impact of demographic profile on strategic
HRM practices and its challenges faced by HR managers in IT firm,
India.
Abstract: HR is a department that enhances the power of
employee performance in regard with their services, and to make the
organization strategic objectives. The main concern of HR
department is to organize people, focus on policies and their system.
The empirical study shows the relationship between HRM (Human
Resource Management practices) and their Job Satisfaction. The
Hypothesis is testing on a sample of overall 320 employees of 5
different Pharmaceutical departments of different organizations in
Pakistan. The important thing as Relationship of Job satisfaction with
HR Practices, Impact on Job Satisfaction with HR Practices,
Participation of Staff of Different Departments, HR Practices effects
the Job satisfaction, Recruitment or Hiring and Selection effects the
Job satisfaction, Training and Development, Performance and
Appraisals, Compensation affects the Job satisfaction , and Industrial
Relationships affects the Job satisfaction. After finishing all data
analysis, the conclusion is that lots of Job related activities raise the
confidence of Job satisfaction of employees with their salary and
other benefits.
Abstract: This study compares the intensity of game load among
player positions and between the 1st and the 2nd half of the games.
Two guards, three forwards, and three centers (female basketball
players) participated in this study. The heart rate (HR) and its
development were monitored during two competitive games.
Statistically insignificant differences in the intensity of game load
were recorded between guards, forwards, and centers below and
above 85% of the maximal heart rate (HRmax) and in the mean HR as
% of HRmax (87.81±3.79%, 87.02±4.37%, and 88.76±3.54%,
respectively). Moreover, when the 1st and the 2nd half of the games
were compared in the mean HR (87.89±4.18% vs. 88.14±3.63% of
HRmax), no statistical significance was recorded. This information can
be useful for coaching staff, to manage and to precisely plan the
training process.
Abstract: Research Objectives: The roles and activities of
Human Resource Management (HRM) have changed a lot in the past
years. Driven by a changing environment and therefore new business
requirements, the scope of human resource (HR) activities has
widened. The extent to which these activities should focus on
strategic issues to support the long term success of a company has
been discussed in science for many years. As many economies of
Central and Eastern Europe (CEE) experienced a phase of transition
after the socialist era and are now recovering from the 2008 global
crisis it is needed to examine the current state of HR positioning.
Furthermore a trend in HR work developing from rather
administrative units to being strategic partners of management can be
noticed. This leads to the question of better understanding the
underlying competencies which are necessary to support
organisations. This topic was addressed by the international study
“HR Competencies in international comparison”. The quantitative
survey was conducted by the Institute for Human Resources &
Organisation of FHWien University of Applied Science of WKW (A)
in cooperation with partner universities in the countries Bosnia-
Herzegovina, Croatia, Serbia and Slovenia. Methodology: Using the
questionnaire developed by Dave Ulrich we tested whether the HR
Competency model can be used for Austria, Bosnia and Herzegovina,
Croatia, Serbia and Slovenia. After performing confirmatory and
exploratory factor analysis for the whole data set containing all five
countries we could clearly distinguish between four competencies. In
a further step our analysis focused on median and average
comparisons between the HR competency dimensions. Conclusion:
Our literature review, in alignment with other studies, shows a
relatively rapid pace of development of HR Roles and HR
Competencies in BCSS in the past decades. Comparing data from
BCSS and Austria we still can notice that regards strategic orientation
there is a lack in BCSS countries, thus competencies are not as
developed as in Austria. This leads us to the tentative conclusion that
HR has undergone a rapid change but is still in a State of Transition
from being a rather administrative unit to performing the role of a
strategic partner.
Abstract: Given the limited research on Small and Mediumsized
Enterprises’ (SMEs) contribution to Corporate Social
Responsibility (CSR) and even scarcer research on Swiss SMEs, this
paper helps to fill these gaps by enabling the identification of supranational
SME parameters. Thus, the paper investigates the current
state of SME practices in Switzerland and across 15 other countries.
Combining the degree to which SMEs demonstrate an explicit (or
business case) approach or see CSR as an implicit moral activity with
the assessment of their attributes for “variety of capitalism” defines
the framework of this comparative analysis. To outline Swiss small
business CSR patterns in particular, 40 SME owner-managers were
interviewed. A secondary data analysis of studies from different
countries laid groundwork for this comparative overview of small
business CSR. The paper identifies Swiss small business CSR as
driven by norms, values, and by the aspiration to contribute to
society, thus, as an implicit part of the day-to-day business. Similar to
most Central European, Mediterranean, Nordic, and Asian countries,
explicit CSR is still very rare in Swiss SMEs. Astonishingly, also
British and American SMEs follow this pattern in spite of their strong
and distinctly liberal market economies. Though other findings show
that nationality matters this research concludes that SME culture and
an informal CSR agenda are strongly formative and superseding even
forces of market economies, nationally cultural patterns, and
language. Hence, classifications of countries by their market system,
as found in the comparative capitalism literature, do not match the
CSR practices in SMEs as they do not mirror the peculiarities of their
business. This raises questions on the universality and
generalisability of unmediated, explicit management concepts,
especially in the context of small firms.
Abstract: Rapid growth of Information Technologies (IT) has
had huge influence on enterprises, and it has contributed to its
promotion and increasingly extensive use in enterprises. Information
Technologies have to a large extent determined the processes taking
place in an enterprise; what is more, IT development has brought the
need to adopt a brand new approach to human resources management
in an enterprise. The use of IT in human resource management
(HRM) is of high importance due to the growing role of information
and information technologies. The aim of this paper is to evaluate the
use of information technologies in human resources management in
enterprises. These practices will be presented in the following areas:
recruitment and selection, development and training, employee
assessment, motivation, talent management, personnel service.
Results of conducted survey show diversity of solutions applied in
particular areas of human resource management. In the future, further
development in this area should be expected, as well as integration of
individual HRM areas, growing mobile-enabled HR processes and
their transfer into the cloud. Presented IT solutions applied in HRM
are highly innovative, which is of great significance due to their
possible implementation in other enterprises.
Abstract: The emerging markets of post-USSR countries have
attracted Western multinational companies; however, weak
institutions and unstable host country environments have hindered the
implementation of successful management practices. The Ukrainian
market, in light of recent events, is particularly interesting to study
for its compatibility with Western businesses. This paper focuses on
factors that can facilitate or inhibit the transfer of human resource
management practices from Western headquarters to Ukrainian
subsidiaries. To explain the national context’s effects better, a
business systems approach has been applied to a qualitative study of
16 wholly owned Western subsidiaries, dissecting the reasons for a
weak integration of Western practices in Ukraine. Results show that
underdeveloped institutions have forced companies to develop
additional practices that compensate for national weaknesses, as well
as to adjust to a constantly changing environment. Flexibility and
local responsiveness were observed as vital for success in Ukraine.
Abstract: Living today in turbulent business environment forces
companies to distinguish from each other, securing sustainable
competitive growth and competitive advantage. The best possible
solution is to invest (effort and financial resources) within
companies’ different practices of human resource management
(HRM), more specifically in employees’ knowledge, skills and
abilities. Applying this approach companies will create enviable level
of human capital securing its economic growth. Employees become
human capital for their employers at the moment when they
contribute with their own knowledge and abilities in creating material
and non-material value of the company. The main aim of this
research is to explore the relations between human capital
investments and business excellence of Croatian companies.
Furthermore, the differences in the level of human capital
investments with regard to several companies’ characteristics (e.g.
size of the company, ownership and type of the industry) are
investigated.
Abstract: The purpose of this study is to examine the possible
link between employee and customer satisfaction. The service
provided by employees, help to build a good relationship with
customers and can help at increasing their loyalty. Published data for
job satisfaction and indicators of customer services of banks were
gathered from relevant published works which included data from
five different countries. The scores of customers and employees
satisfaction of the different published works were transformed and
normalized to the scale of 1 to 100. The data were analyzed and a
regression analysis of the two parameters was used to describe the
link between employee’s satisfaction and customer’s satisfaction.
Assuming that employee satisfaction has a significant influence on
customer’s service and the resulting customer satisfaction, the
reviewed data indicate that employee’s satisfaction contributes
significantly on the level of customer satisfaction in the Banking
sector. There was a significant correlation between the two
parameters (Pearson correlation R2=0.52 P
Abstract: The purpose of this paper is to evaluate the positive
impact of SHRM practices and transformational leadership style on
employees job satisfaction and to develop a conceptual understanding
of the moderating role of transformational leadership between the
relationship of SHRM practices and employees job satisfaction. This
study focuses on four SHRM practices that have positive relationship
with employee’s job satisfaction.
Abstract: The purpose of the present work is to review some
data for the management challenges that the aquaculture industry in
Greece is currently facing. The results indicate that Greek
aquaculture fish farms apply Human Resources Management (HRM)
practices which can increase motivation, commitment and job
satisfaction of their personnel. In turn, these practices can increase
the productivity of the business. The Greek fish farms appear to
invest in research and technological innovation with a good record in
research activities and the generation of patents. Interestingly, the
results of the present work were carried out during the period of the
recent economic crisis in Greece. Several sectors of the Greek
economy were severely affected by the financial problems of the
Greek government and the Greek banks. Under the adverse
economical conditions created by the Greek economic crisis, even the
Greek aquaculture industry, which historically is considered as a
thriving national exporting business sector, experienced harsh
economic and market conditions. As a result of the global, European
and national economic crisis, consumption of fish dropped while
companies had to hold most of their stocked fish in order to regulated
the flow to the market and the price. This occurred at a time where
Banks in Greece had their own financial crisis – banking crisis -
which resulted in limited access to lending for the all business sectors
of the national economy including the Greek aquaculture industry. In
spite of these economic conditions, the Greek aquaculture industry,
after a series of mergers and acquisitions, has now stabilized
production and exhibits very good prospects for future growth.
Evidently, the firms had to cut salaries and on some occasions even
pay their staff in arrears. Nevertheless, the results presented in this
paper indicate that during the economic crisis, the surveyed fish
farms maintained their HRM practices, investing in their human
capital and technological input. In fact, human capital and
technological input are the ticket for future success of companies in
any business sector.
Abstract: Caused by shorter product life cycles and higher
product variety the importance of production ramp ups is increasing.
Even though companies are aware of that fact, up to 40% of the ramp
up projects still miss technical and economical requirements. The
success of a ramp up depends on the planning of human factors,
organizational aspects and technological solutions. Since only partly
considered in scientific literature, this paper lays its focus on the
human factor during production ramp up. There are only incoherent
methods which address the problems in this area. A systematic and
holistic method to improve the capabilities of the employees during
ramp up is missing. The Harada Method is a relatively young
approach for developing highly-skilled workers. It consists of
different worksheets which help employees to set guidelines and
reach overall objectives. This approach is going to be transferred into
a tool for ramp up management.