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    Proposal Assi 1

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    Saba Izhar
    This document contains summaries of 4 research papers related to human resource management practices. The first paper examines the impact of training, compensation, and employee participation on employee performance at Telekom Malaysia. The study found training and compensation had a significant relationship to performance, while employee participation had less impact. The second paper discusses performance appraisal systems and their implications for individual and organizational growth. It argues appraisal processes are often not systematic and lack objectivity. 360-degree feedback is suggested to improve appraisals. The third paper explores the impact of training and development on employee performance in Pakistani banks. It finds both training and development increase employee performance. The fourth paper studies industrial health and safety measures at H

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    Proposal Assi 1

    Uploaded by

    Saba Izhar
    34 views4 pages
    This document contains summaries of 4 research papers related to human resource management practices. The first paper examines the impact of training, compensation, and employee participation on employee performance at Telekom Malaysia. The study found training and compensation had a significant relationship to performance, while employee participation had less impact. The second paper discusses performance appraisal systems and their implications for individual and organizational growth. It argues appraisal processes are often not systematic and lack objectivity. 360-degree feedback is suggested to improve appraisals. The third paper explores the impact of training and development on employee performance in Pakistani banks. It finds both training and development increase employee performance. The fourth paper studies industrial health and safety measures at H

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    This document contains summaries of 4 research papers related to human resource management practices. The first paper examines the impact of training, compensation, and employee participation on employee performance at Telekom Malaysia. The study found training and compensation had a significant relationship to performance, while employee participation had less impact. The second paper discusses performance appraisal systems and their implications for individual and organizational growth. It argues appraisal processes are often not systematic and lack objectivity. 360-degree feedback is suggested to improve appraisals. The third paper explores the impact of training and development on employee performance in Pakistani banks. It finds both training and development increase employee performance. The fourth paper studies industrial health and safety measures at H

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    34 views4 pages

    Proposal Assi 1

    Uploaded by

    Saba Izhar
    This document contains summaries of 4 research papers related to human resource management practices. The first paper examines the impact of training, compensation, and employee participation on employee performance at Telekom Malaysia. The study found training and compensation had a significant relationship to performance, while employee participation had less impact. The second paper discusses performance appraisal systems and their implications for individual and organizational growth. It argues appraisal processes are often not systematic and lack objectivity. 360-degree feedback is suggested to improve appraisals. The third paper explores the impact of training and development on employee performance in Pakistani banks. It finds both training and development increase employee performance. The fourth paper studies industrial health and safety measures at H

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 4

    What is research?

    In the broadest sense of the word, research includes any formal gathering of data, information
    and facts for the advancement of knowledge.

    Research is "creative and systematic work undertaken to increase the stock of knowledge,
    including knowledge of humans, culture and society, and the use of this stock of knowledge
    to devise new applications."

    What is impact factor journal?


    The impact factor or journal impact factor of an academic journal is a scientometric index that
    reflects the yearly average number of citations that recent articles published in a given journal
    received.

    4 research papers regarding HRM:

    1:
    IMPACT OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES ON EMPLOYEE
    PERFORMANCE (A case of Telekom Malaysia)
    Vol. 2 (No.2), Nov, 2014
    Ananthalakshmi Mahadevan
    Lecturer
    SOABM, FTMS College, Malaysia
    FTMS College Malaysia
    [email protected]

    Abstract

    Studies on HRM practices at different levels have been an area of interest for researchers for
    several decades because of the expansion of the industries and innovative practices which enable
    an organization to retain and utilize the Human resource effectively. As the 21st century has seen
    a tremendous growth in the service sector especially the telecommunication industry where the
    service providers were growing it is crucial for the organizations to retain and care for their
    employees and to improve their competitive advantages. Hence this study was undertaken in a
    Malaysian telecom major to identify the impact of HR practices (Training, Compensation and
    employee participation) on employee performance. Samples were collected using questionnaire
    from 102 employees in order to test the hypothesis. Regression analysis was done using SPSS to
    find out the impact of independent variables on employee performance. It was found that there
    was a significant relationship and impact of training and compensation plans on employee
    performance whereas employee participation had less impact on employee performance.

    2:
    ‘Employee’s Performance Appraisal System and its Implication for Individual and
    Organizational Growth”

    ISSN: 2319-7471,
    Vol. 6 Issue 1, January-2017,
    Impact Factor: 1.544

    Abstract:
    Performance appraisal is a vital tool to measure the frameworks set by any organization to its
    employees. It is utilized to track individual contribution and performance against organizational
    goals and to identify individual strengths and opportunities for future improvements and assessed
    whether organizational goals are achieved or serves as basis for the company’s future planning
    and development. This study examined the status of the performance appraisal system and its
    implication for individual and organizational growth. Organizational performance and its
    resultant efficiency and effectiveness can only be achieved when individuals are continuously
    appraised and evaluated. The inability of organization to install an effective performance
    appraisal strategy has hindered them from achieving competitive advantage which they require
    more now than ever before. Appraisal processes are not systematic and regular and often
    characterized by personal influences occasioned by organizations preoccupation to use
    confidential appraisal system which hinders objectivity and fairness. Often organizations ignore
    management by objectives, critical incidents to personal prejudices. This is retrogressive as it
    affects the overall performance of the individual. 360 degrees appraisal method whereby
    superiors and the appraise their subordinates, subordinates appraise their superior and the
    appraisee appraise himself or herself and the average of all the appraisal taken to arrive at the
    final appraisal outcome should be now be considered by organizations. Also post appraisal
    counseling whereby the appraisal outcomes are analyzed to explain strengths and weaknesses
    and set agenda for better future performance. Organizations should stop giving less attention to
    the evaluation of their employees and recognize that organizational training needs can only be
    identified from performance appraisal outcomes.

    3:
    “The Impact of Training and Development on Employee Performance”
    e-ISSN: 2278-487X,
    p-ISSN: 2319-7668.
    Volume 20, Issue 7.
    Ver. IV(July. 2018), PP 20-23

    Abstract:
    The aim of this study was to explore the impact of training and development on employee
    performance. This study Conducted under the framework of banking sector of Pakistan. Study
    finding reveal development leads to better employee Performance, training and development
    both increase the employee performance. Organizations need to spend on training and
    development of its employees for sustainable long term competitive edge.

    4:

    “A Study on Industrial Health and Safety Measures in H & R Johnson India


    Pvt.Ltd at Thennangudi.”
    Volume 5,
    Issue 4,
    April 2015
    ISSN 2250-3153

    Abstract:

    The researcher carried out this study with the primary objective of “A study on industrial health
    and safety measures” in H & R Johnson India ltd, Thennangudi. The need and importance of the
    study highlighted the health and safety measures which imply to improve the performance of the
    employees.The research was conducted with the sample of 150, on the basis of dis- proportionate
    stratified random sampling. The primary data was collected by means of a structured
    questionnaire which is filled by the respondents.The collected data were analyzed for
    interpretation by simple percentage analysis and Weighted Average Method.The study also
    focuses what are the safety equipment is necessary and how it protect the employees from the
    accident at the work spot.This study is very useful for the organization & future to make use of it
    for their development.

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