Scribd Logo
Upload

Welcome to Scribd!

  • 129 views

    Case Study On HRM

    Uploaded by

    Prakash Koju
    This case study examines the relationship between human resource management (HRM) and organizational performance. It presents a model blending insights from various theories on how business strategies influence HRM policies, which impact HRM outcomes like employee skills, attitudes, and behaviors, thereby mediating the effect on organizational performance. The study tests this model through a survey of 600 Greek manufacturing organizations, finding support that HRM policies partially improve performance through HRM outcomes, and are moderated by business strategies. Key aspects of business strategies, HRM outcomes, and HRM policies that most influence organizational performance are identified.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd

    Case Study On HRM

    Uploaded by

    Prakash Koju
    129 views14 pages
    This case study examines the relationship between human resource management (HRM) and organizational performance. It presents a model blending insights from various theories on how business strategies influence HRM policies, which impact HRM outcomes like employee skills, attitudes, and behaviors, thereby mediating the effect on organizational performance. The study tests this model through a survey of 600 Greek manufacturing organizations, finding support that HRM policies partially improve performance through HRM outcomes, and are moderated by business strategies. Key aspects of business strategies, HRM outcomes, and HRM policies that most influence organizational performance are identified.

    Original Description:

    guidelines for case study

    Original Title

    Case Study on HRM

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This case study examines the relationship between human resource management (HRM) and organizational performance. It presents a model blending insights from various theories on how business strategies influence HRM policies, which impact HRM outcomes like employee skills, attitudes, and behaviors, thereby mediating the effect on organizational performance. The study tests this model through a survey of 600 Greek manufacturing organizations, finding support that HRM policies partially improve performance through HRM outcomes, and are moderated by business strategies. Key aspects of business strategies, HRM outcomes, and HRM policies that most influence organizational performance are identified.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    129 views14 pages

    Case Study On HRM

    Uploaded by

    Prakash Koju
    This case study examines the relationship between human resource management (HRM) and organizational performance. It presents a model blending insights from various theories on how business strategies influence HRM policies, which impact HRM outcomes like employee skills, attitudes, and behaviors, thereby mediating the effect on organizational performance. The study tests this model through a survey of 600 Greek manufacturing organizations, finding support that HRM policies partially improve performance through HRM outcomes, and are moderated by business strategies. Key aspects of business strategies, HRM outcomes, and HRM policies that most influence organizational performance are identified.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 14

    Case Study On Measuring the impact of HRM On Organizational performance

    By Alina Dahal Anish Man Singh Basnet Avisekh Kumar Acharya

    Introduction
    A number of significant steps have been done to identify the HRM-Performance relationship Eg: impact of HRM on organizational performance or HRM performance linkages models It is found that considering the intervening steps in HRM-performance relationships or variable mediating or moderating the end point variable is important

    Introduction
    Some influencing factors:
    performance in relation to contingent factors such as business strategies performance according to the human & social capital held by organization performance in relation to employees ability, motivation & opportunity to participation

    Introduction
    Efforts were also spent in preparing check lists HRM-outcomes categorized as employeeskills, behavior and attitudes were usually employed sets of mediating variables

    Operational Model & Hypothesis


    The proposed model: blending insights from the theories of contingency, resourced-based view & AMO into an overall theory of HRM It also hypothesizes that HRM-policies are influenced by business strategies Organizations set of HRM polices will be effective:
    If it is consistent with other business strategies suggesting that business strategies are followed by HRM policies in determining business performance

    Operational Model & Hypothesis


    Hypothesis:
    Business strategies influence HRM policies in determining business performance A relationship exists between HRM policies & HRM outcomes Improvements in HRM outcomes mediate the relationship between HRM policies and organizational performances A positive relationship exists between HRM policies & organizational performance

    Methodology
    Sample:
    Large questionnaire survey in 23 industries in Greece manufacturing sector Sample of 600 organizations was used from greece Sample was obtained by using stratified methodology 20% of appropriate 3000 organization were randomly chosen Questionnaire were developed in English and converter to Greek

    Methodology
    Measures:
    Organizational performance variables HRM policies HRM outcomes Business strategies Controls

    Methodology
    Statistical Analysis
    Methodologies of structural equation model or latent variable and maximum likelihood estimation model were used SMEs effectiveness is with analyzing mediating variables & including latent constructs MLE because tests of departure from normality, skewness and kurtosis for all variables were with in limits

    Results
    The Estimation path diagram for the proposed HRM- performance link framework is presented in the figure below. The box represents exogenous observed variables and circle represents related latent variables. The number assigned show the significant estimated standardized coefficients

    Conclusion
    HRM policies & organizational performance is partially mediated through HRM outcomes and HRM policies are moderated by business strategies HRM policies should be developed with respect to business strategies they follow

    Conclusion
    Quality innovation and cost may constitute in a descending order the important aspects of Business strategies Satisfaction, motivation, competence, cooperation may constitute in a descending order the important aspects of HRM outcomes

    Conclusion
    Organizational performance depends on HRM outcomes (skills, attitudes & behaviors) Participation, involvement, compentation, incentives, work desing etc may constitute in a decending order the important aspects of HRM strategies

    You might also like