Managing Innovative Work Behavior: The Role of Human Resource Practices

Ma Prieto, I., & Pilar Pérez-Santana, M. (2014). Managing innovative work behavior: The role of human resource practices. Personnel Review, 43(2), 184-208. doi:10.1108/PR-11-2012-0199

The article is mainly based on the analysis of the ways by which human resources can be managed within the modern organizations. The role which is played by the high-involvement based human resources in innovative work process has been analysed in the journal. The support which is provided by the work environment has been an important part of the analysis which is made in the article. The methodology which is used for analysis is regression analysis. The hypotheses developed for the study is based on the sample of 198 Spanish organizations. The results are mainly based on the ways by which the ability and opportunity has been enhanced within the organizations. The findings have also been able to provide effective levels of directions based on future direction to the analysis. The study is able to provide an insight based on the highlights and results for the research which can be made based on the topic in the future. The previous researches which have been made on this field have provided importance to the employees. The employees are thereby considered major part of the innovation based process which is implemented within the organization. The relationship which is thereby developed between the innovation within the organization and human resource management based activities has been analysed in the article. The article is thereby able to provide me with effective levels of information based on the ways by which human resources management within the organizations can affect the innovation based behaviour.

Van Dierendonck, D., Lankester, A., Zmyslona, M., & Rothweiler, H. (2016). Linking HRM practices and institutional setting to collective turnover: An empirical exploration. Administrative Sciences, 6(4), 18. doi:10.3390/admsci6040018

The article is based on the analysis of human resource management based activities within the organization with the levels of turnover. The human resource management based practices which are followed within the organization and their effects on the turnover rates of the employees are analysed in the article. The data which has been used for the analysis are mainly based on the international sample based on 830 organizations which operate in 12 countries of the world. The different countries which have been considered for the analysis include, Netherlands, United Kingdom, Belgium, Switzerland, Brazil, China, Italy, France, Poland, South Africa, Germany and Spain. The article has introduced four types of human resource management based practices which include, communication, remunerative, well-being based practices and developmental. The results are thereby based on the collective turnover of employees within an organization. The article has been able to show that the remunerative HR practices are able to affect the turnover based levels of different organizations which operate in the industry. The study is able to increase the levels of knowledge based on relation between the turnover of the employees and the HR based practices as well. The empirical knowledge which has been gained based on effectiveness of HRM practices is a part of the analysis which is made in the article. I have learned from the study that the effectiveness of human resource practices plays a key role in the turnover rates of the employees. The organization is thereby able to maintain the turnover rates with the help of proper management of employees.

Linking HRM Practices and Institutional Setting to Collective Turnover: An Empirical Exploration

Diaz-Fernandez, M., Bornay-Barrachina, M., & Lopez-Cabrales, A. (2017). HRM practices and innovation performance: A panel-data approach. International Journal of Manpower, 38(3), 354-372. doi:10.1108/IJM-02-2015-0028

The main purpose of the article is to analyse the relationship which has been developed between the human resource management based practices and the innovation related performance of the organizations. The paper is focussed on existing patents and the extent up to which the variable has been favoured by the HRM practices. This is also based on the ways by which the patents can be assessed in order to explain the performance of the organizations. The methodology which is used for the analysis is related to the survey of Spanish organizations and the Industrial behaviour as well. The findings are also able to depict that the innovative organizations within the industry are highly competitive in nature. The security which is provided to the employees is able to affect the innovation based activities of the organizations. The two major objectives of HR based managers which have been depicted in the analysis are development of patents and the investments which can be made in the HRM practices. The article has been able to provide major insights based on the relationship of HRM practices and innovation based performance as well. The effect on innovation on the human resource management has been analysed in the article in detail. I have been able to learn that the human resource based practices are able to affect the innovation levels within the organization. I also received effective levels of information based on human resource management and its effects on the organizational operations.

Melnyk, S. A., Bititci, U., Platts, K., Tobias, J., & Andersen, B. (2014). Is performance measurement and management fit for the future?. Management Accounting Research, 25(2), 173-186.

The article is based on the analysis of performance management and performance measurement related activities which are performed within an organization. The analysis made in the article has depicted that performance management is sometimes able to provide effective support to the management of the organization. The changes which take place within the business based environment can affect the performance management in the organizations. The business strategy also has a major effect on the performance management process which is implemented within the organizations. The method which has been used for analysis in the article is the three phase Delphi approach. The role which is played by performance management has been discussed in the article in detail. The importance of performance management systems has been recognised and the modern organizations are able to provide maximum levels of importance to performance management. The performance management based process which has been used by the organizations are important. However, the changes which are experienced in the business environment have started reducing the importance of performance management based systems. The findings of the study are able to depict the relationship which has been developed between the performance management system and the strategies which are implemented. The output which has been provided in the study is related to the Performance Alignment based Matrix. I have been able to gain effective knowledge based on the ways by which performance management can affect the organizational operations. The effect of business environment on the performance management process is a part of the analysis which is made in the article.

HRM Practices and Innovation Performance: A Panel-Data Approach

Kendrick, M. I., Bartram, T., Cavanagh, J., & Burgess, J. (2017). Role of strategic human resource management in crisis management in australian greenfield hospital sites: A crisis management theory perspective. Australian Health Review: A Publication of the Australian Hospital Association, doi:10.1071/AH17160

This particular paper discusses strategic human resource management activities in the successful operation of the company. In this paper the authors have conducted examination on two different hospitals and used a comparative case study analysis. The understanding is based in the documents sourced from the pen access sites and public sites. The authors have used crisis management theory as the theoretical framework. Along with this, the open communication channels and proactive management have been used for examining the documents as the result of this examination, the crisis management theory of HRM has shown better result in the organizations. This paper has identified that the capabilities of the human resource management to consolidate operations having no negative media attention are the chief outcome found in this examination.

This paper has discussed the role of strategic human resource management focusing on the crisis management. This study has derailed the strategic workforce planning, recruitment and section, training, retention management, HR audits and more specifically the performance management for the successful operation of the human resource management practices in the healthcare industry. This paper adds the role of crisis management theory to be the most effective theory to be applied in every organization so that it can eminently add its presence in the business management activities. The findings or results of this particular study identify an essential link among the success of the organizations and implementation of CMT in the companies.

Cake, S. (2016). Worker movement as a union issue: An examination of collective bargaining agreements in the construction sector in Alberta, Canada. Canadian Journal of Sociology, 41(3), 327-348.

This study mainly focuses on the changing legal emphasis compliance and impact on Canadian workplaces. Therefore, this paper has detailed the situation created by the fluctuating expansion of oil sands development in northern Alberta, Canada. The changing legal situation has been seen from the collective bargaining agreements. The company has hired a huge number of mobile workers in sustaining in the highly competitive business structure. These employees are the residents of Regional Municipality of Wood Buffalo who are considered to be geographically mobile population. This author in this paper has used the social reproductive framework. This refers to emphasis on the structures as well as activities which can transmit social inequality from generation to generation. Through this study, the author has found two main findings. These include the collective agreements of these mobile workers who are treated as the different category of the workers and secondly the study has identified that there is simultaneous expansion of the workplace regulations including their divisions of the workplace from their home. These are the reason why the HRM process of the companies in this particular industry has bene affected by the growth of the country’s union regulated place contrasting the division of the workplaces from home challenges of the union revitalization effort. This paper has found that this aspect of the agreement has started to reaffirm the traditional gendered involvements of the mobility. From this paper it can be understood that changing legal emphasis can change the policies as well as strategies of the HRM of the companies in any part of the world.

Is Performance Measurement and Management Fit for the Future?

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

The effect of technology in this era of globalization has been spread in the human resource management department of the current business contexts. In this paper the authors have identified the aspects of profound impacts of the information technology of this time in the processes as well as practices of the HRM in the companies. This paper has examined the medical data of this subject and has found that most of the data have not covered the organizations with the new systems enabled for the reaching the goals of the human resources to attract, motivate and retain their employees in the companies. The HR departments of the organizations are getting affected by the emerging technologies but are note being able to utilize these technologies properly. This paper has thus discovered that there are numerous limitations related with the current systems. These limitations include the fact that these organizations incapable of incorporating technologies in the HR process mainly use one way of communication systems first, secondly these systems are quite passive as well as impersonal, thirdly, this system do not all for the interpersonal interactions and finally often create artificial distance among the individuals as well as their organizations. This is the reason why this paper argues for applying the new and advanced information technology for mediating the HR processes, mainly to increase relationships among the individuals and organizations, and subordinates and supervisors.

Beblavý, M., Mýtna Kureková, L., & Haita, C. (2016). The surprisingly exclusive nature of medium- and low-skilled jobs. Personnel Review, 45(2), 255-273. doi:10.1108/PR-12-2014-0276

This paper aims to learn more regarding the demands for competencies which is essentials for the revelation of the complicated relationship among the process of employee selection, recruitment, various strands of the education as well as training of the workers along with the labor market regulations in the market. In this paper, the author has considered the Content analysis and statistics of job advertisements methods to identify these types of issues. In designing labor market policies in the national level and life-long learning programs for integrating the low-skilled and unemployed, the perfect design of the human resources management practices is necessary. This research has found that the skills recruitment in the designing of HRM for low or medium skilled jobs need to be specific. Despite the fact that there are no perfectly detectable basic packages present in the designing of the HRM process but the need for the formal education is highly required. The HR practices mainly focus on the non-cognitive skills and specific cognitive skills for the recruitment. This paper has detailed the needs of the specificity of the skill requirements in the designing process of HRM in the companies across various types of sectors or the occupational groups. These differ vastly among the different types of differently skilled jobs which is linked with the interactive natures of jobs but not to qualifications and the experience required.

Role of Strategic Human Resource Management in Crisis Management in Australian Greenfield Hospital Sites: A Crisis Management Theory Perspective

Su, C., & Yang, T. (2015). Hoshin kanri planning process in human resource management: Recruitment in a high-tech firm. Total Quality Management & Business Excellence, 26(1-2), 140-156. doi:10.1080/14783363.2012.756743

The human resource planning in the global contexts an impact part for the successful operation of the firms. In this paper the authors have identified and discussed the success factors of the Hoshin Kanri planning process in human resource management especially in the recruitment process of the high-tech firms. In order to lay the strategies for the HRM practices for strategy planning as well as performance measurement in manufacturing sector, the Hoshin Kanri planning process has been widely used in the western companies as well as Japanese companies. This Hoshin Kanri planning process has proved to have a positive and successful factor in the HRM practices. This study has presented the envision, identify, diagnose, priorities, execute, and review (EIDPER) model to explore this particular subject. It is an extension of Hoshin Kanri planning process. This model effectively translates the human resource management strategies into some achievable actions in order to fulfil the organizational objectives. This particular approach has been successfully pragmatic in the Human Resource Management department of the selected company. this type of planning has effectively reduced the hiring costs of the company. In addition to this, the planning process has effectively helped the company top overcome barriers related to the HRM policies.

Osibanjo, A. O., Adeniji, A. A., Falola, H. O., & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences, (25), 65-84.

This journal highlights the employee turnover issue of Nigerian universities and assumption says it could be a consequence of poor quality of pay scale and compensation plan. This study has focuses on the role of such benefits in terms of influencing improvement of job performance and tendency to stick on to a single job. The survey was conducted at University of Ogun State, Nigeria where respondents were from both the academic and non-academic backgrounds. Based on 111 questions, the findings suggests strong linkage between compensation package and employee performance.

Hence, salary and benefits can be considered as one of the major motivation to continue with any organisation. Employees generally give up on any work when they are offered with better pay scale mostly. An employee will never leave his/her workplace if she/he feels salary is adequate as compared to workload. Therefore, this journal comes with the learning that management staffs must revise the compensation policies to provide satisfaction to employees if they want to take precautions for high level of voluntary turnover.

 I have learnt that compensation, salary, benefits are some of the aspects, which are valued in terms of employee satisfaction and retain. This, it must be considered as one of the major aspects of human resource management. Besides, role of reward and recognition, appreciation of good work are also counted in favour of employee retention policy.

Waxin, M. F., Lindsay, V., Belkhodja, O., & Zhao, F. (2018). Workforce localization in the UAE: recruitment and selection challenges and practices in private and public organizations. The Journal of Developing Areas, 52(4), 99-113.

In this article, the issue of workforce localization has become prominent as the native employees of Arab Gulf Region are counted under minority as compared to the expatriates. The challenges of recruitment and selection practices in this region is related to workforce localization theory. Further, a comparison has been presented between public and private sector keeping the central theme of practicing WL theory. The influence of ownership structure both the public and private sector on issues of WL has been identified by conducting this research on employees of multinational and local companies irrespective of industry. In order to collect the data total 11 companies have been selected and 14 interviews were semi-structured and physical.

Finding suggests that companies are trusting on expatriates and there are low level of local employment as multinationals fail to find relevant skills, expertise and educational qualification among the natives. Besides, their high demand of compensation is keeping them aloof from the jobs at MNCs. Expatriates come with varied skills and talents, which are required to operate global business. It can be suggested that in spite of marking the natives as ineffective if the management arrange for necessary training sessions relevant with the company criteria employment scenario will change across the Arab Gulf region. I have learnt that investment in human capital irrespective of industrial boundaries has always been profitable for organisations. The productivity and prosperity depends on HR efficiency. There is no greater business, which can contribute to both the sectors of individual and national economy.

Guan, Y., Zhou, W., Ye, L., Jiang, P., & Zhou, Y. (2015). Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behavior, 88, 230-237.

This paper intends to present theories of career construction and management as indicators of success and turnover rates among Chinese employees. Based on a survey among 654 employees of China, the findings suggests that the power of adapting a new career has a pivotal role to play in predicting the salary even after considering the effects of various demographic aspects and organisation based career management.  The result indicates both the theories of career management and adaptability are mutually connected with intentions of voluntary turnover in a negative way. At the same time, career adaptability shares a moderated relationship with both the job satisfaction and perceived organization based career management plans. In a nutshell, it suggests with the help of moderated mediation model an indirect impact of career management on turnover intentions can be found. It has been noticed; employees, who have higher level of career adaptation ability, are likely to achieve satisfaction in various job roles. These findings are further implied on research of employees’ success and intentions of turnovers.

Although, several evidences are available in terms of supporting the findings still as the nature of this research is correlative, hence no conclusion can be drawn from above mentioned perceived results. The opportunity of future research can be initiated by enhancing the boundary of collecting information and data. Using multiple sources and various perspectives better idea can be generated. I have learnt the nature of adaptation in various job role increases satisfaction and success. On the other hand, lack of adaptability generates turnover intentions even after joining the work at the best organisation.

References

Beblavý, M., Mýtna Kureková, L., & Haita, C. (2016). The surprisingly exclusive nature of medium- and low-skilled jobs. Personnel Review, 45(2), 255-273. doi:10.1108/PR-12-2014-0276

Cake, S. (2016). Worker movement as a union issue: An examination of collective bargaining agreements in the construction sector in Alberta, Canada. Canadian Journal of Sociology, 41(3), 327-348.

Diaz-Fernandez, M., Bornay-Barrachina, M., & Lopez-Cabrales, A. (2017). HRM practices and innovation performance: A panel-data approach. International Journal of Manpower, 38(3), 354-372. doi:10.1108/IJM-02-2015-0028

Guan, Y., Zhou, W., Ye, L., Jiang, P., & Zhou, Y. (2015). Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behavior, 88, 230-237.

Kendrick, M. I., Bartram, T., Cavanagh, J., & Burgess, J. (2017). Role of strategic human resource management in crisis management in australian greenfield hospital sites: A crisis management theory perspective. Australian Health Review: A Publication of the Australian Hospital Association, doi:10.1071/AH17160

Ma Prieto, I., & Pilar Pérez-Santana, M. (2014). Managing innovative work behavior: The role of human resource practices. Personnel Review, 43(2), 184-208. doi:10.1108/PR-11-2012-0199

Melnyk, S. A., Bititci, U., Platts, K., Tobias, J., & Andersen, B. (2014). Is performance measurement and management fit for the future?. Management Accounting Research, 25(2), 173-186.

Osibanjo, A. O., Adeniji, A. A., Falola, H. O., & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences, (25), 65-84.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Su, C., & Yang, T. (2015). Hoshin kanri planning process in human resource management: Recruitment in a high-tech firm. Total Quality Management & Business Excellence, 26(1-2), 140-156. doi:10.1080/14783363.2012.756743

Van Dierendonck, D., Lankester, A., Zmyslona, M., & Rothweiler, H. (2016). Linking HRM practices and institutional setting to collective turnover: An empirical exploration. Administrative Sciences, 6(4), 18. doi:10.3390/admsci6040018

Waxin, M. F., Lindsay, V., Belkhodja, O., & Zhao, F. (2018). Workforce localization in the UAE: recruitment and selection challenges and practices in private and public organizations. The Journal of Developing Areas, 52(4), 99-113.