An exploratory study of HRM roles and competencies in Vietnam, India and Malaysia

Prikshat, Verma; Salleh, Noor Maya; Nankervis, Alan

doi:10.1016/b978-0-08-100643-6.00006-3

Cited by 3 publications

(3 citation statements)

References 48 publications

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“…The representative sample of recent published studies (Choi et al 2011;Yusliza et al, 2012;De Guzman et al, 2011;Yusliza, 2010;Prikshat et al, 2016Prikshat et al, , 2018 in Asian countries shows that the adopted Ulrich (1997) HR role model (Table 1) is relevant and can be adapted into the Asian strategic HRM context. Figure 2 below illustrates the research framework applied in this study:…”

Section: Role Theory and Hr Rolesmentioning

confidence: 99%

“…Based on the available knowledge, the following gaps remain in the current literature. First, previous empirical studies have examined HR roles in relationship to organisational commitment (Bhatnagar, 2007;Shipton, Sanders, Atkinson, & Frenkel, 2016), psychological empowerment (Bhatnagar, 2007), organisational learning capability, (Bhatnagar, 2007;Bhatnagar & Sharma, 2005), empowerment of line managers in HR activities (Yusliza & Hazman, 2008;Yusliza et al, 2012), HRM effectiveness (Yusliza, Hazman, & Aniah, 2010), internal consultation skill and linkage (Choi et al, 2011), competencies of HR managers (Kohont & Brewster, 2014;Prikshat, Kumar, Nankervis, & Khan, 2018;Prikshat, Salleh, & Nankervis, 2016), organisational competitiveness (Yau & Han, 2010), globalisation and culture for HRM (Friedman, 2007), and research links with Ulrich's (1997) HR role typologies (Welch & Welch, 2012). Second, Gilbert et al (2011b) investigated the impact of HR devolution characteristics, and personal characteristics of front-managers on the perceptions of front-line managers of HR role stressors.…”

Section: Introductionmentioning

confidence: 99%

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HR Line Manager’s Reflections on HRM Effectiveness through HR Roles and Role Stressors

Yusliza

Choo

Jayaraman

et al. 2019

South East European Journal of Economics and Business

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The objective of this research is to examine the relationship between HR roles and HR role stressors in determining the effectiveness of HRM. Specifically, the purpose of the study is to examine the link between 1) the HR roles (administrative expert, employee champion change agent, and strategic partner) and HR role stressors (role ambiguity and role overload), as well as HRM effectiveness (strategic HRM effectiveness and technical HRM effectiveness) and 2) HR role stressors and HRM effectiveness. A massive primary survey was conducted which involved 153 line managers from Malaysian manufacturing companies. The data were analyzed through structural equation modelling (SEM) via Smart PLS. The significant findings of the study revealed that the roles of the change agent and strategic partner influence perceived HR role ambiguity while the employee champion role influenced HR role overload and all dimension of HR roles influence all dimensions of strategic HRM effectiveness. Moreover, the employee champion role and strategic partner role influenced technical HRM effectiveness and HR overload influenced technical HRM effectiveness.

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Section: Role Theory and Hr Rolesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

HR Line Manager’s Reflections on HRM Effectiveness through HR Roles and Role Stressors

Yusliza

Choo

Jayaraman

et al. 2019

South East European Journal of Economics and Business

View full text Add to dashboard Cite

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“…HR professionals are now increasingly seen as partners in Indian organizations' growth strategies rather than just as administrators . However, in Vietnam, research shows that majority of enterprises changed their personnel functions to 'HR' without changes in their administrative focus or adoption of strategic roles (Warner, 2013;Nguyen, Teo, & Mylett, 2013); the HR departments' roles are argued to be underdeveloped compared to Western HRM models in Vietnam, India, and Malaysia (Prikshat, Salleh, & Nankervis, 2016), a claim that may be debated because effective management practices are in luenced by both contextual and situational factors (Bartram, 2011 cited in Onnis, 2019) and must not be based on Western models.…”

Section: Hrm Effectivenessmentioning

confidence: 99%

HR Roles in Addressing the Challenges of Industry 4.0: Indonesian Employees Cross-Industry Perceptions

Widiputra

Arquisola

2020

IJBS

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In light of rapid changes in technology known as Industry 4.0 (IN4.0), this study aims to examine how Indonesian employees perceive the HRM function is being implemented in their organizations using the Ulrich Multiple Roles of HR model, and whether they believe the HR roles are effective to address the challenges of IN4.0. Cross-industry data was collected from 160 respondents representing five priority industries: food and beverages, automotive, electronics, textiles, and chemicals. Through descriptive and factor analysis, results show that the HR function in Indonesia is still widely administrative in nature, and being an agent of change is the least performed HR role. In addition, the results indicated that the HR roles in Indonesia are changing towards a more strategic direction even though the change is slow. HR practitioners must heed the expectations of employees to ensure there are interventions that can be implemented to prepare human capital for IN4.0. This is the first type of research that examined how Indonesian employees perceive the HR roles in Indonesian industries are being performed, adding to the scant literature on HR roles in an Indonesian context, and addressing the need for relevant studies on the impact of IN4.0 and HR roles.

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Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan

Conrad,

Meyer-Ohle

2023

The International Journal of Human Resource Management

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An exploratory study of HRM roles and competencies in Vietnam, India and Malaysia

Cited by 3 publications

References 48 publications

HR Line Manager’s Reflections on HRM Effectiveness through HR Roles and Role Stressors

HR Line Manager’s Reflections on HRM Effectiveness through HR Roles and Role Stressors

HR Roles in Addressing the Challenges of Industry 4.0: Indonesian Employees Cross-Industry Perceptions

Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan

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