Conceptual Design for Total Quality Human Resource Management System in Software Industry

Jain, Ankur; Gupta, Shruti

doi:10.2139/ssrn.2085061

Cited by 3 publications

(3 citation statements)

References 1 publication

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“…The digitalization, automation, and integration of HR functions and practices have a positive impact on an organization's performance and organizational effectiveness because e‐HRM plays a major role in organizational effectiveness in a multitude of ways, including the minimization of operational cost, building a high HR profile, system transparency, improvement in HR quality service delivery, and HR personnel becoming strategic partners for the achievement of organizational effectiveness. The following markers for successful HRM outcomes were highlighted by Jain & Gupta (2012): employee happiness, employee motivation, employee trust, employee commitment, and employee loyalty. These elements contribute to the effectiveness and efficiency of job completion.…”

Section: Resultsmentioning

confidence: 99%

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

William

Singh

2023

E J Info Sys Dev Countries

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This study aims to investigate the effect of the usage of e‐HRM on HRM system effectiveness and organizational effectiveness. The dearth of empirical studies in developing countries, especially in Ghana, warranted this study. The study adopts a quantitative cross‐sectional approach and uses descriptive and inferential research approaches. The targeted population was employees, HR professionals, and line managers at Tata Africa Holdings (Ghana) Limited, Alliance Motors (Ghana) Limited, and MTN Ghana Limited (N = 610). The sample size was determined using Cochran's (1977) sample size formula (n = 236). Data was collected using a structured questionnaire constructed in Likert‐scale style and self‐administered. The sampling technique was stratified random sampling. Data were analyzed using structural equation model‐partial least square (version 3.0). The results revealed that e‐HRM tools have statistical significance for policy‐level effectiveness, technical effectiveness, strategic effectiveness, and human resource management effectiveness. There is a positive relationship between policy‐level effectiveness and organizational effectiveness and between strategic‐level effectiveness and organizational effectiveness. However, there is a negative relationship between technical effectiveness and organizational effectiveness and between HRME and OE. It was recommended that management introduce e‐HRM technologies since they have a positive relationship between HRM effectiveness and organizational effectiveness.

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Section: Resultsmentioning

confidence: 99%

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

William

Singh

2023

E J Info Sys Dev Countries

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“…Agarwala (2003) advocates for transitioning HRM practices to meet organizational demands and link them with operational requirements. Jain & Gupta (2012) identify markers of successful HRM outcomes as employee happiness, motivation, trust, commitment, and loyalty, emphasizing the importance of fostering a positive work environment. Al-Hyasat (2006) examined the efficacy of HRMS (human resource planning, hiring, performance evaluation, and training) and their impact on business performance, finding a positive correlation.…”

Section: Effectiveness Of Human Resource Managementsmentioning

confidence: 99%

Evaluating the Effectiveness of Human Resource Management Strategies on Employee Contentment in Nigeria's Service Sector (Banking Industry)

Galadanchi,

Saulawa

2024

Int. J. Res. Granthaalayah

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The aim of this study is to assess the effectiveness of human resource management (HRM) practices on employee contentment in the service sectors, focusing particularly on the Nigerian banking industry. A questionnaire was designed and distributed to 540 individuals working in service sectors, with a specific emphasis on the banking sector in Nigeria. Of these, 406 responses were collected. Statistical analyses including regression analysis using the Statistical Package for Social Science (SPSS) and one-way ANOVA were employed to test the research hypotheses. The findings revealed that overall, HRM practices, including HR planning, staffing, training & development, and performance appraisal, demonstrated high levels of effectiveness. However, the efficacy of remuneration was deemed to be moderate. Employee contentment levels were found to be moderate as well. Importantly, a strong positive correlation was observed between the effectiveness of HRM practices and employee contentment. The report suggests that banks should enhance their financial compensation policies to improve employee morale and contentment. Additionally, it recommends conducting comparative studies between commercial banks and Islamic banks to gain further insights.

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“…From these explanations that TQHRM is one approach of human resource management that involve the concept of quality management that emphasizes human resource quality improvement process through the empowerment process with employee satisfaction output. (Jain and Gupta, 2012).…”

Section: Introductionmentioning

confidence: 99%

Model of Higher Education Performance Based on Total Quality Human Resource Management (Tqhrm) and Knowledge Strategy

Kusnendi

Askolani²,

Ciptagustia³

2018

J.Rev

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Universities are organizations with inputs and outputs in the form of human resources so that in achieving quality graduates required quality input. By improving the quality of lecturers and educational staff is a quick way to improve the quality of graduates. In addition, in the process of transformation, organizational support is needed through an organization-focused culture of knowledge. In this case, colleges are trying to optimize what they have to determine the right strategy. Based on our previous research results the commitment of human resources is the factor that most influence the performance of universities. One way that is used is to associate the concept of quality with human resource management as a system of human resource improvement, which is with total quality human resource management (TQHRM). This study aim to develop a performance model of higher education organizations based on TQHRM and Knowledge Strategy. This research use survey method. This research is done at the Universitas Pendidikan Indonesia (UPI) with the subject of research is all academic units consisting of graduates study program which amounts to 71 departments. Because this research develops a model which is more formative then more suitable to use Partial Least Square (SEM-PLS). The result finding in Universitas Pendidikan Indonesia, TQHRM and Knowledge Strategy does not affect the performance of the organization. In using the indicators of organizational performance using balance scorecard in higher education is required assumptions include (1) the clarity and alignment of key performance indicators and performance appraisal university courses, (2) high organizational commitment of his teachers.

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Conceptual Design for Total Quality Human Resource Management System in Software Industry

Cited by 3 publications

References 1 publication

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

Evaluating the Effectiveness of Human Resource Management Strategies on Employee Contentment in Nigeria's Service Sector (Banking Industry)

Model of Higher Education Performance Based on Total Quality Human Resource Management (Tqhrm) and Knowledge Strategy

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