The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

Gile, Philipos Petros

doi:10.4081/wpph.2013.6756

Cited by 2 publications

(1 citation statement)

References 29 publications

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“…HRM is essentially about matching human resources to the organization's strategic and operational needs and ensuring the full utilization of the employees (Jiang, Takeuchi, & Lepak, 2013). Most of the studies in investigating the HRM effect towards employee performance focused in manufacturing industry (Ikem, 2019), hospitality (Aboyassin & Sultan, 2017), health care (Gile, 2013), retail industry (Imna & Hassan, 2015) but studies on education industry are limited especially in private university (Amin, Khairuzzaman Wan Ismail, Zaleha Abdul Rasid, & Daverson Andrew Selemani, 2014). Networking is another strategy implemented by organization to improve the work performance of employees (Tauhed, Roziah Mohd.…”

Section: Introductionmentioning

confidence: 99%

Linking Human Resource Management Practices and Employee Performance through Networking Behavior: A Perspective from Malaysian Private University

Amin¹,

Mahmood²

2020

IJARBSS

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This paper aims to explore the relationship between human resource management practices and employee performance in Malaysian private university. This paper proposed networking behavior as mediator between HRM-employee performance linkages. To develop this conceptual model, the paper reviews previous literature on HRM, networking behavior and employee performance. This paper proposes a theoretical model of HRM-employee performance linkage with networking behavior as mediator that will better explain the relationships. It argues that HRM practices namely as recruitment and selection practices, and compensation and benefits practices may influence employee's networking behavior and their performance. At the same time, networking behavior would also affect employee performance. Each of these variables is explored and looking for possibility on the role of networking behavior as mediator. Two hundred and forty-two usable questionnaires are collected to empirically test the hypothesis using IBM SPSS Statistics 23 software and Smart Partial Least Square (SmartPLS) version 3. This paper concludes that recruitment and selection practices, and networking behaviour have significant relationship towards employee performance. Furthermore, networking behavior did not mediate the relationships between recruitment and selection practices, and compensation and benefits practices on employee performance. Therefore, these results should assist organization in providing insight towards managing employees of Malaysian private universities.

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Section: Introductionmentioning

confidence: 99%

Linking Human Resource Management Practices and Employee Performance through Networking Behavior: A Perspective from Malaysian Private University

Amin¹,

Mahmood²

2020

IJARBSS

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Impacts of human resources management strategies and practices on workers performance in construction industry: a review

Maliha,

Tayeh,

Abu Aisheh

2024

JCEM

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Human resource management (HRM) plays a vital role in the growth and sustainability of companies and in achieving company objectives, as HRM relates to the workers’ practices and their functional roles. The main objective of this paper is to identify the HRM strategies, practices and their impact on worker’s performance in the Architecture, Engineering, and Construction (AEC) Industry. The method which was used in this study was based on three stages. After the completion of the database and web engine search, the total number of sources found were 149. Next, the sources’ titles and abstracts were reviewed and those marked as relevant to the review were chosen to be retrieved and thoroughly reviewed. The sources were chosen based on the following inclusion criteria: (a) the sources implied in HRM strategies in the AEC industry, (b) the sources released between 2010 and 2023, (c) the online sources, and (d) the English-language sources. Also, the selected sources are reviewed to extract the factors using the content analysis method which is a thorough and systematic study of the contents of a specific body of material. In addition, content analysis is carried out to extract practices of HRM strategies and their impact on worker performance. This can be followed up and observed through the figures and tables that come later. As a final result, which concludes the outputs of the previous stages which results in a first-round total of 31 HRM strategies practice but in the second-round result of reaching 39 different sources from 149 related sources. After that, discussing the most popular between them based on the appearance of it in the sources which reviewed beside that, the impact of it on worker’s performance were viewed in the AEC industry. Based on that, it was found the following 5 categories of strategies: (1) Human Resources Planning; (2) Polarization and Recruitment; (3) Training and Development; (4) Human Resources Following-up; (5) Career Planning. At the same time the most popular practices are based on appearance in sources: In terms of Human Resources Planning Strategy, “The company’s management analyses the functions accurately”. In Polarization and Recruitment Strategy, “The company’s internal resources are the best to provide its human resource needs” and “Selection and recruitment policies are in line with the company’s current and future needs”. In Training and Development of Human Resources Strategy, “The company evaluates the results of development and training programs to achieve the purpose of feedback”. In Human Resources Following-up Strategy, “There is a fair incentive system in the company”. In Career Planning Strategy, “There is a clear description of the relationship of workers to each other”. Finally, human resource management strategies and practices are one of the major players in the AEC industry, which is evidenced by its impact on the performance of workers. First published online 22 October 2024

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The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

Abstract: Background: Even though management practices are recognized as important factors in

Cited by 2 publications

References 29 publications

Linking Human Resource Management Practices and Employee Performance through Networking Behavior: A Perspective from Malaysian Private University

Linking Human Resource Management Practices and Employee Performance through Networking Behavior: A Perspective from Malaysian Private University

Impacts of human resources management strategies and practices on workers performance in construction industry: a review

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