...A Critique Evaluation of The Relationship Between Human Resource Practice and Firm Performance: An Empirical Assessment of Firms in Malaysia With the development of Economy around Malaysia develop fast, Malaysia found that many countries categorized as new power. In order to improve the economy in Malaysia like these countries, a research came out to analyze HRM in Malaysia( Osman et al.,2011). Osman et al.’s research aim to examine HR practices among firms in Malaysia by provide HRM history and current HR practices in Malaysia ,examine the trend of HRM practices among Malaysia firms and try to find out the relationship between HRM practices and firm performance in Malaysia. However, although the research is effective to help finding out the link between business and HRM, there are some limitations in this research. These limitation are identified in the definition of HRM, research design, result and result discussion. This paper will identify these limitations and analyze the disadvantages using in this research, then evaluate the limitations. The first limitation in this research is the definition of the HRM. As the research mentioned in the history of Malaysia and current HR practices in Malaysia, the author outlined the time when Malaysia organizations began to use human resource practices, how many HR practices were find, about 11,585,000 people were employed in 2009 and Malaysia suffered a 3% deficit in 2009 because of the world economic crisis( Osman et al.,2011)....
Words: 1059 - Pages: 5
...Ergonomics, human engineering or human factors engineering is the science of creating products or designing machines which maximize safety, comfort or efficiency of people who use them. People who work with ergonomics apply general principles of industrial engineering, psychology, anthropometrics, which is the science of human measurement, and even biomechanics to adapt certain designs of products or workplaces to peoples constitution, strengths and limitations. This science also takes into consideration peoples reactions and the amount of time they need to process a specific task or information received from their environment, as well as the capacity of dealing with certain psychological factors, mainly stress and isolation. Once a study about a certain group of peoples reactions to their environment has been made, people who design with ergonomics attempt to develop the best possible design for a system or product. Ergonomists view people and a the object or machine they will use as a sole unit, and the ergonomic approach to design blends the persons abilities with those of the machine. When designing one must take into account the several limitations of both the mechanical and the human factor involved in a certain workspace. Human beings need to rest or experience less stress when realizing a certain task or they will spend their energies quickly and begin making mistakes when working, they are also subject to illness, accidents and the need of rest. The...
Words: 1341 - Pages: 6
...530-005016: Public Personnel Management Define and discuss human resource, which is a vital part of the public personnel management system, indicating its significance, impact, and limitations with regard to its contribution to the American economy in particular and society, in general. The human resource department is among the most important departments in any corporation. Human Resources is defined as the department responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. Human Resources has evolved over the past twenty years. It used to be that these workers stayed behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Today’s Human Resource department goes way beyond small administrative tasks. They handle everything from the full recruiting process to employee motivation to performance appraisal to security concerns and disaster preparation to union relations, to the collective bargaining process and grievance management. A person working in HR must also know how to deal with employee discipline and the termination process. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions. The Human Resource department will continue to face limitations as time goes on. In order to remain vital to...
Words: 998 - Pages: 4
...on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. According to a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. Performance appraisal continues to be a subject of interest and importance to human resource specialists. For decades, performance appraisal has received considerable attention in the literature, from both researchers and practitioners alike. The latest mantra being followed by organizations across the world is "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards...
Words: 1044 - Pages: 5
...you write this report will determine whether or not you are short listed for Interview. In order to prepare the report you are to do the following: | Task 2 APrepare a list of the main physical and technological resources used by the organisation and what they are used for. Explain what each resource you have identified is used by your chosen business. | Task 2 B:Explain how good management of their human, physical and technological resources helps improve the performance of the business. You will have to research into the various ways in which each of these resources are managed and how those methods will help the business to improve their performance. | Task 2 C:Assume that you have been shortlisted for an interview. In preparation for the interview you have been asked to produce an information pack for small business owners, describing the various sources of finance available to them and the merits and limitations of each.To achieve this task, identify each source of finance and say what it is. Assess its suitability to a business by giving its benefits and limitations. | Task 2 D:Write the detailed report assessing the methods of managing resources – physical,...
Words: 382 - Pages: 2
...Organizations are intent on human recourses as a benefit to their firm so that it can help the organization achieve its competitive advantage. Changes in the environment such as widespread globalization, rapid technology and other such factors have led to organizations realizing the significance of controlling human resources in a firm. Since organizations have also become more dynamic and complex, the need to manage human resources has become more essential. In recent years, many individuals demanded for a more strategic approach to managing people in a firm, rather than the traditional methods, and thus the idea of strategic human resource management (SHRM) was adopted. Strategic human resource management is a branch of human resource management, and it can be defined as ‘ the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage.’ (Sinha, R 2007). This essay is going to focus on how strategic human resource management helps organizations achieve a sustained competitive advantage. Sustainable competitive advantage is the position a firm develops in relation to its competitors that are not duplicable an unsurpassable than its competitors. Recently scholars have come to the basis of HR skills and competences as sources of competitive advantage. Human resource practices as well as competitive strategies are based on the assumption...
Words: 2329 - Pages: 10
...ASSIGNMENT ON PERFORMANCE APPRAISAL SYSTEM MBA HRM ASSIGNMENT COMPARATIVE METHOD METHODS OF PERFORMANCE APPRAISAL Once the employees has been selected, trained and motivated, he is then apprised for his performance. Performance appraisal is the step where the management finds out how effective it has been hiring and placing employees. If any problem is identified, steps are taken to communicate with the employees and to remedy them. So “so a performance appraisal is a process of evaluating an employees performance of a job in terms of its requirement “ Several methods and techniques of appraisal are available for measurement of the performance of the employee. The methods and scales differ for obvious reason. First they differ in sources of traits and qualities to be apprised. The quality may differ because of difference in job requirements. Second they differ because of different kinds of workers who are being rated .third the variation may be caused by the degree of precision attempted in an evaluation. Finally they differ because of the method used to obtain weighting for various traits. The performance appraisal method is divided into three categories these are Trait-based method Behavioral method Comparative method Result oriented method The part concerned with me is the comparative methods There are so many methods which are include in comparative method but the most important and most popular are...
Words: 1278 - Pages: 6
...Psychological as a Human Factor“ Accidents are defined as unplanned occurrences which results in injuries, fatalities, loss of production or damage to property and assets. Preventing accidents is extremely difficult in the absence of an understanding of the causes of accidents. One cause of accidents is the Human factor (physical and mental capabilities). According to different persons Human Factor is a: • “the scientific study of the relationship between man and his working environment” (Murell, 1965) • “the study of how humans accomplish work-related tasks in the context of human-machine systems” (Meister, 1989) • “applied information about human behavior, abilities, limitations and other characteristics to the design of tools, machines, tasks, jobs and environments” (Sanders & McCormick, 1993) • Studying and enhancing the performance of sociotechnical systems Under human factor is the human error. Human Error is a generic term to encompass all those occasions in which a planned sequence of mental or physical activities fails to achieve its intended outcome, and when these failures cannot be attributed to the intervention of some chance agency. Human Factors (Physical and Mental) * Adverse Mental States * Loss of situational awareness * Complacency * Stress * Overconfidence * Task saturation * Alertness (drowsiness) * Get home-itis * Mental fatigue * Distraction * Physical/Mental Limitations * Visual limitations * Insufficient...
Words: 256 - Pages: 2
...participation, complicity and motivation to support the period of transition, requires some understanding of the basic factors and common methods used for employee motivation. Evidence suggests that improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily applied to the modernizing and...
Words: 1911 - Pages: 8
...approaches. 2. The Assumption of Economic Rationality Standard economic analysis assumes that people are rational maximizers of their own utility. This assumption consists of a cognitive element (“thin rationality”, the assumption that people’s preferences meet the requirements of completeness, dominance, invariance, etc.), and a motivational one (“thick rationality”, the assumption that ultimately people only care about their own utility). Students should analyze the fruitfulness and limitations of this assumption, as well as ways to overcome these limitations. 3. Theories of Human Motivation Overview about classical and new theories of human motivation, supplementing and/or challenging the idea of economic rationality as prime human motivation. 4. Economic Analysis and Commensurability Much of the attractiveness of economic analysis stems from the possibility of quantifying people’s preferences in monetary terms, which in turn facilitates the use of mathematical models to explain and predict human behavior, as well as to derive normative and policy implications. This raises the debate about the comparability and commensurability of values. 5. Economic Analysis of Law and the Endowment Effect There are competing explanations for the Endowment Effect and some economists actually doubt its existence. It is relevant for the Coase theorem as well as to other legal issues. There is some, but not much, overlap between this topic and the topic of default rules. 6. Economic...
Words: 981 - Pages: 4
...change on human resources. Since it is known that the higher level technologies tend to be more complex, which results in a requirement for a highly skilled workforce to maintain and sustain, the cost to hire and retain these experts is rising at a pace that is equal or faster than the technologies themselves. The required constant training costs to keep these human resources up to date with the existing and even emerging technologies can put a huge dent in the organizations bottom line. This level of expertise also makes these human resources become a demanded commodity by your competitors, which unless they are contractually bound to remain with your organization, could be a real reason to drastically interrupt your developments until a suitable replacement is acquired. Another effect is that with the attempt to keep pace with these fast paced technological changes, your skilled staff will require constant updated or replaced tools (computers, analytical software, and other financial driven requirements) to enable them to carry out their daily requirements. The positive side to investing in and retaining this level of human resources is that they can then be empowered to make decisions to improve production and other areas that will reduce the response time related to competitor’s threats. With a workforce that possesses this high level of skill sets, it is paramount that management is able to harness and fully utilize all of the capabilities of these skilled human resources...
Words: 1255 - Pages: 6
...With reference to a service organisation of your choice, critically evaluate how the following approaches to service marketing management – namely, process improvement, human aspects and managing resource capacity can potentially contribute to the success of a service organisation. Your evaluation of processes, human aspects and resource capacity should be critiqued with specific reference to purpose, application and limitations AND with regard to how the effective management of these areas might contribute to the success of the selected service organisation. Word count: 2726 (excluding appendix) Introduction This paper aims to evaluate the marketing management theories of process, human aspects and resource capacity, critiqued with specific reference to purpose, application and limitations, and with regard to how the effective management of these areas might contribute to the success of EasyJet. Then it will conclude with their contribution to the success and development of the organisation. Outline of EasyJet EasyJet is one of the most successful low cost airlines in Europe, and the UK’s largest airline, carrying over 55m passengers a year. Sir Stelios Haji-Ioannou founded it in 1995, with the vision of creating a customer focused brand that would revolutionise the concept of air travel. More than fifteen years on, EasyJet is Europe’s leading airline. (EasyJet plc. 2015) Process Improvement Purpose The purpose of process improvement is to apply theories...
Words: 3317 - Pages: 14
...meaningfulness and job satisfaction and the related impact it has on employee withdrawal decision process. Name: Angela Cheng Studentnumber: 6514392 Supervisor: Dr. ‘Alim Beveridge Nottingham University Ningbo 2014 1.0 INTRODUCTION ...................................................................................................................... 3 1.1 INTRODUCTION .......................................................................................................................................... 3 1.2 RESEARCH TOPIC ....................................................................................................................................... 3 1.3 PROJECT RATIONALE .................................................................................................................................... 3 1.4 RESEARCH QUESTIONS .................................................................................................................................. 4 1.5 RESEARCH PARTICIPANTS ............................................................................................................................ 4 2.0 LITERATURE REVIEW ........................................................................................................... 5 3.0 RESEARCH DESIGN ................................................................................................................ 6 3.1 DATA COLLECTION ..............................................................................
Words: 1635 - Pages: 7
...RESEARCH PROPOSAL TOPIC: THE EFFECTS OF TRAINING AND DEVELOPMENT ON THE PERFORMANCE OF KOFORIDUA POLYTECHNIC STAFF GEORGE ASANTE EDUAH (SB/DHR/13/0020) MBA HUMAN RESOURCE MANAGEMENT 1.1 Background of the Study The Workers or Employees working in or for an organization are now being considered as ‘human assets’ even though different terms like ‘staff’, ‘manpower’, ‘personnel’, etc. are still in currency. The emerging trend is to treat them as ‘human assets’ or ‘human resources’. The success of any organization depends on appropriate use of human assets available in the organization. All other assets could only be supplementary to human assets. Towards augmenting the human resources and to cope with changes – both internal and external, the organization has to concentrate necessarily on developing the ability, wisdom and skills of its workforce. Again employees are said to be the most valuable assets in an organization, and that an organization is only as good as its people. Only through them can organizations achieve their objectives. It is therefore important that employees possess the necessary skills, knowledge and abilities (SKAs) in order that organizations achieve their goals and remain competitive and successful. A formal approach for organizations to update employees’ acquisition of job-related SKAs is by training. From a human capital theory perspective, training is investment rather than consumption. Research claimed that training is an important...
Words: 2445 - Pages: 10
...A. Introduction Employee satisfaction has been defined as a function of perceived performance and expectations. It is a persons’ feeling of pleasure or disappointment resulting from comparing a products’ outcome to his/her expectations. If the performance falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies improvement in efficiency and performance doing work or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in. B. Research Problem Employees are the basis of every organization. Recruiting and retaining knowledgeable people for the job is essential for an employer. But it works only if employee satisfaction is considered more important because of it employees attracted and not leave the company. It is require studying the various factors to assess employee satisfaction level. C. Research Questions 1. What is the current employee satisfaction approached used 2. What is the perception of the consumers in terms of the employee satisfaction rates? 3. What do you think should be included in the Employee Satisfaction Index System that will serve as guidelines? 4. What are the ways that the management can do to effectively implement employee satisfaction index system? D. Research Objectives ...
Words: 819 - Pages: 4
