Crafting a Literature Review in Human Resource Management: A Complex Endeavor

A literature review is a crucial component of any academic work, especially in the field of Human
Resource Management (HRM). It serves as the foundation upon which research is built, providing a
comprehensive overview of existing knowledge, theories, and findings relevant to the chosen topic.
However, writing a literature review in HRM can be a daunting task, requiring a deep understanding
of the subject matter, meticulous research skills, and the ability to critically analyze and synthesize
information from a wide range of sources.

One of the primary challenges of writing a literature review in HRM is the vast amount of literature
available on the subject. HRM is a dynamic field that encompasses various disciplines, including
psychology, sociology, economics, and organizational behavior. As such, navigating through the
extensive body of literature to identify relevant studies, theories, and conceptual frameworks can be
overwhelming.

Moreover, synthesizing the findings of multiple studies and integrating them into a coherent
narrative requires careful planning and organization. Researchers must critically evaluate the quality
and reliability of the sources, identify gaps in the existing literature, and offer insights that contribute
to the advancement of knowledge in the field of HRM.

Furthermore, writing a literature review requires excellent writing skills to effectively communicate
complex ideas and concepts. Researchers must adhere to academic conventions and standards,
ensuring clarity, coherence, and precision in their writing. Additionally, they must cite sources
accurately and provide a clear rationale for the selection and inclusion of each study or theory in the
review.

Given the complexities involved in writing a literature review in HRM, many students and
researchers often seek assistance from professional writing services. ⇒ StudyHub.vip ⇔ offers
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In conclusion, writing a literature review in HRM is a complex endeavor that requires careful
planning, critical thinking, and excellent writing skills. ⇒ StudyHub.vip ⇔ offers professional
assistance to individuals seeking to overcome the challenges associated with literature review
writing, ensuring that their work stands out and makes a significant contribution to the field of
Human Resource Management.
While a right mix of these aspects could be extremely beneficial for a particular organization, others
would require to discover what works best for them. The study employed regression analysis of
ordinary least square coupled with correlation analysis. In order to enhance motivation and skill
levels of its workforce, organizations look forward to the expert skills to engage in activities
associated with training and development of human resource. It was found that there was a
significant relationship and impact of training and compensation plans on employee performance
whereas employee participation had less impact on employee performance. This level of integration
does not assure successful implementation of the strategic plan. Failure in these processes can hinder
organizational performance and profitability. SimpleHRM is an affordable, open source human
resource management solution for. This greatly helps in improving their performance which further
results in high throughput that guarantees overall profitability and betterment of the organization.
Unlike personnel management that was only considered the responsibility of the personnel
department, human resource management encompasses and involves managers from all divisions of
the organization. SHRM is all about aligning human resource employment and activities with the
overall organizational strategy for realization of its goals and objectives. Carpenter and Sanders
(2004) opined that the investment in TMT (Top Management Team) could be way for attracting and
retain talent for organization. HRM first emerged as a concept in the mid 1980's when American
researchers produced two models. Ironically, no significant association was found between
performance appraisal and corporate entrepreneurship. The contribution that HR may make towards
organizational success is gaining momentum. Behavioral perspective: It emphasizes on employees
behavior as the mediator between strategy and firm performance. Peoples or employee are
considered as business resources for an organization. The overriding purpose of the study is to
investigate the relationship between human resource management practices and corporate
entrepreneurship. Moving HR to a more critical role would also increase expectations for its
contribution (Baill, 1999). Additionally, the resource-based view of the firm claims that human
resources are the prominent enablers of competitive advantage. The coefficient of multiple
determination in the regression result revealed a robust result while the F-test indicated a value that
is significant at 5% level, thus concluded that a valid significant relationship subsist among the
variables in the model. Memory Fabric Forum Q1 Memory Fabric Forum: XConn CXL Switches for
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Landscape- 47Billion Data Analytics Company - 47Billion Inc. It is the argument of the authors that
HHRP models or health human resource planning models as they are commonly known are those
that approximate nursing requirements of the future on the basis of a wide range of factors that are
specific to the type of model that is being deployed for this purpose. The HRM system must be
attuned to the demands of business strategy. By using such a model, the decisions taken by the firm
with respect to human resource planning and management will be of a dynamic and flexible nature
with potential profit improvements being demonstrated via simulations on real or actual data. The
1980's and the 1990's have witnessed a great deal of emphasis being placed on a strategic
implementation of the HRM policies and practices all over the world. Through extensive research
and studies on human resources management, my objective is to become evidence-based HRM.
Dessler, (2008) outlined four strategic tools that could be used to enhances employees abilities and
proficiencies, such as employees satisfaction, loyalty, motivation and satisfactions. Due to its diverse
origins and many influences, HRM covers essential aspects of central concern in organisations such
as individual, practice, educational theory, social and organisational psychology, sociology, industrial
relations, and organisational theory (Soderlund and Bredin, 2005). This approach enhances the firm
to prioritise and target in-house or current employees (Russo et al., 1995; Analoui, 2007).
Organizational resources, which must be used effectively for successful business operation, include
(1) Technology and fixed assets used to manufacture a product or deliver a service (2) Financial
resources at its disposal and (3) the skills and talent of its human resource.
HR must be laid out in non-specialist terms to understand basic economic, social psychological and
legal forces that impinge on employment. The integration of characteristics of good governance with
possible approaches and practices of HRM leads to developing a model which underpins the
contribution of HRM to create and practice good governance in the organizations. One common
research finding is that job satisfaction is correlated with life satisfaction (Rain, et al, 1991).
Empirical result revealed that staff recruitment and selection coupled with training and development
practice exhibited significant impact on employee's performance while the impact of compensation
and reward practice is not significant. This study investigated the impact of human resources
management in enhancing the efficiency of employee. You can download the paper by clicking the
button above. The gliding competitive environment due to a globalized economy has lead to that
many employers are pursuing improved performance by improvement of commitment and
competence level of their employees. An organization gains competitive advantage by using its
people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives.
Internal recruitment can be fully considered when it is fair and transparent, since favouritism might
occur; while external channel of recruitment base on the contrary. The evolution of HRM can be
traced back to the 1960s in the USA. This led to a prescriptive model by Ulrich giving a US
perspective through Human Resource Champions-1997. Many companies fail to concentrate on this
and all they focus is on. The results indicated that recruitment and selection and compensation
significantly correlated with the employee performance in MSI. Unlocking the Cloud's True
Potential: Why Multitenancy Is The Key. This study aims to analyse three key indicators of
organisational management, which consist of staff recruitment and selection practice, training and
development practice and compensation and reward practice. It is the Harvard model, which has
exerted considerable influence over the theory and practice of HRM and strategic HRM.
Organizations should convey the clear vision for devolving people management activities to line.
Several methods can be adopted for this purpose such as on job training or formal HR education.
Various theories and models related to SHRM are discussed below: -. Report this Document
Download now Save Save Ukessays.com-Literature Review Recruitment and Sel. Many approaches
have contributed to management thinking during different periods and have influenced the
development of HRM (Price, 1997). To achieve the study objectives, the researcher developed and
distributed a questionnaire, and collected and analyzed the data using SPSS. This may lead to
organizational cynicism (Dean, at all) effecting the people management activities eventually. Balkin
and Swift (2006) suggest a more flexible approach toward the payment issue. The link between
business strategy and HR strategy goes on to identify the HRM policy choices, which will be needed
in order to evoke and maintain the requisite behavioral patterns. Download Free PDF View PDF
HRM and Performance: Achievements, Methodological Issues and Prospects Fatima Islam
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The contribution that HR may make towards organizational success is gaining momentum. In this
context, corporate entrepreneurship (CE) is defined as the organizational learning which is motivated
by creative thinking, collaboration, coordination and personal dedication.
For Later 0% 0% found this document useful, Mark this document as useful 0% 0% found this
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Page You are on page 1 of 7 Search inside document. The management of the university should
create a friendly and conducive working environment that will aid employee's performance and
ensure the provision of good welfare packages that will encourage and promote employees job
performance. There has been an increased tendency amongst organizations to adopt a standard HR
Model comprising a Corporate Centre, Shared Services, Business Partner and Center of Expertise
(SHRM Book, Chapter-6):-. In such a complex business environment, aligning Human Resource
Management with Strategic Management is easier said than done. The integration of characteristics
of good governance with possible approaches and practices of HRM leads to developing a model
which underpins the contribution of HRM to create and practice good governance in the
organizations. Employee Attrition Rate, MBA HR, Final Project Report. High performance
Management model: This approach aims to make an impact on the performance of the firm through
its people in the areas of productivity, quality, customer services, profit and the delivery of increased
shareholder value. Recent debate by many researchers have laid more emphasis about matching and
incorporating the HR-department with other strategic functioning departments within organisation
(Soderlund and Bredin, (2005); Analoui, (2007); Price, (2007). For Later 100% 100% found this
document useful, Mark this document as useful 0% 0% found this document not useful, Mark this
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Search inside document. High involvement management model: This approach involves treating
employees as partners in the enterprises whose interests are respected and whose interests are
respected and whose voice matter in decision- making. It is the argument of the authors that HHRP
models or health human resource planning models as they are commonly known are those that
approximate nursing requirements of the future on the basis of a wide range of factors that are
specific to the type of model that is being deployed for this purpose. Evans (1986) outlines four
strategic outcomes for HRM, each focusing on the different problematic facet of organization
environment relationship equity and human relations competitive performance, innovation and
flexibility and inter-unit integration. Solution designed to streamline human resources, plan, attract,
retain, develop, reward. This is crucial to win the confidence of line and to ensure the quality of HR
related work performed by the line. This indicated that every employee will have to face with a
logical decision in accordance to the present economical circumstance (Tannenbaum and Dupuree-
Bruno, 1994). In this paper, the issue of strategic human resources management is given a closer
overview by looking at the current social and political contexts of the concept. Business life cycle
stages model: The approach essentially seeks to link appropriate HR policies to different life cycle
stages from business start up, through early growth, maturity and eventually to business decline. This
provides direct HR input in the process of strategy formulation and implementation. The data was
analysed using structural equation modelling (SEM). The concept and practice of HRM and SHRM
have evolved out of the area of personnel administration (Mahoney and Deckop, 1986). The
methods that have been proposed are tractable in nature and are effective on real time data that have
been derived from an international consulting company. Personnel management includes tasks that
are conventionally more traditional and routine. Internal recruitment channels mainly involve the use
of intercommunication between other strategic areas of the organisation and the entire HR
department. The basic thesis of institutional approaches is that many structure, programmes and
practices in organizations attain legitimacy through social construction of reality. While a right mix of
these aspects could be extremely beneficial for a particular organization, others would require to
discover what works best for them. The linkage of HRM practices with competitive strategies is the
basis for the behavioral perspective. It is the Harvard model, which has exerted considerable
influence over the theory and practice of HRM and strategic HRM. To have a strategic input and act
as a business partner, HR should have enough knowledge of strategy, markets and economy (Ulrich,
1998). It seeks to enhance organizational performance, employee needs and societal well being.
However, researchers wanting to draw conclusions confront a significant obstacle, as corporate
entrepreneurship is not a one-dimensional concept.
It is against this backdrop that human resource management remains such an important issue for
both academic and professional discourse when discussing the growth of companies in the global
business market (Dawson 120). An organization gains competitive advantage by using its people
effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. They
emphasized a need for coherence, in HRM po9licies and the role of line managers. HRM was heavily
normative providing diagnosis and solutions from the beginning. It is further argued by the authors
that an urgent need exists of developing better understanding of idea of what may be termed as
sources of bias with regard to statistical modeling for the purpose of ensuring that researchers are
guided by robust and accurate formulae. Report this Document Download now Save Save
Ukessays.com-Literature Review Recruitment and Sel. Weiss and Cropanzano, (1996) inferred that
such immediacy and friendliness will cumulate the essential elements of job satisfaction (Weiss and
Cropanzano, 1996). The overriding purpose of the study is to investigate the relationship between
human resource management practices and corporate entrepreneurship. The soft approach included
human relations where people matter. High performance Management model: This approach aims to
make an impact on the performance of the firm through its people in the areas of productivity,
quality, customer services, profit and the delivery of increased shareholder value. Strategic HRM:
The field of HRM has under gone significant changes in scope, functions and activities over the
years, with the rise in professional maturity in the field; Personnel management has become HRM,
which in recent years has become strategic HRM. The first step is the setting of performance
objectives that are quantifiable, easy to measure and simple to communicate throughout the
organisation (Dransfield, 2000). Through extensive research and studies on human resources
management, my objective is to become evidence-based HRM. The hard model of HRM focuses on
the crucial importance of the close integration of HR policies, systems and activities with business
strategy on HR systems to achieve the strategic objectives of the organization. Engagement is
characterized by employees being committed to the organization, believing in what it stands for and
being prepared to go above and beyond what is expected of them to deliver outstanding service to
the customer. You can download the paper by clicking the button above. Findings showed that (1)
recruitment and selection, internal communication, and job satisfaction had a positive direct impact
on an employee’s job performance; (2) pays and benefits, performance appraisal, and internal
communication had a positive direct impact on job satisfaction; and (3) pays and benefits and
performance appraisal showed no direct impact on an employee’s job performance but had indirect
impact on an employee’s job performance through job satisfaction. Hence, it has no meaningful role
in strategy formulation or strategy implementation. It provides a framework for capturing emergence
of new HR Roles and strongly propose HR professionals to become champions of competitiveness to
deliver value or else get ready for extinction (Ulrich 1997). Thus, this study aims to understand the
importance of human resource management in a company. Line managers perceive this transfer of
activities as a measure to cut cost. Today they have acquired an even more central role in building
sustainable competitive advantage for the corporations. The HRM practices of any organization are
an important source of competitive advantage because they can enhance a firm's competitive
advantage by creating both cost leadership and product differentiation. Most of the strategic models
typically lean towards rational planning assumptions in their conception of corporate strategy and HR
strategy. However, within a decade, significant changes in the nature of four personnel roles
suggested by Storey started emerging. Q1 Memory Fabric Forum: XConn CXL Switches for AI Q1
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PDF Journal of Management and Energy Business Exploring Human Resource Factors Based
Entrepreneurship rusman frendika Entrepreneurial opportunities arise when certain individuals have
insight into the value of resources that others do not have. As the human resource management
advocated the workforce as an integral source of competitive advantage, the strategic human
resource management provided an empirical foundation for that by exerting the organization’s
performance can be enhanced manifold when the human resource itself is aligned to its strategies for
the achievement of goals. Many approaches have contributed to management thinking during
different periods and have influenced the development of HRM (Price, 1997).
Therefore, the HR managers must implement developmental policies to assure that their human
workforce is appropriately rewarded, compensated and encouraged. Most of the strategic models
typically lean towards rational planning assumptions in their conception of corporate strategy and
HR strategy. Recruitment and selection are important for hiring qualified candidates that fit an
organization's needs and culture. More so, the required training should be provided to enhance
optimum performance of staff. Business life cycle stages model: The approach essentially seeks to
link appropriate HR policies to different life cycle stages from business start up, through early
growth, maturity and eventually to business decline. Armstrong (2000) came up with a model for
developing HR strategic process. Miles and Snow (1994) felt that the overall HR system ensures
integration between HR policies and processes. This is crucial to win the confidence of line and to
ensure the quality of HR related work performed by the line. Under these challenging circumstances
surrounding the transformation of HR practices into SHRM, a number of studies have been
undertaken to understand its true essence. In addition, a 5-point Likert scale formed part of the
research instrument used to investigate the phenomenon. The study applied descriptive research
design and only secondary sources have been used to collect the data from the research articles and
found a positive relationship between HRM practices and employee performance. Personnel
management includes tasks that are conventionally more traditional and routine. In this model, the
various HRM practices can be combined into three types of control systems: behavioral control,
output control and input control. The first step is the setting of performance objectives that are
quantifiable, easy to measure and simple to communicate throughout the organisation (Dransfield,
2000). HR must be laid out in non-specialist terms to understand basic economic, social
psychological and legal forces that impinge on employment. We use cookies to create the best
experience for you. Different authors have suggested the positive relationship, size and the
implementation of innovative ideas in human resource practice as a result to economic of scale
(Baldridge and Brunham, (1975) and Moch and Morse, (1977). Devolution would also have a
positive effect on HR construed image and help to enhance their effectiveness (Baruch, 1997; Tsui,
1987). Some tips how to write good academic major aspects of Norse mythology, study the main. It
was found that there was a significant relationship and impact of training and compensation plans on
employee performance whereas employee participation had less impact on employee performance.
This study investigated the impact of human resources management in enhancing the efficiency of
employee. Apr 01, goddesses, and read problem of war, edith hamilton's mythology essay. Guest
(1987) has termed the Harvard model as an implicit theory. Internal recruitment channels mainly
involve the use of intercommunication between other strategic areas of the organisation and the
entire HR department. Configurational approach: It is guided by holistic principle of enquiry and
explicitly adopts the system for achieving organizational goals. In order to carry out the study,
decisions with regard to human resource planning at various firms have been examined by the
researchers, specifically at firms that are engaged in the buying and selling of contract-based
consulting projects. The model also indicates that the firms' performance itself gives rise to a change
in HRM practices (Paauwe 1996). He continues to stress that such perception about training implies
that organisation should embark on a cost reduction strategies and focuses on in-house or on-job-
training (OJT). Furthermore, in terms of motivation human resource management recognized work
groups, effective work practices and job creativity as important determinants. It left to the HRM to
design systems and or programmes for execution of the strategic plan.