Juniper Publishers Annals of Social Sciences and Management studies

A nnals of Social Sciences & Management Studies-Juniper Publishers Introduction For a time, human resource management was almost firmly an administrative function, with the professionals focusing their attention on completing repetitive tasks and serving as personal consultants to employees. Until 1970s most of the Personnel departments were considered as a place which hire people and keep personnel tracking. Through those records, the companies were able to get information on newly hired employees to the organization, fired, promoted and transferred while producing reports on present and to some extent on the past. There is no depreciation of importance and effect of the human resources management at all. Recently, management of human resources and its needs are becoming the center of the attention of each individual employer in every organization. The orientation of company on human resources starts to be one of the key tasks of a strategic management and human resources play an ...

  Annals of Social Sciences & Management Studies-Juniper Publishers Introduction During the past few decades, the impact of strategic HRM (SHRM) practices on organizational performance [1,2], in both manufacturing and knowledge intensive firms, has gained extensive research attention. For example, high performance work systems (HPWS) including selective recruitment, extensive training and development programmes, competitive compensation and benefit packages, participation and information sharing, have been widely found to positively link to firm performance. These ‘intended’ HRM practices consist of the HRM policies and practices designed by the HR professionals in order to align with business strategy [3-5]. Recently, scholars argue that it is not enough to have these practices or policies in place rhetorically; only when these practices are implemented, mostly by line managers, can these practices create value for the organization [6]. This is when the ‘intended’ HRM practice...