Effects of HRM Practice on Employee Performance Order Instructions: The writer cannot just writer 3 lines, it must be a full paragraph of the annotated bibliography.

The articles cannot also be more than 5 years old, the must also not be books but peer review articles within 5 years. It is critical that the writer follows the format of completing an Annotated Bibliography to complete this paper.
Annotated Bibliography
The topic is “EFFECTS OF HRM PRACTICES ON EMPLOYEE PERFORMANCE”
The writer will Provide three pear review articles for the references related to the Doctoral Study topic in annotated bibliography format and synthesize these three references into a component of the doctoral study rubric (ex. Nature of study, literature review, etc.).
Grammar and sentence structure is critical as the writer complete this paper. He must take time to read carefully before sending the paper over.

Effects of HRM Practice on Employee Performance Sample Answer

Mahadevan, A., & Mohamed, F. A. (2014). Impact of Human Resource Management (HRM) Practices on Employee Performance. International Journal of Accounting and Business Management, 2(2), 15-25. Retrieved from: http://www.ftms.edu.my/journals/images/Document/IJABM/October%202014/Mahadevan%20and%20Mohamed%20(2014).%20Impact%20of%20Human%20Resource%20Management%20(HRM)%20Practices%20on%20Employee%20Performance.pdf

Best human performance goes beyond the boundaries of the welfare of the employees. In fact, Mahadevan et al (2014) explore the underlying relationship between training and development practices and employee performance. At the 95% level of significance, they were confident that there exists a significant association between these variables. In support, the researcher performed different statistical tests like ANOVA and regression modeling, and the results were the same. For this reason, these scholars inferred that there was an underlying coherent relationship between HRM and employees’ performance. I strongly agree with this finding because the staff morale is highly correlated to the relationship they have with the management in the workplace.

Mostafa, A. M. S., & Gould-Williams, J. S. (2014). Testing the mediation effect of person-organization fit on the relationship between high-performance HR practices and employee outcomes in the Egyptian public sector. The International Journal of Human Resource Management, 25(2), 276-292.Retrieved from: http://www.tandfonline.com/doi/abs/10.1080/09585192.2013.826917

Although previous research studies indicate a positive relationship between HR practices and employee performance, further investigation is required (Mostafa et al. 2014). In light of this, these scholars initiate a step ahead and examine job satisfaction and organizational citizenship behaviors (OCBs) among other factors. In an indispensable and impeccable way, the scientists developed a mediated model and it was tested using the structural equation model. Interestingly, the study established that there exists a significant relationship between high-performance HR practices and job satisfaction. It goes without saying; job satisfaction is one of the most important factors that often lead to improved employees attitudes and behavior, which consequently results in higher staff performance.

Theriou, G., N .,& Chatzoglou, P. (2014). The impact of best HRM practices on performance – identifying enabling factors. Employee Relations, 36(5), 535. Retrieved from http://search.proquest.com/docview/1650553593?accountid=45049

In a unique way, Theriou et al (2014) empirically analyze the underlying relationship between the HRM practices with different factors such as Knowledge Management (KM), the impact on organizational performance as well as learning and organizational capabilities. The scholar states that the best HRM practices are imperative in an institution since they can help in performing a task in an integrated manner to meet sustainable competitive advantage and performance. However, there is still much to be done in the field of human resource management with regards to performance to test their causal relationship. I strongly agree with these scholars’ findings that any organization pursuing Best Human Resource Management has great potential in achieving higher performance when factors such as Knowledge Management and organizational learning capabilities interact with each other.

Effects of HRM Practice on Employee Performance References

Theriou, G., N.,& Chatzoglou, P. (2014). The impact of best HRM practices on performance – identifying enabling factors. Employee Relations, 36(5), 535. Retrieved from http://search.proquest.com/docview/1650553593?accountid=45049

Type of paper	Academic level	Subject area

Number of pages	Paper urgency	Cost per page:
		Total: