HRM Practices and Employee Performance Order Instructions: Annotated Bibliography
The topic is “EFFECTS OF HRM PRACTICES ON EMPLOYEE PERFORMANCE”
Provide three additional references related to your 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.) Please, it is important that the writer use sources not older than 5 years, and please it is also important to include the DOI where necessary.
HRM Practices and Employee Performance Sample Answer
HRM Practices and Employee Performance
Mahmood, F., Iqbal, N., & Sahu, S. R. (2014). The impact of human resource management practices on employee performance in banking industry of Pakistan. Euro-Asian Journal of Economics and Finance, 2(1), 86-99.
Mahmood, Iqbal, and Sahu (2014) targeted the Pakistan banking industry when investigating the influence of HRM practices on the performance of employees. The researchers used a survey questionnaire to collect their data. They used open-ended questions so as to obtain relationships between different variables compare their respondents at the same time. The research involved a sample of 150 banking employees in Lahore. Data was analyzed using histograms, t-test, regression analysis, correlation, and scatter plots. The literature review for the research involved using journal articles to inform the study. Sources consulted were within a five-year-old time frame. The researchers concluded that there is significant correlation between HRM practices and the performance of employees in the studied area.
Ozolina-Ozola, I. (2014). The impact of human resource management practices on employee turnover. Procedia-Social Behavioral Sciences, 156(2014), 223-226. Doi. 10.1016/j.sbspro.2014.11.178
Ozolina-Ozola (2014) aimed at identifying HRM practices that influence employee turnover. The researcher applied expert survey and document analysis methods so as to accomplish the objective of the study. Both qualitative and quantitative techniques were applied in the study. Literature review for the research involved consulting scientific studies through academic libraries that specialized in HRM. The researcher grouped factors influencing employee turnover into job design, training and development, recruitment, involvement, communication, rewarding, planning, opportunities, and induction.
Khalid, M. M., Rehman, C. A., & Ilyas, M. (2014). HRM Practices and Employee Performance in Public Sector Organizations in Pakistan: An Empirical study. International Journal of Management Sciences and Business Research, 3(2), 68-78.
Khalid, Rehman, and Ilyas (2014) used the Pakistan public sector to investigate how various HRM practices in the country’s public sector influenced employee performance. The study involved a population sample of 120 managers in Lahore Pakistan. The investigators used a 27-item questionnaire to collect data from study respondents. They reviewed literature that addressed HRM practices such as planning, compensation, performance appraisal, as well as training and development. The investigators found that public sectors did not realize steady performance. According to the researchers, there were certain HRM practice complementarities that would enable public organizations to be steady in their performance.
HRM Practices and Employee Performance References
Khalid, M. M., Rehman, C. A., & Ilyas, M. (2014). HRM Practices and Employee Performance in Public Sector Organizations in Pakistan: An Empirical study. International Journal of Management Sciences and Business Research, 3(2), 68-78.
Mahmood, F., Iqbal, N., & Sahu, S. R. (2014). The impact of human resource management practices on employee performance in banking industry of Pakistan. Euro-Asian Journal of Economics and Finance, 2(1), 86-99.
Ozolina-Ozola, I. (2014). The impact of human resource management practices on employee turnover. Procedia-Social Behavioral Sciences, 156(2014), 223-226. Doi. 10.1016/j.sbspro.2014.11.178
