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Organizational
Performance In
Strategic Resource
Management:
Problems and
Group Members: (Thursday 6-9
Prospect
Mohsin Imran - 14062
INTRODUCTION
The initial role of HR includes Hiring, firing, Payroll and other
practices related to management of employees in the firm.
HR have become an element in firm profit equation that
minimize cost & maximizes profit. And aligns task with firm
strategy.
Empirical Research linked HR practices like training,
selection, compensation and appraisal to firm financial
performance.
HR Researcher and practices have linked firm performance
with accounting and financial measures, time frames and
goal value.
Problem
How firm performance is defined and measured.
Because without a clear an consistent definition of
performance researcher are left to define the dependant
variable.
Purpose
To review the measures of firm performance used in SHRM
research
Provide recommendation for how the come expand and up
with a conceptual definition of
performance.
Broaden Measures to measure Organizational Performance.
Construct Validity
Construct is conceptual definition of a variable
Construct validity is the relationship between two variables and
ability to measure that construct. That is the extent to which the
conceptual definitions match the operational definitions.
HRM
HR
activities,
Policies
and
practices
Construct
validation
Organizatio
nal
performanc
e
Construct
validation
Indicators
of
Performan
ce
Measurement Of Organizational
Performance
4
possible
types
of
organizational performance.
measurement
for
1. HR
Outcome
(turnover,
absenteeism,
job
satisfaction)
2. Organizational Outcomes (productivity, quality,
services)
3. Financial
Accounting
Outcomes
(ROA,
profitability)
4. Capital Market outcomes (stock price, growth ,
returns)
Questions To Be Answered In
Research Depending On Passed
Published Studies
1. What kinds of measures are being used?
(Human resource, organizational, financial and market outcomes)
2. What level of analysis was used?
(3 level of analysis was coded as Firm, Business Unit and Plant)
Most preference was given to firm level of performance and least to
Business
level of performance
3. What source of information is taken?
(Survey, Company and Public data Base)
Most source of information was noted from public date base and
least from company itself.
4. What control variable is most often used in the research?
(Work Organization, HPWS, SHRM, Participation & motivation,
Training & Selecting and Compensation)
Fair distribution is controlled variables that have control on HR
performance.
Analysis was based on empirical results of 29 studies containing 80
distinct observation.
Organizational
goals
Consumer/
Product
Social/
Political
Stakeholder
Goals
Labor/
employees
Conclusion
More research is to be done in formulating a clear definition
of performance that incorporates the stakeholder markets
with respect to time, the PIM`s model will help in doing so.
Individual HR activities has to be determined in HRM that
play a major role organizational performance.
Future research should be developed in Macro HRM in all
types of Organization.