HRMT20024 T2 2019 Assessment 2 – Reviewing the Literature
Article 1
Full reference of the article: “Wang, P., Lawler, J., & Shi, K. (2011). Implementing family-friendly employment practices in the banking industry: Evidence from some African and Asian countries. Journal Of Occupational And Organizational Psychology, 84(3), 493-517. doi: 10.1348/096317910×525363 Retrieved from https://cqu-primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?docid=TN_gale_ofa267925774&context=PC&vid=61CQU&lang=en_US&search_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=sub,exact,%20Banking%20Industry%20%E2%80%93%20Human%20Resource%20Management%20,AND&mode=advanced”
Objective and research question: The purpose of this research is regarding identification the impact of the family-friendly policies on the organisational commitments in four developing countries. The family-friendly strategies include child-care benefits and work flexibility benefits. Therefore, the research question of this paper is “How will the implementation of family-friendly policies impact organisational behaviour in developing countries?”
Method: For this research, the data has been collected from 36 domestic banks that represent 59 branches of the respective banks. The questionnaire was distributed among the HR manager of the banks to collect the relevant data. After this, the participants were asked to participate in the study by measuring perceived work-family conflict and organisational commitment. This helped in gathering a good source of information for authors to research. To analyse the data, the mixed approach has been utilised by the author.
Findings and discussion: It is analysed that to what extent the employees believe that the company is supporting them through the family-friendly programmes. This is also found that they are more likely to be committed with the company and handle the work-family conflict on their own. From the results, this has been analysed that the companies that provide the family-friendly environment or programmes to the employees have acquired more trust of the employees. The employees also show the commitment towards the company and perform their job with more efficiency. It has also been analysed that the family-friendly programmes have a positive impact on the commitment of the employees and it also helps in reducing the work-family conflict. From the study, it is also analysed that the family-friendly programme like the child-care program has a positive relationship with the organisational commitment but it has a negative relation with the work-family conflict. This means that the effectiveness of the family-friendly programmes is only to some extent in which the employees are getting more profit or it is in favour of the employees. It is also found in the research that by providing the personal or family benefits to the employees in the family-friendly programme, the organisational commitment of the employees can be enhanced to extend level. From the results of the research, it is also analysed that the flexibility related programmes of the family-friendly approach are more effective in increasing
Conclusion: From this research, it is concluded that family-friendly programmes are effective in increasing the organisational commitment among the employees. If the flexibility related benefits are provided to the employees, then it also enhances the productivity and performance of the employees. It is necessary to include the national culture and social context to increase the effectiveness of the family-friendly programme approach.
How this article will contribute to my Essay 3: This article provides relevant information regarding the handling of the workforce in the organisation with a family-friendly programme approach. This information will help in developing the essay with relevant information. Along with this, there are various family-friendly programme approaches are discussed in the paper that can help in developing the essay 3 in a better way.
Article 2
Full reference of the article: “Ozkan, N., Cakan, S., & Kayacan, M. (2017). Intellectual capital and financial performance: A study of the Turkish Banking Sector. Borsa Istanbul Review, 17(3), 190-198. doi: 10.1016/j.bir.2016.03.001”
Objective and research question: Identifying the correlation between intellectual capital performance and financial performance of the company. Another purpose is to identify how intellectual capital helps the company to gain a competitive advantage in the market and enhance financial performance. There are various literature have been reviewed as the objective to gain an understanding of the relationship between these two variables. The research question of this article is “What is the relationship between financial performance of the company and intellectual capital performance?”
Method: The data is collected from the statistical report of 44 banks in Turkey. Some of the data is collected from the Banks Association of Turkey’s website in which the data of every bank is available. To analyse the data, value-added intellectual coefficient (VAIC) is utilised. This helps in measuring the intellectual capital performance of banks.
Findings and discussion: The results show that the intellectual capital of banks in Turkish are generally exaggerated by human capital efficiency coefficient. Besides this, the competition factor, CEE (Capital Employed Efficiency) and the structural capital efficiency factor (SCE) are less convincing to act as a stimulus in the financial area as opposed to HCE. The results of the regression show that both CEE and HCE have a constructive impact on the application of money-related banks. On the other hand, unlike desire, CEE has a greater impact on budget exposure than HCE. In this way, banks working on the Turkish financial side should use their physical and monetary capital in case they want to achieve a higher level of profit. SCE does not significantly affect the implementation of money-related banks. From the results of the article, it is analysed that in some of the Turkish banks, the efficiency of the employees is not as per the competitive factors because of the improper environment in the banks and other reasons. Due to this, there is not a good level of intellectual property in the banks. It is necessary for the HRM in the banks to enhance the intellectual property in the organisation and they must improve the human resources in the banks. It has been analysed that the intellectual capital put deep influence on the financial performance in the banks, hence there is a positive correlation between these two factors.
Conclusion: From this article, it has been concluded that intellectual capital has a constructive relationship with the financial performance of the company. The increment in human resources would help in increasing the intellectual capital of the bank. The financial performance of banks in Turkish will get enhanced with this technique.
How this article will contribute to my Essay 3. This essay would help in developing my essay as this article has provided information regarding the intellectual capital which is related to the retaining of the employees in the company. This article helps inconsiderate the role of HRM (human resource management) in attaining the workforce as the intellectual capital in the company that helps in increasing financial performance.
Article 3
Full reference of the article: “Farouk, S., Abu Elanain, H., Obeidat, S., & Al-Nahyan, M. (2016). HRM practices and organizational performance in the UAE banking sector. International Journal Of Productivity And Performance Management, 65(6), 773-791. doi: 10.1108/ijppm-01-2016-0010”
Objective and research question: Human resource management is a vast and very interesting topic for the research. The human resource management practices have helped companies with enhancement in knowledge in the employees, and increment in the ability to perform work. The main purpose of this research is to find the relationship between human resource management practices and the organisational performance of the company. In context to this, the research question of this research is “What is the relationship between HRM practices and organisational performance?”
Method: The quantitative research methodology has been used in this article which is applied to the banking sector of the UAE. The data for this research is collected through the questionnaire. In this research, 220 managers of UAE banks were asked to participate and only 168 managers filled the questionnaire properly. The results of the data are analysed by using the descriptive methodology in which the graphs are developed to represent the results of the research.
Findings and discussion: As the subsequent results of this review indicate, it can be assumed that improving human resource management practices leads to better-authorized performance. Similarly, human resource management practices could more easily improve hierarchical execution through authorized development. Even though human resource development and management have made impressive attention in Western societies, only a few studies have focused on non-Western culture when everything is said, specifically in the Middle East. Also, only a few studies examined the intercession work of human resource management skills in the relationship between development technique and hierarchical progress. In this sense, the exact results of these tests fill the void. The results show that the ability to manage human resources in recruitment and determination, preparation and promotion, remuneration / motivational forces, attempts to assess results has a significant impact on the company’s development opportunities. Also, real human resource management practices are being implemented through the creation of representatives with qualities enables them to imagine, means when associations highlight development methodologies, this will result in a selection of compelling human resource management practices and strategies that will improve organisational development in UAE. Regarding administrative effects, this review showed the remarkable importance of human resource management practices and how strongly they identify with progress and organisational implementation. For UAE supervisors to improve authorized development, they must pass human resource management tests. In particular, the decision on the promotion system suggests the use of payments based on effective motivators, preparations and improvements and registration.
Conclusion: The research provides experimental help for the theory that there is a constructive relationship between the association’s advanced methodology and HRM test being created. Research shows that both human resource management attempts and hierarchical development affect authorized execution strikingly. Also, the observational study provides the basis for the indirect impact of authoritarian progress in the relationship between human resource management attempts and hierarchical implementation.
How this article will contribute to my Essay 3.: This article states the HR management practices which are necessary for the essay. This article has discussed the influence of human resource management practices on organisational performance of the company. This article helps in understanding the concept of HRM practices and how these can be implemented in the organisation.
Article 4
Full reference of the article: “Plessis, A., Sumphonphakdy, S., Oldfield, J., & Botha, C. (2013). Competitive Advantage: Recruitment And Retention Of Senior Managers In Financial Sectors In Laos. Journal Of Community Positive Practices, 13(2), 41-52. Retrieved from https://cqu-primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?docid=TN_ceeol_s466042&context=PC&vid=61CQU&lang=en_US&search_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any,contains,Recruitment%20and%20retention%20banking&offset=0”
Objective and research question: The main purpose is to analyse the importance of retaining and recruitment of the senior management resources in the financial sectors. This report is analysing the role of HR management and planning to retain the senior management in the banking sector. The main research question of the article is “How HR management and planning helps in recruiting and retaining the senior management resources in the financial sector?”
Method: To conduct this method, the quantitative and qualitative research methods are used through which the data is gathered for the research. The research methodology is divided into two parts such as the interview section and questionnaire section. With the help of a questionnaire and interview, the relevant data regarding the understanding of participants about HRM is gathered.
Findings and discussion: From the findings of the article, it is analysed that registration and retention are key difficulties that analyse human resource management attempts in Laos as the country develops. As pointed out by the Human Resources Manager at ANZ Bank, hiring is a real problem for bank, as there are currently about 10 different banks operating in Laos and attracting talented people with privileges is very important. To attract potential applicants, each bank must make sound arrangements that depend on the economic situation nearby and understand what the applicants need, for example, to provide employees with preparation and promotion opportunities and better working conditions. Along with this, the retention of senior management in the bank is another problem for banks. The banks need to adopt better human resource planning and management to retain senior management. From the study, it has been analysed that the participants of the survey do not have deep knowledge regarding human resource management. Due to which, they are not able to handle the human resources in the banks in an efficient manner. There is a need for proper HR planning in the banks of Laos and the management of the bank need to understand the use of human resource management to hire the experienced managers for banks. The management policy also plays an important role in the retention of the managers as the manages change companies for better working conditions and HR policies in other banks.
Conclusion: From the article, it has been analysed that there is need of proper human resource management and planning in the banks to retain and hire the senior managers in the company. The banks need to understand the concept of human resource management and HR planning to retain experienced employees.
How this article will contribute to my Essay 3: This article has discussed the need for human resource planning and HR management that helps in retaining the skilled employees in the company. This information is very useful in developing the essay. Along with this, the information regarding the recruitment and retention of senior management is also useful for the essay.
Article 5
Full reference of the article: “Dockery, A., & Bawa, S. (2014). Is Working from Home Good Work Or Bad Work? Evidence from Australian Employees. Australian Journal Of Labour Economics, 17(2), 163-190. Retrieved from https://cqu-primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?docid=TN_informit746092618289790&context=PC&vid=61CQU&lang=en_US&search_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any,contains,IS%20WORKING%20FROM%20HOME%20GOOD%20WORK%20OR%20BAD%20WORK%3F%20EVIDENCE%20FROM%20AUSTRALIAN%20EMPLOYEES&offset=0”
Objective and research question: The main objective of the article is to find analyse the implication of work from home by the employees. In this article, it is analysed whether the work from home is favourable for the company and how does it impact on the performance of the employees. Along with this, it is also analysed who work from home and how it impacts the working of an organisation. The research question for this article is “Is it good or bad to do work from home for the company and employees?”
Method: The data for this research is collected from the HILDA survey. HILDA stands Household, Income, Labour Dynamics in Australia and this survey collect the data from the respondents every year by tracking and interviewing them. There are many interviews conducted every year therefore, the efficient data is collected from the survey for the research.
Findings and discussion: From the survey, it has been analysed that the numbers of women are more than men that prefer working from home. It has also been analysed that workers who work from home receive neither the deduction in wages not the increment in wages. The study recommends that over a decade the time of the HILDA study, there is no increment in the teleworking rate of employees. In the case of a slight reduction in the number of teleworkers in general, while the measure as such as part of a formal arrangement plan with its manager remained unchanged. These findings for Australia seem to oppose worldwide literature, which speaks of the growing number of “teleworking” and “work from home”. People who do this, report that they work for hours at home, about one day a week, and more than people with formal home-work plans, and this has also remained moderately stable over time. Multidimensional exams show that bosses and experts are definitely on their way to telework. Women with pre-schoolers and school-age children, more experienced employees, people who have been with the boss for a long time and who are doing a private job are also obliged to telework. Organization registration is associated with a lower frequency of teleworking. From the survey, it has been analysed that with the policy of work from home, the company can acquire the skilled employees for the company and it can also help in reducing the employee expenses of the company.
Conclusion: The overall conclusion of the report is that the companies that provide the work from home are good as they help in maintaining the balance between the work and personal life of an employee. There is a drawback of working from home is that the work efforts of the employee are not appreciated as these are hidden from the management of the company.
How this article will contribute to my Essay 3: This article is very helpful and will contribute in completing essay as this discusses the handling of employees working from home. In the globalisation of the business, the company may need the experts working from home for the company until the company set its in-house team. It has also been learnt from the article that works from home also help in enhancing the performance of the employee to some extent.