Mgmt207 Principles Of Hrm: Article Assessment Answers

Koch, Tanja, Charlene Gerber, and Jeremias J. de Klerk. "The impact of social media on recruitment: Are you LinkedIn?" SA Journal of Human Resource Management 16 (2018): 14.

Title of article: The impact of social media on recruitment: Are you LinkedIn

Statement of the problem or issue discussed: The study is focussed on identifying the impact of social media like LinkedIn on recruitment in South Africa.

The author’s purpose, approach or methods, hypothesis, and major conclusions:The purpose of this study is to identify the impact of social media on the recruitment process in specific to South Africa. 12 recruiters from the range of industries in South Africa were interviewed. It was a semi-structured interview. Thematic analysis was done to identify the different themes. It was hypothesised that it is important to recruit the best talents and to also identify the best mode to fulfil the purpose. At the moment, there is nothing better than social sites to get the purpose fulfilled. The study finds that recruiters cannot conduct an effective recruitment unless and until they do not take the help of the range of social media platform.

Critical analysis

The article finds some very interesting facts like recruiters must utilise the different social media sites in order to make the recruitment process effective. It also identifies LinkedIn as one of the social media tools which can effectively assist in serving the purpose. However, the article does not take into account the job boards which are still the most preferred mode of job search for active applicants. LinkedIn is regarded highly by passive applicants only. The results of the study are suitable for passive applicants not the active. Hence, despite a very good find in the form of social media usage in recruitment, the study does not hold into account the highly popular job boards among the job seekers.

Selection

Article 1

¹Saifalislam, K. M., A. ²Osman, and M. K. ³AlQudah. "Human Resource Management Practices: Influence of recruitment and selection, and training and development on the organizational performance of the Jordanian Public University." organization 3 (2014): 1-08873.

Title of article: Human Resource Management Practices: Influence of recruitment and selection, and training and development on the organizational performance of the Jordanian Public University

Statement of the problem or issue discussed: The study covers a variety of human resource works like recruitment, selection, training and development. The study suggests that recruitment and the selection process must be appropriately designed, so that, it is effective in selecting the best skills.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose was to raise the importance of HRM activities for organisational betterment in terms of performance. A survey was conducted with staff and lecturers in the Jordanian Public University in Jordan. The collected data were analysed with the help of SPSS. One of the hypotheses was that there exists a positive relationship between recruitment & selection and the organisational performance in the Jordanian Public University. The conclusion validates the hypothesis section by saying that effective recruitment & selection process is related to the organisational performance.

Critique

The study is limited just to a particular sector of HRM activities. Hence, the findings cannot be considered true at the universal level unless and until there is sufficient evidence for it. The fact though validates a point that an effective selection process can effectively impact the organisational performance. However, it does not cover aspects such as the tools which can bring effectiveness to the selection process. The importance of an effective selection process is raised; however, it was not explained that how to attain the perfection. The study perhaps fails to deliver quite a lot of important points like the most preferred platform for job search and the recruitment.

Article 2 

Abraham, Mathew, Maniam Kaliannan, Avvari V. Mohan, and Susan Thomas. "A Review of Smes Recruitment and Selection Dilemma: Finding a'Fit'." The Journal of Developing Areas 49, no. 5 (2015): 335-342.

Title of article: A Review of Smes Recruitment and Selection Dilemma: Finding a'Fit'

Statement of the problem or issue discussed: A very common issue such as the ineffectiveness of human resource practices in SMEs in Malaysia is being raised in this study.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to show that SMEs do not have a strategic structure to support the selection process. Five different databases from Business Source Premier (EBSCO), Emerald Insight, Scopus, ABI/Inform Global (ProQuest) and SAGE are being used for the study. The hypothesis is that SMEs in Malaysia does not focus on attaining a structure which is strategically good for selecting the potential talents. In summary, the authors find that no structural framework is used in the Malaysian SMEs.

Critical study

The study covers an interesting topic which can also be a global issue. The study is mainly focussed with SMEs in Malaysia. The study finds that SMEs in Malaysia lack to have a structure which is needed to attract and select the potential talents. The study identifies the shortcomings and raises a few points in support of the hypothesis made at the beginning of the research work. However, the study does not explain the reasons for why SMEs in Malaysia do not have a robust HRM structure. It is pretty understandable that smaller firms lack to have the sufficient resources needed for a robust HRM structure. This may be the reasons for why SMEs do not have a structured HRM and its reliance on a one person as the human resource manager.

Article 3 

Mahmood, Monowar. "Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries." Asia Pacific Journal of Human Resources 53, no. 3 (2015): 331-350.

Title of article: Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries

Statement of the problem or issue discussed: The study identifies that the quality of selection process is hampered in the subsidiary branches of multinational companies.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to identify whether the selection process is similarly effective in the subsidiary branches of multinational companies. Four different case studies of European multinational subsidiaries were being considered for the study. All multinational companies had its subsidiary branches as based in Bangladesh. It was hypothesised that subsidiary branches are not under the direct control of the parent company and hence, the quality of selection process will also be different. The study finds that the selection process is independently run in the subsidiary branches. It also found that the HRM efficiency in the subsidiary centres do also affect its overall relationship with the parent company.

Critique

The study although moves with a very important topic and finds few very important facts like subsidiary branches of multinational companies independently take care of the selection process. However, the study is not focussed on identifying the gaps between the parent and the subsidiary company. These all could have been interesting points to discuss whether the facts were already understood or it just starts happening once the deal is over. These points could have helped to understand why subsidiary firms are not up to the expectations of parent firm in terms of strategy making. There are more other questions as well like why subsidiary firms lack to have the robust structure which is important to promote an effective selection process. The study probably opens up ways for more research works required to find the much wider outcomes.

Training

Article 1

Lindsey, Alex, Eden King, Michelle Hebl, and Noah Levine. "The impact of method, motivation, and empathy on diversity training effectiveness." Journal of Business and Psychology30, no. 3 (2015): 605-617.

Title of article: The impact of method, motivation, and empathy on diversity training effectiveness

Statement of the problem or issue discussed: The study addresses the impact of different methods on the diversity training.

The author’s purpose, approach or methods, hypothesis, and major conclusions:The purpose of this paper is to examine whether methods, motivation and other variables can influence the diversity training. Participants were selected randomly for three diversity training methods. Their behaviours were observed for the next 8 months. It was hypothesised that motivation and other variables can be used to reduce the attrition rate. The findings just suggest that the effectiveness of the training program can be enhanced by increasing motivation for such training.

Critical study of the chosen article

The study tries to identify the importance of diversity training to reduce the attrition rates. It also identifies that motivation and other relevant variables must also be used, so that, the impact of such training is much bigger. However, this can never be a universal truth that a robust training method as suggested in the study would capably reduce the attrition. This is certainly not as attrition does not only happen because employees are not well connected with the organisational values. There are more reasons as well such as Millennials’ attitude for job shuffling. Millennials in particular are not static with one job. They are in the regular hunt to get the best possible match until they are satisfied with one particular job.

Article 2

Chen, Farn-Shing, Shih-Wei Hsu, Min-Che Hung, and Yih-Chuan Wu. "Application Of The Talent Quality-Management System To Assess Training Effectiveness Of Enterprises ." International Journal of Organizational Innovation (Online) 8, no. 3 (2016): 84.

Title of article: Application Of The Talent Quality-Management System To Assess Training Effectiveness Of Enterprises

Statement of the problem or issue discussed: The study is focussed on identifying the importance of Talent Quality-management System (TTQS) in reviewing the effectiveness of the training program across the enterprises.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to identify whether TTQS is an effective tool to measure the outcome of the training program. A Comprehensive Meta-analysis 2.0 was used to determine whether TTQS is an effective way to measure the outcome of training. The hypothesis is set as TTQS is an important tool to measure the effectiveness of the training program across the range of enterprises. It was found that TTQS can effectively help in measuring the training outcomes.  

Critical analysis

The study covers a wide number of Taiwanese enterprises to analyse the effectiveness of TTQS. It finds that TTQS can be utilised to measure the training effectiveness. Moreover, the outcomes will dictate the ways to follow such as to continue with the existing process or make some changes to it. However, the study does not cover the areas where training will be highly valuable. Training is an essential element of organisational practices; however, it has its own limitations. It is beneficial to those candidates who are skilled but are new to certain skill sets. However, this may not be a healthy way to move for candidates who are professionally weak and seriously lacks in range of skills like an effective communication.

Article 3

Rehmat, Waseem, Iiris Aaltio, Mujtaba Hassan Agha, and Haroon Rafiq Khan. "Is training effective? Evaluating training effectiveness in call centers." EJBO: Electronic Journal of Business Ethics and Organization Studies 20, no. 1 (2015): 4-11.

Title of article: Is training effective? Evaluating training effectiveness in call centers

Statement of the problem or issue discussed: The study is focussed on evaluating the effectiveness of training in call centers.

The author’s purpose, approach or methods, hypothesis, and major conclusions:The purpose is to understand whether the training system in call centers is effective in impacting the employee performance. Different models such as CIPP Model, TVS Model, IPO Model and Kirkpatrick Model were used to evaluate the effectiveness of training program in the three call centers in Pakistan. The hypothesis was structured like there is no standard framework for training which could yield a much better result and reduce the attrition. It was found indeed that call centers lack to have an effective framework for training.

Critical study

The study identifies that call centers do not have a framework to support its training process. A lot of amounts is being spent every year on training; however, it rarely makes a difference to the employee turnover. Employee turnover like other industries is a major issue in call centers. However, the study does not figure out whether the proposed framework for training would also reduce the rate of attrition. Call centers in particular are seriously affected by attrition. In some instances, professionals do not even enter the floor when they decide to leave. It was not explained that an effective training guided with a robust framework will also help to reduce the attrition.

Development

Article 1 

Mpofu, Mthokozisi, and Clifford Kendrick Hlatywayo. "Training and development as a tool for improving basic service delivery; the case of a selected municipality." Journal of Economics, Finance and Administrative Science 20, no. 39 (2015): 133-136.

Title of article: Training and development as a tool for improving basic service delivery; the case of a selected municipality

Statement of the problem or issue discussed: It was addressed in the study that training and development program is essential to bring effective changes to the employees’ contribution to organisational performance.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to raise the importance of development program. A quantitative approach was used. Workers of the municipality were surveyed. The hypothesis of the study was that the development and training program can help the municipal workers improve their performance. The result indeed had justified the hypothesis thus made.

A critical approach to the article

The study is very well focussed on identifying and raising the importance of development program for municipal workers. It actually succeeds in meeting with the hypothesis made prior to this study. However, in course of the action, the study really ignores the importance of recruiting skilled professionals. This can be justified by a fact that organisations should follow an organisation-fit approach while recruiting and selecting the professionals. There are limits for the training & development program beyond which it cannot produce the fruitful result. Hence, this can be said that the study falls short to identify the importance of recruiting and selecting the talented skills. The selection of effective skills is one of the elements of talent management.

Article 2

Davis, Paul J. "Best practice principles in leadership development interventions: An Australian perspective." Journal of Management Policy and Practice 15, no. 5 (2014): 107-117.

Title of article: Best practice principles in leadership development interventions: An Australian perspective

Statement of the problem or issue discussed: The study is based on identifying whether organisations are involved in following an appropriate way to leadership development.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to identify the leadership development process in organisations. A questionnaire in the form of the survey was sent to 379 development and learning managers in Australian companies. The hypothesis was aimed to check whether the leadership development programs are in compliance to set of industry base principles. Huge variations were found like most companies are in compliance to principles while few others were not.

Critical study

The purpose of the study was to find the level of compliance with the set of principles in the range of organisations. The compliance was checked in regards to the leadership development program. The topic of the study supplies some very good information on the leadership development strategies. However, it does not consider one very important segment which is to identify that who are eligible for such programs. There is a need for clear instruction on what areas will be covered within the leadership development program. Additionally, the study should have also spoken about the needful resources without which the development process will not sustain.

Article 3

Lattuca, Lisa R., Inger Bergom, and David B. Knight. "Professional development, departmental contexts, and use of instructional strategies." Journal of Engineering Education103, no. 4 (2014): 549-572.

Title of article: Professional development, departmental contexts, and use of instructional strategies

Statement of the problem or issue discussed: The study examines whether the professional development of engineering faculties is required for a satisfactorily accomplishment of the student centric curriculum.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The relationship between the professional development of engineering faculties and the student-centric curriculum is analysed in this study. 31 four-year institutions across the nation were surveyed. The entire data was analysed using the regression method. The hypothesis statement for this study is that there must be a balanced relationship between the professional development program of engineering faculties and the student-specific study curriculum. In summary, the authors were able to fulfil the hypothesis statement.

 Critical analysis

The paper takes an interesting topic which is about the relationship between professional development of teachers and the student-specific study curriculum. The paper illustrates that lot of efforts are put on improving the study curriculum in engineering colleges. This is done to advance the level of knowledge and the standard of education. However, the paper advocates the importance of professionally developed faculties who are able to integrate their teaching ability with the study curriculum. However, the paper falls short in identifying the importance of advanced study curriculum. Changes are important to explore a wider world of education to students. However, professional development program for engineering faculties should be given the equal importance. In fact, both things should move proportionally without giving preference to one over another.

Performance Management

Article 1

Jain, Ajay K., and Ana Moreno. "Organizational learning, knowledge management practices and firm’s performance: an empirical study of a heavy engineering firm in India." The Learning Organization 22, no. 1 (2015): 14-39.

Title of article: Organizational learning, knowledge management practices and firm’s performance: an empirical study of a heavy engineering firm in India

Title of journal, volume number, date, month and page numbers:

Statement of the problem or issue discussed: The paper identifies the influence of organisational learning on the knowledge and performance management of heavy engineering firm in India.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose of this study is to understand the impact of organisational learning on the organisational knowledge and performance management. An exploratory design was followed and the data were analysed using the regression method. The hypothesis statement was that teamwork, collaborative work approach, knowledge management and performance management do all impact the organisational learning. In summary, the authors were able to justify the hypothesis statement.

A critical approach to the article

The article covers a very good topic which reveals the importance of organisational behaviour. Organisational behaviour is influenced by various factors such as but not limited to like teamwork, knowledge management and performance management. These all contribute to the organisational learning. The article is very well examined through the exploratory method of research. The paper also identifies a few essential factors which influence the overall organisational learning. However, organisational learning will never prosper if employees are not motivated for this. There are evident variations in work behaviour due to the diverse workforce. The kind of workplace produces a lot of barriers to the organisational learning. Employee engagement is one of those factors that largely impact the learning process. The paper does not provide solutions to the barriers to the organisational learning.

Article 2

George, Roshni A., A. K. Siti-Nabiha, Dayana Jalaludin, and Yousif A. Abdalla. "Barriers to and enablers of sustainability integration in the performance management systems of an oil and gas company." Journal of cleaner production 136 (2016): 197-212.

Title of article: Barriers to and enablers of sustainability integration in the performance management systems of an oil and gas company

Statement of the problem or issue discussed: To identify the barriers and enablers of a sustainable integration of performance management in the petroleum industry

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to identify the barriers and enablers of performance management in petroleum industry. A single case study was used. The selection of the case study was done on the basis of stratified sampling strategy. It was hypothesised that there are barriers and enablers of performance management system in the petroleum industry. In summary, the study validates the hypothesis statement by saying that PMSs (Performance Management Systems) can be effectively sustained if is designed and applied appropriately.

Critique

There is still very less evidence on whether PMSs (Performance Management Systems) supports a sustainable integration of performance management in the petroleum industry. Barriers were identified as unawareness with a system to deploy the PMSs, training on sustainability, knowledge gaps and that the meaning of sustainability is not fully understood.  Enablers were the good tracking of sustainability information, better reporting practices, increased knowledge on sustainability and others. Considering a fact that the research was restricted to the one single company, there are still scopes for reaching to a much wider pool of companies especially the private oils, gas companies and MNCs in different countries. A comparative case study between companies could have elaborated a much better understanding of a sustainable integration of performance management systems (PMSs).

Article 3

Bianchi, Carmine, and William C. Rivenbark. "Performance management in local government: The application of system dynamics to promote data use." International Journal of Public Administration 37, no. 13 (2014): 945-954.

Title of article: Performance management in local government: The application of system dynamics to promote data use

Statement of the problem or issue discussed: To identify ways to utilise system dynamics in public industry.

The author’s purpose, approach or methods, hypothesis, and major conclusions: The purpose is to understand ways to enrich system dynamics by constructing a structure that effectively communicates the performance management systems in public sector. A normative case study was used to understand how key drivers can play the impactful role. It was hypothesized that system dynamics can be a prospering fact for the public sector. System dynamics help to construct the performance management system in a more calculated and a controlled way. In summary, the study identifies that performance management system is highly influenced by the local community which is largely affected by the diverse population.

A critique of the article

System dynamics is being paid the attention in this study. It motivates for a proper utilisation of data in public sectors, so that; performance management system could practically become a part of it. The article states that system dynamics modelling does not cover a broader aspect of citizenship outcomes. It finds an important tool in the form of system dynamics; however, it still lacks the structure which is needed to appeal to the public sector. Additionally, system dynamics modelling should be shared among the stakeholders. Unless and until stakeholders do not share their understanding of the system dynamics, performance management system will still struggle.