Human Resources Practices in increasing employee productivity in the firm

Human Resources Practices in increasing employee productivity in the firm

 

To evaluate employee productivity as sanctioned by human resources practice, as HR practices have significant impact on employee outcomes particular on the productivity. Support for predictions that impact of HR practices on employee productivity, linking to the HR system focused on human capital enhancement was directly related to multiple dimensions of operational performance such as employee productivity, machine efficiency and customer alignment. Hypotheses will be derived from resource-based perspective on strategy. Positive and significant effects on employee productivity are found for organizations that utilize more sophisticated human resource planning, recruitment and selection strategies. The need to investigate the productivity effects of innovative employment practices using data from sample of 36 software employees, productivity regressions demonstrate set of innovative work practices, which include incentive pay, teams, flexible job assignments, employment security and training, achieve substantially higher levels of productivity which includes narrow job definitions, strict work rules and hourly pay with close supervision. Most of the literature on HR activities has presumed that employee productivity affects the success and effectiveness of HR activities.

 

Research objectives

1.     There is ample need to recognize employee productivity base from HR practices perspective

2.     Determining use of productivity in comparison to performance and recognize productivity level on work performance

3.     Finding out employee productivity impact from HR based functions,

4.     Relating to several theories and applications of HR practices in accordance to employee productivity

 

Significance of the research

The impeding significance of the research can be found at the ideal composition of research of how it can go or not go beyond the scope of research as the research findings could be at most useful in terms of instilling awareness to HR personnel and other involved parties that it is important to have right amount of productivity adhering to performance, research is significant in providing ample basis towards theory and conceptual sense of HR ways, productivity level as well as application and accepting HR practices research and development as reference tool. 

 

Literature review

HRM can be viewed as strategic personnel management emphasizing on acquisition, organization and motivation of human resources (2000). The role of HR practices towards employee productivity has been discussed by number of researchers and practitioners through human resource projects and conferences taking responsibility for evaluating employee productivity which incorporated HR management domains. HR is to monitor as well as measure and employee productivity,  (2000) have outlined HR role into human resource knowledge management strategies, creating productivity measures accordingly. Employees are more pivotal in high-involvement organizations because these firms are employee centered by design; information and decision-making power is dispersed throughout the organization with employees at all levels taking on greater responsibility for the operation and success of the organization. To facilitate this approach, high involvement organizations use human resource practices which develop and support a workforce which is self programming and self-managing (1992).

Analyzing the discussed data as if the extent of use of a high performance work system affected firm productivity; it is also possible that firms experiencing higher productivity are better positioned to invest in HR practices. Future studies should represent attempts to examine similar relationships in the service sector (2002) study suggests significant productivity gains occur with use of high performance work systems, especially under specific industry conditions, unable to assess the costs associated with the implementation of these systems.

 

Methodology

Question survey technique will be used to solicit the data. The target respondents are software employees in HK, China. The questionnaire will comprise of containing statements measuring employee productivity level as formulated by (2000). Respondents are to asked to indicate their extent of agreement using five-point Likert scale (with 5 = completely agree, to 1 = completely disagree), total of 100 sets of usable questionnaires will be ideally collected and analyzed.  Research methods can be classified as either quantitative or qualitative. The motivation for qualitative method is opposed to that of quantitative method. Qualitative method is designed to help researchers understand people and the social and cultural contexts which they live, as the understanding of phenomenon from viewpoints of participants and its particular social and institutional context is largely lost when textual date is quantified.  Data will be collected and analyzed through using qualitative techniques such as pointing towards document analysis, interviews and questionnaire survey. The primary data is to be collected from the respondents in HR based situations, secondary data is to comprise of reference concerning research subject as the use of existing information will be realized within the overall research structure.

 

 

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