HRM Assignment: Strategic Human Resource Management
Question
Assessment Task: You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles
Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2. Undertake research of the recent academic literature since 2013.
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library
Step 3. Write 2 paragraphs on each article
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay
Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692
Answer
Introduction
The sector chosen for the HRM Assignment is manufacturing sector as it is one of the fastest developing sectors across the globe. The paper will present the various articles in respect with the manufacturing sector. The topics which have been highlighted in this are strategic human resource management, recruitment and selection, social media recruitment and social influences in recruitment. All these are the primary topics which are highly relevant in the developing manufacturing sector such as there has been an increased use of social media in the process of recruitment and selection as well as the role of HRM has also enhanced in the organisational performance. In this HRM assignment we have strictly followed the format given in marking rubrics to cover in helping the student to cover all the deliverables in the annotated bibliography.
Annotated Bibliography of the Articles
Article 1: The Impact of Strategic Human Resource Management on Organizational Performance
Reference: Cania, L. (2014). The impact of strategic human resource management on organizational performance. Economia. Seria Management, 17(2), 373-383.
Key words: (strategic HRM, organizational performance, effective management, HR outcomes)
The main idea of this Human Resource Management Assignment by Cania.L is to understand the impact of the strategic human resource management upon the performance of the organisations. There are no hypothesis developed for undertaking this research as it is basically a secondary research where all the data is taken from the various secondary resources such as the articles, books, journals and other website articles. The key purpose behind the development of this paper is to thoroughly understand the effect of the strategic human resource management on the performance of the organisation. The research methodology of the article is that the study is conducted on the basis of collection and analysis of data from several publications on this field. There has been chosen two cities for the research purpose i.e. Durres and Albania. Data collection is done for the manufacturing sector and the service sector. There was also used a questionnaire which was filled by the general manager or the human resource managers. The number of organisations taken was 30 and out of which 14 are of manufacturing and 16 are of service. The article concludes that there is a vital role of SHRM in the effective organisational performance and though sound HR strategies, HR planning and effective management must be used for achieving better performance (Cania, 2014).
There is a vital significance of strategic human resource management in the study as it has a direct relation with human resource planning. There are a number of findings which are useful in the study of manufacturing sector because the manufacturing sector in present scenario had attained a huge growth. There is higher employment generation through the manufacturing sector across the globe. Thus, there is a need to understand the impact of strategic human resource planning and strategic human resource management upon the performance of the manufacturing sector. The organisational managers of the manufacturing sector are required to led down huge emphasis upon the human resource planning and human resource management. The effective human resource planning and SHRM contributes to the accomplishment of the goals and the survival of the manufacturing firm. It also supports the successful implementation of the business strategies in the manufacturing organisations. It helps the manufacturing industries in maintaining a competitive advantage and enhancing the responsiveness of the organisation. There is a significance impact of SHRM and HR planning upon the performance of the organisation as it improves the cooperation among the line managers and HRM departments as well as it also enhance the number of strategic options for the manufacturing organisation.
Article 2: The Impact of Recruitment and Selection Criteria On Organizational Performance
Reference: Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.
Key words: (Recruitment, Organization, Selection, Human Resource, Performance)
This Human Resource Management Assignment article published in 2015 focus on understanding the impact of recruitment and selection upon the performance of the organisations. The hypothesis developed for the research are that first i.e. the criteria of selection and recruitment have significant impact upon the performance of the organisation and second, the more objective the selection and the recruitment criteria, the improved is the performance of the organisation. The key purpose behind the development of this paper is to thoroughly understand the effect of the recruitment and selection on the performance of the organisation. The research methodology of the article is that the study is conducted on the basis of survey research design where there has been prepared a structured questionnaire for collecting data. The research population comprises of the 6 main business divisions of Fidelity Bank Plc. Random sampling technique was used for selection of every element of the population. There were selected a total of 16 full staff and 6 contract staff. s. A total of 132 copies of questionnaires were administered and out of which 130 copies were filled properly. The article concludes that there is a vital role of recruitment and selection in the effective organisational performance and though sound recruitment and selection strategies, recruitment planning and effective selection must be used for achieving better performance (Ekwoaba, Ikeije & Ufoma, 2015).
There is a vital significance of recruitment and selection in the study at it has a direct relation with the organisational performance. There are a number of findings which are useful in the study of manufacturing sector because the manufacturing sector in present scenario had achieved huge development and growth. There is higher employment generation through the manufacturing sector across the globe. Thus, there is a need to understand the impact of recruitment and selection upon the performance of the manufacturing sector. The organisational managers of the manufacturing sector are required to lay down huge emphasis upon the process and strategies of recruitment and selection of the employees. Because of the increased demand for talent, skills and competence the manufacturing organisations are required to put efforts in the selection of appropriate recruitment strategies. It helps the manufacturing industries in maintaining a competitive advantage as the effective recruitment and selection practices helps n fetching the attention of the required talent. There are negative costs incurred when the wrong candidates are recruited in the organisation. Therefore, the sound recruitment and selection helps in saving huge costs.
Article 3: Recruitment and Selection Practices in Manufacturing SMEs in Japan: An analysis of the link with business performance
Reference: Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52.
Key words: (business performance; HR outcomes; human resource management; recruitment and selection; small and medium enterprises)
The main idea of this HRM Assignment by Gamage is to understand the link between the practices of recruitment and selection in the manufacturing SMEs with the performance of the organisations. There are no hypothesis developed for undertaking this research as it is basically a secondary research where all the data is taken from the various secondary resources such as the articles, books, journals and other website articles. The key purpose behind the development of this paper is to thoroughly understand the link between the practices of recruitment and selection in the manufacturing SMEs with the performance of the organisations. The research methodology of the article is that there has been prepared a structured questionnaire for collecting data. For the study, the three key dimensions used are organizational development, training & development and the career development. A total of 436 questionnaires were distributed to the randomly selected sample in the various manufacturing SMEs. Out of which 105 effectively responded to the survey. The article concludes that there is a vital the link between the practices of recruitment and selection in the manufacturing SMEs with the performance of the organisations and though sound recruitment and selection strategies, recruitment planning, sound human resource management practices and effective selection must be used for achieving better performance (Gamage, 2014).
The article is much useful in the study as the overall aim of the human resource management for ensuring the business is able to attain high success by the means of individuals. The HRM objects to enhance the organisational skills and effectiveness which means the competence of the manufacturing unit for attaining the goals by the means of available resources in the most potential manner. The researchers have also found the human resource management systems as the source of abilities of the firm which allows the employees to benefit and learn from the opportunities. The recruitment and selection practices generate and help in retaining a contended and appropriate workforce which offers the high contribution to the growth and success of the organisation. Thus, the contented, motivated and qualified employees are the key factors for the growth of the business. Additional, the effective recruitment and selection practices support the manufacturing industries to fetch the attention of and hire the qualified individuals and keep them updated. It means the sound policies and practices of recruitment and selection keeps the employees motivated and brings a number of benefits to the organisations.
Article 4: Using Social Media as a Research Recruitment Tool: Ethical Issues and Recommendations
Reference: Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The American Journal of Bioethics, 17(3), 3-14.
Key words: (Research, ethics, social media, recruitment, privacy, transparency)
The main idea of this HRM Assignment is to understand the use of social media as a recruitment tool and to get informed about the various ethical issues which are related to this. There are no hypothesis developed for undertaking this research as it is basically a secondary research where all the data is taken from the various secondary resources such as the articles, books, journals and other website articles. The key purpose behind the development of this paper is to thoroughly understand the use of social media as a recruitment tool, its ethical issues and recommendations. The research methodology of the article is that there has been used various cases for the research. There has also been used the non-exceptionalist approach so that both the purposes are solved i.e. maintaining the privacy and other interests of social media users and also to maintain investigator transparency. The article concludes that there is increased use of social media as a recruitment tool but still there are several ethical issues which are associated. Therefore, there is a need to follow some kid of recommendation to manage these ethical issues and effectively take use of social media as a recruitment tool (Gelinas Pierce, Winkler, Cohen, Lynch & Bierer, 2017).
There is a significant role of the topic in the study as in the modern and globalized world; there are increased use of the social media sites and platforms. The various social media sites such as LinkedIn, Instagram, Twitter, Facebook and various other social media sites provide the platform for sharing information and interest and connecting. It permits the users for maintaining a degree of anonymity as well as physical separation. This article defines the social media as the platform which helps the users in developing a semi-public or public profile as well as for maintaining a list of other users with whom there can be shared the information with other social networking and interaction sessions. With the continuous and improved use of the social media platforms, the investigators have exploited number of ways for utilizing social media. The social media has been emerged in the manufacturing sector as the promising way for the identification and the recruitment of the potential candidates. The social media is very much attractive when it comes to enable the investigators for widening their reach also target the people based upon their personal info.
Article 5: Social Influences in Recruitment: When is Word-of-Mouth Most Effective?
Reference: Van Hoye, G., Weijters, B., Lievens, F., & Stockman, S. (2016). Social Influences in Recruitment: When is word?of?mouth most effective?. International Journal of Selection and Assessment, 24(1), 42-53.
Key words: (recruitment, employer branding, recruitment source, word-of-mouth, organizational attractiveness, incentive)
The main idea of this HRM Assignment is to understand the various social influences in the recruitment and also to understand that at what time word-of-mouth is effective. There are developed 6 hypotheses for undertaking the research (H1. When the recipients know that there has been offered a monetary incentive to the source then they will be less attracted towards the positive word-of-mouth. H2. When the source is an organization’s employee then they will be more attracted towards the positive word-of-mouth. H3. While receiving the positive word-of mouth, women will be more attracted in comparison with men. H4. When the source is of same gender then the recipients will be more attracted towards the positive word-of-mouth. H5. When the source is a friend instead of an acquaintance then the recipients will be more attracted towards the positive word-of-mouth. H6. When the message comprises of symbolic info rather than instrumental information then the recipients will be more attracted towards the positive word-of-mouth). The key purpose behind the development of this article is to understand the various social influences in the recruitment and also to understand that at what time word-of-mouth is effective. The research methodology is that two different samples have been taken of actual job seekers, and thereby taking out the possible differences among the employed and unemployed job seeker populations into account. The article concludes that there are increased social influences in the recruitment process and also word-of-mouth plays an effective role in the recruitment process and social influences (Van Hoye, Weijters, Lievens & Stockman, 2016).
There is a vital role of the topic in the study as with the rise in the modern ways of recruitment there is a major role played by the social influences. It has become vital to attract the talented and competent employees for the organisations and its survival. One of the most important factors which determine the attraction of the job seekers towards the organisation is the key source by the means of which the individuals receive employment information. A number of advertisements, job fairs and job sites which help the job seekers to understand and take use of the job opportunities. The job seekers have learn a number of things by a wide range of sources that comprises of advertisements, friends, family and other people. The study has also helped in understanding the effects of word of mouth based upon the independent recruitment process. ?
Cania, L. (2014). The impact of strategic human resource management on organizational performance. Economia. Seria Management, 17(2), 373-383.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52.
Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The American Journal of Bioethics, 17(3), 3-14.
Van Hoye, G., Weijters, B., Lievens, F., & Stockman, S. (2016). Social Influences in Recruitment: When is word?of?mouth most effective?. International Journal of Selection and Assessment, 24(1), 42-53.
