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Research Papers on HR Policies and Practices

research papers on hr policies

While most studies on HR practices have relied heavily on experimental designs and longitudinal designs, only 8% have employed them; these limitations impede any attempts to establish causal relationships.

Another limitation is that most studies rely on employee raters for relational measures, but taking into account external raters could increase validity in such measurements.

Employee Relations

Employee relations is an essential component of HR management. It aims to build relationships and trust between employees and the company in order to foster performance and productivity. One way of ensuring employee relations remain healthy is through policies which promote open dialogue between managers and staff members; such policies help resolve conflicts quickly while also preventing negative perceptions or attitudes from developing within employees.

Studies of employee relations tend to focus on how HR practices impact relationships and employee outcomes; however, such studies often do not include enough variables related to employees – only few studies collected relationship data from both employees and supervisors; this restriction limits knowledge on how supervisors’ perceptions of subordinate supportiveness affect implementation of desired HR practices.

However, most studies only investigate dyadic relationships and lack the evidence required to evaluate causality. Furthermore, very few utilize network measures in order to gauge how HR practices impact relationships.

Although employee relations is an invaluable field of research, there are certain limitations associated with it. Most studies in this area use cross-sectional designs to analyze relationships between independent and dependent variables – an approach which does not take account of temporal dynamics.

Workplace Safety

Safety in the workplace is of utmost importance, and HR professionals play an instrumental role in keeping employees safe by creating programs and policies to avoid workplace hazards, tracking risks to minimize their likelihood, as well as communicating compliance with applicable government regulations and laws.

Though health and safety should not solely fall on the HR department, they can play an instrumental role in fostering workplace safety. By offering safety training to employees and communicating the importance of compliance with OSHA regulations, HR can quickly respond to any queries or concerns related to company programs.

HR managers should be able to outline the effects that safety issues have on co-workers, management, and the bottom line. For example, absences due to injury or illness have an immediate negative effect on productivity; additionally compensation claims and legal fees can become costly for companies.

Studies on the relationship between HR practices and employee attitudes vary considerably in results. Most have used cross-sectional designs, which limit their ability to assess causal relationships; only a handful used longitudinal designs that increase chances of identifying causal links between independent variables and dependent variables.

Performance Management

This research paper’s objective is to determine how human resources policies and practices influence employee performance within businesses. The author employs a mixed method approach in examining this relationship, with results showing how HR policies can make a substantial difference in employee productivity. Furthermore, green HR practices play a vital role in providing sustainable business solutions.

Current literature on HRM-performance studies the nature of the relationship between HRM practices and performance outcomes; however, it remains incompletely understood. Partially this may be because HRM has become seen as a self-contained concept that can easily be measured; similarly high involvement and commitment management have often been taken as synonyms of such systems; furthermore cross-sectional designs threaten causality as well as validity when applied too broadly.

Focusing on involvement can also be problematic. It was popularized early in the HRM-performance stream as part of an attempt to establish more participative management – what McGregor refers to as “Theory Y” management – designed to create an environment in which employees’ contributions are recognized, goals and values align with those of their organization, and employees feel appreciated by management. This paper explores how pro-innovative HRM practices like employee-centered rewards and competence development can strengthen psychological contracts to increase job satisfaction and commitment among employees.

Compensation

HR policies are an integral component of human resource management that help employees increase productivity and job satisfaction. Their effectiveness depends on how they are implemented and administered; various research papers have demonstrated this can boost job performance as well as motivate employees to work hard. Nonetheless, it is also crucial to take into account other influences like culture and organizational structure which may limit how effectively HRM practices impact results in work settings.

Many businesses are adopting green human resource management (HRM) practices in order to reduce their carbon footprint and promote environmental sustainability, but their effects remain largely unstudied. This research employed a mixed method approach in order to explore this connection between green HRM practices and organizational sustainability.

Findings demonstrate that green HRM practices are linked with greater innovation in an organization’s operational activities. It is suggested that this effect may be caused by organisational learning (OI). Unfortunately, no clear connection has yet been made between OI and standard operating procedures (SOP).

In this study, we evaluated the influence of green HRM practices on SOP in banking sector using a cross-sectional survey of employees. We discovered that using green HRM practices correlates with higher OI levels resulting in improved SOP. Furthermore, adopting green HRM is linked with higher employee productivity levels.

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