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It identifies the gap between the current (problem) state and desired (goal) state of a process or
product. For example, cost-defender firms may predominantly utilise HR practices that promote a
control and monitoring-oriented but they might also value a stable work climate and so use practices
that promote coordination, communication and citizenship. The necessary HR practices to promote
collective perceptions that generate a desired work climate as well as the relevant organisational
effectiveness criteria for three generic business strategies are presented in Table 1. Research from
other sectors is also included to the extent that it. Seventeen articles on the include list could not be
obtained. The model positions Human Capital as a building block for organisational (structural)
capital. Five extra articles reviewed here were not generated as hits in the database search but were
found whilst gathering other articles form the include list. A Google search of Human Capital
reveals scores of consulting companies that promise to develop, measure and manage the Human
Capital of their clients’ organisations. However, the generalisability of the results is limited to
manufacturing companies in the USA. However, they are all have the same meaning here and refer
to intermediate and bottom-line financial indicators of performance. Thus authors hypothesised a
positive significant interaction between HR effectiveness and capital intensity where organisational
performance gains from SHRM effectiveness should be magnified in firms with high capital
intensity. The ideal design for achieving high internal validity is an experimental design with random
assignment of HR practices to ensure that the treatment and control groups do not differ in terms of
other organisational characteristics affecting performance (Ichniowski et al., 2000). Thus the mean
difference in performance between the two groups will on average reflect the impact of the HR
practices in question. The operationalisation of Human Capital in this thesis contrasts somewhat with
Ostroff and Bowen (2000) who theorise that HR practices affect the organisation’s level of Human
Capital by enhancing the knowledge and skills of employees. Firstly, Human Resources that are
intended to enhance employee flexibility and that have a monitoring and control function effect
organisational performance directly by improving operational efficiency. This data was derived from
the COMPUSTAT database. High levels of enthusiasm and commitment in the workplace are
indicative that the Human Capital is working in the favour of the organisation (Rylatt, 2003). The
theoretical extrapolation of these findings, that the total knowledge and skills of the workforce are
positively related to organisational performance, is yet to be explicitly tested. Control system rests on
adequate and comprehensive analysis of enterprise-wide risks. Table 2 provides an overview of
which HR practices foster which employee attributes and work processes. Lack of a sizeable
financial outcome is still likely when a fairly effective innovative work practice affects only a small
group of workers while performance is measured over a broader sample of workers (Ichniowski et
al., 2000). Thus, researchers should be hesitant to accept the null hypothesis that HR practices have
no effect on organisational performance when the unit of observation for the performance measure
differs substantially from the treatment (HR variable) unit. Upload Read for free FAQ and support
Language (EN) Sign in Skip carousel Carousel Previous Carousel Next What is Scribd. Management
practices include building an inventory of employee competencies, scanning the environment and
determining competencies which need to be developed or acquired to meet strategic objectives,
developing a system to deliver knowledge, skills or intellectual upgrade, as needed and developing
evaluation and reward systems tied to the acquisition and application of competency that aligns with
the organisation’s strategic objectives. This literature review summarises, integrates and evaluates
research published between 1998 and 2003 pertaining to the impact of Human Resources on
indicators of employee and firm performance. This impact is moderated by cognitive and perceptual
processes, which manifest as contracts and climates on the individual and collective levels. Support
through concrete figures is particularly vital to gain credibility in firms where shareholder value is
still the dominant mentality over and above a more pluralistic and exclusive stakeholder approach.
Analysis and interpretation of financial statements help in determining the liquidity position. Report
this Document Download now Save Save Literature Review For Later 50% (2) 50% found this
document useful (2 votes) 1K views 2 pages Literature Review Uploaded by Parth Panchal AI-
enhanced description Derivative products can be traced back to willingness of risk-averse economic
agents. In some industries early adopters will be high-performing firms whilst in other industries
they will be poor-performers. Hello everyone! Today we'll cover the very basics on how to become a
res.
For example, cost-defender firms may predominantly utilise HR practices that promote a control and
monitoring-oriented but they might also value a stable work climate and so use practices that
promote coordination, communication and citizenship. This impact is moderated by cognitive and
perceptual processes, which manifest as contracts and climates on the individual and collective
levels. Literature review The current ratio and the quick ratio rely on the values identified as current
assets and current liabilities in the Statement of Financial Position.. Return Doc FACTORS
INFLUENCING THE COMPANIES’ PROFITABILITY A synthetic picture of the company’s
financial position and Literature review of financial analysis computed mainly as rates of the balance
sheet, such as Fixed Assets Ratio, Sales to Current Assets Ration, Sales to equity Ratio, Debt Ratio,
Gross Margin Return on. A strong HR system unambiguously creates the foundations for a particular
work climate to develop, which indicates the behaviours, skills and abilities most critical for
performance and for achieving the organisation’s strategic objectives. But these indicators are
insufficient since they do not place an estimate on the bottom-line value of Human Capital. For
example, companies that are under-performing at the time of adopting new work practices may
report a downwards-biased effect size because of their pre-existing financial climate. Thus authors
hypothesised a positive significant interaction between HR effectiveness and capital intensity where
organisational performance gains from SHRM effectiveness should be magnified in firms with high
capital intensity. EconLit generated many hits on macro-economic issues such as development,
poverty, growth and labour market structure, which were excluded because the assigned purpose was
to review literature on an organisational level of analysis. Literature Review Although it is usually
assumed that a restatement is due to fraudulent behavior, there are actually far more likely
reoccurring reasons as to these restatements.. Document Viewer ANALYSIS AND
INTERPRETATION OF FINANCIAL STATEMENTS. - Ethesis Financial statements are used as a
management tool primarily by company executives and investor’s in assessing the overall position
and operating results of the company. Skill-based pay reinforces an employee’s efforts in building
their skills by providing a source of external motivation. They also suggest that performance could be
analysed from the initiation of HR selection, compensation and development practices. Upload Read
for free FAQ and support Language (EN) Sign in Skip carousel Carousel Previous Carousel Next
What is Scribd. The mean scores for the three corporate performance measures for HR oriented firms
and non-HR oriented firms were also not reported so the reader is not able to inspect the means and
must trust that the HR orientated firms had the higher mean corporate performance scores. Feedback
on performance through formal appraisal systems enables employees and supervisors to identify areas
for improvement and to set realistic, individually specific developmental goals, which facilitate
further skill acquisition. Firstly, Human Resources that are intended to enhance employee flexibility
and that have a monitoring and control function effect organisational performance directly by
improving operational efficiency. The findings suggest an additional strategic need of HR to help
sustain the human advantage compared with competitors. Investors share the returns generated by
the mutual fund. For companies to gain desired productivity increases from the introduction of
advanced and complex technologies, they require a workforce with the necessary skills and
knowledge to use them. Not all articles on the include list were available in the library or as on-line
journal articles. Articles that discussed selection, training and development, diversity, performance
evaluation and industrial relations were deemed to fall under the scope of the literature review, at
least in terms of psychological variables. Here are the tips. View Video Sample MBA Student Paper:
Company Analysis Sample MBA Student Paper: Company Analysis Target, Execute and Review is
Countrywide’s six-step. When the HR systems is weak, variability in perceptions about what the
organisation is like and about the exchange relationships is greater. Indicators of Human Capital
include but are not limited to: average years of service, employee satisfaction, hours and monetary
investment into training employees, expert turnover, level and type of education, literacy levels, staff
morale (percentage of employees which indicate concern with existing culture and climate and staff
turnover), succession planning (percentage of key positions with at least one fully qualified person
ready to over into a leadership position) and so on. Both research paradigms are problematic, micro-
level research tends to neglect organisational context and macro-level research does not afford
sufficient attention to human processes. Therefore upward and downward biases may cancel each
other out on average. Based on pre-1998 literature it is difficult to draw many conclusions. Practices
that enhance Human Capital can affect organisational performance indirectly by shaping the skills,
attitudes and behaviours of employees. It is more difficult to rule out the possibility of omitted
variables in cross-sectional designs. Read More Liquidity Analysis Using Cash Flow Ratios And
Traditional. Narrative Reporting: Analysts’ Perceptions of its Value and Relevance Literature review
10 3.
Working papers and conference proceedings were excluded due to the difficulty associated with
obtaining such documents. Journal articles and book chapters were included whilst books and
dissertation abstracts were excluded. High external validity means that the results can be generalised
to infer the impact of HR practices if they were introduced outside of the sample studies. High
internal validity is where explanations for an observed correlation, other than those being
investigated, could be ruled out. TemplateLab templatelab.com literature review template apa
templates templatelab smart 50 Smart Literature Review Templates (APA). Most studies position
strategic fit as an interaction effect between HRM policies and business strategy in regression models
used to predict variation in organisational performance. The fit between (1) differentiation strategy
and HRM developmental practice and (2) a cost leadership strategy and HRM performance
management practices was hypothesised to have a positive impact on firm performance. Contingency
variables investigated include, work climate, business strategy, growth rate, size of the firm, presence
of a senior HR executive and internal and external labour flexibility. The implementation of high
performance or innovative work practices may be combined with the introduction of other
organisational changes that may have their own performance effects and which have feedback
effects on high performance work practices. Based on pre-1998 literature it is difficult to draw many
conclusions. TemplateLab, (PDF) Article Literature Review and also College essay: Essay about
literature example. Researchers have to not only consider if the first wave of respondents represents a
random sample of the population but there is also the added complication that attrition rates between
data collection points might be influenced by performance since poorly performing firms almost
always refrain from participating in the second wave of data collection (Ichniowski et al., 2000).
Rylatt defines Human Capital as a measure of the current know-how of people under the
organisation’s control. Human capital and organisational capital interact to generate customer capital
and value is created by the interaction of the three sub-components of intellectual capital. Many of
the studies reviewed here conducted analysis to check the representativeness of the responding firms
of the wider population, in virtually all cases no distinct characteristics were found. The job mission
statement is a job definition in terms of purpose, customers, product, and scope.. Read Article
Marketing Strategy - Marketing Strategies That Increase. These articles were judged to be of
relevance to the literature review and were therefore included. The model serves as a tool to guide
the processes of evaluating and integrating the current literature. Nurturing specific Human Capital
enhances productivity since the firm develops unique skills in the workforce. Economic indicators
are rarely reported in psychological research, thus it is necessary to also investigate performance
related behaviours, which are more often discussed within the context of psychological variables. A
type II error is when the researcher falsely accepts the null hypothesis and does not find a significant
effect when there truly is one. However, these conclusions and implications seem somewhat
exaggerated since in the univariate correlations only one of the measures of corporate performance
was significantly correlated with HR orientation. The potential economic significance of HRM has
been increased by strategically fitting HRM practices with business strategy. Thirdly, Human
Resources serve as a signalling and messaging function. For example, cost-defender firms may
predominantly utilise HR practices that promote a control and monitoring-oriented but they might
also value a stable work climate and so use practices that promote coordination, communication and
citizenship. This each participating company rated their perception of the extent to which a
competitor company was using effective selection, compensation and employee training practices.
On close examination, however, these definitions appear to centre around the notion that strategy
refers to a broad statement of. For companies to gain desired productivity increases from the
introduction of advanced and complex technologies, they require a workforce with the necessary
skills and knowledge to use them. The operationalisation of Human Capital in this thesis contrasts
somewhat with Ostroff and Bowen (2000) who theorise that HR practices affect the organisation’s
level of Human Capital by enhancing the knowledge and skills of employees.
In field studies, where random assignment is not possible, omitted variables can be controlled for by
keeping the study within a single industry or technology. For Later 75% (12) 75% found this
document useful (12 votes) 30K views 3 pages Literature Review For Financial Performance Mba
Project Uploaded by Ijas Aslam AI-enhanced title it will ease the persons for doin proj Full
description Save Save literature review for financial performance mba pr. Lack of a sizeable financial
outcome is still likely when a fairly effective innovative work practice affects only a small group of
workers while performance is measured over a broader sample of workers (Ichniowski et al., 2000).
Thus, researchers should be hesitant to accept the null hypothesis that HR practices have no effect on
organisational performance when the unit of observation for the performance measure differs
substantially from the treatment (HR variable) unit. By locking-in asset prices, derivative products
minimize impact of fluctuations in asset prices. The fact that this study applies these two models to a
developed economy in South East Asian context is pertinent since the models were developed based
on the findings from US companies. Upload Read for free FAQ and support Language (EN) Sign in
Skip carousel Carousel Previous Carousel Next What is Scribd. Share to Twitter Share to Facebook
Share to Pinterest. Consequently, the literature offers many different definitions. Report this
Document Download now Save Save Literature Review For Later 50% (2) 50% found this
document useful (2 votes) 1K views 2 pages Literature Review Uploaded by Parth Panchal AI-
enhanced description Derivative products can be traced back to willingness of risk-averse economic
agents. The error that arises from these subjective measures is exacerbated in longitudinal
measurements of a practice to try and establish how the magnitude of adoption or effectiveness has
changed, since it introduces further error with each measurement. Report this Document Download
now Save Save Literature Review For Later 100% (1) 100% found this document useful (1 vote)
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Embed Share Print Download now Jump to Page You are on page 1 of 17 Search inside document.
The authors comment that competitor assessment provides a more objective assessment of the
external reputation of the firm but does not rule out possible discrepancies between perceptions of
HR orientation. TemplateLab, (PDF) Article Literature Review and also College essay: Essay about
literature example. It is a new and proprietary approach towards operational It “boasts the best stock
market performance of any financial services company in the. Literature review The current ratio and
the quick ratio rely on the values identified as current assets and current liabilities in the Statement of
Financial Position.. Return Doc FACTORS INFLUENCING THE COMPANIES’ PROFITABILITY
A synthetic picture of the company’s financial position and Literature review of financial analysis
computed mainly as rates of the balance sheet, such as Fixed Assets Ratio, Sales to Current Assets
Ration, Sales to equity Ratio, Debt Ratio, Gross Margin Return on. On close examination, however,
these definitions appear to centre around the notion that strategy refers to a broad statement of. A
developmental HRM approach fits with a differentiation strategy, given the need for high quality,
extra-role behaviours and good customer service, while the cost leader is more likely to emphasise
efficient performance to specified objectives, which may be facilitated, by a performance HRM
approach. Literature on Human Resources and employee performance also fell under the scope of
this review although it was not the prime focus. The Effect of Corporate Social Responsibility on
literature review, the goal to be achieved from this manipulation practices to the company's financial
performance in the future. Firms may adopt high performance and innovative work practices because
they are in trouble or may not adopt them because they are unwilling to deviate from the existing
practices which the attribute to their success (March, 1988 cited in Ichniowski et al., 2000). Self-
selection can thus lead to either upwards or downwards bias of estimates of effect size. Fetch This
Document American Journal Of Business Education March 2010 Volume 3. Thus, strength of the HR
system will be associated with how effectively HR practices communicate the strategic focus of the
organisation. Seventeen articles on the include list could not be obtained. Working papers and
conference proceedings were excluded due to the difficulty associated with obtaining such
documents. However, the generalisability of the results is limited to manufacturing companies in the
USA. EconLit generated many hits on macro-economic issues such as development, poverty, growth
and labour market structure, which were excluded because the assigned purpose was to review
literature on an organisational level of analysis. However, one type of validity is often improved at
the expense of the other and researchers often end up having to make a compromise. Becker, 1992
Nobel Prize winner for economics, pioneered the debate about Human Capital in the 1960s,
concentrating on Human Capital largely in terms of investments in on-the-job training and education.
We have 35 Pictures about How To Write A Literature Review Outline - The Purpose like 50 Smart
Literature Review Templates (APA). Most studies position strategic fit as an interaction effect
between HRM policies and business strategy in regression models used to predict variation in
organisational performance.
Sample Format Of A Literature Review rftp.com literature review sample example dissertation
format abstract Definition Essay: Sample Literature Review For Research Paper
magetrilof.blogspot.com libguides conducting 50 Smart Literature Review Templates (APA). This
data was derived from the COMPUSTAT database. Strategic integration, a construct in the best
practice model, was defined as the extent to which top managers see HRM policies as being
important to the success of the firm and as being linked to business strategies. American Journal of
Business Education course, this essay addresses financial statement analysis, including its impact on
stock valuation, disclosure, and managerial behavior. Twenty-six of the articles assigned to the
include list were obtained and reviewed in this thesis. Ichniowski and Shaw (1995, cited in
Ichniowski et al., 2000) also reported in an intra-industry study, that systems made up of different
work practices had a larger effect on economic performance than individual work practices. The
ideal design for achieving high internal validity is an experimental design with random assignment of
HR practices to ensure that the treatment and control groups do not differ in terms of other
organisational characteristics affecting performance (Ichniowski et al., 2000). Thus the mean
difference in performance between the two groups will on average reflect the impact of the HR
practices in question. Support through concrete figures is particularly vital to gain credibility in firms
where shareholder value is still the dominant mentality over and above a more pluralistic and
exclusive stakeholder approach. Fetch This Document American Journal Of Business Education
March 2010 Volume 3. Literature on Human Resources and employee performance also fell under
the scope of this review although it was not the prime focus. One of the primary problems is that
diverse typologies are used to classify generic business strategy making comparisons between results
difficult. Why then, are organisations showing a heightened interest in promoting and managing
human capital. This is not to say that Human Capital is not important for developing countries and
emerging economies. Capital intensity, productivity and ROE measures were obtained from the
Sheshunoff Bank Search Database. Ostroff and Bowen regard this as an incomplete assumption that
leads to erroneous conclusions, arguing that HR practices are interrelated and interact to achieve their
effects on organisational performance. The mean scores for the three corporate performance measures
for HR oriented firms and non-HR oriented firms were also not reported so the reader is not able to
inspect the means and must trust that the HR orientated firms had the higher mean corporate
performance scores. TemplateLab, (PDF) Article Literature Review and also College essay: Essay
about literature example. Report this Document Download now Save Save 03 LITERATURE
REVIEW For Later 0 ratings 0% found this document useful (0 votes) 122 views 13 pages 03
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useful 0% 0% found this document not useful, Mark this document as not useful Embed Share Print
Download now Jump to Page You are on page 1 of 13 Search inside document. This table was
updated on a regular basis to reflect current status during the process of ordering, photocopying,
reading and summarising each article. It identifies the gap between the current (problem) state and
desired (goal) state of a process or product. Thus, strength of the HR system will be associated with
how effectively HR practices communicate the strategic focus of the organisation. For example,
cost-defender firms may predominantly utilise HR practices that promote a control and monitoring-
oriented but they might also value a stable work climate and so use practices that promote
coordination, communication and citizenship. Consequently, the literature offers many different
definitions. Human Capital can be increased through recruiting by selecting those employees who
demonstrate high ability and the potential to develop their abilities further. However, this causal
attribution is somewhat premature considering multiple regression is unable to confirm the existence
of a causal link. In PsychInfo the situation sometimes arose that an article was about a specific HR
issue but had no connection to any economic indicators or to performance. Research from other
sectors is also included to the extent that it. It is a new and proprietary approach towards operational
It “boasts the best stock market performance of any financial services company in the. For Later 75%
(12) 75% found this document useful (12 votes) 30K views 3 pages Literature Review For Financial
Performance Mba Project Uploaded by Ijas Aslam AI-enhanced title it will ease the persons for doin
proj Full description Save Save literature review for financial performance mba pr. Bundles are
difficult to measure and there is not one uniform approach for doing so.
We have 35 Pictures about How To Write A Literature Review Outline - The Purpose like 50 Smart
Literature Review Templates (APA). Economic indicators are rarely reported in psychological
research, thus it is necessary to also investigate performance related behaviours, which are more
often discussed within the context of psychological variables. Consequently, the literature offers
many different definitions. By locking-in asset prices, derivative products minimize impact of
fluctuations in asset prices. This development of employee competence through training increases
employee self-efficacy as employees regard themselves as being competent enough to positively
contribute to the organisation, which then reinforces commitment. Advisor Group Announces
Comprehensive Digital Onboarding, Advice and Data o. Why then, are organisations showing a
heightened interest in promoting and managing human capital. Studies that relied on student subjects
were excluded as well as studies where the performance-related behaviour (list B) or economic
indicator (list C) had been measured through self-report. Research questions and method 17
operating and financial review, risk reporting and the corporate governance statement. In. Fetch Doc
Corporate Social Responsibility And Financial Performance. The operationalisation of Human
Capital in this thesis contrasts somewhat with Ostroff and Bowen (2000) who theorise that HR
practices affect the organisation’s level of Human Capital by enhancing the knowledge and skills of
employees. Report this Document Download now Save Save literature review for financial
performance mba pr. Since participation in research is done on a voluntary basis, it is possible that
firms which experience above-average success with their workplace innovations are more likely to
participate than those whose implementation of practices has been less successful (Ichniowski et al.,
2000). Response bias is an even greater concern in longitudinal research. Based on pre-1998
literature it is difficult to draw many conclusions. Sample Format Of A Literature Review rftp.com
literature review sample example dissertation format abstract Definition Essay: Sample Literature
Review For Research Paper magetrilof.blogspot.com libguides conducting 50 Smart Literature
Review Templates (APA). In such cases these articles were excluded since the purpose of the
literature review was to investigate the relationship between Human Resources and economic
indicators of organisational performance and performance related-behaviours, not to summarise and
evaluate the literature on HR in isolation. However, these conclusions and implications seem
somewhat exaggerated since in the univariate correlations only one of the measures of corporate
performance was significantly correlated with HR orientation. Thirdly, Human Resources serve as a
signalling and messaging function. The ideal design for achieving high internal validity is an
experimental design with random assignment of HR practices to ensure that the treatment and
control groups do not differ in terms of other organisational characteristics affecting performance
(Ichniowski et al., 2000). Thus the mean difference in performance between the two groups will on
average reflect the impact of the HR practices in question. This quest for empirical evidence is
complicated by the fact that Human Capital is an intangible asset that is not easily captured in
financial statements but is nevertheless incorporated into market value. Upload Read for free FAQ
and support Language (EN) Sign in Skip carousel Carousel Previous Carousel Next What is Scribd.
Thus the value of formal education, technical schooling and on the job training has increased in
societies where significant economic growth has been achieved through major advances in technical
knowledge (Becker, 2002). Lack of a sizeable financial outcome is still likely when a fairly effective
innovative work practice affects only a small group of workers while performance is measured over
a broader sample of workers (Ichniowski et al., 2000). Thus, researchers should be hesitant to accept
the null hypothesis that HR practices have no effect on organisational performance when the unit of
observation for the performance measure differs substantially from the treatment (HR variable) unit.
Analysis and interpretation of financial statements help in determining the liquidity position. The
error that arises from these subjective measures is exacerbated in longitudinal measurements of a
practice to try and establish how the magnitude of adoption or effectiveness has changed, since it
introduces further error with each measurement. Micro-level research has looked at the effect of
Human Resources practices on individual-level variables such as ability, motivation, performance
and attitudes. In PsychInfo the situation sometimes arose that an article was about a specific HR
issue but had no connection to any economic indicators or to performance. However, the
generalisability of these studies to other industries is unclear. The model identifies individual,
organisational and cross-level variables and proposes the mechanisms through which these variables
interact and reciprocally influence one another. A competitive level of compensation retains
competent employees and increases their commitment to the company and they receive training in
order to retain their superior level of competence and thus their competitive advantage by undergoing
continual improvement. The literature has been clustered according to the independent variable,
Human Resources, since the subject of this thesis is about the impact of HR on organisational
performance.
A type II error is when the researcher falsely accepts the null hypothesis and does not find a
significant effect when there truly is one. Articles that discussed selection, training and development,
diversity, performance evaluation and industrial relations were deemed to fall under the scope of the
literature review, at least in terms of psychological variables. Support through concrete figures is
particularly vital to gain credibility in firms where shareholder value is still the dominant mentality
over and above a more pluralistic and exclusive stakeholder approach. In today’s knowledge
economy, the people that make up an organisation are seen as wealth and capability generators who
can profoundly affect market appeal, reputation and performance (Rylatt, 2003). Many studies
measure and statistically control for other variables, particularly in longitudinal studies, that are
hypothesised to affect performance and confound the effect of the work practices. This review
surveys literature found in PsychInfo and EconLit databases predominantly on Human Resources
and the following economic indicators of organisational performance: earnings, productivity, return
on assets, profitability and return on equity. By locking-in asset prices, derivative products minimize
impact of fluctuations in asset prices. On close examination, however, these definitions appear to
centre around the notion that strategy refers to a broad statement of. Control system rests on
adequate and comprehensive analysis of enterprise-wide risks. Advisor Group Announces
Comprehensive Digital Onboarding, Advice and Data o. Micro-level research has looked at the
effect of Human Resources practices on individual-level variables such as ability, motivation,
performance and attitudes. The necessary HR practices to promote collective perceptions that
generate a desired work climate as well as the relevant organisational effectiveness criteria for three
generic business strategies are presented in Table 1. By 1990s, they accounted for about twothirds of
total transactions in derivative products. This literature review summarises, integrates and evaluates
research published between 1998 and 2003 pertaining to the impact of Human Resources on
indicators of employee and firm performance. For example, cost-defender firms may predominantly
utilise HR practices that promote a control and monitoring-oriented but they might also value a
stable work climate and so use practices that promote coordination, communication and citizenship.
In PsychInfo the situation sometimes arose that an article was about a specific HR issue but had no
connection to any economic indicators or to performance. Here are the tips. View Video Sample
MBA Student Paper: Company Analysis Sample MBA Student Paper: Company Analysis Target,
Execute and Review is Countrywide’s six-step. This quest for empirical evidence is complicated by
the fact that Human Capital is an intangible asset that is not easily captured in financial statements
but is nevertheless incorporated into market value. Upload Read for free FAQ and support Language
(EN) Sign in Skip carousel Carousel Previous Carousel Next What is Scribd. Human Capital can be
increased through recruiting by selecting those employees who demonstrate high ability and the
potential to develop their abilities further. Based on pre-1998 literature it is difficult to draw many
conclusions. Report this Document Download now Save Save Literature Review For Later 0 ratings
0% found this document useful (0 votes) 362 views 4 pages Literature Review Uploaded by
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this document useful, Mark this document as useful 0% 0% found this document not useful, Mark
this document as not useful Embed Share Print Download now Jump to Page You are on page 1 of 4
Search inside document. Strategic integration, a construct in the best practice model, was defined as
the extent to which top managers see HRM policies as being important to the success of the firm and
as being linked to business strategies. TemplateLab templatelab.com 50 Smart Literature Review
Templates (APA). Lam and White proposed a mechanism by which HR orientation has an impact on
firm performance but did not formulate any hypotheses to explicitly test this mechanism. Strategic
integration was predicted to have a positive impact on employee morale and inter-unit
communication and a negative impact on employee turnover. EconLit generated many hits on macro-
economic issues such as development, poverty, growth and labour market structure, which were
excluded because the assigned purpose was to review literature on an organisational level of analysis.
It has been conceptualised as a sub-component of intellectual capital managed by traditional HRM
practices; a type of know-how; employee knowledge and skills that are enhanced through HR
practices and as a combination of core HR practices in combination with learning and knowledge
management. The model positions Human Capital as a building block for organisational (structural)
capital. Human capital and organisational capital interact to generate customer capital and value is
created by the interaction of the three sub-components of intellectual capital.