The Effects of Human Resource Management Practices on Productivity Student name Course name Tutor name Date Table of Contents TOC \o "1-3" \h \z \u Abstract PAGEREF _Toc510554079 \h 3Background information PAGEREF _Toc510554080 \h 3Key facts on human resource management and productivity PAGEREF _Toc510554081 \h 4Human Resource Management practices PAGEREF _Toc510554082 \h 4Other practices of Human Resource Management PAGEREF _Toc510554083 \h 5Broad comparisons internationally PAGEREF _Toc510554084 \h 6Organizational citizenship behavior PAGEREF _Toc510554085 \h 7Employee performance PAGEREF _Toc510554086 \h 9Determination of amount of incentive wage through indirect techniques PAGEREF _Toc510554087 \h 10Productivity dispersion PAGEREF _Toc510554088 \h 11The impacts of HRM on productivity PAGEREF _Toc510554089 \h 12Why HRM affects productivity PAGEREF _Toc510554090 \h 13Conclusions PAGEREF _Toc510554091 \h 13References PAGEREF _Toc510554092 \h 14 Abstract The aim of the project article is to evaluate the existing relationship between productivity in an organization and Human Resource Management initialized as HRM. HRM features incentive pay Trezzini B. Lambe P. Al-Hawamdeh S. & Information and Knowledge Management Society. (2004). People knowledge and technology: What have we learnt so far? : proceedings of the first iKMS International Conference on Knowledge Management Singapore 13-15 December 2004. Singapore: World Scientific. In Pizam A. (2013). International encyclopedia of hospitality management. Ivancevich J. M. & Konopaske R. (2013). Human resource management. New York NY: McGraw-Hill Irwin. Maimunah A. (2014). Human resource management: Principles and practices. Shah Alam Selangor: Oxford University Press. Noe R. A. (2013). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill/Irwin. Roh H. Joshi A. Joshi A. Martocchio J. Dencker J. & Ericksen G. (2010). Unraveling the effects of workforce diversity on firm performance: The role of HRM practices in large U.S. corporate law firms. Urbana IL: University of Illinois. Society H. R. & Anand R. (2010). Corporate India and HR Management: Creating Talent Pipelines Leadership Competencies and Human Resources. Chicago: Society for Human Resource Management. [...]
Subject: “The Effects of Human Resource Management Practices on Productivity." You might find these 3-item scales below very helpful. Of course, depending on your research question and whether you expect differential effects on OCB-O and OCBI, you may also consider using the three item OCB scale used by Liden and colleagues (2007). The 3-items taps into OCB toward the organization, supervisor, and coworkers. EMPLOYEE PERFORMANCE: 1. This employee is very competent 2. This employee gets its work done very effectively 3. This employee has performed its job well Schaubroeck, J., Lam, S. S., & Cha, S. E. (2007). Embracing transformational leadership: team values and the impact of leader behavior on team performance. Journal of applied psychology, 92(4), 1020-1030. EMPLOYEE OCB: 1. This employee volunteers to do things not formally required by the job 2. This employee assists me with my duties when needed even though it may not be formally required 3. This employee helps others when their workload increases even though it may not be formally required by the job. Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2004). Social loafing: A field investigation. Journal of Management, 30(2), 285-304.