Human Resource Management Practices and Organizational Growth: A Theoretical Perspective
Keywords:
SHRM, HRM, Organizational Growth
Abstract
Human Resource (HR) today has an incredible opportunity to increase its impact on organizational performance and become a true strategic partner by contributing to the organizational and work design challenges that enable organizational growth. This paper examined the theoretical perspectives of Strategic Human Resource Management Practices (SHRMP). A narrative approach has adopted an attempt to draw a relationship between SHRMP and organizational growth. Other related works written by different authors were reviewed. The findings could be generally stated to HR practices have a very strong relationship with organizational growth. The implication is that organizations must use their human resources effectively to limit the waste that occurs when valuable human resources are used poorly, say, without adequate on-the-job training or promotion. Given the increased emphasis on HR practices, HR managers must understand the critical nature and utmost importance of the effectiveness of HR practices such as training, planning, reward, recruitment, selection and promotion in creating value for the organization.
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2. Barney, J. B. (1980b). Organizational Culture: Can it be a source of sustained competitive advantage? Academy of Management Review: 11(3): 656- 665.
3. Barney. J. B. (1986a). Strategic Factor Markets: Expectations, Luck and Business Strategy. Management Science; 32(10): 1231-1241.
4. Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management: 17( 1):99-120.
5. Barney, J. B. (2001). Is the resource-based theory a useful perspective for strategic management research? Yes. Academy of Management Review 26(1): 41-56.
6. Boxall. P. (1492). Strategic Human Resource Management: Beginnings of a New Theoretical sophistication. Human Resource Management Journal Vol.2 NO.3
7. Collins. R. R. (1987). The Strategic contributions of the human resource function. Asia Pacific Journal of Human Resources; 25(5); 5-20.
8. Conner. J. and Ulrich, D. (1996). Human resource roles: Creating value, not rhetoric. Human Resource Planning; 19(3):1-10.
9. Cosby. P. B. (1990). The eternally successful organization: The art of corporate wellness. New York: New American Library.
10. Crook. T. R., Ketchen, Jr., D. J., Combs, J. G., and Todds, S. Y. (2008). Strategic resources and performance: A meta-analysis. Strategic Management Journal; 29,1141 -1154.
11. Daughtry. A. H. & Ricks, B. R. (1989). Contemporary supervision: managing people and technology’. New York: McGraw-Hill.
12. Dierickx, I., and Cool, K. (1989). Asset Stock accumulation and sustainability of competitive advantage. Management Science; 35(12): 1504-1511.
13. Fitz-enz, J. (2002). How to measure human resource selection (3rd Ed.). McGraw Hill.
14. Gatewood, R., & Field, H. (2001). Human resource selection (5th Ed.). Mason. Ohio: South Western.
15. Giant, R. M. (1991). The resource-based theory of competitive advantage: Implications for strategy formulation. California Management Review 33(3): 114 -135.
16. Hussay, D. E. (1998). Managing training and corporate strategy: How to improve competitive performance. Oxford: Pergamon Press.
17. Internet: Sinha R. (2014). What is Strategic Human Resource Management. (http://Ezine Articles.com/expert)
18. Inyang, B. J. (2004). Management theory: Principles and practice. (2nd Ed.) Calabar: Merb Publishers.
19. Iwuagwu, C, E. (2004). Statistics for practical applications: Decision making. Owerri: Nation-Wilde Publishers.
20. Jackson, S. E.. ana Schuler. R. S. (1995). Understanding human resource management in the context of organizations and their environment. Annual review of psychology, 46, 237-264.
21. Kreitner. R. (1995). Management. (6th Ed.). Boston: Houghton Mifflin Company.
22. Lippman. S. A., and Rulmelt, D. P. (1982). Uncertain inimitability: An Analysis of Interfirm Differences in Efficiency under competition. The Bell Jc urnal of Economics; 13(2):418-438.
23. Mahoney. J. T. and Pandian, J. R. (1992). The resource-based view within the conversation of strategic management. Strategic Management Journal. 15(5): 363-380.
24. Mohraman, S. A. (2007). Designing Organizations for growth: The human resource contribution. Human Resource Planning; 30(4): 1-11.
25. Penrose, E. T. (1959). The theory of the growth of the firm. New York: John Wiley.
26. Peteraf, M. A. (1993). The cornerstones of competitive advantage: A resource- based view. Strategic Management Journal; 14 (3):179-191.
27. Rumelt, D. P. (1984). Towards a Strategic Theory of the Firm. Alternative theories of the firm. International Library of Critical Writings in Economics; 154(2): 286-300.
28. Schuler. R. S., and Macmillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management; 23(3): 241-256.
29. Sorensen, N. M. (1995). Measuring HR for success. Training and Development; 49 (9):49-59.
30. Sunil, J. R. (2003). Measuring human resource management’s effectiveness in improving performance. Human, resource planning 26(1): 51-66.
31. Truss, C„ & Gratton, L. (1994). Strategic Human Resource Management: A Conceptual Approach: International Journal of Human Resource Management, Vol.5 No.3.
32. Ulrich D. (1993). The resource partnerships: From Rhetoric to Results. Unpublished manuscript.
33. Ulrich. D. (1996). Human Resource Champions: The next agenda for adding value and delivering results. Cambridge. Mass: Harvard Business Press.
34. Ulrich. D. (1997a). Human resource champions: The next agenda for adding value and delivering results. Boston: Harvard Business School Press.
35. Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal; 5, 171-180.
36. Wofford, T. (2002). Competitive advantage: Strategy and human resources. Applied management and entrepreneurship; 7(1): 135-147.
Published
2021-12-27
How to Cite
[1]
Kabari, John Baribor 2021. Human Resource Management Practices and Organizational Growth: A Theoretical Perspective. International Journal on Integrated Education. 4, 12 (Dec. 2021), 208-215. DOI:https://doi.org/10.17605/ijie.v4i12.2564.
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Copyright (c) 2021 Kabari, John Baribor
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