Academic journal article Journal of Management Research

The Estimation of Human Resources Management Practices' Share in Employees Performance of Iran Public Sector

Academic journal article Journal of Management Research

The Estimation of Human Resources Management Practices' Share in Employees Performance of Iran Public Sector

Article excerpt


Human resource management (HRM) is a very important issue in new century and doing its practices in the right mood can lead organizations to success. The final goal of each HRM system is to achieve optimum employee performance, and this will be realized through HRM practices. However, there are several practices are conducted in HRM that their importance is not same. Therefore, in this study authors sought to estimate the share of each HRM system practice in public sector employee performance. Since practices aren't independent, their correlations should be considered in estimation. So analytical network process (ANP) was used for estimation, and it was an innovation in HRM field. The data was gathered by pair wise comparisons questionnaire from an experts group. Results showed the share of each practice of HRM system in public sector employee performance.

Keywords: HRM practices share, Employee performance, Analytical network process, HRM system, Public sector

(ProQuest: ... denotes formulae omitted.)

1. Introduction

Management is one of the important issues in new age. Many organizations have reached to big success by proper management, and many other organizations have gone to lose caused to management mistakes. One of the most important of management field is employee management that is called Human Resource Management (HRM). Aim of HRM is to provide techniques for employee management and help to employee performance improvement in organization (soadat, 2007). HRM is one of the most important factors in total quality and productivity of public and private sector organizations, and finally is the principal of economic, social and cultural development (Mirsepasi, 2004). HRM is strategic and stable management of the most valuable resources of organization (human resources).

HRM, generally, is a system of practices and sub-practices that seeks employees' performance improvement in a way that individual, organizational and social goals achieved (Mirsepasi, 2004). As follows, HRM practices have a direct effect on performance. The central argument in the configurational perspective is that the impact of HRM on organizational performance is dependent on the adoption of an effective combination of HRM practices (Dewettinck and Remue,2011). HRM practices impacts positively on organizational outcomes (Gill and Meyer, 2011). HRM practices and policies promote competitive capacity of organization (Lengnick-Hall and et al, 2012). How the overall set of HRM practices may effect on organizational competitive advantage (Singh and et al. 2012). HRM practices can build a positive cycle of trust (Vanhala, Ahteela, 2011), that it is the most important item for social capital. How the HRM practices effect on employee participation, and it has a positive impact on performance (Menezes, 2012).

Nevertheless, the effect of these practices and on performance is not same. However previous studies have not mentioned to this point. On the other hand, these practices correlate with each other, and the correlations should be considered in estimation. Based on these explanations ANP method was used for estimating the share of HRM practices in performance, and it is an innovation in HRM field.

Share estimation of practices can help to plan and organizing the HRM. Information of HRM practices' shares in performance can help managers to allocate resources appropriately. Then in this paper, authors sought to find the share of each HRM practice and sub-practice in employee performance.

For this purpose at first HRM and its practices have been defined. Then used methodology has been provided. Afterward how the data collection, data and results have been explained. Finally, authors have described conclusions and results.

2. Human resources management (HRM) and its practices

Othman (1996) points out that there are four meanings frequently attached to HRM. The first is that HRM is simply just another word for personnel management and is also used to cover other concepts such as employee relations and people management. …

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