Empirical Analysis of the Relationship between HR Professionals’ Competency and Enterprise Performance

Liu, Hui; Fu, Yong; Wang, Xing; Yin, Fang‐Fang

doi:10.2991/msmi-14.2014.96

Cited by 6 publications

(5 citation statements)

References 2 publications

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“…Second, the choice of enterprise innovation balance model, including the dual innovation balance model of both exploratory and exploitative innovation [31], and the question of whether to choose intermittent or simultaneous equilibrium [32]. Third, the enhancement effect of enterprise innovation balance on enterprise performance, such as innovation balance can maintain both short-term and long-term development needs and maximize enterprise performance [33]. The knowledge search joint balance positively affects enterprise innovation performance [34].…”

Section: Innovation Balancementioning

confidence: 99%

Incentive strategy of dual innovation balance in green manufacturing innovation ecosystem: Based on hierarchical structure of innovation subject

Qin,

Zou,

Sun

2023

PLoS ONE

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Exploratory innovation is a pivotal way to seize future opportunities in green manufacturing innovation ecosystems, and exploitative innovation is conducive to expanding existing markets and resources, so it is essential to discuss the balanced incentive strategy of dual innovation for the sustainable development of ecosystems. Based on the hierarchical structure, this paper divides the core subjects in the green manufacturing innovation ecosystem into the application layer, the support layer, and the scientific research layer, constructs the differential game model of the no-incentive scenario, the cost-sharing scenario, and the collaborative scenario, and discusses the incentive strategies of the three types of subjects and the ecosystem in the evolution process of the dual innovation balance. The conclusions are as follows: (1) The level of dual innovation balance effort of the three types of subjects decreases with the increase of resource costs and environmental construction costs and increases with the increase of innovation balance capacity; (2) Cost sharing from the application layer to the support layer and the scientific research layer can enhance the effort level of both, which in turn enhances the optimal benefits for the three types of subjects and the ecosystem as a whole; (3) In the collaborative scenario, the level of effort and total ecosystem benefits of the innovation balance of the three types of subjects are strictly better than in the no incentive scenario, and the Pareto-optimality of the three subjects and the ecosystem will be realized after the coefficients of the distribution of benefits among the three types of subjects are determined. Based on this, this paper puts forward specific suggestions for the optimization of the structural relationship of the innovation body hierarchy, the exploitation of green manufacturing resources, and the macro-planning of the management department.

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Section: Innovation Balancementioning

confidence: 99%

Incentive strategy of dual innovation balance in green manufacturing innovation ecosystem: Based on hierarchical structure of innovation subject

Qin,

Zou,

Sun

2023

PLoS ONE

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“…The competence idea has been first established as a skill that plays critical roles in ensuring people can perform their duties at full capacity. An individual should be able to do the task at hand [7]. Three concepts can be used in determining competence.…”

Section: Universities and Transversal Competencesmentioning

confidence: 99%

Transversal Competences in Engineering Degrees: Integrating Content and Foreign Language Teaching

et al. 2020

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There has been a constant advance of the labour markets and permanent reorientation towards digital Industry 4.0. Yet, the environments for learning remain unchallenged when it comes to the provision of new professionals across the globe. Therefore, this has created a gap in transversal competences, which has compelled students of higher learning institutions to pursue them. The majority of higher learning institutions have emphasised transversal skills among learners and developed curriculums to accomplish these demands. The primary focus of the study was to attain integration and fusion of transversal skills into the development of specialised curriculum training for foreign language proficiency. The study applied mixed methodology techniques, which combined qualitative and quantitative methods in the study. To guarantee cohesion of the study, four research and monitoring techniques such as course dossiers, needs analysis, task-based activities and adapted competences scales were used. The outcome of the research shows findings provided by the piloting stage of the teaching experience and emphasises the need for student-based skill training.

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“…There is a manifestation of HRM role convergence into defined competencies associated with these western HRM models; constructs that can capture the complexity and dynamics of the HRM function, and enable HRM to be continuously effective in driving firm performance and creating sustainable competitive advantages (Ramlall, 2006; Ulrich and Dulebohn, 2015). HR competencies are the outcomes of the values, roles, knowledge and abilities of HR professionals, and offer a mechanism for linking HR strategy and organisational performance (Liu et al , 2014; Ngo et al , 2014). Many researchers have observed a positive relationship between certain HRM competencies and firm performance (Boselie and Paauwe, 2004; Huselid et al , 1997; Long and Ismail, 2011; Ramlall, 2006; Subramony, 2009; Wright et al , 2001).…”

Section: Introductionmentioning

confidence: 99%

Bangladesh HR professionals’ competencies

Prikshat

Biswas

Nankervis

et al. 2018

EBHRM

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Purpose-The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also Q1 explored. Design/methodology/approach-This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings-Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The "credible activist" competency achieved the top ranking and "paradox navigator competency" recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm's life cycle moderated this relationship. Originality/value-There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh.

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Empirical Analysis of the Relationship between HR Professionals’ Competency and Enterprise Performance

Cited by 6 publications

References 2 publications

Incentive strategy of dual innovation balance in green manufacturing innovation ecosystem: Based on hierarchical structure of innovation subject

Incentive strategy of dual innovation balance in green manufacturing innovation ecosystem: Based on hierarchical structure of innovation subject

Transversal Competences in Engineering Degrees: Integrating Content and Foreign Language Teaching

Bangladesh HR professionals’ competencies

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