Linking HRM competency to firm performance: an empirical investigation of Chinese firms

Ngo, Hang‐Yue; Jiang, Chunyan; Loi, Raymond

doi:10.1108/pr-05-2013-0086

Cited by 32 publications

(19 citation statements)

References 68 publications

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“…The results showed that there is a positive and very significant relationship between competence and employee performance, and there is also a significant relationship between work environment and employee performance. It is supported by the research conducted by NGO et al (2014), which shows that there is significant and positive influence between the competence of human resources on the performance of the company. The results of this study are also in line with the results of research conducted by Prasetio et al (2014), that competence affects the performance of employees.…”

Section: T-statistics (|O/ster)mentioning

confidence: 77%

The Effect of Motivation and Competence on Employee Performance in Satellite Technology Center - National Institute Aeronautics and Space

Sujiati

Maarif

Najib

2017

JAM

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Abstract:This study aims toanalyze the effect of motivation and competency factor on employee performance in Satellite Technology Center -National Institute of Aeronautics and Space. This study uses a quantitative approach using descriptive analytic surveywith cross-sectional study. Respondents in this study of 79 people who are employees of part dissemination, program and facility, administration.The data analysis used in this research were descriptive analysis and Structural Equation Modeling (SEM) PLS. The results show that motivationhas significant effect either directly or indirectly through the competency on employee performance in Satellite Technology Center -National Institute of Aeronautics and Space.Keywords: motivation, competency, employee performance Human resources (SDM) are very important asset in an organization. Human resour ces focus on the strength coming from human potential within the scope of organization and become the basic capital for an organization in doing activities in achieving goals (Sunyoto 2015).Human resources who have motivation are the determinant of success in the achievement of organizational goals. The success of an organization depends on how to draw the motivation 229 of employees and keep it in the good performance (Muindi and K'obonyo 2015).The study which was conducted by Hendriani, et al. (2014) As a research and development institute, employees in Satellite Technology Center -LAPAN, most of which are functional researchers, engineers, and litkayasa technicians should have good performance to be able to produce a research result which is useful for society, by the publication of scientific journals. Here is the recapitulation of the number of publication of National KTI Journal from 2013 to 2015, which can be seen in Table 1. schedule which has been set. Since2014, those reports aresubmitted and the indication from the year to year remains the same;there are always employees who submit those reports late.If those various problems related to human resourcesare not investigated further, it will affect either directly or indirectly to the achievement of the organizational objectives. By studying the employee performance, then we will be able to know the things that are most influentialin performance, so it will be found the right strategy to be able to improve the performance of employees inSatellite Technology Center -LAPAN.This research of theinfluence ofmotivation and competence on employee performance is based on the study which was conducted by Rakhma, et al. (2015), which is based on the thought that in order to maximize the organizational performance, qualified elements to maximize the performance of the organization is required. Humanresources owned by the organization have various characteristics, including motivation, competence, and performance. Riyanti and Sudibya (2013) Table 1, the number of performance achievement for scientific publication of National KTIof 2013 showed good results, it can be seen from the achievements of performance,amounted to 88.5%. H...

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Section: T-statistics (|O/ster)mentioning

confidence: 77%

The Effect of Motivation and Competence on Employee Performance in Satellite Technology Center - National Institute Aeronautics and Space

Sujiati

Maarif

Najib

2017

JAM

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“…According to Barney (1991), a company's resources or capabilities can produce sustainable competitive advantages if they have attributes, scarcity, challenging to duplicate, and irreplaceable. Interest in resource-based views and alignment theory makes Ngo, Jiang, and Loi (2014) examined the relationship between HR management competencies and company performance.…”

Section: Competence Of Hr Professionals (C1)mentioning

confidence: 99%

Competence or Communication: From Hr Professionals to Employee Performance via Employee Satisfaction

Kotamena

Senjaya

Putri

et al. 2021

jmk

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The motivation behind this investigation was to find out the relationship between competence and communication skills of human resources professionals and employee satisfaction, as mediating variables, to improve employee performance. This study also aimed to examine the direct relationship between competence and communication skills of human resources professionals and employee performance. For data collection, a questionnaire was sent to 60 employees from the level of Section Head to Senior Manager or those directly involved in the production process and other supporting functions. The result of this study showed that the competence level of human resources professionals did not have any significant relation with employee satisfaction and employee performance. In contrast, the communication skills of human resources professionals had a significant impact on employee satisfaction and indirect correlation with employee performance; employee performance increases if employee satisfaction increases. Consequently, to be able to increase employee satisfaction, HR professionals must improve their communication skills

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“…Besides possessing the basic knowledge and skills in the traditional HR modules, such as recruitment, selection, training, performance, and benefit management, Chinese HR professionals must be able to quickly learn the complexities of more strategic HR solutions rather than mastering the tactical implementation and execution of compensation and benefits strategies (Ngo et al, 2014). Strategic thinking should be HR professionals' new core competence that can add strategic value to the business by emphasizing results over processes (Cascio, 2015).…”

Section: Body Of Knowledge In Hr Professionmentioning

confidence: 99%

“…In recent years, there has been a need for exploring additional studies because of the fast growth of demand in the HR market, although HRM issues in China have been examined from different perspectives. Major HRM research focuses on the development patterns and specific HRM modules, and study gaps exist in the area of HR professionalization, its ethics, and technology (Ngo et al, 2014;Sheldon et al, 2014;Warner, 2014). Leading research on Chinese HRM mainly stays close to the mainstream research, while maintaining independent thinking.…”

Section: Research In Hr Professionmentioning

confidence: 99%

Professionalization of Human Resource Management in China: A Comparison Study to Law and Accountancy

Zhao

2018

ASSRJ

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This paper aims to explore the development of HR profession in China in a comparison perspective. The author assessed the degree of HR professionalization in China through Fanning's (2011) nine-characteristic model of HR profession. To better understand the extent of HR professionalization, the case of established professions-law and accountancy-are analyzed. Particularly, the professionality continuum in each profession is illustrated. In this paper, research questions concerning whether the HR profession is a semi or full profession, to what degree HR profession stands in the Chinese context, and how HR profession can become more professionalized are answered.

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Linking HRM competency to firm performance: an empirical investigation of Chinese firms

Cited by 32 publications

References 68 publications

The Effect of Motivation and Competence on Employee Performance in Satellite Technology Center - National Institute Aeronautics and Space

The Effect of Motivation and Competence on Employee Performance in Satellite Technology Center - National Institute Aeronautics and Space

Competence or Communication: From Hr Professionals to Employee Performance via Employee Satisfaction

Professionalization of Human Resource Management in China: A Comparison Study to Law and Accountancy

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