The role of strategic human resource management (SHRM) impacting employee's performance through perceived organisational support in a manpower agency of international airlines at Chennai International Airport, Tamil Nadu, India - an empirical study

Crispin, C. Colin; Vasumathi, A.; Subashini, R.

doi:10.1504/ijsom.2016.074057

Cited by 4 publications

(3 citation statements)

References 24 publications

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“…With the continuous development and advancement of intellectual property rights and social economy, the good effect of rational allocation of human resources on the development of enterprises has become more and more significant. e enterprise allocates human resources scientifically and rationally to form a good mechanism for human resources management, which can urge enterprise human resources to show better work performance, and can improve the organizational efficiency and overall work efficiency of the enterprise [15]. erefore, enterprise managers and human resources workers should pay more attention to the allocation of enterprise human resources.…”

Section: Related Workmentioning

confidence: 99%

An Analysis of the Optimal Allocation of Core Human Resources in Family Enterprises Based on the Markov Model

Cao

2022

Journal of Mathematics

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As an important component of family business management, human resource allocation greatly affects all aspects of the company’s strategic direction and organizational structure. Therefore, the optimal allocation of core human resources in family businesses has become a topic of great practical significance. Based on the Markov model, this article is based on the B/S architecture, designed the three-tier architecture of the presentation layer, business logic layer, and data layer adopted by the system, forming the basis of quality management, job management, performance management, and salary management-oriented human resources optimization configuration system. Taking family business A as an example, the Markov chain is used to predict the flow of personnel in the company in the next three years. The results show that with the development of normalization and the improvement of the management level, the demand for personnel in the family business will decrease year by year. Competency analysis of human resources positions found that grassroots employees have higher requirements for competency, but at the same time, lower performance requirements, while company seniors need relatively low requirements for competence indicators and higher requirements for performance. In addition, through data calculation and prediction, it is found that the prediction accuracy of the model algorithm is 81.37% on average. Compared with other model algorithms, the Markov model algorithm has the highest accuracy in predicting the state, and the accurate prediction results make the recruitment work predictable. The system makes up for the shortcomings of traditional human resource management data, such as insufficient data, low accuracy, and inability to achieve homogeneity. It uses a centralized database to comprehensively and organically link human resource management-related information to provide a basis for future family business human resource optimization.

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Section: Related Workmentioning

confidence: 99%

An Analysis of the Optimal Allocation of Core Human Resources in Family Enterprises Based on the Markov Model

Cao

2022

Journal of Mathematics

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“…Miles and Snow (1978) viewed that HRM is the key factor in implementing business strategies; in that sense it must be enhanced to the longer term management level. Crispin et al (2016) made light on the fact that implementing SHRM can have a positive result on employee's performance.…”

Section: Strategic Management Processmentioning

confidence: 99%

A new Framework of Strategic Human Resource Management (SHRM) Based on Quantitative and Qualitative Data

Belhaj¹,

Tkiouat²

2017

American Journal of Applied Sciences

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Strategic Human Resource Management (SHRM) is a new concept followed especially in private sector; it is an approach to managing human resource that supports long-term business goals, it tries to enhance the management of HR to a strategic level through human capital. The purpose of this paper is to shed light on the main concepts used in the strategic human resource management, including the management and planning of human resource and focusing on the strategy formulation steps to arrive to a general framework of the SHRM. The present study was performed after analysing the SHRM formulation steps and proposing the process of implementation in the public and private sectors, the proposed framework suggests the use of scientific tools such as Markov modelling for the HR supply forecasting and the fuzzy method to refine the choice of a suitable strategy among others. The main finding of the paper is the proposition of a framework of SHRM that relies on quantitative and qualitative data, which enable us to rely on well analysed information to build a strategy. The reason behind this is to emphasize and encourage the use of scientific models in order to approach the reality and to refine the future projections.

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“…[11][12][13][14][15][16][17][18][19][20] Within this wide spectrum of research, several focus on the analysis of the effects of HRM on the results of the organization, mainly in relation to staff turnover, commitment, quality, and the results. [21][22][23][24] Similarly, specifically within the investigations related to the employee turnover at work, multiple analytical approaches are also distinguished, some are focused on evaluating the impacts of employee turnover; others instead seek to determine which variables directly or indirectly influence the employee turnover. 19,21,[25][26][27][28][29][30][31][32][33] It is generally assumed that the causes of employee turnover may be attributable to decisions made by the worker or the administration, but it is a matter of identifying the causes that affect the decisions of the workers themselves, once they have been known to design actions that favor control of its incidence.…”

Section: Introductionmentioning

confidence: 99%

Exploring neural networks in the analysis of variables that affect the employee turnover in the organization

Pérez-Campdesuñer

De-Miguel-Guzmán

Sánchez-Rodríguez

et al. 2018

International Journal of Engineering Business Management

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The phenomenon of job satisfaction generates high costs for organizations, as it impacts on the processes of selection, training, and motivation of their human resources, while affecting the productivity and quality of organizations, even impacting on the loyalty of costumers. For this reason, forecasting or controlling the behavior of the staff turnover is of great importance for a company. However, predicting the behavior of turnover is an almost impossible intention due to the number of variables that condition this behavior. The objective of this research was to try to identify, through the use of neural network analysis, which internal variables of the organization, of an objective nature, of a demographic nature and associated with their human resources, showed a relationship or incidence on the employee turnover. For this purpose, the databases were analyzed with the turnover behavior of personnel in business organizations with different characteristics. The analysis through neural networks allowed to establish a significant relationship between variables such as average income, school level, and age; likewise, no significant differences were found in other variables such as the type of sector, years of experience in the sector, years of work in the position or years of work, the hierarchical position occupied in the organization, and the number of dependents.

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The role of strategic human resource management (SHRM) impacting employee's performance through perceived organisational support in a manpower agency of international airlines at Chennai International Airport, Tamil Nadu, India - an empirical study

Cited by 4 publications

References 24 publications

An Analysis of the Optimal Allocation of Core Human Resources in Family Enterprises Based on the Markov Model

An Analysis of the Optimal Allocation of Core Human Resources in Family Enterprises Based on the Markov Model

A new Framework of Strategic Human Resource Management (SHRM) Based on Quantitative and Qualitative Data

Exploring neural networks in the analysis of variables that affect the employee turnover in the organization

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