Key Issues In Human Resource Management: Performance, Health And Safety, And Wellbeing

Title

Mains Points (3 Bullet Points)

Source Of Research Data

Validity Of Article

Useful Page References

Your Thoughts

Leveraging employer branding, performance management and human resource development to enhance employee retention

·       Employer branding differentiates an employer from another

·       Appropriate feedback, development and compensation ensure better performance management

·       Innovative methods revolving around digitization and internet shall be adopted to train and involve employees

secondary data, meta analysis

Valid, Authentic source of data

122-127

The author discusses various aspects well and has valid source of data to make his study relevant.

Performance Management:

Perceiving Goals As Invariable

And Implications For

Perceived Job Autonomy And Work Performance

·         Perceiving goals as invariable is negatively related to job autonomy which affects performance of employees

·         Employees with higher education and higher level are more discrete about perceived invariable goals and job autonomy.

·         provide job autonomy to enable employees make discrete judgement when goals are redundant

Primary data, survey,  Hypothesis study.

Valid, Human Resource Management Journal

401-410

The research has been conducted on the basis of surveys and hypothetical study has been conducted which makes the research useful and adds to the study of employee performance management.

The Relationship Between Line Manager Behaviour,

Perceived HRM Practices, And

Individual Performance

·         Level of employee engagement is positively related to line manager’s behaviour.

·         HRM shall focus on deployment, development and training of line managers.

·         HRM impact on employee performance is thus indirect

Secondary & Primary Data, Hypothesis Study

Valid, Department of Human Resource Studies, Tilburg University

840-855

The research links between HRM practices, line managers and individual performance and concludes the individual performance depends on managers. The research sets base for further research on same grounds.

The Link Between Workforce Health and Safety and the Health of the Bottom Line

·         Focus on well being improves performance and reduces health care cost

·         Provides competitive advantage that benefits the investors

·         Investment on employee health helps drive more revenue per employee

Meta Analysis, Primary Data.

Valid, data collected from authentic sources, Journal  of Occupational and Environmental Medicine

993-999

The report concludes link between employee well being and increased productivity which shall be adapted by all the organization keeping in mind the deteriorating health of workforce.

Workplace Mistreatment Climate and Potential Employee and Organizational Outcomes

·         Better psychological climate leads to less mistreatment, emotional strain and better job attitude.

·         Supportive work environment reduces mistreatment.

·         Lower focus on mistreatment lead to higher focus on job and related task.

Secondary, four empirical data

Valid, Journal of Occupational Health Psychology

1-21

The researcher has linked how workplace mistreatment can affect its employee’s productivity and how managers can overcome such situation.

How the impact of HR practices on employee wellbeing

and performance changes with age

·         Association between HR development practices and well-being weakens with age

·         Association between HR maintenance practices and well-being strengthens with age

·         Association between HR enrichment practices and job performance strengthens with age

Primary, Hypothesis Testing, employees of three organization of UK

Valid, Human Resource Management Journal

18-35

The report aimed at analysing the relation between employee well being and job performance with their age and where company should invest its effort and resources.

Workplace resources to improve both employee

well-being and performance

·         Intrinsic motivation: resources may fulfil basic requirements

·         Extrinsic motivation: resources may help employees thus perform better

·         Resources are associated with well being and performance at all levels.

Meta Analysis, Secondary data.

Valid, International Journal of Work, Health & Organisations

1-20

The research links between available workplace resources and employee well being at all level.

Optimising Employee Mental Health

·         The extent of job crafting affects the extent of satisfaction of psychological needs.

·         Job crafting helps employees correlate their work objectives and personal goals.

·         This promotes their well being and performance.

Primary Data, Job Crafting Questionnaire,

Need Satisfaction Scale, Mental Health Continuum

Valid, Data from Authentic Sources

957- 970

The research provides base for studying how job crafting can influence employees well being and performance in the organization.

Engaged, Workaholic, Burned-Out or Just 9-to-5?

·         Work investor depends upon employee’s capacity to work.

·         Heavy work investors: workaholic and work oriented

·         Soft investor: less energetic, 9-5 workers

Primary and Secondary Sources. 786 respondents.

Valid, Authentic sources of data.

71-80

Depending upon the work investor, the well being can be influenced on the level of work.

The moderating role

of rumination on the relationship between organizational politics

and employee attitudes, well-being, and performance

·         Politics has direct and negative effect on employee outcome

·         Rumination exacerbate the effect of politics

·         Ruminators are less likely to cope with politics.

Primary data, varied employees for particular study.

Valid, Authentic data source

177-185

The research successfully relates various concepts and gain comprehendible results.