Plan for Operationalizing the recommendations
Human resource management is regarded as the practice of recruitment, deployment, hiring and managing organisation’s employees within a management setting. Within a company or organisation’s human resource department is habitually responsible for creation of job, emphasizing into effects and overseeing the polices of the government employees and their relationship with the workplace (Charan, Barton and Carey 2015). Human resource management is also referred as employee management which focuses on the employees as their goodwill of the business. Thus, the role of a human resource management is to manage the people who are within a workplace and which enable to achieve organisation value, mission and objective. When it is conducted successfully the HR managers can assist to recruit the new professional who have the skill to further the organisation’s goal as well as they aid with the development and training of current employees’ objective. The following paper s based on analyzing and reviewing the article “People Before Strategy: A New Role for the CHRO”. In the discussion section of the paper, it will include two main section and they are a plan to operationalizing the recommendation and a learning blog (Albrecht et al, 2015). the first section of planning for operationalizing the recommendation will critically analyse the article on the basis of future of HRM along with that specific area of human resource management from the article will be identified and analysed. However, the specific area of HRM is Talent Management and will be based on different theories such as motivational theories of Herzberg and Theory X and Theory Y and lastly, contingency management theory. On the other hand, the reflective blog will discuss the experience and journey all throughout the course and the experience that have been encountered during professional and learning phase.
A Plan for Operationalizing the recommendations:
The following article “People Before Strategy: A New Role for the CHRO” released by Harvard Business Review journal by Charan, Barton and Carey (2015) aims of briefly summarize the case study that is discussed in the paper along with the strategic human resource role of a CHRO or Chief Human Resource Officer within an organisation (Charan, Barton and Carey 2015). The author states the effective role of CHRO and its duties and responsibility which is required to lead the department and meet the objectives of a business. Furthermore, the author has mentioned about the CEO’s New contract with the CHRO on the basis of three subsection and they are: firstly, by predicting outcomes, diagnosing the issue and lastly, prescribing the actions in order to add value. However, the role of a CHRO within an organisation will be identified in the below section and will also emphasize on the overall significance and relevance’s of human resource department in relation to the other functions of the organisation. In the first section of the article, the author stress on how the CFO of a company can assist the CEO to build and assign individual talents, specifically the key people and the work of unleashing the organisation’s energy (Lee 2021). It is significant to evaluate the human resource who redefine the work content of the chief officer, is forging into the new contract with the CEO and thus adopting the mechanism of G3 replicating the core group oof CEO, CFO and CHRO.
The Role of the CHRO in Talent Management
The same author in the year 2018, had published about how the CEO or leaders of the organisation adopts to the talents-first approach and offer the human resources management with the same significant amount of shareholder return, compliances and approach along with the function of performance management. For some of the organisation it is the area of finances that matters the most and the people are considered to be the medium of experiencing those finances. Thus, a right talent when placed in the right place often leads to enhancing the performance and easily obtain organisational success. Along with the hiring of right talent, the organisation should offer the employees with an engagement factor that caters to look after the employees and make them have a sense of security within workplace safety, job security and monetary safety (Abt and Knyphausen-Aufseß 2017). When the employees are aware of engagement factor they contribute more towards the workplace and it eventually leads to increased business productivity and revenue and impacts cost, which links to acquisition of talents and workforce retention. Furthermore, the author of the paper focuses its approach to rewrite the job description of the CHRO and create a core decision making which comprise of the contribution of CHRO, CFO and the CEO.
The role of a CHRO is more extensive than conducting the responsibility of overseeing the level of employee satisfaction, benefits and compensation factors, workforce engagement, inclusion, diversity and many others (Green 2017). Thus, the role of the CHRO is much more where it is critically identified in three main section and they are: predicting outcomes, diagnosing problems, and prescribing actions based on the individual’s side that add value in the management. In the first activity conducted in the paper it can be analysed that the organisational performance which is largely based on the fit of jobs and people and the role of CHRO is to be enormously assist in forming the appropriate job requirement. The CHRO should identify the wide gap between the leader’s talent and the job requirement that creates an issue for the professional leader, the manager and the peers (Charan, Barton and Carey 2015). Before additional damages taking places, the CHRO should take up the initiative of analyzing what is to be conducted and identify the gap in skills and behaviour, specifically those 2% and highlighting as job requirement alterations. On the other hand, the author states that the activity is concerned with the connection of human resource management had formed within an organisation. Out of which, it is necessary to identify the performance indicator, the budget, the finances, and other related information which is needed to respect people issue, their allocation of duties and the outcomes (Kirk-Brown and Van Dijk 2016). In order to predict the results, there are certain challenges which the CHRO along with the CFO and CEO should focus on and aim for the goal setting within the right medium. Therefore, CHRO should also be able to make prediction about the rivals and arm its information and data from the competitors. Thus, the prediction should comprise of modification of incentive system, the turnover rate and the hiring system.
The Significance of Engagement Factors for Employees
The author had further emphasized on understanding of the concept with a real-life example of Apple.Inc. the company was hiring for the medical technology people with an early warning sign that it might push the use of Watch and other devices for medical purposes. Similarly, the competitors had redesigned the same and had indicated a sharp product line. Therefore, the author further argues on the fact that the employees should be compensated for the worth which takes the employees and organisation together (Oh et al, 2017). This is often indicated with the factor of revenue which is also not the main driver of employee satisfaction. It is the workforce satisfaction which directly impacts on the G3 should enhance the effort of increasing motivation in the workforce to thrive for the excellence in company. It is being valued more which means to pay the employees well and thereby motivate then to add more value to the company.
On the other hand, the second approach emphasize on the interesting fact of competitor intelligence. The approach of gathering facts on the competitor is considered to be a powerful took and enables to anticipate the issue. Thus, this approach can be a bit time consuming and can comprise of high-risk factors where chance of useless data might be collected. Similarly, the CHRO along with its executive team should be able to indicate the attitude of intelligence with duties and responsibilities as it can implement the taskforce to work on data collection and other related activities (Lee 2021). With reference to identifying and analyzing the issue, it can be indicated that the process of overviewing, intervene and evaluation is needed to mitigate the internal problem. Furthermore, the paper focuses on opposing the vision of resilient leadership, change to reality and flexibility s needed for a number of organisations. It is therefore, integral to include how the leaders are recruited and organizes the promotion of the workplace (Thite 2018). It is required for the leaders to select a wide range of performance-based promotion and how effective the communicator, team-workers ad people they work with.
The last activity refers to the prescribed action which in intended to highlight the correct moves of adding value and also achieving them within the business. In a well-established business setting the consolidated experience caters to move the revenue thereby leading to strategic business unit (Charan, Barton and Carey 2015). Thus, the author of the paper emphasizes on the company and their ability to support the external and internal growth, risk faced by the management and the career advancement in short term and enhancing the ability of identifying the talent which can outperform the competitor’s as they are struck with traditional hierarchical scenarios. Furthermore, it can be identified that in the paper, the author has identified the value which assist to recommend on bridging the gap and enhancing the capacity. This incorporates the establishing the councils to advising ger and assignment to help shore up the task (Charan, Barton and Carey 2015). As CHRO of an organisation, one must also recommend on splitting the division of subgroups so that can unleash the development and growth process of P&L leaders. It is the CHRO who should work with business division so that it is easier for them to conduct its review once a month where they can decrease the time lag within the action and feedback and thereby increase motivation within workforce and improve the operational process.
Furthermore, it can be identified that the author had highlighted the insights and recommendation on how it can reshape the scope of CHRO role and some of the major significances are as follows: firstly, the author states that, the process of conducting review and revising the human resource managerial functional as well as outsourcing the traditional administrative task (Vijayasingham, Jogulu and Allotey 2021). Secondly, the management should also incorporate the CHRO with special expertise which usually outside the HR surrounding and thereby establishing a broader vision. The next instances focus on the factor on how the CHRO will reconsider the performance and will measure the shifting patterns of traditional metrices so that they are able to create n extent to which the human resource managers is capable of adding value. Lastly, by means of support of creating the G3 with short-term meetings as well as a long-term share vision which can inspire the growth of strategic approach keeping employees as their main focus.
In the last section of the paper, the author emphasizes on the aspect of New HR Leadership Channel. In this section it identifies the solutions which assist to create career paths for the HR leaders which can optimize the career smarts and for the business leaders to be smart (Thite 2018). It also suggests that the human resource leaders who starts their career in a leadership position frequently goes through a rigorous training in business analysis along with the line of what McKinsey requires for its newly recruited employee.
In the previous section of the paper the article People Before Strategy: A New Role for the CHRO” was critically analysed and had emphasized on how the talent management works along with the impact of the workforce within the organisation (Charan, Barton and Carey 2015). In this section of the paper, it will conduct a critical analysis of identifying a specific area of human resource management which align the perception of the author along with the theories that best fit the situation. However, the theories that will be focused upon are the theories of motivation which is required within a workplace and is vital for the human resource leaders to adopt and incorporate in the management.
However, motivation within a workplace can be defined as the internal and external factors which stimulate the desire and energy within the employees to be a continuous interest and commitment of a job, role and subject which makes the effort to gain a goal. On the other hand, it is also be identified s the process of stimulating the actions of people so that it can accomplish the goals (Lee 2021). However, when the human resource management takes effort to facilitate the leaders, managers and employees with motivational factors it is observed that there is stability in the work force. As a consequence, motivation allows to build confidence among the subordinates inspire, improves the workforce performance, reduce the rate of absenteeism and secure loyalty. It inspires the organisaion and as a result attracts the competent personnel of an organisation. Some of the major consideration that are made considering the impact on the organisational performance and the theories that enable effective performance are the theory of Maslow’s hierarchy of needs theory, the contingency theory and the Theory of X and Theory Y of motivation.
The theory of Maslow’s hierarchy of needs theory which is developed by Abraham Maslow enables to hold the humans who has five levels of needs and acts to satisfy the unmet needs (Bibi 2019). At the base of the hierarchy there are fundamental physiological factor which are safety, social, esteem, social and self-actualization needs. On the basis of the area of talent management, the human resource managers should emphasize on this theory as it enables to look after employee and organisational needs. As the theory of Maslow caters to the need of organisational structure it assists to identify the needs of the organisational setting by identifying the relevance of work environment (Jonas 2016). With reference to the most basic need which is needed for organisational flexibility, thereby leading to employee to take break for meals and other refreshment purpose. It is more of a stable organisation that offers a clear responsibility providing security, thereby making it an employee feel part of the respective team. On the other hand, the theory will also make the employees feel recognized of their achievement of their training programs which can address the need of the social relationship, professional development and self-esteem factors. On the other hand, the theory further facilitates organisational development within the workplace and ensures that an organisation can encourage for the employees to satisfy with the basic (Johennesse and Chou 2017). While the human resource manager is flexible for the employees to satisfy the basic of the theory of Maslow needs, it also assists to promote self-motivation by means of offering opportunity so that it can satisfy the higher level of needs. In most of the cases the theory enables to limit the employee interaction and decrease the scope of professional growth. In order to apply the Maslow’s theory in a n effective manner the human resource manager or the CHRO who has specifically supported the fulfillment of high-level of organisational needs (Pandita and Ra 2018). It also designs the company to allow social interaction that firms the basis of belonginess and acknowledging to the accomplishments of employees, thereby promoting the level of self-esteem and offering them with the opportunity to secure the position of self-actualization.
Secondly, with reference to the area of motivation it is effective to identify the situation of the article by means of Theory X and Theory Y. Herzberg, have developed the theory and have framed into two factors of motivation and hygiene factors (Bartz and Kritsonis 2019). The factor of hygiene which is also termed as dissatisfier are the extrinsic approach of a work environment such as company policy of working conditions, salary and benefits, relationships with the peers and job security. On the other hand, the motivational factors of the theory are considered to be the intrinsic approach and is known as satisfiers. The motivational factor leads to satisfaction such as recognition within the workplace achievement, growth, advancement and the work itself (Mansaray 2019). considering the factors of hygiene are necessary for the elements of a workplace which does not enhance the motivation but as a result leads to dissatisfaction. Herzberg in his theory have had emphasized on the human resource management which is not a primary objective of the workplace. Considering the aspect of productivity, efficiency and efficacy where the main goals of industries of the time. According to Aithal and Kumar (2016) in the report have emphasized on the instances on the seasonal workers in healthcare sector, with the main focus on the factor driving towards job satisfaction and motivation which are related to the sense of fulfillment, meaningfulness and inclusion rather than the compensation factors. On the other hand, the author Staub and Arslan (2017), emphasized on the certain countries in which there was higher rate of threat of unemployment underlining the signifying the innovation and challenges. There are employees within the organisaion who are striving to learn innovative techniques of work and as a result is dependent on the theory of Herzberg’s theory of motivation, thereby linking to the Maslow’s highest level in the pyramids. With the inclusion of the issues in modern CHRO it offers the people involvement and engaging factor where it cannot be ignored that the employees value are some of the factor of responsibility, autonomy, growth and purpose which us more than compensation and salary benefits.
With reference to the next theory that will be identified in this section is known as Competency theory of motivation. The theory is the center of ideas in which people are often driven to engage in activities and develop to demonstrate their skills. If there are people who successfully performs the challenging task and thereby receives praise from the family and peers then they will eventually experience a belief in their competence in the achievement domain that is in physical, social and cognitive (Baporikar 2016). When the employees of the organisation achieve success in their work, they are recognized to take control of their performance. As the HR or the CHRO is responsible to bridge the gap between employee performance and analyzing the area of issue, the theory will work effectively in this situation. This is because, employees who are successful in attempting new skills and receive a positive reinforcement will eventually internalize a sense of self-reward system which is set of mastery goals. They are even internalizing their own set of standard and the employees will no longer be dependent on others to eluate the performance and thereby motivate them to continue on its own as they realize that they are a competent within that particular area.
As per the reports of the CIDP, it can be identified that there are certain factors that drive the motivation to go to work and some of them are: receiving feedback and reviews from the human resource managers of coordinators, salary and compensation benefits, safety and health concern of the employees, objectives of the organisation, level of support, recognition, safety, fairness and level of autonomy (Psiwa, Irungu and Muriithi 2017). The major issue that is faced by the human resource managers is the process of incorporates the above-mentioned factors within the workplace, which maintains the strategic goal into consideration. On the other hand, it can also be signified that the relevance of HRM in present situation of the pandemic can be demonstrated the significance that individuals focus epitomizes, additional than importance of certain factors thar are required for a revision of the CHRO role, planned as strategic and centrical to the firm, for existence and presentations. With reference to the recommendation, it can be firstly emphasized on the reinforcement of the role of CHRO and the HR department as a whole, the HR executive along with the manger can develop a clear overview on the workforce and thus can exploit the aspects of determining if the right individual has been placed in the right job position (de Castro 2019). If the HR professional analysis that the individual is not placed with the right job role then they should immediately take up adjustive action. Tis will help the organisation to recruit individuals and organize the approach of recruitment campaign, vertical and horizontal along with the development plan. Furthermore, the CHRO can also act as the company’s strategic direction as well as the culture and employee’s values. Similarly, they can offer with the organisational plan where the subordinate so that the human resource manager would have certain instrument and setting up for individual and group growth plan and objective. However, the communication and the alignment of the company’s vision is crucial in order to maintain and create a share of sub-group culture.
On the other hand, it can be recommended that the organisation should aim to reinforce the concept of people sustainability. This is because the sustainability factor within the workplace will intend the employees to achieve gals and eventually the human resource professional will support towards the capital development (Mbotela 2021). Thus, this concept can be interrelated in terms of investing within the people development and training session, employee wellbeing initiative and considering overall growth. Therefore, this could be achieved by developing the human resource where it can customize the development plan, stress on menta health, offer with several training material and improve the working spaces and work-life balance. By focusing on the recommendation segment, it can also be stated that CHRO should intervene the support towards the positivity management practices as well as the leadership styles (AYAYO 2015). There are leaders who demonstrate a high degree of flexibility and adaptability when they deal with the people and the HR enables to set a correct guideline and furthermore invest on the right people with the company’s performance in mind. It is vital to stress on the factors of integrated human resource management system and thereby including the right factors, approaches and measurements for the people satisfaction, motivation and involvement purpose. According to Jubase (2018) it can be identified that the significance of modern workplace should include the work conducted by the HRM team which is fully integrated in the business and is actively contributing to help it achieve the strategic goals, if they are incorporating the individual policy and regulation and are making alterations across all the boards such as development of a more beneficial workplace. In the coming days the integrated HR system within an organisation setting will assist to save time and have various alternative system for different functions that serve the confusion and difficulty of the employees (Petrovic, Saridakis and Johnstone 2018). It can also be stated that the factors of people management within human resource management setting on strong communication and a culture of embracing the problem-solving as its learning experience and believing people to cater great work. Therefore, it can also be stated that, there are no one-fits solution for one. It is the human resource practice that has altered over the years which shift from being administrative and merely function as a core part of the business. Some of the major extra steps in order to undertake the participation with the bejctuves of integrating the HR primary objective and addition of value within the workplace and its external stakeholders (Troger 2021). Furthermore, when the managers or the human resource professional is assisting the employee in including their control over achievement and alarming, they offer with feedbacks which encourage them to recognize the power of having what they need and how they can utilize them. When feedback is offered to the employees, the human resource professional should not to hurt the sentiments but to encourage the employees and highlight the area of improvement.
With reference to the real-life scenario, it can be identified that during the time I was attending classes for MBA, I had the responsibility of experiencing some of the attributes of managerial role as well as supervising role, analyzing the business report for business development purpose in United Kingdom. It was one of the first ever experience of working in large scale firm which had eventually led to many reasons (Jalagat 2016). With the help of Kolb learning reflective cycle the factors and approaches of my learning will be emphasized and identified in the below section.
In the first stances as an employee of a reputed organisation I feel that money is not only the motivational factors that influences the staff or the workers to work enthusiastically. the factor of concrete experience is derived from lack of motivational factors within the workplace (Guillén, Ferrero and Hoffman 2015). It was often observed that the people the management did not put in any effort of formulating any employee engagement or any initiative that assisted the employees to communicate and work effectively with the higher management. To them only the factor of providing money was the only way of rewarding hard work. Thus, this became monotonous and the employees of the organisation did not prefer compensation as the only motivational factor. This was the situation were realized that I am not a person who is driven with money and that is not how my work becomes efficient and effective at workplace. I often require to approach the leaders and communicate with them, gain insights, share thoughts and idea and collect feedback on a positive note (Nie et al, 2015). Therefore, the factor of reflective observation from the Kolb’s reflective cycle can be emphasized on the factor of what had driven me to work and obtain personal and professional success. According to my own personal belief I feel that when the leaders or the human resource management takes up the initiative of understanding the reason or why we are doing a particular work assist in solving half of an employee’s issue. This will automatically allow me to set frequent clear target where I can achieve organisational goals as well as obtain my own success.
Similarly, I feel that the factor of abstract from the theory of Kolk’s reflective cycle signifies the ultimate learning that had taken place. Considering the factor of abstract conceptualization, I can state that the organisation will fiction effectively if they optimize a recognition and reward program which will take pace evet month. A simple praise or a pat on the back of the employee will help them to boost their morale and will eventually allow them to take up additional effort in conducing organisational task (Cloutier et al, 2015). For me a recognition program tends to be an effective tool in which I along with my other colleagues can celebrate the star performance who embody the company value. there is more special consideration that I can make at my workplace and they are celebrate annual work anniversary, offer the employee with month basis reward and I can recommend a step further along with the rewarding aspect of my team.
The factor of my active experimentation in the entire process is to learning the areas where the management does not offer to motivate the employees (Van der Horst and Albertyn 2018). I feel that motivation is something that drives every employee to work daily and not only to arrive at workplace but to work effectively and effectively, with additional dedications and would not mind to wok for longer hours. The reward should not necessarily have to be monetary for me but it could be a gesture of offering the people with a day off, work anniversary day off and restaurant or shopping vouchers. Thus, I feel these are some of the factors which indicates the organisation to be a god promoter of motivation and thereby leadings us to be good performers (Conrad, Ghosh and Isaacson 2015). So, if I would be offered with the job of a human resource professional or a manager in my future workplace, I would make sure that I inspire and guide my employees to go for an extra mile and make their effort worth with a gift and thoughtful act.
The time I was working during my early careers I had witnessed the feeling of emotion for both negative and positive. As per the situation I feel that I had faced the situation of what a lack of motivational and inspirational work culture feels like. It was not an easy job for me to work with no motivation and rewarding system (Gerhart and Fang 2015). From this situation I could derive that motivation within workplace does not last forever and it has to be inculcated within myself and make it a constant habit to share this skill with my team members. I still feel I have a lot to gain from my overall work experience but will make it a point of making it a constant act. There are times where I can gain trust over the leaders and make my work easier to carry out. therefore, for me motivation can also be failure by means of accepting theory and models which guide the organisation and the individual to attain their goals and carry out successful completion of work.
As my current course of MBA had allowed me to gain knowledge and insight about different subjects and areas, I have certain aspects which I want to achieve in near future and some of them are: firstly, I would aim to achieve the level of a manager or a leader and make my career a flexible one where a nine to five job theory does not work. Thus, I aim to build a relationship with my employees and will not create a barrier of communication. Secondly, I feel that in my future career path I would include the factor of motivation not on an annual basis or just offering monetary rewards bit will initiate program that will offer the employees to spend time with families, go for vacation, offer the with day off and organised mothy recognition session.
Conclusion
Hence, it can be concluded that the significance human resource management within any organisation contributes from the role that they incorporate and play, depending on the nature of the business firm. From the above-mentioned recommendation, it can be analysed that motivation within workplace is one of the major attributes that is needed both within the employer and the employee to function effectively. Thus, it is the human resource management that assist to achieve these objectives and should make it a positive attitude within the human resource managers and the employees. However, the article of assisted to identify the role of CHRO within an organisation along with its duties and responsibility.
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