HR Practices and Employee Attitudes
Discuss About The Motivation On Organizational Effectiveness.
I have selected retail sector for my study. For this annotated bibliography, I have read one general article on HR practices to understand the topic area in general, one article on the UK retail sector and the three articles on the Australian retail sector. I found that the retail services in all the countries which I have chosen are experiencing retention, performance related issues. I have also came to know the major implications faced by the retail companies operating in Australia and UK as well the strategies they develop in order to eradicate the performance related and other organizational issues taken place within the retail sector of Australia and UK.
Article 1 Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
The article examines that how the implementation of HR strategies could influence on the perceptions and the behavior of the employees. There is a significant relationship to be developed between the HR practices and on the performance of the employees. The development of comprehensive HR practices has been influencing and playing a mediating action in improving the performance of the groups or team under consideration for the organizations within the retail sector (Pinder, 2014). The article also states that improvement in the HR practices can help the employees to reduce the rate of absenteeism which is resulting in enhancing the intent of improving the attitudes and behavior of the employees (Kehoe & Wright, 2013). The purpose of the article is to evaluate the effect of comprehensive and proper HR practices on the attitudes and the behavior of the employees working within the retail sector. They did the research in trying to investigate a connection between the strategic HR ideas and the perception of the staffs. The research is done with the help of the survey to be conducted where the data will be collected from the employees working in large retail organization (Kehoe & Wright, 2013). The study finds out how the high performance HR practices can actually play a mediating role in developing relationship with the employees. This concludes with the fact that the perception of the staffs has been changed due to the HR practices implemented.
While this study is applied with the retail sector, its findings are useful in my study of entrepreneurship as this will help me to understand the practicality and the implications of any HR practices which I might involve in after starting my own business (Cherian & Jacob, 2013).. This area of study will also help me to understand the employees’ perceptions towards the different types of HR practices they should be involved in while starting becoming an entrepreneur. I will analyze and evaluate the commitment the employees must ensure when they are having their employment to be done. I will also use these findings to study the skills and attributes of the employees with whom I need to be starting the business.
Job Design and Organizational Performance
Article 2 Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), 419-445.
The article examines that there are basically two dimensions of the greate performance system which involves the enrichment in the jobs along with the high involvement management. The high performance work system is established with the help of improving the wellbeing and developing the healthy life for the staffs (Wood et al, 2012). It also states that when the organization and the employees share their gains, then only the well being and the quality of life for the employees could be implemented. The main idea of the article is to analyze how the job enrichment and high involvement management has been influencing the high performance for the employees working in retail organizations (Saleem, Shaheen & Saleem, 2012). The research is basically conducted by the secondary qualitative method which is the UK Employment Relationships Survey 2004. The article concludes with the fact that the quality and the well being of the employees will be enhanced only if there is job enrichment and proper involvement and commitment from the management to be taken place from the organizations (Kehoe & Wright, 2013).
While this study is applied to the retail sector, its findings are useful in my study of retail sector where I will be trying to start my professional career in this sector. The reason is that with the idea and broad knowledge of job enrichment I could be able to found my limitations of how to work in retail organizations (Nickson et al, 2012). I could be able to understand and evaluate my performance and would like to extend my future within the retail sector. This is also useful in understanding the advantages and limitations of having my career within the retail sector. I will use these findings to analyze how the performance is going to affect the quality and the well being of the employees working within the retail sector. I will use these findings to analyze the limitations of the employees working in this sector. I will also analyze that any conflicts rose among the employees.
Article 3 Caki, N., & Solmaz, B. (2013). The effects of facial beauty in personnel selection: a field work in retail sector. Procedia-Social and Behavioral Sciences, 84, 1203-1206.
Employee Selection Process in Retail Sector
The article explains that whether the facial beauty play a part in the selection of the staffs in the retail industry. It is useful to know that for the selection of personnel there are the certain criteria which the candidate needs to meet it which includes the education, the work experience and the skills the individuals possesses it (Caki & Solmaz, 2013). The article also states that there has been past researches to be done on facial beauty and its importance in the selection of the personnel and there were various articles which have been published on the impact of facial beauty in the selection of the personnel. The purpose of this article is to find out that whether the facial beauty does play any part in the selection of the personnel within the retail sector or not. The research methodology for this article to be envisaged will be the surveys as well the literature reviews (Arendt et al, 2012). In the survey there were 100 photos of the hired as well the non hired candidates were taken and this has been scored by 100 students of HRM. The evaluation is done with the help of the Likert scaling method and after that the photographs of the hired staffs were compared and analyzed. The article concludes with the fact that the facial beauty does not play any part in the selection of the personnel.
The article is basically criticized with the fact that in personnel selection the education, the work experience and the sills of the candidates are measured in order to select the personnel. The facial beauty has been considered as the factor by the critics to make the research on it which might tell that facial beauty might be an added factor in the selection process of the personnel which is against the ethical selection process. I will be using these findings to analyse the different aspects of the selection of the personnel within the retail sector to gain a proper idea.
Article 4 Presslee, A., Vance, T. W., & Webb, R. A. (2013). The effects of reward type on employee goal setting, goal commitment, and performance. The Accounting Review, 88(5), 1805-1831.
The article explains the importance of tangible rewards on the development of the performance and its positive impact on the goal setting and the commitment towards the organizations as well. It indicates that the cash rewards are not so much important as compared to the intangible rewards. The intangible rewards have been much more significant in enhancing the performance and goal setting of the employees working within the retail sector (Sarwar & Abugre, 2013). It is seen that the application of the physical rewards in the form of bonuses and schemes has been predominantly important and taking a huge part in making the employees much more engaged and committed towards the change of their behavior and perceptions (Presslee, Vance & Webb, 2013). The article aims in analyzing and evaluate the effect of the tangible rewards on the staff performance and its goal setting towards the achievement of the organizational objectives (Sarwar & Abugre, 2013). The research methodology which will be applied for this study should be the quasi experiment. The article concludes with the fact that the cash rewards should be leading to better performance rather than the non cash rewards. It also concludes that it is easier to set the goals for the employees when they are getting the non cash rewards rather than the cash rewards.
Rewards and Employee Performance
The critique of the study is that the cash rewards are not making the employees to set the goals for the company they are working easier which is actually made it possible and this is affecting the performance in a negative way. These findings are useful in my study in the retail sector as I will be able to understand the concept and differences between the cash and non cash rewards (Misra, Jain & Sood, 2013). From the concept and wide knowledge I could be able to understand the perception of the employees as well. I will use these findings in order to analyze the motivational concept which will help me starting my professional career.
Article 5 Price, R. (2016). Controlling routine front line service workers: an Australian retail supermarket case. Work, employment and society, 30(6), 915-931.
The article explains that how the frontline routine service staffs was controlled within the retail sector of Australia. The article explains the fact that there is the need of controlling the activities of the front line service staffs and this is useful in exploring that how the front line service staffs were basically controlling their routine or schedule while working in the retail supermarket chain of Australia (Manzoor, 2012). The article also explains that how the labour process scholarship is applied in exploring that how the retail managers are negotiating the control of the part time employees working in this sector (Price, 2016). The article also explains the new idea and knowledge about the front line service staffs controlling their activities which clashes with the status of their employment and this acts differently for the checkout operators on different contracts for their employment. The purpose of this research article is to evaluate that how the control of routines for the front line service staffs will be able to improve their performance. The research methodology which has been applied for this study should be the mixed research methods. This could include the literature surveys as well the surveys conducted n the front line service staffs taken from 5 randomly selected retail chains in Australian supermarket (Daley, 2012). The article concludes with the fact that with the control of the routine, the managerial autonomy could be reduced at the store level. This also concludes that the retail managers can be able to negotiate their control over the part time staffs.
While the study is applied to the retail sector, its findings are useful in my study of retail sector as this will help me to understand the proper requirements and the expectations of the front line service staffs and how the retail managers are able to cope with the expectations (Anitha, 2014). I will use these findings to analyse my retail sector for the performance and monitoring of the actions taken by the front line service employees.
References
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), 419-445.
Caki, N., & Solmaz, B. (2013). The effects of facial beauty in personnel selection: a field work in retail sector. Procedia-Social and Behavioral Sciences, 84, 1203-1206.
Presslee, A., Vance, T. W., & Webb, R. A. (2013). The effects of reward type on employee goal setting, goal commitment, and performance. The Accounting Review, 88(5), 1805-1831.
Price, R. (2016). Controlling routine front line service workers: an Australian retail supermarket case. Work, employment and society, 30(6), 915-931.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.
Cherian, J., & Jacob, J. (2013). Impact of self efficacy on motivation and performance of employees. International Journal of Business and Management, 8(14), 80.
Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.
Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.
Sarwar, S., & Abugre, J. (2013). The influence of rewards and job satisfaction on employees in the service industry. The Business & Management Review, 3(2), 22.
Misra, P., Jain, S., & Sood, A. (2013). Compensation: impact of rewards and organisational justice on turnover intentions and the role of motivation and job satisfaction: a study of retail store operations in NCR. International Journal of Human Resources Development and Management, 13(2-3), 136-152.
Turhan, G., Akal?n, M., & Zehir, C. (2013). Literature review on selection criteria of store location based on performance measures. Procedia-Social and Behavioral Sciences, 99, 391-402.
Pan, W. S., & Werblow, J. (2012). Does Good Job Enrichment Policy and Practices Impact Employee’s Job Satisfaction?. Journal of Global Business Issues, 6(1), 1.
Saleem, S., Shaheen, W. A., & Saleem, R. (2012). The impact of job enrichment and job enlargement on employee satisfaction keeping employee performance as intervening variable: a correlational study from Pakistan. Kuwait Chapter of the Arabian Journal of Business and Management Review, 1(9), 145.
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