Human resource management practices towards organizational performance for academicians in Malaysia public universities
<p>This aimed of this study is to examine the relationship between Human Resource</p><p>Management (HRM) practices on organizational performance (OP) in 20 Malaysian</p><p>public universities. HRM practices such as recruitment and...
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<p>This aimed of this study is to examine the relationship between Human Resource</p><p>Management (HRM) practices on organizational performance (OP) in 20 Malaysian</p><p>public universities. HRM practices such as recruitment and selection (RS), training and</p><p>development (TD), reward and recognition (RR), as well as work environment (AE)</p><p>are said to be factors in improving the performance capabilities of academicians. The</p><p>OP evaluation was evaluated in this study based on a strategic planning and</p><p>management system methodology known as the Balanced Scorecard (BSC) which</p><p>consists of four perspectives namely financial, customers, internal processes and</p><p>learning and growth. A quantitative survey study was conducted on 383 academicians</p><p>selected from 20 Malaysian public universities based on proportional stratified random</p><p>sampling technique. Questionnaires using 6 point Likert scale were distributed using</p><p>official emails of academicians. Correlation and multiple regression analyses were</p><p>performed using SPSS v.22. In conclusion, the results of multiple regression analysis</p><p>showed that the tested independent variables could explain 69.7% of the variance</p><p>against OP. This proves that the four factors of HRM practice in this study can help to</p><p>improve OP in Malaysian public universities. While the AE factor has shown the</p><p>strongest positive correlation with a significant level of 0.804. A measurement tool</p><p>based on the Analytical Hierarchy Process (AHP) to identify faculties that implement</p><p>HRM practices with excellence has been developed known as the Human Resource</p><p>Management Option System tool (HRMOSt). This tool was validated by five UPSI</p><p>faculty officers in determining the suitability of the OP. It is hoped that this study can</p><p>help faculties / universities in the implementing of HRM practices so that Malaysian</p><p>public universities becomes more efficient and effective in improving academician</p><p>performance. The selection of HRM practice activities that provide the best impact will</p><p>definitely become a benchmark to other Malaysian educational institutions.</p> |
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Human resource management practices towards organizational performance for academicians in Malaysia public universities |
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Human resource management practices towards organizational performance for academicians in Malaysia public universities |
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Human resource management practices towards organizational performance for academicians in Malaysia public universities |
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Human resource management practices towards organizational performance for academicians in Malaysia public universities |
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human resource management practices towards organizational performance for academicians in malaysia public universities |
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oai:ir.upsi.edu.my:73152022-08-16 Human resource management practices towards organizational performance for academicians in Malaysia public universities 2021 Mohamad Suwardi Mohamad Yusof HF Commerce <p>This aimed of this study is to examine the relationship between Human Resource</p><p>Management (HRM) practices on organizational performance (OP) in 20 Malaysian</p><p>public universities. HRM practices such as recruitment and selection (RS), training and</p><p>development (TD), reward and recognition (RR), as well as work environment (AE)</p><p>are said to be factors in improving the performance capabilities of academicians. The</p><p>OP evaluation was evaluated in this study based on a strategic planning and</p><p>management system methodology known as the Balanced Scorecard (BSC) which</p><p>consists of four perspectives namely financial, customers, internal processes and</p><p>learning and growth. A quantitative survey study was conducted on 383 academicians</p><p>selected from 20 Malaysian public universities based on proportional stratified random</p><p>sampling technique. Questionnaires using 6 point Likert scale were distributed using</p><p>official emails of academicians. Correlation and multiple regression analyses were</p><p>performed using SPSS v.22. In conclusion, the results of multiple regression analysis</p><p>showed that the tested independent variables could explain 69.7% of the variance</p><p>against OP. This proves that the four factors of HRM practice in this study can help to</p><p>improve OP in Malaysian public universities. While the AE factor has shown the</p><p>strongest positive correlation with a significant level of 0.804. A measurement tool</p><p>based on the Analytical Hierarchy Process (AHP) to identify faculties that implement</p><p>HRM practices with excellence has been developed known as the Human Resource</p><p>Management Option System tool (HRMOSt). This tool was validated by five UPSI</p><p>faculty officers in determining the suitability of the OP. It is hoped that this study can</p><p>help faculties / universities in the implementing of HRM practices so that Malaysian</p><p>public universities becomes more efficient and effective in improving academician</p><p>performance. The selection of HRM practice activities that provide the best impact will</p><p>definitely become a benchmark to other Malaysian educational institutions.</p> 2021 thesis https://ir.upsi.edu.my/detailsg.php?det=7315 https://ir.upsi.edu.my/detailsg.php?det=7315 text eng closedAccess Doctoral Universiti Pendidikan Sultan Idris Fakulti Pengurusan dan Ekonomi <p>Abdelhamied, H. H. S. (2019). 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