[Relationship between HRM and Organisation's Performance]

By

ACKNOWLEDGEMENT

I would first like to express my gratitude for my research coordinator, colleagues, and peers and family whose immense and constant support has been a source of continuous guidance and inspiration.

DECLARATION

I [type your full first names & surname here], declare that the following dissertation/thesis and its entire content has been an individual, unaided effort and has not been submitted or published before. Furthermore, it reflects my opinion and take on the topic and is does not represent the opinion of the University.

Signature:

Dated:

Abstract

For several years, analysis and research accumulate to demonstrate the contribution of human resources (HR) and function of human resource management (HRM) on the performance of the company. Meanwhile, the employee share (ES) is the subject of numerous studies attempting to demonstrate its contribution to business performance through its possible positive effects on HR. The study reviews the practices followed by Computer Science Corporation (CSC) in terms of practising HR and its implications and outcomes. The research reviews the already published literature in the context of management practices from the level of a middle manager to the individual employee and how it will affect the overall performance of the employee as well as the company. The research concludes with the roles that employees and their supervisors must assume as there is an existence of strong relationship between the performance of both and its impacts on the organisation's performance which further result into job satisfaction and employee retention.

TABLE OF CONTENTS

ACKNOWLEDGEMENTii

DECLARATIONiii

Abstractiv

CHAPTER 01: INTRODUCTION1

Background1

Organisation Background1

Research Question2

Aims and Objectives2

Rationale3

Reliability and Validity3

Generalizability3

Ethical Considerations4

CHAPTER 02: LITERATURE REVIEW6

What Relationship between the Functions of HRM and Organisational Performance?7

The existence of the relationship "HRM - Organisational Performance"7

The nature of the relationship8

Measuring the contribution of HRM to organisational performance9

Fifteen Best Practices in Human Resources Management by CSC16

Safety of Employees17

Selective Recruitment17

Team Use17

Compensation Strategies17

Performance Evaluation17

Training and Development Opportunities18

Reducing Status Differences18

Exchange of Information18

Grievance Procedures18

Promotion18

Employee Ownership19

Empowerment of Workers19

Employee Suggestions19

Job Rotation19

Career Opportunities for Employees19

Five Areas of Best Practice by CSC19

Training and Development19

Teams20

Employee Selection20

Performance Evaluations20

Communication21

CHAPTER 03: METHODOLOGY26

Research Design26

Literature Search26

Inclusion and exclusion criteria27

Research Questions27

Justifying the Research Question28

CHAPTER 04: FINDINGS AND DISCUSSION29

Two-Way Communication33

Internal Communication40

Managers and Supervisors as Communicators43

CHAPTER 05: CONCLUSION50

Leadership and Adult Learning50

Key Role of the Manager and Supervisor54

Employees57

Surveying Employees61

Dependent Variables of Job Satisfaction and Motivation62

Recommendations64

References67

Bibliography88

CHAPTER 01: INTRODUCTION

Background

In the late 1970s, Americans and Europeans were wondering about the outstanding performance of Japanese companies. The observation showed that these companies do not have natural resources and production factors significantly cheaper, did not have a fundamentally different organisation and did not choose strategies brilliant. Only one thing made them different: the quality of their human resources. For several years, human resources are central to the debate on the sources of organisational performance. Analysis and studies accumulate to demonstrate the contribution of human resources (HR) - considered a source of competitive advantage - and the function of human resource management (HRM) performance of the company. Meanwhile, the employee share (ES) is the subject of numerous studies attempting to demonstrate its contribution to business performance through its possible positive effects on ...