Hrm in Western
INTRODUCTION
‘Best Practice’ Human Resource Management: Impact On Employee Performance In Non-Westernised Countries written by Dr Rosmah Mohamed in 2007 for 3rd Uniten International Business Management Conference 2007 at Equatorial Hotel Melaka, Malaysia . This article discusses about best practice HRM in Malaysia local government organization and performance from employees point of view. Dr Rosmah Mohamed also investigates impact on employees performance based on the motivation, job satisfaction, organizational citizenship behaviour stress and perceived organizational performance in the organization in Malaysia towards Best Practice of HRM. These factors are the major effects as measurement the employee’s performance. This paper also explained how HRM practices significantly enhanced and develop organizational performance to ensure the organization achieve competitive advantage. Regarding on this study, it will discover whether employee’s performance can make or break organization success.
THE OBJECTIVES OF RESEARCH
Employees are the most important assets in achieving organizational competitive advantage, then the way they are treated is important (Preffer 1994). This describe importance of employees especially impact of HRM in order to enhance organizational competitive advantage. Best Practice of HRM requires that all managers (employer) are committed and understand the employee’s needs to ensure all parties work with high performance and beneficial to the organization at last.
Most of the studies of HRM literature focus on the relationship between ‘best practice’ HRM and level of organization performance, for that reason this paper more focus on the employee in the public sector in Malaysia that majority muslim.
The main objectives of the research to find out the connection between the best practices of HRM effects on employee’s performance outcomes of a stratified sample of government sector employees in non-westernized (Malaysia). Purposely, it
‘Best Practice’ Human Resource Management: Impact On Employee Performance In Non-Westernised Countries written by Dr Rosmah Mohamed in 2007 for 3rd Uniten International Business Management Conference 2007 at Equatorial Hotel Melaka, Malaysia . This article discusses about best practice HRM in Malaysia local government organization and performance from employees point of view. Dr Rosmah Mohamed also investigates impact on employees performance based on the motivation, job satisfaction, organizational citizenship behaviour stress and perceived organizational performance in the organization in Malaysia towards Best Practice of HRM. These factors are the major effects as measurement the employee’s performance. This paper also explained how HRM practices significantly enhanced and develop organizational performance to ensure the organization achieve competitive advantage. Regarding on this study, it will discover whether employee’s performance can make or break organization success.
THE OBJECTIVES OF RESEARCH
Employees are the most important assets in achieving organizational competitive advantage, then the way they are treated is important (Preffer 1994). This describe importance of employees especially impact of HRM in order to enhance organizational competitive advantage. Best Practice of HRM requires that all managers (employer) are committed and understand the employee’s needs to ensure all parties work with high performance and beneficial to the organization at last.
Most of the studies of HRM literature focus on the relationship between ‘best practice’ HRM and level of organization performance, for that reason this paper more focus on the employee in the public sector in Malaysia that majority muslim.
The main objectives of the research to find out the connection between the best practices of HRM effects on employee’s performance outcomes of a stratified sample of government sector employees in non-westernized (Malaysia). Purposely, it
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