Cover Image

Readiness of Malaysian human resource professionals to be a strategic partner

The Ulrich’s HRM Four-Role Model is used in this study. The various roles that are examined are strategic partner, change agent, administrative expert and employee champion. All these roles will be tested whether or not they are significantly related to a firm’s performance. This study also examines...

Full description

Saved in:
Bibliographic Details
Main Authors: Choi, Sang Long, Wan Ismail, Wan Khairuzzaman
Format: Article
Language:English
Published: Intangible Capital 2010
Subjects:
HD28 Management. Industrial Management
Online Access:http://eprints.utm.my/id/eprint/26610/1/ChoiSangLong2010_Readinessof%20MalaysianHumanResourceProfessionals.pdf
http://eprints.utm.my/id/eprint/26610/
http://www.intangiblecapital.org/index.php/ic/article/view/140
Tags: Add Tag
No Tags, Be the first to tag this record!
id my.utm.26610
record_format eprints
spelling my.utm.266102018-10-31T12:33:03Z http://eprints.utm.my/id/eprint/26610/ Readiness of Malaysian human resource professionals to be a strategic partner Choi, Sang Long Wan Ismail, Wan Khairuzzaman HD28 Management. Industrial Management The Ulrich’s HRM Four-Role Model is used in this study. The various roles that are examined are strategic partner, change agent, administrative expert and employee champion. All these roles will be tested whether or not they are significantly related to a firm’s performance. This study also examines the potential barriers that hinder the HR professional from being a strategic partner in an organisation. The sample employed here consists of HR professionals from Malaysian manufacturing companies in the southernmost state of Malaysia, Johor. The total number of firms involve in this study are 89 respondents. This study uses quantitative method such as spearmen rho correlation and multiple regression analysis to test the variables. The finding shows that the role of an administrative expert and employee champion obtained highest score in this study. All HR roles are tested and are significantly related to firm performance. Furthermore, it is found that role of strategic partner and change agent contributes most to firm performance. This study also found that the main barrier that hinders HR professional to play strategic roles in an organisation is they have no time to address both administrative and strategic issues. Intangible Capital 2010 Article PeerReviewed application/pdf en http://eprints.utm.my/id/eprint/26610/1/ChoiSangLong2010_Readinessof%20MalaysianHumanResourceProfessionals.pdf Choi, Sang Long and Wan Ismail, Wan Khairuzzaman (2010) Readiness of Malaysian human resource professionals to be a strategic partner. Intangible Capital, 6 (1). 26 -50. ISSN 1697-9818 http://www.intangiblecapital.org/index.php/ic/article/view/140 DOI:10.3926/ic.2010.v6n1.p26-50
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
language English
topic HD28 Management. Industrial Management
spellingShingle HD28 Management. Industrial Management
Choi, Sang Long
Wan Ismail, Wan Khairuzzaman
Readiness of Malaysian human resource professionals to be a strategic partner
description The Ulrich’s HRM Four-Role Model is used in this study. The various roles that are examined are strategic partner, change agent, administrative expert and employee champion. All these roles will be tested whether or not they are significantly related to a firm’s performance. This study also examines the potential barriers that hinder the HR professional from being a strategic partner in an organisation. The sample employed here consists of HR professionals from Malaysian manufacturing companies in the southernmost state of Malaysia, Johor. The total number of firms involve in this study are 89 respondents. This study uses quantitative method such as spearmen rho correlation and multiple regression analysis to test the variables. The finding shows that the role of an administrative expert and employee champion obtained highest score in this study. All HR roles are tested and are significantly related to firm performance. Furthermore, it is found that role of strategic partner and change agent contributes most to firm performance. This study also found that the main barrier that hinders HR professional to play strategic roles in an organisation is they have no time to address both administrative and strategic issues.
format Article
author Choi, Sang Long
Wan Ismail, Wan Khairuzzaman
author_facet Choi, Sang Long
Wan Ismail, Wan Khairuzzaman
author_sort Choi, Sang Long
title Readiness of Malaysian human resource professionals to be a strategic partner
title_short Readiness of Malaysian human resource professionals to be a strategic partner
title_full Readiness of Malaysian human resource professionals to be a strategic partner
title_fullStr Readiness of Malaysian human resource professionals to be a strategic partner
title_full_unstemmed Readiness of Malaysian human resource professionals to be a strategic partner
title_sort readiness of malaysian human resource professionals to be a strategic partner
publisher Intangible Capital
publishDate 2010
url http://eprints.utm.my/id/eprint/26610/1/ChoiSangLong2010_Readinessof%20MalaysianHumanResourceProfessionals.pdf
http://eprints.utm.my/id/eprint/26610/
http://www.intangiblecapital.org/index.php/ic/article/view/140
_version_ 1643647809345290240
score 13.211869

Similar Items