'Best practice' human resource management : impact on employee performance in non-westernised countries
Recent research has argued that the use of ‘best practice’ HRM such as selection, training, team working, performance appraisal, communication and rewards, can enhance the organisational performance. Scholars have found that there were positive significant relationships between ‘best practice’ HRM a...
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| Format: | Conference or Workshop Item |
| Published: |
2007
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| Subjects: | |
| Online Access: | https://library.oum.edu.my/repository/48/1/Best_practice_HRM.pdf https://library.oum.edu.my/repository/48/ |
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| Summary: | Recent research has argued that the use of ‘best practice’ HRM such as selection, training, team working, performance appraisal, communication and rewards, can enhance the organisational performance. Scholars have found that there were positive significant relationships between ‘best practice’ HRM and performance. However, the majority of the
empirical works used financial measurements as performance measures. Moreover, the works were mainly based in manufacturing and automobile organisations in westernised
countries, particularly the USA and UK. Therefore, an empirical work in public sector
organisations, in non-westernised countries might put forward a new insight on employee
performance. This study investigates the relationships between ‘best practice’ HRM used by
Malaysia local government organisations and performance from the employee point of view.
Using a self administered questionnaire survey of 453 frontline employees, supervisors and
managers working in Malaysia local government organisations, this study found that the
investments in ‘best practice’ HRM can considerably help organisations perform better. This
paper supports the universalistic perspective of HRM. (Author's abstract) |
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