Enhancing performance through best HRM Practices:

Author Year Variable Findings Future expectations

Georgios
N: Theriou
Prodromos
D.
2008(
enhancing
performance
through best
HRM
practices,
organizational
learning and
knowledge
management.
HRM,
learning
organizatio
n,
knowledge
managem
ent,
organizatio
nal
effectivene
ss.
This paper
proposes an
answer to how
best HRM practices
can influence
performance. It is
suggested that KM
and organizational
learning (OL) play
their own unique
role in creating OC,
which lead to
superior
performance.
The paper can help
human resource
managers to
understand better the
importance of OL and
KM processes and the
way
best HRM practices,
through the integration
of these two
processes, lead to
superior and
sustainable
performance
Nurul
absar
Balasunda
ram
Nimalatha
san.
2012(HRM
market
performance
relationship
evidence from
Bangladeshi
organization).
Manufactu
ring
industries,
developing
countries,
market
performan
ce.
The study revealed
that HRM practices
have a positive
impact
on organizations
market
performance.
However, among
different HRM pract
ices, the
performance
appraisal seems to
have the highest
impact. Among the
others, employee
training and
development, and
the compensation
practices were
shown to have
higher positive
impacts than
recruitment and
selection practices
it is hoped that this
research will
convince organization
s that by adopting
systematic and
efficient HRM
practices, they will
achieve competitive
advantages.
Almudena
Canibano
2013(Impleme
nting
innovative
HRM)
Innovative
HRM,
Employee
well being
at work,
The paper shows
that
innovative HRM pra
ctices can lead to
both positive and
To explore whether
the implementation of
these innovative
practices has an
impact on the three
Innovaton negative wellbeing
outcomes.
Furthermore, they
create tradeoffs
between the three
dimensions of
wellbeing. While
they increase
employee
wellbeing on one
dimension, they are
detrimental to
another.
dimensions of
wellbeing (physical,
psychological and
social) and whether
wellbeing should be
considered as a
mediator of the
innovative HRMperfor
mance relationship.
Daniel
Jimenez
Micaela
costa
2009(The
performance
effect of HRM
in Spanish
organization)
HRM, total
quality
managem
ent,
organizatio
nal
performan
ce.
The results show
that the alignment
of the orientation
towards quality and
the approach
to HRM is
statistically
significant for the
utilization of
the HRM system.
The results also
support the
hypothesis that
both TQM
and HRM practices
have a
positive effect on
performance.
Practitioners must
bear in mind the
fundamental role of
human resource
management in the
pursuit of longterm
total quality
management.
Companies should
look for a set
of HRM practices
congruent with TQM,
rather than using
individual practices. A
strategic perspective
to HRM supports
these results.

Purpose:

Problem Objective Question
To enhance the
performance of HRM in
organizational learning
and knowledge
management.
The purpose of this paper
is to explore the
relationships between best
human resource
management (HRM)
practices, knowledge
management
(KM), organization learning
and organizational
capabilities (OC) and their
Q: How to enhance the
performance of hrm in
different department of
organization?
Q: what are the effective
variables which enhance
the performance of HRM
Q: What are
characteristics of
effective HRM practices
impact on organizational
performance. The
proposed framework
intends to add to the
understanding of the
specific processes that
mediate between
best HRM practices and
organizational performance
hep in enhancing an
effective HRM
performance?


Theoretical framework:



HRM Practices
Learning
organization
Knowledge
management
Organizational
effectiveness
Competitive
advantage
Remove
barriers
Organizatio
nal justice