Human Resource Policy
Human Resource Policy

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Human Resource Policy

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The annotated bibliography for your 4 selected human resource topics must consist of at least 10 reputable, professional, scholarly journals and/or informational venues that deal with the content of the course (i.e., not blogs, Wikipedia, newspapers, etc.), be in current APA format, and contain persistent links so others may have instant access. Include a proper title page.

It is highly recommended that you use Liberty University’s Jerry Falwell Library online resources. A librarian is available to assist you in all matters pertaining to conducting your research, including what constitutes a scholarly article (reputable, professional and/or scholarly journals, and/or informational venues that deal with the content of the course).

The Jerry Falwell Library librarian has asked that the following be shared:

Articles in Business Source Premier have a “Permalink” you can use to post in your assignment. The permalink, in most cases, will allow anyone to access your article. Articles in Business Source Complete have a “Permalink” you can use in your assignment. The Permalink should allow anyone to access your article. To get the Permalink, look the article up in Business Source Complete and click the article title. Then click the “Permalink” link that appears in the right column. 

The annotations are designed to help your classmates better understand and more easily learn about your topic. The annotation is not a normal required component of APA; rather, it is a specific additional requirement for this assignment.

Note the following regarding your annotated bibliography:

• An annotated bibliography is a list of the journals and resources you used.

• Each citation is followed by a brief paragraph (at least 150 words) that is descriptive and evaluative—the annotation.

• The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.

• For more information on annotations, see this link about Annotated Bibliographies.

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Employee Value Proposition

Employee Value Proposition
Employee Value Proposition

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Employee Value Proposition

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Employee Value Proposition-Is it good enough?


• Assess practical significance of application forms, bio-data, and reference checks. (1)

• Design content valid situational and behavioral interviews (5)

• Assess practical significance of various ability tests. (6)

• Assess practical significance of integrity tests. (6)

• Assess practical significance of work sample tests. (7)

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• Appraise strategies to limit adverse impact in the interview process. (1)

• Evaluate personality testing (6)

1. Research a job position at your current organization, or an organization you prefer. Develop 2 behavioral and 2 situational questions for the interview. Include an anchored scoring system for all of the questions.

2. In addition to the interview, you want to add another selection assessment to accompany the structured interview questions you designed. Select one, and give your recommendations, with support, for why it should be chosen above the others.

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Human Resource Management in Health and Social Care

Human Resource Management in Health and Social Care
Human Resource Management in Health and Social Care

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Human Resource Management in Health and Social Care


Recruiting efficient workers remains an important factor to the success of every organization. Consequently, organizations adopt approaches involving training and developing the most effective employees. Within the health and social care fields it is imperative measures aimed at understanding systems used to monitor and promote the development of employees are integrated. The paper explores the various legislative frameworks of human resource management that must be observed during recruitment processes. This includes exploring leadership theories which can promote effective team spirit.  This is particularly important to progress the healthcare organization leadership and management of the employees as well as the recruitment processes.

Task 1

  1. Factors to Be Considered in Planning and Recruiting Individuals

Many health institutions today have significantly increased their attention towards human resource management. Human resource is the major principle of health systems alongside physical capital (Sumelius, Björkman, Ehrnrooth, Mäkelä, & Smale, pp. 569. 2014). Human resources in relation to health can be termed as diversified non-clinical and clinical staff in charge of both private and public health care. It is important to consider the fact that the most significant input in the health system is its presentation and the benefits realized from these systems.

This basically relies on the skills and knowledge of the workers in the health care departments. It is also equally important to note that the workers require motivation so as to be able to offer quality services (, al.2014). As it the case in physical and human resources, it is equally important to keep equilibrium between caretakers and health promoters to make sure that success is achieved.

Due to the differences between physical and human capital, it is crucial that the later should be managed in an extremely different way from the physical capital. It is also vital to note that the connection between health care and human resource is extremely complicated and should be studied further.

The cost incurred in health care facilities is rising radically due to an increased cost and number of disposable equipment’s and drugs. In cases where these facilities are funded publically, it has become practically hard for them to employ and maintain efficient health workers (, al.2014). It is essential to consider that human resource management should be urbanized so that a suitable balance between the workforce contribution and the capability of health workers to perform successfully and professionally can be achieved. It is important to know that those practicing in the health care institutions should access high-quality equipment’s in order for them to be efficient.

The most important factor that forecast on HR requirements includes turnover rates, financial capacity and turnover rates.  Human beings are social beings and thus cannot live or work in isolation. Human resource management in today’s human resource is one of the critical fields in healthcare as it involves management of an extensive and intense field. The HRM is accorded the capacity to deal with management issues in terms of Human resources (, al.2014).

Strategic Human resource management therefore deals with an organizations most valuable asset that are required in the management of an organization purposefully because this resource aids in individually and collectively supporting in the achievement of an organizations objectives as well as its productivity.

  1. The Relevancy of Legislative Measures and Policy Frameworks of UK  In the Selection, Recruitment and Employment Process of Personnel at Hounslow Care Ltd

It is necessary that each and every country has its own rules and policies that guide them in the recruitment, selection and employment of personnel. Therefore, it is vital for Hounslow care ltd to apply related policies. It is important to note that the prevailing laws in the United Kingdom gives equal opportunities for every citizen irrespective of the race, religion, community or even gender.

The United Kingdom government provides laws and policies that govern the employment, selection and recruitment of a new workforce. The major laws involved in Hounslow care ltd includes The Race Relation Act, Sex Discrimination Act, Employment policy, legislation Employment Relations and lastly but not least The Race Relation (Colvin, & Gough, pp. 1019. 2015). Legislation Employment and Employment policy helps to ensure that equal wages are paid to the employees and also enforces the tribunal methods of employment are adhered to.

The Sex Discrimination Act in this case protects the employees from discrimination within this organization considering the fact that those seeking for job opportunities are frequently discriminated directly or indirectly. Direct discrimination may entail rejecting their training, denying them a promotion, giving hostile conditions or even worse, rejecting people because of their secluded characteristic  (Colvin, & Gough, pp. 1019. 2015). On the other hand, indirect discrimination occurs in situations whereby the terms and the policies of the organization do not favor those individuals with particular protected characteristics.

The Employment Act principally deals with conflict declaration and achievement of the required principles of employment. Hounslow Care ltd is currently focusing on employing more qualified personnel that caters for the whole society. In order for them to effectively achieve this, they must uphold and sustain applications primarily from the people that are not represented in the institution (Colvin, & Gough, pp. 1019. 2015). Additionally, there is a need of supporting the applicants who are bound to feel that equality and justice is not achieved within a recruitment process so that can easily have their issues addressed.

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  1. Evaluation of Different Approaches Used to Ensure the Selection of the Best Personnel’s at Hounslow Care Ltd

In achieving this, it is essential to take cognizance of the two main procedures that should be followed during selection of workers. This includes interviewing candidates through conducting tests in the centers. An additional approach includes evaluating and ensuring that the candidate is well equipped and can offer high quality services (Hollenbeck, & Jamieson, pp.380. 2015).Therefore, it is highly essential for Houslow Care ltd and other health institutions to adhere to these approaches so that they can be able to choose qualified workers.

It is important to know that conducting interviews is the most crucial step when choosing employees. When conducting interviews, the interviewer talks about the candidate’s impersonation and can make any conclusion (Hollenbeck, & Jamieson, pp.380. 2015). The main advantage of interviewing is that the candidate can easily be evaluated by the interviewer with no possible mistakes since it is one on one.

Additionally, this aids in choosing the best out of the candidates since the interviewer is able to distinguish a more confidence candidate. Another approach that can aid in choosing excellent employees is the use of tests where every candidate conducts a test concerning the type of job that is being offered. It is usually assumed that the outcome of the test depicts the job applicant’s mindset.

(M1). Critical analysis of the different approaches of the recruitment process employed in recruiting individuals at Hounslow Care Ltd

In developing an effective approach of recruitment aimed at aiding in the employment of individuals at Hounslow Care Ltd, it is significant that the job description is clearly developed and that give information on the detailed aspects of the job that include the responsibilities, pay, and reporting requirements. On the other hand, there is a need of developing a skills inventory and a job posting strategy.  This clearly gives a depiction of the systematic interview process to the candidates as well.

Task 2

2.1 How Individuals Interact In Groups within Health and Social Care Settings

2.1.1: Interaction Stage as one of the Faces of Forming

Armstrong believes that the forming phase implies to the high reliance on leadership as an approach for guidance.  Employees within these systems await information on determining what is new with everyone within this system, thus retaining their selves’ as cautious, polite and well organized (Armstrong & Laschinger, pp.134, 2006). During this point, the individuals learn to cope with the opportunities and challenges ad try to agree to specific matters in handling tasks, and responsibilities effectively.  

In order to ensure that interaction and communication is effective between the group members and the co-workers, it is vital that everyone acquires the opportunity to share thoughts, information, and ideas with the aim of knowing each other.

2.1.2: Storming

Armstrong alleges that various ideologies are determined to differ within this step for deliberation. Within the step of storming, teams or groups are determined to identify various issues and derive approaches of effectively solving these issues. Storming therefore remains one of the vital steps for a group’s growth (Armstrong & Laschinger, pp.134, 2006). However, this may turn out to be a challenge for individuals within the team who have an issue with disputes.

This therefore determines the fact that every individual within the team needs to reflect patience and have the capacity of bearing to the issues since avoiding the element of tolerance and patience within a group may turn out to be a challenge in achieving success within an organization. The efforts of the managers and the supervisors are therefore essential in directing leadership and behavioral patterns within the process.

2.1.2 Norming

The Norming stage is another essential stage that allows the group members to agree, frankly discuss issues in regards to their views and ideologies with the aim of adjusting to the behavioral patterns and attitudes of the others with the aim of developing an effective work habit (Rodgers, pp. 373.2014).

This therefore sees the members of a team agree in the rules and values including the change of methods and the inclusion of professional patterns. Managers and supervisors are bound to turn out as more energetic with the capacity to improve more.

2.2. Approaches Used By the Staff within Different Levels in Promoting Efficient Team Work at Hounslow Care Home Ltd.

It is imperative to determine the fact that there is not a single developed approach that may be considered as essential in working with a team collaboratively (Rodgers, pp. 373.2014). This is attributed to the fact that teams are unique and need to locate their own collaborative working methods in an effect manner. In consideration of Hounslow Care Home Ltd, there is a need to take consideration of the following approaches in establishing an effective team working relationship.

  1. There is a need to ensure that the core objectives of a team and understood explicitly and accepted by every individual.
  2. There is a need to consider the diversity of personality’s ad skills as one of the essential factors in ensuring a team is effectively working. This therefore requires that the members of a team employ their strengths in supplementing the weaknesses of others.
  3. It is important that the levels of transparency and understanding about the responsibilities of the employees is understood clearly.
  4. The members also need to discuss about some of the different subjects that allow them to meet at a point of agreement. This requires that they are provided with the opportunity that grants them social time, a factor that opens communication.
  5. Cultivating trust within the members of a team through the spending of personal time with the team members is essential in understanding the team members.
  6. Engaging the group members within activities that are socially inclined mitigates the barriers that may hamper the performance of the team.

D.3 Creative Thinking in the Planning, Development and Building of an Effective Team in Hounslow Care Home Ltd

In this case, one of the essential elements that I considered in developing an effective group in this organization was to ensure that the diversity of the group members was considered in the formation of the group. This helped in blending different individuals with different traits and abilities within the group, a factor that developed unity of purpose within the group.

Task 3

3.1 How the Performances of Employees Working Within the Health/Social Care Can Be Appraised

The element of performance management entails a process that seeks to establish a shared understanding on the aspects that need to be achieved and the manner in which they can be achieved in managing people, a factor that increases the chances of an organization in achieving success (Downey, Lee, & Stough, pp. 280.2011). This therefore determines the fact that several approaches developed to measure performance within an individual in the health care sector and social organization.

The approach in this case involves the improvement of the candidates, marketing and performances, a factor that determines the appropriate avenues of improving the performance levels of individuals, the evaluation of specified standards through the inclusion of tests and fixing of standards that need to be achieved. The manner in which performances of individuals are measured is termed as performance appraisal (Downey, Lee, & Stough, pp. 280.2011).

There are five primary approaches of performance evaluation that includes: measurement, feedback, inclusion of positive reinforcement, the sharing of ideas and reaching an agreement. Measurement means the achievement of an organization goals established, with the individual performance level requiring appraisal.

When this information is provided, the individuals within an organization are determined in reference to their performance and progress, a factor that provides feedback (Downey, Lee, & Stough, pp. 280.2011). Positive feedback in relation to criticisms needs to be made in regards to the matters that need to be developed, a factor that initiates a positive and constructive reinforcement.

The exchange and sharing of ideas within the next phase in a situation where challenges are faced is measured with the aim of determining the way of recovering performance. Agreement determines the last phase in which employees are considered to understand their objectives and targets and how these may be achieved.

3.2 Individual Training and Development Needs and How They Can Be Identified At Hounslow Care Home Ltd.

In order to identify the development and training needs of the employees, the organization needs to re-evaluate their institution’s business goals with the aim of addressing the crucial activities that include the monitoring of performance quality, the assessment of problem domains, the evaluation of weak points and appraisal  (Van Bogaert, Peremans, Diltour, Van heusden, Dilles, Van Rompaey, & Havens, pp.12. 2016). It is essential to consider the fact that everyone has flows and need to keep updates on where there is a need of expanding their knowledge base.

After a close observation and measurement of the employee’s performance and progress, the outcomes are achieved that enables the organization to understand the population’s training needs and what is required during training.  In this case, having a clear understanding of the employees at Hounslow care Home Ltd helps in developing appropriate training approaches for the employees.

Hounslow care Home Ltd needs to provide the employees with appropriate training resource’s that are aimed at completing the learning process and that advances the aspect of knowledge acquisition and improves the skills  expertise, ideas, concepts, and behaviors of employees progress and performances  (Van Bogaert,,2016). This can be depicted in an instance where the employees within this organization lack proper communicational skills. After measurement and evaluation, the management of the organization developed a training program aimed at developing these skills among the employees

3.3 Different Strategies Aimed At Promoting the Continuing Development of Individuals in This Sector

Performance incentives and feedback remains fundamental within an organization and that are developed to promote the continuous development of employees within the healthcare sector. Performance feedback infers to a vital approach developed to enhance and boost the performance level of employees in cases where feedback is not provided on how individuals may understand on the performances done (Decramer, Smolders, & Vanderstraeten, pp.354.2013). In this instance, employees need to have information in regards to how they can enhance their professional careers within the sector.

Through performance feedback’s, the positive and the negative individual’s within an organization  are given the opportunity to solve issues since this aspect updates them on their weaknesses and mistakes and provides them with the opportunity to learn. Performance feedback does not only enlighten the employees on their weaknesses, but provides them with the recommendation of how they can be trained (Decramer, Smolders, & Vanderstraeten, pp.354.2013).

Appropriate performance based incentives are essential in motivating the employees and considers the increments of wages and the provision of training and developmental programs as part of the benefits enjoyed by the employees.

D1)     How to Monitor My Own Personal Training and   Development Needs

In determining my personal training and development needs, it is important to consider the level of productivity within my department. This can be determined through the evaluation of the achieved goals in relation to the organizations goals that will determine the need of training and development.

Task 4

4.1 Leadership Theories That Apply In This Industry

There are two main theories of leadership that affect health care facilities which include situational and behavioral theory. Behavioral theory is the same as characteristic theory. Nevertheless, the most important aspect of this theory is for people to understand what leadership entails, a factor that makes this uncomplicated when teaching about leadership (Findley, Matos, Hicks, Campbell, Moore, & Diaz, pp.1884. 2012).

However, this theory was discovered due to the disapproval of trait theory after which the experts decided to carry out a detailed investigation about the manner in which flourishing leaders conduct themselves. According to this investigation, it was concluded that most leaders are prone to more power instead of association. Additionally, it is essential to note that the majority of efficient and prominent leaders are generally temperate.

Theoretical theory explains that leadership patterns and styles commonly depend on the level of leadership. The theory also alludes to the fact that the most successful style of leadership is determined by the conditions under which leaders are subjected to. According to this theory, it is equally important to understand that leadership has three main branches which include democratic, laissez faire styles and authoritarian. Among the three, it is considered that authoritarian is the most efficient especially for the period of disaster (Manroop, Singh, & Ezzedeen, pp.780.2014).

However, if a leader decides to use this method every time, it ends up failing since it does not gratify the members. On the other hand, a leader who uses the democratic form of leadership successfully runs his empire since it is most simple and suitable for many situations. These mentioned methods have some boundaries and clearly, there is no style that can be termed as the leading method. It is also important to apply some undemanding principles which might not be necessary in some cases.

Application of these Theories in this Industry

             Since the behavioral theory of leadership aids in reaching to an agreement, it should be used in both social and health care institutions. If this theory is formulated within the conceptual framework of an organization by the leaders in social workplaces, it would be exceptionally easy for t to administer responsibilities and duties for the subordinates. On the other hand, situational theory is more useful in areas where more complicated issues are involved.

4.2 How working relationships can be managed at Houslow care Ltd

Every worker in Houslow care ltd should be positioned accordingly so as to ensure that work is easily monitored. On the other hand, there are other aspects that can be used to ensure that work is administered effectively (Mitchell, Obeidat, & Bray, pp.901. 2013). For example, trust is the main fundamental aspect of any working environment. All employees in Houslow care ltd should know that in any working environment, innovation is very much necessary in order for the organization to offer effective and quality services. They should also consider the fact that communication and mutual understanding among the employees is also very vital.

4.3 Evaluating the developments that have been influenced by management approaches

Leadership basically refers to a dynamic and lively relationship between workers and leaders who have a universal interest and are principally motivated by better results (Mitchell, working means working collectively in order to jointly achieve the goals set by an organization.

Actually, team working is the most crucial aspect and each institution should apply as it helps the workers to perform their duties effectively. According to some assessments that have been made, it is important to know that teamwork generates incredible performance and thus should be highly recommended (Mitchell, Recruitment on the other hand entails choosing the most qualified candidates amongst the many who turn up for interviews. In addition, employers should adhere to some fundamental rule’s including gender discrimination and equal opportunities.

(M3)    Comparison of how different leadership styles can be used within your branch of Hounslow Care Ltd

It is important to consider the fact that leadership remains an essential element for any entity. Different managers present different leadership styles in impacting productivity among the employees. However, it is important to note that an effective leadership style would impact the growth and development of the organization immensely.

Employing the delegative approach of leadership would not be an effective approach of leading the organization and the employees to the achievement of their goals since the leaders are in most cases bound to arrive on decisions on their own. However, the participative leadership approach would be effective since the leaders include the participation of the employees in the decision-making process, a factor that would yield results in this organization.

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D2. How to address the dilemma of a member of staff who was underperforming

Many organizations consider firing their staff members who do not perform within their organizations. However, it is essential to consider that the underperforming staff members are sometimes affected by some work related situations that hinder their performance. This would therefore require an approach that would ensure that the staffs are motivated and are trained to remain productive within the organization.


This study has in this case discovered that recruiting best workers is important to every organization. This paper seeks to describe the approaches which involve training and developing the most effective employees. The aims at improving at understanding systems used to monitor and promote the development of employees so that they can work as a team.


Colvin, A, & Gough, M 2015, ‘Individual Employment Rights Arbitration in the United States’, Industrial & Labor Relations Review, 68, 5, pp. 1019-1042, Business Source Complete, EBSCOhost,viewed14April2016.Retrieved From:\

Decramer, A, Smolders, C, & Vanderstraeten, A 2013, ‘Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction’, International Journal Of Human Resource Management, 24, 2, pp. 352-371, Business Source Complete, EBSCOhost, viewed 14 April 2016 Retrieved From;

Downey, L, Lee, B, & Stough, C 2011, ‘Recruitment Consultant Revenue: Relationships with IQ, personality, and emotional intelligence’, International Journal Of Selection & Assessment, 19, 3, pp. 280-286, Academic Search Premier, EBSCOhost, viewed 14 April 2016.Retrived From:

Findley, S, Matos, S, Hicks, A, Campbell, A, Moore, A, & Diaz, D 2012, ‘Building a Consensus on Community Health Workers’ Scope of Practice: Lessons From New York’, American Journal Of Public Health, 102, 10, pp. 1981-1987, Professional Development Collection, EBSCOhost, viewed 14 April 2016. Retrieved From:

Hollenbeck, J, & Jamieson, B 2015, ‘Human Capital, Social Capital, And Social Network Analysis: Implications For Strategic Human Resource Management’, Academy Of Management Perspectives, 29, 3, pp. 370-385, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From:

Manroop, L, Singh, P, & Ezzedeen, S 2014, ‘Human Resource Systems and Ethical Climates: A Resource-Based Perspective’, Human Resource Management, 53, 5, pp. 795-816, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From:

Mitchell, R, Obeidat, S, & Bray, M 2013, ‘The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High-Performance Human Resource Practices’, Human Resource Management, 52, 6, pp. 899-921, Business Source Complete, EBSCOhost, viewed 14 April 2016. Retrieved From:

Rodgers, L 2014, ‘Public Employment and Access to Justice in Employment Law’, Industrial Law Journal, 43, 4, pp. 373-397, Business Source Complete, EBSCOhost, viewed 14 April 2016.Retrieved From:

Sumelius, J, Björkman, I, Ehrnrooth, M, Mäkelä, K, & Smale, A 2014, ‘What Determines Employee Perceptions of HRM Process Features? The Case of Performance Appraisal in MNC Subsidiaries’, Human Resource Management, 53, 4, pp. 569-592, Business Source Complete, EBSCOhost, viewed 14 April 2016.  Retrieved From:

Van Bogaert, P, Peremans, L, Diltour, N, Van heusden, D, Dilles, T, Van Rompaey, B, & Havens, D 2016, ‘Staff Nurses’ Perceptions and Experiences about Structural Empowerment: A Qualitative Phenomenological Study’, Plos ONE, 11, 4, pp. 1-14, Academic Search Premier EBSCOhost, viewed 14 April 2016 Retrieved From:

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The relationship between HR practices and the employee perceived performance

HR practices
HR practices

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Prospectus: The relationship between HR practices and the employee perceived performance in various organizations across the globe

Problem Statement

Outstanding performance among employees plays an imperative role in promoting overall profitability of an organization and can be considered the ultimate HR goal (Mathis, 2011). Preceding studies indicate that employees working where there are effective practices are more likely to perform better than where there are poor practices (Nadarajaha et al, 2012). The general business problem is that HR practices have a fundamental influence on employee perceived performance in organizations across the globe. The specific problem is that a majority of organizations do not place adequate value on developing strategic HR practices to enhance employee performance.

Purpose Statement

The purpose of this qualitative correlation study is to establish the interrelation between HR practices and employee perceived performance. The study will target HR managers in Colorado, with the aim of providing valuable information regarding HR practices.

The independent variables are organizational HR practices,

a) recruitment practices,

b) compensation and benefits,

c) employee relations,

d) training and development,

e) performance appraisals,

f) employee motivation (recognition, rewards and incentives), and

g) HR systems development.

The dependent variable is employee perceived performance. Social change implications associated with the research include enhanced psychosocial well-being of employees when organizations adopt friendly HR practices and better quality products and services for customers following improved employee performance.

Nature of the study

Grounded on an interpretivist paradigm, qualitative study has the primary role of deriving exploratory perspectives in understanding phenomena, motivations, reasons and opinions of participants, and is mostly used in social research (Tuohy, Stephens and Johnston, 2014). This research takes on a qualitative study approach, with the objective of determining how employees perceive various HR practices and how these affect their overall performance. Quantitative research makes use of inferential statistics in deriving meanings from data collected (Yilmaz, 2013).

For purposes of this research, the quantitative approach is overruled, given the fact that a majority of information to be used for the study cannot be quantified. It is difficult for example to quantify how employee motivation impacts different individuals, given that each person may have different views on what level of incentives can influence their performance. Qualitative research is preferred because the research will rely heavily on employee experiences, understanding and perspectives regarding HR practices.

Qualitative research question

How do organizational HR practices, a) recruitment practices, b) compensation and benefits, c) employee relations, d) training and development, e) performance appraisals, f) employee motivation (recognition, rewards and incentives), and g) HR systems development, and employee perceived performance in organizations across the globe?


Nul hypothesis (H0): There is no statistically significant relationship between organizational HR practices, a) recruitment practices, b) compensation and benefits, c) employee relations, d) training and development, e) performance appraisals, f) employee motivation (recognition, rewards and incentives), and g) HR systems development, and employee perceived performance in organizations across the globe.

Alternative hypothesis (H1): There exists a statistically significant relationship between organizational HR practices, a) recruitment practices, b) compensation and benefits, c) employee relations, d) training and development, e) performance appraisals, f) employee motivation (recognition, rewards and incentives), and g) HR systems development, and employee perceived performance in organizations across the globe.

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Theoretical/Conceptual Framework

The Herzberg theory (1966) is proposed as the primary element of employee satisfaction and performance. This theory postulates that employees’ satisfaction is based on two factors namely: hygiene factors and motivational factors. Hygiene factors refer to the maintenance factors, which do not necessarily induce motivation, while motivational factors (satisfiers) are known to influence performance (Mathis, 2011).

It is notable that the organization’s policy and administration, which also involves HR is classified as a hygiene factor; while a majority of the satisfiers are a role of the HR. Therefore, better HR practices are likely to result in greater motivation and better performance among employees.

Based on previous studies, it is notable that HR Practices influence the performance of employees to a great extent.

Significance of the study

            Contemporary organizations are faced with the new epitome of the need to uphold effective HR practices for exceptional organizational performance. Furthermore, HR has become an important contributor to organizational strategy. In this relation, HR must continuously identify best practices that will enhance performance among employees in order to promote the overall organization’s performance. This research is of great significance to HR managers across the globe as it promises to provide valuable information about HR practices and how they affect performance. By following recommendations from this research, which will be based on real-life experiences, HR managers can improve their HR practices to enhance employee performance.


Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management: Essential Perspectives. Boston: Cengage Learning.

Mudor, H. & Tooksoon, P. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies, 2 (2), 41-49. Retrieved from

Nadarajah, S. et al. (2012). The Relationship of HR Practices and Job Performance of Academicians towards Career Development in Malaysian Private Higher Institutions. International Conference on Asia Pacific Business Innovation and Technology Management, 57, 102-118

Tuohy, R., Stephens, C., & Johnston, D. (2014). Qualitative research can improve understandings about disaster preparedness for independent older adults in the community. Disaster Prevention & Management, 23(3), 296-308. doi:10.1108/DPM-01-2013-0006

Yilmaz, K. (2013). Comparison of Quantitative and Qualitative Research Traditions: epistemological, theoretical, and methodological differences. European Journal Of Education, 48(2), 311-325. Retrieved from

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