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Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. Public Personnel Management, 120-125.ĭanish, R. In Handbook of partial least squares (pp. Social Behavior and Personality: an international journal, 40(1), 93-103.Ĭhin, W. The relationships among recruitment channels, understanding of prospective job, job performance, and turnover intention among Taiwanese kindergarten teachers. Establishment and application of performance measure indicators for universities. The impact of HRM practices on organisational performance in the Indian hotel industry. New insights into executive compensation and firm performance: Evidence from a panel of “new economy” firms, 1996-2002. British journal of industrial relations, 43(4), 659-679.Ĭanarella, G., & Gasparyan, A. Performance appraisal systems: determinants and change. International human resource management: Policies and practices for multinational enterprises: Routledge.īrown, M., & Heywood, J.
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Human Resource Management Review, 18(3), 103-118.īriscoe, D., Tarique, I., & Schuler, R. Employee recruitment: Current knowledge and important areas for future research. African Journal of Business Management, 6(1), 323-332.īreaugh, J. Impact of human resource practices on employee perceived performance in banking sector of Pakistan. Office layouts and employee participation. Creating a job description for an electronic resources librarian. Paper presented at the Research in personnel and human resource management.īednarek‐Michalska, B. High performance work systems and firm performance: A synthesis of research and managerial implications. Procedia-Social and Behavioral Sciences, 29, 1942-1949.īecker, B. A study on the impact of on the job training courses on the staff performance (a case study). Compensation in the year 2000: pay for performance? Health Manpower Management, 22(3), 31-39.īarzegar, N., & Farjad, S. The impact of human resource management practices on performance: Evidence from a Public University. Journal of operations Management, 21(1), 19-43.Īmin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S., & Daverson Andrew Selemani, R. The impact of human resource management practices on operational performance: recognizing country and industry differences. Contemporary Management Research, 3(3).Īhmad, S., & Schroeder, R. The impact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka. International Journal of Business and Management, 4(6), 65-72.Ībeysekera, R. The effect of human resource management practices on business performance among private companies in Malaysia. International Business Research, 5(4), 124.Ībdullah, Z., Ahsan, N., & Alam, S. Effects of strategic performance appraisal, career planning and employee participation on organizational commitment: An empirical study. Tetapi dapat dimanfaatkan sebagai salah satu referensi oleh perguruan tinggi yang ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi.Ībdulkadir, D. Hasil dari penelitian ini mungkin tidak dapat digeneralisasi di seluruh Indonesia. Beberapa perbaikan perlu dilakukan dilakukan pada praktik-praktik MSDM seperti: rekrutmen, penilaian kinerja, perencanaan karir dan kompensasi untuk meningkatkan efektivitasnya pada kinerja universitas. Penelitian ini juga mengkonfirmasi bahwa jika universitas ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi, dapat menekankan pada definisi pekerjaan, pelatihan dan partisipasi karyawan. Penelitian ini telah mengkonfirmasi bahwa praktik manajemen sumber daya manusia seperti: perekrutan, pelatihan, penilaian kinerja, perencanaan karir, definisi pekerjaan, partisipasi karyawan, dan kompensasi memiliki hubungan positif dan signifikan terhadap kinerja perguruan tinggi. Kuesioner survei ini terdiri dari 35 item mencakup praktik MSDM dan kinerja perguruan tinggi. Sample dalam penelitian ini adalah seluruh karyawan yang terdiri dari baik dosen maupun tenaga kependidikan perguruan tinggi di Kalimantan. Penelitian ini dilakukan dengan studi SEM-PLS cross-sectional dengan simple random sampling. Penelitian ini bertujuan untuk menguji dampak dari praktik manajemen sumber daya manusia (MSDM) terhadap kinerja organisasi yaitu perguruan tinggi di Kalimantan.
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Sebagian besar studi tentang praktik manajemen sumber daya manusia hanya berfokus pada pengaruhnya pada kinerja perusahaan terutama di sektor swasta.