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Relevant bibliographies by topics / High-Performance HR practices

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Dissertations / Theses
Books
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Academic literature on the topic 'High-Performance HR practices'

Author: Grafiati

Published: 13 April 2024

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Journal articles on the topic "High-Performance HR practices"

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Kim, Maeng-Sun. "The effect of high-performance HR practices on organizational performance." Journal of Tourism and Leisure Research 30, no. 12 (2018): 403–21. http://dx.doi.org/10.31336/jtlr.2018.12.30.12.403.

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Chen, Shu-Yuan, Jin Feng Uen, and Chih-Chan Chen. "Implementing high performance HR practices in Asia: HR practice consistency, employee roles, and performance." Asia Pacific Journal of Management 33, no. 4 (2016): 937–58. http://dx.doi.org/10.1007/s10490-016-9466-z.

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Ahmad, Mansoor, and Matthew Allen. "High performance HRM and establishment performance in Pakistan: an empirical analysis." Employee Relations 37, no. 5 (2015): 506–24. http://dx.doi.org/10.1108/er-05-2014-0044.

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Purpose – Despite a growing literature on human resource management (HRM) in emerging economies, evidence from Pakistan is limited. There is scant information on both the human resource (HR) practices that indigenous workplaces adopt and their associations with HR-related outcomes. The purpose of this paper is to fill that gap by examining whether universalistic assumptions about the applicability of “high-performance” HR practices are valid in Pakistan, a country with religious values and organizational traditions that differ to those in the west. Design/methodology/approach – This study draw

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Mostafa, Ahmed Mohammed Sayed. "High-performance HR practices, positive affect and employee outcomes." Journal of Managerial Psychology 32, no. 2 (2017): 163–76. http://dx.doi.org/10.1108/jmp-06-2016-0177.

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Purpose The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory, this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs). Design/methodology/approach Two-wave data were collected from a sample of local government workers in Wales (n=362). HPHRP were measured together with job satisfaction and OCBs at T

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McClean, Elizabeth J. "HIGH COMMITMENT HR PRACTICES, EMPLOYEE EFFORT, AND FIRM PERFORMANCE." Academy of Management Proceedings 2009, no. 1 (2009): 1–6. http://dx.doi.org/10.5465/ambpp.2009.44256501.

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Bodla, Ali Ahmad, and Tang Ningyu. "Transformative HR practices and employee task performance in high-tech firms." Journal of Organizational Change Management 30, no. 5 (2017): 710–24. http://dx.doi.org/10.1108/jocm-02-2016-0030.

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Purpose The purpose of this paper is to examine the relationship of perceived transformative human resource (HR) practices and employee task performance. Drawing on evidence-based approach, the transformative HR practices intend to transform employees’ behavior to cope with organizational change. This study intends to answer how does the perceived transformative HR practices influence employees’ behavioral capability to enhance their task performance. This investigation proposes that the perceived transformative HR practices positively affect employees task performance, however, employee adapt

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Uppal, Nishant, and Sushant Bhargava. "High Performance HR Practices & Firm Performance: Mediating Effects of PE Fit." Academy of Management Proceedings 2018, no. 1 (2018): 12269. http://dx.doi.org/10.5465/ambpp.2018.12269abstract.

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Cuéllar-Molina, Deybbi, Antonia Mercedes García-Cabrera, and Ma de la Cruz Déniz-Déniz. "Emotional intelligence of the HR decision-maker and high-performance HR practices in SMEs." European Journal of Management and Business Economics 28, no. 1 (2019): 52–89. http://dx.doi.org/10.1108/ejmbe-10-2017-0033.

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Purpose The purpose of this paper is to examine the influence of the emotional intelligence (EI) of the person in charge of making human resource management (HRM) decisions on the adoption of high-performance human resource (HR) practices in small- and medium-sized enterprises (SMEs). Design/methodology/approach This study takes evidences from 157 HR decision makers in SMEs who autonomously make the decisions in the HR area and were responsible for the HR practices in their firm. The authors used multiple linear regression analysis to test the hypotheses. Findings Results show that both the EI

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In Jun and 오선희. "The Mediating Effect of HR Flexibility on the Relationship between High Performance HR Practices and Organisational Performance." Korean Journal of Labor Studies 20, no. 2 (2014): 149–86. http://dx.doi.org/10.17005/kals.2014.20.2.149.

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Ling Chen, Yuan. "Crossing The Great Divide: South Asia High-Performance Work Systems." International Journal of Business & Management Studies 05, no. 02 (2024): 38–44. http://dx.doi.org/10.56734/ijbms.v5n2a6.

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This study discusses qualitative research to profoundly understand South Asia's high-performance work systems (HPWS) development based on the Ability, Motivation, and Opportunities (AMO) model. Further, this study classifies three distinctive types of human resource (HR) practices — Takeuchi et al. (2007), Sun et al. (2007), and Chuang and Liao (2010) — into different sets of HR practices. Obtaining the conceptual concepts from the HPWS literature, this study tries to enhance our understanding by acquiring realistic ideas to propose a conceptual model involving several open questions that may

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Dissertations / Theses on the topic "High-Performance HR practices"

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Yunus, Suhaer. "High performance HR practices and employee wellbeing : a theoretical and empirical investigation." Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/94754/.

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The prime objective of this study is to determine whether employer attempts to introduce high performance work practices is associated with mutual gains for both employees and employers or intensifies the labour process to the disadvantage of employees, by analysing the relationships between high performance HR (HP-HR) bundles, perceived job demands and employee well-being. As perceived job demands (work intensification) are central to the debate within the HRM literature, the study proposes that they are likely to be an important mediating mechanism between the HP-HR bundles and employee well

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Mostafa, Ahmed Mohammed. "The relationship between high performance HR practices and employee attitudes : the mediating role of public service motivation and person-organization fit." Thesis, Cardiff University, 2013. http://orca.cf.ac.uk/57952/.

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Nowadays, the utilization of high performance human resource (HR) practices is widely believed to lead to a strategic advantage for organisations. However, while there is now a sufficient body of evidence to indicate that high performance HR practices are related to superior firm-level outcomes, it is still unclear how these practices affect such outcomes and whether these practices result in desirable employee level outcomes. The current study aims to fill this gap by empirically examining the effect of high performance HR practices on employee attitudes of job satisfaction, organizational co

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Jumani, Imran Ahmad. "The effects of human resource management practiceson employee work-life interference and its outcomes." Electronic Thesis or Diss., Rennes 1, 2022. http://www.theses.fr/2022REN1G013.

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Cette recherche examine les effets des pratiques de ressources humaines à haute performance (RHHP) et les pratiques de GRH en soutien à la conciliation « vie professionnelle – vie personnelle » (RHVPP) sur les interférences entre le travail et le hors travail, le bien-être et l'intention de quitter le travail. En outre, nous examinons l'influence modératrice du soutien des managers, de la famille et des amis. Notre problématique est la suivante : comment les pratiques de travail favorables à la famille et les pratiques de ressources humaines à haut rendement influencent-elles l'interférence en

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Chen, Li-Chuang, and 陳立莊. "The impact of HR department absorptive capacity on the adoption of high-performance work practices." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/22470012001018173370.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>94<br>High-performance work practices (HPWPs) are a bundle of human resources practices which can enhance communication and integration and improve employee and company performances (Horgan & Mühlau, 2003). However, evidence suggests that the rate of adoption of these and other type of HRM innovations is minimal because of the role of the HR practitioner in the adoption process had been neglected. The aim of this research is to discuss the relationship between HR department and the adoption of high-performance work practices via HR department’s absorptive capacit

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Yang, Shu-chun, and 楊淑君. "The Relationship between High Performance Work System and Employees’Job Performance: The Moderating Effects of Cost-down Practices and HR Attributions." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/17950190228017418012.

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碩士<br>國立中正大學<br>勞工所<br>98<br>The aim of this study was to explore “The relationships among high performance work system, employees’ in-role behaviors, OCBI, and OCBO.” In addition, this study also examined the influences of cost-down practices and HR attributions as moderators between high performance work system and employees’ job performance. In order to avoid the problems of CMV, this study included three different questionnaires: HR, supervisor and employee. Based on multilevel analysis of data from 52 datasets (52 copies from HR managers or HR specialists, 52 from supervisors and 247 fr

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Feng-HuiLee and 李風輝. "Linking Commitment-based HR Practices and Innovation Performance: The Influences of Organizational Commitment, Knowledge Sharing, Psychological Contract, and Empowering Leadership in Taiwanese High-tech Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/44880869617999002441.

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博士<br>國立成功大學<br>國際經營管理研究所博士班<br>100<br>Based on a combination of the social exchange theory, theory of reasoned action, self-determination theory (SDT), roll identity concept, intrinsic motivation theory, the concept of empowering leadership, and the psychological contract theory, this study presents two integrated models which investigate the relationships between single or bundled commitment-based HR practices (CBHRPs) at an organizational level and individual outcome variables (organizational commitment, knowledge sharing, and innovation performance) from a cross-level. It also identifies t

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Chen, Meng-chih, and 陳孟志. "The Relationship Between Transformational Leadership, High-Performance HR Practice and Line Staff Service Behavior – Take Tourism Industry For Example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/wq4rn6.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>104<br>As travel population grows worldwide, there is an increasing demand for professional talents. According to a report by the World Travel and Tourism Council, the ratio of travel industry to GDP in Northeast Asia would run ahead of the rest of the word by 2022. And according to the statistics by the Tourism Bureau of the Executive Yuan in 2014, the various domestic travel indexes have shown a stable rising trend in the past three years. So, this study will pay attention to this social situation and discuss the import factors that influence personnel performan

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Books on the topic "High-Performance HR practices"

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Guest, David E. HRM and the Worker. Edited by Peter Boxall, John Purcell, and Patrick M. Wright. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199547029.003.0007.

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This article reveals two ‘ideal type’ approaches to HRM that address the issue of control of workers in rather different ways. The ‘high-commitment’ model appears to cede control to employees by emphasizing self-control alongside but also as a means of generating high commitment. The ‘performance management’ model allows managers to retain control and uses HR practices as a means of directing workers' efforts more effectively. The former emphasizes intrinsic control and intrinsic rewards; the latter emphasizes external control and extrinsic rewards. Attempts have been made to integrate element

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Book chapters on the topic "High-Performance HR practices"

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Dastmalchian, Ali, and Claudia Steinke. "High-Performance HR Practices in Healthcare in Canada." In Understanding Complex Systems. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-55774-8_12.

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Jha, Ajeya, Ajay Dheer, Vijay Kumar Mehta, and Saibal Kumar Saha. "Inter-Relational Dynamics of Various HR Aspects in High Altitude Illness Attrition." In Innovative Management and Business Practices in Asia. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1566-2.ch006.

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The adverse health effects of high altitude are of considerable importance since they may seriously interfere with working efficiency of an organization that is actively involved with inescapable duties. The objective of the current study is to explore inter-relational dynamics of various HR aspects in HAIA. The HR aspects included are job delay, poor team, motivation, less leave, high working hours, poor decision making, personal stress, family stress, personal discomfort, uncertainty, poor relations, health, accidents, quality and performance. A decision-making trial and an evaluation laboratory have been used to explore the inter-relation dynamics of various factors of HR. The results indicate that personal stress has the highest impact priority which is followed by poor performance, poor team and motivation. Uncertainty, less leave, and high working hours has the least impact priority. It is also found that high working hours, less leave and poor health are the major causes whereas decrease in motivation and poor quality of work are the major results.

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Podder, Suplab Kanti. "Use Case Modeling for Industrial Human Resource Management Practices." In Advances in Systems Analysis, Software Engineering, and High Performance Computing. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-9809-5.ch011.

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Human resource management practices bring all the industrial experts under one umbrella and encourages them to work for common organizational goals. Industrial operations are the combination of technology, innovation, arts, management, and commerce. Industrial HRM practices are changing from time to time with consideration of changing business perspectives, technology, and competition. The principal motive of presenting the research initiative was to identify the changing scenario of industrial HRM practices over the last two decades that represented the use case modeling for the next generation entrepreneurs. The research outcomes are well connected to address the industrial HR issues in the area of engineering, data mining, and analysis for the development of object-oriented business operations.

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Bailey, Thomas, and Carola Sandy. "The Characteristics and Determinants of Organizational Innovation in the Apparel Industry." In Employment Practices and Business Strategy. Oxford University PressNew York, NY, 1999. http://dx.doi.org/10.1093/oso/9780195128598.003.0003.

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Abstract For several years, policymakers have advocated the adoption of work and human resource (HR) reforms, which are often called “high-performance” or “high-involvement” work organization. A growing number of reports, which systematically measure the effects of these practices, show that there are positive effects on quality, cost, financial performance, and productivity (Berg et al., 1996; Dunlop & Weil, 1996; Hustled & Becker, 1996; Ichniowski et al., 1997; Kocher & Oysterman, 1995; U.S. Department of Labour, 1993; Womack, Jones, & Roost, 1990). Yet despite the widespread enthusiasm, the diffusion of these apparently beneficial practices seems slow. Oysterman (1994) argued that nearly one-third of firms have made significant changes, but a 1996 review of the diffusion of HR innovations suggested that although a majority of firms have made some changes, “only a small percentage of businesses ... have adopted a full set of innovative work practices” (Ichniowski et al., 1996: 325). Furthermore, many of the firms that have made innovations often introduce reforms in a partial and truncated manner (Apple Baum & Bat, 1994; Basis, 1992), and history suggests that for many firms, reforms are short-lived (Bailey, 1993a).

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O’Neill, Bonnie S., and Todd Nilson. "Achieving High Performance Outcomes through Trust in Virtual Teams." In Encyclopedia of Human Resources Information Systems. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch001.

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Developing trust among team members is critical for achieving high performance outcomes. Recently, global business operations necessitated working in a team environment with colleagues outside traditional organizational boundaries, across distances, and across time zones. In this article, we discuss how human resource practices can support organizational initiatives when business operations mandate increased virtual teamwork. We examine the role of HR in enhancing relationship building and the development of trust among workers who may rarely, if ever, meet face-toface. Using research from teamwork, social exchange theory, and knowledge sharing, we discuss how four areas of human resources management—recruitment, training, performance appraisal, and compensation/reward— might combine with technology to facilitate the development of trust among virtual team members.

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Kumah, Peace, Winfred Yaokumah, and Charles Buabeng-Andoh. "Identifying HRM Practices for Improving Information Security Performance." In Research Anthology on Business Aspects of Cybersecurity. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3698-1.ch015.

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This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.

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Kumah, Peace, Winfred Yaokumah, and Charles Buabeng-Andoh. "Identifying HRM Practices for Improving Information Security Performance." In Research Anthology on Human Resource Practices for the Modern Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch024.

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This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.

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Hall, David. "Managing performance and absence." In Human Resource Management. Oxford University Press, 2012. http://dx.doi.org/10.1093/hebz/9780199605484.003.0011.

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This chapter describes the relevance and development of performance management. It starts by looking at the growth of performance management. It explore tThe relationship between human resources management (HRM) and managing performance is explored, by tracing the development and relationship of strategic HRM (SHRM) to performance through the influence of HR policies and high-performance work practices. The chapter also shows how performance management systems operate, including consideration of the main methods which are commonly applied as management interventions, such as performance appraisals. The last part of the chapter focuses on some key issues and challenges relating to performance management, introducing employee absence as and an area of performance that is under increasing scrutiny, employee absence.

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Sarıca, Pınar Yeşim, and Bahjat Kekhia. "How Do Human Resources Practices Affect the Performance of the Employees in Syria?" In Reskilling the Workforce in the Labor Market. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-3669-4.ch009.

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The purpose of this research is to analyses how HRM practices affect worker output in a high-pressure setting like the International Committee of the Red Cross (ICRC) in Syria. It contributes to literature by expanding the understanding of HRM. It provides useful insights and ideas for improving the efficiency of HRM procedures in businesses. This study highlighted the need for the ICRC to prioritize and invest in strong human resource management practices. Primary data was collected from ICRC employees through survey questionnaire. Findings show that HRM practices have a significant direct impact on the motivation and performance of ICRC employees. Meanwhile, psychological safety mediates the relationship between employee's motivation and employee's performance. On the other hand, employee's motivation partially mediates the relationship between HR Practices and employee's performance at ICRC.

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Bahuguna, P. C., and P. Kumari. "Strategic Human Resource Management & Organizational Performance." In Advances in Business Information Systems and Analytics. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-996-0.ch011.

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The discipline of human resource management has progressed significantly over a period of time. Today it is being considered as the most critical source of competitive advantage to the firm. It has progressed to a strategic business partner. Various approaches and models of strategic human resource management have been developed within the framework of strategic human resource management. Like many theories of organization, none are complete. Rather being right or wrong each approach points to different aspect of the process needed to develop effective strategic human resource functions. The issue of fitting HR practices to business strategy has become increasingly relevant over few years. Therefore in the present study we have made efforts to highlight various issues which are relevant to the strategic HRM in the changing scenario of business environment. The present chapter has been divided into five sections. In the first part, the changes occurring in the business environment and its implications for human resource functionaries have been discussed. In the second section we have highlighted the changing role of human resource management. Historical background of strategic human resource management, its role in addressing the challenges of changing business scenario and determinants of strategic fit have also been presented in the second section. In the third section issues regarding the relationship of strategic human resource management with business performance have been discussed. In the fourth section we have made efforts to bring into notice those emerging future trends which might become key issues for high performance in the organization of new era. At last conclusions have been drawn that what needs to be done on the part of the HR functionaries and the organization itself to enhance the strategic fit between the various HR practices and the overall organizational strategic plan.

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Conference papers on the topic "High-Performance HR practices"

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Dupriest, Fred E., and Samuel F. Noynaert. "Continued Advances in Performance in Geothermal Operations at FORGE Through Limiter-Redesign Drilling Practices." In IADC/SPE International Drilling Conference and Exhibition. SPE, 2024. http://dx.doi.org/10.2118/217725-ms.

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Abstract The continued application of physics-based limiter redesign workflow in the hard geothermal granite at the Utah FORGE project resulted in additional advances in hard rock practices and performance. The physics-based approach provided an effective framework to mitigate and address drill bit, geologic, trajectory, and downhole tool challenges and limitations. The advances were possible because the operating team was trained to understand how bit dysfunction and other non-bit limiters physically work, and had the knowledge required to mitigate these limiters in real-time or redesign to e

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Hornung, Severin, and Thomas Höge. "THE DARKSIDE OF IDIOSYNCRATIC DEALS: HUMANISTIC VERSUS NEOLIBERAL TRENDS AND APPLICATIONS." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact097.

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"Theory-building on workplace flexibility is extended, based on a critical Human Resource (HR) systems framework and paradox (conflict) perspective on employee-oriented vs. capacity-oriented flexibility. Differentiated are variabilities in HR practices by: a) content (functional, temporal, spatial, numerical, financial); b) control (employer, employee); and c) creation (top-down, bottom-up). Hybrid types of bottom-up initiated and top-down authorized flexibility, idiosyncratic deals (i-deals), describe mutually beneficial, negotiated agreements on non-standard working conditions between employ

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Priscila Porreca, Paloma, Mayara Jeronymo Uébe Mansur, Victor Paes Dias Gonçalves, Bárbara Vieira Bolckau Miranda, and Marlana Ribeiro Monteiro. "Effects of face mask use on exercise during the covid-19 pandemic: the principal component analysis (PCA)." In 7th International Congress on Scientific Knowledge. Biológicas & Saúde, 2021. http://dx.doi.org/10.25242/8868113820212386.

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The COVID-19 pandemic also raised questions about the practice of physical activity using a face mask and how this would affect breathing and performance. The aim of this study was to investigate the effects of using a tissue face mask recommended by the World Health Organization (WHO) on the variation of heart rate (HR), minute volume (VE), and muscle O 2 saturation (SO 2 m) parameters during performing the incremental load exercise and verifying the maximum time obtained at the end of the exercise. A 21-year-old male, 85 kg of total body mass and 1.68 m of height were selected. The individua

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Bernaciková, Martina, Jakub Mazúr, Martin Sebera, and Petr Hedbávný. "Monitoring Heart Rate Variability As A Biomarker Of Fatigue In Young Athletes." In 12th International Conference on Kinanthropology. Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9631-2020-21.

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Purpose: Many high performance and especially top athletes are still at risk or suffer from total fatigue. Therefore, sports science seeks to develop an objective, sensitive and reliable method of early diagnosis of this fatigue (e.g. heart rate variability – HRV as a modern ob-jective method). The aim of the study was to evaluate whether the HRV monitoring could be a complementary diagnostic tool for overreaching / overtraining in young athletes. Already introduced “classical” indicators of HRV, such as spectral performance and its density in the established frequency ranges, are a part of at

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Murata, Yukimaro, Shigeo Satokawa, Ken-ichi Yamaseki, et al. "Development of the New NOx Reduction Catalyst With Hydrocarbons and the Cleanup Systems of Exhaust Gases for Lean-Burn Gas Engines." In ASME 1999 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 1999. http://dx.doi.org/10.1115/imece1999-0854.

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Abstract Development of cleanup technology for combustion waste is more and more necessary today. The emissions of stationary natural-gas-fueled engines can be purified by in-engine methods and by treatment of the exhaust gases. This paper describes the latter technologies. There are two conventional technologies for nitrogen oxides (NOx) reduction methods by the three-way catalyst and the selective catalytic reduction (SCR). The three-way catalyst operates only well within a narrow air-to-fuel ratio window, but when the exhaust gas is too lean, the NOx will not be removed. The SCR of NOx in e

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Krikor, Ara, Martin Sanderson, Lizeth Merino, et al. "Precise Engineering Design and Technology Integration Delivers the First Successful Shoe to Shoe Run that Enhanced Drilling Efficiency in Highly Intercalated Formations." In SPE/IADC Middle East Drilling Technology Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/202088-ms.

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Abstract Drilling highly intercalated formations with Polycrystalline Diamond Compact (PDC) bits has been a challenge in few Southern Iraqi Fields. The established drilling practice for the 17.5-in section has been a two-run strategy - Top section formation is mostly dolomite intercalated with anhydrite drilled with a Tungsten Carbide Insert (TCI) bit, then trip out of hole to change to a PDC bit and drill to section TD. The upper section comprises highly intercalated formations known to induce severe bit and BHA damage. The application of new Conical Diamond Elements (CDEs) backing up traditi

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