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Artículos de revistas sobre el tema "SHRM"

Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 25 de julio de 2025

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1

Hankel, Marilyn L. "SHRM Online." Journal of Business & Finance Librarianship 5, no. 1 (1999): 53–59. http://dx.doi.org/10.1300/j109v05n01_07.

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2

Mekhur, Hanan Ghanim, Sattar Kadim Hachim Almrshed, Oday Jabbar Abed, Yousif Mousa Sabti, and Ali Saud Bisheen. "Unraveling the Black Box: The Nexus between Sustainable HR Management Practices and Sustainable Performance." South Asian Journal of Social Studies and Economics 22, no. 3 (2025): 64–76. https://doi.org/10.9734/sajsse/2025/v22i3970.

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In solving the triple-bottom-line concept of sustainability, which encompasses the concerns of the modern world, corporations are increasingly incorporating principles of sustainability into their strategies; yet, this presents challenges for the manufacturing industry with limited resources. Despite the increasing academic acknowledgment of SHRM, the impact of SHRMP on an organization's sustainability performance has not been well investigated. Based on signaling theory, we examine the impact of SHRM on the sustainability performance of the organization. Analysis of survey data from 287 worke
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3

Mohan, Swarna, Ryan Rizaldy, Debamitra Das, et al. "Structure of Shroom domain 2 reveals a three-segmented coiled-coil required for dimerization, Rock binding, and apical constriction." Molecular Biology of the Cell 23, no. 11 (2012): 2131–42. http://dx.doi.org/10.1091/mbc.e11-11-0937.

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Shroom (Shrm) proteins are essential regulators of cell shape and tissue morpho­logy during animal development that function by interacting directly with the coiled-coil region of Rho kinase (Rock). The Shrm–Rock interaction is sufficient to direct Rock subcellular localization and the subsequent assembly of contractile actomyosin networks in defined subcellular locales. However, it is unclear how the Shrm–Rock interaction is regulated at the molecular level. To begin investigating this issue, we present the structure of Shrm domain 2 (SD2), which mediates the interaction with Rock and is requ
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4

Obeidat, Bader, Safa Al-Sarayrah, Ali Tarhini, Rand Hani Al-Dmour, Zahran Al-Salti, and Rateb Sweis. "Cultural Influence on Strategic Human Resource Management Practices: A Jordanian Case Study." International Business Research 9, no. 10 (2016): 94. http://dx.doi.org/10.5539/ibr.v9n10p94.

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<p>This study aims to investigate the impact of national culture on strategic human resource management (SHRM) practices on Pharmaceutical industries in Jordan. A quantitative research design using regression analysis was applied in this study and a total of 133 were obtained through a questionnaire distributed to pharmaceutical industries in Jordan. The results showed that national culture dimensions significantly affect SHRM practices and namely, masculinity, uncertainty avoidance, long term orientation, and individualism have an impact on SHRM practices. Except power distance has insi
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Bouaziz, Fatma, and Zouhour Smaoui Hachicha. "Strategic human resource management practices and organizational resilience." Journal of Management Development 37, no. 7 (2018): 537–51. http://dx.doi.org/10.1108/jmd-11-2017-0358.

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Purpose The purpose of this paper is to investigate the relationship between strategic human resource management (SHRM) practices and organizational resilience in a Tunisian democratic transition context. It is hypothesized that five SHRM practices influence three organizational resilience dimensions. Design/methodology/approach The research design is based on a deductive approach. The relations were checked over two periods by using quantitative methods. Questionnaires were addressed to top managers of resilient Tunisian companies. The hypotheses were verified after. Findings Results showed t
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Rimac-Bilušić, Milka, and Nina Pološki-Vokić. "Digitalization of HRM for strategic human resource management orientation: Logistic regression and dominance analysis approach." Strategic Management, no. 00 (2024): 77. http://dx.doi.org/10.5937/straman2400011b.

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Background: According to the contemporary HRM theory, strategic human resource management (SHRM) orientation, as a company's philosophy of aligning human resource management (HRM) policies and practices with an organizational strategy for maximizing organizational results, is considered the highest level of a company's HRM development. At the same time, one of the trends in HRM is the digitalization of HRM activities, following the global trend of adopting digital tools for increasing individual and organizational efficiency and effectiveness. The question that consequently arises is whether t
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7

Gürol, Yonca Deniz, Pınar Sarp, Muhammet Atila, Selçuk Yeke, and Ceylan Merve Binici. "HISTORICAL DEVELOPMENT OF SHRM: BIBLIOMETRIC ANALYSIS OF SHRM BASED ON WEB OF SCIENCE." International Journal of Management Studies 31, no. 1 (2024): 1–34. http://dx.doi.org/10.32890/ijms2024.31.1.1.

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In the study, 2,220 articles related to the concept of Strategic Human Resources Management (SHRM) published in the period of 1980-2020 and included in the SCI, SSCI and ESCI citation indexes were examined bibliometrically on the Web of Science database usingthe VOSviewer software. The purpose of the study is to essentially evaluate the studies conducted with the concept of SHRM and provide foresight for future studies. In this context, in order to evaluate the publications in the study, the changes in the number of publications in the publication volume in the field were discussed, the develo
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8

Sagar, Kannika. "SHRM: A Research-based Overview for the Practitioner." NHRD Network Journal 12, no. 3 (2019): 214–24. http://dx.doi.org/10.1177/2631454119873198.

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This article introduces the reader to the ‘strategic’ nature of strategic human resource management (SHRM), focusing on research in this area to show evidence for SHRM, but firmly grounding it with examples the author has close knowledge about that can explain how different a conventional/professional HRM practices can be from a strategic HR initiative/policy. The article facilitates the reader’s understanding of the significance of SHRM and ends with discussions on the future of SHRM.
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9

Hina, Rabia Siraj, and Dr. Ghazala Yasmeen. "Strategic Human Resource Management and Employee Outcomes: A Comprehensive Literature Review on the Impact of SHRM Practices on Job Satisfaction and Organizational Commitment." Critical Review of Social Sciences Studies 3, no. 1 (2025): 3154–64. https://doi.org/10.59075/gh4rzd88.

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Strategic Human Resource Management (SHRM) has emerged as a critical approach to managing human capital by aligning HRM practices with organizational objectives. This literature review examines the impact of SHRM practices on job satisfaction and organizational commitment. Key SHRM practices such as training and development, performance appraisal, and compensation and rewards are analyzed in relation to their effects on employees’ attitude and organizational performance. This review synthesizes findings from prior research to establish a conceptual framework linking SHRM practices with job sat
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10

Nabil, Afif Fauzan, and Dian Ekowati. "DAMPAK IMPLEMENTASI SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES TERHADAP INTENTION TO STAY." Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) 9, no. 1 (2025): 282–301. https://doi.org/10.31955/mea.v9i1.4894.

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Penelitian ini bertujuan untuk menganalisis pengaruh implementasi Sustainable Human Resource Management (SHRM) terhadap intention to stay karyawan pada institusi perbankan di Indonesia. Fokus penelitian ini adalah lima bank besar yang telah menerapkan praktik SHRM. Pendekatan kuantitatif dengan metode deskriptif digunakan dalam penelitian ini, dan data diperoleh melalui survei dengan skala Likert dari 138 karyawan tetap. Teknik analisis menggunakan Structural Equation Modeling – Partial Least Square (SEM-PLS) untuk menguji hubungan antara SHRM dan niat bertahan karyawan. Hasil penelitian menun
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11

Tak, Trapti, Varsha Agarwal, Smita Mishra, Dinesh Nilkant, and Gunveen Ahluwalia. "An examination of sustainable human resource management for achieving financial, social, and environmental goals." Multidisciplinary Reviews 6 (May 15, 2024): 2023ss090. http://dx.doi.org/10.31893/multirev.2023ss090.

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A comprehensive analysis of sustainable human resource management (SHRM) techniques for accomplishing organizational financial, social and environmental objectives is done in this study. Here, we examine the diverse function of SHRM in coordinating human capital practices with more extensive organizational goals, acknowledging the growing significance of sustainability in today's corporate environment. We contend that although SHRM has not performed up thus far, it possesses the capacity to greatly aid in bolstering an organization's endeavors. We investigate the causes of this failure and tal
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12

Shrestha, Prakash, and Mamata Prajapati. "Strategic Human Resource Management Practices in Banks and Insurance Companies." NCC Journal 8, no. 1 (2023): 99–106. http://dx.doi.org/10.3126/nccj.v8i1.63862.

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This study aims to examine the essential dimensions of strategic human resource management (SHRM) practices in Nepalese banks and insurance companies. It was carried out among managerial-level staff of eight banks and eight insurance companies in Nepal. A total of 240 questionnaires—15 for each of the 16 organizations—were distributed. 163 questionnaires in all (67.92%) were returned and used in the study. This study used a checklist measure of SHRM practices. The degree of application is assessed by assigning 1–6 points to each practice item. Six dimensions—career development and promotion, e
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13

Peretz, Hilla. "Sustainable Human Resource Management and Employees’ Performance: The Impact of National Culture." Sustainability 16, no. 17 (2024): 7281. http://dx.doi.org/10.3390/su16177281.

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In an era of rapid globalization and increased environmental consciousness, organizations must align their business practices with sustainable development goals. The main objective of this study is to explore the impact of sustainable human resource management (SHRM) on employees’ performance, focusing on the mediating role of employee engagement and the moderating effect of national culture. To do so, data were collected from 1950 individuals across 26 countries. The results of a multilevel analysis show that SHRM positively affects performance, with employee engagement acting as a mediator.
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14

Hossain, Muhammed Zakir, Tasnimul Arefin, and Umma Nusrat Urme. "The Financial Impact of Strategic HRM Practices: Linking Employee Investments to Organizational Performance." European Journal of Management, Economics and Business 2, no. 2 (2025): 25–39. https://doi.org/10.59324/ejmeb.2025.2(2).02.

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This study examines the financial implications of Strategic Human Resource Management (SHRM) practices in Bangladeshi organizations, highlighting their contribution to improved organizational performance. A quantitative research design was employed to collect data from 30 organizations spanning various industries, including manufacturing, healthcare, financial services, retail, and technology. The research investigates the correlation between strategic human resource management (SHRM) practices—training, reward systems, and employee engagement—and essential financial indicators, including retu
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15

Muhammed, Zakir Hossain, Arefin Tasnimul, and Nusrat Urme Umma. "The Financial Impact of Strategic HRM Practices: Linking Employee Investments to Organizational Performance." European Journal of Management, Economics and Business 2, no. 2 (2025): 25–39. https://doi.org/10.59324/ejmeb.2025.2(2).02.

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This study examines the financial implications of Strategic Human Resource Management (SHRM) practices in Bangladeshi organizations, highlighting their contribution to improved organizational performance. A quantitative research design was employed to collect data from 30 organizations spanning various industries, including manufacturing, healthcare, financial services, retail, and technology. The research investigates the correlation between strategic human resource management (SHRM) practices—training, reward systems, and employee engagement—and essential financial indicators, in
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16

Hu, Bo, Yin Wang, Jingjing Yu, and Yi Lu. "Solving kinematics and stiffness of a novel n(2-UPS/PS+RPS) spatial hyper-redundant manipulator." Robotica 34, no. 10 (2015): 2386–99. http://dx.doi.org/10.1017/s026357471500003x.

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SUMMARYA novel n(2-UPS/PS+RPS) spatial hyper-redundant manipulator (SHRM) formed by an optional number of 2-UPS/PS+RPS(2-universal joint-prismatic joint-spherical joint/prismatic joint-spherical joint+revolute joint-prismatic joint-spherical joint) parallel manipulators(PMs) connected in series is proposed and analyzed in this paper. First, the forward kinematics of the 2-UPS/PS+RPS PM is derived in close form. By extending this result to the whole SHRM, the forward kinematics model of the n(2-UPS/PS+RPS) SHRM is established. Second, the compact and elegant expressions for solving the forward
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17

Anurag, Chourasia, and C. Bahuguna P. "HR Managers' Competencies in Implementing Strategic HRM: A Causal Attribution Theory Perspective." Indian Journal of Science and Technology 16, no. 22 (2023): 1645–56. https://doi.org/10.17485/IJST/v16i22.341.

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Abstract <strong>Objective:</strong>&nbsp;Although research on Strategic Human Resource Management (SHRM) has surged in the last 10 years, however, the effect of HR managers&rsquo; HR Competencies on SHRM implementation it&rsquo;s still less explored.<strong>&nbsp;Methods:</strong>&nbsp;This study, intends to investigate how HR managers&rsquo; HR abilities contribute to the implementation of SHRM in organizations in oil &amp; gas sector in India. The survey collects the opinions of 157 executives with more than ten years of experience on the use of SHRM and the global HR skills of HR managers
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18

Salama, Wagih, Mohamed Nor El Deen, Azzam Albakhit, and Karam Zaki. "Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt." Sustainability 14, no. 9 (2022): 5647. http://dx.doi.org/10.3390/su14095647.

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Sustainable human resource management (SHRM) practices are extensively believed to cause a strategic advantage for the hotel industry. However, while a growing body of evidence indicates that SHRM practices are related to superior organization-level outcomes, it is rather unclear as to how these practices could affect such outcomes and whether they result in desirable hotel outcomes. This paper aimed to examine the moderation effect of hotels’ environmental strategy (ES) on the relationship between SHRM practices and hotel business outcomes: operational performance (OP), competitive advantage
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19

Ando, Michiko, Aki Kato, Masayo Kimura, et al. "Effects of Combination Therapy with Intravitreal Ranibizumab and Tissue Plasminogen Activator for Neovascular Age-Related Macular Degeneration." Journal of Clinical Medicine 13, no. 8 (2024): 2417. http://dx.doi.org/10.3390/jcm13082417.

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Background: Subretinal hyper-reflective material (SHRM) sometimes causes vision loss in spite of anti-vascular endothelial growth factor (VEGF) therapy in eyes with neovascular age-related macular degeneration (nvAMD). We evaluated the impacts of combination therapy with intravitreal ranibizumab (IVR) and tissue plasminogen activator (tPA) in eyes with nvAMD accompanying SHRM. Methods: In total, 25 eyes of 25 patients (16 men and 9 women, 76.7 years old), who underwent IVR/tPA for nvAMD with SHRM and were followed up for at least 12 months, were retrospectively reviewed. In total, 15 eyes were
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20

Shaw, Jason D. "The Resource-Based View and Its Use in Strategic Human Resource Management Research: The Elegant and Inglorious." Journal of Management 47, no. 7 (2021): 1787–95. http://dx.doi.org/10.1177/0149206321993543.

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Barney’s elaboration on the resource-based view had a major impact on research in strategic human resource management (SHRM) and beyond. In this article, I reflect on its influence and use in SHRM research and analyze the strengths and limitations of the original work. I also review various spinoffs and expansions of the original work as well as trends in empirical SHRM research.
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21

Wright, Patrick M., Benjamin B. Dunford, and Scott A. Snell. "Human resources and the resource based view of the firm." Journal of Management 27, no. 6 (2001): 701–21. http://dx.doi.org/10.1177/014920630102700607.

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The resource-based view (RBV) of the firm has influenced the field of strategic human resource management (SHRM) in a number of ways. This paper explores the impact of the RBV on the theoretical and empirical development of SHRM. It explores how the fields of strategy and SHRM are beginning to converge around a number of issues, and proposes a number of implications of this convergence.
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Azeez Jason Kess-Momoh, Sunday Tubokirifuruar Tula, Binaebi Gloria Bello, Ganiyu Bolawale Omotoye, and Andrew Ifesinachi Daraojimba. "Strategic human resource management in the 21st century: A review of trends and innovations." World Journal of Advanced Research and Reviews 21, no. 1 (2024): 746–57. http://dx.doi.org/10.30574/wjarr.2024.21.1.0105.

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In the dynamic landscape of the 21st century, Strategic Human Resource Management (SHRM) stands as a pivotal element for organizational success. This paper reviews the trends and innovations that characterize the evolution of SHRM in contemporary workplaces. As organizations navigate the complexities of a globalized and technologically driven environment, SHRM has witnessed a paradigm shift from a traditional administrative role to a strategic partner in achieving business objectives. The paper explores key trends, such as the integration of technology in HR processes, the rise of remote work,
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Chazuza, Tendai, and Tongesai Mpofu. "Sustainable human resource management practices in small and medium enterprises: A strategic imperative for achieving sustainable development in Zimbabwe." Journal of Financial and Management Sciences; Vol. 1 No. 1 (2025): Special Issue: Sustainable Development 1, no. 1 (2025): 59–86. https://doi.org/10.70970/jchayg46.

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With the quest for sustainable development increasingly becoming a persistent concern for countries and organisations both globally and locally, sustainable human resource management (SHRM) has emerged as a vital strategy for achieving sustainable development. The study underscores the imperative of integrating SHRM practices in Small and Medium Enterprises (SMEs) for the achievement of sustainable development goals in Zimbabwe. With SMEs in Zimbabwe facing a myriad of challenges, the study was aimed at understanding how SMEs may integrate SHRM practices into their businesses. Grounded in the
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Azeez, Jason Kess-Momoh, Tubokirifuruar Tula Sunday, Gloria Bello Binaebi, Bolawale Omotoye Ganiyu, and Ifesinachi Daraojimba Andrew. "Strategic human resource management in the 21st century: A review of trends and innovations." World Journal of Advanced Research and Reviews 21, no. 1 (2024): 746–57. https://doi.org/10.5281/zenodo.13220863.

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In the dynamic landscape of the 21st century, Strategic Human Resource Management (SHRM) stands as a pivotal element for organizational success. This paper reviews the trends and innovations that characterize the evolution of SHRM in contemporary workplaces. As organizations navigate the complexities of a globalized and technologically driven environment, SHRM has witnessed a paradigm shift from a traditional administrative role to a strategic partner in achieving business objectives. The paper explores key trends, such as the integration of technology in HR processes, the rise of remote work,
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25

Reddy, Dr Kiran, and Ms Padmini V. "The Role of Strategic HRM in Strengthening Internal Brand Building in Higher Education Institution." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 08 (2024): 1–11. http://dx.doi.org/10.55041/ijsrem36955.

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This study examines the integration of Strategic Human Resource Management (SHRM) with internal branding in higher education institutions and its implications for institutional effectiveness. By analyzing SHRM practices and their impact on internal branding, the research identifies key strategies for aligning HR practices with institutional branding goals. The findings indicate that comprehensive talent acquisition, development, and retention strategies significantly contribute to a strong internal brand identity and enhanced employee engagement. Despite the benefits, institutions face challen
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Shibla Sherin P, Shibla Sherin P., Jeffy Anie Abraham, Dr Thomas George K, and Dr Balamourougane R. Dr. Balamourougane R. "A Study on the Impact of Sustainable HR Practices on Employee Performance: Evidence from Cochin Port Authority." Journal of Research in Business and Management 13, no. 7 (2025): 15–23. https://doi.org/10.35629/3002-13071523.

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Sustainable Human Resource Management (SHRM) has emerged as a pivotal strategy for enhancing organizational performance while addressing environmental and social responsibilities. This study examines the impact of SHRM practices on employee performance within the Cochin Port Authority, a critical node in India’s maritime sector. Employing a descriptive research design, data were collected through structured questionnaires from 105 mid-level employees. Key findings indicate that SHRM dimensions, such as career development, worklife balance, and employee well-being, positively influence employee
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Enawar, Enawar, Desri Arwen, Nur Choiro Siregar, Euis Yanah Mulyanah, Ishak Ishak, and Aris Gumilar. "Leveraging strategic human resource management to enhance English and mathematics education outcomes: Students’ perspective." Journal of Infrastructure, Policy and Development 8, no. 15 (2024): 10191. https://doi.org/10.24294/jipd10191.

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Improving educational outcomes in subjects such as English and mathematics remains a significant challenge for educators and policymakers. Strategic Human Resource Management (SHRM), which aligns human resource practices with organizational goals, has proven effective in business sectors but is less explored in educational contexts, especially from students’ perspectives. Existing studies often focus on teacher development, overlooking direct impacts on student performance. This research addresses the gap by examining how SHRM influences students’ performance in English and mathematics, incorp
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Inayati, Titik. "STRATEGI MANAJEMEN SDM, ORIENTASI PASAR, DAN KINERJA UKM." Jurnal Organisasi dan Manajemen 14, no. 2 (2018): 120–31. http://dx.doi.org/10.33830/jom.v14i2.157.2018.

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&#x0D; &#x0D; This study aims to analyze Strategic Human Resource Management (SHRM) and market orientation towards business performance with innovation as an intervening variable for SMEs. This study uses primary and secondary data with descriptive quantitative methods. Analysis using the Anova test. The study population was all leather shoe SMEs in Mojokerto with a sample size of 34 SME shoe products in Mojokerto, East Java Province. Techniques for selecting samples with certain criteria. The results showed that SHRM and market orientation had a significant positive effect on business perform
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Zhao, Yapu, Wenhong Zhang, Depeng Liu, Fenghua Bao, and Longwei Tian. "Service implementation in manufacturing firms." Management Decision 55, no. 4 (2017): 648–61. http://dx.doi.org/10.1108/md-12-2015-0605.

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Purpose Given the importance of frontline employees in implementing the service strategy, the purpose of this paper is to examine whether service-orientated human resource management (SHRM) practices are important organizational antecedents to help manufacturing firms gain the benefit of the service strategy. Furthermore, the paper also explores whether SHRM practices promote manufacturing firms’ performance through demand-side search. Design/methodology/approach This study employs survey methodology to examine a research model that explores whether and how SHRM practices influence manufacturi
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Prismawinda, Prismawinda, Titik Kusmantini, Sri Budiwati, Shinta Heru Satoto, and Fitriana Ayu Eka Safina. "The Effect of SHRM on Firm Performance Mediated by Operating Strategy and Entrepreneurial Orientation." Prosiding Seminar Nasional Forum Manajemen Indonesia - e-ISSN 3026-4499 2 (August 31, 2024): 813–22. http://dx.doi.org/10.47747/snfmi.v2i1.2069.

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SHRM is the result of management's inclination toward strategic organization when all business functions try to link their work methods and practices with corporate strategy in order to achieve optimal organizational performance. This study aims at the effects of SHRM on Firm Performance mediated by operation strategy and entrepreneurial orientation. The study approach was carried out by collecting data through questionnaires through surveys. The respondents in this research were employees of UMKM in the fields of handicraft, totaling 60 respondents. The data analysis technique uses Partial Le
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Prismawinda, Prismawinda, Titik Kusmantini, Sri Budiwati, Shinta Heru Satoto, and Fitriana Ayu Eka Safina. "The Effect of SHRM on Firm Performance Mediated by Operating Strategy and Entrepreneurial Orientation." Proceedings of Forum Manajemen Indonesia's International Conferences, no. 1 (August 31, 2024): 813–22. https://doi.org/10.47747/fmiic.v1i1.2148.

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SHRM is the result of management's inclination toward strategic organization when all business functions try to link their work methods and practices with corporate strategy in order to achieve optimal organizational performance. This study aims at the effects of SHRM on Firm Performance mediated by operation strategy and entrepreneurial orientation. The study approach was carried out by collecting data through questionnaires through surveys. The respondents in this research were employees of UMKM in the fields of handicraft, totaling 60 respondents. The data analysis technique uses Partial Le
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32

Noor Al-Jedaiah, Mohamad, and Rokaya Albdareen. "The effect of strategic human resources management (SHRM) on organizational excellence." Problems and Perspectives in Management 18, no. 4 (2020): 49–58. http://dx.doi.org/10.21511/ppm.18(4).2020.05.

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Human resources at different levels are the executives of organizational tasks toward excellence. Missing the track of human resources will leave the organization behind. The objective of this research is to investigate the effect of SHRM components on organizational excellence. The study was applied to industrial organizations in Industrial City in Northern Jordan. A quantitative approach was used to accomplish the objectives. A questionnaire was used to collect data. The questionnaire was composed of three parts: the first part designed to collect demographic data, the second part designed t
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Vomberg, Arnd, and Christian Homburg. "How Does Brand Equity Affect SHRM?" Academy of Management Proceedings 2016, no. 1 (2016): 16873. http://dx.doi.org/10.5465/ambpp.2016.16873abstract.

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SHEPPECK, MICHAEL A. "SHRM Configurations and Perceived Organizational Performance." Academy of Management Proceedings 1998, no. 1 (1998): E1—E24. http://dx.doi.org/10.5465/apbpp.1998.27666995.

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Cahyani, Eni, and Lesi Agusria. "Integration of Strategy Human Resource Management (SHRM) and Competitive Advantage as a Human Capital Mediator in the Performance of Private Universities." International Journal of Business, Management and Economics 4, no. 1 (2023): 56–72. http://dx.doi.org/10.47747/ijbme.v4i1.1093.

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Objective - to analyze the development of SHRM Integration capabilities and competitive advantages as a mediator of human capital on organizational performance, taking into account the role of human capital as a source of knowledge to be managed in order to become a competitive advantage for company performance. Design/methodology/approach –researchers designed empirical studies from a sample of 61 Private Universities (PTS) in South Sumatra Province, asking the dean or head of the study program, to assess human capital, SHRM integration, competitive advantages to improve their pts performance
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Dr, Sushama Sharma. "Strategic Human Resource Management in Indian IT Firms: Practices and Challenges." International Journal of Innovative Research and Creative Technology 3, no. 1 (2017): 1–8. https://doi.org/10.5281/zenodo.13348250.

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Strategic Human Resource Management (SHRM) has emerged as a critical function in contemporary organizations, particularly within the Indian IT sector, which has been one of the fastest-growing industries globally. SHRM refers to the proactive management of human resources to align them with the strategic goals of an organization. Unlike traditional HR practices, which often focus on routine administrative tasks, SHRM emphasizes long-term workforce planning, talent management, and the creation of a competitive advantage through people (Wright &amp; McMahan, 1992).In the context of the Indian IT
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Soekotjo, Sundari, Sosidah Sosidah, Hary Kuswanto, Antonius Setyadi, and Suharno Pawirosumarto. "A Conceptual Framework for Sustainable Human Resource Management: Integrating Ecological and Inclusive Perspectives." Sustainability 17, no. 3 (2025): 1241. https://doi.org/10.3390/su17031241.

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Purpose: This study proposes a conceptual model integrating ecological and inclusive perspectives within sustainable human resource management (SHRM). It introduces a novel framework that bridges gaps in the literature by integrating ecological sustainability and social inclusivity dimensions to enhance SHRM practices. Design/Methodology/Approach: A systematic literature review synthesizes Green HRM practices and diversity, equity, and inclusion (DEI) principles. The framework is built around three dimensions: ecological sustainability, social inclusivity, and integrated sustainability. Findin
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Ray Chaudhuri, Manodip, and Shweta Mukherjee. "Exploring the Aura of Strategic HRM for Organizational Dexterity." Asian Journal of Managerial Science 11, no. 2 (2022): 7–11. http://dx.doi.org/10.51983/ajms-2022.11.2.3238.

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Strategic Human Resource Management (SHRM) covers the entire HR strategies used by organizations and attempts to quantify their influence on the performance of the organization. SHRM is a process for evolving and executing HR strategies that are associated with business plans and help the organization attain its objectives. This paper will explore the impression of SHRM in organization skillset and the link between strategic human resource management practices and organizational performance while using the resource-based view (RBV) approach in organizations. Existing research has highlighted o
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Rehman, Muhammad Zia-ur, Muhammad Akmal Pasha, and Abdullah Naeem. "MANAGING HUMAN RESOURCE STRATEGICALLY FOR EFFECTIVE SUPPLY CHAIN - A QUALITATIVE ASSESSMENT FOR ORGANIZATIONAL FIT AND FLEXIBILITY IN SOUTH ASIAN PERSPECTIVE." Pakistan Journal of Social Research 05, no. 01 (2023): 104–11. http://dx.doi.org/10.52567/pjsr.v5i01.1029.

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The study focuses on Strategic Human Resource Management (SHRM), which is considered as central to any organization, but mostly taken as internal organizational matter, however the reality is that it is influenced by various factors including many external ones too. The motivation behind this article is to present a conceptual framework for examining SHRM in the context of Supply Chain Management (SCM). We present a system which distinguishes factors that determine whether embracing a Supply Chain Management (SCM) explains the possibilities that shape SHRM practices as required to accomplish a
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Georgescu, Iulian, Claudiu George Bocean, Anca Antoaneta Vărzaru, Cristina Claudia Rotea, Mădălina Giorgiana Mangra, and Gabriel Ioan Mangra. "Enhancing Organizational Resilience: The Transformative Influence of Strategic Human Resource Management Practices and Organizational Culture." Sustainability 16, no. 10 (2024): 4315. http://dx.doi.org/10.3390/su16104315.

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In an era characterized by rapid changes and uncertainty, organizational resilience emerges as a critical factor for the survival and prosperity of businesses. Confronted with a progressively volatile and unpredictable organizational landscape, an organization’s capacity to swiftly and effectively address challenges and adapt to changes becomes indispensable. This paper investigates the role of strategic human resource management (SHRM) practices and organizational culture (OC) in enhancing organizational resilience (OR). The research employed a questionnaire distributed to 501 employees withi
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Wu, Yan, and Gao Liang. "An analytical study of the role of convolutional neural network-based SHRM perception on the mechanisms of employee proactive behaviour." Journal of Combinatorial Mathematics and Combinatorial Computing 124 (March 16, 2025): 23–45. https://doi.org/10.61091/jcmcc124-02.

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In the era of globalization and intense market competition, strategic human resource management (SHRM) is critical for boosting corporate competitiveness. This study employs structural equation modeling (SEM) and multiple linear regression to uncover the complex influence of SHRM perceptions on employee proactive behaviors, and uses a convolutional neural network (CNN) to explore nonlinear relationships and validate the SEM findings. Results reveal that SHRM perception has a significant positive effect on employee proactive behavior (\(\beta = 0.254\), \(p&lt;0.001\)). Mediators such as job se
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Kim, Mijung, and Yeonu Lee. "A S trategic Human Resource Management Approach in Chaebol Hotels." GLOBAL BUSINESS FINANCE REVIEW 28, no. 4 (2023): 1–19. http://dx.doi.org/10.17549/gbfr.2023.28.4.1.

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Purpose: The purpose of this study is to examine how strategic human resource management practices are enacted in chaebol hotels, and also to evaluate the relationship between the SHRM practices and organizational effectiveness as experienced by employees, regarding the concept of organizational justice. Design/methodology/approach: The questionnaire survey for employees served to test hypotheses which examine the relationship between SHRM and the influence of these HR practices on organizational effectiveness, using multi-regression analysis. This research encompasses a total of 450 responses
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43

Gomes, Daniel Roque, Neuza Ribeiro, and Maria João Santos. "“Searching for Gold” with Sustainable Human Resources Management and Internal Communication: Evaluating the Mediating Role of Employer Attractiveness for Explaining Turnover Intention and Performance." Administrative Sciences 13, no. 1 (2023): 24. http://dx.doi.org/10.3390/admsci13010024.

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Objective: The main objective of this study is to evaluate the impact of sustainable human resources management (SHRM) and internal communication (IC) on turnover intention (TI) and employee performance (PER) while assessing the mediating role of organizational attractiveness (AT) over these relationships. In this sense, this study intends to evaluate the effect of SHRM and IC on employee PER and TI, with AT acting as the mediator in a joint model of analysis. Methodology: To achieve the aforementioned purposes, a cross-sectional quantitative study was prepared using the Structural Equation Mo
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Roehl, Maximilian Tim. "The impact of SHRM on the psychological contract of employees." Personnel Review 48, no. 6 (2019): 1580–95. http://dx.doi.org/10.1108/pr-02-2018-0063.

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Purpose The purpose of this paper is to provide a holistic and systematic conceptualization of the impact of strategic human resource management (SHRM) on the psychological contract. Specifically, this paper aims to explore how the alignment of HR-systems and organizational communication influences the congruence and breach of the psychological contract. Design/methodology/approach The paper applies the signaling theory as a lens to develop a typology of four “ideal types” of SHRM configurations, each characterized by differences in the alignment of the HR-system and communication quality. Bas
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Kumar, Anil, Preeti Bhaskar, Simon Peter Nadeem, Mrinal Tyagi, and Jose Arturo Garza-Reyes. "Sustainability Adoption through Sustainable Human Resource Management: A Systematic Literature Review and Conceptual Framework." International Journal of Mathematical, Engineering and Management Sciences 5, no. 6 (2020): 1014–31. http://dx.doi.org/10.33889/ijmems.2020.5.6.078.

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Sustainability is a key aspiration of most businesses as they face pressure from regulatory authorities as well as consumer demand for sustainable products. Sustainability discussion often revolves around the areas of raw materials, product and process design and innovation. However, the role of human resources is least discussed in this regard. This research utilises a systematic literature review approach to explores the concept of Sustainable Human Resource Management (SHRM) and identifies the indicators, drivers, barriers, and benefits of SHRM adoption. Based on the findings, an integrated
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Tompkins, Jonathan. "Strategic Human Resources Management in Government: Unresolved Issues." Public Personnel Management 31, no. 1 (2002): 95–110. http://dx.doi.org/10.1177/009102600203100109.

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The concept of strategic human resources management (SHRM) holds considerable promise for improving government performance. However, to realize this promise, it is necessary to invest the concept with clear meaning. This article explores unresolved issues regarding the meaning of SHRM and its relevance to public organizations. Arguing that the value of the concept is undermined by tying it too closely to strategic planning, the article offers an expanded, two-pronged understanding of SHRM. The personnel office, in addition to helping the agency implement strategic initiatives, also carries out
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Harrison, Teresa, and Joshua D. Bazzy. "Aligning organizational culture and strategic human resource management." Journal of Management Development 36, no. 10 (2017): 1260–69. http://dx.doi.org/10.1108/jmd-12-2016-0335.

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Purpose As strategic human resource management (SHRM) continues to grow as an important issue for organizations, it is imperative to examine all factors that contribute to the success and failure of the organization’s human resources (HR) and strategy implementation. The purpose of this paper is to demonstrate that organizational culture should be an integral factor when considering SHRM. The authors also present a model for the strategy-culture-SHRM linkage and propositions to guide future research. Design/methodology/approach The authors present a conceptual model proposing organizational cu
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Saks, Alan, and Jamie A. Gruman. "Making organizations more effective through organizational socialization." Journal of Organizational Effectiveness: People and Performance 1, no. 3 (2014): 261–80. http://dx.doi.org/10.1108/joepp-07-2014-0036.

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Purpose – The purpose of this paper is to consider the potential effects of organizational socialization on organizational-level outcomes and to demonstrate that organizational socialization is an important human resource (HR) practice that should be included in research on strategic human resource management (SHRM) and should be part of a high-performance work system (HPWS). Design/methodology/approach – This paper reviews the research on SHRM and applies SHRM theory and the ability-motivation-opportunity model to explain how organizational socialization can influence organizational outcomes.
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Cahyono, Nikotiyanto Dwi. "Strategic Human Resource Management Practices for Enhancing Employee Engagement and Organizational Performance." Global International Journal of Innovative Research 2, no. 7 (2024): 1429–44. http://dx.doi.org/10.59613/global.v2i7.229.

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This research investigates the role of strategic human resource management (SHRM) practices in enhancing employee engagement and organizational performance. The primary objective is to qualitatively explore how SHRM practices contribute to fostering a highly engaged workforce and driving superior organizational outcomes. The study employs a qualitative methodology, incorporating case studies, in-depth interviews with HR professionals, and thematic analysis to understand the impact of SHRM on employee engagement and organizational performance. The research involves detailed case studies of orga
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Fahim, Marwa Gaber Ahmed. "Strategic human resource management and public employee retention." Review of Economics and Political Science 3, no. 2 (2018): 20–39. http://dx.doi.org/10.1108/reps-07-2018-002.

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Purpose The purpose of this research is to explore the dynamics of using strategic human resource management (SHRM) practices in the public sector. More specifically, this paper tries to point out some main aspects of SHRM, which strongly influence the decision of employees to stay. The empirical study here tends to reveal greater insights into the SHRM-retention relationship and its validation at the National Bank of Egypt (NBE). Design/methodology/approach This research is co-relational in nature with cause and effect approach. The design of the study is both descriptive in the theoretical p
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