Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. Managing Human Resources is an amazingly challenging assignment as compared to overseeing capital or managing technology. HRM practices refer to organizational exercises coordinated at overseeing the destitute of human Resources and guaranteeing that resources are employees towards the fulfillment of organizational products. Employee’s turnover is the contrast between the rate of representatives clearing out a company and modern representatives filling up their positions. As the world advance towards globalization, this has ended up a genuine issue which has laid serious effects on productivity as well as corporate financial performance. The productivity could be a degree of amount and quality of work done, in connection to the resources expended.
i. Problem statement.
This paper is a Try to distinguish the most excellent Human Resource Management practices pertinent to Sudanese environments and analyze their positive impacts on labor turnover, productivity and corporate financial performance.
ii. Objectives of the Research.
• To recognize the foremost common and proven HRM practices within the development industry, and recognizing the impacts of these practices over turnover, efficiency and corporate performance.
• To prescribe appropriate alternatives in arrange to address these three components.
iii. The Research Question
• What are the impacts of HRM practices on Productivity of a company?
• What are the likely courses of activities or alternatives accessible to address these issues?
• What are the impacts of HRM practices on Productivity of a company? • How HRM practices influence corporate money related performance?
iv. The Research Hypothesis.
• Hypothesis 1a: employee turnover and productivity will intercede the relationship between framework of high performance work practice and corporate financial performance.
• Hypothesis 1b: framework of high performance work practice will decrease representative turnover and increase productivity and corporate financial performance.
• Hypothesis 2: arrangement of firm’s framework of high performance work practice with its competitive methodology will reduce representative turnover and increase productivity and corporate financial performance
• Hypothesis 3: commentaries or synergies among high performance work practice will decrease representative turnover and increase productivity and corporate financial performance.
v. Basic Literature Review.
Human Resource is a very essential component for an organization in terms of labor turnover, productivity as well as financial growth of an organization. Similarly good Human Resource management practices play a pivotal role in employee’s retention and their productivity. (Peer-Olaf Siebers,et al-2008). There are numerous factors and factors which influence this aspect, like inadequate incentives, inadequate wages, salaries or allied benefits, poor reward system and lack of health and safety facilities. (Esra NEMLI-2010–Choi Sang Long et al, 2012) Employees get frustrated due to imbalance in the work and their personal life and fail to render optimum performance (Mourad, 2011-Ayesha et al, 2012). Occasionally it has also been observed that job stress and unfair testament by the HR department or manager demotivates the even talented employees. Those organizations which do not evolve and implement human recourse plan (HRP) often expedience HR related issues (Patrick M. Wright et al, 2012). Consequently people cannot acquire professional development through training, mentoring or coaching. Thus the work force faces issues like; boredom or lack of challenge in the work environment (Rosemond Boohene et al, 2011-Shri Chimanbhai Patel et al, 2012). As a result of globalization new corporate companies or organization can not absolve themselves from corporate social response (CSR).
In search of a research framework for studying the relationship between human resource management practices and firm performance, there were two main objectives. The first objective concerned the need to clarify some of the theoretical approaches mentioned above, the second objective is a challenge to integrate the new guidelines on human resource management function in business performance issues, or, as Ulrich (1998), isn’t so important that makes human resource management function, but contribute to overall company results. Examination of human resource management practices enables professionals to focus on some real business and the added value of the firm (Ulrich, 1997). Theories on business strategy, finance, economics, psychology (Becker and Huselid, 1998) have contributed substantially to the development of huge interest to human resource management practices that contribute to organizational effectiveness.
To compete in today’s world (in 21 century) the set organizations need to invest in the development of their human resources to continuously update the skills, knowledge and work practice of employees. Researches point out that investment in training programs of employees increase the firm performance. The training; development is basically refers to a process to improve the current and future skills, knowledge of workers (Abdalkrim, G.M., 2012) Organizational Performance: As (Mohamad, A.A., M. Chiunlo and M. Kingla, 2009) said that Organizational performance has been researched in the past broadly. Some of the points which decide organizational performance are Output/productivity Profitability Turnover.
vi. The Research Methodology.
The study of this type presents a number of information collection challenges. It requires as wide a sample as conceivable and the same time it requires that each information point give comprehensive data on both organizational human resources practice and procedures and firm-level performance. For information collection, Self-administered survey will be use to gather data to save time and cash. Primary data will be collected through studying and secondary data will be gathered from past studies from books and inquire about articles. And information investigation the information will be treated and analyzed within the SPSS program. Characteristics will be analyzed using Mean, Variance and Standard Deviation. Research sampling. Research testing. This research was carried out in 20 companies that chosen to require an interest inside the research. Considering that the ask approximately issue of this consider is outstandingly specific since it analyzes two outstandingly sensitive measurements of company’s operations – work fulfillment and the company’s productivity, turnover, and corporate financial performance it was troublesome to draw in a greater number of companies to this investigate.
vii. The Research Limitations.
The study is limited to geographical areas, which in Khartoum state. And include the 20 companies that decided to take an interest within the experimental research.
viii. Time plan (Gantt chart) (When?).
Starting June 1st 2018.
Activity name Month
Jun Jul Aug Sep Oct Nov Dec Jan Fab Mar Apr
1 Refining the problem statement, objectives, research questions and hypothesis.
2 Design, validate and test the interview template.
3 Data collection
4 Data editing
5 Data analysis
6 Report witting
After data analysis and clarifying the result of the interviews, generalizing the result over the 20 companies located in Khartoum state, the conclusion will tell us about the Impact of Human Resources Management Practices on Turnover, Productivity and Corporate Financial Performance, the duration of the study will be eleven months for refining problem statement, objectives, research questions, and hypothesis, design test interviews, data collection, editing, analysis, and report writing.