Annotated Bibliography On Human Resource Management
You are required to compile a ‘Reviewing the Literature’ of 5 peer-reviewed journal articles.
Step 1. Select one of the options for Essay 3.
Read the Assessment 3 Essay options and identify which one you will work on for
assessment 2 and 3.
Step 2. Undertake research of the recent academic literature since 2010.
Identify five (5) academic peer reviewed journal articles relevant to the
Assessment 3 Essay topic. These must be aligned to the unit themes from Weeks
1 to 5 (e.g. evolution of SHRM, the context of HRM, industrial relations, HR
planning and work design challenges in a global environment). It is recommended
that you undertake your research via the online ‘search’ of CQUniversity Library.
You cannot use the article from your Assessment 1 presentation for Assessment 2.
Step 3. Write 500 words on each article (500 x 5= 2500 words)
For each journal article, write to the headings in the template. These include:
• full reference
• outline of research objective and research question
• outline of the method
• discussion of the findings
• summary of the conclusions
• indication of how this will be relevant for your Essay 3.
Place each article on a new page.
Present your Reviewing the Literature in format provided in the template. For more
information, see the library guide for writing an annotated bibliography.
The objective of the article is to highlight the relationship between financial performance and customer-oriented strategy. Furthermore, the role of supporting human resource management and innovation capability in contribution towards financial performance and customer-oriented strategy of the firm has been also highlighted. The research question based on the article is-
A quantitative approach using a questionnaire technique has been utilized for the study where the data were gathered from the managers of manufacturing firms of Gujranwala, Pakistan. In addition, structural equation modeling was performed to conduct data analysis. This has assisted to test the hypothesis for the study while developing deep insights about the study.
The findings of the study highlighted that there exists a significant positive relation between customer-oriented strategy and financial performance of firms in relation to the impact of supportive human resource management and innovation capability. As put forwarded by Nankervis et al. (2019), human resource management and line functions have to be aligned strategically in order to enhance the quality of output as well as to assess the financial disadvantages and advantages. Based on such context, the study showed the contribution of supportive human resource management towards the financial performance of the firm. Other than that, Nankervis et al. (2019) also stated that the adaptation of effective strategies, roles, and practices while assessing the environmental challenges based on innovation can contribute towards the attainment of organizational goals and objectives.
The study also identified that the role of employees is significant in order to satisfy its customers in order to gain financial advantages for the firm. Therefore, taking care of employees and focusing on employee retention is highly essential for firms to satisfy customers as well as increase profits margin. On the other hand, the study also focused that innovation capability is a significant factor that offers a competitive edge to firms resulting in higher financial performance. Based on such note, Nankervis et al. (2019) also suggested that human resources of a firm must comprehend the trends towards the need for creativity and innovation at the workplace to gain competitive edge and profits as customers are highly inclined towards innovation. Hence, it can be stated that the role of human resource management and innovation is crucial to contribute to higher financial performance and satisfy customer needs.
The study developed deep insights into the need for human resource management and innovation capability to enhance financial performance as well as to develop a customer-oriented strategy for the firm. It has been well established that supportive human resource management plays a significant role in enhancing innovation capability and strategy exaction for firms resulting in competitive edge and profits in the business.
This article offered an in-depth understanding of the role of supportive human resource management and innovation capability towards customer-oriented strategy and financial performance of firms. In addition, the study also showed the need and effective use of human resources for the firms undertaking a customer-oriented approach. Hence, this study is significant for my essay as it not only focuses on the financial performance of the firm but also towards a customer-oriented strategy that needs effective human resource strategies and innovation capabilities.
The objective of the study is to analyze the influence of human resources practices towards the investment intentions of customers with regard to the financial sector. Furthermore, the study also highlighted that whether the HR practices of banks influence the investment decisions of consumers or the consumers who decide their investment based on profits. The research question based on the article is-
The data were collected from 548 management students and managers based on the quantitative approach. In addition, two banks with contrasting HR practices were selected and real news about the practices has been conveyed to the participants. Based on such a technique, their investment allocations have been analyzed.
Based on the study, the primary findings highlighted that the investment decisions of participants in the bank were based on profitability compared to the bank’s HR practices. It has been well stated by Nankervis et al. (2019), the socio-political and economic environment of firms is changing rapidly that critically challenges the practices of strategic human resource management. The economic environment forces consumers to focus primarily on profit margin rather than HR practices. This requires the need for informed HR practices that fulfill the need and change the perception of consumers. The study also implies that appropriate HR practices can enhance brand identity as well as increase investor’s and consumer’s trust. Hence, the need for innovative and creative workforce is highly required aligned with the HR practices.
On the other hand, the investment decision of in-group managers was highly based on the HR practices of the bank, irrespective of profit margin from such investment. It also highlights that the participants when confronted with a situation they feel identified with, show a higher inclination towards the importance of HR practices for investment compared to profit margin. It has been well stated by Nankervis et al. (2019), HR planning is highly significant in the changing economic and political environment in order to meet the need and attain the trust of consumers. In relation to such context, the study also highlighted that identification of consumers with the situation is essential which needs the development of HR practices based on consumer needs and satisfaction specifically in financial sectors.
The study offered significant insight into the need for appropriate HR practices that highlight corporate reputation that develops the perception of consumers towards the firm. It has been also comprehended that the importance of HR practices and corporate social responsibility is high for influencing the decisions of consumers. This certainly becomes the source of innovation and competitive advantage of the firm. Hence, the findings and results of the study were highly conclusive.
This article offers deep insights into the impact of economic and socio-political factors on the perceptions of consumers in the financial sector. In addition, the positive relation between profit and investment decisions highlights the need for appropriate HR practices that can influence the perception of consumers towards the firm. Hence, this article is significant for the essay.
The objective of the study is to analyze the relationship of corporate governance and strategic human resources management towards the financial service sector with regards to the UK. In addition, the role of leadership and HRM towards the success or failure of firms have been also highlighted in the study, based on the case study of a financial firm, Royal Bank of Scotland. The research question based on the article is-
A qualitative approach through the use of a case study technique has been done to analyze the study. As an illustration, the case study of the Royal Bank of Scotland has been analyzed based on the global financial impact in the financial sector of the UK.
The findings of the study reflected that the changes in corporate governance align with the changes in the role of HR, ethics, SHRM, and strategy. In addition, the changes in shareholder value and leadership strategy that were incorporated in RBS after the financial crisis reflected positive outcomes. Likewise, Nankervis et al. (2019) also suggested that a HR manager must remain alert during changes in the global environment to make appropriate changes in the HR practices and strategies. On the other hand, the study also highlighted that before the financial crisis, the role of HR has been limited at RBS which led to the failure of the bank. This highlights the fact that effective leadership style and organizational culture based on quality HR practices can induce appropriate changes leading to sustainability during times of crisis.
Other than that, Nankervis et al. (2019) stated industrial relations based on effective HR frameworks and practice can assist to develop strategies that can contribute towards corporate governance. Based on the study, the need for HR frameworks and practice has been evident as after the financial crisis the level of employee engagement and employee involvement had been extensive. In addition, it has been also comprehended that the emergence of the stakeholder model of corporate governance and HR can assist the financial sector to sustain during the global financial crisis. Furthermore, it has been also identified that organizational climate and HR policies positively influence corporate governance within the financial sector.
It has been analyzed through the study that different parts of the business and segments of the workforce have to be managed effectively in order to sustain in the business within the financial sectors. The influence of HR practices is significant towards corporate governance of financial services organizations.
The link between HRM and corporate governance in the financial sector has been established in the article which is essential to comprehend. In addition, the article also highlighted that the need for following effective HR practices and policies is significant for a financial sector like RBS to influence corporate governance to sustain the financial crisis. Hence, this article is significant for the essay.
The objective of the study is to analyze the reason behind the need and strategic alignment of relationship marketing-focused financial services with human resource management. In addition, the study also highlights the influence of human resource management towards organizational value and relationship marketing performance. The research question based on the article is-
A case study research methodology has been incorporated for the study that investigates contemporary phenomenon. The use of five Greek retail bank cases has been utilized to attain the desired results from the study. Comparative data analysis has been done to fulfilling the objective of the study among the five retail banks.
The findings of the study indicate that there exist a positive senior management attitude and strategic orientation towards human resource management and relationship marketing that certainly plays a significant role in influencing the internal factors. Furthermore, strategic orientation enhances collaboration between relationship marketing and human resource management. As stated by Nankervis et al. (2019), human resource development is significant to align employees at each level which plays a significant factor to enhance organizational functions including marketing leading to success. It has been well identified in the study that the financial sector requires effective relationship marketing and its alignment with human resource management is significant to change consumer’s perception. In addition, Nankervis et al. (2019) also stated that ethical considerations have to be incorporated in human resource strategies in order to gain organization success at each function.
It has been also identified in the study that management attitudes towards employees and framing strategies significantly influence the creation of appropriate organizational culture in financial sectors. Likewise, knowledge, skill, and development of human resource is significant to align relationship marketing and human resource management as it can lead to a successful business in the financial sector. The study also highlights that the focus towards sales quotas is relatively high in the financial sector compared to the development of human resources. Similarly, Nankervis et al. (2019) also highlighted that the development of human resources is essential in an organization for generating sales and fulfilling organizational goals. The study also highlighted that effective training is necessary to develop the competence of individuals rather than just focusing on quantitative factors.
It has been comprehended through the study that there is a significant link between relationship marketing and human resource management that needs consideration by management specifically in financial sectors. In addition, the focus should be more on developing human resources as it can lead to successful relationship marketing resulting in fulfillment of the organizational goal.
As the article highlights the relation between relationship marketing and human resource management, the understanding of such factors in the financial sector is highly essential. The need for the development of human resources has been evident in the article which is significant for the essay. The insights about human resource management and their development are beneficial as well.
The objective of the study is to analyze the changing views of employment relationship based on the adoption of telework practice. The general telework attitude formation process of line managers have been significantly accessed as well as their possible outcomes. In addition, the employment relationship of line managers based on telework work practice has been also identified in the study. The research question is-
The multi-method study comprises two parts among the 65 managers in six organizations of the financial sector. In addition, the interview approach has been developed for the mangers where their arguments were accessed based on their support or against the telework practices in their department. The telework attitude formation process has been also analyzed by this method.
The study revealed that the governance view of an organization significantly dominates the telework practice at the workplace. It has been also comprehended that the telework formation process is idiosyncratic. In addition, the conservative attitudes of mangers have been identified towards home-based telework as they believe that it can benefit a few workers. This certainly reduces the effectiveness and employee commitment based on a long term basis. On the other hand, Nankervis et al. (2019) suggested that the need and commitment of employees have to be aligned with organizational strategies. In relation to such context, the issue of trust towards the workers has been identified limited by managers which critically impacts the benefits of the strategic tool, i.e., telework.
Other than that, the study also put forwards that the human resource management system requires consistency internally as well as must focus on employment relationship including commitment and trust. Likewise, Nankervis et al. (2019) also suggested that the system approach in the design and involvement of employees at each level is significant in order to increase trust and commitment. In addition, it has been also comprehended that a systematic approach must be undertaken for HR planning techniques that can assist to gain trust among the managers. The study depicts that control and coordination must be focused less compared to trust and commitment as it can certainly strengthen the relationship between employees at each level. Lastly, it has been also analyzed that the strategic tool home-based telework has to be reinforced along with human resource management practices by aligning with an effective employment relationships.
It can be concluded that home-based telework has significant benefits; however, the perception of managers towards the practice has to be changed which required effective employment relationship as well as human resource management practice. In addition, the focus towards trust and commitment must be provided rather than control and coordination to reap the benefits of home-based telework.
This article is significant for the essay as it focuses on a new challenging work practice of home-based telework which takes significant consideration of appropriate human resource management practices. Furthermore, the need for employment relationship and trust have been highlighted evidently within the financial sector that can certainly contribute towards the essay.