Modern society could be characterised by the increased importance of the business world and its blistering growth. Besides, the last dramatic changes in technologies and approaches conditioned the reorganisation of numerous companies and organisations structure (Priem, Li, & Carr 2012). However, human resources still remain the crucial factor that determines the success of a certain business and promotes its further evolution (Schroeder 2012).
In this regards, Sendogdu, Kocabacak and Guven devote their paper to the investigation of the relations between human resource management and the organisation’s performance. The choice of the main theme of the research is rather logic as the peculiarities of the last decades prove the unique role human resources play in the functioning of all projects (Walsh, Sturman, & Longstreet 2010). The authors were obviously motivated by the increased attention given to this aspect, and numerous works devoted to the precise analysis of the impact efficient human resource management might have on a company.
Therefore, the researchers delve into the complex relations between human resource management and the development of the organisational commitment needs. Yet, HRM practices become the main aspect of their study as Sendogdu, Kocabacak and Guven (2013) proclaim that the appropriate method and efficient model might enhance the organisational performance and contribute to the significant improvement of the companys showings.
The authors also tend to explore the relationships between individual HRM items and organizational commitments using the companies which operate in the province of Konya, Turkey, as the background for their study. Yet, the investigation of the given issue could provide credible data needed to determine the efficiency of various HRM practices. For these reasons, the authors also tend to provide the information needed to evaluate the potential outcomes and make a certain conclusion related to the above-mentioned issues.
The character of the given research conditions the choice of the methodology which should be used to analyse the given issue. To evaluate the efficiency of HRM practices and provide the credible conclusions it is crucial to investigate the relevant statistics that describe companies showings in terms of the usage of various practices (Khatri & Gupta 2015). A number of other scientists also adhere to the same methodology while analysing the given issue (Mishra & Akman 2010).
The authors collected the material about 2815 companies registered in Konya Chambers of Industry (Sendogdu, Kocabacak, & Guven 2013). There also were four randomly selected sectors which had already implemented TQM and other practices to improve the quality and performance. The managers of the given companies were interviewed to collect the data related to the functioning of various departments and the usage of HRM practices. The given methodology resulted in the collection of the credible information needed to evaluate the potential outcomes of the implementation of HRM practices and their impact on the organisational commitment.
Altogether, the research could be considered rather informative and credible. It provides crucial information related to the HRM and its possible applications to improve the functioning of any company. Analysing the given paper its great practical utility should also be admitted. The authors use real-life examples which improve the comprehending of the main aspects of the paper. Furthermore, the provided information should be used in terms of the investigation of the main peculiarities of human resource management and its possible applications. The paper has a clear structure and provides the rationale for the choice of a certain methodology needed to analyse the main showings. That is why it could be used to obtain additional information.
Reference List
Khatri, P & Gupta, R 2015, ‘Correlates of HRM Practices and Organisational Commitment of Retail Employees in Delhi-NCR,’ Asia-Pacific Journal of Management Research and Innovation, vol. 11, no. 2, pp. 95-107. Web.
Mishra, A & Akman, I 2010, ‘Information Technology in Human Resource Management: An Empirical Assessment,’ Public Personnel Management, vol. 39, no, 3, pp. 271-290. Web.
Priem, R, Li, S, & Carr, J 2012, ‘Insights and New Directions from Demand-Side Approaches to Technology Innovation, Entrepreneurship, and Strategic Management Research,’ Journal of Management, vol. 38, no. 1, pp. 346-374. Web.
Schroeder, H 2012, ‘The Importance of Human Resource Management in Strategic Sustainability: An Art and Science Perspective,’ Journal of Environmental Sustainability, vol. 2, no. 2, pp. 75-82. Web.
Sendogdu, A, Kocabacak, A, & Guven, S 2013, ‘The relationship between human resource management practices and organizational commitment: A field study,’ Social and Behavioural Sciences, vol. 99, pp. 818-827. Web.
Walsh, K, Sturman, M, & Longstreet J 2010, ‘Key Issues in Strategic Human Resources,’ The Scholarly Commons, n. pag. Web.