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STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN ÇALIŞAN PERFORMANSINA ETKİSİ: BAKÜ ÖRNEĞİ

Year 2024, Issue: 1, 46 - 62, 28.09.2024
https://doi.org/10.35345/johmal.1470594

Abstract

Sağlık sektörü, emek yoğun yapısı ve hizmet kalitesinin çalışanların verimliliği ile doğrudan ilişkilendirilmesi sebebiyle, stratejik insan kaynakları yönetiminin (SİKY) önemini öne çıkarır. Bu çalışma, Bakü'deki sağlık kuruluşlarında görev yapan 158 sağlık çalışanının perspektifinden, SİKY'nin çalışan performansı üzerindeki etkisini incelemeyi amaçlamaktadır. Araştırma, tanımlayıcı bir yaklaşım kullanarak, sosyo-demografik bilgi formu ve "Stratejik İnsan Kaynakları Yönetimi ve Çalışan Performansı" ölçeği aracılığıyla veri toplamıştır. Analiz sonuçları, SİKY'nin toplam puan ortalamasının 3,6±0,77 ve çalışan performansı toplam puan ortalamasının 3,74±0,91 olduğunu göstermektedir; her iki değer de yüksek olarak değerlendirilmiştir. Bulgular, SİKY'nin çalışan performansı üzerinde pozitif ve anlamlı bir etkiye sahip olduğunu ortaya koymaktadır. Ayrıca, çalışan performansı ile SİKY'nin alt boyutları (eğitim, ödül sistemleri, kadrolama, katılım ve performans değerlendirme) arasında pozitif ve anlamlı ilişkiler belirlenmiştir. Araştırma sonuçları, SİKY'nin, sağlık yöneticileri aracılığıyla çalışan performansının iyileştirilmesine önemli katkılarda bulunabileceğini göstermektedir. Sonuç olarak, bu çalışma, SİKY'nin çalışan performansı üzerindeki pozitif etkilerini doğrulamakta ve yöneticilere, çalışan performansını ve motivasyonunu artırmak için stratejik İKY uygulamalarını kapsamlı bir şekilde iş operasyonlarına entegre etmeleri tavsiyesinde bulunmaktadır.

References

  • Agarwal, B., & Kapoor, N. (2013). Impact of HRM practices on employees’ efficacy and engagement. *Training and Development Journal*, 4(2), 169-174.
  • Aguinis, H. (2019). *Performance Management for Dummies*. John Wiley & Sons.
  • Aguinis, H., Joo, H., & Gottfredson, R. K. (2013). What monetary rewards can and cannot do: How to show employees the money. *Business Horizons*, 56(2), 241-249.
  • Alolayyan, M. N., Alyahya, M. S., & Omari, D. A. (2021). Strategic human resource management practices and human capital development: The role of employee commitment. *Problems and Perspectives in Management*, 19(2), 157-169.
  • Armstrong, M., & Taylor, S. (2014). *Armstrong's Handbook of Human Resource Management Practice*. Kogan Page.
  • Aslan, Ş., & Sünbül, F. (2018). Sağlık çalışanlarında personel güçlendirme, başarı güdüsü ve etik liderliğin demografik açıdan farklılıkları. *Sağlık Yönetimi ve Liderlik Dergisi*, 1, 13-26.
  • BaniMelhem, H., Elanain, H. M. A., & Hussain, M. (2018). Impact of human resource management practices on employees' turnover intention in United Arab Emirates (UAE) health care services. *International Journal of Information Systems and Service Sector*, 10(1), 21-41.
  • Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? *Journal of Management*, 32(6), 898-925.
  • Boxall, P., & Purcell, J. (2016). *Strategy and Human Resource Management*. Palgrave Macmillan.
  • Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The evolution and devolution of 360° feedback. *Industrial and Organizational Psychology*, 9(4), 761-794.
  • Budhwar, P., & Debrah, Y. A. (2018). *Human Resource Management in Developing Countries*. Routledge.
  • Chuang, C.-H., & Liao, H. (2010). Strategic human resource management in service context: Taking care of business by taking care of employees and customers. *Personnel Psychology*, 63(1), 153-196.
  • Çalışkan, H. E. (2010). The impact of strategic human resource management on organizational performance. *Journal of Human Resources*, 4(2), 1-25.
  • Damayanti, M., Gunawan, A. W., & Panggabean, M. S. (2023). Analysis of factors causing employee performance in health service sector. *Journal of Social Research*, 2(5), 1504-1513.
  • Day, G. S. (2019). A cross-level study on the impact of strategic human resource management on employee in-role performance. *Journal of Management Studies*, 56(3), 456-480.
  • Ehnert, I. (2009). *Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective*. Springer Science & Business Media.
  • Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. *Human Resource Management Journal*, 21(1), 3-13.
  • Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2015). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. *Academy of Management Journal*, 55(6), 1264-1294.
  • Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: A global context. *Human Resources for Health*, 4(1), 20.
  • Kalyani, M. W. (2021). Impact of strategic human resource management practices on performance: Study on employees in the Sri Lankan banking sector. *International Journal of Scientific Advances*.
  • Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. *Journal of Management*, 39(2), 366-391.
  • Locke, E. A., & Latham, G. P. (Eds.). (2013). *New Developments in Goal Setting and Task Performance* (Vol. 24). Routledge.
  • Majidi, S., Daneshkohan, A., Zarei, E., & Ashktorab, T. (2020). Perspectives of health workers on annual performance appraisal: A study in primary health care. *International Journal of Healthcare Management*, 14, 1190-1197.
  • Nusrat, F. (2018). Stimulation of efficient employee performance through human resource management practices: A study on the health care sector of Bangladesh. *International Journal of Business and Social Research*, 8(1), 1-18.
  • Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. *Industrial and Organizational Psychology*, 8(1), 51-76.
  • Rajendra, N. (2017). The impact of human resources management on quality services of healthcare organizations. *International Journal of Advance Research and Innovative Ideas in Education*, 3(2), 157-162.
  • Rasmussen, T., & Ulrich, D. (2015). Learning from practice: How HR analytics avoids being a management fad. *Organizational Dynamics*, 44(3), 236-242.
  • Schuler, R. S., & Jackson, S. E. (2014). Human resource management and organizational effectiveness: Yesterday and today. *Journal of Organizational Effectiveness: People and Performance*, 1(1), 35-55.
  • Shen, J., Dumont, J., & Deng, X. (2019). Systematic review of literature on the relationship between HRM practices and sustainable organizational performance. *Personnel Review*, 48(2), 528-558.
  • Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. *Human Resource Development Review*, 9(1), 89-110.
  • Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R.-J., & van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. *Human Resources for Health*, 12(35), 1-11.
  • Vo, A., & Bartram, T. (2012). The adoption, character and impact of strategic human resource management: A case study of two large metropolitan Vietnamese public hospitals. *The International Journal of Human Resource Management*, 23(20), 3758-3775.
  • West, M. A., Dawson, J. F., Admasachew, L., & Topakas, A. (2014). *NHS Staff Management and Health Service Quality*. Department of Health.
  • Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management. *Human Resource Management Journal*, 21(2), 93-104.
  • Zainal, N., Din, N. N. O., & Munusami, C. (2023). Relationship between human resource management practices and employee’s job performance in selected private health care sector, Selangor, Malaysia. *Human Resources Management and Services*, 5(1).

THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON EMPLOYEE PERFORMANCE: A CASE STUDY OF BAKU

Year 2024, Issue: 1, 46 - 62, 28.09.2024
https://doi.org/10.35345/johmal.1470594

Abstract

ABSTRACT
The healthcare sector underscores the importance of strategic human resource management (SHRM) due to its labor-intensive nature and the direct correlation between service quality and employee productivity. This study aims to examine the impact of SHRM on employee performance from the perspective of 158 healthcare workers in Baku. Employing a descriptive approach, the research collected data through a socio-demographic information form and the "Strategic Human Resource Management and Employee Performance" scale. Analysis results indicate that the mean score for SHRM is 3.6±0.77, and the mean score for employee performance is 3.74±0.91, both of which are considered high. Findings reveal a positive and significant impact of SHRM on employee performance. Additionally, positive and significant relationships are identified between employee performance and the sub-dimensions of SHRM (training, reward systems, staffing, participation, and performance evaluation). The research results indicate that SHRM can significantly contribute to enhancing employee performance through healthcare managers. In conclusion, this study confirms the positive effects of SHRM on employee performance and recommends that managers comprehensively integrate strategic HRM practices into business operations to enhance employee performance and motivation.

References

  • Agarwal, B., & Kapoor, N. (2013). Impact of HRM practices on employees’ efficacy and engagement. *Training and Development Journal*, 4(2), 169-174.
  • Aguinis, H. (2019). *Performance Management for Dummies*. John Wiley & Sons.
  • Aguinis, H., Joo, H., & Gottfredson, R. K. (2013). What monetary rewards can and cannot do: How to show employees the money. *Business Horizons*, 56(2), 241-249.
  • Alolayyan, M. N., Alyahya, M. S., & Omari, D. A. (2021). Strategic human resource management practices and human capital development: The role of employee commitment. *Problems and Perspectives in Management*, 19(2), 157-169.
  • Armstrong, M., & Taylor, S. (2014). *Armstrong's Handbook of Human Resource Management Practice*. Kogan Page.
  • Aslan, Ş., & Sünbül, F. (2018). Sağlık çalışanlarında personel güçlendirme, başarı güdüsü ve etik liderliğin demografik açıdan farklılıkları. *Sağlık Yönetimi ve Liderlik Dergisi*, 1, 13-26.
  • BaniMelhem, H., Elanain, H. M. A., & Hussain, M. (2018). Impact of human resource management practices on employees' turnover intention in United Arab Emirates (UAE) health care services. *International Journal of Information Systems and Service Sector*, 10(1), 21-41.
  • Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? *Journal of Management*, 32(6), 898-925.
  • Boxall, P., & Purcell, J. (2016). *Strategy and Human Resource Management*. Palgrave Macmillan.
  • Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The evolution and devolution of 360° feedback. *Industrial and Organizational Psychology*, 9(4), 761-794.
  • Budhwar, P., & Debrah, Y. A. (2018). *Human Resource Management in Developing Countries*. Routledge.
  • Chuang, C.-H., & Liao, H. (2010). Strategic human resource management in service context: Taking care of business by taking care of employees and customers. *Personnel Psychology*, 63(1), 153-196.
  • Çalışkan, H. E. (2010). The impact of strategic human resource management on organizational performance. *Journal of Human Resources*, 4(2), 1-25.
  • Damayanti, M., Gunawan, A. W., & Panggabean, M. S. (2023). Analysis of factors causing employee performance in health service sector. *Journal of Social Research*, 2(5), 1504-1513.
  • Day, G. S. (2019). A cross-level study on the impact of strategic human resource management on employee in-role performance. *Journal of Management Studies*, 56(3), 456-480.
  • Ehnert, I. (2009). *Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective*. Springer Science & Business Media.
  • Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. *Human Resource Management Journal*, 21(1), 3-13.
  • Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2015). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. *Academy of Management Journal*, 55(6), 1264-1294.
  • Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: A global context. *Human Resources for Health*, 4(1), 20.
  • Kalyani, M. W. (2021). Impact of strategic human resource management practices on performance: Study on employees in the Sri Lankan banking sector. *International Journal of Scientific Advances*.
  • Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. *Journal of Management*, 39(2), 366-391.
  • Locke, E. A., & Latham, G. P. (Eds.). (2013). *New Developments in Goal Setting and Task Performance* (Vol. 24). Routledge.
  • Majidi, S., Daneshkohan, A., Zarei, E., & Ashktorab, T. (2020). Perspectives of health workers on annual performance appraisal: A study in primary health care. *International Journal of Healthcare Management*, 14, 1190-1197.
  • Nusrat, F. (2018). Stimulation of efficient employee performance through human resource management practices: A study on the health care sector of Bangladesh. *International Journal of Business and Social Research*, 8(1), 1-18.
  • Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. *Industrial and Organizational Psychology*, 8(1), 51-76.
  • Rajendra, N. (2017). The impact of human resources management on quality services of healthcare organizations. *International Journal of Advance Research and Innovative Ideas in Education*, 3(2), 157-162.
  • Rasmussen, T., & Ulrich, D. (2015). Learning from practice: How HR analytics avoids being a management fad. *Organizational Dynamics*, 44(3), 236-242.
  • Schuler, R. S., & Jackson, S. E. (2014). Human resource management and organizational effectiveness: Yesterday and today. *Journal of Organizational Effectiveness: People and Performance*, 1(1), 35-55.
  • Shen, J., Dumont, J., & Deng, X. (2019). Systematic review of literature on the relationship between HRM practices and sustainable organizational performance. *Personnel Review*, 48(2), 528-558.
  • Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. *Human Resource Development Review*, 9(1), 89-110.
  • Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R.-J., & van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. *Human Resources for Health*, 12(35), 1-11.
  • Vo, A., & Bartram, T. (2012). The adoption, character and impact of strategic human resource management: A case study of two large metropolitan Vietnamese public hospitals. *The International Journal of Human Resource Management*, 23(20), 3758-3775.
  • West, M. A., Dawson, J. F., Admasachew, L., & Topakas, A. (2014). *NHS Staff Management and Health Service Quality*. Department of Health.
  • Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management. *Human Resource Management Journal*, 21(2), 93-104.
  • Zainal, N., Din, N. N. O., & Munusami, C. (2023). Relationship between human resource management practices and employee’s job performance in selected private health care sector, Selangor, Malaysia. *Human Resources Management and Services*, 5(1).
There are 35 citations in total.

Details

Primary Language Turkish
Subjects Health Care Administration
Journal Section Articles
Authors

İlknur Sayan 0000-0002-7133-5858

Eyyub Alizade 0009-0008-1465-0326

Publication Date September 28, 2024
Submission Date April 20, 2024
Acceptance Date June 30, 2024
Published in Issue Year 2024 Issue: 1

Cite

APA Sayan, İ., & Alizade, E. (2024). STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN ÇALIŞAN PERFORMANSINA ETKİSİ: BAKÜ ÖRNEĞİ. Journal of Healthcare Management and Leadership(1), 46-62. https://doi.org/10.35345/johmal.1470594