The good recruitment program can provide a positive influence to increasing employee commitment, productivity and the quality of work including performance. The relationship of employee retention on performance is exceedingly complex. There is evidence that performance can decrease if the employee retention is bad and there is a possibility of stagnation if employee turnover is too dejected. Besides recruitment and employee retention, the labor relations can also affect the employee performance, where the problems usually arise from the difference of work, age and demographics. Research will be conducted to examine, whether there is a significant impact on recruitment, employee retention, and labor relations to employee performance on batik industry in Solo. The results of this analysis indicate that the recruitment, retention, and labor relations found a significant effect on employee performance. On the other hand, the recruitment and employee retention found a significant effect on employee performance. As well as recruitment and employee retention, labor relations found significant effects to the employee re-tention. The results also found the recruiting and employee retention have a significant impact on employee performance through the labor relations. As well as the recruitment significantly influence on labor relations through the employee retention.Keywords: Recruitment; Employee Retention; Labor Relations; Employee Performance.

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The impact of recruitment, employee retention and labor relations to employee performance on batik industry in solo city, indonesia

Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance

The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices (Compensation and Benefits, Work-life Policies, Performance Appraisal and Training and Development) and employee performance. Data was collected through questionnaire from 161 employees of a manufacturing company in Johor, Malaysia. The results of the multiple regression analysis showed that performance appraisal and training and development were significantly related to employee performance. The findings suggested that training and development is the most important factor that positively influences employee performance followed by performance appraisal. Compensation and benefits and work-life policies were found to be not significant in predicting employee performance. In relation to these findings, human resource department shall have designed suitable training plan with comprehensive and consistent performance appraisal system for the employees.

https://www.macrothink.org/journal/index.php/ijhrs/article/download/12826/10245

The Influence of Human Resource Management Practices on Employee Performance in the Manufacturing Sector in Malaysia

Article history: Received: June 26, 2020 Received in revised format: June 3

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The role of organizational commitment in the relationship between human resource management practices and competitive advantage in Jordanian private universities

This paper focused on reviewing the findings of previous studies conducted by various researchers with the aim to analyze the impact of HRM practices such as recruitment and selection, career planning and development opportunities, training and developments, compensation, reward and recognition, Work-Life Balance and Participation in Decision Making, on Employee Performance. The study applied descriptive research design and only secondary sources have been used to collect the date from the research articles and found a positive relationship between HRM practices and employee performance. Therefore, the study concluded that HRM practices can be applied as a tool to enhance the performance of employees. Article visualizations:

https://oapub.org/soc/index.php/EJHRMS/article/download/492/1073

Enhancing employee performance through human resource management practices: a review of literature

This paper aimed to examine the effect of HRM practices towards employee performance in Malaysian Skills Institute (MSI). It investigated the factors that affecton recruitment and selection, compensation toward employee performance in MSI. The study population, which consisted of employees in the MSI, comprised 40 respondents. To achieve the study objectives, the researcher developed and distributed a questionnaire, and collected and analyzed the data using SPSS. An overall analysis was performed based on the descriptive statistics and correlation analysis. The results indicated that recruitment and selection and compensation significantly correlated with the employee performance in MSI. The paper provided recommendations for improving recruitment and selection and compensation in MSI.

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HamzahEdris M. Al_Qudah

Papers

The Effect Of Human Resources Management Practices On Employee Performance