This paper presents a framework for studying the concepts of fit and flexibility in the field of Strategic Human Resource Management (Strategic HRM) focusing on HRM practices, employee skills, and employee behaviors and reviews past conceptual and empirical work within that framework. A model of Strategic HRM is presented and this model is used to explore the concepts of fit and flexibility as they apply to Strategic HRM. The concepts of resource and coordination flexibility are applied to Strategic HRM, and the implications of the framework for both the practice of and research on Strategic HRM are discussed.

Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management

In this article the author defines the concept of the quality of working life, describes the situation in Slovenia and tests the relation between the quality of working life, on the one hand, and the shift towards more intellectual jobs, the service economy and flexible forms of employment, on the other hand . The quality of working life is defined, according to Allardt, as the possibility for workers to satisfy the following needs through their work : `having' or material needs, work security needs, `loving' or societal needs and `being' or personal needs. Using the analytical method, the author has created indicators and indexes which demonstrate the ability to satisfy these needs in the work place . Application of these indicators and indexes on data collected in 1994 shows that there is a relatively low quality of working life in Slovenia . In particular, the study has revealed poor physical working conditions, a high level of technological control, a high rate of conflict and low autonomy in the work place . The analysis also shows that a shift towards intellectually more demanding work and towards the service economy are associated with enhanced possibilities for satisfying material, security and personal needs . However, opportunities for the satisfaction of societal needs tend to decrease with such a shift. The increased flexibility of employment has not, as least for the time being, caused any deterioration in the quality of working life .

Quality of working life

Purpose




The purpose of this paper is to explore the high performance work system through ability, motivation and opportunity model (Jiang et al., 2013) and its impact on organisational performance. Further, the mediating role of knowledge management between high performance work system and organisational performance has also been evaluated.




Design/methodology/approach




Questionnaire technique has been used to collect the data from managers (n=58) and employees (n=246) working in telecommunication organisations in Jammu and Kashmir (North India). Data collected have been validated using the exploratory factor analysis and confirmatory factor analysis. Hypotheses have been tested through structural equation modelling with the help of AMOS and SmartPLS3 softwares. Further, theoretical, managerial and socio-economic implications have also been discussed.




Findings




The study indicates that high performance work system positively affects organisational performance. Further, knowledge management act as a mediator between high performance work system and organisational performance.




Research limitations/implications




The study has been conducted only in the private telecommunication sector (Airtel, Aircel, Tata Indicom, Idea, Reliance, Vodafone). Further, the study being limited to telecommunication sector can be extended in other sectors also.




Practical implications




In order to create superior work system, management should focus on ability-enhancing initiatives such as extensive job training, computer-based training, etc. on regular basis. Employees should be rewarded extrinsically as well as intrinsically to keep them motivated to achieve higher levels of performance. Further, management should empower the employees through decentralisation of authority, participative decision making, etc. Besides this, management should also instil the knowledge culture in the organisation in order to enhance the knowledge capability of the employees.




Originality/value




This study contributes to the literature by identifying the black box using knowledge management to understand the relationship between high performance work system and organisational performance in the telecommunication sector.

High performance work system and organisational performance: role of knowledge management

Gamification is the concept of leveraging the psychological predisposition to engage in gaming, using mechanisms that game designers have applied in making video games, as a potential means to make real world activities more engaging. A serious game is a game designed for a primary purpose beyond that of pure entertainment. The influence of games on the cognitive, emotional and social domains of players increases motivation and engagement of learners. Within a gamified environment, individuals demonstrate a willingness to engage in repetitive tasks, experience failure, and make repeated attempts despite the risk. In the workplace, gamification provides many benefits for companies, including enhanced workforce recruitment and retention, increased program adoption, and improved work performance. However, many companies are reluctant to adopt gamification due to the challenges of accomplishing change within organizational hierarchies, as well as other concerns like demographics, ethics, and a history of failed attempts at gamification. This paper presents a literature review to synthesize research and findings on serious games and gamification in the workplace.

Serious Games and Gamification in the Corporate Training Environment: a Literature Review

How a company’s gamification strategy influences corporate learning: A study based on gamified MSLP (Mobile social learning platform)

The concept of gamification uses the human behavior of indulging in gaming activities and combines it with their work with the purpose of enhancing, employee engagement. Game mechanics and dynamics are able to positively influence human behavior because they are designed to drive the players above the activation threshold. Achievements, appointments, bonuses, levels, points are some of the game mechanics which are used for influencing human behavior and human desires. These human desires have been referred to as game dynamics. The applications of Gamification range from being useful in the internal organizational processes of recruitment, employee recognition, employee performance, training programs, wellness and safety as well as customer oriented applications of building brand loyalty, enhancing customer satisfaction and engagement. This research paper aims to review this emerging concept, its literature and theoretical development along with a highlight on the present applications of gamification and their role in enhancing engagement and motivation of the users.

A Review on Gamification and its Potential to Motivate and Engage Employees and Customers: Employee Engagement through Gamification

Job rotation is a job design approach widely used by many organization at various levels and departments. This job rotation is a technique followed by the organization to improve the workers performance and make them more committed towards the work. This acts as a motivating factor and helps in the employee development. Decreasing monotony in work, preparing employees to cope up with the management challenges, defining more productive positions and improving the level of knowledge & skills in a specific field and these expectations can be achieved through job rotation practices which will increase the motivation among the employees and it has the positive effect towards motivation of employees and development. This study aims at the job rotation practices followed by the hospitals to empower the nurses in all the dimensions of workplace and helps them to provide quality service to the needy people. DOI: 10.5901/mjss.2015.v6n1p209

/pdf/the-effects-of-job-rotation-practices-on-employee-2mznwmnnry.pdf

The Effects of Job Rotation Practices on Employee Development: An Empirical Study on Nurses in the Hospitals of Vellore District

Grievances occur in every workplace and handling them properly is important for maintaining a harmonious and productive work environment. Grievance management is all about how well the problems are addressed (and solved). It is very essential in the present world. Now-a-days there are many companies who declare that their human resources are their most important assets and it is no more human resources but Human Capital. Hence these statements are to be verified whether it is true or not. This can be done by measuring how faster the employees problems are addressed and solved. If it is done faster, then it can be concluded by saying that the employee concern is significantly present in the organization. The grievances of the employees are related to the contract, work rule or regulation, policy or procedure, health and safety regulation, past practice, changing the cultural norms unilaterally, individual victimization, wage, bonus, etc. Here, the attitude on the part of management in their effort to understand the problems of employees and resolve the issues amicably have better probability to maintain a culture of high performance. Managers must be educated about the importance of the grievance process and their role in maintaining favorable relations with the union. Effective grievance handling is an essential part of cultivating good employee relations and running a fair, successful, and productive workplace. Positive labor relations are two-way street both sides must give a little and try to work together. Relationship building is the key to successful labor relations.

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A Study on Grievance Management in Improving Employee Performance in a Pvt Enterprise

It is almost impossible today to pick up a newspaper or news-magazine without finding a reference to quality of work/working life. In the search for improved productivity, manager and executives alike are discovering the important contribution of QWL. QWL entails the design of work systems that enhance the working life experiences of organizational members, thereby improving commitment and motivation for achieving organizational goals. Most, often, this has been implemented through the design of jobs that afford workers more direct control over their immediate work environment. It also refers to the favorableness or unfavorableness of a job environment for people. The basic purpose is to develop work environments that are excellent for people as well as for the economic health of the organization. A better quality of work life for employees leads to a higher productivity for the employer. Quality in work is important for individuals, but also for growth, employment and a sustainable and competitive economy. “When organization have addressed the issue of quality of working life, they have always achieved great productivity breakthroughs" (Rosow). This research paper elicits the inter play between the constructs of Quality of Worklife (QWL) in IT Industry and the results are presented hypothetically.

/pdf/a-study-on-the-interplay-between-the-constructs-of-quality-57x5zqn5a6.pdf

A Study on the Interplay between the Constructs of Quality of Work life: With Special Reference to IT Professionals in Bangalore City

Workplace training programs are usually considered to be an important element of the competitive organization’s corporate strategy. It presents a key avenue to expand the knowledge base of all employees and provides both the company as a whole and the individual employees with benefits that make the cost and time a valuable investment. Most employees have some weak spots in their workplace skills providing them continuous workplace training creates an overall employee development. Further employees who are competent and on top of dynamic industry standards help in overall organizational growth and aids in company to hold a position as a leader and strong competitor within the industry. This paper is broadly categorized in two parts. The first part tries to explore the meaning of workplace Training, Its impact on Organizational Competitive advantage. It also emphasizes how employee development in turn impacts organizational Competitive advantage. This paper suggests model framework in which its main aim is to show how Workplace Training has impact on organizational competitive advantage through Employee development. DOI: 10.5901/mjss.2015.v6n3p49

/pdf/effective-work-place-training-a-jump-starter-to-13ohj4to8f.pdf

S. Gomathi

Papers

A Review on Gamification and its Potential to Motivate and Engage Employees and Customers: Employee Engagement through Gamification

The Effects of Job Rotation Practices on Employee Development: An Empirical Study on Nurses in the Hospitals of Vellore District

A Study on Grievance Management in Improving Employee Performance in a Pvt Enterprise

A Study on the Interplay between the Constructs of Quality of Work life: With Special Reference to IT Professionals in Bangalore City

Effective Work Place Training: A Jump Starter to Organizational Competitive Advantage through Employee Development