Sally Fitzgibbons Foundation

Beginning the Academic Essay

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Student Information:

Name: Shahd El-fatih Makawi
Batch number and year of admission: Batch 20 year 2017
Student index number: MBA20-2017-050
Telephone number: +249918258055
E-mail:[email protected]

Program Name: Master of Business Administration
Project Title
Impact of Human Resources Management Practices on Turnover, Productivity and
Corporate Financial Performance.

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Introduction/Background.
Human Resource Management (HRM) is the term used to describe formal systems
devised for the management of people within an organization. The responsibilities of
a human resource manager fall into three major areas: staffing, employee
compensation and benefits, and defining/designing work. Essentially, the purpose of
HRM is to maximize the productivity of an organization by optimizing the
effectiveness of its employees. Managing Human Resources is an amazingly
challenging assignment as compared to overseeing capital or managing technology.
HRM practices refer to organizational exercises coordinated at overseeing the
destitute of human Resources and guaranteeing that resources are employees towards
the fulfillment of organizational products. Employee’s turnover is the contrast
between the rate of representatives clearing out a company and modern representatives
filling up their positions. As the world advance towards globalization, this has ended
up a genuine issue which has laid serious effects on productivity as well as corporate
financial performance. The productivity could be a degree of amount and quality of
work done, in connection to the resources expended.

i. Problem statement.
This paper is a Try to distinguish the most excellent Human Resource Management
practices pertinent to Sudanese environments and analyze their positive impacts on
labor turnover, productivity and corporate financial performance.

ii. Objectives of the Research.
? To recognize the foremost common and proven HRM practices within the
development industry, and recognizing the impacts of these practices over
turnover, efficiency and corporate performance.
? To prescribe appropriate alternatives in arrange to address these three
components.

iii. The Research Question
? What are the impacts of HRM practices on Productivity of a company?
? What are the likely courses of activities or alternatives accessible to address
these issues?
? What are the impacts of HRM practices on Productivity of a company? • How
HRM practices influence corporate money related performance?

iv. The Research Hypothesis.
? Hypothesis 1a: employee turnover and productivity will intercede the
relationship between framework of high performance work practice and
corporate financial performance.

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? Hypothesis 1b: framework of high performance work practice will decrease
representative turnover and increase productivity and corporate financial
performance.
? Hypothesis 2: arrangement of firm’s framework of high performance work
practice with its competitive methodology will reduce representative turnover
and increase productivity and corporate financial performance
? Hypothesis 3: commentaries or synergies among high performance work
practice will decrease representative turnover and increase productivity and
corporate financial performance.

v. Basic Literature Review.
Human Resource is a very essential component for an organization in terms of labor
turnover, productivity as well as financial growth of an organization. Similarly good
Human Resource management practices play a pivotal role in employee’s retention
and their productivity. (Peer-Olaf Siebers,et al-2008). There are numerous factors and
factors which influence this aspect, like inadequate incentives, inadequate wages,
salaries or allied benefits, poor reward system and lack of health and safety facilities.
(Esra NEMLI-2010–Choi Sang Long et al, 2012) Employees get frustrated due to
imbalance in the work and their personal life and fail to render optimum performance
(Mourad, 2011-Ayesha et al, 2012). Occasionally it has also been observed that job
stress and unfair testament by the HR department or manager demotivates the even
talented employees. Those organizations which do not evolve and implement human
recourse plan (HRP) often expedience HR related issues (Patrick M. Wright et al,
2012). Consequently people cannot acquire professional development through
training, mentoring or coaching. Thus the work force faces issues like; boredom or
lack of challenge in the work environment (Rosemond Boohene et al, 2011-Shri
Chimanbhai Patel et al, 2012). As a result of globalization new corporate companies
or organization can not absolve themselves from corporate social response (CSR).
In search of a research framework for studying the relationship between human
resource management practices and firm performance, there were two main
objectives. The first objective concerned the need to clarify some of the theoretical
approaches mentioned above, the second objective is a challenge to integrate the new
guidelines on human resource management function in business performance issues,
or, as Ulrich (1998), isn’t so important that makes human resource management
function, but contribute to overall company results. Examination of human resource
management practices enables professionals to focus on some real business and the
added value of the firm (Ulrich, 1997). Theories on business strategy, finance,
economics, psychology (Becker and Huselid, 1998) have contributed substantially to
the development of huge interest to human resource management practices that
contribute to organizational effectiveness.
To compete in today’s world (in 21 century) the set organizations need to invest in the
development of their human resources to continuously update the skills, knowledge
and work practice of employees. Researches point out that investment in training

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programs of employees increase the firm performance. The training; development is
basically refers to a process to improve the current and future skills, knowledge of
workers (Abdalkrim, G.M., 2012) Organizational Performance: As (Mohamad, A.A.,
M. Chiunlo and M. Kingla, 2009) said that Organizational performance has been
researched in the past broadly. Some of the points which decide organizational
performance are Output/productivity Profitability Turnover.

vi. The Research Methodology.
The study of this type presents a number of information collection challenges. It
requires as wide a sample as conceivable and the same time it requires that each
information point give comprehensive data on both organizational human resources
practice and procedures and firm-level performance. For information collection, Self-
administered survey will be use to gather data to save time and cash. Primary data will
be collected through studying and secondary data will be gathered from past studies
from books and inquire about articles. And information investigation the information
will be treated and analyzed within the SPSS program. Characteristics will be
analyzed using Mean, Variance and Standard Deviation. Research sampling. Research
testing. This research was carried out in 20 companies that chosen to require an
interest inside the research. Considering that the ask approximately issue of this
consider is outstandingly specific since it analyzes two outstandingly sensitive
measurements of company’s operations – work fulfillment and the company’s
productivity, turnover, and corporate financial performance it was troublesome to
draw in a greater number of companies to this investigate.

vii. The Research Limitations.
The study is limited to geographical areas, which in Khartoum state. And include the
20 companies that decided to take an interest within the experimental research.

viii. Time plan (Gantt chart) (When?).
Starting June 1st 2018.
Activity name Month
Jun Jul Aug S
e
p
Oct Nov Dec Jan Fab Mar Apr
1 Refining the
problem
statement,
objectives,
research
questions and
hypothesis.

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2 Design,
validate and
test the
interview
template.

3 Data collection
4 Data editing
5 Data analysis
6 Report witting

ix. Summary.
After data analysis and clarifying the result of the interviews, generalizing the result
over the 20 companies located in Khartoum state, the conclusion will tell us about the
Impact of Human Resources Management Practices on Turnover, Productivity and
Corporate Financial Performance, the duration of the study will be eleven months for
refining problem statement, objectives, research questions, and hypothesis, design test
interviews, data collection, editing, analysis, and report writing.

x. References.

1. Dr. Danial Saeed Pirzada1, Farah Hayat2, Amjad Ali Ikram3, Muhammad
Ayub4, Kamran Waheed5, European Journal of Business and Management,
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.5, No.10, 2013,
Impact of Human Resources Management Practices on Turnover, Productivity
and Corporate Financial Performance.
2. Rashid Saeed, Rab Nawaz Lodhi, Anam Iqbal, 11 1 Moeed Ahmad Sandhu,
Muhammad Munir and Sana Yaseen, (2013), Middle-East Journal of Scientific
Research 16 (11): 1548-1556, 2013, ISSN 1990-9233, The Effect of Human
Resource Management Practices on Organization’s Performance.
3. ANA-MARIA BERCU ALEXANDRU IOAN CUZA UNIVERSITY, Carol I
Blvd., no. 22, Iasi, Romania, THE IMPACT OF HUMAN RESOURCE
MANAGEMENT PRACTICES ON SMEs PERFORMANCE IN ROMANIA.

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