Stimulation of Efficient Employee Performance through Human Resource Management Practices: A Study on the Health Care Sector of Bangladesh

Authors

  • Fatema Nusrat Senior Lecturer Management and Human Resource Management Department of Business Administration Stamford University Bangladesh

DOI:

https://doi.org/10.18533/ijbsr.v8i1.1090

Keywords:

Employee Motivation, Compensation Management, Employee Engagement, Organizational Culture, . Efficient Employee Performance, Health Care Sector.

Abstract

As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM) practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM) practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM) practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240) working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM) practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees,  and employees participation in decision making.

Author Biography

  • Fatema Nusrat, Senior Lecturer Management and Human Resource Management Department of Business Administration Stamford University Bangladesh

    Senior Lecturer
    Management and Human Resource Management
    Department of Business Administration
    Stamford University Bangladesh

References

• Mathis, R. S f the initial Green House program. Journal of Geriatrics Society, 55(6), 832-839.c. & Jackson, J. (2006). Human Resource Management (11thed.). Mason, OH: Thomson Southwestern.

• Wright, P. (2011). The 2011 CHRO Challenge: Building Organizational, Functional, and Personal Talent. Cornell Center for Advanced Human Resource Studies (CAHRS).

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Published

2018-01-31

Issue

Vol. 8 No. 1 (2018): January

Section

Article

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