The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner.
Human resource management was formally called "personnel administration. It is said that personnel administration exist since the 1920’s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970’s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge.
Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals.
Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution.
The first form of HRM was known as industrial welfare in the 1860’s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Literature Review
- Human Resource Management in Small and Medium Size Enterprises
- The Role of Human Resource Management in Influencing Employee Performance
- The Impact of Human Resource Management on Organisational Change
- Methodology
- Research Design
- Population and Sample
- Data Collection Methods
- Data Analysis
- Results and Findings
- The Role of Human Resource Departments in Influencing Employee Performance
- The Impact of Human Resource Departments on Organisational Change
- Discussion
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This doctoral thesis aims to investigate the role of Human Resource Departments (HRD) in influencing employee performance and organizational change within small and medium-sized enterprises (SMEs) in Cameroon. By examining the practices and impact of HRD in SMEs, the study seeks to highlight the significance of this department in driving performance and facilitating successful change initiatives.
- The role of HRD in influencing employee performance in SMEs.
- The impact of HRD on organizational change in SMEs.
- The challenges faced by SMEs in implementing effective HRD practices.
- The benefits of HRD for SMEs in terms of improved performance and organizational change.
- Recommendations for enhancing the role of HRD in SMEs.
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter provides an overview of the research topic, outlining the importance of HRD in SMEs and the rationale for conducting the study. It also defines key concepts and terms used throughout the thesis.
- Literature Review: This chapter presents a comprehensive review of relevant literature on HRD, employee performance, and organizational change within the context of SMEs. It examines existing theories, frameworks, and research findings related to the study's objectives.
- Methodology: This chapter outlines the research design, population, and sample of the study, as well as the data collection methods and data analysis techniques employed.
- Results and Findings: This chapter presents the quantitative and qualitative data collected through the research, providing insights into the role of HRD in influencing employee performance and organizational change in SMEs in Cameroon.
- Discussion: This chapter interprets the findings of the study, drawing connections between the results and existing literature, and providing a critical analysis of the implications for HRD practice in SMEs.
Schlüsselwörter (Keywords)
The main keywords and focus topics of the thesis include: Human Resource Management, Small and Medium-Sized Enterprises (SMEs), Employee Performance, Organisational Change, Cameroon, HRD Practices, Performance Management, Change Management, Organisational Development, Human Capital, and Employee Engagement.
- Citar trabajo
- Coretta Abiyah (Autor), 2018, Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon, Múnich, GRIN Verlag, https://www.grin.com/document/446960
