Human Resource Practices in Manufacturing Industries

Running head: HRM practice in Manufacturing Industries 1
Managing Human Resource
Human resource practices in Manufacturing Industries

HRM practice in Manufacturing Industries 2
Introductio
n The HRM practices functions are considered as the system which is
instinctively appealing in the form of idea. I have selected the manufacturing
industry for my study and for the part of Annotated Bibliography; I have
chosen five articles of HRM Practices in Manufacturing Industry. There is a
lot of manufacturing strategies that highlight the flexibility and quality tend
to need the increase of skills of the employee. The major functions of
Human Resource Department are recruitment, selection, conducting training
development sessions and motivate employees to encourage them.
Article 1 Tjiparuro, Z. (2012). Human resource management practices of
manufacturing and engineering organisations in India: Lessons for the
developing world. African Journal of Business Management, 6(42),
p.10665.
Key words: human resource development, organisation development, people
capability maturity model, human capital
This article focuses on the concepts of human resource practices. People
capability maturity model is emphasized in this article which includes five
effective steps that progressively guide on organization to huge maturity. It
depicts that at the starting point, an organization converts from the
disorganized model to the managed level, where normal HRV practices get

HRM practice in Manufacturing Industries 3
to be performed systematically. The purpose of this research is to set up the
scope to which organization could contribute to organizational maturity. The
literature review is defined in this article which reflects the different
concepts of human resource management in manufacturing industry. A
questionnaire is being prepared in this article which shows the nature of
quantitative approach. The questions are being answered in the context of
People-Capability Maturity Model (P-CMM) which is adopted by any
organization. The three most practical approaches are identified in managing
human resource in developing countries. The article concludes that industry
of manufacturing is considered to be most sensible for implementation. The
use of P-CMM is effective in comparison to several techniques such as
Satisfaction Surveys, 5-S, ISO standards, Six Sigma, Performance
Management System, and Kaizen.
It has been critically analyzed that various practices such as Performance
Management System, ISO standards, 5-S, Kaiazen are adopted by
manufacturing company. This article is facilitated to find out the different
outcomes of this strategy in various companies of manufacturing industry.
The questionnaire is being prepared in this article for HR experts who work
in manufacturing industry. It will be helpful to critically examine the
importance of these strategies in various organizations because every
organization has different needs and demands. Along with that the use of P-
CMM will be effective for my choosing manufacturing industry where
maturity level has been described with process area threads. It would be

HRM practice in Manufacturing Industries 4
helpful to increase workforce planning, staffing, continuous workforce
innovation and organization capability management. There is a comparison
between main practices of the organization that impact human resource
management. I will use these findings to analyze manufacturing industry
because it assists to improve people practices to attain the organizational
goals.
Article 2 Yang, C.L., (2012). The Impact of Human Resource Management
Practices in Manufacturing Organizations in Taiwan. Studies in
business and accounting, (6), pp.5-27.
Key words: HRM and firm performance, manufacturing strategy, HRM
activities and HR performance relationship.
This article explains the impact of Human Resource Management Practices
in Manufacturing Organization in Taiwan. The value of human capital is
apparent in manufacturing industry that have focused in the production
innovations like statistical process control, advanced manufacturing
technology and machine tool that control entire data of the organization.
The hypothesis in the article is that turnover rate is linked with the firm in
negative form. The purpose of this research is to discuss the impact of HRM
on performance in the organization of manufacturing in Taiwan. It has been
found that the research is raised the question that how manufacturing
organization survive. The study showed that the manufacturing
organizations have adopted the low cost manufacturing strategy and the