HRMT20024 - HRM Practices in Manufacturing: Annotated Bibliography

This annotated bibliography examines Human Resource Management (HRM) practices within the manufacturing industry, focusing on key aspects such as recruitment, training, employee motivation, and organizational development. The bibliography includes summaries and critical analyses of five peer-reviewed journal articles, each addressing different facets of HRM in manufacturing. These articles cover topics like the People Capability Maturity Model (P-CMM), the impact of HRM on firm performance in Taiwanese manufacturing organizations, a comprehensive review of HRM practices, the mediating role of knowledge management effectiveness in organizational innovation, and the impact of HRM practices on employee organizational commitment. The analysis highlights the importance of HRM in achieving competitive advantages, improving employee productivity, fostering innovation, and enhancing overall organizational performance within the manufacturing sector. This document was contributed by a student and is available on Desklib, a platform offering a wide range of study resources and AI-powered tools for students.

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

HRM practice in Manufacturing Industries 5
human resource management system has been improved in various
manufacturing organization that help to improve the organizational system.
The conceptual framework is used in the article which is based on resource
based economic to define how the current cost manufacturing industries and
different activities of HRM impact the performance of the organization that
survive in the manufacturing industry. the article concludes that resource
based view and cost strategy are the effective approach for the
manufacturing organization to survive up to now and help them to meet the
potential requirements.
This study is helpful to critically analyse the HRM practices because it
entails employee motivation and creativity, turnover rate and development in
communications between employees and management. Training and
development program is essential process for the manufacturing industry as
it helps to understand the working style as per the companies. New
innovation in this industry can be effective if training program covers entire
aspect of new innovation and teach employees about how to operate. The
finding of this article is represented that the organizations demonstrates
higher performance when they hired and acquired employee competencies
skills with the latest strategies of the organization. It will be helpful to know
about the importance of HRM in manufacturing organization because
distinction between human capital enhancing, human resource practices and
administrative has been mentioned in this article. there are various

HRM practice in Manufacturing Industries 6
organizations of manufacturing situated in Taiwan in which some of them
are successful due to have better HRM practices to lower costs of their
products to increase the ratio of the customers, retain their employee
appropriately and higher product standardizations for their consumers.
Article 3 Tiwari, P., &Saxena, K. (2012). Human resource management
practices: A comprehensive review. Pakistan business review, 9(2), 669-
705.
Key words: Human resource management, HRM practices, Innovation
practices, Employees performance.
The article explains that the human resource management practices are
considered as the comprehensive review because it is the effective approach
that helps to attain the competitive advantages. The purpose of this article is
to enhance the understanding of the human resource practices and to
evaluate the different HRM practices implemented by various companies.
The literature is being reviewed in this article in which various authors’
journal articles and books have been taken. On the basis of literature
reviewed, normative framework has been developed which shows the HRM
practices has the huge importance on the corporate performance. Various
kinds of HRM practices and factors are mentioned which affect HRM
practices. It depicts that organization can be categorized into service and
manufacturing organization for analyzing the practices of HRM. It is

HRM practice in Manufacturing Industries 7
necessary for the organization to develop HR strategies by considering the
laws and legislations. It concludes that HRM practices such as hiring,
recruiting, job designing and planning should be considered in an effective
manner as these have the huge role in managing human resource.
Under this article, the unique HRM practices are discussed which has
implemented in various organizations. It is helpful for my study as it shows
the importance of HRM practices and employee productivity. It has been
critically analyzed that the greater judgment in autonomy, team work and
pay schemes are effective approach that motivates workers to enhance the
productivity of them. Technology changes affect the HRM to a huge degree
due to high extent of interaction between HR and technology. It has been
argued in this article that technology remains at the heart of manufacturing
industry. The role of HRM practices in the organization is important as it
shows under this article that it provides high level of job satisfaction and
employee turnover. Various Indian famous organizations examples are
mentioned with HRM practices.
Article 4 Tan, C.L. and Nasurdin, A.M. (2011). Human resource management
practices and organizational innovation: assessing the mediating role of
knowledge management effectiveness. Electronic journal of knowledge
management, 9(2), pp.155-167.

HRM practice in Manufacturing Industries 8
Key words: human resource practices, product innovation, process
innovation, administrative innovation, knowledge management
effectiveness.
This article is demonstrated the practices of human resource and
organizational innovation that assess the reconciling role of knowledge
management efficiency. Organizational innovation is considered as a
necessary weapon to participate in the competitive environment for the
company. The purpose of this article is to find the connection between HRM
practices and organizational innovation. This article uses samples in which it
distinguishes into six states and the sample of this study were drawn from
Federation of Malaysian Manufacturers where 647 manufacturing firms are
found. The hypothesis of this article is that knowledge management
efficiency intercedes between HRM practices and organizational innovation.
There have been three dimensions of organizational modernism. These are
product innovation, administrative innovation and process innovation are
described.
It concludes that the function of training has impacted on all three
dimensions. The finding indicates that performance appraisal have a positive
impact on administrative approach.
It has been analyzed under this article that organizational innovation is the
process of new behaviour and new idea to the organization which can be
reconsidered by analyzing two aspects such as breadth of innovation which

HRM practice in Manufacturing Industries 9
entails processes, polices, products, services and depth of innovation
involves the degree of influence. It is critically analyzed under this article
that manufacturing industries are concerned to attain the competitive
advantages and turning into innovative sources due to effective
implementation of HRM practices. This article is useful for the study
because it covers various aspects related to HRM practices and organization
innovation which will be helpful to analyze the role of HRM practices in
manufacturing industry. Research framework is presented in this article
based on the discussion of the literature. The results are shown in effective
manner by forming table in which profile of participating companies are
included. Knowledge management effectiveness is discussed which can be
analyzed from a process prospective.
Article 5 Lamba, S., &Choudhary, N. (2013). Impact of HRM practices on
organizational commitment of employees. International Journal of
Advancements in Research & Technology, 2(4), 407-423.
Key words: HRM practices, Organizational Commitment, Employees.
This article emphasizes the HRM practices on organizational commitment of
employees. It is very difficult for the organization to develop goodwill
amongst customers whether it is service industry or a manufacturing
industry. The author defined the combination of human resource practices in
the article. Organizational dedication is considered as the individual’s
psychological affection to the organization. To support the topic, various
models of organizational commitment is discussed which show the magnetic

HRM practice in Manufacturing Industries 10
force that binds employees with their desires to stay with the organization.
The purpose of this study was to decide the degree of the impact of HRM
practices on organizational commitment which can be demonstrated by
making difference in training and development and welfare HRM practices.
The secondary research is used to gather the information about the topic in
this article and outcome is analyzed with the help of literature reviews. It
concludes that it is hard to attain customer-centric strategic management
without making satisfied customers of the industry. The customer
satisfaction increases the profitability and revenues of the company in an
appropriate manner.
The article describes the combination of HRM practices and models of
organizational commitment. In the context of manufacturing industry, best
practices of HRM are the motivation and commitment among the
employees. It has been critically analyzed through this study the effective
implement of HRM practices helps to retain employees in a significant
manner. It has been found that HRM practices offer a frame to employees’
commitment towards the goal of the organization in the worldwide
competitive market. Three component model of commitment is indicated
three different mind sets which can be categorized into affective
commitment, persistence commitment and normative commitment. The
affective commitment is highly approached by this study in comparison of
other two commitments. This research is helpful for my study because it
describes the role of blue collar employees in manufacturing industries are

HRM practice in Manufacturing Industries 11
huge in which the HRM polices like job and pay satisfaction enable them to
attain the organizational commitment. However, this study is implemented
on various sectors but it is facilitated to my study because it is fact that the
direct participation has direct influence on organizational commitment
which has beneficiary impact among employees.