HRMT20024, T1 2018 - Annotated Bibliography: HR in Manufacturing

This annotated bibliography focuses on managing human resources within the manufacturing sector. It includes summaries and analyses of five peer-reviewed journal articles covering topics such as HR development in manufacturing, the implications of electronic human resource management (E-HRM) systems, the importance of strategic human resource management in a global context, an evaluation of recruitment and selection processes, and the relationship between HRM practices and innovation. The articles examine challenges like global competition, employee retention, recruitment difficulties, and the need for technological advancements in HR practices. The bibliography highlights the importance of strategic HR development, effective recruitment and selection processes, and fostering innovation through HRM practices in the manufacturing industry. The assessment was completed for the course HRMT20024, T1 2018.

ANNOTATED BIBLIOGRAPHY
MANAGING HUMAN RESOURCES
INSTITUTIONAL AFFILIATION(S)
STUDENT NAME
[Pick the date]

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Manufacturing sector
Introduction
The topic selected for my study is manufacturing sector. After reading a general
article on attraction and retention in public sector, this topic was selected for annotated
bibliography to make a comprehensive research on the topic. Articles related to UK public
sector and Australia public sector shows that almost every country experiences attraction and
retention difficulties in their public sectors. Challenges as compared to labour market in
other public sector seem persistent in manufacturing sector. Also, maintaining sustainable
position globally proves to be more to difficult for present management in manufacturing
units. Therefore, making a detailed research on present problem in manufacturing sector
becomes necessary which will be done in this annotated bibliography after reviewing current
peer reviewed journal articles.
Article 1: Shrivastava, R., 2017. HR development in manufacturing sector. [Online]
Available at: https://www.peoplematters.in/article/strategic-hr/hr-development-in-
manufacturing-sector-14992.
Key words: Global competition, employee retention, recruitment difficulty, decline in
workforce.
This article examines different roles and processes of employers and HR departments
to bring success in organisations. The changing requirements of businesses have made HR of
the companies think about development of their organisation in systematic manner thereby
keeping in mind about future challenges associated with development processes. This article
states various challenges that are usually met by HR of manufacturing company’s along with

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ways under which precautionary steps in progress can be taken. The purpose of the article is
to consider human resource department roles while making plans for firm’s payroll,
communication process with management and other administrative works. The research
methodology undertaken in this article is a survey made of jobs in different sector. In the
survey, manufacturing unit confirms being tenth largest in the world economy which shows
the significance of manufacturers in worldwide economy. Designing and leadership quality of
HR proves to be the reason behind success or failure of businesses as they are the ones who
are responsible for smooth running of firms. According to the survey made, many small scale
industries are becoming aware of how to use human recourse management effectively to
bring growth and stability in their firms.
While this study applies to public sector, its findings are useful in my study of manufacturing
sector because this article will help me in finding out possible challenges in future course of
business. The focus of human resource development as surveyed in the article also shows the
need for HRM in manufacturing units along with finding out ways to build superior
workforce. Strategies, standards and development policies to implement sound HR
department as mentioned in the article will also give a new approach in my further study in
manufacturing sector. This article also states few challenges faced by manufactures situated
worldwide like global competition, recruiting of desired skill labour, employee retention due
to lack of opportunities of development, lack of training programmes etc. After reviewing the
article, its findings will be used in my analysis on manufacturing sector by making initial plan
while avoiding probable difficulties in labour management. The article also makes apparent
the role of HR in manufacturing unit and different ways in which their capabilities can be
utilised.

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Article 2: R., V.S.a.G., 2011. THE IMPLICATIONS OF IMPLEMENTING ELECTRONIC-
HUMAN RESOURCE MANAGEMENT (E-HRM) SYSTEMS IN COMPANIES.
[Online] Available at: https://bioinfopublication.org/files/articles/2_1_1_JISC.pdf.
Key words: training, appraisal, recruitment, employee relation, legal knowledge,
management.
This article examines advancements and increase in engagement of human resource
department in manufacturing companies. The conventional methods those are replaced with
technologically advanced means are discussed in this article along with describing few of its
application benefits in present HR of manufacturing sector. Stringent laws and regulations
related to effective work policies require to be considered for which HR of manufacturing
company’s need taking significant steps. This becomes the basic purpose of the article where
the researchers have given background to give light upon usual HR functions while
discussing role of HR managers. The research methodology of the article is making of
investigation through electronic mediums and database. The article has surveyed many
organisations using different techniques along with finding technical ways to reduce errors in
systems. The article finds out some of the roles performed by HR like performing recruitment
function after attracting proficient employees and hiring of efficient resources, training of
already present employees, professional development by generating interests among workers,
giving appraisals to boost effectiveness, maintaining work culture for creating healthy
environment, resolving conflicts especially in companies where diverse work force is visible
and having sound knowledge of legal regulations to avoid conflicts.

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Evolution of economy in this globalised world has led the company’s undertake new
measures to keep up with the competition. While this study applies to public sector, its
findings are useful in my study of manufacturing sector because it gives me profound
knowledge about different roles and purpose of human resource department. The need for
technical advancement along with understanding the requirement of new devices, as
mentioned in the article, will help me in making further research in the topic. Since the article
has mentioned all the key functions of HR, its findings will be utilised in my further analysis
of the topic by making a detailed research on the mentioned roles of HR in manufacturing
sector. The advanced technologies that can provide assistance to the present HR teams shall
also be studied so that advancements in HR system can be made more scientifically. Human
resource has always limited its study to individual practices only but this article has given
scope for looking more technical ways in which HR of companies can get assisted.
Article 3: Alharthey, B.K., 2018. Review on Globalization and Importance of Strategic
Human Resource Management. [Online] Available at:
http://ijsrm.in/index.php/ijsrm/article/view/1338.
Key words: strategic human resource devlopment, diverse workforce, HR models and
practices.
This article examines importance of strategic human resource management in firms
where expansion of business is visible in global context. While recognising current era and
human values in emphasising managers to align business with HR policies, this article
explores facts and figures that can effect globalisation of SHRM of manufacturing sector. The
basic purpose behind this article is to give an insight about the importance of strategic human
development in industries to gain sustainability. The research methodology undertaken in this

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article is using of historical reviews for assessment of impacts of globalisation in current
HRM. The diverse workforces whether in manufacturing or service sector has made HR
managers adopt strategic approach to human resource development so that workforce
diversity can be integrated effectively and with alignment of present business needs. The
article concludes with recognition of human capital values and essentials of business
organisations to give strategic approach in their operations under universal marketplace. The
graphical representation of collected data along with brief literature review made in the
article states the importance of developing strategic HR management in manufacturing units
along with other public sector.
While this study applies to public sector, its findings are useful in my study of manufacturing
sector as this article lays the requirement of enabling strategic approach in it. The benefits of
SHRM can improve the managerial activities by giving value to competitive employees and
reasons to diversify workforce in global context. The key challenges faced by HR managers
to integrate and organise international operations is related to corresponding forces where
concept of strategic HR management is required. Like all other public sectors, manufacturing
sector also demands recognising strategic approach in maintaining human capital so that
present difficulties visualised can be reduced. Although this article does not focus on any
particular sector, its findings made in global context cover issues and professional approach
adopted in all sectors that also includes manufacturing sector. I will use the finding of this
article in my study of manufacturing sector by getting knowledge about importance of
strategic approach in its HR development. The framework and analysis made in the form of
tables and figure in this article gives an overview of present state of HR practices and global
HR models of organisations situated worldwide. This analysis can be researched further to
get detailed information about present practices in manufacturing sectors.

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Article 4: Quinn, D., 2014. An evaluation of the recruitment and selection process employed
by “Manufacturing Company X” and assessing whether a more advanced process or
method of recruitment and selection may reduce staff turnover. [Online] Available at:
http://trap.ncirl.ie/1756/1/darylquinn.pdf.
Key words: Job analysis, job specification, interview, manufacturing, person specification.
This article examines whether more advanced method or process of selection and
recruitment can reduce staff turnover or not. The basic purpose behind research finds out
present recruitment and selection process employed by manufacturing units and looks upon
other alternatives that can be applied by them to reduce staff turnover. Distribution of
questionnaire among employees and recruiters to get feedback on recruitment process is the
main research methodology adopted in this article. The research observed general functions
at work places while carrying out interviews to get access to the information regarding why
individuals were leaving their position. The article finds out other alternatives for recruitment
and selection process that can be undertaken by manufacturing units. Since manufacturing
units are identifying problems related to staff turnover, recruitment and selection processes
are under suspect which is analysed in this research paper. Suggestions for improvement has
also been made at the end keeping in mind the opportunities for further exploration of
theories relating recruitment and selection process that can improve effectiveness in
manufacturing industry. The article concludes with looking upon advantages and
disadvantages of present HR policies in manufacturing sector. This comparison makes further
requirement for studying of the present system as well as principles mentioned in the article.
While this study applies to the public sector, its findings are useful in my study of
manufacturing sector as literature review presented in this article addresses the need for
structured approach to recruitment and selection process in manufacturing units. The article

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outlines the needs for filling right person in right place to bring competitive advantage in
organisations. The research made also discovers the link between rate of turnover and
recruitment system by identifying alternative recruitment systems. Job designing principles in
this study also gives an insight about the ways through which an effective job designing can
be made in manufacturing sector. I will use the findings of this article for analysing
manufacturing sector’s recruitments and selection processes along with job designing
methods and interviewing ways. Along with it, the articles finding on alternative methods
will give reason for my further study on reason behind difficulties in manufacturing sector.
Article 5: Foss, K.L.a.N.J., 2012. HUMAN RESOURCE MANAGEMENT PRACTICES AND
INNOVATION. [Online] Available at:
https://www.druid.dk/laursen/files/Handbook_of_Innovation_Management_LaursenF
oss.pdf.
Key words: HRM practices, incentives, knowledge sharing.
This article examines the key to reserve human capital and the need to involve human
management in organisations. According to the article, companies that involve innovative
performance produce more desired outputs than traditional practitioners. The research also
gives emphasis on delegating decisions through HRM practices after making room for
appraisals and rewards. Drawing attention towards innovation after making a brief study
about current practices along with sharing knowledge will also give a boost to manufacturing
sector. The purpose behind this research is to reflect the emerging trend in HRM and
innovation study. Since firms nowadays are adopting more integrated approach to sustain in
competitive market, manufacturing sectors according to the article requires fair consideration.
The literature review made in this article engages external knowledge with present literature

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to find out the reason behind innovation. The research methodology undertaken in the article
comprises of surveys and discussions on the role of human resource management practices
along with making a comparative study. Influence of individual practice matters in overall
growth of industry which can be done by making periodical comparison between them. The
article finds new methods of communication between employees and workers that can make
innovation process simpler and thus resulting in effective HR practice.
While this study applies to public sector, its findings are useful in my study of manufacturing
sector because literature review made on innovation and development of individual practise
can provide manufacturing sectors with new approach. By identifying its importance the
present condition of manufacturers will get boosted if they share their knowledge with others
of similar background. According to the article, human resource management practice
organizes training arrangements on the basis of reward formation and by setting of teams
according to the work allotment. If manufacturing sectors gets sound HR management which
can apply these innovative techniques, it can elevate entire industry considerably. Therefore,
I will use its findings to analyse manufacturing sector by making further research on more
advanced and innovative process that can reduce difficulties in manufacturing sector. The
surveys made in this article will help me get a knowledge about present practices that needs
to be developed. Recommendations made in the article will also be utilised further keeping in
mind about its advantages for my study.