Human Resource Management Assignment Annotated Bibliography For Manufacturing Industry
Question
Assessment Task
You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles
Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2. Undertake research of the recent academic literature since 2013
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library.
Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.
Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692
Answer
Introduction
The details pertaining to the human resource management of the different industries and sectors are important matters for consideration and eventual acknowledgement on the part of the people. Successful organizational entities have the common feature of being competent in the management of the human resources, with the overall procurement of success in this context enabling the gain of greater profits. The manufacturing industry sector has been chosen for review in this study, with the chosen research papers and topics generally highlighting the effects and influences of the various aspects of human resource management on the industrial sectors such as the manufacturing industry sector.
Article 1
Obisi, C., Samuel, R., & Ilesanmi, A. (2018). Influence of Workforce Planning on Organizational Performance in the Manufacturing Industry of Lagos, Nigeria. Global Business Review, 0972150918778980.
Key Words: Manufacturing industry sector, organizational performance, workforce planning
This human resource management assignment research examines the effects which workforce planning and the other human resource aspects on the performances of a couple of chosen organizational entities of the manufacturing industry sector in the region of Lagos in Nigeria. The purpose of the reviewed research article is to understand the overall effects of workforce planning and other human resource management features on the manufacturing industrial sector in general (upon conducting the study in a couple of reviewed companies), with the ultimate intent behind the same in the given context being the determination of the most efficient methods of implementing strategies for the sake of enabling the procurement of greater organizational profits in the long run. The use of surveys and different kinds of statistical methods has been ensured, for the sake of procuring relevant data pertaining to the determination of the main aspects and features of the aforementioned. The initiated research methodology included the implementation of the inferential and descriptive methods in a detailed manner. This, in turn, enabled the procurement of accurate and detailed information regarding the given topic in the long run, with the main findings being observed to align with some of the general information already available on the give research topic. The article concludes that the influence of workforce planning and related HRM aspects on organizational performance is immense, especially in the manufacturing industry sector (Obisi, Samuel & Ilesanmi, 2018).
While this study has been observed to be applied to the reviewed industrial organizations (which are private manufacturing entities at Lagos), its results have been very useful in the personal context as well. As such, my understanding of the manufacturing industry sector has also been enhanced, since I have gained relevant insights and details pertaining to the overall importance and magnitude of the effects which workforce planning have on the overall results and performances generated by the industrial entities in a consistent manner. Furthermore, adequate proofs and recommendations in this context have been gained as well. One of the most effective possible recommendations highlighted in the study stated the need for governmental entities to implement a planned economic blueprint, for the sake of initiating better performances in the manufacturing industry. I will be able to use these findings to perform an even more detailed analysis of the manufacturing industry sector since the procured information can help in highlighting many of the aspects of business performances (and the ways of improving them) in the sector in question in a detailed and consistent manner.
Article 2
Rane, A. B., Sunnapwar, V. K., & Rane, S. (2016). Strategies to overcome the HR barriers in successful lean implementation. International Journal of Procurement Management, 9(2), 223-247.
Key Words: Human resource management, lean implementation, organizational performances, HR barriers
This Human resource management assignment research conducted in 2016 has examined the potential barriers to appropriate human resource management in successful lean implementation and the potential methods which can be implemented for mitigating the same. The paper in question has focused on the determination of the main ways of overcoming the various barriers and constraints of human resource management and enabling their appropriate mitigation. The purpose of the paper in question is to discuss (and understand the relevant solutions for) the challenges and threats to HR management during the successful periods of lean implementation (minimizing of the industrial resources without any kind of compromise on the overall productivity effectiveness), with the generated data, in particular, being immensely crucial in the long run. The research methodology implemented in the case of the reviewed research paper includes the conduction of a detailed survey of the existing literature, with notes, peer-reviewed articles (from relevant journals) and books being used as the main sources of information. The presence of a considerable magnitude of literature on the given topic (even related to the manufacturing industry sector) has been very helpful, with the main barriers to the HR management in this regard being identified. The article concludes that the development and eventual initiation of a planned and well-constructed framework can be helpful in the management of the issues associated with the aforementioned (Rane, Sunnapwar & Rane, 2016).
While this study has provided detailed information and analyses of the industries and sectors in general, its findings have been very useful for the personal study of the manufacturing industry sector as well, since the observed barriers to HR have been observed in the case of the entities of the reviewed industrial sector as well. As such, the identification of the said barriers proves to be the first step towards the development and eventual implementation of the relevant strategies and counter-tactics in the given context, with the said strategies having tremendously high chances of long-term and consistent successes. Furthermore, the reviewed research paper has also provided a certain degree of focus on the impacts which the aspects such as career paths, programs of retirement and health insurance have in the long run. In addition to the aforementioned, the fact that this paper has highlighted the manner of development of the relationship between the different measures of performance and the barriers in question has been helpful for me in analyzing the manufacturing industry sector in an even better manner (thus helping in the development of relevant recommendations for the said industry in the long run).
Article 3
Vivares-Vergara, J. A., Sarache-Castro, W. A., & Naranjo-Valencia, J. C. (2016). Impact of human resource management on performance in competitive priorities. International Journal of Operations & Production Management, 36(2), 114-134.
Key Words: Competitive priorities, human resource management, operations strategy, manufacturing industry
The reviewed human resource management assignment research by Vivares- Vergara and his associates has examined the overall impacts and effects of human resource management (and its associated strategies) on the organizational performances regarding the management of the main competitive priorities (CP). The presence of adequate HRM strategies is noted to be an important matter for consideration in the aspects of operations strategy. The degree of effectiveness in the operations strategy generally depends on the performances provided by the organizational entities of the industrial sectors in the fulfillment of their competitive priority objectives. The main purpose of the research paper is to understand the interrelationship between them and critically analyze the overall impacts of HRM on the performances in competitive priority management. The research methodology used in the study includes the conduction of a survey, with the sample including the large and medium manufacturing organizations in the coffee region of Columbia. Regression analysis of the hypotheses has been implemented, for the sake of testing them. The study has focused on the study of the three particular groups of variables, with the variables in question including the practices of human resource management, the factors related to the working personnel of the companies and the performances of competitive priorities. The research article has found that the relationship between the practices of HRM and the competitive priority performances is not excessively significant, with the main relationship for focusing including the direct relations between OS decision making, CP performances and job satisfaction (Vivares-Vergara, Sarache-Castro & Naranjo-Valencia, 2016).
While the main applications of the study have been noted in the context of the manufacturing companies of the Columbian coffee region, its findings have been beneficial in the personal study of the manufacturing industry sector in general. This is because the main factors associated with the competitive priorities and the procurement of significant successes in this regard have been determined. As such, a greater understanding of the aforementioned has been observed to be useful in the determination of the main methods of improving the competitive priority management of the organizational entities and companies of the manufacturing industry sector in general as well. This has helped in the enhancement of my knowledge and understanding of the effective functioning of manufacturing industry companies, with the implementation of the strategies developed in accordance with the knowledge gained in this research study having high chances of potential success. I will use the findings of this research paper to analyze the manufacturing industry sector through an even broader point of view, thus determining the intricate factors and points enabling greater successes in competitive priority management and company success procurement.
Article 4
Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic approach for human resource management in Industry 4.0. Procedia CIRP, 54, 1-6.
Key Words: Human resource management, employee qualification, industry 4.0, competence development
This Human resource management assignment research conducted in 2016 has examined the potential implications of the implementation of a holistic approach for human resource management in companies belonging to industry 4.0 (data exchange and automation trends in the manufacturing technology industrial sector). The betterment of the human resource management in any manner whatsoever can prove to be very helpful for the completion of the organizational objectives and aims in an even more effective and efficient way. The use of automation processes has indeed been helpful in the management of the complex office operations in an appropriate manner, with the various advantages provided by the automation processes, in particular, making them very attractive prospects. As such, the purpose of the reviewed research article has been the detailed description of a strategic approach for initiating the qualification and eventual recruitment of better employees for the companies of the manufacturing technology sector in general. The implemented research methodology includes the use of the relevant literature for the sake of developing a theoretical foundation, thereby focusing on the competence development and HRM aspects. It also includes the eventual development of a holistic competence model for eventual implementation in industry 4.0. The article concludes with the development of the said model for the betterment of the employee qualification aspects, with the initiation of the same enabling greater organizational competency in the latter (Hecklau et al. 2016).
While the study in question has been applied on the manufacturing technology industry sector, its findings have been helpful in my personal study of the manufacturing industry sector in general as well. This is because the current trends of increased use of automation and data sharing aspects (industry 4.0 trends) have been noted in the other companies of the manufacturing sector of different regions as well. The presence of a greater degree of understanding in this regard and the exploration of the developed holistic model have been crucial in the further enhancement of the knowledge pertaining to the better effectiveness of the manufacturing sector as a whole in human resource management. In addition to the aforementioned, the details regarding the competency management and the technology use aspects have been intricately analyzed as well, which in turn has enabled the clarification of the personal views pertaining to the organizational HRM (and the methods of initiating long-term improvements within the same). I will use these findings to further my analysis of the manufacturing industry sector in general as well, so as to enable the procurement of better insights regarding the effective human resource management within the companies of the said sector.
Article 5
Lu, C. M., Chen, S. J., Huang, P. C., & Chien, J. C. (2015). Effect of diversity on human resource management and organizational performance. Journal of Business Research, 68(4), 857-861.
Key Words: Human resource management, organizational performance, workplace diversity
This human resource management assignment research conducted in 2016 has examined the overall effects and impacts of workplace diversity on the performances of the companies and human resource management tactics. The rapid globalization of the various companies has necessitated the implementation of certain tactics and strategies for the initiation of better market sales in the various regions of operations, which in turn has required the procurement of better organizational performances. The presence of a diverse working force has been observed to have certain effects on the performance and HRM aspects, with the main purpose of this research article being the determination of the magnitude and influences of the said effects in the context of chosen manufacturing industry sectors such as the fashion styling industry of Taiwan. Further purposes include the determination of the main relationship between the performance of a company and its system of HRM and the effects initiated by diversity in the aspects of professional experience, age and expertise on the aforementioned. The research methodology has included the collection of primary data from the service employees and managers of the Taiwanese fashion styling industry, with the use of multiple regression analysis for testing the proposed hypotheses also being ensured. The article has found that the effects of diversity on HRM and organizational performances are significant, to the point of requiring a considerable focus (Lu et al. 2015).
This study has been noted to be conducted on the fashion styling industry (an example of a manufacturing industry) of Taiwan. However, its findings have been useful in my study of the manufacturing industry sector in general as well, since the various aspects and features of operation of the reviewed fashion styling industry have been observed in the companies and financial entities of the other manufacturing industrial sectors as well. Indeed, the impacts of diversity and overall magnitude of the effects in question on HRM and the performances generated by the various organizations have provided greater insights regarding the management and operational aspects and requirements of the manufacturing entities in general as well. In addition, the implications for theory and practice as described in the reviewed research paper have also been helpful in the enhancement of the personal understanding regarding the overall impacts of workplace diversity. The discussions provided in the reviewed research paper have enabled the clarification of several other aspects related to workplace diversity as well. I intend to use these findings to analyze the manufacturing industry sector in an even more intricate manner, thus ensuring an even better understanding of the fundamental factors associated with the same.
Conclusion
The importance of HRM in any industrial sector can never be ignored or underestimated under any circumstances, with the manufacturing sector being no exception in this regard. The aforementioned Human resource management assignment research papers (and their associated analyses) have highlighted several crucial aspects related to HRM. The use of the gained information in a proper manner can enable the gain of better insights regarding given topic in the long run.
References
Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic approach for human resource management in Industry 4.0. Procedia CIRP, 54, 1-6.
Lu, C. M., Chen, S. J., Huang, P. C., & Chien, J. C. (2015). Effect of diversity on human resource management and organizational performance. Journal of Business Research, 68(4), 857-861.
Obisi, C., Samuel, R., & Ilesanmi, A. (2018). Influence of Workforce Planning on Organizational Performance in the Manufacturing Industry of Lagos, Nigeria. Global Business Review, 0972150918778980.
Rane, A. B., Sunnapwar, V. K., & Rane, S. (2016). Strategies to overcome the HR barriers in successful lean implementation. International Journal of Procurement Management, 9(2), 223-247.
Vivares-Vergara, J. A., Sarache-Castro, W. A., & Naranjo-Valencia, J. C. (2016). Impact of human resource management on performance in competitive priorities. International Journal of Operations & Production Management, 36(2), 114-134.
