Effects of Human Resource Development Capability on Firm Competitiveness of Auto Parts Businesses in Thailand
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Published:
Dec 29, 2018
Keywords:
Human Resource Development Capability Employee Commitment Operational Development Business Productivity Firm Competitiveness
Main Article Content
Abstract
This research suggest the characteristic of human resource development system in the term of human resource development capability. The purpose of this research is to examine the effects of human resource development capability on firm competitiveness. Data was collected from 128 auto parts businesses in Thailand by questionnaire mail survey. The likert scale is used to measurement and the statistic used to analyze is the multiple regression. The results reveal that two dimensions of human resource development capability (including strategy-development connectivity and innovation creativity focus) have a significant positive influence on employee commitment, operational development, business productivity, and firm competitiveness; while employee competency analysis only significant positive influence on employee commitment. Furthermore, employee commitment, operational development, and business productivity have positive influence on firm competitiveness. The discussion and the suggestion with the conclusions are highlighted as well.
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Batt, R. (2002). Managing Customer Services: Human Resource Practices, Quit Rates, and Sales growth. Academy of Management Journal, 45(3), 587-597.
Beaver, G. & Hutchings, K. (2005). Training and Developing an Age Diverse Workforce in SMEs: The Need for a Strategic Approach. Education+ Training, 47(8/9), 592-604.
Bello‐Pintado, A. (2015). Bundles of HRM Practices and Performance: Empirical Evidence from a Latin American Context. Human Resource Management Journal, 25(3), 311-330.
Billett, S. (2008). Learning Throughout Working Life: a Relational Interdependence Between Personal and Social Agency. British Journal of educational studies, 56(1), 39-58.
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Daveri, F. & Parisi, M. L. (2015). Experience, Innovation, and Productivity: Empirical Evidence from Ltaly’s Slowdown. Industrial and Labor Relations Review, 68(4), 889-915.
Deb, T. (2010), Human Resource Development: Theory and Practices, New Delhi: Ane Books Pvt. Ltd.
Deepa, E., Palaniswamy, R. & Kuppusamy, S. (2014). Effect of Performance Appraisal System in Organizational Commitment, Job Satisfaction and Productivity. Journal of Contemporary Management Research, 8(1), 72-82.
Dervitsiotis, K. N. (2011). The Challenge of Adaptation through Innovation Based on the Quality of the Innovation Process. Total Quality Management & Business Excellence, 22(5), 553-566.
Durbin, J. & Watson, G. S. (1971). Testing for Serial Correlation in Least Squares Regression. III. Biometrika, 58(1), 1-19.
Ehlen, C., van der Klink, M., Roentgen, U., Curfs, E. & Boshuizen, H. (2013). Knowledge Productivity for Sustainable Innovation: Social Capital as HRD target. European Journal of Training and Development, 38(1/2), 54-74.
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Hackman, J. R. (1986). The Psychology of Self-management in Organizations. Washington, D. C.: American Psychological Association.
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Halkos, G. E. & Tzeremes, N. G. (2007). Productivity Efficiency and Firm Size: An Empirical Analysis of Foreign Owned Companies. International Business Review, 16(6), 713-731.
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Huda, K. N., Anika, T. R. & Khaled, M. C. (2014). Strategic Human Resource Development Practices: An Empirical Study of Steel Manufacturing Industries of Bangladesh. International Management Review, 10(2), 24-31.
Huda, K. N., Karim, R., Ahmed, F. & Olu-Olu, O. (2007). Practices of Strategic Human Resource Development in the RMG Sector of Bangladesh: An Empirical Study. International Business Management, 1(1), 7-11.
Hurley, R. F. (2002). Putting People Back into Organizational Learning. Journal of Business & Industrial Marketing, 17(4), 270-281.
Ichniowski, C., Shaw, K. & Prennushi, G. (1997). The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines. The American Economic Review, 291-313.
Imtiaz, Q. & Shahid, M. (2013). An Analysis of Bankers Competency in the Context of Marketing Strategies Employed in Islamic Banks of Pakistan. Journal of Islamic Banking and Finance, 30(7), 44-51.
Jain, R. & Gulati, S. (2016). HRD Systems and Organizational Performance: Qualitative Review of Research. Journal of Institute of Public Enterprise, 39(1), 86-109.
Jiang, K., Lepak, D. P., Hu, J. & Baer, J. C. (2012). How does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55(6), 1264-1294.
Jameson, S. M. (2000). Recruitment and Training in Small Firms. Journal of European Industrial Training, 24(1), 43-49.
Kennett, G. (2013). The Impact of Training Practices on Individual, Organisation, and Industry Skill Development. Australian Bulletin of Labour, 39(1), 112-135.
Kessels, J. (2004). The Knowledge Revolution and the Knowledge Economy. New Frontiers in Human Resource Development, 11, 165-179.
Khan, A., Masrek, M. N. & Nadzar, F. M. (2015). Analysis of Competencies, Job Satisfaction and Organizational Commitment as Indicators of Job Performance: A Conceptual Framework. Education for Information, 31(3), 125-141.
Kwantes, C. T. (2007). Organizational Commitment, Intellectual Capital and Organizational Competitiveness. South Asian Journal of Management, 14(3), 28-43.
Lawler, E. E., Mohrman, S. A. & Ledford, G. E. (1998). Strategies for High Performance Organizations: the CEO Report: Employee Involvement, TQM, and Reengineering Programs in Fortune 1000 Corporations. Jossey-Bass.
London, M. & Smither, J. W. (1999). Empowered Self-Development and Continuous Learning. Human Resource Management, 38(1), 3-15.
Meyer, J. P. & Smith, C. A. (2000). HRM Practices and Organizational Commitment: Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D. & Jakson, D. N. (1989). Organizational Commitment and Job Performance: It’s the Nature of Commitment that Counts. Journal of Applied Psychology, 74(1), 152-156.
Malhotra, Y. (Ed.). (2000). Role of Organizational Controls in Knowledge Management: Is Knowledge Management Really an 'Oxymoron'. Knowledge Management and Virtual Organizations (pp. 245-257). Hershey, PA: Idea Group Publishing.
Mathieu, J. E. & Zajac, D. M. (1990). A Review and Meta-Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment. Psychological Bulletin, 108(2), 171-194.
Murray, P. (2003). Organisational Learning, Competencies, and Firm Performance: Empirical Observations. The Learning Organization, 10(5), 305-316.
Neuman, W. L. (2006). Social Research Methods: Qualitative and Quantiative Approaches. Toronto: Pearson.
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Nolan, C. T. & Garavan, T. N. (2016). Human Resource Development in SMEs: A Systematic Review of the Literature. International Journal of Management Reviews, 18(1), 85-107.
Nunnally, J. C. & Bernstein, I. H. (1994). Psychometric Theor., 3rd ed. New York : McGraw-Hill.
Oeij, P. R. A., De Looze, M. P., Ten Have, K., Van Rhijn, J. W. & Kuijt-Evers, L. F. M. (2011). Developing the Organization's Productivity Strategy in Various Sectors of Industry. International Journal of Productivity and Performance Management, 61(1), 93-109.
Pattanayak, B. (2003). Gaining Competitive Advantage and Business Success through Strategic HRD: an Indian Experience. Human Resource Development International, 6(3), 405-411.
Price, R., Lee, J. & Kozman, T. (2010). Use of Competency-based Needs Analysis in Developing Employee Training Program. International Journal of Business and Public Administration 7(1), 117-131.
Rao, T. V. & Pereira, D. F. (1986), Recent experiences in HRD, New Delhi: Oxford and India Book House Publishing Co. Pvt. Ltd.
Rossett, A. (1987). Training needs assessment. New Jersey: Educational Technology Publications.
Sahoo, A. K. & Sahoo, C. K. (2012). Impact of Strategic HRD Initiatives on Individual Performance. Productivity, 53(2), 194-202.
Schmitt, A. & Klarmer, P. (2015), From Snapshot to Continuity: A Dynamic Model of Organizational Adaptation to Environmental Changes. Scandinavian Journal of Management, 31(1), 3-13.
Schreyogg, G. & Kliesch‐Eberl, M. (2007). How Dynamic can Organizational Capabilities be? Towards a Dual‐Process Model of Capability Dynamization. Strategic Management Journal, 28(9), 913-933.
Sedlakova, I. (2015). Innovation as One of the Ways of Competitiveness of the EU and Slovakia. In A. Giurgiu (Ed.), The Annals of the University of Oradea (120-127).
Oradea, Romanis: Econimic Sciences.
Senge, P. M., Lichtenstein, B. B., Kaeufer, K., Bradbury, H. & Carroll, J. S. (2007). Collaborating for systemic change. MIT Sloan Management Review, 48(2), 44-53.
Sheehan, M., N. Garavan, T. & Carbery, R. (2013). Innovation and Human Resource Development (HRD). European Journal of Training and Development, 38(1/2), 2-14.
Shipton, H., Zhou, Q. & Mooi, E. (2013). Is there a Global Model of Learning Organizations? An Empirical, Cross-nation Study. The International Journal of Human Resource Management, 24(12), 2278-2298.
Short, D. C., Bing, J. W. & Kehrhahn, M. T. (2003). Will Human Resource Development Survive?. Human Resource Development Quarterly, 14(3), 239–243.
Sicilia, M. Á. & Lytras, M. D. (2005). Scenario-oriented Reusable Learning Object Characterisations. International Journal of Knowledge and Learning, 1(4), 332-341.
Singh, K. (2000). Effect of Human Resources Management (HRM) Practices on Firm Performance in India. Indian journal of Industrial relations, 36(1), 1-23.
_______. (2011). HRD practices & managerial effectiveness: role of organisation culture. Indian Journal of Industrial Relations, 47(1), 138-148.
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