Does Best Recruitment Practice Influences High Performance Organization?
Keywords:
best recruitment practice, high performance organization, SMEsAbstract
Small and medium scale enterprises (SMEs) are one of the fastest growing and most dynamic sectors in every economy. The industry is highly labour intensive and for that reason effective recruitment is significant for success. However, the issue of best recruitment practice (BRP) in SMEs has been neglected by researchers and practitioners. This study aimed to address this gap by examining the best recruitment practice and the effect on the achievement of high performance organizations (HPO) in SMEs. The analysis was based on a survey of 354 senior managers that had spent ten years and above in SMEs in the Nigerian market. The result showed that BRP had a significant positive impact on the achievement of HPO. This paper provides an insight into the applicability of BRP as well as offers practical help to human resource practitioners embarking on the best recruitment practice in the achievement of HPO. Managers and human resource professionals can use the result of this study to weigh the adaptability of BRP within the context of SMEs in developing economies.
Downloads
References
Ardic, O. P., Mylenko, N., & Saltane, V. (2011). Small and medium enterprises: A cross-country analysis with a new data set.
Ayanda, A.M., & Laraba A. S. (2011). Small and medium scale enterprises as a survival strategy for employment generation in Nigeria. Journal of Sustainable Development, 4(1), 200–206.
Baker, D. P., Day, R., & Salas, E. (2006). Teamwork as an essential component of high‐reliability organizations. Health services research, 41(4p2), 1576-1598. Barber, A.E. (1998). Recruiting employees: Individual and organizational perspectives. Sage, Thousand Oaks, CA. Barney JB. (1991). Firm resources and sustained competitive advantage. Journal of Management 17(3), 99–120. Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54(2), 387-419.
Berisha-Namani, M. (2009). The role of information technology in small and medium- sized enterprises in Kosova. Fulbright Academy Conference. Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
Breaugh, J. A. (2013). Employee recruitment. Annual Review of Psychology, 64, 389–416. Byrne, D. (1971). The attraction paradigm, Academic Press, New York, NY.
Byrne, D. (1971). The attraction paradigm. New York: Academic Press. Castells, M. (2000). Rise of the network society. 2nd ed. Blackwell Publishing, Chichester.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928–944. de Waal, A. A., & Akaraborworn, C. T. (2013). Is the high performance organization framework suitable for Thai organizations?. Measuring Business Excellence, 17(4), 76-87. de Waal, A., & Frijns, M. (2009). Working on high performance in Asia: The case of Nabil Bank. Measuring Business Excellence, 13(3), 29-38.
de Waal, A., & Sultan S. (2012). Applicability of the high performance organization framework in the Middle East. The case of Palestine Polytechnic University. Education, business and Society: Contemporary Middle Eastern issues, 5(3), 213-223.
de Waal, A., Goedegebuure, R., & Tan Akaraborworn, C. (2014). Adapting the high performance organization framework to the Thai context. Measuring Business Excellence, 18(2), 28-38.
de Waal, A., Orij, R., Rosman, J., & Zevenbergen, M. (2014). Applicability of the high-performance organization framework in the diamond industry value chain. Journal of Strategy and Management, 7(1), 30-48. de Waal, A.A. (2010), The characteristics of a high performance organization. Social Science Research Network, available at: http://ssrn.com/abstract ¼ 931873 (accessed March 27, 2014).
de Waal, A.A. (2012). Characteristics of high performance organisations. Business Management and Strategy, 3,(1), 2157-6068. Hair, J. F., Black, W. C., Babin, B. J. & Anderson, R. E. (2010). Multivariate data analysis, a global perspective (7th ed.). New Jersey, USA: Pearson Education Inc. Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta‐analysis. Personnel Psychology, 57(3), 639-683. Hung, D. K. M., Ansari, M. A., & Aafaqi, R. (2004). Fairness of human resource management practices, leader-member exchange and organizational commitment. Asian Academy of Management Journal, 9(1), 99-120. Ihugba, O. A., Odii, A., & Njoku, A. C. (2013). Challenges andPprospects of entrepreneurship in Nigeria. Academic Journal of Interdisciplinary Studies, 2(5), 25-40. Jameson, S. M. (2000). Recruitment and training in small firms. Journal of European Industrial Training, 24(1), 43-49.
Jamrog, J. J., Vickers, M., Overholt, M. H., & Morrison, C. L. (2008). High-performance organizations: Finding the elements of excellence. People and Strategy, 31(1), 29. Johnson, A., Winter, P. A., Reio Jr, T. G., Thompson, H. L., & Petrosko, J. M. (2008). Managerial recruitment: The influence of personality and ideal candidate characteristics. Journal of Management Development, 27(6), 631-648. Kotey, B., & Slade, P. (2005). Formal human resource management practices in small growing firms. Journal of Small Business Management, 43 (1), 16-40.
Kristof, A. L. (1996). Person–organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1–49.
Kristof-Brown, A., Barrick, M. R., & Stevens, C. K. (2005). When opposites attract: A multi-sample demonstration of complementary person–team fit on extraversion. Journal of Personality, 73, 935–957. Lee, D. M. (2005). Hiring the best teachers: Gaining a competitive edge in the teacher recruitment process. Public Personnel Management, 34(3), 263-270. Lemons, M. A., & Jones, C. A. (2001). Procedural justice in promotion decisions: Using perceptions of fairness to build employee commitment. Journal of Managerial Psychology, 16(4), 268-281. Linley, A. & Garcea, N. (2010). Engaging graduates to recruit the best. Strategic Human Resource Review, 9(6),11-15. Marchinton, M., & Wilkinson, A. (2003). People management and development: Human resource management at work,( 2nd ed.), CIPD, London. Mariam, G. S., Tunde, E., & Oluwakemi, O. (2011). The challenges of human resource management practices in the informal sector in Nigeria. Chinese Business Review, 10(5).
Mohammed U.D., & Obeleagu-Nzelibe, C.G. (2013). Assessment of the performance of small and medium enterprises (SMEs) as a catalyst for employment generation and wealth creation in Nigeria. 2nd International conference on management, economics and finance (2nd ICMEF 2013) proceeding. Obamuyi, T. M. (2010). Firms’ performance and lending constraints in Nigeria. Journal of Entrepreneurship, 19(2), 179-190.
Ogundele, O.J, Hassan, A.R & OKafor, E.E. (2007). A people change approach to self - actaulisation and substainability. Journal of Research in National Development, 5(2),74 – 86.
Okpara, J. O. (2009). Strategic choices, export orientation and export performance of SMEs in Nigeria. Management Decision, 47(8), 1281–1299.
Okpara, J. O. (2011). Factors constraining the growth and survival of SMEs in Nigeria: Implications for poverty alleviation. Management Research Review,34(2), 156-171. Punch New Paper. (2016). Creating wealth through small and medium enterprises. http://www.vanguardngr.com/2016/02/alake-blames-economic-down-turn-on-collapse-of-smes/ Ranft, A. L., & Lord, M. D. (2002). Acquiring new technologies and capabilities: A grounded model of acquisition implementation. Organization science, 13(4), 420-441.
Rocha, E. A. G. (2012). The impact of the business environment on theSsize of the micro, small andMmedium enterprise sector; PreliminaryFfindings from a cross-country comparison. Procedia Economics and Finance, 4, 335–349.
Rynes, S.L., & Barber, A.E. (1990). Applicant attraction strategies: An organizational perspective. Academy of Management Review, Vol. 15 No. 2, pp. 286-310.
Rynes, S.L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In Dunnette, M.D. and Hough, L. (Eds.). Handbook of Industrial and Organizational Psychology, Consulting Psychologists Press, Palo Alto, CA, pp. 339-444.
Sangeetha, (2010). Effective recruitment: A framework. The IUP Journal of Business Strategy,7(1),19-23.
Sekaran, U., & Bougie, R. (2013). Research methods for business: A skill-building approach. United Kingdom: John Willey & Sons Ltd.
Sels, L., De Winne, S., Delmotte, J., Maes, J., Faems, D., and Forrier, A. (2006). Linking HRM and small business performance: An examination of the impact of HRM intensity on the productivity and financial performance of small businesses. Small Business Economics, 26(1), 83-101.
SMEDAN, (2012). A collaboration between national bureau of statistics ( NBS) and the small and medium scale enterprise development of Nigeria (SMEDAN).
Suazo, M., Martínez, P., & Sandoval, R. (2009). Creating psychological and legal contracts through human resource practices: A signaling theory perspective. Human Resource Management Review, 19, 154–166.
Theriou, G. N., & Chatzoglou, P. D. (2008). Enhancing performance through best HRM practices, organizational learning and knowledge management: A conceptual framework. European Business Review, 20(3), 185-207.
Theriou, G., & Chatzoglou, P. (2014). The impact of best HRM practices on performance–identifying enabling factors. Employee Relations, 36(5), 535-561.
Truxillo, D. M., Steiner, D. D., & Gilliland, S. W. (2004). The importance of organizational justice in personnel selection: Defining when selection fairness really matters. International Journal of Selection and Assessment, 12(1‐2), 39-53. Ugheoke, S. O., Isa, M. F. M., & Noor, W. S. W. M. (2014). Assessing the impact of strategic human resource management on tangible performance: Evidence from Nigerian SMEs.
Van Hoye, G., & Lievens, F. (2007). Investigating web-based recruitment sources: Employee testimonials versus word-of mouth . International Journal of Selection and Assessment, 15, 372–382.
Wang, Q., Hackett, R. D., Cui, X., & Zhang, Y. (2012). Cultural differences and applicants' procedural fairness perceptions: A test of a Chinese culture-based model. Chinese Management Studies, 6(2), 350-368.
Zheng, C., Morrison, M., & O'Neill, G. (2006). An empirical study of high performance HRM practices in Chinese SMEs. The International Journal of Human Resource Management, 17(10), 1772-1803.
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
Disclaimer
Global Business Management Review (GBMR) has taken all reasonable measures to ensure that material contained in this website is the original work of the author(s). However, the Journal gives no warranty and accepts no responsibility for the accuracy or the completeness of the material; no reliance should be made by any user on the material. The user should check with the authors for confirmation.
Articles published in the Global Business Management Review (GBMR) do not represent the views held by the editors and members of the editorial board. Authors are responsible for all aspects of their articles except the editorial screen design.
Submission of an article is done with the understanding that the article has not been published before (except in the form of an abstract or as part of a published lecture, or thesis) that it is not under consideration for publication somewhere else; that if and when the article is accepted for publication, the author's consent to automatic transfer of the copyright to the publisher.