The Impact of Human Resource Management on Awareness Employee and Organization

Abdul Basir Watanyar; Hanifullah Bashar; Nangyalai Ghorbandi

doi:10.55544/ijrah.4.4.18

Authors

Abdul Basir Watanyar Lecturer at Faculty of Economics, Jahan University, Kabul, AFGHANISTAN.
Hanifullah Bashar Lecturer at Faculty of Economic, Jahan University, Kabul, AFGHANISTAN.
Nangyalai Ghorbandi Lecturer at Faculty of Economics, Jahan University, Kabul, AFGHANISTAN.

DOI:

https://doi.org/10.55544/ijrah.4.4.18

Keywords:

Impact, Organizational Culture, Organizational Awareness, Organizational Capacity, Employee Awareness, Employee Capacity, Organizational Goals

Abstract

The study aims to investigate the impact of Human Resource Management (HRM) on employee awareness and organizational capacity within the Afghanistan International Bank (AIB). A positive workplace culture, characterized by clear and accurate communication, is essential for employees to perform their duties effectively. Misunderstandings and inefficiencies often arise from unclear communication and inadequate HRM practices. The primary research question guiding this study is: "What is the impact of HRM on employees' awareness and organizational capacity at AIB?" Sub-questions include: "How does HRM influence employee productivity?" and "What is the effect of HRM on employee efficiency?" The hypotheses posit that HRM positively impacts employee awareness, organizational capacity, productivity, and efficiency.

Methodologically, the study employs both primary and secondary data collection techniques. Primary data were gathered through the distribution of 50 questionnaires to AIB employees in Kabul, utilizing a Likert scale to measure responses. Secondary data were sourced from related articles, electronic websites, journals, and research reports. Random sampling techniques were used to select participants who were properly briefed on completing the questionnaires.

The findings indicate that HRM significantly enhances employee productivity, awareness, and organizational capacity at AIB. Additionally, HRM improves daily operational efficiency, customer service quality, and the effectiveness of information systems. By addressing previous organizational challenges, HRM enables employees to maximize the benefits from increased awareness and capacity, ultimately contributing to the bank's overall performance.

Downloads

Download data is not yet available.

Metrics

Metrics Loading ...

References

Armstrong, M., & Taylor, S. (2006). Human resource management practice (10th ed.). Distributed Computing. https://doi.org/10.1002/9781118802717

Anozie, O. P., & Nizam, I. (2016). Effects of Human Resource Management on Employees Awareness and Organization Capability. School of Accounting and Business Management, FTMS Global Malaysia, Cyberjaya.

Denney, S. (2019). Driving Change From the Bottom Up in a Top-Down Human Resource Management: Disruptive Innovation: One Organization's "Lessons Learned" in Gaining Stakeholder Acceptance. Nurse Leader, 17(4), 360–364.

Hale, A., & Borys, D. (2013). Working to rule or working safely? Part 2: The management of safety rules and procedures. Safety Science, 55, 222-231.

Hyungrae, J. (2012). The Study on the Influence of Entrepreneurial Orientation and Human Resource Management on Firm Awareness and Organization Capability. Global Business Administration Review, 9(4), 345–371.

Jaques, E. (1998). Requisite Organization: A Total System for Effective Managerial Organization and Managerial Leadership for the 21st Century (Rev. 2nd ed.). Arlington, VA: Cason Hall.

Jaques, E. (2017). Leadership and Organizational Values. In Requisite Organization: A Total System for Effective Managerial Organization and Managerial Leadership for the 21st Century (2nd ed.). Routledge.

Jamali, A., Lalzai, F., & Jamal, N. (2023). Marketing Constraints and Price Perspectives for Onion in Khost Province, Afghanistan. Journal for Research in Applied Sciences and Biotechnology, 2, 1-7.

Kim, S. F., & Merrilees, B. (1997). Influences of Strategic Approach and Cultural Disposition on Retailers' Perceptions of Personal Selling. Journal of Enterprising Human Resource Management, 05(3), 325–340.

Lucas, C., & Kline, T. (2008). Understanding the influence of human resource management and group dynamics on organizational change and learning. The Learning Organization, 15(3), 277–287.

Madan, M., & Jain, E. (2015). Impact of Human Resource Management & Climate on Managerial Effectiveness: An Empirical Study. Delhi Business Review, 16(2), 47–57.

Matkó, A., & Takács, T. (2017). Examination of the relationship between human resource management and Awareness and Organization Capability. University of Debrecen.

Nazneen, A. (2018). Impact of Employee Engagement and Human Resource Management in High Performing Accredited University of Saudi Arabia. International Journal of Accounting and Financial Reporting, 8(4), 180.

Sagiv, L., Schwartz, S. H., & Arieli, S. (2011). Personal Values, National Human Resource Management, and Organizations: Insights Applying the Schwartz Value Framework. In The Handbook of Human Resource Management and Climate (pp. 515–537). SAGE Publications, Inc.

Schein, E. H. (1990). Human Resource Management. American Psychologist, 45(2), 109–119.

Schrodt, P. (2002). The relationship between organizational identification and human resource management: Employee perceptions of human resource management and identification in a retail sales organization. Communication Studies, 53(2), 189–202.

https://www.achievers.com/blog/company-culture-5-traits-of-top-rated-workplaces/

https://www.hrhelpboard.com/hr-policies.htm