Relationships between implementation of TQM, JIT, and TPM and manufacturing performance

Research on Total Quality Management (TQM), Just-in-Time (JIT) and Total Productive Maintenance (TPM) generally investigates the implementation and impact of these manufacturing programs in isolation. However, many researchers believe and argue conceptually the value of understanding the joint implementation and effect of manufacturing programs. This study investigates the practices of the three programs simultaneously. We find that there is evidence supporting the compatibility of the practices in these programs and that manufacturing performance is associated with the level of implementation of both socially- and technically-oriented practices of the three programs.     

Effects of HRM practices,lean production practices and lean duration on performance

Abstract

The purpose of this research is to investigate the structural relationships between HRM practices, lean production practices, operational performance and firm performance of manufacturing firms that have implemented lean production. The data were collected from the firms operating in Sri Lanka, which fulfilled the selection criteria set for the study. Statistical techniques were used to test the hypothesized relationships. It was found that lean production practices and operational performance mediate the relationship between HRM practices and firm performance; lean duration moderates the relationship between HRM practices and lean production practices in such a way that the longer the duration, the greater would be the adoption of lean production practices. The essential contribution of the findings lie in presenting empirical data valuable for the advancement of research in HRM as well as for making decisions on people management when implementing advanced manufacturing technologies.     

Human resource management systems,employee well-being,and firm performance from the mutual gains and critical perspectives: The well-being paradox

In this study, we explored the additive, interactive, and nonlinear relationships among human resource management (HRM) systems, employee well-being, and firm performance. Based on a sample of 14,384 employees nested within 1,347 firms, we obtained three main findings. First, HRM systems yield a performance effect that exceeds the effect of single practice, suggesting positive synergies among HRM practices. Second, the opportunity bundle has a positive impact on firm performance, but when integrating it with skills and motivation bundles, the result becomes negative, indicating dis-synergy of interactions among HRM bundles. Third, at moderate levels of adoption, HRM practices are positively correlated with employee well-being and higher levels of commitment, job satisfaction, and management relations, as well as lower levels of anxiety. However, at high levels, the relationship is less positive and even turns negative with lower levels of job satisfaction and management relations. To close, we present research implications and future directions after discussing our results.     

Top-down Production Management: A Recent Trend in the Japanese Productivity-enhancement Movement

It is well known that many of the manufacturing practices advanced in Japan in the 1970s and 1980s emphasize bottom-up decision processes characterized by teams, the empowerment of multi-skilled workers on the shopfloor, demand-pull and horizontal decision mechanisms. These practices include Just-in-Time (JIT) and quality management practices such as quality circles (QC) and total quality management (TQM). While these practices continue to be effective under appropriate circumstances, the drastic appreciation of the Japanese yen that has taken place since the mid-1980s and the prolonged recession following the burst of the bubble have forced many Japanese manufacturers to adopt new methods to improve their production efficiency. In this paper we discuss one of such methods called Total Productivity Management (TPM). Unlike JIT or TQM, implementing TPM requires a top-down approach. TPM provides direct connections between corporate-wide objectives such as the overall cost reduction and shopfloor practices. It is possible that TPM has contributed significantly to Japanese manufacturers' recent success in reducing their cost of operation. © 1997 John Wiley & Sons, Ltd.     

Trust as moderator in the relationship between HRM practices and employee attitudes

The study contributes to the debate in the HRM literature by examining the role of trust in management in moderating the effect of HRM practices on employee attitudes. The novelty of the study lies in our interest in assessing this relationship not only on a system of HR practices, but also considering whether the influence varies according to specific ‘bundles’ of practices. Adopting a Structural Equation Modelling approach, we first test the moderation using an HRM index of seven practices on a sample of 9,000 employees from 46 Italian organisations. Then, following the AMO approach, we assess the relationship on three ‘bundles’ of practices, one oriented to increasing ability, another motivation and the third opportunity to participate. Results confirm the moderation with the overall HRM index. Interestingly, the effect varies depending on the HR bundles, being significant only with the motivation practices and not relevant in the other two bundles.     

A meta‐analytic investigation of the relationship between HRM bundles and firm performance

Human resource management bundles consisting of multiple complementary practices are typically considered superior to individual best practices in influencing firm performance. This study investigates the relationship between three such bundles (empowerment, motivation, and skill‐enhancing) and business outcomes (retention, operating performance, financial performance, and overall performance ratings). A meta‐analysis of 239 effect sizes derived from 65 studies reveals that HRM bundles have significantly larger magnitudes of effects than their constituent individual practices, are positively related to business outcomes, and display effect sizes that are comparable to or larger than those of high‐performance work systems. These findings reaffirm the case for firm‐level investments in synergistic HRM combinations and highlight the importance of investing in complementary practices. © 2009 Wiley Periodicals, Inc.     

Managing temporary workers: work identity,diversity and operational HR choices

Strategic HRM theory argues that organisations should distinguish different types of employees according to their value and availability. We argue that this has resulted in an underestimation of the importance of specific HRM practices in relation to temporary employees. Building on theoretical work that discusses the employment relationship for temporary employees, the process of identification with the organisation and different ways of managing diversity, we distinguish three approaches to the operational management of temporary employees. We explore two cases that reflect opposite ends of the scale. They illustrate the value of the theoretical framework and substantiate the claim that, even after the strategic choice for a lean, distanced and uninvolved temporary ‘employment mode’ is made, different operational HRM practices lead to differences in performance.     

Human resource management and firm performance in Europe through the lens of business systems: best fit,best practice or both?

This study uses the lens of Business Systems theory to explore the importance of geographic context on the link between human resource management and organizational performance. Basing the analysis on ‘HRM bundles of competitive advantage’, drawing evidence from a large-scale survey of European private sector businesses, and using multiple methodologies, we find three distinct geographic regions and 21 ‘HRM bundles of competitive advantage’. Of those bundles 10 were significantly related to performance in one or more regions. The results raise issues about the universal applicability of HRM-performance research and have implications for the standardization of HRM policies and practices within internationally operating organizations.     

Firms' human resource in information system and sustainable performance: does their organizational identity matter?

Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.     

Have the lecturers lost their voice? Involvement and participation in the devolved Further Education sector

One of the key principles underpinning Further Education (FE) college ‘incorporation’ was the notion that good management resides only in the private sector. Hence, if decision-making responsibility were decentralized to local levels, FE managers would have the freedom to experiment with practices borrowed from the private sector such as TQM and HRM. Examining the validity of this assertion, this paper explores: the extent to which participative management approaches (central to TQM and HRM) have been adopted in FE; the antecedents that explain the approach taken; and consequences of the emergent approach. In the event we found no evidence of participation beyond the perceptions of some members of the Senior Management Team (SMT). While obstacles to a more participative approach included the stringent funding regime, work intensification, proletarianization, casualization, remoteness of the SMT and general management competence, role-overload at middle management level was found to be particularly influential. A non-participative management style was also seen as deleterious to the functioning of the college as senior managers were failing to draw on repositories of creativity and expertise lower down the organizational hierarchy.     

The effect of individual HR domains on financial performance: evidence from Belgian small businesses

The contribution of this study, which assesses the influence of HRM on financial performance, is fourfold. (1) We assess the relative contribution of different HR domains to organizational performance. By controlling for the overall HRM intensity in all analyses we try to meet one of the most striking shortcomings of ‘single HR practice research’, namely the neglect of the potential simultaneity that might exist with other HR practices. (2) By studying small Belgian companies, we focus on the importance of HRM for small business management. (3) Relying on bankruptcy prediction models, we optimize the conceptualization of financial performance. (4) Using structural equation modelling, we try to capture the mediating effect of operational performance on the relationship between HRM and financial performance. The analyses indicate mixed results for different HR domains with regard to their impact on operational and financial performance.     

“目标管理法”在医院人力资源管理中的应用

本文以南翔医院为例,分析了“目标管理法”在医院人力资源管理中的应用,共分为三个部分。第一部分提出了目标管理法所需要的一套可量化的绩效考核制度,并详细地分析了南翔医院所采用的贡献值法。第二部分阐述了人力资源管理中需要将分配制度与绩效考核紧密结合,并提供了方法。而在第三部分中则提出了医院在实行人事制度改革的同时不能忽视员工的培训,建立学习型医院。     

Strong HRM processes and line managers' effective HRM implementation: a balanced view

Exploring a unitarist and pluralist Human Resource Management (HRM) perspective, we propose a more nuanced view on Bowen and Ostroff's (2004) concept of strong HRM processes. More specifically, we investigate whether strong HRM processes contribute positively or negatively to line managers' effective HRM implementation. The results of a multi‐level model with data from 125 line managers and 899 employees of five organisations show a complex picture. In line with unitarist thinking, we find a positive indirect effect of strong HRM processes on HRM implementation effectiveness via line managers' ability. In accordance with pluralist thinking, we find a negative direct relationship between strong HRM processes and HRM implementation effectiveness. We discuss the tensions in HRM that might explain these ambiguous findings.     

Agile manufacturing: Relation to JIT, operational performance and firm performance

A structural model incorporating agile manufacturing as the focal construct is theorized and tested. The model includes the primary components of JIT (JIT-purchasing and JIT-production) as antecedents and operational performance and firm performance as consequences to agile manufacturing. Using data collected from production and operations managers working for large U.S. manufacturers, the model is assessed following a structural equation modeling methodology. The results indicate that JIT-purchasing has a direct positive relationship with agile manufacturing while the positive relationship between JIT-production and agile manufacturing is mediated by JIT-purchasing. The results also indicate that agile manufacturing has a direct positive relationship with the operational performance of the firm, that the operational performance of the firm has a direct positive relationship with the marketing performance of the firm, and that the positive relationship between the operational performance of the firm and the financial performance of the firm is mediated by the marketing performance of the firm.     

Bundles of HRM practices and performance: empirical evidence from a Latin American context

This article examines the extent to which the configuration of HRM practices in bundles and the interactions among them have a significant impact on manufacturing outcomes. Using a unique data set from a survey of a representative sample of the whole Uruguayan manufacturing industry, several hypotheses related to interactions between ability–motivation–opportunity bundles of HRM practices are tested. Analysis of 150 manufacturing plants partially highlights the existence of hierarchy between bundles, being the bundle of motivation‐enhancing HRM practices the most important to explain the enhanced manufacturing outcomes. Based on this bundle of practices, synergistic interactions with both ability and opportunity bundles of HRM practices were observed to explain different performance measures.     

The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification

Based on insights from social exchange and social identity theories, this paper examines the influence of three dimensions of socially responsible human resource management (SR-HRM), namely legal compliance HRM, employee-oriented HRM and general CSR facilitation HRM, on employees' organizational citizenship behaviour (OCB). Structural equation modelling of dyadic data collected from Chinese employees and their direct supervisors in three phases revealed that whilst organizational identification fully mediated the relationship between employee-oriented HRM and employee OCB, general CSR facilitation HRM had a direct effect on employee OCB. In contrast, legal compliance HRM neither influenced employee OCB directly, nor indirectly through organizational identification. The findings highlight the important but complex role played by SR-HRM in eliciting positive employee work outcomes, and contribute to our knowledge of the mechanisms underlying this relationship.     

Comparative study on the relationship between just-in-time production practices and operational performance in manufacturing plants

This study analyzes the differences in approaching JIT production across countries in order to identify alternative paths to high manufacturing performance. We applied ANOVA and regression techniques to the database of High Performance Manufacturing Project to examine the similarities and differences across countries in JIT implementation and the effect of JIT production practices on operational performance. The results indicated that JIT production practices were implemented in different ways across the countries. We found that the relationship between JIT production practices and plant performance is contingent on the national context and infrastructure practices in quality and workforce management. JIT delivery by suppliers, JIT layout, and setup time reduction were found to be the most effective approaches to improve cost, delivery, and flexibility. This study highlights the important role of shop-floor communication and information sharing, which should be focused for maximizing the benefits of JIT implementation.     

Operational,organizational, and human resource factors predictive of customer perceptions of service quality

The overall objective of this study was to examine the relationship between total quality management (TQM) factors and business unit performance as measured by customer perceptions of service quality. Data were collected from 26 business units of larger service organizations. Analyses confirmed our hypotheses that customer perceptions would be a function of a combination of operational, organizational, and human resource factors that have been associated with TQM.     

Commitment to total quality management: Is there a relationship with firm performance?

Much has been written about Total Quality Management (TQM) but, to date, there has been relatively little empirical investigation. Therefore, this work addresses the overarching question of whether or not TQM measurably improves firm performance. For a sample of sixty firms, that have demonstrated a commitment to TQM for a period of at least five years, we find that the strategy is associated with superior stock-market performance (on a market- and risk-adjusted basis) and improved profit margins.     

基于知识的人力资源管理模式初探

在综合评述知识管理与人力资源管理理论研究状况基础上,从知识的含义、分类入手,结合人力资源管理自身特点,构造出以企业知识和个体知识为基础的人力资源管理新模式,并从设计理念、运作机制及组成体系三方面分别进行了阐述,对人力资源规划、招聘与配置、培训与开发、薪酬管理、绩效管理、企业文化等五方面的管理措施进行了较为详细的说明。