OPTIMIZING PERFORMANCE: THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN ENHANCING OPERATIONAL OUTCOMES WITHIN NGOS

Shantanu Paresh; Birjepatil Sangeeta

doi:10.29121/shodhkosh.v5.i1.2024.2029

Authors

Shantanu Paresh Pawar Research Scholar, MET's Institute of Management, Nashik, Savitribai Phule Pune University, Pune, India
Birjepatil Sangeeta Ajay Research Guide, MET's Institute of Management, Nashik, Savitribai Phule Pune University, Pune, India

DOI:

https://doi.org/10.29121/shodhkosh.v5.i1.2024.2029

Keywords:

Strategic Human Resource Management (SHRM), Non-government Organizations (NGOS), Operational Outcomes, Employee Satisfaction, Organizational Commitment

Abstract [English]

The impact of Strategic Human Resource Management (SHRM) practices on the operational results of Non-Governmental Organizations (NGOs) is investigated in this research paper. Optimizing performance via strategic HR management practices is essential since NGOs have particular problems in resource allocation and human capital management. Using a sample of 150 respondents from diverse NGOs, the study uses quantitative data analysis to evaluate the impact of SHRM on organizational commitment, employee happiness, and operational efficiency. The results show that implementing SHRM practices significantly improves operational outcomes, indicating that NGOs may increase their efficacy and sustainability by implementing strategic HR initiatives.

References

Anute N, Kabadi S, Ingale D (2019) A Study on Perception of Job Seekers about Digital Marketing Tools Used for Recruitment Process, International Journal of 360 Management Review, Vol. 07, Issue 01, ISSN: 2320-7132, Page no- 499-507.

Azeez Jason Kess-Momoh, S., Tula, B. G., Bello, G. B., Omotoye, G. B., & Daraojimba, A. I. (2024). Strategic human resource management in the 21st century: A review of trends and innovations. World Journal of Advanced Research and Reviews, 21(01), 746–757. DOI: https://doi.org/10.30574/wjarr.2024.21.1.0105

Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67. DOI: https://doi.org/10.1080/09585192.2017.1380063

Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and competitive advantage: Is the field going in circles? Human Resource Management Journal, 27(1), 1-21. DOI: https://doi.org/10.1111/1748-8583.12137

Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161-168. DOI: https://doi.org/10.1016/j.jwb.2009.09.012

Hameed, A., & Waheed, A. (2011). Employee development and its affect on employee performance: A conceptual framework. International Journal of Business and Social Science, 2(13), 224-229.

Harris, L. C., Tregidga, H., & Williamson, D. (2011). NGO responses to resource constraints: Strategic human resource management in action. Journal of Business Ethics, 104(1), 103-114.

Kaushiva, A. (2005). E-governance for good governance: The national e-governance action plan. Kurukshetra, March, 7-8.

Paauwe, J., & Boon, C. (2019). Strategic HRM: A critical review. Human Resource Management: An International Perspective, 45-66. DOI: https://doi.org/10.4324/9781315299556-3

Purce, J. (2014). The impact of corporate strategy on human resource management. New Zealand Journal of Employment Relations, 39(1), 20-33.

Ramadan, M. A., & Borgonovi, E. (2015). Performance measurement and management in non-government organizations. IOSR Journal of Business and Management, 17(2), 70-76.

Tessema, M., Craft, J., Subhani, S., & Tewold, S. (2015). Assessment of HR development and utilization: A conceptual framework. International Journal of Managerial Studies and Research, 3(3), 32-43.

Wadhera, R., & Raja, V. (2023). The future of work: Navigating HR challenges in the era of remote and hybrid workforces. Boletin de Literatura Oral - The Literary Journal, 10(1), 2922-2930.