Annotated Bibliography: Human Resource Management In Transport Sector Essay.

Article1

This annotated bibliography has been prepared after identifying attraction and retention issues in public sector services in almost every country. Although every country had issues in public sector, but out of all transport sector seems to have additional difficulties as compared to wider labour market. I have read one general, one on UK, one on European, one on South Asia and one on Africa’s public sector journal article in which human resource practices and individual performance have affected transport sector to a great extent. This annotated bibliography analysis HRM impacts and benefits for bringing competitiveness of transport sector and discusses about views and researches made by various authors and researches.

Batarlien?, N., ?iži?nien?, K., Vai?i?t?, K., Šapalait?, I., & Jaraš?nien?, A. (2017). The Impact of Human Resource Management on the Competitiveness of Transport Companies. Department of Logistics and Transport Management, 187, 110-116.

Key words: human resources models, employee management, employee selection

This article examines impacts of human resource management while bringing competitiveness in transport companies. The literature review undertaken in this research discusses HRM, competitiveness through people management with application of scientific models and HR theories. This paper has undertaken case study of Lithuania public sector to find out how human resource department of the companies operates in transport sector in European regions.  Objectives behind preparing this paper were to provide with an empirical research regarding human resource management in transport sector to pursuit well established model for enhancing HRD in transport sector.  Apart from depicting HRM models and theories, this article methodology included surveys and interviews that are converted into graphical, and chart format. A set of questionnaires has been prepared and distributed among HR executives and personnel managers of transport companies that were randomly selected from online sources. Surveys were also made from respondents to get knowledge about what they seek from public transport service. This study also focussed on logistics supply that are significant for public companies seeking transportation of goods and raw materials. This article finds that impact of HRM strategy can obtain competitive advantage by establishing developed strategic objectives and people management principles in public sector companies ( Batarlien?, ?iži?nien?, Vai?i?t?, Šapalait?, & Jaraš?nien?, 2017).

While this study applies to public sector, the findings of this article will be used in my following assessments as this article showed a comprehensive approach towards HRM in transport sector through training and strategic implementation of HR models. This article’s practical work of interviews and surveys to find out performance analysis along with other significant matter will provide further scope for investigation on the chosen topic. This article will be used in my study of public sector transport industry by utilising planning and work force principles as mentioned in the article. Candidate selection, wage, employee education, recruitment, training and creation of safe work environment and other significant matters discussed in this paper along with showing few of the HR models like resource-based view will be used in my next assessment to make the paper more research oriented and based on theoretical model.

Article2

Blom, R., Kruyen, P. M., Heijden, B. I., & Thiel, S. V. (2018). One HRM Fits All? A Meta-Analysis of the Effects of HRM Practices in the Public, Semipublic, and Private Sector. Review of Public Personnel Administration, 1-33.

Key words: individual performance. HR practice, job design, public management, HR theory

This article examines public and semi-public companies that have borrowed human resource practices from private companies to enhance the work performance in public sector transport. However, many scholars argued that business practices outside private sectors are less effective due to sector-specific conditions. Based on theoretical model, authors applied ability-motivation-opportunity (AMO) model to perform three-stage meta-analysis for investigating difference in human resource practices in individual sector’s people. Besides, the difference between semi-public and public sectors are not conventional and therefore, the researchers have used many scholarly articles and sources to make further examination on the topic. To identify the effects and issues, the authors made a research of empirical studies including PsycINFO, business source, and web of sciences databases to make the research sound more like scientific and appropriate. The search strings that were researched were formed by coalescing key words related to HRM practices and people management like “HRM”, “HR practice” and “Human resource”. Other than these, series of data were collected in which authoritative sources like books and articles were used to make valid recommendation based on current trend in transport sector. The collected information and samplings are presented in flow charts and tables that can be studied to gain statistical information related to the study. In the end, the article discusses and summarises all the relevant information that has been discussed briefly in the article (Blom, Kruyen, Heijden, & Thiel, 2018).

The authors made an outstanding effort in translating graphical information in readable and capturing notes that can assist the readers for finding out current trend and HRM issues in public and semi-public transport sector. Since the goal of this research paper was to compare effectiveness of AMO model and strategic HRM practice, the authors made justice to meta-analysis methods in finding that, “variety in goal ambiguity, personnel constraints, and employee motivation would lead to lower effects of HRM practices in the public sector”. The study made in this article not only reflects significant differences but also the level of expectation that effects HRM practices in public sector and large private companies. Therefore, the findings of this article will be used in my further study in the topic as I have found many valuable information regarding current trend in transport sector, which will also help in analysing my sector in detailed manner.

Reference:

Omoke, V., Obioma, N., Yakubu-Wokili, H., & Asiegbu, B. (2015). Human Resources Challenges in Sustainable Transport Management in Nigeria. Journal Of Humanities And Social Science (IOSR-JHSS), 20(04), 110-114.

Key words: training and professionals, sustainability, human resource challenges, work culture

This article examines problems in sustainable transport system in African region, especially in Nigeria and finds out that human resource challenges are common ones among all issues. Transport sector in Nigeria faces many HR issues and challenges that have even scattered the efforts of channelizing sustainable transport system. This becomes major purpose behind preparing this research in which authors focus upon challenges and dimensions HR in transport companies have assumed by the society. This paper also discusses relationships between human resources and transport sustainability while bringing an effort to gear transport sustainability in African states. This research mainly used collection of secondary data like literature review, company reports, governmental reports and case studies. The basic goal behind preparing this paper is to provide with enhanced transport planning that secures acquired advantage and nature while providing people with necessary purpose. This article concludes with series of recommendation after analysing HR problems in African transport facility. Comprehensive training, restructuring of transport facility, building maintained culture are few of the recommendations provided in the report that can be used in enhancing HRM of public transport systems in every country (Omoke, Obioma, Yakubu-Wokili, & Asiegbu, 2015).

Article3

While this study is related to public sector, the finding and analysis made in this research paper will be used in my further assessment because the issues related to sustainability of transport industry, as mentioned above, is a common problem that needs to be sorted urgently. The reasons behind issues, as stated in the article are due to founders and builders of transport agencies who fails to understand the importance of strategic human resource management and its implementation in firm’s overall management system. Besides, most of the failed transport companies could be traced due to failure in human resource management that shows urgency in resolving traced issues to bring permanent solution for making systems more enhanced and sustainable. The findings of this article will be used in my future assessment as this paper has critically reviewed human resource challenges and issues in transport firms along with presenting enhanced ways for sustainable developments. Potential gaps like technological, political and environmental factors has also been considered while evaluating present challenges in public sector industry focussing majorly on my study that is based on HRM in transport industry.

Reference:

Podger, A. (2017). Enduring Challenges and New Developments in Public Human Resource Management. Review of Public Personnel Administration, 37(01), 108-128.

Key words: workforce trends, diversity, strategic HRM, employee motivation, leadership

This article focuses on Australia’s institutional arrangements regarding civil services operations and human resource management from over last 40 years. This article also compares with other Western countries and US human resource practices to find out challenges and issues related to administration and development in public sector management. The research questions put forward in this article are mainly focused on HRM practices in public transport companies. Researchers questions, whether public sector is able to meet desired quality or “has the point of diminishing returns been passed?” the article also tries to find out whether making partners with private sector provide help to public sector transport and what new obstacles are taking place in front of human resource managers. This article uses mixed methodology in which collection of primary and secondary data has been collected. Primary data includes interviews and surveys made of Australia public sector employees in regards to their PayScale, motivational factors, demographics and gender equality ratio. Secondary data used in the article comprised public transport reports and articles along with literature reviews and theoretical models. All the collected data has been transferred into graphical and numerical format to present the collected information in precise manner. The article finds that public sector has achieved considerable improvement especially in regards to women employees. But, serious issues related to workforce motivation, lack of professionalism and deficiency in human resource practices have wide scope for improvement in transport companies of public sector (Podger, 2017).

Since my study is related to public sector, the findings of this article are of great importance to me as this article recognises major suffering areas of public sector that requires immediate reformation. Australia’s public sector employees have changed dramatically in last few years that shows a need to implement training and enhanced recruitment policies just like private sector firms does. Moreover, the statistical information given in this article gives a strong evidence from study related to public sector that gives further scope of investigation on the topic.  This article also provides with a motive to solve research questions in the article especially the one in which author says, “What must it do to regain public confidence, and what will be the implications of future technological change?” Therefore, the findings of this article will be used in my next assessment to give considerable effort in articulating public sector value by promoting strong leadership and strategic HRM that moves in parallel to improved efficiency and effectiveness in HRM of transport industry.

Sumathi, N. (2014). Influences of HR Practices on Employees’ Retention in Surface Transportation Sector. International Journal of Human Resource Development, 08(01), 45-50.

Key words: employee retention, HR practice, work condition, people management, training

This article finds that transport industry has alarmingly changed in past few decades in many Australian and South Asian countries where logistics alone is likely to cross expected ratio in upcoming years. However, struggles and challenges identified in this industry remains similar to ones that are identified in above articles i.e. inadequate knowledge of human resource management especially in logistics and public transport management. The author mentions that the reason behind such inadequacy can be due to the lack of training programs and institutes related to study of transport industry that can train people about managing this sector efficiently. The study made by the author aims to analyse HR influence and organisational factors on employee retention in transport service sector. The research paper used mixed methodology in which literature and theoretical models were utilised along with surveys and questionnaire prepared for 650 respondents that consisted of low and middle level employees currently working in transport agencies. The study followed both descriptive as well as explorative nature of methodology, and sampling made the study more convenient. The article finds that employees major issues were regarding pay structure and remunerations along with deficiency in opportunities that made them switch their work from transport sector to other companies (Sumathi, 2014).

While this study applies to the public sector, its findings are useful in my study of transport sector as the article finds out significant issue behind losing talented staff and employee motivation in transport companies.  The recommendation made in the article for public sector transport companies to consider reformation in employee management policies through effective pay scale and introduction of training and appraisals that can help in retaining qualified staff in the long run. The findings of this article will be used to analyse my sector as the author have found the solution for solving HR problems that exists in organisational practices. Training and development, superior work culture, rewards, job security and reduction in absenteeism are few of the matters discussed in the paper that can enhance effectiveness of human resource management in transport sector along with creating healthy work culture and job satisfaction among employees.

References

Batarlien?, N., ?iži?nien?, K., Vai?i?t?, K., Šapalait?, I., & Jaraš?nien?, A. (2017). The Impact of Human Resource Management on the Competitiveness of Transport Companies. Department of Logistics and Transport Management, 187, 110-116.

Blom, R., Kruyen, P. M., Heijden, B. I., & Thiel, S. V. (2018). One HRM Fits All? A Meta-Analysis of the Effects of HRM Practices in the Public, Semipublic, and Private Sector. Review of Public Personnel Administration, 1-33.

Omoke, V., Obioma, N., Yakubu-Wokili, H., & Asiegbu, B. (2015). Human Resources Challenges in Sustainable Transport Management in Nigeria. Journal Of Humanities And Social Science (IOSR-JHSS), 20(04), 110-114.

Podger, A. (2017). Enduring Challenges and New Developments in Public Human Resource Management. Review of Public Personnel Administration, 37(01), 108-128.

Sumathi, N. (2014). Influences of HR Practices on Employees’ Retention in Surface Transportation Sector. International Journal of Human Resource Development, 08(01), 45-50.