INCREASING ORGANIZATIONAL EFFICIENCY THROUGH STRATEGIC HUMAN RESOURCE MANAGEMENT
DOI:
https://doi.org/10.5281/zenodo.17427571Keywords:
Human Resource Management, organizational efficiency, strategic HRM, training and development, performance evaluation, employee engagement, talent management, workforce planning, human capital.Abstract
This thesis explores the field of Human Resource Management (HRM) as a crucial aspect of organizational
success. Through an in-depth study of various theories, practices, and methodologies, it highlights the multifaceted role
of HRM in maximizing employee potential, fostering innovation, and ensuring sustainable growth.
References
Armstrong, M. (2014). Armstrong’s handbook of human resource management practice (13th ed.).
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for SHRM. Journal of Management.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate
financial performance. Academy of Management Journal.
Collings, D. G., & Mellahi, K. (2009). Strategic Talent Management: a review and research agenda. International journal
of human resource management.
Berdimurodov, O. (2020). Performance appraisal systems in uzbekistan: Challenges and Trends.
Schuler, R. S., & Jackson, S. E. (2007). Strategic human resource management: A Reader. Wiley-Blackwell.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: gaining a competitive
advantage (10th ed.). Mcgraw-hill education.
Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management.
Kaufman, B. E. (2015). Theoretical perspectives on work and the employment relationship (6th ed.).
Ulrich, D. (1997). Human resource champions: The Next agenda for adding value and delivering results. Harvard
Business Press.
