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HRM practices for staff career development: Their effect on employee performance.

Summary & Importance of the Topic:
In company governance a key ingredient affects all: People.
HR is now a partner of management driving business strategy.True talent and employee performance allow
businesses to stand apart.HR needs to attract and retain talent,motivate & manage career expectations &
development and tackle performance management.
Traditional approaches that support HR functions are Interpersonal Relationships,Formal Education, Job
Experiences, Assessment (Noe, et al., 2016).They are complemented by advancements in
IT(eHRMs),frameworks like Job Family Model along with cutting-edge concepts like growth/agile mindset or
using disruption as a force of change and improvement.
The Greek environment poses a challenge for HRM.The blend of self-employment,SMEs,extensive public sector
and MNCs create a domain where HRM practices for career development range from non-existence to
widespread acceptance.
An analysis of this environment will be performed in a questionnaire-based survey.Employees and executives
will be asked to respond on Career Development practices and their performance impact.Statistics will
investigate quantitative and qualitative aspects of the data.
Relevant literature on Greek Entrepreneurship as a whole and not only specific sectors is sparse.The aim is to
map HRM career development practices in Greek businesses,examine whether their adoption influences?to what
degree?employee performance,investigate trends and make suggestions on what practices suit which business
sectors best.

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