EXECUTIVE SUMMARY TEMPLATE - Article Example

Executive Summary Templates: Principals as Human Resource Agents EXECUTIVE SUMMARY TEMPLATE APA Article Citation Gardener, T. M., Wright, P. M., & Moynihan, L. M. (2011). The impact of Motivation, empowerment, and skill-enhancing practices on aggregate voluntary turnover: The mediating effect of collective Affective commitment. Personnel Psychology, 64(2), 315-350. Description of Article:This article enhances the study on universal HR management by evaluating combined dedication as an arbitrator of empowering, ability-promoting activities, collective unpaid turnover, and inspiration.

This article involves a study where 20 human resource principals and 1748 subordinates in different job groups were used as the participants.The results of the research identified that combined sentimental dedication autonomously arbitrates the negative associations between empowerment-promoting and inspiration practices and the overall intentional return. In addition, this article determines the different philosophy of four rivulets of study concerning collective commitment, HR activities and performances and the overall yield.

Key Ideas/Concepts:According to the results of the study, it is evident that human resource practices that promote employees’ skills, knowledge and aptitude are positively related to voluntary yield but are not interceded by joint sentimental dedication. Needless to say, this paper offers insights to principals and managers whose objective is to manage overall employee yield. It also offers principals and mangers the confrontations of structuring a group of endowed workers through the employment of creative employment and cultivating of workers’ readiness and aptitude to move across organizational limits.

This research offers support for the notion that investments in talents are portable. Considerably, the findings of the research offer a template for decreasing the heightened yield related to enhanced hiring and training ventures. Debatably, techniques that heighten the sentimental dedication of the crucial personnel may counteract the increased turnover from the employment of skill-promoting practices.Response/Recommendations for Practice:In organizations, the principals and managers should supplement the skill-promoting activities with motivation-promoting activities to diminish turnover and confine the performance advantages of a better labor force.

EXECUTIVE SUMMARY TEMPLATE 2APA Article CitationRenwick, D. (2003). HR managers: Guardians of employee wellbeing? Personnel Review, 32(3), 341-359. Description of Article:This article examines the responsibility of principals and managers in implementing a strategic role and decentralization of human resources tasks to the line among the workforce in organizations. This study involves 46 line managers drawn from three organizations in United Kingdom within a period of 2 years.The findings of the research identified employee well being as an imperative aspect in an organization and managers and principals in organizations should strive to preserve it.

Key Ideas/Concepts:In reference to the results of the study, mangers and principals are seen to engage in activities that enhance the well being of the employees. Employee well-being is an increasingly pertinent issue in the contemporary work places. Debatably, employee well-being is simply the employee’s personal happiness and feeling good, safely and healthily.Principals and mangers owe well-being and stress management matters to their employees. It is the duty of the principal or manager in an organization to safeguard and nurture the well being of the workers at work.

In essence, employee well-being is significant in performance, quality and productivity of the organization. In addition, the findings of the study identified that employee well-being plays an imperative role in life. When well-being is eroded, then the employees will be prone to both mental and physical diseases.Response/Recommendations for PracticeWhere the workplace culture in an organization promotes healthy competition between the employees and the manger, there can be a tolerable and acceptable stress.

Other times, there can be a sense of audacity and conceit in managing stress, where the pressure in competition is termed as thrilling and motivational. Therefore, comprehending the risks to employees in relation to stress and well-being is an increasingly significant responsibility that mangers and principals should consider in their organizations.ReferencesGardener, T. M., Wright, P. M., & Moynihan, L. M. (2011). The impact of Motivation, empowerment, and skill-enhancing practices on aggregate voluntary turnover: The mediating effect of collective Affective commitment.

Personnel Psychology, 64(2), 315-350. Renwick, D. (2003). HR amangers: Guardians of employee wellbeing? Personnel Review, 32(3), 341-359.