hello Mr yanney. i think you should  provid survey from employee and find main needs of them or you should ask qustions with fucos group.after that you can get some golds and criteria for measure HR.

Hi Reza,

Thanks for  the explanation,

John Parker 

Hello John,

You might find some of the literature on high performance work practices useful.  Here are some references for you:

Huselid, M. (1995) The impact of human resource management practices on turnover, productivity, and corporate financial performance, Academy of Management Journal, 38(3): 635.

Huselid's (1995) article had a huge impact on the field.  Anyone doing HR research should read it.  He discusses high=performance work practices (HPWP), a family of HRM practices that have since been found to positively affect firm performance.  Actually, you should probably just read a lot of Huselid's work in general.  He's on Research Gate here:

https://www.researchgate.net/profile/Mark_Huselid/publications?sorting=oldest

Combs, J., Liu, Y., Hall, A., and Ketchen, D. (2006). How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501-528.

Combs et al. (2006) did a very solid review and meta-analysis of the HPWP up to that point, so if you go with HPWP, you should read and cite this.

Asmawi, A., & Chew, K. W. (2016). High Performance Work Practices (HPWP) in Malaysian R&D Organizations. Journal of Advanced Management Science Vol, 4(6).

https://www.researchgate.net/publication/282643074_High_Performance_Work_Practices_HPWP_in_Malaysian_RD_Organizations

Asmawi and Chew's (2016) article is a nice current demonstration of how to do a study of the effects of HPWP on firm performance in a single country.  I think there is a need for more studies like this one (in other countries).

My own published research touches on HRM's effects on performance directly and indirectly:

Rothenberg, S., Hull, C. E., and Tang, Z. (Forthcoming). The impact of human resource management on corporate social performance strengths and concerns. Business & Society, 0007650315586594.

Tang, Z., Hull, C. E., and Rothenberg, S. (2012). How corporate social responsibility engagement strategy moderates the CSR–financial performance relationship. Journal of Management Studies, 49(7), 1274-1303.

Rothenberg, et al. (Forthcoming) found that HRM consistent with HPWP increases companies' corporate social responsibility (CSR) and reduces their corporate social irresponsibility (CSiR).  Tang et al. (2012) found that one of the most effect ways to increase the financial benefits of pursuing CSR is to engage in a strategy of strategic HRM, which as they define it is very close to HPWP.  Taken together, these articles indicate that HRM increases CSR *and* the financial benefits of CSR to the company.

I'm not sure that's useful to you (using CSR as a mediator might not fit your model), but that will also help you understand where I'm coming from when I recommend the other three articles.

Good luck!

--Clyde

Article High Performance Work Practices (HPWP) in Malaysian R&D Organizations