Aguinis H., (2009). Performance Management. 2nd edition, India: Dorling Kindersley Pvt. Ltd.
American Public Human Services Association, (2009). Organizational Effectiveness Quick Guide
Armstrong M., (2006). Hand Book of Human Resource Management Practice.10th edition, London: Cambridge University Press.
Armstrong M.,Netherlands Vance R. J., (2006). Employee Engagement and Commitment; Armstrong M.,(2008). Strategic Human Resource Management: A Guide to Action, 4rdEdition. London and Philadelphia: Kogan-Page.
Anthony, W, Kacmar, K. and Perrewe, P. (2002). Human resourcesmanagement: A strategic approach (4th ed.). Harcourt College Publisher.
Ayanda O.J. and Sani A. D.(2010). Strategic Human Resource Management and Organizational
Effectiveness in the Public Sector: International Bulletin of Business Administration, ISSN: 1451-243X Issue 9
Bana, B. A. and McCourt, W. (November, 2007). Institutions and Governance: Public Staff
Balduck, A. L., &Buelens, M. (2008). A two-level competing values approach to measure nonprofit organizational effectiveness. Working Papers of Faculty of Economics and Business Administration, Ghent University, Belgium.
Barak, M., Maymon T., and Harel, G.(1999). Team Work in Modern Organizations: Implications
Beer M, Spector B, Lawrence P, Quinn Mills D and Walton, R (1984), Managing Human Assets, New York, The Free Press
Belcourt M. and McBey K. (2009). Strategic Human Resource Planning. 2nd edition: USA.
Bowen P and Ostroff C (2004), ‘Understanding HRM-firm performance linkages: the role of the “strength” of the HRM system’, Academy of Management Review, 29 (2)
Boxall, P.,Purcell, J. & Wright, P. (2007).The Oxford handbook of Human Resource
Management. Purcell, J. and Kinnie, N., HRM and Business Performance, (pp. 533-551).
Oxford University Press. Civil Service in Southern Regional Government (SNNPRG), The Hague,
Boxall, P.F, (1996). The strategic HRM debate and the resource-based view of the firm, Human Resource Management
Brewster et al. (2000). Contemporary Issues in Human Resource Management: Gaining a Competitive Advantage. Oxford University Press, Cape Town
Bryman, A. & Bell, E. (2007). Planning a research project andformulating research questions. In: Business Research Methods.New York. Oxford University Press. P. 75-92.
Budhwar, P. (2000). Strategic Integration and Devolvement of Human Resource Management in the UK Manufacturing Sector. British Journal of Management, 11(4): 285–302.
Budhwar, P. and Khatri, N. (2001). HRM in Context: Applicability of HRM Models in India. International Journal of Cross Cultural Management, 1(3): 333–56.
Beardwell, J., & Thompson, A (2014). Human Resource Mangement. A Contemporary
Approach (7th ed.). Edinburgh: Pearson Education Limited.
Buyens, D., and A. De Vos (1999). The Added Value of the HR Department. In International HRM: Contemporary Issues in Europe, (Eds) Chris Brewster and Hillary Harris, 31 –47, London and New York, Routledge.
Cameron, K. S., and Whetten, D. A. (1983) Organizational Effectiveness: A Comparison of Multiple Models. New York: Academic Press. In Smith and Hitt, (Edt) (2005). Great Minds in Cania, L. (2014). The Impact of Strategic Human Resource Management on Organizational Performance. Economical: Seria Management 17(2), 373-383
Cheddie, M. (2001). How to Become a Strategic Partner? HR Focus, 78(8): 1–14. In A Cunningham, J. B., and Deborah, Y. A. (1995). Skills for Managing Human Resources in a Complex Environment: The Perceptions of Human Resource Managers in Singapore.
International Journal of Human Resource Management 6(1): 79–101 Cronbach, L. J (2004), My Current Thoughts onCoefficient Alpha and Successor Procedures.
Educational and Psychological Measurement, vol. 64,Pp. 391-418
Delery. J.E. and Doty. H.D. (1996) ‘Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance predictions’. Academy of Management Journal. 39(4): 802-35.development as determinants of HR effectiveness and refinery performance. In: Human Resource.
Dimba B., and K‘Obonyo P. (2009, July). The Effect of Strategic Human Resource Management Practices on Performance of Manufacturing Multinational Companies in Kenya: Proceedings of the International Conference on Human Capital Management in University of Nairobi.
Dinberu, G. (2014). Assessment of Strategic Management Practices and Implementation: In The Case of Nib International Bank Darwish, Tamer K and Singh, Satwinder and Mohamed, A Fattaah (2013) The Role of Strategic HR Practices in Organizational Effectiveness: AnEmpirical Investigation in the Country of Jordan. International Journal ofHuman Resource Management, 24 (17). pp. 3343-3362.
FelistusHildahMakhamara (2017), Influence of Strategic Human Resource Management for Technological Education. International Journal of Technology and Design for Teams: Organizational effectiveness department; Washington, DC 20036.
Fombrun CJ, Tichy NM, Devanna MA, eds. 1984. Strategic Human Resource Management. New York:Wiley
Foulkes FK. 1975. The expanding role of the personnel function. Harvard Bus. Rev. 53(2):71–84
Glunk, U., &Wilderom, C. P. M. (1996). Organizational Effectiveness Corporate Performance Gardener et al., 2011). The impact of motivation, empowerment, and skillenhancingpractices on aggregate voluntary turnover: the mediating effect of collective affective commitment.
Greer C.R. (2001). Strategic Human resource management: A general Managerial Approach; 2nd edition, Singapore: Pearson education.
Greer C.R. (2001). Strategic Human resource management: a general Managerial Approach; 2nd human Resource Management: A Guide to Action, 4rdEdition. London and London
and Philadelphia: Kogan-Page. London: Cambridge University Press.
Guest, D. E. (1987). Human Resource Management and Industrial Relations. Journal of Management Studies, 24 (5), 503-521.
Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21 (1), 3-13.
Guilford and Flrucher (1973). Fundamental Statistics in Psychology Education, New York: McGraw- Hill.
Haftu W. (2013) Strategic Human Resource Management Organizational Effectiveness; the case ofEthioTelcom.
Hendry, C., & Pettigrew, A. (1990). Human resource management: An agenda for the 1990s. International Journal of Human Resource Management, 1, 17-43.
Huselid M A (1995), ‘The impact of human resource management practices on turnover, productivity and corporate financial performance’, Academy of Management Journal,38 (3), pp 635-72
Katou, A., &Budhwar, P. (2007). The Effects of Human Resource Management Policies.
Katou, A.A., and Budhwar, P.S. (2006), ‘Human Resource Management Systems and Organizational Performance: A test of a mediating model in the Greek manufacturing context’, The International Journal of Human Resource Management, 17, 1223-1253.
Khatri, N. (1999). Emerging Issues in Strategic HRM in Singapore. International Journal of Manpower, 20(8): 51–2.
Kothari, C.R. (2004). Research Methodology: Methods and Techniques, (2nd Ed.). New Dehli: New Age International Publishers Ltd.
Kaplan, R. S., & Norton, D. P. (1992). Putting the balanced scorecard to work. Harvard business review, 2nd ed.
Kaplan, R. S. and D.P. Norton (1992) The Balanced Scorecard: Measures that Drive
Performance,Harvard Business Review, (January-February): 71-79.
Kaplan, R.S. and D.P. Norton (2007). How to Implement a New Strategy without Disrupting?
Your Organization, Harvard Business Review (March): 100-109.
Jackson, S. E., Schuler, R. S., & Werner, S. 2009. Managing Human Resources (10ed.) Mason: Cengage.
Jules, Patria de Lancer and Marc Holzer (2001). Promoting the Utilization of Performance
Measures in Public Organizations: An Empirical Study of Factors Affecting Adoption andImplementation. Public Administration Review, 61 (6): 693 – 708.
Legge, K. (2005). Human Resource Management: Rhetorics and Realities. New York: Palgrave Macmillan
Locke, E.A., Alavi, M., Wagner III, J.A. (1997). Participation in decision making: An information exchange perspective.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategichuman
resource management: The evolution of the field. Human Resource Management Review, 19 (2), 64–85.
Luthans&Sommer, 2005). Theimpact of high performance work practice on industrial issues outcome journal of managerial issue.Vol.17. No3 pp327-345
Leibowitz, Z.B., Farren, C., Kaye, B.L. (1986). Designing Career Development Systems. San Francisco: Jossey-Bass Publishers.
Mabey C, Salaman G and Storey J (1998), Human Resource Management:A strategic introduction, Oxford, Blackwell.
Malik M. E., Ghafoor M. M. and Naseer S. (2011). Organizational Effectiveness: A Case Study of Telecommunication and Banking Sector of Pakistan, Far East Journal of Psychology and Business.Vol. 2 No 1, p: 38.Management, 37: 17-29.
Marier Janet H. (2012, May). Strategic Human Resource Management in Context: A Historical and Global Perspective. Unpublished manuscript, Albany—State University of New York.
Mathew, A.(2016). Contribution of SHRM towards Organizational Effectiveness- A Study with Reference to NGOs in Kerala. IRA-International Journal of Management & Social Sciences (ISSN 2455-2267), 5(1), 194-202 Memorandum; Vol. 715). Tilburg: Organization.
Miriam Njenga,( 2018) the influence of SHRMpractice on firm performance in Keniya .pp32-36
Miles, R., & Snow, C. (1978). Organizational Strategy, Structure, and Process. New York:McGraw-Hill
Milkovich, T. G., and Boudreau, W. J. (1998). Human Resource Management, 8th edition. Boston: Irwin.
Miller H., (2004). Quantifying and Fostering Organizational Effectiveness; unpublished manuscript, Herman Miller Inc.
Mittenthal R. A. (2002). Ten Keys to Successful Strategic Planning for Nonprofit and Foundation Leaders, briefing paper, TCC group
Murby, L., and Gould, S. (2005). Effective performance management with the Balanced Scorecard TechnicalReport. London: The Chartered Institute of Management Accountants
Mullins, L.J., Peacock, A. (1991). Managing through people: regulating the employment relationship. Administrator, 1, 32-35.
Noe R., J. Hollenbeck, B. Gerhart, and P. Wright (2007) Human Resources Management: Gaining a Competitive Advantage, 5thEdition, New York:Mc- Graw-Hill Co.
Okpara J.O. and Pamela W. (2008). HRM Practices in a Transition Economy: Challenges and Prospects. Management Research News, Vol. 31 (1): 57 – 76. needs of the business, Organizational Dynamics, 21 (1), pp 18–32.
Oladipo J. and S. Abdulkadir D., (2011). Strategic HRM and Organizational Performance in the Nigerian Manufacturing Sector: An Empirical Investigation. International Journal of Business and Management Vol. 6, No. 9. Philadelphia: Kogan-Page. p:54.
Ondrack, D A and Nininger, J R (1984) Human resourcestrategies: the corporate perspective, Business Quarterly,49(4), pp 101–09
Paul, A.K., &Anantharama, R.N. (2003). Impact of People Management Practices on organizational Performance: Analysis of a Causal Model, International Journal of Human Resource Management, 17(7), 1246-1266.
Pfeffer, J., (1998). Seven practices of successful organizations. California Management Review, 40(2), 96–124.
Sani A. D. (2010). Strategic Human Resource Management and Organizational Effectiveness in the Public Sector: International Bulletin of Business Administration, ISSN: 1451-243X Issue 9.
Schuler, R S (1992) Strategic Human Resource Management: linking people with the strategic Activities.
Schuler, R.S., and Jackson, S.E. (Eds) (1999). Strategic Human Resource Management, London: Blackwell Publishers Ltd.
Sani, (2011) the perspective of the employees towards the outcome and determines performance appraisal system; business and economics research journal UludagUniversity, Vol.2(3) pp.1-87
Singh, K. (2004). Impact of HR Practices On Perceived Firm Performance in India. Asia-Pacific Journal of Human Resources, 42 (3), 301-317.
Smith K. G. and Hitt M. A., (Edt) (2005). Great Minds in Management. The Process of Theory Development, New York: Oxford University press Inc.
Smith, J. B./Barclay, D. W. (1997): The effects of organizational differences and trust on the effectiveness of selling partner relationships. In: Journal of Marketing, 61: 3-21.
Smith,E.C(1982). Strategic business planning and human resource part one personal journal, 61(8:606-610)
Snell, S.A., & Dean, J. (1992). Integrated manufacturing and human resource management: A Human capital perspective. Academy of Management Journal, 35,467-504.
Som A. (2008). Innovative Human Resource management and corporate performance in the Context of Economic Liberalization in India. Thunderbird International Business Review, 49(2): 1-33.
Steen S., Noe R., Hollenbeck J., B. Gerhart, and P. Wright (2009). Human Resource Management, 2nd edition. Canada: McGraw-Hill Co TegeneAbebeDesta (2008). The Human Resource Management Function in Ethiopia Teo, S. (2002). Effectiveness of a Corporate HR Department in an Australian Public Sector Entity during Commercialization and Corporatization. International Journal of Human Resource Management, 13(1): 89–105to understanding, measuring and increasing engagement in your organization; SHRM Foundation ‘s Effective Practice Guidelines; USA. Alexandria, VA 22314.
Truss C, Mankin D and Kelliher C (2012), Strategic Human Resource Management, Oxford, Oxford University Press
Tyson S (1997), ‘Human resource strategy: a process for managing the contribution of HRM to organizational performance’, The International Journal of Human Resource Management,8(3), pp 277-90.
Thompson,A.A,and Strickland, A.I (2007) Crafting and Executing strategy texts and reading.15thed;New York: McGraw-HillI-Irwin
Vance R. J., (2006). Employee Engagement and Commitment; A guide to understanding, measuring and increasing engagement in your organization; SHRM Foundation ‘s
Effective Practice Guidelines; USA. Alexandria, VA 22314.
Verma, A. (1995). Employee Involvement in the Workplace
Waiganjo E. W., Mukulu E. and Kahiri J. (2012). Relationship between Strategic Human Resource Management and Firm Performance of Kenya ‘s Corporate Organizations. International Journal of Humanities and Social Science, 2(10): 68Why and How Two Research Traditions Need to be Merged. (FEW Research
Wright P, Dunford B, and Snell S (2001), ‘Human resources and the resource-based view of the firm’, Journal of Management, 27 (6), pp 701–21
Wright, P. M., and G. C. McMahan, (1999). Theoretical Perspectives for SHRM. In Strategic
Human Resource Management, (Eds.) R. Schuler and S. Jackson, 49–72. Oxford: Blackwell Publishers Ltd. The International Journal of Human Resource Management, 19 (7), 1278-1297
WubishetFikadu (2018), Assessment of Strategic Management Practices: The Case of Private Commercial Banks in Ethiopia.
Wright and McMahan.G.C: (2002) Theoretical perspective for strategic human resource management journal of management,18(2).295. Pers. Psychol. 64(2):315–50
Rothwell and Kazanas, (2003). Planning and Management Human Resource strategic for personal management 2nded.
Robbins, S. P. (2003).OrganizationalBehavior: Global and Southern African Perspectives. Pearson South Africa.
Struwig, F.W. & Stead, G.B. (2001) Planning, designing and reporting research. Cape Town: Pearson Education
Kuballa, J. (2007). Employee satisfaction-A precondition for economic success of service companies GRIN Verlag.
Schuler, R. S., & Jackson, S. E. 2007. Strategic human resource management: A reader (2 ed.). London: Blackwell.
Schuler, R.S. and Jackson, S.E. (1999), Strategic Human Resource Management, Schermerhorn, J. R., Hunt, J. G., Osborn, R. N., & Osborn, R. (2004). Core concepts of organizational behavior:John Wiley & Sons Inc.
| 
