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A Development of Holistic People Management Model in Software Industries

Suwattana Thepachit, Preeda Attavinijtrakarn, Tadsanaporn Satpertpry

Abstract


The purposes of this research were 1) to study the identities or characteristics of personnel which required by software enterprises 2) to study the current state of the holistic people management model in software industry and 3) to develop a holistic people management model in software industry to move towards High Performance Organization (HPO). This research utilizes qualitative and quantitative mixed research methods. There are 3 steps in this research process; step 1: Study on the concepts and theories of Human Resource Management, Development Management Models, and High Performance Organization. Step 2: Study the identities or characteristics of personnel and the current situation of the holistic people management model with in-depth interview 9 experts. Step 3: Survey the opinions of 500 software employees, which were random sampling, by using the questionnaire as a research tool. Then analyzed the data by SPSS statistical program using Exploratory Factor Analysis and Confirmatory Factor Analysis techniques to developed a holistic people management model. The research found that: 1) The results of EFA found that the holistic people management model need has 3 main factors to move towards HPO: Factor 1: the identities or characteristics of personnel, there are 4 sub-factors: universal skills, knowledge and skills of software development, knowledge and skills of software utilization, and attributes of work collaboration. Factor 2: the people management in the current situation, there are 5 sub-factors: performance management, people development, retention, recruitment, and workforce planning. Factor 3: the holistic people management model, there are 6 subfactors: leadership, innovation, ICT for management, business performance management, people generations management, and organization management. 2) The results of CFA found that of the minimum discrepancy divided by its degrees of freedom was 5.011, Comparative-fit index was .933, and Root Mean Square Error of Approximation was .090. The Standardized Regression Weights ranged from .482 to .990, and p-value was .000 These results indicate that all factors of the holistic people management model in software industry to focus on HPO have goodness of fit with the empirical data at the .01 level of significance.

Keywords


Model Development; Human Resource Management; Holistic People Management; HPO

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