Impact Of HRM Practices Research Articles

A Study on Impact of HRM Practices on Job Satisfaction, Professional Development & Performance of Teaching Faculties in NAAC ‘A’ Grade HEIs in Karnataka

A Study on Impact of HRM Practices on Job Satisfaction, Professional Development & Performance of Teaching Faculties in NAAC ‘A’ Grade HEIs in Karnataka

Impact Of HRM Practices On Employees’ Turnover Intention: The Mediating Role Of Affective Commitment.

Impact Of HRM Practices On Employees’ Turnover Intention: The Mediating Role Of Affective Commitment.

INFLUENCE OF HUMAN RESOURCE MANAGMENENT STRATEGIES IN CONSTRUCTION PROJECTS

In the dynamic landscape of project management understanding the significant relationship between human resource management functions and project health has become an essential aspect. This research has invested in a primary quantitative investigation focused on the INDIAN construction sector through which the relationship between human resource management functions and project health would be analysed and their contribution to enhancing project success rate would also be evaluated. With the growing emphasis on efficient resource utilisation and project Optimisation, the study would help into the impact of HRM practices on project teams. Scrutinisation of HRM Strategies and their Correlation with Project Success, this research has aimed at offering significant insights that can revolutionise HRM approaches within the construction sector that can ultimately enhance project health and ensure high success rates in INDIAN construction projects.

Impact of HRM Practices on Employee Retention: Moderating Role of Job Satisfaction

This study aims to explore the impact of compensation, training, and development (T&D), and working conditions on employee retention within the manufacturing sector of Pakistan, with a specific focus on the mediating role of job satisfaction. Employing a convenience sampling strategy, the research collected data from 382 employees across various manufacturing firms in Pakistan. Structural Equation Modeling (SEM) was conducted using Smart PLS software to analyze the data and test the proposed hypotheses. The findings of the study reveal that compensation, training and development, and working conditions have a direct and positive impact on employee retention. Moreover, the results highlight the significant mediating role of job satisfaction in the relationship between these organizational factors and employee retention. All direct and indirect hypotheses proposed in the study were accepted, confirming the mediating influence of job satisfaction and underscoring its critical role in enhancing employee retention within the manufacturing sector. While the study provides valuable insights, its reliance on convenience sampling and the focus on the manufacturing sector of Pakistan may limit the generalizability of the findings. Future research could employ a more diverse sampling strategy and explore other sectors to validate and extend the study's findings. The study offers practical guidance for industry practitioners and decision-makers, emphasizing the importance of fair compensation, effective training and development programs, and favorable working conditions in fostering job satisfaction and enhancing employee retention. Organizations are encouraged to adopt holistic approaches that consider these factors to nurture a satisfied and committed workforce. This research contributes to the existing literature by providing empirical evidence of the direct effects of compensation, training and development, and working conditions on employee retention, as well as the mediating role of job satisfaction, within the context of the manufacturing sector in Pakistan. The study's findings offer a nuanced understanding of the dynamics involved in employee retention strategies, serving as a valuable resource for both academic researchers and industry practitioners.

Impact of HRM Practices on Job Satisfaction, Evidence from Private Universities of Pakistan Author's Details

Impact of HRM Practices on Job Satisfaction, Evidence from Private Universities of Pakistan Author's Details

The Impact of HRM Practices on the Employee Retention in the Jordanian Plastic and Rubber Sector

The Impact of HRM Practices on the Employee Retention in the Jordanian Plastic and Rubber Sector

Case Studies on Impact of HRM Practices on Organizational Performance in Educational Institutes

Abstract : Objective : The study is to address the human resource practices and their direct impact on organizational performance at educational institutes. Methods : This case study was undertaken over six months through a series of visits to the different sites (n=45) in Odisha, India, and a structured questionnaire to assess the whole process of this research. Results : The maximum correlation (r =0.727) has existed between performance appraisal and organizational performance. The highest positive correlation value between performance appraisal and organizational performance in the correlation matrix clarifies that the authorities are required to focus on performance appraisal for fabulous organizational performance. Keywords: Organizational Performance, HRM, Performance Appraisal, Training, and Development

Impact of HRM practices on employee productivity in times of COVID-19 pandemic

The purpose of this paper is to investigate the role of various human resource management practices in contributing to employee productivity in remote work environment during the lockdown restrictions imposed because of COVID-19 pandemic. In order to achieve the objectives of our research, we have used descriptive research design and have used a survey method to collect responses of salaried employees working from home during lockdown period. The results of the study suggest that the human resource practices relating to job description, training and development, job security, equal opportunity, performance linked compensation, competence linked compensation, employee welfare all together had a significant positive effect on the maintenance and enhancement of the employee productivity. It helps the organisations to promote healthy communication, participative decision making and strategic planning for current and future growth.

A Study on Impact of HRM Practices on Organizational Performancewith special reference to IT Companies in Hyderabad

The study explores the critical relationship between HRM practices and the performance oforganizations, with a specific focus on IT companies in Hyderabad. This research delves into thedynamic and competitive landscape of the IT sector and aims to shed light on how HRM strategiesimpact organizational success. Through an in-depth analysis of HRM practices such as recruitment,training, performance appraisal, and employee engagement, the study highlights their pivotal role inattracting and retaining top talent within IT firms. The research emphasizes the need for HRMpractices to align with the unique requirements of the IT industry, including technical skilldevelopment and adaptability. By investigating these aspects, the study provides valuable insightsfor IT companies in Hyderabad and similar tech hubs, offering actionable recommendations foroptimizing HRM strategies to ensure sustained organizational performance, growth, andcompetitiveness. A sample of 186 responses was gathered with the help of structured questionnairein few IT companies existing in Hyderabad. This study encapsulates the key objectives and findingsof the comprehensive study, making it a valuable resource for HR professionals and IT industrystakeholders seeking to enhance their understanding of the HRM-performance relationship.

Impact of HRM Practices on Organizational Performance and Growth with Reference to Pakistan Public and Private Banks

HRM practices play a vital role in organizational performance of banking sectors. The objective of this study is to determine how Human Resource Management processes have impacted the organizational performance of public and private banking industry in Pakistan, for that purpose, a public bank i.e. National bank of Pakistan (NBP), and a private bank, United Bank Limited (UBL) was selected. In the current company environment, HRM strategies are essential for two key reasons: talent cultivation and employee motivation. A questionnaire was used to collect quantitative data from both the banks, and the aim of the study was explanatory. The survey was completed by an estimated 270 employees from NBP and UBL from various divisions. The analysis was conducted using SPSS version 22, specifically the Regression and Correlation functions. According to the research, NBP and UBL, Karachi's hiring practices had no bearing on organizational performance. Other HRM strategies, like as training and development, performance evaluation, remuneration, and incentives and recognition, favorably influence organizational performance. According to researchers, the study's results are useful for public and private banking sectors of Pakistan. The results of this study may be beneficial not just to the participating banks, but also to other financial organizations.

Impact of HRM practices on employee engagement and employee performance with special reference to academicians and work professionals

The purpose of this study is to explore the employee performance factors which are highly influenced by HRM practices through different dimensions. Moreover, this study proposes a model in the area of human resource practices to be used for testing and improving the performance of employees in the universities. An integrated model was developed highlighting the relationship between the HRM practice variables (Training, R&D, and Performance Appraisal) and employee performance. 281 responses have been collected from various academicians and work professional working in universities. Partial least square (PLS) – Structural equation modeling (SEM) is implemented using Smart PLS 3.0 to validate the hypothesized relationship by evaluating the responses of employees working in the universities. The findings of this study demonstrate a strong relationship between HRM practices and employee performance in the universities and also can be used by managers and HR professionals for organizing exclusive relevant programs for improving employee's performance based on the dimensions used in this paper. The present study provides an empirical and theoretical explanation of different dimensions associated with HRM Practices and employee performance.

Impact of HRM Practices on Employee Productivity: A Study on the RMG Sector in Bangladesh

Impact of HRM Practices on Employee Productivity: A Study on the RMG Sector in Bangladesh

The impact of HRM practices on organizational commitment and job satisfaction of civil servants in Hanoi

The study aims to analyze the impact of human resource management practices on organizational commitment and job satisfaction of civil servants in Hanoi. The data for the study were collected from a survey of 384 civil servants. The structural equation modeling was applied to evaluate the impact of human resource management practices on job satisfaction and three components of organizational commitment, which include affective commitment, continuance commitment, and normative commitment, as well as the relationship between these components with job satisfaction. The results show a positive relationship between human resource management practices and job satisfaction and three components of organizational commitment. Furthermore, three components of organizational commitment have a positive impact on the job satisfaction of civil servants. The result of the study suggests some significant implications for organizations in the public sector to increase organizational commitment and job satisfaction of their officers.

Impact of HRM Practices on Employee Performance in Public Service Organizations in Ethiopia

Impact of HRM Practices on Employee Performance in Public Service Organizations in Ethiopia

The Influence Of Hrm Practices On Job Satisfaction - The Mediating Role Of Organizational Commitment: Case Of Federal Authority For Identity And Citizenship (ICA) UAE

The impact of HRM practices on employee satisfaction has been a leading area of research in the developed world for many years, while organizational commitment has not been studies in government sector in Unite Arab Emirates (UAE).The aim of this study is to examine the mediation role of organizational commitment on the association between HRM practices and job satisfactionin Federal Authority for Identity and Citizenship (ICA) in UAE using quantitative methods. The result of this study showed a high degree of model fit between HRM practices, organizational commitment, and job satisfaction as well as organizational commitment partially mediates the relationship between HRM practice and job satisfaction. This result lead to a final conclusion that HRM practices, organizational commitment, and job satisfaction are fundamental variables to the success of public and private organizations. Various organizations can benefit from the outcome of this study by knowing the employees level of satisfaction. For the employees indirectly helps them to convey their expectations regard this project highlights the scope for future improvement in above requirements provided to the employees.

Impact of HRM practices on organisational commitment: evidence from school educators' in Indian context

The study measures the impact of selected HRM practices on organisational commitment among educators' based in Northern region of India. An online questionnaire was designed which was duly answered by 428 respondents of Northern India by applying Partial least squares Structural equation modelling (PLS-SEM) version 2.0. The study revealed that educators' gave highest preference to compensation and rewards (β = 0.409, p<0.000) followed by performance appraisal (β = 0.388, p<0.000) towards their organisational commitment levels and are not concerned by HR practices of employment security, training and development and recruitment and selection. The paper presents a very important insight for the administrators and HR experts in educational organisations to redefine their HR strategies so that higher levels of organisational commitment are achieved. The paper proposes a critical dimension of educators' working in school education level in Indian context and depicts reality of Indian education system based in the Northern region.

Impact of HRM Practices on Employee productivity in times of Covid19 pandemic

Impact of HRM Practices on Employee productivity in times of Covid19 pandemic

Impact of HRM practices on organisational commitment: evidence from school educators' in Indian context

Impact of HRM practices on organisational commitment: evidence from school educators' in Indian context

Impact of Human Resource Management Practices on Behavioural Outcomes of Financial Institutions of Nepal

This study is based on the impact of HRM practices on organizational performance in terms of behavioral outcomes of financial institutions of Nepal. The variables of HRM practices involve recruitment and selection, training and development, performance appraisal, career planning, compensation, employee participation, and job design whereas variable of behavioral outcomes involve motivation, cooperation, involvement and organizational citizenship. In this study, while analyzing the beta coefficient, it is found that job design sensitivity to organizational performance is high followed by employee participation and compensation system. But all other variables recruitment and selection training and development, and career planning have also positive impact on behaviour outcomes of organizational performance. However, recruitment and selection, training and development, and career planning have minimum impact on behaviour outcomes of organizational performance.

Assessing Construct Reliability of Human Resources Management Practices (HRM) and Employee Loyalty: A Preliminary Evidence from the Omani Logistic Sector

Purpose: In the past few years, industry sector highly dominated the Oman’s economy, as the logistics sector forms the backbone of it, which accounted for 56.6% of GDP in 2019. The logistic sector is expected to provide 80,000 jobs by 2020 and 300,000 by 2040. Review of past literature on issues related to HRM impact on employee loyalty particularly from the Omani logistic sector revealed limited outcome. This paper aims in assessing the construct reliability of human resources management practices (HRM) and employee loyalty as well as the impact of HRM practices on employee loyalty, as HRM practices include recognition, compensation, promotion, training, selective hiring, job rotation, and working environment.Method: To achieve this objective, a quantitative approach was adopted, as questionnaire was distributed to 52 employees who work in logistics sector in Oman as pilot study cohort. Data were analyzed by using SPSS. Items of the research constructs were measured for its reliability value.Results: The results showed that employee loyalty construct obtained the highest mean (3.891), while compensation construct obtained the lowest mean (3.281). In addition, the results showed that reliability statistics for research constructs and their paragraphs achieved high Cronbach alpha, thus met the minimum trajectory of reliability value. The results of regression analysis illustrated that HRM best practices (recognition, compensation, promotion, training, selective hiring, job rotation, and working environment) had a significant impact on employee loyalty.Implications: This paper is expected to be a reference for other studies in other sectors to assess the construct reliability on HRM practices variables as well as employee loyalty.