HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE

Globalization - Education and Management Agendas, 2012

The aim of this study was to identify commonly HRM practices effect on Malaysian private companies' performance. We found support for the four HRM practices are found to be correlated with the business performance based on responses from 153 managers from Selangor based private firms in Malaysia. Regression results showed that training and development, team work, compensation/incentives, HR planning, performance appraisal, and employees security have positive and significant influence on business performance with the exception for compensation/incentives and employees security.

The purpose of this study is to examine the impact of human resource management practices on organizational performance. A total of 90 employees from public and private universities comprising of both academicians and supporting staff responded to the survey. The survey questionnaire had 49 items covering selected HRM practices and universities performance. The findings suggested that management might be able to increase the level of the commitment in the organization by improving satisfaction with compensation, policies, and work conditions. Companies should involve their employees as they are viewed as an indispensable source of competitive advantage. One way of increasing the job satisfaction at the workplace is expanding the interactions level with employees in staff meetings and rising guided discussions of topics related to these issues. Open communication or information sharing promote fast decision making. It will influence commitment and job satisfaction among employees. If the employees are well aware of the organization environment, their duties, and objectives, they can better perform their tasks, and it helps the organization to enhance their productivity. A highly committed and competent workforce allows companies are succeeding these strategies and gain a competitive advantage as long as these procedures are communicated and the workforce is involved in both the formulation and implementation phases.

The present study addressed the "impact of human resources management strategies on organizational performance " where has the objective of human resource management strategies and organizational performance being the growing attention to important topics and the relatively recent, which have a significant impact on the future of organizations in a rapidly changing competitive environment, human resources are one important source of competitive advantage. Objective of the study is to reveal the pattern of human resources management strategies in a sample of the study, and as if they were eligible for effective organizational performance and for this purpose formulated hypothesis major There is a impact with any significant positive relationship between two variables: human resources management strategies (selection& Recruitment, motivation, training and developing) and organizational performance. And for testing hypotheses study used descriptive analytical method and applied to a sample of managers and their assistants and heads of departments in Dr. Reddy's Laboratories Ltd . and data were collected by questionnaire, and field visits, personal interviews and some official documents to complete the study data. Was also used a number of statistical tools for data processing, including: arithmetic mean, percentage, for the purpose of sample description, to test hypotheses. The study found a set of conclusions and recommendations as follows: The study reveals that there is significant improvement in the performance of the employees' after appraisal. Show that the companies researched apply three strategies for the management of human resources, "the strategy of selecting and motivation strategy and training and development strategy and the recommendations was the management should also take proper care in handling dissatisfied employees, because they may create problems in the organization. And the organization should implement modern methods of performance appraisal such as performance management system (PMS).

International Journal of Mechanical and Production Engineering Research and Development, 2020

Human Resource Management (HRM) refers to employee behavior, performance and attitude practices, systems and policies. Training in terms of human capital requires the option of human resources criteria, selection, recruiting, preparation, compensation and evaluation, as well as employee relations, protection and health and justice. Efficient HR activity is an important source of competitive edge in organizations and has a significant connection to organization's success.The paper contains a study which examines the impact of various HRM practices on the performance of an organizations as well as on an individual. To execute the experiment employees of working in I.T companies were chosen from the city of Bengaluru. These respondents were given set of questionnaires in order to take their respective responses. After accumulating the data the results were analyzed and concluded that yes there is an interrelation between the factors of HRM and the performance of the organization.

The impact of human resource management methods on corporate success has been studied. Human resource management, corporate success, internal culture, and knowledge skills both have a direct relationship. Despite a wide body of literature on the relationship between HRM and efficiency, the precise existence of this relationship in the health-care field remains uncertain. This may be a challenge since HRM and its impact on results are both realistic and academically important. HRM activities, on the other hand, may influence employee morale by motivating them to work faster and smarter. Employee activity motivates and raises the morale of workers in a business. The Relationship Between Human Resource Management Practices and Organizational Performance in Titan Industries is examined in this paper.

CENTRAL ASIAN JOURNAL OF MATHEMATICAL THEORY AND COMPUTER SCIENCES, 2023

The purpose of this research is to educate government agencies on the importance of human resources. In the aftermath of numerous threats, the government did not have a concept of human resources management in the public sector due to inadequate relationships and coordinated operations between the public and private sectors. Managers rely on human resources professionals to aid in the formulation of organisational strategies, the design of operational procedures, the management of employee output, and other aspects of strategic management. Human resource management aids businesses in gaining long-term competitive advantages by boosting their efficiency and productivity. Human resource management acts as a bridge between workers and upper management, which in turn aids in the accomplishment of organisational goals. Human resource management's perspective and demise are also represented in this study's ongoing effort to explain them to the reader and categorise them. Managers, workers, and human resource management are all shown to have an impact on business results. The importance of human resource management to managerial success is well established. Finally, it demonstrates how organisations might promote greater understanding of HR issues.

The purpose of this study is to examine factors of human resource management practices affecting organizational performance. This study employed descriptive method in gathering, analyzing, interpreting, and presenting the information. The descriptive research design helped in identifying the strength of the relationship between factors of human resource management practices affecting organizational performance. Questionnaires were distributed to employees of Jakel Trading Company in Johor, Malaysia and of the total obtained, 139 responses were usable and analyzed. Inferential statistics were also performed for data analysis and presentation purposes. Correlations and frequencies were among the statistical measures used in this study. Based on the findings, all three hypotheses formed at the beginning of the study were supported. The results of multiple regression showed that staff training, performance appraisal and rewards, as well as recognition are all significant factors of human resource management practices affecting organizational performance. It was also found that staff training and recognition do affect the organizational performance as a whole. This study provides input to employers on how to reward and motivate their staff for better performance.