Impact of Human Resource Management Practices on Job Satisfaction
- October 13, 2020
- Posted by: RSIS Team
- Categories: Computer Science and Engineering, IJRISS
International Journal of Research and Innovation in Social Science (IJRISS) | Volume IV, Issue IX, September 2020 | ISSN 2454–6186
Impact of Human Resource Management Practices on Job Satisfaction
S. Afrin Sulthana*1, Dr. S. Durga Rao2
*1 Research Scholar, College of Management, Computers and Commerce Studies (CMCCS), Sri Venkateswara University, Tirupati.
*2 Professor, College of Management, Computers and Commerce Studies (CMCCS),
Sri Venkateswara University, Tirupati.
Abstract:
This study aims to evaluate the human Resource Management Practices (HRMP) towards Employees’ Job Satisfaction and to analyze whether the Employees’ Perceptions towards organization act as a Mediator to maintain satisfaction among the employees. Therefore, this study could make a vital contribution to extract research in Management and Organization Behaviour. A theoretical framework was proposed within the guidelines of associative exploratory strategy with confirmatory modeling strategy.
Key Words: Human Resource Management Practices- Employees’ Job Satisfaction.
Introduction:
Human Resource Management Practices (HRMP) refers to the policies and actively involved in the integral management of employees, including Job Analysis, Recruitment, Selection, Orientation, Compensation, Performance Evaluation, Training, Development, and Industrial relations (Alicia Omer, Oct’2017) (Nieto, 2014). Gould-Williams and Davies (2005), defined that Human Resource Management Practices (HRMP) can be classified as Hard and Soft. Hard Practices are to Promote, Control, Supervision, and Constant Monitoring. Whereas soft Practices include Promote employee trust, Commitment, and affective ties with the Organization.
Human Resource Management Practices constitute the visible side of the organizational culture. These practices are measured as they are perceived by the employee, given that the current trend indicates that perceptions of the practices are more important than the written policies themselves. (Alfes et al. 2013). HRM Practices are considered as an essential element such as Training, Compensation, Working Environment and Employees’ Security that helps the employees as well as organizations to improve the performance and Productivity (Lee and Lee, 2007). Lee and Heard (2000), Proposed that Human Resource Management Practices are the Organization to maintain itself. It is an essential tool to change the Employee Attitude, Behaviour, and Job Satisfaction, the more important is an organizational Commitment.
