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International Journal of Innovation, Management and Technology,
Vol. 1, No. 2, June 2010
ISSN: 2010-
Human Resources Development Climate: An
Empirical Study1Dr. S. SaraswathiVII. CONCLUSION
Employees are the valuable assets of any organisation. The
present study is an attempt to contribute to a better
understanding of the HRD climate prevailing in software and
manufacturing organizations and to make a comparative
analysis to understand whether they have samedegree of
HRD climate or not. The general climate, HRD Mechanismsand OCTAPAC
culture are better in software organizationscompared to manufacturing. From the comparative analysis,
it is concluded that there is a significant difference in the
HRD climate of software and manufacturing organizations.
Based on the overall analysis it can be concluded that the
good HRD climate was prevalent in the organizations
surveyed. Thus, the extent of HRD climate prevailing in
both the organizations seems to be different. For
organizational and employees performance it is important to
focus on various aspects of the HRD climate prevalent in the
organization.
Journal of Economics and Behavioral StudiesVol. 2, No. 2, pp.41-49, Feb 2011Conceptual framework on the relationship between human resource
management practices, job satisfaction, and turnover
The commitment of any organizations and firms is to achievethe higher productivity whereby the employees asfunctioning organizational system. The idea that motivated
and committed workers are the essential condition foraccomplishing the organizational goal. The human resourcemanagement practicesor HRM practices have to be addressed in this position, in order to examine
the behavior and performance of the employees. This paper proposes that the
certain human resource management practices create the favorable approach
on the job satisfaction which will be explicated reversely on the turnover.
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Three main variables of HRM practices namely supervision, job training and
pay practices have play a crucial role to enhance job satisfaction of
employee. The strongly positive relationship between HRM practice and job
satisfaction provide a wisdom way on how an organization can motivate an
employee to work efficiently. In addition, the negative relationship of HRM
practice and turnover is clearly enlighten the important of providing a good
supervision, training, and pay practice in order to reduce turnover rates of
employees. Besides, job satisfaction is directly effect on turnover with
negative relationship. In other words, job satisfaction can reduce turnover of
employee when there is high job satisfaction, vice versa. Thus, the
organization needs to take a consideration about job satisfaction and apply
HRM practice in the workplace in order to reduce turnover and gain the
organization goals.