Problems of human resource management and their impact on organizational performance
Answers
Answer: See below For Answer
Explanation:
In any organization performance of organization is very important. The super objective of all organizations is to improve their performance. There may be three areas that create or to enhance the organizational performance: employee development of organization (EDO), compensation management of organization (CMO) and organizational citizenship behavior (OCB).
As the employee compensation, training and rewards have risen the performance of human resource managementresultsgenerallyraisesthe satisfactionand performance. There are three independent variables citizenship behavior, employee’s development, and compensation management and their combine effect on organizational performance.
General purpose of the study
In the light of above outline, the goal of this study is to test the effects of human resource management on performance of organizational within the telecom sector in Sargodha Pakistan.
Specific purpose
The sub goals included are as follow:
a) To examine the influence of compensation management on organizational performance.
b) The effect of employee development on performance of organization.
c) The impact of organizational citizenship behavior on organizational performance.
d) The purpose is to introduce the relationship of above these independent variables first time with dependent
e) Variable as organizational performance.
Literature Review
Employee development and organizational performance ,
Stiles and Kulvisaechana [6] observed the positive relationship between the human resource development and organizational performance according to the large and expand body of literature. Human Resource managementin an independent and intangible variable, market value depends on intangible variable. Shih, Chiang, and Hsu [7] observed that the part of framework of human resource development is retaining and recruiting theperfect employees. The cooperative goals of the organizations can be shared and applied through knowledge, employee’s capacity and competence hold by the organization through training and encouraging environment. Expansion in productivity and business performance expand the Future returns. Future returns depend on the employee’s skills and abilities. Hardre [8] study the impact of resourcing and growth on the employee’s attitude which include motivation, satisfaction and commitment. Personnel training and development and organizational development contribute to unleashing human expertise and to enhance performance [9]. Organizational performance and productivity is positively affiliated with comprehensive training activities [10]. The effectiveness and efficiency of public sector depends on the positive future oriented employee development [11]. The organizational performance depends on the training and development of human resource and the organization spends millions of money for this purpose. Organizational performance depends on the employee development because employee development enhances knowledge base of the organization [12].
There is a positive relationship between business performance and employee development. Performance management programs have impact on this relationship. Performance management programs include the incentives plans, feedback mechanism. This study suggests that low level of performance management programs and low employee development decrease the industrial performance [13]. The employee development depends on the two important measures, training and promotion. There is a significant relationship between investment in employee development and business performance. The factors effecting the employee development include the selection strategies, recruitment, evaluation of performance and planning procedure. There is an indirect relationship between employee development and organizational performance, relationship include the human resource practices [14].
The honest conversation regarding the employee development showed that there is the positive correlation with employee’s attitudes; employee attitude includes the goal commitment and job satisfaction.
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