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Human is the primary source of a

Human Resource Management is considered an important organizational resource that helps an organization sustain its effective functioning. According to Lee and Heard (2000), this is a critical area that influences the attitude and behavior of a number of employees, such as the level of job satisfaction, intention to leave, and organizational commitment. It is also recommended by Pfeffer, (1998) that soft or high participation in personnel management is employee-based and that these methods include employment opportunities and commitment to decision-making; broad communication about the function and performance of the service to the employee; design training for employee skills and personal progress; Selective teamwork where ideas are shared and enthusiastic solutions stimulate reward systems that are equal to efforts; Reduction of status between management and employees is appreciated, regardless of their function.

According to Lawler (2005), our society has reached a new era in the relationship between organizations and their employees. In this new era, the human resource is the primary source of a company’s competitive advantage and the success and persistence of the organization depends on how employees are welcomed. Walton, 1985 stated that the relationship between employer and employee is associated with the “human” aspect in terms of human resources management and high commitment work practices towards human practice in the workplace. I work until today. It is assumed that human resource practices are closely related to job satisfaction. Because many academics and professionals believe that good HR practices result in a higher level of job satisfaction, ultimately improving the organization’s performance.

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Huselid (1995) also stated that the best areas of HR practice are recruitment and selection, social position, work design, training, participation, career enhancement, performance management, compensation employees and job security. And Buck and Watson (2002) pointed out that there are eight important HR management practices. These are compensation, participation, training and development, job security, management style, communications, decentralization and performance evaluation.

Based on the above-mentioned literature review, the study reflects the extent of the following human resource management practices that affect employee satisfaction with the organization, including recruitment and selection systems, compensation, training and development, professional growth, job security, job design and responsibilities, management style, work environment and reward and motivation.

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