What are the HRM practices? how does this affect the performance and behavior of the employee?
HRM practices involve setting work expectations, monitoring employees’ performance, helping employees in improving their performance, appraising performance of employees, and rewarding good performance. HRM practices help employees and managers to improve the effectiveness of an organization. The HRM practices generally have a positive effect on organizational innovation. The HRM practices are different from HRM functions. The HRM practices are part of conceptual, implementation, and comprised of systems that follow the normal way of doing business.
HRM practices have a positive impact on employee’s performance. Proving training and appraising performance helps employees to feel supported by their organization, which leads to more workplace commitment. HRM practices through which employers motivate their employees to engage in discretionary behavior which ultimately contributes to the achievements of organizational goals. These practices improve the employee satisfaction level. HRM practices have been considered as a major tool to enhance employees’ behavior in order to enhance the performance level of employees. Practices of human resource management (HRM) revealed a significant positive relationship with job satisfaction, organizational commitment, organizational citizenship behavior, and employees’ perceived performance while they showed a negative relationship with employees’ turnover intention.
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