Introduction
Over the years human resource practices have improved and are considered to be an important asset of the Organisational, they are the ones playing leading role in firms today (Ahmad & Schroeder, 2003: 20).Human resource management is a system that affects the attitude, performance and the behavior of the employee, the system is consisting of different practices and principles (Noe, Hollenbeck, Gerhart, and Wright, 2007). More specifically in human resource practices it includes the work evaluation, workforce education, recruitment and selection process, training them, rewarding them etc. (Yeganeh and Su, 2008).
Using the Human Resource Practices not only increases the overall employees performance and also decreases their absenteeism …show more content…
It is the positive attitude and state of the employee that results from the appraisal of one’s job (Haque and Taher, 2008). It has a great impact on the employee commitment, their working quality, their presentism and their complaints regarding the job (Byars and Rue, 1997; Moorhead and Griffin, 1999).
Human resource practices and job satisfaction are closely related to each other (Ting, 1997) as it is proven that productive and effective practices provides job satisfaction which will eventually increase their inner performance effecting the performance of the firm too (Appelbaum,Bailey, Berg and Kalleberg, 2000). Human resource practices have a positive effect on job satisfaction (Steijn, 2004). Increasing the workload on employees decreases their moral towards their work and has negative effect on their job satisfaction (Nolan et al., 1998). Karlıdağ et al. (2000) talks about in his research that the level of satisfaction also increases as the occupation level and the time period spent in that organization increases. Employees having experience of 1-5 years are considered to be the ones of lowest level of satisfaction than others (Yılmaz et al, 2008). The level of satisfaction of employees changes from time to time (Paşaoğlu, D., & Tonus, H. Z., …show more content…
Delaney and Huselid (1996: 949) found a positive relation between human resource pracices and commitment in form of training staff, staff selection and measuring their performance. Paul & Anantharaman (2004: 77) talks about different human resource practices like providing friendly working environment, different trainings, promotions and appraisal shows a positive relationship with organizational
Over the years human resource practices have improved and are considered to be an important asset of the Organisational, they are the ones playing leading role in firms today (Ahmad & Schroeder, 2003: 20).Human resource management is a system that affects the attitude, performance and the behavior of the employee, the system is consisting of different practices and principles (Noe, Hollenbeck, Gerhart, and Wright, 2007). More specifically in human resource practices it includes the work evaluation, workforce education, recruitment and selection process, training them, rewarding them etc. (Yeganeh and Su, 2008).
Using the Human Resource Practices not only increases the overall employees performance and also decreases their absenteeism …show more content…
It is the positive attitude and state of the employee that results from the appraisal of one’s job (Haque and Taher, 2008). It has a great impact on the employee commitment, their working quality, their presentism and their complaints regarding the job (Byars and Rue, 1997; Moorhead and Griffin, 1999).
Human resource practices and job satisfaction are closely related to each other (Ting, 1997) as it is proven that productive and effective practices provides job satisfaction which will eventually increase their inner performance effecting the performance of the firm too (Appelbaum,Bailey, Berg and Kalleberg, 2000). Human resource practices have a positive effect on job satisfaction (Steijn, 2004). Increasing the workload on employees decreases their moral towards their work and has negative effect on their job satisfaction (Nolan et al., 1998). Karlıdağ et al. (2000) talks about in his research that the level of satisfaction also increases as the occupation level and the time period spent in that organization increases. Employees having experience of 1-5 years are considered to be the ones of lowest level of satisfaction than others (Yılmaz et al, 2008). The level of satisfaction of employees changes from time to time (Paşaoğlu, D., & Tonus, H. Z., …show more content…
Delaney and Huselid (1996: 949) found a positive relation between human resource pracices and commitment in form of training staff, staff selection and measuring their performance. Paul & Anantharaman (2004: 77) talks about different human resource practices like providing friendly working environment, different trainings, promotions and appraisal shows a positive relationship with organizational