THE IMPACT OF HRM PRACTICES ON EMPLOYEES PRODUCTIVITY
The impact of HRM practices and policies on employee productivity is a significant subject in the arena of human resource management, industrial relations and organizational psychology. The bulk of its work includes the rationale of utilization of High Performance Work Practices, boost up compensation and deliverance in the field of management systems and broader employee participation and training, can better the knowledge, enhance their urge/motivation, decrease avoiding work and improve retaining of quality employees while boosting up idler to quit the organization.
Most of the logic given in the related research topics shows this fact that firm present and prospective human resources are pivotal considerations in the development and completion of its tactical business plan. Although the bulk of this literature is theoretical, concludes that human resource management usage can assist to develop a source of long term competitive benefit, especially when they are associated with a firm's viable stratagem.
I both this largely hypothetical literature and the rising traditional acumen among human resource professionals there is a emergent agreement that organizational human resource tactic may, if adequately arrange in a particular way, present a vivid/direct and inexpensively noteworthy contribution to firm capability. The assumption is that more effective systems of HRM practices, which at the same time use the potential for complementarities or synergies among such practices and help to implement a firm's competitive strategy, are sources of sustained competitive advantage. Unluckily, very little pragmatic evidence assists such a notion. What empirical work does exist has largely focused on individual HRM practices to the exclusion of overall HRM systems.1.2: Background
A number of researchers have reported that HR practices are positively linked with organizational and employee productivity or performance. The focus and thrust of these studies have been towards developed countries. Little research has been done to test the HR-performance link in developing countries like Pakistan. Aycan et al. (2000) termed Pakistan as 'under-researched' country in the field of HRM practices.
The present study is an attempt to test the relationship between HR practices and employee productivity or performance in Nestle' Pakistan Limited, in this situation it is important to find out the determinants which can enhance the employees' productivity in an organization. The objective of this research is to facilitate the decision makers in an organization to follow the HRM practices which can improve the productivity of employees. The present study could be helpful to human resource managers of public and private sector organizations in Pakistan for formulation and development of HRM practices that will ensure high level of employees' productivity resulting in increased achievement of an organization.
To evaluate employee productivity as sanctioned by human resource management practice, as HRM practices have significant impact on employee outcomes particular on the productivity. Support for predictions that impact of HR practices on employee productivity, linking to the HR system focused on human capital enhancement was directly related to multiple dimensions of operational performance such as employee productivity, machine efficiency and customer alignment. Hypotheses will be derived from resource-based perspective on strategy. Positive and significant effects on employee productivity are found for organizations that utilize more sophisticated human resource planning, recruitment and selection strategies. The need to examine the output effects of original service practices using data from model of Nestle' Pakistan Limited employees of diverse departments, efficiency regressions demonstrate set of creative work practices, which include motivational pay, teams, pleasant work assignments, employment safety measures and training, achieve significantly higher levels of yield which includes slight job definitions, stringent work rules and hourly pay with close management. Most of the literature on HRM activities has presumed that employee productivity affects the success and effectiveness of HRM activities.1.3: Objectives
Determining use of productivity in comparison to performance and recognize productivity level on work performance
Finding out employee productivity impact from HRM based functions
Relating to several theories and applications of HRM practices in accordance to employee productivity
The aim of the proposed study is to explore the relationship between HRM practices and employee productivity. The researcher will try to answer two questions, i.e., How do Human Resource Management (HRM) practices affects Employee productivity? And how an organization can improve its productivity through effective HRM practices? The present research will be conducted through survey questionnaire technique. The questions will be close ended with five point Likert type scale. For calculation and manipulation on the primary data, statistical tools will be used. In this research, Nestle' Pakistan Limited a food processor, one of the largest organization in Pakistan will be the target population. In order to select the sample, non-probability convenience sampling technique will be used. The sample will contain 100 respondents including both male and female. This research will be of quantitative type because the quantitative research is more result oriented than qualitative research. The present research will be applicable in almost all areas private and public sectors because it identifies the basic key i.e. Human Resource Management (HRM) practices and employee productivity.Problem statementWhat is the problem?
There are many and varied reasons why managers are continually under distress in organization. Resources, human and material, technology are but a few issues confronting managers daily. More importantly the human aspect has questions that have perplexed and fascinated managers for a long time. These questions include:
How can they improve the performance of their employees?
Which factors make some employees better productivity in their jobs than others?
What makes some employees perform better than others?
There are no easy answers to these questions, yet they plague managers in their day-to-day running of organizations. The reality is that the level of employee motivation affects their morale, performance and overall job satisfaction.Research question and research objectiveResearch questions
How an organization can improve its productivity through effective HRM practices.
How does HRM practice effects Employee productivity.Hypothesis
Human Resource Management Practices are positively correlated to Employee's productivity.
Article name: THE IMPACT OF HRM PRACTICES ON EMPLOYEES PRODUCTIVITY essay, research paper, dissertation