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A Study on Relationship between HR Practices, Employee Performance and Organizational Productivity: An Empirical View of ITITEs Industry

Global Journal of Research in Management

Volume 9 Issue 1

Published: 2019
Author(s) Name: Stuti Trivedi and Kerav Pandya | Author(s) Affiliation: Associate Professor at C K Shah Vijapurwala Institute of Mgt., Vadodara, India
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Abstract

The present research work studies major HR Practices, Employee Performance and Organizational Productivity prevailing in IT-ITES companies of Central Gujarat and it also includes the detailed study on impact or linking these HRM practices with employee performance as well as organizational productivity. For present research, data from 234 HR managers and Managing heads of selected IT-ITES firms from Ahmedabad, Vadodara and Gandhinagar cities of Central Gujarat State have been included through descriptive research design with nonprobability convenient sampling technique. Latent Variable Path Analysis of Structural Equation Modelling was used to test the hypotheses. Path Analysis of Structural Equation Modelling revealed that there exists relation between HR practices and Employee Performance, HR practices and Organizational productivity and HR performance acts as a mediator between various HR practices and organizational productivity. The study explores the effect of HR practices on the adoption of employee performance and organizational productivity and mediating effect of employee performance between HR practices and organizational productivity, and hence contributes to the HRM literature. As the questionnaire was sent through the mail to many respondents and data collection method included were email and personal data collection. Human touch and personalization were absent for electronic collection of data. For getting more insight of the present study, apart from HR managers and managing heads, owners and employees can also be included.

Keywords: HR Practices, Employee Performance, HR Performance, Organizational Productivity, IT-ITES Industry

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