HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL EFFECTIVENESS IN THE CONTEMPORARY BUSINESS ENVIRONMENT
DOI:
https://doi.org/10.69980/ttbv8379Keywords:
Human Resource Management, Organizational Effectiveness, Employee Performance, Work–life balance, Compensation PracticesAbstract
In the modern-day business world, where the complexity of the workforce and competitive demands are the order of the day, Human Resource Management (HRM) has proved to be an effective tool in improving the effectiveness of the organization. This study has discussed how some of the HRM practices apply to organizational performance measured in terms of employee performance and employee turnover. Secondary organizational data of 1,200 employees in various functional areas and levels of jobs were examined using a quantitative, explanatory research design. The HRM practices that were analyzed were training and development, work-life balance and salary increment. Odds ratio and ordinal logistic regression and binary logistic regression methods of descriptive statistics and multivariate regression were used with demographic and job-related factors. The results have shown that work-life balance positively affected employee performance and negatively affected employee attrition significantly, which demonstrates its core importance in workforce effectiveness. The increase in compensation was identified to be a considerable stimulus in improving employee performance but it did not have a significant impact on attrition. The direct effect of training and development on performance and attrition did not show any statistically significant effect in the estimated models. In general, the findings show employee well-being-based HRM practices are instrumental contributors to organizational performance in modern business settings. The research has added empirical results to the strategic HRM literature and offered practical implications to the managers aiming at enhancing performance and retention using data-driven HRM approaches.
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