Page No:171-178
M.G. Shahnawaz and Rakesh C. Juyal
25-173-180Human Resource Management (HRM) involves all management decision and
practices that directly affects the people, or human resources, who work for the
organization. The present study explored and compared various HRM practices in
two different organizations—consultancy/research based organization and fashion
industry. The present study also aimed at assessing how much of commitment in
the two industries can be attributed to HRM practices. 45 participants each were
randomly selected from the two organizations. HRM practices were measured by
Geringer, Frayne and Milliman scale, while organizational commitment was measured
by Meyer and Allen scale. Data were analyzed by t-test and multiple regressions.
HRM practices were found significantly different in two organizations and mean
scores on various HRM practices were found more in the fashion organization.
Regression result showed that various HRM practices were significantly predicting
organizational commitment in two organizations and also when they were combined.
Performance appraisal and ‘attitudes towards HRM department’ were the significant
predictors of organizational commitment in the both the organizations
practices that directly affects the people, or human resources, who work for the
organization. The present study explored and compared various HRM practices in
two different organizations—consultancy/research based organization and fashion
industry. The present study also aimed at assessing how much of commitment in
the two industries can be attributed to HRM practices. 45 participants each were
randomly selected from the two organizations. HRM practices were measured by
Geringer, Frayne and Milliman scale, while organizational commitment was measured
by Meyer and Allen scale. Data were analyzed by t-test and multiple regressions.
HRM practices were found significantly different in two organizations and mean
scores on various HRM practices were found more in the fashion organization.
Regression result showed that various HRM practices were significantly predicting
organizational commitment in two organizations and also when they were combined.
Performance appraisal and ‘attitudes towards HRM department’ were the significant
predictors of organizational commitment in the both the organizations