Importance of Human Resource Management in Organization

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HR = Human Resource

- Materials and Method

This paper is based on both primary and secondary data. Primary data were collected through a structured questionnaire which was directed personally to the students. Convenient sample technique has been used to interview the various students. The target population of this study was students of Banani area in Dhaka city who are student of different private Universities. Among various universities, this study only considered 30 students. For conducting this research, 30 students are selected from the chosen universities and out of this all students responses properly. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a three point, whereas 1 = Strongly agree/Yes, 2 = Agree/No, 3 = Dis agree. But some secondary data have been used in the study. The secondary data used in the study have been collected from related journals, books, newspapers and internet, etc. In this study, some statistical measures also use for analysis the questionnaire question and student satisfaction.

- HRM Practices and Firm Performance

In the globalization era, the changing global market competitiveness has created new challenges for organizations as well as individuals. For firms to maintain or create competitiveness it is necessary that they build and retain their skilled and talented human resources. Many previous studies have established a linkage between human resource management practices and firm performance. These linkages enhance organizational success in the rapidly changing business environment. HRM is the main pathway to satisfy shareholders, investors, customers, society and organizational members. The link between HRM practices and turnover, productivity and financial performance a negative relationship of employee skills and organizational structure on turnover. Where employee skills and organizational structure and employee motivation have a positive impact on firm performance. Indeed, high performance work practices are likely to have an effect on firm performance. Many studies on HRM as a system (both strategy and processes) have found a positive relationship with firm performance. Have examined the impact of HRM strategy on firm performance of 512 manufacturing plants and found a moderate relationship between HR system and plant performance (Youndt, et al (1996). HRM variables like training and development increase employee performance, selection and staffing hire proper employee for organization, good compensation increase employee motivation, performance appraisal looking for training need, health and safety provide employee work safety etc. However, the role of human resource management becomes strategic and proactive to create more dynamic workplace environments.

- Result

Table 1: Shown the result from questionnaire survey.

Description

Strongly agree

Agree

Disagree

Know about Human Resource Management

100%

0%

0%

HRM concern about employee managing issue

97%

0%

3%

Maintain good relation between employee and company

60%

37%

3%

Responsible for employee related issue

40%

57%

3%

To ensure employee welfare and relation is positive

33%

57%

10%

Ensure saved working area

83%

17%

0%

Increase employee motivation

63%

37%

0%

Reduce employee turnover

83%

17%

0%

Increase employee productivity

80%

20%

0%

HRM policy helps proper uses of organization resources

20%

73%

7%

Face new changes of global economics

23%

60%

17%

HRM can increase employee work performance

60%

40%

0%

Effective utilization of available employee skill and ability

33%

60%

7%

Help employee to get his/her desire position

80%

20%

0%

Help organization to get its desire goal

37%

57%

7%

From