Please use this identifier to cite or link to this item: http://hdl.handle.net/10603/195094
Title: Impact of Strategic HRM on Employee Performance A Study of Selected Power Sector PSUs
Researcher: Biswas Shantanu Kumar
Guide(s): Gautam Aditya ; Uniyal Ashish
Keywords: Strategic HRM, power public sector unit, selection, performance appraisal, training, compensation practices, work climate, career development and promotion, organizational and job engagement, employee relations, employees performance
University: Uttarakhand Technical University
Completed Date: 9-10-2017
Abstract: newline newlineThe impact of SHRM has never been felt as it is being felt now because of global economy, cutthroat competition and diverse workforce. The importance of HR for optimum benefit of the company has become a core strategic area for any profit making organization. Some of the studies conducted show that a shift is taking place in the pattern of HRM practices in Indian organizations from traditional administrative type to a more strategic and proactive type. Therefore, a study on SHRM and how it is affecting employee performance is required to be conducted. newline newlineThe proposed study makes an effort to look into the impact of SHRM practices on employees performance at power sector PSUs in India. In order to achieve the objectives of this study the following research hypotheses are formulated in their null form. The concerning SHRM practices that is Selection, Performance Appraisal, Training, Compensation, Career Development and Promotion ,Work Climate, Organizational and Job Engagement and Employee Relations has no significant effect on employees performance. newline newlineConvenient sampling procedure was adopted for the present study and four power sector PSUs viz. THDC, SJVNL, NHPC and PGCIL were identified. Random Sampling method has been used to identify the respondents. The present study is based on a sample size of 408 respondents working at different levels in the selected power sector PSUs. newline newlinetesting the hypothesis, one way ANOVA and Regression has been used. Based on the analysis of the hypotheses, it has been identified that Selection, Performance Appraisal, Training, Compensation, Career Development and Promotion, Work Climate, Organizational and Job Engagement and Employee Relations has a significant effect on employees performance. All the hypotheses have been rejected and a conclusion is brought that SHRM practices all have positive role to play in the employee performance thereby leading to organizational performance. newline newline
Pagination: 170 Pages
URI: http://hdl.handle.net/10603/195094
Appears in Departments:Department of Management Studies

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01 title page.pdfAttached File161.84 kBAdobe PDFView/Open
02 certificate.pdf160.15 kBAdobe PDFView/Open
03 contents.pdf352.89 kBAdobe PDFView/Open
04 list of tables.pdf143.88 kBAdobe PDFView/Open
05 list of figures.pdf140.48 kBAdobe PDFView/Open
06 acknowledgement.pdf146.21 kBAdobe PDFView/Open
07 chapter1.pdf498.83 kBAdobe PDFView/Open
08 chapter2.pdf453.02 kBAdobe PDFView/Open
09 chapter3.pdf662.5 kBAdobe PDFView/Open
10 chapter4.pdf1.06 MBAdobe PDFView/Open
11 chapter5.pdf416.17 kBAdobe PDFView/Open
13 references.pdf435.14 kBAdobe PDFView/Open
14 publications.pdf112.9 kBAdobe PDFView/Open


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