REVIEWING THE HUMAN RESOURCE MANAGEMENT APPROACH ADOPTED IN AN ORGANISATION

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

A measure of learning and growth measure that is of great importance to organizations, but that is difficult to measure is represented by employee satisfaction level. The importance of employee satisfaction relies on the fact that satisfied employees tend to put in more effort in reaching the objectives of the companies they work for. However, this is difficult to measure because employee satisfaction is influenced by several factors.

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

The opening vignette gives a somewhat pessimistic view of the role of people in the workplace.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

The strategic use of human resources is essential for all organisations that have objectives involving growth and stability. Therefore, it is essential for companies to closely examine their practices regarding their human capital to ensure a successful working environment. A selection of the major strategies and topics involving human capital are illustrated in the following report. Crackberry Communications should use this information to analyse potential risks and opportunities their human resource managers face.

Beardwell and Claydon (2010) Human resource management: a contemporary approach . Edited by Julie Beardwell and Tim Claydon

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

Organizational goal of high arrangement has also been reach of high level of achievement through productivity and effectiveness (Locke and Lathan, 2000,p.p248-250). In other to obtain that, there is a need for achieving high level of performance improvement of an Organization. Happy worker leads to more and increased job performance. That is why every organization tries to make a contributive and pleased work force to reach the wellbeing of the organization. There is confusion and controversy among of employee attitudes and job satisfaction indeed at a time when employees are progressively important for organizational success and competing. As recommended indirectly in a study of HR professionals the major manager knowledge gaps in this area are:

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is frequently measured attribute in the organizations. The measurement was done on using rating scale where the people reported their reactions to their jobs. On the basis of these rating scales, correlations were developed between job satisfaction and several other variables. The survey suggests that satisfaction is strongly related to working conditions, rewards and appraisal for work and motivation from seniors and co-workers.

This paper will discuss about job satisfaction and its relation with job performance and absenteeism. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. Stephen P. Robbins based in his book (Organizational Behavior, 12th edition) described job satisfaction as a positive feeling about one’s job resulting from an evaluation of its characteristics. Job satisfaction is one of dependent variable of organizational behavior. It becomes one of primary dependent variable because it’s demonstrated relationship to performance factors, and the value preferences of many OB researchers. Some of the researchers already prove that job satisfaction

Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus

Job satisfaction is one criterion for establishing the strength of an organization; description effective services largely depends on the human source (Fitzgerald et al., 1994) and job satisfaction experienced by employees will affect the quality of service they render. The job satisfaction is look on their job performance. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job and as the affective and cognitive attitudes held by an employee about various aspects of their work.

There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction even at a time when employees are increasingly important for organizational success and competitiveness. “Happy employees are productive employees.”“Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. This research aims at establishing job satisfaction as a basis for employee attitude; whether good or bad and we will do this by answering three questions: “What are the causes of employee attitudes?”, “What are the results of positive and negative job reaction?”and “How can we measure