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• W2238220075 abstract "Human resource management (HRM) practices are part of the systemand processes that are expected to be consistent with strategy. The logicconnecting HRM practices and organisational is intuitively appealing,supported by theoretical arguments from a number of disciplines.The future organisation demand is to recognise itself to becomeeffective in responding to changing environment needs. The organisationmust reorganise itself to match the changing needs of its employees.Organisation also must develop a new approach to manage humanresources to be effective and better result oriented.This study extends empirical research on the organisation-levelimpact of HRM practices. A unique national probability sample financialinstitutions to evaluate the association between a variety of HRM practicesdimensions and perceptual measures of organisational performance,organisational climate, and quality of work life. The HRM practices focusedon the twenty-five most commonly recognised area of HRM.Some important methodological issues that merit betterunderstanding the relationship between HRM practices and organisationalperformance was used. The organisation selected in this study werefinancial institutions around Selangor and Kuala Lumpur. A structuredquestionnaire was developed as an instrument in collecting data. The datacollected was analysed using Statistical Package for Social Science (SPSS).Descriptive statistics such as frequencies, one way ANOVA, t-test,correlation, and multiple regression was used to analyse and conclude therelationship of HRM practices and organisational performance,organisational climate, and quality of work life.This study was to examine whether the dimensions of HRM practiceshave relationship with organisational performance, organisational climate,and quality of work life. This was examined by comparing three levels ofemployees in industrial setting represented by financial institutions inMalaysia. The results showed that subgroup analyses of employees indicated that there are no differences in the perception of HRM practices,organisational performance, and quality of work life, but there is a differencein the perception of organisational climate.The HRM practices of the financial institutions are found to havepositively correlated to organisational performance and quality of work life,but negatively correlated with organisational climate. In an analysis ofsector-wise comparison, it was found that no inter-group differences in theirperception of HRM practices, organisational performance, organisationalclimate, and quality of work life between the sector. The study has shownthat identification of HRM practices promises to add significantly tounderstanding the relationship between HRM practices on organisationalperformance, organisational climate, and quality of work life." @default.
• W2238220075 created "2016-06-24" @default.
• W2238220075 creator A5086808935 @default.
• W2238220075 date "1999-01-01" @default.
• W2238220075 modified "2023-09-24" @default.
• W2238220075 title "A Study on Human Resource Management Practices in Selected Financial Institutions in Malaysia" @default.
• W2238220075 hasPublicationYear "1999" @default.
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