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Relationship Between Strategic Human Resource Management and Job…
Relationship Between Strategic Human Resource Management and Job Satisfaction
Introduction
Focusing on recruiting and hiring the best employees and providing them with the compensation, benefits, training and development.
SHRM - practice of attracting, developing, rewarding and retaining employees
Recruitment and Selection
To ensure worker performance and positive organizational outcomes
Shaping an organization's effectiveness and performance
For the survival of every organization in a continuous process in which new recruits need to be developed and appraised from time to time in order for them to be abreast with new trends and challenges
Training and Development
Can be considered as important and dynamic function which results in employee retention and increased job satisfaction
Training is an investment in HR with a promise of better return in future
Increased productivity quantity and quality of output per hour work deems to be a byproduct of improved quality of working life.
Few studies found training and development as an instrument to improve performance in the place of work.
Performance Appraisal
To provide maximum job satisfaction to the employee working in the organization.
Benchmark for a specific task
Forms the basic yardstick for assessing an individual's performance, highlight potential for future career advancement.
Compensation and Reward
Due to less salaries, bonuses and reductions in employee benefits result in changing behaviour of employees.
Employee feel more confident in exploring employment opportunities as indicated by their motives to leave an organization and declining importance of job security over the last couple of years.
Due to this reason, HR managers formulate recruitment and retention strategies that should be balanced with competitive compensation and a workplace culture that promotes respect.
Conclusion
All this variables are influence job satisfaction among the employees in the organization.