An Analysis upon Various Perspectives of HRM Practices and Organizational Performance: A Case Study of Indian Context | Original Article
The link between human resource management (HRM) practices and organizational performance is well researched. With this paper we hope to contribute to a better understanding of the role of human resource practices in creating and sustaining organizational performance, specifically in the Indian context. The structure of the paper is as follows. First we briefly review the dominant perspectives in this field as per the available literature. We note that almost all of the published theory-building as well as empirical research in this area is conducted in societies other than the Indian society. On the other hand, the socio-cultural context of organizations in India is uniquely different. Hence in the next section we propose a framework to examine HR and firm performance linkage suitable for the Indian conditions. In the last section we point out some limitations and propose directions for future research. The literature on the relationship between human resources management (HRM) and organizational performance has focused on private sector organizations and there has been very limited research on international governmental organizations (IGOs). This article focuses on the relatively understudied international governmental organization. On the basis of a large organization-wide survey, this study examines the effects of HRM practices on worker attitudes by reporting the results of a staff survey and follow-up interviews conducted on a cross-section of one of the largest IGOs.