Impact of Hrm Practices in Engineering Small Scale Industry
Astha Singh
Astha Singh, Ph.D. Research Scholar, Barkatullah University.
Manuscript received on November 17., 2019. | Revised Manuscript received on November 24 2019. | Manuscript published on 30 November, 2019. | PP: 11932-11938 | Volume-8 Issue-4, November 2019. | Retrieval Number: D9831118419/2019©BEIESP | DOI: 10.35940/ijrte.D9831.118419
Open Access | Ethics and Policies | Cite | Mendeley | Indexing and Abstracting
© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Workforce is the valuable asset for any organization in achieving organizational goals. In today’s era of globalization and technological innovation no organization can survive without effective HRM practices that recruit, select, train and retain the workforce of the organization. One of the important HR functions that decide the future of the organization is recruitment. In current scenario there is need to bring the change in old and traditional way of recruiting in small scale industries. Change is the part of any organization as it cannot disappear or dissipate. Managers and employees will be judged upon their abilities to manage the change effectively. The change or new ideology that can be introduced in recruitment is hiring the right person for the right job.Other factors that raises the organizational performance are remuneration. In this study researcher has used a structured questionnaire to collect the data. 211 respondents have responded to the questionnaire and SPSS (version22) is used for analysis work.
Keywords: HRM Practices, Recruitment, Remuneration.
Scope of the Article: Reverse Engineering.