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THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON JOB PERFORMANCES: A CASE STUDY OF DHAKA BANK PVT. LTD., BANGLADESH

Abstract 

In the present era of globalization, business organizations are facing emerging challenges in form of acquisition, balancing, maintaining and optimization of human resource of an organization. With precious value and scarce capabilities, human resources are considered as a source of sustainable and highly competitive advantage in the organization. The success of an organization depends upon several elements and factors but the most important factor and elements that affects the organization performance is its employee and employers relationship. Human resources play an integral role in attaining an innovative and high-quality product/ service. This paper attempts to propose a conceptual framework relationship of five human resources management (HRM) practice like supervision, job training, and pay practices, job satisfaction, turnover, absenteeism and to explain and connect the relationships among these variables. Performances appraisal is an important tools to evaluate the job performance of a particular worker. A Job performance and productivity means employee performance relates to the production and productivity of a company that you have desired to get in. Job performances are significantly related with the job satisfaction, Job performances and Absenteeism and turnover. Job satisfaction is played an important role to employees’ turnover and absenteeism because it would lead employee resigned, pre-retired from the organization when their job satisfaction level is low. The outcomes of HRM practice a positively and significantly correlated with job satisfaction. Job satisfaction retains the present employees and attracts the competent employees that relates to the higher productivity and organizational long-term performances. On the other hand HRM practice and job satisfaction are negatively correlated with Absenteeism and turnover. However, the results of HRM practice, Job performances and job satisfaction are strong predictors of Absenteeism and turnover.

Keywords  Human HR Practice, Performance appraisal, Job Satisfaction, Absenteeism and Turnover, Training and Motivation, Team Work, Employee Participation