AbstractsBusiness Management & Administration

The purpose of this study was to explore the role of different Human newlineResource practices Recruitment Selection Training Development newlinePerformance Appraisal Career Planning System Compensation System Employee newlineParticipation and Job Analysis and Design on Perceived Organizational newlinePerformance and Perceived Employee Performance Another purpose was exploring newlinethe mediating role Human Resource Practice outcome Satisfaction Commitment newlineand Turnover Intention between Human Resource Practices and Perceived newlineOrganizational Performance and Perceived Employee Performance newlineThis research study is based on the universalistic perspective showing newlinethat a fixed set of best practices can create additional value in various business newlineframeworks The Harvard model developed by Beer et al 1984 guided initial newlineprocess of domain identification The most relevant HRM domain recruitment and newlineselection training and development performance appraisal career planning system newlineemployee participation and compensation system followed by universalistic newlineperspective has been selected for the study A conceptual model was proposed with newlinethe help of literature review newline newline%%%appendix p239-247, reference p248-264.