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International Journal of Innovation, Management and Technology,

Vol. 1, No. 2, June 2010

ISSN: 2010-

Human Resources Development Climate: An

Empirical Study1Dr. S. SaraswathiVII. CONCLUSION

Employees are the valuable assets of any organisation. The

present study is an attempt to contribute to a better

understanding of the HRD climate prevailing in software and

manufacturing organizations and to make a comparative

analysis to understand whether they have samedegree of

HRD climate or not. The general climate, HRD Mechanismsand OCTAPAC

culture are better in software organizationscompared to manufacturing. From the comparative analysis,

it is concluded that there is a significant difference in the

HRD climate of software and manufacturing organizations.

Based on the overall analysis it can be concluded that the

good HRD climate was prevalent in the organizations

surveyed. Thus, the extent of HRD climate prevailing in

both the organizations seems to be different. For

organizational and employees performance it is important to

focus on various aspects of the HRD climate prevalent in the

organization.

Journal of Economics and Behavioral StudiesVol. 2, No. 2, pp.41-49, Feb 2011Conceptual framework on the relationship between human resource

management practices, job satisfaction, and turnover

The commitment of any organizations and firms is to achievethe higher productivity whereby the employees asfunctioning organizational system. The idea that motivated

and committed workers are the essential condition foraccomplishing the organizational goal. The human resourcemanagement practicesor HRM practices have to be addressed in this position, in order to examine

the behavior and performance of the employees. This paper proposes that the

certain human resource management practices create the favorable approach

on the job satisfaction which will be explicated reversely on the turnover.

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Three main variables of HRM practices namely supervision, job training and

pay practices have play a crucial role to enhance job satisfaction of

employee. The strongly positive relationship between HRM practice and job

satisfaction provide a wisdom way on how an organization can motivate an

employee to work efficiently. In addition, the negative relationship of HRM

practice and turnover is clearly enlighten the important of providing a good

supervision, training, and pay practice in order to reduce turnover rates of

employees. Besides, job satisfaction is directly effect on turnover with

negative relationship. In other words, job satisfaction can reduce turnover of

employee when there is high job satisfaction, vice versa. Thus, the

organization needs to take a consideration about job satisfaction and apply

HRM practice in the workplace in order to reduce turnover and gain the

organization goals.