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ws. Evaluation efforts are missing as management in these companies have no clue as to how to go about or agenda in stipulations of how to assess HRM practices in the organization. Developing the adequate structure of framework is a necessary prerequisite for organized review and assessment of HRM practices.

The study approach which we incorporated to undertake the study of HRM practices in organizations has been the learning outcome of the previous researchers, the excerpts and the professionals who are seasoned in the domain of human resource management and also from some industrial management bodies. The development to this extent is also prejudiced by the accessible HRM literature which reflects the significance of understanding five key functional dimensions of HRM. Therefore, the structure we used for our study led us to see the insights prevailing HRM practices:

(1) Organizational Policies and Procedures,

(2) Organizational Culture,

(3) Performance management,

(4) Reward systems, and

(5) Organization structures.

The force of these practices on human resources efficiency was also assessed.

Management practices connected to organizational policies comprise the procedure of recruitment and selection of human resources taken up by an organization. This procedure plays a very essential role in HRM policies as it allows an organization to identify and catch the attention of the required human resources to gain the advantage of retaining a very competent talent pool with the company to face any challenges. (Ulrich, 1990).

Organizational socialization policies refer to the procedure of initial ambience and support to new employees to the organizational culture. However it involves understanding new roles, rules, and organizational culture is the responsibility of new employees. This process is essential as through it the new employees will obtain 'first impressions' about the organization which shall influence their subsiding and adapting to the work cultures of the organization. Also, the initial impersonation of organizational norms and procedures as informed by the management are rapidly internalized by the human resources and guide their expectations to work-related behavior (Feldman, 1988). Although some writers (Wanous, 1992) build dissimilarity amid socialization and orientation activities, meant for the rationale of our study point of reference.

On the whole the performances of management practices reflects to the process of situation and communicate performance targets, indicating evaluation criterion to be engaged at varied stages of performance, reviewing performance, responsive feedback, and aiding corrective measures to take away performance snags (Mendonca & Kanungo, 1990).

Management a method regarding to reward composition reflects about both the kind of rewards presented to employees for their appreciable performances and the managerial system of the rewards supervision. For example, rewards could be financial (e.g., wages, benefits) or non-financial (e.g., autonomy, achievement). Hence rewards could be managed in performance dependent or non conditional manner (Kanungo & Mendonca, 1992). Management practices connected to reward system are decisive in shaping the level of employee performance.

Practices linked to organization structure indicate the pattern of 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。