The Impact of HRM Practices on Organizational Performance in Companies of China

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Shengqiang Zuo, Ming Ze Chao, Yicheng Zhou


This study goals to measure the HRM practices HRMP on administrative performance in Chinese companies. The study was conducted with the 220 managers, employees who are working in Chinese companies. For this research purpose, use different analytical software to measure the impact among variables. This research is based on primary data. For data collection, use some questionnaires, and these questions fill from the 220-respondent person. Questions are divided into different parts of independent variables. HRM practices are one of the essential elements which used an organization to continue and sustainability regarding competitive advantages in between other similar companies. This research is based on HRMP and organizational performance. For this purpose, use different test analyses included descriptive statistics, linear regression analysis, one-way ANOVA test, reliability test, and also that validity test analysis. The research shows among job satisfaction, human resource performance, training&development with organizational performance. The comprehensivestudy shows theoptimistic and important effects ofHRM practices and administrative performance. Job happiness shows a substantial relationship with organizational performance. Finally, the study recommended that the organization should adopt a performance management system that encourages regular feedback giving, constructive, and growth. The companies should promote decentralized decisions making and service quality improvements. On top of that, the organization should focus on the proper implementation of HRM practices level in all its company towards the appropriate HRM practices. The human resource management practices HRMP process involved in every company, andit’s necessary for improving the overallorganization’s performance and its work environments.

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