The Impact of Human Resource Management Practices on Perceived Organisational Justice

Abstract

The paper sought to investigate the impact of perceived organisational justice and Human Resource Management (HRM) practices. HRM practices have been recognised progressively more as a vital ingredient towards sustained competitive success, especially firms and organisations that are operating in unstable, challenging and rapidly changing international competitive environments. The paper made use of quantitative methodology. Data was collected from a list HRM payment registered National Department of Public Works (NDPW). Target population were 1296 employees and only 500 employees were selected using simple random sampling. A total of 375 questionnaires were completed. Statistical Package for Social Sciences (SPSS) was used to analyse the data using inferential and descriptive statistics. Employees are not satisfied with the following HRM practices: performance management, compensation, promotion, recruitment and selection. The study recommends that for NDPW to achieve its strategic mandate attention must be given to promote positive organisational justice.

The Significance and Influence of Human Resource Management (HRM) on Enterprise Performance in the Manufacturing Sector: An In-Depth Analysis of Enterprise Performance Management (EPM) Impacts

“…To achieve this, the strategic utilization of performance management software becomes imperative, not only saving time for employees but also elevating their engagement levels within manufacturing units (Hassan et al (2016). [17]). The incorporation of performancemanagement software proves to be a valuable asset, streamlining communication about company objectives and enhancing employee engagement.…”

The Evolution of Workplace Diversity and its Impact on Organizational Success: A Comprehensive Examination of Diversity Management Strategies

“…Introducing a robust feedback system emerges as a critical tool in the arsenal of HRM for effective Enterprise Performance Management (EPM) practices. By providing regular and constructive feedback, HRM reinforces strong skills and moulds the work performance levels of the workforce in an impactful manner (Swarts et al (2019). [41]).…”

“…By providing regular and constructive feedback, HRM reinforces strong skills and moulds the work performance levels of the workforce in an impactful manner (Swarts et al (2019). [41]). This approach fosters a culture of continuous improvement and adaptation within the manufacturing environment.…”