Exploring the Impact of HRM Practices on Employee Engagement and Job Satisfaction: A Quantitative Analysis in the Organizational Context

Abstract

Human Resource Management (HRM) practices are essential drivers of organizational success, directly influencing employee outcomes such as engagement, job satisfaction, and overall organizational performance. As organizations increasingly recognize the strategic importance of HRM practices, it becomes vital to understand their impact on employees. Well-structured HRM practices such as workforce planning, recruitment, training, performance appraisal, and compensation have been shown to enhance employee engagement, satisfaction, and productivity (Aguinis, 2019). Effective HRM practices create a positive work environment, leading to higher morale, improved performance, and lower turnover rates (Armstrong & Taylor, 2020).

Employee engagement, in particular, is a key factor in driving productivity and retention. Previous studies suggest that HRM practices such as transparent recruitment processes, skill development opportunities, and fair performance appraisals significantly contribute to higher levels of engagement (Kahn, 1990; Saks, 2006). For instance, workforce planning that clearly defines job roles helps align employees’ personal goals with organizational objectives, enhancing engagement (Becker & Huselid, 2006). Similarly, fair recruitment practices ensure that the best candidates are selected, which not only improves employee satisfaction but also strengthens organizational performance (Chuang, Chen, & Chou, 2015).

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