BIVARIATE ANALYSIS BETWEEN HRM PRACTICES AND CHANGE MANAGEMENT

Abstract

At present scenario,this article builds on the existing literature by studying the inter-linkage between HRM and CHANGE MANAGEMENT PRIFILE in India. The article provides significant inputs for the further studies that may focus on adding more variables such as profits and firm value, and study the multivariate relationship among them.

This paper in turn would help in finding out the paradigm shift and perception of employees in terms of acceptance HRM Practices, its simplicity of use and convenience as a HR Practices in ITES companies of India. This study connects HRM literature with change management literature to analyze how HR practices can increase proactivity and vitality at work. To adjust successfully to changing conditions, it is important that employees feel vital and are proactive so that they can help implementing proposed organizational changes. However, how job proactivity and vitality is achieved is still unclear. The main purpose of the article is to investigate the relationship between bi-variate-analysis and HRM role of employee stability and effective retention of jobs and competency. The study uses various tools including mean, standard deviation, coefficient of variation, chi square test, correlation, regression for getting insights into the data.