IMPACT OF HRM PRACTICES ON EMPLOYEE SATISFACTION IN PUBLIC SECTOR COMMERCIAL BANKS IN CHENNAI

Abstract Building on the notions of soft or “high commitment” Human Resource Management , the relationship between human resource practices and work outcomes is an increasingly researched topic in human resource management . Founded upon a theory Y approach of employees as active,self-controlled human beings who like work, seek responsibility, and serve objectives to which they are committed, soft HRM focuses on empowering, developing, trusting, and managing employees as humans with specific needs, and predicts that performance is created through positive attitudes .More specifically, HRM is hypothesized to fulfill employees’ needs which enhances favorable attitudes, and subsequently improves performance outcomes This is consistent with social exchange theory (SET) which argues that HRM practices contribute to positive exchange relationships between employee and employer – especially when the needs of individual workers are considered – to which employees reciprocate with favorable attitudes and behavior.