The critical component to practice HRM in any environment is organisational justice, i.e. the notion of fairness or justice. Depending on an employee’s work and accomplishment, performance results such as bonuses and penalties are administered under organisational justice.
An employee’s work performance involves various aspects such as quality, quantity, work productivity and workplace conduct.
Competitive forces develop efficient organizations, and maintaining organizational efficiency comes with efficient human resources.
This article critically examines how the difference in gender influence career outcomes in the purview of the contemporary scenario of the social perspective of women empowerment and gender equality.
Employee turnover is defined as voluntary leaving of connections in an organization and is regarded as a type of removal from office.