Further, employees are likely to perceive HR practises as effective with the use of communication through information sharing, communicating with supervisors,promotes employee's understanding of the purposes and expectations (Edgar & Geare, 2005).
Previous studies have stated that HRM practise predicts employee attitudes (Edgar & Geare, 2005). Specifically, when these practises are implemented properly with motivating factor, proper leadership, and communicated well to the employees, the organisation could produce a gratifying attitude from the employees (Edgar & Geare, 2005). In addition, implementing an effective HRM practises could affect the output of the employees in accordance with firm performance. Employees could become more productive and more committed to the organisation (Huselid, 1995; Delaney & Huselid, 1996).
HRM practise is an important topic in the field of human resource since it increases the level of motivation, working habits, skills, and abilities of employees (Delaney & Huselid, 1996). With good implementation of various HRM practises, organisations could retain talented employees. These could also serve as a communication tool between the employer and the employee since it sends messages that the employee could use to make sense and define the essence of their work (Bowen & Ostroff, 2004). In addition, the existence of HRM practises has positive effects since it delivers a message to employees that the company is devoted to the welfare of the employees, and in developing management that will benefit both the company and its employees. Further, employees are likely to perceive the HRM practises as effective with the use of communication through information sharing, communicating with supervisors,promotes employee's understanding of the purposes and expectations of the system, along with increased chances to participate in the decision-making process, and reduce employee's misinterpreting current practises (Chang, 2005).
By examining HRM practises, organisations give a clear view on how to design systems that would encourage their employees to exert more effort towards the achievement of company goals. Thus, HRM practises portray an essential role in boosting firm performance and develop competitive advantage (Delery & Doty, 1996). When employees perceive HRM practises effective, they will evaluate the practises in a more positive way (Kossek & Block, 2000 as cited by Chang, 2005). In addition, HRM practises facilitate positive employee outcomes and attitudes (Edgar & Geare, 2005).
Human Resources are a strategic approach to the growth, development and management of the increased responsibility of human resources. It is a specialized field that attempts to develop an appropriate corporate culture, and introducing programmers which reflect and support the core values of the enterprise and ensure its success. Employees in Singapore prefer that the individual should grow in the field, they must achieve in the organization and further with the growth there should be increased responsibility. Money and job security is at the bottom of their priority where they are working. HR always looks forward to what needs to be done