International Journal of Innovation, Management and Technology, Vol. 1, No.

2, June 2010 ISSN: 2010Human Resources Development Climate: An Empirical Study 1Dr. S. Saraswathi
VII. CONCLUSION

Employees are the valuable assets of any organisation. The present study is an attempt to contribute to a better understanding of the HRD climate prevailing in software and manufacturing organizations and to make a comparative analysis to understand whether they have samedegree of HRD climate or not. The general climate, HRD Mechanismsand OCTAPAC culture are better in software organizations compared to manufacturing. From the comparative analysis, it is concluded that there is a significant difference in the HRD climate of software and manufacturing organizations. Based on the overall analysis it can be concluded that the good HRD climate was prevalent in the organizations surveyed. Thus, the extent of HRD climate prevailing in both the organizations seems to be different. For organizational and employees performance it is important to focus on various aspects of the HRD climate prevalent in the organization. Journal of Economics and Behavioral Studies Vol. 2, No. 2, pp.41-49, Feb 2011 Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover The commitment of any organizations and firms is to achieve the higher productivity whereby the employees as functioning organizational system. The idea that motivated and committed workers are the essential condition for accomplishing the organizational goal. The human resource management practices or HRM practices have to be addressed in this position, in order to examine the behavior and performance of the employees. This paper proposes that the certain human resource management practices create the favorable approach on the job satisfaction which will be explicated reversely on the turnover.

Three main variables of HRM practices namely supervision, job training and pay practices have play a crucial role to enhance job satisfaction of employee. The strongly positive relationship between HRM practice and job satisfaction provide a wisdom way on how an organization can motivate an employee to work efficiently. In addition, the negative relationship of HRM practice and turnover is clearly enlighten the important of providing a good supervision, training, and pay practice in order to reduce turnover rates of employees. Besides, job satisfaction is directly effect on turnover with negative relationship. In other words, job satisfaction can reduce turnover of employee when there is high job satisfaction, vice versa. Thus, the organization needs to take a consideration about job satisfaction and apply HRM practice in the workplace in order to reduce turnover and gain the organization goals.