HRM619-Final Project-Human Resource Management

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HRM619-Final Project - Human Resource Management Topic

1. Measuring the job satisfaction in the private and the public sector
2. Measuring the perceived organizational support of the public and the private sector
3. Effect of perceived organizational support on job satisfaction
4. Effect of training practices on the job satisfaction
5. Comparison of the training practices in two or more organizations of the same sector
6. Impact of HR practices on employee satisfaction
7. Comparison of the HR practices in two or more organizations of the same sector
8. Measuring job stress in public and private sector
9. Measuring job stress in public and private sector

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HRM619-Final Project-human resource management Proposal

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Project on Impact of Personality Traits on Organizational Commitment

HRM619 Final Project on Project on Impact of Personality Traits on Organizational Commitment of Virtual university of Pakistan is available.

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HRM619 Project on stress Management in Warid

The project hrm619 on Job stress in Warid is widespread. About half of all workers feel the pressures of job-related stress. Extensive research shows that excessive job stress can adversely affect the emotional and physical health of workers as well as it affects the performance at work.

The result is decreased productivity, less satisfied, and less healthy workers. Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury. This paper will first discuss stress, the symptoms and causes of stress, and how job stress affects the performance of employees.

Stress has great impact on the performance. Maybe there is some positive benefit to the stresses that will enhance our performance, but, for the most part, stress is a negative, keeping us from performing at peak levels, damaging our daily productivity, and decreasing the chances of our longevity.

Most employees endure high levels of work stress, which may be derived from work, non-work and/or personal factors. There are always two kinds of reaction to work stress: positive or negative. Adequate work stress can inspire employees’ potential and increase their performance; however, excessive work stress will directly influence job performance and business.

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Convergent and Discriminant Validity in HRM619 Project

Image by ethorson via Flickr Convergent Validity in HRM619-Final Project

This kind of validity applies when multiple indicators converge or are associated with one another. Convergent validity means that multiple measures of the same construct hang together or operate in similar ways. For example, we construct “education” by asking people how much education they have completed, looking at their institutional records, and asking people to complete a test of school level knowledge. If the measures do not converge (i.e. people who claim to have college degree but have no record of attending college, or those with college degree perform no better than high school dropouts on the test), then our test has weak convergent validity and we should not combine all three indicators into one measure.


Discriminant Validity in HRM619-Final Project

Also called divergent validity, discriminant validity is the opposite of convergent validity. It means that the indicators of one construct hang together or converge, but also diverge or are negatively associated with opposing constructs. It says that if two constructs A and B are very different, then measures of A and B should not be associated. For example, we have 10 items that measure political conservatism. People answer all 10 in similar ways. But we have also put 5 questions in the same questionnaire that measure political liberalism. Our measure of conservatism has discriminant validity if the 10 conservatism items hang together and are negatively associated with 5 liberalism ones.

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HRM619-Final Project and Data Analysis

Dear Students Today i am going to tell you how could you put the data in Excel sheet, and what are the various others tools for calculating the mean or correlation

You are required to include the complete data analysis of all respondents and of complete questionnaire which you have used for data collection. You are suggested to calculate the MEAN values of all the factors and then calculate the correlation of both variables i-e HR practices and Job Satisfaction.

I hope it will be clear if there is any confusion you are more than welcome to ask.

Data interpretation for each HR Practice one by one?

The value of standard deviation shows the dispersion of the data and it does not define the level of job satisfaction. You can interpret the level of job satisfaction through MEAN value.

I hope it will be clear if there is any confusion you are more than welcome to ask.

Diagram by using correlation and mean?

You are required to draw the diagram on the basis of responses of each question against every option given in the question in the form of bar diagram or in the form of pie charts. As concerned to correlation there is no need to draw the diagram of correlation.

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