1.

(Hiltrop, 1996) This study made by Jean-Marie Hiltrop, analyses the link between Human
Resource Management and organizational performance. This research has found that HRM
policies and practices of an organization - including 'best' practices - are associated with
high performance, and that it also encourages employee behaviour and attitudes towards
firming up the competitive strategy of an organisation. This article also throws light upon
such “Best practices” which improves organizational performance. Copyright © 1996
Elsevier Science Ltd.

2. (Jiang et al., 2012) This article deals with the study of effects of three dimensions of HR
systems which are skills-enhancing, motivation-enhancing, and opportunity-enhancing -
on proximal organizational outcomes and distal organizational outcomes . The study has
found that the relation between skill-enhancing practices to human capital is more
positive and that the relation between skill-enhancing practices to employee motivation is
less positive when compared with motivation-enhancing practices and opportunity-
enhancing practices. © Academy of Management Journal.

3. (Kuvaas, 2008) This research analyses how the quality of the employee-organization
relationship impacts the relationship between employee perception of developmental
human resource practices and employee outcomes.This study states four indicators of the
employee-organization relationship which comprises of perceived organizational
support, affective organizational commitment, and procedural and interactional justice.
The results of this study shows that there is a strong and direct negative relationship
between perception of developmental HR practices and turnover intention. © Blackwell
Publishing Ltd 2007.

4. (Kinnie et al., 2005) This research analyses relationship between employees' satisfaction
with Human Resource practices of an organization and their commitment to the
organisation.The results of this study shows that there is a link between Satisfaction with
certain HR practices and commitment of all employees, while the link for others varies
between the three employee groups.