Author(s):
M. Haritha, P. Raghunadha Reddy
Email(s):
haritha0818@gmail.com
DOI:
10.52711/2321-5763.2025.00006 
Address:
M. Haritha1*, P. Raghunadha Reddy2
1Research Scholar, Department of Management Studies, SVU College of Commerce, Computers and Management Studies, Sri Venkateswara University, Tirupati, Andhra Pradesh, India.
2Professor and Head, Department of Management Studies, SVU College of Commerce, Computers and Management Studies, Sri Venkateswara University, Tirupati, Andhra Pradesh, India.
*Corresponding Author
Published In:
Volume - 16,
Issue - 1,
Year - 2025
ABSTRACT:
This paper aims to investigate how human resource development (HRD) Initiatives influence employee performance in selected IT Companies in Hyderabad. An integrated research model was crafted by synthesizing key factors from existing literature. Data was gathered via a questionnaire administered to 500 employees from selected IT Companies in which only 350 respondents reverted back with full required information corresponding to a response rate of 70 percent. The model's validity and hypotheses were evaluated using structural equation modeling, while the reliability and validity of the dimensions were verified through confirmatory factor analysis. The study indicates that specific HRD initiatives have a significant effect on employee performance. The research focuses solely on the selected IT companies and uses cross-sectional data, which might not be applicable to other sectors or more extensive contexts. The results provide valuable insights for stakeholders, policymakers, and HR Managers on implementing effective HRD practices to enhance employee competencies and improve organizational performance.
Cite this article:
M. Haritha, P. Raghunadha Reddy. The Impact of Human Resource Development Initiatives on Employee Performance in selected IT Companies in Hyderabad. Asian Journal of Management. 2025;16(1):34-2. doi: 10.52711/2321-5763.2025.00006
Cite(Electronic):
M. Haritha, P. Raghunadha Reddy. The Impact of Human Resource Development Initiatives on Employee Performance in selected IT Companies in Hyderabad. Asian Journal of Management. 2025;16(1):34-2. doi: 10.52711/2321-5763.2025.00006 Available on: https://ajmjournal.com/AbstractView.aspx?PID=2025-16-1-6
REFERENCES:
1. Agrawal, N.M. and Thite, M. Human resource issues, challenges and strategies in the Indian software industry. International Journal of Human Resources Development and Management. 2003; 3(3): 249-264.
2. Amin, M., Khairuzzaman, W., Ismail, W., Zaleha, S., Rasid, A., Daverson, R. and Selemani, A. The impact of human resource management practices on performance: evidence from a public university. The TQM Journal. 2013; 26(2) 125-142.
3. Andersson, L.M. and Bateman, T.S. Cynicism in the workplace: some causes and effects. Journal of Organizational Behavior. 1997; 18(5): 449-469.
4. Appiah, C. Human Resource Strategies for International Growth, Routledge, London. 2010
5. Armstrong, M. Armstrong’s Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance, Kogan page Ltd. 2009
6. Becker, B.E. and Huselid, M.A. High performance work systems and firm performance: a synthesis of research and managerial implications. Research in Personnel and Human Resources Management. 1998; 53(4): 53-101.
7. Bentler, P.M. Comparative fit indexes in structural models. Psychological Bulletin. 1990; 107(2): 238-246.
8. Bernardin, H.J. and Russell, J.E.A. Human Resource Management: An Experiential Approach, McGraw-Hill Inc, Singapore. 1993
9. Bhattacharjee, S. and Chakrabarti, D. Indian IT outsourcing industry: future threats and challenges – a reassessment. Futures, 2015; 67: 11-21
10. Byrne, B.M. Structural Equation Modeling with AMOS: basic Concepts, Applications, and Programming, Routledge, New York, NY. 2013
11. Carmines, E.G. and McIver, J.P. Analyzing models with unobserved variables: analysis of covariance structures. in Bohrnstedt, G.W. and Borgatta, E.F. (Eds), Social Measurement: Current Issues, Sage, Beverly Hills, CA. 1981: 65-115.
12. Cho, S., Woods, R.H., Jang, S.C. and Erdem, M. Measuring the impact of human resource management practices on hospitality firms’ performance. Hospitality Management. 2006; 25(2): 262-277.
13. Clardy, A. The strategic role of human resource development in managing core competencies. Human Resource Development International. 2008; 11(2): 183-197.
14. Conway, J.M. and Lance, C.E. What reviewers should expect from authors regarding common method bias in organizational research. Journal of Business and Psychology, 2010; 25(3): 325-334.
15. Craighead, C., Ketchen, D., Dunn, K. and Hult, G. Addressing common method variance: guidelines for survey research on information technology, operations, and supply chain management. IEEE Transactions on Engineering Management. 2011; 58(3): 578-588.
16. DeNisi, A. and Pritchard, R. Performance appraisal, performance management and improving individual performance: a motivational framework. Management and Organization Review. 2006; 2(2): 253-277.
17. Denison, D.R. Denison Model for Organizational Culture Survey, Denison Consulting, Zurich and Shanghai, Ann Arbor, MI. Fan, X. and Sivo, S.A. Sensitivity of fit indexes to mis specified structural or measurement model components: rationale of two-index strategy revisited. Struct Equ Modeling, 2007; 12(3): 343-367.
18. Fornell, C. and Larcker, D.F. Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research. 1981; 18(1): 39-50.
19. Giles, W., Findley, H. and Feild, H. Procedural fairness in performance appraisal: beyond the review session. Journal of Business and Psychology. 1997; 11(4): 493-506.
20. Gilley, J.W., Eggland, S.A. and Gilley, M.A. Principles of Human Resource Development, Basic Books, New York, NY. 2009
21. Guthrie, J.P. High-involvement work practices, turnover, and productivity: evidence from New Zealand. Academy of Management Journal. 2001; 44(1): 180-190.
22. Hair, J.F., Black, W.C., Babin, B.J. and Anderson, R.E. Multivariate Data Analysis: A Global Perspective, Pearson Education, Delhi. 2010
23. Hair, J.F., Black, W.C., Babin, B.J., Anderson, R.E. and Tatham, R.L. Multivariate Data Analysis, 6th ed., Prentice-Hall, Upper, Saddle River, NJ. 2006
24. Harrison, R. Employee Development, 2nd ed., Institute of Personnel and Development (IPD), London. 2000
25. Haslinda, A. Outcomes of human resource development interventions. Journal of Social Sciences. 2009; 5(1): 25-32.
26. Hill, R. Why HRD in small organisations may have become a neglected field of study. in J. Stewart and G. Beaver (Eds), HRD in Small Organisations, Routledge, London, 2004: 8-25.
27. Hoe, L.S. Quantitative research methods. Journal of Applied Quantitative Methods. 2008; 3(1): 76-83.
28. Hu, L.T. and Bentler, P.M. Cutoff criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural Equation Modeling. A Multidisciplinary Journal. 1999; 6(1): 1-55.
29. Indradevi, R. Training for most capable workforce. Advances in Management. 2010; 3: 49-54.
30. Islam, M.Z. and Siengthai, S. Quality of work life and organisational performance: empirical evidence from Dhaka Export Processing Zone. Paper presented in ILO conference on ‘Regulating for Decent Work’, Geneva. 2009
31. Iverson, R.D. and Zatzick, C.D. High commitment work practices and downsizing harshness in Australian Workplaces. Industrial Relations. Journal of Economy and Society. 2007; 46(3): 456-480.
32. Kapel, C. and Shepherd, C. Career ladders create common language for defining jobs. Canadian HR Reporter. 2004; 14(12): 15-16.
33. Kaye, B. Build a culture of development. Leadership Excellence. 2005; 22(3): 18.
34. Kehoe, R.R. and Wright, P.M. The impact of high performance human resource practices on employees’ attitudes and behaviors.Journal of Management. 2013; 39(2): 366-391.
35. Kinicki, A.J., Carson, K.P. and Bohlander, G.W. Relationship between an organization’s actual human resource efforts and employee attitudes. Group and Organization Management. 1992; 17(2); 135-152.
36. Kline, R.B. Principles and Practice of Structural Equation Modeling, 3rd ed., Guilford Press, New York, NY. 2011
37. Leopold, J. and Harris, L. The Strategic Managing of Human Resources, Prentice Hall Education Ltd, Harlow, Essex. 2009
38. MacCallum, R.C. and Hong, S. Power analysis in covariance structure modeling using GFI and AGFI. Multivariate Behavioral Research. 1997; 32(2): 193-210.
39. McDaniels, C. and Gysbers, N.C. (), Counselling for Career Development; Theories, Resources and Practice, Jossey-Bass Publications. McGraw, P. A review of human resource development trends and practices in Australia: multinationals, locals, and responses to economic turbulence. Advances in Developing Human Resources. 1992; 16(1): 1-16.
40. Mastrangelo, A., Eddy, E.R. and Lorenzet, S.J. The relationship between enduring leadership and organizational performance. Leadership and Organization Development Journal. 2014; 35(7): 590-604.
41. Mathis, R.L. and Jackson, J.H. Human Resource Management, South-Western Cengage Learning, Mason, OH. 2009
42. Miles, J. and Shevlin, M. Effects of sample size, model specification and factor loadings on the GFI in confirmatory factor analysis. Personality and Individual Differences. 1998; 25(1): 85-90.
43. Mondy, W. and Noe, R. Personnel: The Management of Human Resources, Allyn and Bacon, Boston, MA. 1981
44. Neuman, W.L. Social Research Methods, Qualitative and Quantitative Approaches, Pearson. 2005
45. Noe, R. Employee Training and Development, McGraw-Hill, New York, NY. 2005
46. Otoo, F.N.K. and Mishra, M. Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises. European Journal of Training and Development. 2018; 42(7/8): 517-534.
47. Osman, I., Sidani, Y., Al-Ayoubi, B. and Emrouznejad, A. Data envelopment analysis model for the appraisal and relative performance evaluation of nurses at an intensive care unit. Journal of Medical Systems. 2011b; 35(5); 1039-1062.
48. Ostroff, C. The relationship between satisfaction, attitudes and performance: an organizational level analysis. Journal of Applied Psychology. 1992; 77(6); 963-974.
49. Podsakoff, P.M., MacKenzie, S.B., Lee, J.Y. and Podsakoff, N.P. Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology. 2003; 88(5): 879-903.
50. Podsakoff, P.M., MacKenzie, S.B., Lee, J.Y. and Podsakoff, N.P. Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology. 2012; 63: 539-569.
51. Price, J.L. Reflections on the determinants of voluntary turnover. International Journal of Manpower. 2001; 22(7): 600-624 .
52. Rahimi, S., Khorasani, A., Rezaeizadeh, M. and Waterworth, J. The virtual human resource development (VHRD) approach: an integrative literature review. European Journal of Training and Development. 2022; 46(5/6): 484-503.
53. Raj Adhikari, D. Human resource development (HRD) for performance management: The case of Nepalese organizations. International Journal of Productivity and Performance Management. 2010; 59(4): 306-324.
54. Rao, T.V. Planning for human resources development. Vikalpa. 1987; 12(3): 46-51.
55. Santos, A. and Stuart, M. Employee perceptions and their influence on training effectiveness. Human Resource Management Journal. 2003; 13(1): 27-45.
56. Scheel, T., Rigotti, T. and Mohr, G. Training and performance of a diverse workforce. Human Resource Management, 2014; 53(5): 749-772.
57. Sharma, S., Mukherjee, S., Kumar, A. and Dillon, W.R. A simulation study to investigate the use of cutoff values for assessing model fit in covariance structure models. Journal of Business Research. 2005; 58(7): 935-943.
58. Shih, H.A., Chiang, Y.W. and Hsu, C.C. Can high performance work systems really lead to better performance. International Journal of Manpower, 2006; 27(8): 741-763.
59. Sims, R.R. Organizational Success through Effective Human Resources Management, 1st ed., Greenwood Publishing Group. 2002
60. Singh, K. Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources. 2004; 42(3): 301-317.
61. Sturges, J., Guest, D., Conway, N. and Davey, K.M. A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years of work. Journal of Organizational Behavior, 2002; 23(6): 731-748.
62. Sung, S.Y. and Choi, J.N. Multiple dimensions of human resource development and organizational performance. Journal of Organizational Behavior. 2014; 35(6): 851-870.
63. Swanson, R.A. Human resource development and its underlying theory. Human Resource Development International, 2001; 4(3): 299-312.
64. Swanson, R.A. and Holton, E.F. Foundation of Human Resource Development, Berrett – Koehler, San Francisco. 2009
65. Tanaka, J.S. Multifaceted conceptions of fit in structure equation models.in Bollen, K.A. and Long, J.S. (Eds), Testing Structural Equation Models, Newbury Park, Sage, CA, 1993: 136-162.
66. Teseema, M. and Soeters, J. Challenges and prospects of HRM in developing countries: testing the HRM-performance link in eritrean civil service. International Journal of Human Resource Management. 2013; 17(10: 86-105.
67. Uraon, R.S. and Gupta, M. Do HRD practices affect perceived market performance through operational performance? Evidence from software industry. International Journal of Productivity and Performance Management. 2020; 69(1): 85-108.
68. Uraon, R.S. Examining the impact of HRD practices on organizational commitment and intention to stay within selected software companies in India.Advances in Developing Human Resources. 2018; 20(1): 11-43
69. Walker, R.M., Damanpour, F. and Devece, K.C. Management innovation and organizational performance: the mediating effect of performance management. Journal of Public Administration Research and Theory. 2011; 21(2): 367-386.
70. Werner, J.M. and DeSimone, R.L. Human Resource Development: Foundation, Framework, and Application, Cengage Learning Publications. 2006
71. Wheaton, B., Muthen, B., Alwin, D.F. and Summers, G. Assessing reliability and stability in panel models. Sociological Methodology. 1977; 8(1); 84-136.
72. Wright, P.M., McMahan, G.C. and McWilliams, A. Human resource and sustained competitive advantage: a resource–based perspective. International Journal of Human Resource Management. 1994; 5(2): 301-326.
73. Yamao, S., Cieri, H.D. and Hutchings, K. Transferring subsidiary knowledge to global headquarters: subsidiary senior executives’ perceptions of the role of HR configurations in the development of knowledge stocks. Human Resource Management. 2009; 48(4): 531-554.
74. Youndt, M.A. and Snell, S.A. Human resource configurations, intellectual capital and organizational performance. Journal of Managerial Issues. 2004; 16(3): 337-360.
75. Yuvaraj, S. and Mulugeta, K. Analysis of the strategic orientation of HRD practices and managers’ awareness towards the concepts of HRD in Ethiopia. Research Journal Social Science and Management. 2013; 3(1): 186-198.