Journal Press India^®

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Employers and managers, in general, would want their employees to go beyond their defined roles, be a sport and promote their organization to outsider’s at the same time maintaining good healthy working relationship within the organization. The reason as to why such extra-role behaviours are important from the perspective of research and practice is because managers and executives value employees who display “citizenship Behaviour”. Human Resource Developmental practices have strong impact on ORGANIZATIONAL CITIZENSHIP BEHAVIOUR. Many researchers have studied that the influence of HRD practices on behaviour of employees.
In past, researchers have evaluated the impact of HRD practices on organizational performance, employee satisfaction, productivity, customer satisfaction, employee commitment, employee engagement, which in turn results in high organizational performance. Better HRD functions deals with the development of the resources in a company’s-organizational development, performance management, compensation, training and learning, and coaching which in turn enhances the performance oriented culture in the organization. Earlier study shows that HR practices have positive relationship with organizational citizenship Behaviour. They found organizational citizenship Behaviour to be of critical importance, which in turn is affected by the HR practices in the organization. The objective of this study is to examine the impact of HRD functions on organizational citizenship Behaviour.
This study aims to investigate how policies and practices in Human Resources impact Organizational Citizenship Behaviours (OCB). The objectives of the study was to determine the Organizational Citizenship Behaviour of the employees, the satisfaction level of employees towards Human resource practices and Policies and To study and analyze the implications of Human Resources Practices on Organizational Citizenship Behaviour. The final questionnaire was administered to 96 employees. Convenience Sampling was used to collect the data with the statistical techniques of Mean, Standard Deviation and Karl Pearson’s Correlation. The results revealed significant impact from PPHR over OCB, and we evidence that only professional involvement exhibited significant relation. We also conclude that PPHR influence the dissemination of organizational image and creative suggestions from OCB factors. The results indicate suggestions where managers can act to extract, effectively, organizational citizenship Behaviours from their employees.

Keywords

Human Resource Practices; Altruism; Conscientiousness; Civic Virtue; Sportsmanship Behaviour; Organizational Citizenship Behaviour

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