In this paper introduce the development of Human Resource Management (HRM) from a historical perspective and explain the debate between HRM and personnel management. Human Resource Management is a process, which consists of four main behavior, explicitly, achievement, progress, inspiration, as well as maintenance of human resources. This is to study the contributes of scientific production in the area of Human Resources Management since HRMPPS can be used not only in relational studies but also as an evaluation instrument by managers who wish to improve their employees’ well beings as well as organizational outcomes. Organizational climate was measured through a set of questionnaire that we developed based on the eight organizational climate dimension proposed by Koys and De Cotiis (1991). Results also suggest that the relationship between strategic HRM practices and organizational performance in the Nigerian insurance industry is moderately influenced by managerial climate. This study was therefore, able to prove the hypothesis future and supply support to the accessible theories. Results show that HRM practices is significantly associated with achieving organizational objectives. It also shows that, improving the quality of work induces certain behaviors in the employee who is a source of competitive advantage for the organization.
Prof. Dr. Bilal BİLGİN