The Psychological Role of Human Resources Management Strategy in Enhancing Organizational Reputation an Exploratory Study

Abstract

This study intends to ascertain organizational reputation’s role as an independent variable in the Vidarbha region's HRM (Human Resource Management) strategy. It followed a descriptive research methodology comprising a sampling of studies (general managers, deputy general managers, department heads, and individual agents). If you are a researcher, the questionnaire will be distributed to a valid analysis of (90) respondents in the form of a questionnaire comprising forty paragraphs, supplemented by field visits and personal interviews. A Board Employee and Curriculum Approval (SPSS V.25), (AMOS V.18) Descriptive statistical procedures and techniques (percentage, arithmetic mean, linearity test, standard deviation, relative importance, factor analysis, normal distribution test, correlation coefficient. Path analysis, simple linear regression simple Pearson,) for testing hypotheses, and the most striking conclusion the conclusion of the research is that the validity of the hypothesis shows a direct impact on the HRM strategy, along with the limitation of the motivational strategy in the organizations studied. There are direct and indirect reciprocal interactions between HRM strategy and organizational reputation.