THE IMPACT OF HUMANCE RESOURCE MANAGEMENT AND STANDARDIZED MANAGEMENT, ENTERPRISE CULTURE TOWARD ORGNIZATIONAL EFFECTIVENESS: A CASE STUDY OF FURNITURE MANUFACTURE GROUP IN THAILAND

Abstract

Due to the diversity of the workforce, the organization has faced various obstacles in developing human resources and standardized management. Human resource management practices’ of international business firms will have to provide efficient management strategies to guarantee improved performance and productivity at work. Developing Organizational practises to boost employee motivation in a multicultural workforce presents considerable difficulties for HRM. A greater degree of employee satisfaction and motivation depends on the development of corporate culture and practice. However, creating a plan that promotes justice and appreciates individual ideas and values is difficult given the widely varied workforceFor this purpose, this study evaluated the impact of HRM, enterprise culture and standardised management impact on the Organizational effectiveness through the case study of the Furniture manufacturing group of Thailand. A sample size of 200 is collected through the primary research method of an online survey to understand the employee perspectives about the different Organizational factor which impacts Organizational effectiveness. The demographic data showed that the majority of workers in the furniture manufacturing industries are male, between the ages of 20 and 40, and make less than 15,000 Bath annually.The study evaluated the data usingstatistical methods of descriptive analysis and regression analysis. The findings of the study highlighted the significant influence of the HRM, enterprise culture and standardised management impact on Organizational effectiveness. However, a few independent variables are insignificant to the Organizational effectiveness which include recruitment and selection, salary system, adaptability and staffing and selection system of the Furniture manufacturing group. As a result, the management of the firm must concentrate on the personnel and selection method, wage structure, and flexibility. Managers of the furniture manufacturing group must update Organizational policies and systems in relation to training, development, and compensation.