| Abstract: |
Strategic Human Resource Management (SHRM) has emerged as a decisive mechanism for facilitating organizational change in both government and corporate sectors. The present study investigates how specific SHRM approaches namely workforce planning, training and development, performance management, compensation strategies, and employee participation differentially influence organizational change outcomes across these two sectors in the Indian context. The primary objectives were to compare the adoption levels of SHRM practices and to examine their impact on change readiness and organizational performance. A descriptive-comparative research design was adopted, utilizing a structured questionnaire administered to 320 respondents (160 from government organizations and 160 from corporate entities) in India, selected through stratified random sampling. The hypothesis posited that corporate sector organizations demonstrate significantly higher adoption of SHRM practices during organizational change than government sector organizations. Results confirmed this hypothesis, revealing that corporate entities scored significantly higher on training investment (mean=4.12 vs. 3.28), performance-linked rewards (mean=4.35 vs. 2.89), and digital HR integration (mean=4.41 vs. 2.76). However, government organizations exhibited stronger employee retention (mean=4.18 vs. 3.65) and job security perceptions (mean=4.52 vs. 3.41). The study concludes that a hybrid SHRM model integrating corporate agility with government stability frameworks can optimize organizational change outcomes across both sectors. |
