In addition to boosting an organisation's revenues, human resource management also plays a crucial part in adding value by fostering an atmosphere where workers are happy to work. Additionally, human resource management emphasises employee development, staffing and corporate social responsibility duties. Management of human resources aids businesses in overcoming obstacles posed by competition and remaining competitive. In the current corporate climate, human resources in firms are a source of competitive advantage. The objectives of the study is to find the relationship between selected demographic variable and analysis the impact Human Resource Practice with Job Satisfaction in service sector Jharkhand and provide a solution to the services industry that by proper human resource practice in organisation can lead to job satisfaction. The study is based on primary information gathered from 300 employees in service sector Jharkhand. The respondents are chosen using the random sampling method. The data were analysed using SPSS 23.0. The cronbach alpha, which measures the questionnaire's dependability, is 0.845. The idea was tested using correlation and linear regression analysis. The results show that there is a strong correlation between job satisfaction and human resource practises. The HRP activities may improve employee satisfaction, workers can report decreased job satisfaction if the inequalities in their workplaces rises. In today's corporate world, human resources in firms are a source of competitive advantage. The numerous organisational practises that foster a culture have an impact on or are dependent upon organisational performance. Employee attitudes, behaviour and performance are influenced by the HR policies, practices, and processes, which foster a healthy HR atmosphere. HRM is also known as "people practises". "Illustrated are important HRM practises such as job analysis, job design, attracting potential employees (recruiting), selecting employees (selection), training them for superior performance and developing them for the future (training and development), evaluating their performance (performance management), rewarding them (compensation) and creating a favourable work environment (employee relations)".