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HRM Practices & Employee Performance in Pakistan

This document discusses research on the relationship between human resource management (HRM) practices and employee performance in Pakistan's public sector. It notes that while several studies have examined this relationship in developed countries, few have looked at developing countries like Pakistan. The research questions examine the effects of HRM practices on performance, the current state of HRM practices in the public sector, and the relationship between HRM practices and performance. The objectives are to determine the impact of HRM practices on performance, assess current HRM practices, and analyze the relationship between practices and performance. The scope discusses expanding future studies to other factors like compensation. Limitations include time constraints, confidentiality of some information, and potential bias.

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asif taj
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704 views2 pages

HRM Practices & Employee Performance in Pakistan

This document discusses research on the relationship between human resource management (HRM) practices and employee performance in Pakistan's public sector. It notes that while several studies have examined this relationship in developed countries, few have looked at developing countries like Pakistan. The research questions examine the effects of HRM practices on performance, the current state of HRM practices in the public sector, and the relationship between HRM practices and performance. The objectives are to determine the impact of HRM practices on performance, assess current HRM practices, and analyze the relationship between practices and performance. The scope discusses expanding future studies to other factors like compensation. Limitations include time constraints, confidentiality of some information, and potential bias.

Uploaded by

asif taj
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1.

1 Introduction:
“Happy employees are the Potentials employees.” “Happy employees are always productive
employees.” We hear these statements made by HR professionals, practitioners and managers
in organizations. Many researchers conducted their researches to determine the relationship
between Human Resource Management (HRM) practices and Employee Performance in
developed countries but few studies have been conducted in developing countries like
Pakistan. Pakistan is considered ‘under-researched’ in the HRM practices In Pakistan,
Researchers mainly focused public sector but public sector of Pakistan required a great
attention to determine the relationship between HRM practices and employee’s performance.
These HR Practices are also known as key drivers of employee performance. Training and
development is one of the key elements of employee job satisfaction because it reduces the
discrepancies in job tasks and enhances the job skills which in result motivates the employees
and lead towards job satisfaction. Employees get extremely motivated through rewards and
recognition and these two factors lead towards employee motivation and research shows that
highly motivated employees are the most satisfied employees and also the high performers.
This research provides information about the active practices of HRM in public sector and
their impact on employee’s performance. The results of this research will be helpful for HRM
professionals of increase the performance of employees by implementing the HRM
practices. This study will be helpful in optimizing the abilities of the employees and
assigning the tasks accordingly. By implementing the HRM practices, organizations will be
able to achieve its goals by making an effective and efficient workforce.

1.2 Statement of problem:


Factors that influencing the Employees and job satisfaction and they intend to switch their
jobs.

1.3 Research Question:


1. How Human Resource Management (HRM) practices affects Employee Performance?
2. What is the status of Human Resource Management (HRM) practices in Public Sector?
3. What is the relationship between Human Resource Management (HRM) practices and
Employee Performance?
Research Objectives:
1. To determine the effect of Human Resource Management (HRM) practices on employee
performance
2. To determine the status of Human Resource Management (HRM) practices in public
sector.
3. To determine the relationship between Human Resource Management (HRM) practices
and Employee’s Performance.

1.4 Scope of the research:


Studies in future may presumably investigate some new elements of pay and advancement
projects to improve execution the executives framework in Pakistani public sector . As, open
division assumes a huge job in Pakistan's economy, so it is critical to manufacture the
business successfully and effectively for that representatives' presentation assume
indispensable job. This investigation at last aides in improving execution the executives
arrangement of Pakistani public sector.

1.5 keywords:
HR Practices, Job Satisfaction, HR Policies, Employee Motivation

1.6 Limitation:
 Due to limitation of time the research could not be made more detailed
 Due to confidently of some information accurate response was not revealed
by some of the respondent
 Some of the resplies of the respondent may be biased

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