Impact Of Human Resource Management On Employee Performance

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Organization policies of HRM are considered significant source for determining the impudence and performance of its employees. Management and supervision of Human Resource Management has many forms of prolongation but in organizations the key purpose is to make best use of people capabilities and keep a good relation with them. The world of HR is changing more rapidly than our thought. The competition and challenges between organizations has created the need for basic and essential improvements in HRM (Malik, 2013). HRM and Employee’s Performance Bowra et al. (2012) conducted a research in the banking section of Pakistan to observe the relationship between the employee performance and three Human Resource practices; promotion, performance …show more content…

(2008) has made research on university teachers in Pakistan and found a positive relation between performance and promotion ,compensation but the teachers performance was not correlated with performance evaluation. The key purpose of the research was to improve the teacher’s performance. Malik (2013) has prepared research on telecom sector to look at the impact of HR policies on workers performance with relation to MTS India. A total of 50 candidates were chosen and impact was checked in relation to following policies; career planning, selection, performance appraisal, training, compensation, job definition and employee participation. The end results show that there is a positive relation between HR policies and performance of employees. He concluded that organization must have to pay extraordinary attention to compensation, training, and participation for better …show more content…

Hospital employees were not affected from their assessment system whereas other two practices have impact on performance. Jamil and Raja (2011) has complete research to verify the impact of three Human Resource practices; compensation, promotion and performance evaluation on employee performance of public and private section organizations of Pakistan. Result discloses that performance evaluation and compensation practices were considerably and positively linked with employee performance of both sector (Public & Private) organizations of Pakistan. Except promotion practices were irrelevantly connected with employee performance of both sector organizations. Researchers Wright, Gardner, and Moynihan (2003) was a point of view that if appropriate management system exist than employees performance will also be more extraordinary. Careful concentration to human resource practices will direct to competitive benefits. Sample of 50 business units of food services in Canada and United States was used to examine the impact of practices on performance of units. The results exposed that HR practices and organizational commitment are strongly

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