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Impact of HRM Practices on Employee’s Performance

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  • Saira Hassan

Abstract

This study was conducted to determine the impact of HRM practices on employee’s performance in the Textile industry of Pakistan. Random sampling technique was used to collect data for this research study. A questionnaire based on 34 items was distributed among 68 employees of textile industry for data collection. To check the association between HRM practices and employee’s performance, Pearson correlation statistical technique and regression analysis was applied on the data. The results indicate that HRM practices Compensation, Career Planning, Performance Appraisal, Training, and Employee Involvement have a positive impact on employee’s performance. Hence, it is proved that independent variables contribute positively towards change in the dependent variable.

Suggested Citation

  • Saira Hassan, 2016. "Impact of HRM Practices on Employee’s Performance," International Journal of Academic Research in Accounting, Finance and Management Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Accounting, Finance and Management Sciences, vol. 6(1), pages 15-22, January.
    • Handle: RePEc:hur:ijaraf:v:6:y:2016:i:1:p:15-22
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    References listed on IDEAS

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    1. John Paul Macduffie, 1995. "Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry," ILR Review, Cornell University, ILR School, vol. 48(2), pages 197-221, January.
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    3. Mercy Gacheri Munjuri, 2011. "The Effect of Human Resource Management Practices in Enhancing Employee Performance in Catholic Institutions of Higher Learning in Kenya," International Journal of Business Administration, International Journal of Business Administration, Sciedu Press, vol. 2(4), pages 189-224, November.
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    Cited by:

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    2. Shaker H. Alnawfleh, 2020. "Effect of Training and Development on Employee Performance in the Aqaba Special Economic Zone Authority," Journal of Business & Management (COES&RJ-JBM), , vol. 8(1), pages 20-34, January.
    3. Swarts I. & Leeuw Z. M. & Mukonza C., 2019. "The Impact of Human Resource Management Practices on Perceived Organisational Justice," Business Management and Strategy, Macrothink Institute, vol. 10(1), pages 219-238, December.
    4. Mohammed Saud Mira* & Dr. Yap Voon Choong & Dr. Chan Kok Thim, 2018. "The Role of Job Satisfaction as Mediator Between Human Resource Practices and Employees' Performance Among the Cargos' Employees at Saudi Ports Authority Based on the Motivation Theories," The Journal of Social Sciences Research, Academic Research Publishing Group, pages 91-105:4.
    5. Ahsan Khan & Danish Ahmed Siddiqui, 2018. "Impact of Vision Based Recruitment on Organization’s Performance in Pakistan," International Journal of Human Resource Studies, Macrothink Institute, vol. 8(4), pages 188207-1882, December.
    6. Adegboyega Olayisade & Olawumi D Awolusi, 2021. "The Effect of Leadership Styles on Employee’s Productivity in the Nigerian Oil and Gas Industry," Information Management and Business Review, AMH International, vol. 13(1), pages 47-64.
    7. Ramaisa Aqdas & Nik Ab Halim Nik Abdullah, 2019. "High Performance Work System and Export Performance," Pakistan Journal of Humanities and Social Sciences, International Research Alliance for Sustainable Development (iRASD), vol. 7(2), pages :245-256, June.
    8. AbdulQader Alsaiari & Fadilah Puteh & Abdul Jalil Mohamed Ali, 2020. "Could Demographic Variables Impacting the Relationship Between HRM Practices and Employee Loyalty? A Meta-Analysis Review," Human Resource Research, Macrothink Institute, vol. 4(1), pages 205-232, December.
    9. Muhammad Masood Mir & Hina Amin, 2016. "The Influencing Factors of Employee Performance and its effects on Performance Appraisal of the Employees on Higher Education Sectors of Karachi, Pakistan," KASBIT Business Journals (KBJ), Khadim Ali Shah Bukhari Institute of Technology (KASBIT), vol. 9(1), pages 31-62, December.

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