Abstract
Human resource management is an emerging field of study in Pakistan. The purpose of this study is to identify the best human resource practices in the context of Job performance and offer recommendations for future research. This study reviewed many published articles in the major academic journals, focusing on the most important human resource practices, the relations between human resource practices and job performance. This study finds that Pakistan-based research on the human resource practices has been actively discussed in the major theoretical debates in the literature, and that Pakistan-based studies have extended previous models by identifying additional intervening variables. A hypothesized model on the basis of extensive review of the literature has been developed. It is recommend that future research in this area be more responsive to emerging methodological concerns of the field, and pay more attention to Pakistan-specific issues that may have significant organizational consequences.
Highlights
The field of human resource management (HRM) was emerged as a sovereign intellectual field in the United States (US) since long
This study reviewed recently published articles on the most important topic of HRM, the relations between HRM and performance
This qualitative review suggests that Pakistan-based HRM studies have actively participated in major theoretical debates in HRM literature
Summary
The field of human resource management (HRM) was emerged as a sovereign intellectual field in the United States (US) since long. As public sector organizations have experienced dramatic changes in their ways of managing people, academic interest in the organizational consequences of HRM has grown in Pakistan-based management Recent reviews, such as those of rehman, Ajmal Waheed, and Hamid Rafiq (2010) reported the growing importance of Human Resource Management studies in Pakistan-based HRM literature. As this subject is attracting increasing number of researchers, it would be useful to closely examine the current standing of the research and identify the ways to effectively move the field forward. By putting Pakistan-based HRM studies in the context of the global HRM, there is an opportunity to reflect on the relevance of the above-mentioned criticisms to the emerging stream of Pakistan-based HRM research
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