Abstract
The present study examines the relationship between HRM practices and performance of employee to be tested in Punjab police, Pakistan. The sample size in this study is 368 respondents that consists of Inspectors and Sub-inspectors of Punjab Police Department in Pakistan. We collected data using questionnaire and analysis using Smart-PLS. Our result discovered that job rotation, training and development, compensation, career planning, and performance appraisal have a positive affect to Employee Performance in Punjab Policy department, Pakistan. Based on our findings, we suggest the policymakers to provide more intensive compensation to employees, optimizing job rotation, implementing training and development, provide appropriate career planning, and making advance performance appraisal in order to improve the performance of Punjab police employees in Pakistan. This study extends existing literature of Employee Performance, it delivers new understandings on the conception and role of job rotation, training and development, compensation, career planning, and performance appraisal to stimulate the reformation of Employee Performance in the government institution such as the Punjab police department.
Highlights
In current years, the requirement of employee performance and its fame is at the peak
An increase in compensation is considered to motivate employees to be more disciplined and improve their performance. It is consistent with the findings from previous studies (Hameedetal, 2014; Oluigbo and Anyiam, 2014, Sopiah, 2013; Quartey& Esther, 2013) that concluded that compensation is a supporting element that stimulates improvement in employee performance
This result supported the viewpoint of previous studies which concluded that career planning hasapositivevalueindevelopingemployeepotentialinanorganization(Akhteretal.,2013;Khalidetal., 2014)
Summary
The requirement of employee performance and its fame is at the peak. Several reform measures had been introduced by different successive governments all with sole aim of improving the employee performance of Police so that efficient service deliveries will be provided to the general public (Faisal &Jafri, 2017). De-Cenzo, Robbins, and Verhulst (2016), noted that several other factors had affected HRM practices in Pakistan, like lack of internal efficient manpower to complete all necessary tasks and poor application of HRM practices In this regard, Khan, Raziq, and Ghouri (2019) stressed that any organization without a well-tailored and structured HRM policies/practices risk poor performance of employees. This study expected to contribute to useful recommendation to policymakers in order to improve the performance of security employees of government institution like police in Pakistan. This study expected to provide new knowledge regarding study about development of human resource management
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