The impact of HR dimensions on organizational performance

Abstract

This research paper focuses on the importance of most vital of HR dimensions and HR outcome leading to organizational performance. Study was conducted in telecom companies in Pakistan namely; Telenor and Zong with the sample of 300 respondents. Convenient sampling technique was used for the research survey; furthermore, the variables in the model were measured and tested with the help of equation modeling program (AMOS) in order to find relationships among variables. Major findings concluded that there is need of hour to take more steps for employee development as negative relation is observed between employee development and employee commitment, supporting this statement, it was also observed that positive relationship exists between performance of employee and employee commitment, so it means employees are working good in these organizations but further development of employees are lacking in these telecom cellular companies of Pakistan. In short, this research clearly explains that employees’ development is more important as compared to employees’ performance. So, steps should be taken to develop an employee by training, giving him job security and promotion rather than focusing directly on performance of employee. The research will contribute to mark employee performance and development as the main focus for HR department to work extensively on in order to increase employees’ commitment to tasks and achieve overall organizational performance. Furthermore, future research recommendations are presented at the end of research paper. Key words: Employee development, employee performance, organization performance, employee commitment.