Abstract
The purpose of this study is to investigate the impact of Human Resource (HR) practices on employees’ performance with moderating role of IWE. Self-administered questionnaires were distributed and data of 307 employees were collected from telecom sector of Pakistan. Findings reveal that performance appraisal and employee’s empowerment positively predict employees’ performance, while the relationship with regard to training could not be established as was expected. IWE moderate the relationship between HR practices (performance appraisal and empowerment) and employees’ performance. This study is useful since it provides insights into how IWE significantly improve the performance of employees within an organization when coupled with key HR practices.
Highlights
IntroductionHuman Resource (HR) practices (performance appraisal, training and empowerment) have gained focus of research in the past decade or so mainly because of their significance in rewarding managerial activities in contemporary organizations
Human Resource (HR) practices have gained focus of research in the past decade or so mainly because of their significance in rewarding managerial activities in contemporary organizations
The employees of telecom sector have been chosen because this organization properly applies HR practices like performance appraisals, training and empowerment
Summary
HR practices (performance appraisal, training and empowerment) have gained focus of research in the past decade or so mainly because of their significance in rewarding managerial activities in contemporary organizations. They are important in enhancing employee’s performance, which is essential for the achievement of organizational goals in today’s extremely competitive environment. In a developing economy like Pakistan, scientific HR practices have been increasingly adopted by organizations, but the process of adaptation has been slow. There can be many factors for this slow pace, but one factor can be the lack of focus on due importance to IWE.
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