Abstract
Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.
Highlights
Organizations are required to design and implement human resource development (HRD) practices to ensure numerous positive organizational outcomes in terms of organizational performance, organizational effectiveness, enhancing market performance, sustainable competitive advantage, and organizational commitment
Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested
This study aimed to explore the impact of human resource development practices on employee engagement and employee performance
Summary
Organizations are required to design and implement HRD practices to ensure numerous positive organizational outcomes in terms of organizational performance, organizational effectiveness, enhancing market performance, sustainable competitive advantage, and organizational commitment. Organizations should develop their human resources to be ready for present and future work requirements. Given the importance of HRD practices in improving the performance, both at individual and organizational levels, researchers have been interested in exploring the effects of these practices on, for instance, employee engagement and employee performance. The present study is of interest and provides additional scientific knowledge by demonstrating human resource development practices in restaurants and their significance in improving the employee engagement and performance, which, in turn, affects the overall success of the organization
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