The impact of Human Resource policies and practices on employee outcomes: A Case of Kosovo

Abstract

Considering the need of Kosovo for Human Resources field, especially the need for conducting a research in large companies, encouraged this research to be started. The three participant companies in this research were Telecom of Kosovo, Kosovo Energy Corporation and Bank for business. Is expressed much need to explore some of the most important policies and practices across companies, such as recruitment and selection, training and development, compensation and benefits as well as perceived organizational support. And on the other hand, observing the impact they have on employees, ranging from job satisfaction, organizational commitment and turnover. Many researches that have been accomplished leave behind a large number of gaps waiting to be met by others and the gaps that have been identified from the previous studies related to this topic are filled by this research. In this research the most fitted methodology approach seemed to be triangulation, where are distributed 50 questionnaires to the employees of the respondent companies and 20 interviews have been held with the HR Managers. So, based on the analyses that have been done, the objectives of this paper have been achieved and the questions have been answered. In many parts of findings are witnessed some strong and significant correlations between the outcomes of the employees and the implementation of HR policies. In addition, the answers of employees differ from the answers of HR policies, since the latter have responded positively about the execution of the practices in question.
 The academic contribution of this study is witnessed related to the gaps derived by the previous studies which this research has filled and the practitioner contribution of it is linked with the help that this research gives to the participant companies in terms of the crafting policies and executing practices in their business environment. The most important recommendation is that the HR managers should improve their executing process of these policies and practices. However, based on the limitations of this research are flown the need for further studies to be filled by next researches, such as the need to conduct this issue in manufacturing and service firms and to compare the findings between the two sectors.