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Presented by: Ali Irfan (12156)

PRESENTED TO : DR. AFSHAN

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IMPACT OF HR PRACTICES ON

PERCEIVED PERFORMANCE OF

UNIVERSITY TEACHERS IN PAKISTAN

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This is a manifestation of diligent work and honest discharge duty of my

teachers. I am fortunate enough to have such a talented and hardworking

teachers who stood with me, appreciated me and inspired me for creating such

a master piece. Without their efforts this would have been almost impossible.Whatever I have been able to construct it was because of them. They injected

that inspiration in me and made me able to stand on my feet and do

something for the betterment of mankind. On this occasion especially I

would like to say thanks to Mam. Afshan and Mam. Annie who were with me

throughout this course and kept on motivating and guiding me throughout the

course.

DEDICATION

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In this paper the study present the procedure step by step to acquireknowledge by opting for a structured approach using a questionnaire as a toolfor acquiring knowledge. Here this study want the domain problem, "theperformance of teachers in higher education to evaluate the use of expertsystem technology" to appear. The purpose of this study will be to analyze theimpact of performance management system for teachers of private

educational institutions. An attempt to find out the real factors that theteacher can affect performance. This study investigates the relationshipbetween HR practices i.e. three compensation, promotion and performanceevaluation and employee performance observed among university professorsin Pakistan. In this study the positivism paradigm would be used andquestionnaire would be used to collect the data from 500 people. Thepopulation would be 500 people and sample size would be 50. All the analysis

would be done through SPSS.

Keywords: HR practices, employee performance, compensationpractices, promotion practices, performance evaluation practices,Perceived Employee performance

ABSTRACT

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The study of human resource management practices has been an important

and critical area in management and organizational performance from last

several years.

. Impact of HR practices on organizational performance on universityteachers of Pakistan has been an important area of research in past 25 years

indicating positive relationship between HR practices and organizational

performance.

In Pakistan many companies are seriously engaging these practices to

achieve the strategic advantages over competitors.

INTRODUCTION

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In the present knowledge economy, the need of human resource

management practices is vital for competitive advantage.

In Pakistan (Shahzad, Bashir, & Ramay, 2008) (Khan, 2010) (Quresh,

Akbar, Khan, & Hijazi, 2010) (Khalid & Rehman, 2010) and others studiedthe impact of human resource management practices on the performance of

organization.

CONT

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The purpose of this survey based on cross sectional study is to determine

the Impact of HR Practices on Perceived Performance of University

Teachers in Pakistan. In recognizing this complexity, more effective

concept of HR practices is provided.

PURPOSE STATEMENT

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Main Objective

All this research would be for the sake of betterment of educational sector

of Pakistan. And the main idea is to highlight the deficiencies which are there

in the educational sector and then to rectify it.

OBJECTIVES

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SubObjectives

The sub objectives of this study would be as follow

To identify the factors which could motivate or demotivate an employee

To identify the reason of turnover

To see the impact of turnover on the goodwill of the company

To verify that how rewards and compensations increase the motivation level

of employees

CONT

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This study is highlighting the 2 main scopes of Pakistan. Which are the

educational sector as well as the HR sector.

This study will provide an image that how the motivation and demotivation

of an employee is effecting on the goodwill of a company and how this iseffecting the learning of students.

It will help the HR practices that how to make effective HRplannings and

how to keep your employee motivated for doing good work for a longer

period of time.

SIGNIFICANCE

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This study is an attempt to find the effect of HR practices in education

sector of Pakistan i.e. universities in Lahore. For improvement in education

system of Pakistan it's important to enhance the performance of teachers

especially in higher education. So far none of the Pakistani universities areranked among top universities of the world (Shahzad, Bashir & Ramay

2008)

The crisis in the teaching profession is threatening the ability of poor

countries to reach internationally agreed targets to expand and improve

education (S. Nock; Global Campaign for Education 2006). Shehzad, Bashir,Ramay (2008) explains that impact of HR practices on performance of

employees is also related with the response of employee towards HR

practices.

LITERATURE REVIEW

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Shehzad, Bashir, Ramay (2008) explains that by adopting effecting HR

practices in organization can produce the positive results in employee

performance and can improve the organizational culture in a positive way.

Shehzad, Bashir, Ramay (2008) examines that Compensation, promotion andperformance evaluation and perceived employee performance are those three

practices which are related with financial earning and social issues of an

individual so these can be used as determinants of employee performance.

.Teseema & Soeters (2006) used eight HR practices in their research paper

which are recruitment and selection practices, placement practices, trainingpractices, compensation practices, employee performance evaluation practices,

promotion practices, grievance procedure and pension system

CONT

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THEORETICAL FRAME WORK

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Following are the research question and hypothesis

Q. What factors effect the perceived employees performance in education

sector?

Q. Does motivation increase the perceived employees performance ineducation sector?

Q. Does incentives increase the perceived employees performance in

education sector?

Q. Does promotion increase the perceived employees performance in

education sector?

RESEARCH QUESTIONS

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H1: There is a relationship between compensation practices and perceivedemployee performance

H0: There is no relationship between compensation practices and perceivedemployee performance

H1: There is a relationship between promotion practices and perceivedemployee performance

H0: There is no relationship between promotion practices and perceivedemployee performance

H1: There is a relationship between performance evaluation practices andperceived employee performance

H0: There is no relationship between performance evaluation practices andperceived employee performance

HYPOTHESIS

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Based on positivism paradigm ,quantitative research approach, will

be used to test the above model.

Data will be collected from a sample of 500 respondents.

Simple Random sampling techniques will be used to select the samplefor data collection.

The study instrument close ended questionnaires will be used to

record the responses of customers.

All questionnaires will be Self administrated.

Cronbach alpha will be used to check the reliability of

instrument.Correltion and regression model were applied to draw

inferences from collected Data.

METHODOLOGY

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Specify the scope of the work

This work would be specifically for the improvement of educational

sector of Pakistan. As we know that education is the backbone of any

country and those countries who are having good educational systems theyare in the list of developed country

LIMITATIONS AND DELIMITATIONS

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There could be some weaknesses in this study too. The one weakness which is

reasonably acceptable that is that the data is been collected from one city only

and that is Lahore and there is a possibility that the data which is been

collected from only one city can not present the cent percent facts about aphenomenon. Then there is possibility that this work will be suffered due to

lack of resources. As this study requires a lot of mobilization from one place

to another and that can be proved very expensive.

PROVISION OF POSSIBLE

WEAKNESS

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All the possible ethical considerations which could be in a research will

be abide by very carefully.

First of all before collection of data the respondents would be clarifiedby the scope and purpose of this study.

Then it would be assure that the data which is been collected would

be used only for my research and not for any other purpose.

The name of the respondent would not be mentioned anywhere.

ETHICAL CONSIDERATION

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6 months would be professed for the accomplishment of this work. As in this

topic the data collection would be a tough task because the data is to be

collected by the professors of different universities. Therefore, this stage will

take more than 2 months. In the first month all the possible insights would betaken regarding HR. Then in the next 2 months all the data would be collected

from the above mentioned 5 universities and then in next 3 months the data

would be thoroughly analyzed through SPSS and would be written.

TIME TABLE

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Rupees Purpose Total

4000 Travelling 4000

2000

Entertainment

6000

2000 Printing and binding of instruments and analysis 800

BUDGET

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Saima Munir, Mehsoon Sajid., (2010). Examining Locus of Control (LOC) as a

Determinant of Employee performance among University Professors in

Pakistan Journal of Business Studies, Quarterly Vol. 1, No. 3, pp. 78-93.

M. Adnan Sial, S. M. Ahmed Jilani, Rabia Imran Arshad Zaheer., (2011).Effect of Human Resource Practices on Employee performance in Pakistani

Universities, World Applied Sciences Journal 15 (6): 793-798.

Khurram Shahzad, Sajid Bashir, Muhammad Ramay., (March, 2008), Impact

of HR Practices on Perceived Performance of University Teachers in Pakistan,

International Review of Business Research Papers, Vol. 4 No.2, Pp.302-315.

Sohrab Ahmad and Khurram Shahzad., (July, 2011). HRM and employee

performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in

Pakistan, African Journal of Business Management Vol. 5(13), pp. 5249-5253.

REFRENCES

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Zakia Khan, Jashim Uddin Ahmed, Shah Md. Al-Emran Sarker., (2010).

Faculty Mobility in the Private Universities, Developing Country Context,

KASBIT Business Journal, 3(1):7-24.

M. Zafar Iqbal, M. Irfan Arif, Furrakh Abbas., (November, 2011). HRMPractices in Public and Private Universities of Pakistan, International

Education Studies,Vol. 4, No. 4.

Mohsin Bashir, Liao Jianqiao, Yong-Jun Zhang, Faheem Ghazanfar, M.

Abrar, M. M. Khan., (August 2011). The relationship between High

Performance Work System, Organizational Performance and demographicfactors in public sector universities of Pakistan, Interdisciplinary Journal of

Research in Business, Vol. 1, Issue. 8, (pp.62-71).

CONT

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