Вы находитесь на странице: 1из 19

IMPACT OF HRM PRACTICES ON

EMPLOYEE WORK RELATED ATTITUDE


by
Ijlal Haider

INTRODUCTION
Todays market environment is dynamic and
market stability may become an uncertainty
tomorrow.
the intensity of competition increases from
time to time
Firms have been trying to defeat one another
in order to be the last survivor and to become
the market leader (Lee, F., Lee, T. & Wu,
2010).

BACKGROUND
Strong HR systems have been developed in
Europe and America, but the success of those
models in other third world and developing
countries, is a big question mark for HRM
researchers.
There is a dire need of contextual HRM models
based on local content, taking national culture,
local institutional phenomenon, sectoral
differences and local dynamic business
environments as foundation in Asian countries.
CONT
Very few researches have been done prior on
the impact of HRM practices on employee work
related attitudes in Pakistan.
The study specifically studies the impact of soft
HRM practices on employee work related
attitudes.
The results of the study will contribute positively
toward the evolution of HRM in Pakistan.

SPECIFIC AREA OF STUDY

The specific area of the study is to identify a
relation between the Human resource
practices like recruitment and selection, good
and safe working conditions on the employee
work related attitudes specifically job
satisfaction.
The focus will be on elaborating that how are
these HRM practices effecting the job
satisfaction.


STATEMENT OF RESEARCH QUESTION


Do HRM practices have an impact on Job
satisfaction?

OBJECTIVE OF RESEARCH

To identify and highlight the HRM practice
which specifically effects the job satisfaction
of the employee.

SIGNIFICANCE

The study specifically studies the impact of soft
HRM practices on employee work related
attitudes.
The results of the study will contribute positively
toward the evolution of HRM in Pakistan and
managers will get an idea what factors of HRM
are more important to be emphasized to
improve the work related attitudes of the
employees of their organization.

LITERATURE REVIEW
An overview:
Retraining the labor force to match the demands
of a modern economy is an important task
throughout the shift process from a centrally
planned to a market economy (Lechner &
Michael ,1995).
The organizations which give emphasis on
efficient human resource practices will enhance
the performance of the firm. (Jackson et al.
1989; Pfeffer 1994; Schuler and MacMillan,
1984 as cited by Hiltrop, 1996)


CONT
As Human Resource management is evolved
both as a managerial skill and as an
academic discipline, it is more stressed that it
should be viewed as behavioral practice
(Jackson et al. 1989; Pfeffer 1994; Schuler &
MacMillan 1984).
Porter (1985) views human resources as an
important building block of the organizations
value chain in creating competitive
advantage.

THEORETICAL FRAME WORK
METHODOLOGY

HYPOTHESIS


H 1: Recruitment and selection has an
impact on job satisfaction

H 2: Good and Safe working conditions has
an impact on job satisfaction

METHODOLOGICAL APPROACH: QUANTITATIVE
APPROACH

The approach used in this research is
quantitative approach. Through questionnaire
primary data was gathered, this way is much
reliable as compared to qualitative approach
because the chances of error is less and
biasness can be excluded through this way.

CONT
Time Horizon:
It is a cross sectional study. The data will be gathered in one
month period of time and no changes were expected in the
gathered information.

Population
The questionnaire are planned to be distributed among the
employees of the famous organizations of Pakistan like
Fauji Fertilizers, Askari bank limited, and NADRA, PTV,
KRL, PTCL, ZTBL, Soneri Bank Limited.

CONT
Sample
A sample of 200 will be drawn from the area of
Rawalpindi and Islamabad. Questionnaires
would administer to the respondents.
Sampling technique
Convenient sampling technique will be used to
collect the data i.e. the non probability sampling
technique in which the respondents were
selected on the basis of convenient accessibility.


VARIABLES AND THEIR MEASURES

Questionnaire for variables like recruitment
and selection, good and safe working
conditions, and job satisfaction are used. 5
point likert scale to measure respondents
possible responses from 1= strongly
disagree to 5=strongly agree.

INSTRUMENTS
Variables Adopted from No. Of Questions
Recruitment and Selection Edgar &Geare (2005)

5
Good and Safe Working
Conditions
Edgar &Geare (2005)

5

Job Satisfaction Macdonald& Maclntyre
(1997)

5