Abstraction
The basic aim of this survey is to mensurate the impact of three HR patterns which are compensation patterns, publicity patterns and public presentation rating patterns on sensed employee public presentation. Data was collected through clip tested questionnaire from public and private sector bankers of NWFP, Pakistan. Pearson Correlation and Multiple Regression were used for mensurating the impact of HR patterns on sensed employee public presentation. Data was operated by utilizing SPSS 15 version. The consequences of correlativity indicated a important relationship between compensation patterns and perceived employee public presentation, publicity pattern and perceived employee public presentation and public presentation rating patterns and perceived employee public presentation. Multiple Arrested development showed that 57 % per centum of the discrepancy in sensed employees ‘ public presentation can be accounted for by compensation patterns, employee rating patterns and publicity patterns. Private and public sector Bankss should pay particular attending to these three HR patterns in order to guarantee bankers ‘ public presentation.
Cardinal words: HR Practices ; perceived employee public presentation ; private and public sector Bankss ; NWFP ; Pakistan.
Introduction
Many researches have been conducted which reveal a positive nexus between HR patterns and employees ‘ public presentation ( Wright et al. , 2003 and Tessema and Soeters, 2006 and Park et al. , 2003 ) . As Pakistan is an ‘under researched ‘ state ( Aycan et Al. 2000 ) and no research has been conducted to look into the relationship between HR patterns and employee public presentation in banking sector of NWFP, Pakistan, this survey is conducted to prove the impact of HR patterns on sensed employee public presentation.
Literature reappraisal
A overplus of research is available on the impact of HR patterns on sensed employee public presentation. For illustration, Huselid ( 1995 ) in his celebrated article “ The impact of human resource direction patterns on turnover, productiveness, and corporate fiscal public presentation ” took eleven human resource direction patterns which are forces choice, labour direction engagement, incentive compensation, public presentation assessment, grudge processs, information sharing, occupation design, attitude appraisal, enlisting attempts, publicity standards and employee preparation. He found a important relationship between high work patterns such as compensation and employees results.
Teseema & A ; Soeters ( 2006 ) in their celebrated article “ Challenges and chances of HRM in developing states: proving the HRM-performance nexus in Eritrean civil service ” took eight HRM patterns which are recruitment and choice patterns, arrangement patterns, preparation patterns, compensation patterns, employee public presentation rating patterns, publicity patterns, grudge process and pension or societal security. They found a important relationship between HRM patterns and perceived employee public presentation.
In present survey, three HRM patterns which are compensation patterns, publicity patterns and public presentation rating patterns are taken and their relationship is tested with sensed employees ‘ public presentation in banking sector of NWFP, Pakistan. Keeping in position the above treatment the undermentioned hypotheses are developed:
Hypothesiss:
H1: There is a statistically important correlativity between compensation patterns and perceived employee public presentation in banking sector of NWFP, Pakistan.
H2: There is a statistically important correlativity between publicity patterns and perceived employee public presentation in banking sector of NWFP, Pakistan.
H3: There is a statistically important correlativity between public presentation rating patterns and perceived employee public presentation in banking sector of NWFP, Pakistan.
Theoretical Model
Dependent variable
Independent variables
Compensation patterns
Perceived employee public presentation
Performance rating patterns
Promotion patterns
Methodology
Sample and Data Collection
Sample of the present survey consists of three private sector Bankss viz. Muslim Commercial Bank, Allied Bank Limited and Habib Bank Limited and three populace sector Bankss viz. The Bank of Punjab, National Bank of Pakistan and The Bank of Khyber. 100 questionnaires along with a covering missive that explained the intent of the survey were personally administered to bankers of private sector and 130 questionnaires were personally distributed to bankers of public sector in NWFP. Eighty one ( 81 ) questionnaires demoing a response rate of 81 % were returned from private sector bankers and eighty three ( 83 ) questionnaires demoing a response rate of 63.84 % were returned from public sector bankers. Merely two questionnaires returned from private sector bankers and which contained uncomplete information were disposed off.
Measures
Questionnaire adapted from Teseema & A ; Soeters ( 2006 ) was used in order to place the relationship between HR Practices and Perceived Employees ‘ Performance. Compensation patterns contained 6 points, publicity patterns 3 points, public presentation rating patterns 6 points and perceived employee public presentation 4 points. Responses were measured on 5 point likert graduated table, 1 strongly disagree to 5 strongly agree. All graduated tables showed a good dependability as shown in table 1.
Table 1 Dependability
Cronbach ‘s Alfa
Compensation patterns
.81
Promotion patterns
.76
Performance rating patterns
.89
Perceived employee public presentation
.84
Statistical Analysis
Pearson Correlation and Multiple Regression were used for mensurating the impact of HR patterns on Perceived Employees ‘ Performance. Data was operated by utilizing SPSS 15 version.
Findingss
Table 1: Demographics
Frequency
Percentage ( approx )
Age
20-25
38
23
26-30
51
32
31-35
27
17
35-40
36
22
41-45
10
6
Marital position
Married
131
81
Single
31
19
Gender
Male
146
90
Female
16
10
Qualification
Alumnus
29
18
Maestro
129
80
MS/M.Phil
4
2
Tenure
1-5
47
29
6-10
51
32
11-15
29
18
14-20
20
12
Above 20
15
9
Demographics did non demo any relationship with public presentation. So in the present survey they were non used for mensurating their impact on sensed employees ‘ public presentation. Majority ( 81 % , n=131 ) of the respondents are married and merely 19 % of the respondents are single. Majority ( 90 % , n=146 ) of the respondents are male and merely 10 per centum are female. Majority ( 80 % , n=129 ) of the respondents have mater grades.
Table 2 Correlation between HR Practices and Employees ‘ public presentation
Mean
Std Deviation
Number
1
2
3
4
1
3.9444
1.06468
162
1
2
3.8519
1.09330
162
.377**
1
3
3.8642
1.14483
162
.274**
.351**
1
4
4.2407
.77062
162
.622**
.544**
.509**
1
** Correlation is important at the 0.01 degree ( 2-tailed ) .
1= Compensation Practice ; 2= Performance Evaluation Practice ; 3= Promotion Practice ; 4= Performance Practices
The consequences of correlativity as shown in table 2 indicate that there is a statistically important relationship between compensation patterns and sensed public presentation ( r=0.62, P & lt ; .01 ) of bankers of NWFP, Pakistan. This determination is similar with the findings of Shahzad et Al. ( 2008 ) and Teseema and Soeters ( 2006 ) who found value ( r=0.44, P & lt ; .01 ) and ( r=0.38, P & lt ; .01 ) severally. As the per capita income of a Pakistani is really low, they prefer compensation to anything else. Promotion patterns were besides found to hold a important positive impact on sensed employees ‘ public presentation ( r=0.54, P & lt ; .01 ) which is supported by Shahzad et Al. ( 2008 ) and Teseema and Soeters ( 2006 ) who found values ( r=0.56, P & lt ; .01 ) and ( r=0.48, P & lt ; .01 ) severally. Performance Evaluation Practices besides showed a important correlativity with sensed employees ‘ public presentation ( r=0.509, P & lt ; .01 ) which is non supported by the findings of Shahzad et Al. ( 2008 ) and Teseema and Soeters ( 2006 ) . In banking sector a pattern of rating is present and the employees ‘ public presentation is ever based on such an rating system.
Table 3 Multiple Regression
Roentgen
.756
R Square
.571
Adjusted R Square
.563
Standard Error of the Estimate
.509
F
70.170
Sig.
.000
Beta
T
Sig.
Compensation Practices
.438
7.680
.000
Performance Evaluation Practice
.276
4.719
.000
Promotion Practice
.292
5.178
.000
The value of R Square as shown in table 4 indicates that 57 per centum of the discrepancy in sensed employees ‘ public presentation can be accounted for by compensation patterns, employee rating patterns and publicity patterns. F is important at.000 degree which verifies that 50 seven per centum of the discrepancy in sensed employees ‘ public presentation can be accounted for by compensation patterns, employee rating patterns and publicity patterns.
Model
Dependent variable
Independent variables
Compensation patterns
.44
.28
Perceived employee public presentation
Performance rating patterns
.29
Promotion patterns
Decision
All the three HRM patterns which are publicity patterns, compensation patterns and public presentation rating patterns showed a important positive correlativity with sensed employee public presentation. The direction of private and public sector Bankss are enjoined to pay particular attending towards compensation patterns, publicity patterns and rating patterns in order to increase employees ‘ public presentation.