IMPACT OF COMMON HR PRACTICES ON THE JOB PERFORMANCE OF EMPLOYEES IN PAKISTAN’S BANKING SECTOR

Abstract

This study examines the impact of HRM practices (training & development and employee engagement) on employee performance in the banking industry of Pakistan. This study determines the role of some dimensions of job satisfaction and organizational citizenship behavior as mediators in the connection between HRM and employee performance. The study focused on quantitative data collection methods from 99 active employees working with different banks in Pakistan. The results show that firms with good HRM practices will have higher levels of OCB and JS and thus will have higher levels of employee performance. To test the concepts and test for association, some procedures like Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) were used. In fact, OCB performance outcomes are context dependent which is why only low performance levels were exhibited. The study seeks to improve organizational performance by discovering how systematic HRM processes can lead to high employees’ engagement and satisfaction which in exchange of motivates employees to be more committed to their organizations. The research bridges the gap in literature regarding HRM practices in banking sector of Pakistan.