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Presented by: Ali Irfan (12156)



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.


In this paper the study present the procedure step by step to acquire knowledge by opting for a structured approach using a questionnaire as a tool

for acquiring knowledge. Here this study want the domain problem, "the

performance of teachers in higher education to evaluate the use of expert system technology" to appear. The purpose of this study will be to analyze the impact of performance management system for teachers of private educational institutions. An attempt to find out the real factors that the

teacher can affect performance. This study investigates the relationship

between HR practices i.e. three compensation, promotion and performance evaluation and employee performance observed among university professors in Pakistan. In this study the positivism paradigm would be used and questionnaire would be used to collect the data from 500 people. The population would be 500 people and sample size would be 50. All the analysis

would be done through SPSS.

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


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 university teachers 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.


In the present knowledge economy, the need of management practices is vital for competitive advantage.

human resource

In Pakistan

(Shahzad, Bashir, & Ramay, 2008)

(Khan, 2010)


Akbar, Khan, & Hijazi, 2010)

(Khalid & Rehman, 2010) and others studied

the impact of human resource management practices on the performance of



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.


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.

Sub Objectives


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


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 is effecting the learning of students.

It will help the HR practices that how to make effective HR planning’s and how to keep your employee motivated for doing good work for a longer period of time.


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 are ranked among top universities of the world (Shahzad, Bashir & Ramay


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.


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 and performance 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, training

practices, compensation practices, employee performance evaluation practices,

promotion practices, grievance procedure and pension system




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 in education sector?

Q. Does incentives increase the perceived employees performance in education sector?

Q. Does promotion increase the perceived employees performance in education sector?


H1: There is a relationship between compensation practices and perceived employee performance

H0: There is no relationship between compensation practices and perceived employee performance

H1: There is a relationship between promotion practices and perceived employee performance

H0: There is no relationship between promotion practices and perceived employee performance

H1: There is a relationship between performance evaluation practices and perceived employee performance

H0: There is no relationship between performance evaluation practices and perceived employee performance


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 sample for 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









instrument.Correltion and regression model were applied to draw inferences from collected Data.


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 they are in the list of developed country


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 a phenomenon. 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.


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 clarified by 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.


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 be taken 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.












Printing and binding of instruments and analysis




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.


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.

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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 demographic

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