Impact of HRM practices on sub-contractors’ employees

retention in telecom sector of Pakistan.

Waleed Malik
Supervisor(Dr. Shehzada Alamgir Khan).
Background:

 Employees are the most invaluable asset of any organization.

 Even though all types of the organizations, nowadays tend to be technology driven, yet human resources are required to run
the technology.
 Nowadays almost all of the telecommunication companies in Pakistan especially cellular companies are taking services of
subcontractors’ employees who are only paid lump sum salary and no other benefits are offered to them.
 These employees are usually responsible for carrying out field operations. Their significance to organizations warrants the need
not only to attract the best talents but also the necessity to retain them for a long term.
 Moreover, subcontractors are facing increased competition in marketplace among themselves and this in turn has shifted their
primary focus from their capital assets to their human capital. With huge shortage of highly trained work force in technical
areas, their training is a big challenge along with retention thereafter.
 It has been widely accepted that employees play a key role in creating competitive advantage for firms. As a result, it is
important that subcontractors should adopt effective human resource management (HRM) practices to best utilize its
employees.
• The prominence being given to the quality of workforce, their recruitment, selection, hiring, training, development, work environment
demonstrates that this issue has emerged as the most important differentiator between the leaders and the followers in the marketplace.
However, employees in Pakistan usually leave telco’s for variety of reasons. The reasons range from monetary to personal ambitions.

• Keeping into account the importance and sensitivity of the issue of retention to these companies, the present study would try to review the
available literature and research work on HRM practices such as compensation and benefits, training and development and work environment
and their impact on sub-contractor employees retention in telecom sector of Pakistan
Problem Statement:

Due to increased network expansion by telecom companies and with induction of latest technologies such as WCDMA and LTE a
there is an increased demand of trained technical workforce in subcontractors. As a result of poor HRM practices many trained
employees are leaving telecom industry and there is a dire need to retain this trained workforce. Therefore, effective Human
Resource Management practices are required to be implemented to retain these employees. HRM has a lot of dimensions;
however, in this study training and development, compensation and benefits, and work environment will be analyzed.
Objectives of the Research

The following objectives will be studied through the model:

 To evaluate the level of training and development provided to sub-contractor employees in telecom sector of Pakistan.
 To determine what kind of compensation and benefits are given to sub-contractor employees in telecom sector of Pakistan.
 To explore the work environment provided to sub-contractors employees in telecom sector of Pakistan.
 To determine the relationship of compensation and benefits, training and development and work environment on sub-contractor employees
retention in telecom sector of Pakistan.
 To provide general recommendations to practitioners how to successfully retain sub-contractor employees in telecom sector of Pakistan.
Theoretical Framework

Compensation
and Rewards

Training and Employee Retention

Development

Work
Environment
Research Questions

 Does training and development has positive impact on sub-contractors employees retention in telecom sector of Pakistan?

 Does compensation and benefits are a determining factor for sub-contractors employees retention in telecom sector of
Pakistan?

 Does work environment plays a decisive role for sub-contractors employees retention in telecom sector of Pakistan?
Tools & Techniques:

 A questionnaire will be used as the research instrument for data collection.

 SPSS (Statistical Package Social Science) software will be used to analyze the data and deduce the results. The
research used quantitative survey methods based on questionnaires to validate the hypothesis.

 The responses will be measured using 5-point Likert scale.

 References

 Mashal Ahmad, Nosheen Nawaz 2015, “Impact of organizational commitment on employee turnover: A case study of Pakistan international airlines (PIA)” ISSN
2224-6096 (paper) ISSN 2225-0581 (online). Vol.5, no.8, 2015

 Alamdar Hussain Khan, Muhammad Aleem “Impact of job satisfaction on employee turnover: An empirical study of Autonomous Medical Institutions
of Pakistan”, Journal of International Studies, Vol. 7, No 1, 2014, pp. 122-132. DOI: 10.14254/2071-8330.2014/7-1/11

 Mita, M., Aarti K. and Ravneeta, D. (2014) Study on Employee Retention and Commitment. International Journal of Advance Research in Computer Science and
Management Studies, 2, 154-164.