Effects of HR practices on performance of university teachers (A survey on Pakistani private

universities)

Introduction:
The study of human resource management practices has been an important and critical area in management and
organizational performance from last several years especially in the education sector. Impact of HR practices on
organizational performance have been an important area of research in past 25 years indicating positive relationship
between HR practices and organizational performance. A number of researchers have discussed that HR practices are
positively linked with organizational and employee performance (e.g. Shahzad, Bashir and Ramay 2008, Kashif, M.
Abbas and shahzad 2010, Tzafrir 2005, Tessema and Soeters, 2006). With a growing focus on the importance of
‘knowledge societies’ for equipping countries with a suitable workforce, issues around human resources within the
education sector have come under greater scrutiny. The human resource element has two important dimensions:
education supplies human resources, but equally it is essential that those responsible for education receive high quality
training and opportunities in order to fulfill their role. Human resources for education service delivery, which
includes issues of attracting, developing and retaining teachers. Good teachers are essential in any educational system,
but to what extent does the infrastructure facilitate this and how does it impact on the education provided? Our study
focus also that how can professional knowledge and skills be efficiently transferred and shared within and among
educational institutions and individual teachers.
Literature Review:
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 is ranked among top universities of the world (Shahzad, Bashir
& Ramay 2008)
Government of Pakistan is also focusing to enhance the performance of university teachers so it’s important to find out
the factors which can enhance the performance of university teachers and it is important to find out that how the
effective HR practices are important for enhancing the teacher performance. So this study will help to find out that in
education sector of Pakistan effective HR practices exist or not and if exist than what is the impact of these effective HR
practices on the performance of teachers specially university teachers.
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).
Guest (2002) explains that impact of HR practices on performance of employees is also related with the response of
employee towards HR practices. Because employees have their own perception regarding the HR practices. Shehzad,
Bashir, Ramay (2008) explains that there are number of HR practices which are related with employee performance. As
Teseema & Soeters (2006) discussed eight HR practices include recruitment and selection practices, placement
practices, training practices, compensation practices, employee performance evaluation
Practices, promotion practices, grievance procedure and pension or social security. Huselid (1995) discussed eleven
HRM practices in his study which are personnel selection, performance appraisal, incentive compensation, job design,
grievance procedures, information sharing, attitude assessment, labor management participation, recruitment efforts,
employee training and promotion criteria. Shehzad, Bashir, Ramay (2008) examines the relationship between three HR
practices i.e. Compensation, promotion and performance evaluation and perceived employee performance. Huselid
(1995) 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. The performance of employee’s possibly related with their skills, knowledge
and competencies but most important their level of motivation toward jobs. Employees have great skills and
competencies and well-motivated are normally perform better than others. (Carl F. Feyetal. 1999). 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. According to them these HR practices can affect the employee performance.
Methodology:
Universities were selected on the basis of convenience sampling and due to large population it is not possible to study
all the universities. So representative sample was selected. As we selected two private sector universities located in
Lahore. Individual participant i.e. teachers were selected on the basis of quota sampling. A sample of 125 teachers
from three universities was selected. It was ensured that lecturers, assistant professors, associate professors and
professors have appropriate participation in the survey in proportion to the percentage of each group in total
population. Out of these 125 questionnaires, a total of 102 useable.
Data Collection and Analysis:
Data was collected through questionnaire.questionnaires were sorted out and separate incomplete or inappropriate
questionnaires. Correlation analysis was used
to find out the associations between all concern variables. Chi-square analysis and correlation was used to find out the
association between the demographic data and factors that can effects the performance of teachers.
Results and Discussion:
From 102 people 93 were male and 9 were female, 2 teacher assistant, 78 lecturers, 20 Assistant professor and 2
professor. In qualification 87 were masters and 15 were M.Phil. In marital status 45 were married and 57 were single.
Age wise 12 were of 18-24 age group 56 was from 25-30 age groups, 29 were from 31-36 age group 5 were from 41-
46 age group.
In factor analysis three main factors were find out compensation practices, promotion practices, performance
evaluation.
Statistical Analysis:
In chi-square analysis we found that there is an association between effective’s compensation system and designation,
qualification like, Presence of attractive compensation system, presence of salary that affects the performance,
presence of salary that reflects standard of living, presence of equitable external salary, Presence of equitable internal
salarythese all are associated with designation and qualification. Whether age is not associated with these factors.
Gender, language is associated with Presence of equitable internal salary, and external salary as well. The correlation
results indicates that Compensation Practices are strongly correlated with teachers’ performance in Pakistani universities
(0.62(**), **.p<.01) which is supported by Teseema & Soeters(2006) who found value (0.38(**), **.p<.01).
Promotion practices are (0.37(**), **.p<.01).
Correlations
Teacher Performance
compensation system
Promotion system
Performance evaluation system
Teacher Performance
Pearson Correlation
1
.049
.151
.426**
Sig. (2-tailed)
.622
.129
.000
compensation system
Pearson Correlation
.049
1
.278**
.087
Sig. (2-tailed)
.622
.005
.383
Promotion system
Pearson Correlation
.151
.278**
1
.088
Sig. (2-tailed)
.129
.005
.377
Performance evaluation system
Pearson Correlation
.426**
.087
.088
1
Sig. (2-tailed)
.000
.383
.377
**. Correlation is significant at the 0.01 level (2-tailed).
Conclusion: This study is related to HR practices and teacher performance. This study reflects that there is an
association between HR practices and performance of university teachers. HR practices can effect positively and
negatively on performance of university teachers. It is need to do good hr practices in education sector as well.
Because due to weak HR practices teacher performance. As when we discuss about compensation system it directly
impact on teacher performance and promotion process is also an important HR practice for education sector.