A RESEARCH PROPOSAL ON

HUMAN RESOURCES DEVELOPMENT AND PERFORMANCE

OF PUBLIC AND PRIVATE SECTOR EMPLOYEES:
A COMPARATIVE STUDY OF PIA AND AIR BLUE

PRESENTED

BY

SAID MUHAMMAD
Introduction:
• Human resource development comprises the two most important aspects of education and
training.
• Education consists in learning activities that help to transfer knowledge and skills from
one generation to the next enabling people to take a job or to move to a more appropriate
job in the future.
• Training consists in vocational or practical skills and knowledge relating to specific useful
competencies that help to improve people’s capabilities, capacity, productivity and
performance. (Yang & Lin, 2009).

HRM differs from the more traditional models of personnel management by perceiving
employees as resources that should be developed in accordance with the organization's
goals. HRM models and instruments, mostly developed in the mid-1980s in a private sector
context, were introduced into public sector organizations (Boyne, Jenkins & Poole, 1999).
 Research Objectives:
• The current study has following objectives:
• 1) Assessment of Employees performance in PIA and Air Blue
• 2) Comparison of Employees' Development and Performance in PIA and Air Blue
• 3) Recommendation for improvement in the development and performance of PIA
and Air Blue.

• Hypothesis:
• Ho: Training has no significant impact of employee’s performance.
• Ho: Education has no significant impact of employee’s performance.
• Significance of Research:

• Chapter no 1 Introduction
• Chapter no 2 Literature Review
• Chapter no 3 Research Methodology
• Chapter no 4 Data Analysis
• Chapter no 5 Conclusion
• Chapter no 6 Recommendation
 Literature Review
Human Resources Development and Organization Performance:
Defines the human resource development as “the field of study and practice
responsible for the fostering of a long-term, work-related learning capacity at the
individual, group, and organizational level of organizations. The organization needs to
enhance individuals’ capacity to learn, to help groups overcome barriers, and to help in
creation a culture which promotes continuous learning” (Watkins 1991).

This definition is associated with the human capital theory posited by Schultz (1993)
that the factors of knowledge and skills acquired during education and training would
result positive return to the organizations. While, Garavan et al. (2001) further been
described that human capitals are useful for the organization due to the four key
attributes, namely; (i) flexibility and adaptability; (ii) enhancement of individual; (iii)
competencies; (iv) the development of organizational competencies; and (v) individual
employability. Seleim et al. (2007) agreed that human capital positively related to
organizational performance.
• Cont:
The literature as well as the reality of the development in many catching-up economies
show that the key to success lies in the adequate investment in education and training
designed to create a high-quality human resource pool. In addition, it is also equally
important to note that parallel to economic growth, countries in transition need to pay
due attention to social welfare to prevent socio-economic negative outcomes in the long
run. The level of education and training as well as the accessibility to education and
training opportunities are among the major determinants of social equity. Accordingly,
the development of comprehensive and accessible education for all people is a top
priority in the current context.
The organizational performance is used as a sign of the capacity of a company to achieve
independent goals efficiently (Venkatraman & Ramanujam, 1986).
It is widely accepted that organizational performance partly depends on the behavior of
employees constituted as a source of sustainable competitive advantage (Huselid et al.,
1997).
• Theoretical Framework:

Training and
Education
Development of Human
Resource

Performance

Independent Dependent
Variable Variable
• Methodology
• The study will be conducted based on qualitative approach to adhere the framework of
the research.

• Research Design
• However, the nature of the current research is qualitative, and the purpose of this current
study is primary. The data will be collect through different questions. The questionnaire
has been used in this research study.

• Data collection tool

• The tool for collecting the data for the current research study is questionnaire.
• Sampling technique:
• The purpose of the study is to reduce the biasness in distribution of questionnaire
so simple convenience sampling technique is used for the data collection process.

• Sample size:
• There are 250 questionnaires used in this research study.

• Method of Data Analysis:

• Data analysis techniques in this research were conducted using two approaches;
descriptive and multiple regression analyses. In addition to both analyses, the data
tabulation was done on human characteristics at the public and private sector
organization of Pakistan.