Provide three additional references related to your Doctoral Study topic in annotated bibliography format
and synthesize these three references into a component of the doctoral study rubric (ex. Nature of study,
literature review, etc.) Please it is important that the writer use sources not older than 5 years
HRM Practices and Employee Performance
2
HRM PRACTICES AND EMPLOYEE PERFORMANCE
Mahmood, F., Iqbal, N., & Sahu, S. R. (2014). The impact of human resource management
practices on employee performance in banking industry of Pakistan. Euro-Asian
Journal of Economics and Finance, 2(1), 86-99.
Mahmood, Iqbal, and Sahu (2014) targeted the Pakistan banking industry when
investigating the influence of HRM practices on the performance of employees. The researchers
used a survey questionnaire to collect their data. They used open-ended questions so as to obtain
relationships between different variables compare their respondents at the same time. The
research involved a sample of 150 banking employees in Lahore. Data was analyzed using
histograms, t-test, regression analysis, correlation, and scatter plots. The literature review for the
research involved using journal articles to inform the study. Sources consulted were within a
five-year-old time frame. The researchers concluded that there is significant correlation between
HRM practices and the performance of employees in the studied area.
Ozolina-Ozola, I. (2014). The impact of human resource management practices on
employee turnover. Procedia-Social Behavioral Sciences, 156(2014), 223-226. Doi.
10.1016/j.sbspro.2014.11.178
Ozolina-Ozola (2014) aimed at identifying HRM practices that influence employee
turnover. The researcher applied expert survey and document analysis methods so as to
accomplish the objective of the study. Both qualitative and quantitative techniques were applied
in the study. Literature review for the research involved consulting scientific studies through
academic libraries that specialized in HRM. The researcher grouped factors influencing
employee turnover into job design, training and development, recruitment, involvement,
communication, rewarding, planning, opportunities, and induction.
3
HRM PRACTICES AND EMPLOYEE PERFORMANCE
Khalid, M. M., Rehman, C. A., & Ilyas, M. (2014). HRM Practices and Employee
Performance in Public Sector Organizations in Pakistan: An Empirical study.
International Journal of Management Sciences and Business Research, 3(2), 68-78.
Khalid, Rehman, and Ilyas (2014) used the Pakistan public sector to investigate how
various HRM practices in the country’s public sector influenced employee performance. The
study involved a population sample of 120 managers in Lahore Pakistan. The investigators used
a 27-item questionnaire to collect data from study respondents. They reviewed literature that
addressed HRM practices such as planning, compensation, performance appraisal, as well as
training and development. The investigators found that public sectors did not realize steady
performance. According to the researchers, there were certain HRM practice complementarities
that would enable public organizations to be steady in their performance.
References
4
HRM PRACTICES AND EMPLOYEE PERFORMANCE
Khalid, M. M., Rehman, C. A., & Ilyas, M. (2014). HRM Practices and Employee
Performance in Public Sector Organizations in Pakistan: An Empirical study.
International Journal of Management Sciences and Business Research, 3(2), 68-78.
Mahmood, F., Iqbal, N., & Sahu, S. R. (2014). The impact of human resource management
practices on employee performance in banking industry of Pakistan. Euro-Asian
Journal of Economics and Finance, 2(1), 86-99.
Ozolina-Ozola, I. (2014). The impact of human resource management practices on
employee turnover. Procedia-Social Behavioral Sciences, 156(2014), 223-226.
