Abstract:
Purpose: This dissertation considered three practices of HRM such as Job Satisfaction (JS),
Organisational Commitment (OC), and Motivation (M), to analyse their impact on the Employee
Performance ofPakistan’s industry.
Methodology & Design: The questionnaire survey methodology was adopted to collect the data
from different companies in Karachi city. The quantitative data was collected from questionnaire,
whereas IBM SPSS was used to analyze the collected data of questionnaire.
Findings: The data analysis confirmed that both OC and M have positive impact on the employee
performance in Pakistani industry. There was no evidence found with the questionnaire which can
justify any relationship between job satisfaction and the employee performance. But, overall it can
be concluded that majority of motivational and organizational commitment practices are highly
essential and important to improve the employee performance in companies of Pakistan.
Limitations: It is essential to note some ofthe limitations ofthis study. The research is limited to Pakistan.
One cannot simplify result to other countries. Secondly, we used close ended questionnaire so the opinions
are limited. Future studies may concentrate on the limitations and strive to improve the results' generality.
Recommendations: The human resource managers of companies are highly recommended to focus on
motivational activities, to Recognize and reward their employees - outside financial remuneration. They
are required to consider Micromanagement as a drawback and should let the employees shape their own
rules to get the work done. They should embed a strong, sociable culture in order to provide peace ofmind
to the work done in the best innovative way like never before.
