The Impact of Human Resources Management Practices on Employee Commitment: Evidence from Pakistan Telecom Sector

What Makes Human Resource Professionals Effective? An Exploratory Lesson From Techno-Based Telco Firms of a Developing Country

“…On the other hand, research has correspondingly absorbed several issues such as determining the managerial effectiveness, scrutinizing the progress of ensuring managerial effectiveness, and constructing models of managerial effectiveness ( Sharif et al, 2011 ). Han et al (2006) contended that HRM, by way of a management discipline, is in rather early stages in Asia paralleled to the western countries, and, as such, the HR professionals’ effectiveness has not been widely studied in Asia, including South Asia, in spite of the fact that ultimately developing nations are least focused on SHRM practices as compared to developed countries of the world ( Razzaq et al, 2017 ). Subsequently, the current study put emphasis on the need to study HR practices in general and HR professionals’ effectiveness in focus on the Telco industry of Pakistan.…”

“…Fast expansion and aggressive rivalry in the industry are having a reflective consequence on how organizations cope with their strategies to attract and, most importantly, satisfy and retain their valuable employees. In the epoch of fierce competition, organizations in all industries of the Pakistan, especially in the telecom industry, are striving hard to satisfy employees and customers by supplying value-added services to stay in the competition ( Razzaq et al, 2017 ). Therefore, the Pakistan Telco industry demands for having right people at the right job to keep track on employees’ effectiveness through innovative and modern HR practices to add in the value of shareholders.…”

“…Thus, this study takes initiatives to examine the level of HR professionals’ effectiveness in the Telco firms of Pakistan by emphasizing the fact that the need for HR professionals to be effective has risen in the 21st century for gaining sustainable competitive advantage. Furthermore, scholars ( Fareed et al, 2016a ; Razzaq et al, 2017 ) proposed the need for upcoming researchers to examine HR practices using subjective viewpoints in the Telco firms of Pakistan. This is also supported by the Guest and Conway (2011) , who signified the profound qualitative investigation for exploring HR effectiveness.…”

“…The Telco industry attracted more than USD 7.14 billion FDI in the last decade, whereas the Telco investments have been more than USD 15.14 billion, generating revenue of USD 29.62 billion along with the thousands of employment opportunities [ PTA, 2013–2012 , page 14, cited in Imtiaz et al (2015) ]. However, owing to the rapid advancement and intense competition in the industry, the need of competent and effective HR professionals is vital to the success of any organization in gaining and sustaining a competitive advantage ( Kirwan and Birchall, 2006 ; Razzaq et al, 2017 ). Accepting the significance of this dynamic industry in Pakistan’s economy in addition to the question of the level of HR professionals’ effectiveness of Telco firms in Pakistan, this topic required to be empirically examined in the background of the proposition that HR effectiveness directly improves organizational performance ( Schuler and Jackson, 2005 ; Ahmad et al, 2015 ).…”

The impact of demographical variables on HRM practices in Saudi Telecom Company: An empirical exploration

“…He opined in his research paper that HRM practices pertaining to employee involvement, training, performance appraisal, career planning and compensation had positive influence on the performance of the employees. Razzaq et al (2017) conducted a study among the employees working in telecom sector in Pakistan and identified the impact of HRM practices on employee commitment. They revealed that HRM practices such as career practice planning and compensation practice had significantly positive impact on employee commitment.…”