IMPACT OF INTERVENTIONS OF HUMAN RESOURCES ON EMPLOYEE COMPETENCY BASED PERFORMANCE IN PAKISTANI ORGANIZATIONS

The purpose of the study is to find the interventions of human resources on the employee competency-based performance in the organization. The survey research design was adopted. The sample size for the study was 305. Judgmental sampling technique was utilized to conduct this study. Data collection was carried out by a questionnaire adapted from studies. The questionnaire consisted of 7 items demography and 28 items based on the five points Likert scale. Altogether, hypotheses were coherent with the studies conducted earlier and the literature review. This section will further elaborate on the findings of the hypothesis and their significance with the literature review. Results of the study are evident that HR Interventions such as Training & Development, Coaching, Delegation & Empowerment, and Workplace Stress have an impact on Employee Performance. As per findings, the first hypothesis to confirm the influence of Training & Development on Employee Performance is significant. The results of the regression indicate that the predictor Training explains 92% of the variance (R2=0.27, p<0.05). Therefore, it is established that Training & Development (ß = 0.292, p<0.05) significantly influence Employee Performance. On the bases of literature review and the results of this research carried out it may be ascertained that be it advanced countries or local Pakistani, Public or Private Sectors there is a similarity in the context of job and variables influencing the Employee Performance. To fully understand HR interventions and their impact on Employee Performance it is also important to consider some other elements which are prevailing in the external environment such as poor law and order situation and devastating national economic conditions that may hamper the result of such studies with similar variables.