THE EFFECT OF COMMITMENT AND MOTIVATION ON HUMAN TALENT AND ITS CONTRIBUTION TO ORGANIZATIONAL PERFORMANCE

Human Capital has received major attention in present era research. Talent can be any individual who is committed, motivated and performs effectively. The successful utilization of individual capabilities can contribute positively to performance and enhance organizational image. It is very challenging to retain talent with in organization and keep them motivated. Most importantly they are one of the sources of competitive advantage. Talent drain and executive theft is the major challenge faced by the HR managers throughout the corporate world. Therefore it is important to retain them by keeping them motivated and committed to the organization. This research studies the effect of commitment and motivation on individual and how that contributes towards organizational performance. If employees perceive that their efforts are recognized by the organization they feel motivated and level of commitment will rise. Paper is based on conceptual study. In future empirical study will be conducted to test the conceptualized model.commitment, individual performance, motivation, organizational performance, talent.

Impact of Organizational Resistance to Change on BPR Implementation: A Case of State Bank of Pakistan

The purpose of this research study is to find the impact of organizational resistance to change on BPR implementation. This paper proposed that Human related factors, Organization related factors and IT training are responsible for explaining the organizational resistance and have a positive impact on the success of BPR implementation. A questionnaire survey is conducted in the State Bank of Pakistan where BPR is done. The results have shown that explanatory factors influence the BPR implementation up to 65.7% and have a significant and positive impact on the latter. When the human related factors and organizational factors are taken care of, and proper IT training is given to the employees, it helps the organization to manage any resistance coming up with a change process, and hence it results in the successful implementation of BPR. Keywords: Business Process Reengineering, Organizational Resistance, Change, Organization Related Factors, Human Related Factors, IT Training.

Implementation of HR Practices in University Teachers of Pakistan

The paper in your hand basically addresses the issue of organizational citizenship behavior in a particular context of Pakistani universities teachers. As education is most neglected area in Pakistan, we want to give better understanding of the concept of OCB. This paper will provide guidelines to researchers, teachers, education sector, and other education related institutions to form such policies which can help to increase the higher education standard. Our sample size is 274 university teachers from both public and private sector, including male and female, age ranges from 25 to 60 and teaching experience ranges from less than one year to 10 years. We have taken different HR practices implemented in universities and we studied their impact on the organizational citizenship behavior with mediating effect of organizational commitment it is found significantly positive from. So, we have concluded that by practicing all these independent variables in an effective and efficient way we can increase organizational commitment and it ultimately positively affect the employee positive and cooperative kind of behaviors i-e OC

Integration of Strategic Corporate Social Responsibility with Other Key Anchors of Success

Corporate Social Responsibility is a firm’s moral obligation towards its customers. Usually CSR is seen in the context of buyers, customers and society outside the organization scenario. The present study examines strategic corporate social responsibility from employees’ perspective mediated by human resource development in relation to employee engagement and emotional intelligence. A structured questionnaire is used to collect the data from the employees serving private and foreign banks. Findings reveal a positive and significant impact of Strategic Corporate Social Responsibility and Human Resource Development on Employee Engagement and Emotional Intelligence. Keywords: Strategic corporate social responsibility, emotional intelligence, employee engagement, human resource development, banking sector, Pakista

Development and testing of a business process efficiency scale

This study examines the significance of business processes in achieving performance. The objectives of the study are twofold. The first section focuses on developing and validating a business process efficiency scale. Prior literature informs the initial items that comprise the efficiency scale. After developing the prototype scale, the authors then approached local and foreign experts in the field for feedback on individual items. Omitting some items incorporated the expert advice, along with modifying other items to fit with the local culture. We subsequently examined the impact of business process efficiency on employee performance. Using simple random sampling, the research team distributed 252 survey questionnaires to the attendees of a workshop arranged by a local university for its employees. Analysis of 103 valid questionnaires reveals the inefficiency of the overall business processes in the organization. The results of the study show that business process efficiency has a significant impact on employee performance