INTRODUCTION Humanresource is considered lifeblood for any organization because it keeps themalive and helps to flourish. According to Becker and Husield (1998) humanresource is one of the sources of competitive advantage for any business.Values, attitudes, opinion and behavior which form these resources, have impacton employee performance.
The current paper investigates if HR Practices aregood for employees and how does it affect them. Unilever Pakistan (formerlyLever Brothers Pakistan), has been operating in Pakistan since 1947. Unileverwas well established before 20th century, andits leads to the prismatic that Unilever must acquire excellence in theirstandard to enter in 2020, for this target Human Resource management playing aleading role to magnetize, increase and keep the precise talent.
Themanagement is also striving to raise its current and future leaders to createbetter employee performance culture which valued our norms and further varietywithin organization. “Unilever?s annual report, 2013″Our organization hasstructured HR polices which make the working environment fit to improve theemployee performance to capture the fast growing change and demand and it?s ourorganization ambition. We know that HR Practices have good impact onorganization and engage organizations is an efficient way and good employeesperformance have power to passionate and advocate for our brands and products, withthe help of HR department strong strategy Unilever?s managerial structurebecome stronger. And its range of brands is more competitive. In the last fiveyears the Turnover ratio is around10 billion and shareholders have gettinguncertainly profit at Unilever, with a 98% cumulative Total Shareholder Return(TSR).Nestle (Food & Beverage)Pakistan is a subordinate of Nestle and working in Pakistan since 1988 under ajoint venture with Milk Pak Ltd. It was established in 1988 and its HRdepartment was introduced in 1991. Since they aim at choosing the right personfor the right place therefore Nestle was chosen for data collection.
The HRmanagement decided that they would devoted their employees and utilized the HRpractices in the best way to achieve organization tasked and within ten years,this organization won a position among top 25 companies of Karachi stockexchange. In 2013 Nestle was the third largest selling brand company. The Policiesof HR in Nestle Pakistan emphasis that each employee has a separate liabilityin dealing with people be it as a leader of a team or as a peer.
HR practiceshave good impact on their employee performance and their organization. “Theapproach, inspired partly by Boselie Dietz and Boon (2005) is based on the ideaof a set of best, universal HRM practices as per their situation that adoptingthem leads to superior organizational performances.” LITERATURE REVIEW HRM Policy is the mostimportant strategic resource for any organization. HRM plays vital role inplanning, monitoring, motivating and meditating rather than controllingorientated task alone (Truss, 2001).
According to Huselid (1995) if we adoptbest practices like selection and in case of Selection pouring the best qualityof skill set which accelerates the value of skill record in specific to theorganization and the performance of the employees. Moreover, training is alsosignificant as it refers the selection practices which could be help full indeveloping a competitive organization to culture. Cooke (2000) has incorporatedefficiency and effectiveness as the most important elements of performance;apart from competitiveness and productivity. In addition, he has admitted thatthe practices of Human Resource are supportive in developing the knowledge as wellas skills as a method to increase employees? performance (efficiency as well aseffectiveness). Summers and Hyman (2005) assert that the schemes of financialcontribution are more advantageous for the organizations than the associatedcost. According to Datta, Guthrie and Wright (2003), firm can get high growthoutput with the use of the best Human Resource practices. Compensation “According to Çali?kan (2010),there are three aspects of the same scenario.
Firstly there are some goods orservices which are not paid via cash. Secondly, they dive deep down to see ifany part is paid in an informal way. Thirdly, they also want to analyze thereasons which force employers to pay in the form of goods instead of cash.” Employee participation Employee participationincreases employees? self-confidence and develops productive (talking aboutemployees? part in decision). Researchers (Wright, Gardner, & Moynihan,2003; Paauwe, 2004) are of the view that if employees participate in decisionmaking, their confidence will be enhanced which will result in betterproduction. Moreover shared decision making can create new opportunities forthe employees and organization.
Performance Appraisal In order toevaluate the employees? performance the performance appraisal evolution isused. Guest, Michie, Conway & Sheehan (2003) are of the view thatperformance appraisal evolution is essential for the success of anyorganization. Singh (2004) further used “Multi-rater methods such as “360°appraisal” to collect the data on employees? individual behavior. Wood (1999)and William, Werther & Davis, (1996) suggest that this state of affairs isalso present in the social context of Performance Appraisal. Moreover it movesaway from the cognitive pattern which has directed Performance Appraisalanalysis for such a long time.