INTRODUCTION Human resource is considered lifeblood for any organization

INTRODUCTION

Human
resource is considered lifeblood for any organization because it keeps them
alive and helps to flourish. According to Becker and Husield (1998) human
resource is one of the sources of competitive advantage for any business.
Values, attitudes, opinion and behavior which form these resources, have impact
on employee performance. The current paper investigates if HR Practices are
good for employees and how does it affect them. Unilever Pakistan (formerly
Lever Brothers Pakistan), has been operating in Pakistan since 1947. Unilever
was well established before 20th century, and
its leads to the prismatic that Unilever must acquire excellence in their
standard to enter in 2020, for this target Human Resource management playing a
leading role to magnetize, increase and keep the precise talent.

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The
management is also striving to raise its current and future leaders to create
better employee performance culture which valued our norms and further variety
within organization. “Unilever?s annual report, 2013″Our organization has
structured HR polices which make the working environment fit to improve the
employee performance to capture the fast growing change and demand and it?s our
organization ambition. We know that HR Practices have good impact on
organization and engage organizations is an efficient way and good employees
performance have power to passionate and advocate for our brands and products, with
the help of HR department strong strategy Unilever?s managerial structure
become stronger. And its range of brands is more competitive. In the last five
years the Turnover ratio is around10 billion and shareholders have getting
uncertainly 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 a
joint venture with Milk Pak Ltd. It was established in 1988 and its HR
department was introduced in 1991. Since they aim at choosing the right person
for the right place therefore Nestle was chosen for data collection. The HR
management decided that they would devoted their employees and utilized the HR
practices in the best way to achieve organization tasked and within ten years,
this organization won a position among top 25 companies of Karachi stock
exchange. In 2013 Nestle was the third largest selling brand company.

The Policies
of HR in Nestle Pakistan emphasis that each employee has a separate liability
in dealing with people be it as a leader of a team or as a peer. HR practices
have good impact on their employee performance and their organization. “The
approach, inspired partly by Boselie Dietz and Boon (2005) is based on the idea
of a set of best, universal HRM practices as per their situation that adopting
them leads to superior organizational performances.”

 

 

 

 

LITERATURE REVIEW

HRM Policy is the most
important strategic resource for any organization. HRM plays vital role in
planning, monitoring, motivating and meditating rather than controlling
orientated task alone (Truss, 2001). According to Huselid (1995) if we adopt
best practices like selection and in case of Selection pouring the best quality
of skill set which accelerates the value of skill record in specific to the
organization and the performance of the employees. Moreover, training is also
significant as it refers the selection practices which could be help full in
developing a competitive organization to culture.

Cooke (2000) has incorporated
efficiency and effectiveness as the most important elements of performance;
apart from competitiveness and productivity. In addition, he has admitted that
the practices of Human Resource are supportive in developing the knowledge as well
as skills as a method to increase employees? performance (efficiency as well as
effectiveness). Summers and Hyman (2005) assert that the schemes of financial
contribution are more advantageous for the organizations than the associated
cost. According to Datta, Guthrie and Wright (2003), firm can get high growth
output 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 or
services which are not paid via cash. Secondly, they dive deep down to see if
any part is paid in an informal way. Thirdly, they also want to analyze the
reasons which force employers to pay in the form of goods instead of cash.”

Employee participation

Employee participation
increases employees? self-confidence and develops productive (talking about
employees? part in decision). Researchers (Wright, Gardner, & Moynihan,
2003; Paauwe, 2004) are of the view that if employees participate in decision
making, their confidence will be enhanced which will result in better
production. Moreover shared decision making can create new opportunities for
the employees and organization.

Performance Appraisal

In order to
evaluate the employees? performance the performance appraisal evolution is
used. Guest, Michie, Conway & Sheehan (2003) are of the view that
performance appraisal evolution is essential for the success of any
organization. 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 is
also present in the social context of Performance Appraisal. Moreover it moves
away from the cognitive pattern which has directed Performance Appraisal
analysis for such a long time.