The purpose of this study is to investigate the relationship between employee retention, job satisfaction, perceived supervisory support and compensation by considering the organizational commitment as mediating variable in pharmaceutical industry in Pakistan. For this purpose, primary data collection method was used. A total of four hundred and fifty (450) questionnaires were sent to employees of six pharmaceutical companies. Out of the total, three hundred and twenty (320) usable questionnaires were included for data analysis. Structural Equation Modeling (SEM) was carried out by the means of AMOS 18.0 for model testing purpose. The results signify that positive and significance relationship exists between compensation, Supervisory Support, and organizational commitment. The results further conclude that organizational commitment has strong and positive relationship with employee job satisfaction and employee retention.

The purpose of this study is to explore the training & development practices in National Bank of Pakistan (NBP). Different levels of officers are providing training & development opportunities in NBP. Data collected from different staff colleges of NBP. Result of this study shows, bank is providing training & development opportunities to its employees, but there is still gap which should be addressed. Training need analysis is not sufficient. Most of the trainers belong to operational background and they are unable to provide the sufficient training to develop the good employees. Bank does not have sufficient T&D plan for the top-level management.

To ensure successful accomplishment of projects, quality performance of the project team is required to be maintained. The existing literature declares scope, time, cost and quality as quadruple constraints for project's success while management of human resource (HR) communication, procurement and risk are declared support functions. Literature further acknowledges that HR management functions are dealt with low precedence in actual practices of project management as they are rendered secondary or support functions. In real practices the project manager is delegated certain HR functions like team formation, training and HR performance management. However, these HR functions are not considered the primary tasks of the project manager during the project's life cycle as these are practiced for specific time period without regular iteration. From July 2007 to April 2009, this study discovered that in the Information Technology (IT) industry working in Islamabad, Pakistan, project managers were required to manage performance of their teams at least by monitoring their performance. It discovered that compromise in the quality of HR performance management affected the results of heterogeneous IT projects. The study therefore focused on HR performance management to identify its actual significance and precedence for the projects. It hypothesized that the outcome of project is associated with the quality of performance management of project team and is affected by it. Employing stratified sampling technique, 70 heterogeneous IT projects in 24 different software houses were identified and selected that were reported to have been affected by the quality of HR performance management. Using a reliable and valid instrument, data were collected in a cross sectional manner. Analyses of results were made using frequency distribution, Pearson correlation, and Partial Least Square (PLS) regression. The findings confirmed a correlation and dependency of project outcome on HR performance management by the project manager through quality of performance monitoring. The study concluded to consider HR management function performance management as one of the tools for ensuring project success giving its significant precedence. The study has contributed guidelines and templates to help project managers exercise 360 degree performance management where applicable.

No abstract

The world has reached a consensus that good governance is significant for human resource development in any society. In this context, the UNDP, IMF, World Bank, various NGOs and numerous studies suggest that good governance primarily relies on the institutional infrastructure. The literature further accepts that the quality of leadership is significant for good governance. However, the primary determinants of good governance are considered to be the infrastructure and organization's design. The study identified that the existing literature on good governance consists of contributions of the mentioned organizations but it is not enriched with the description of good governance that Islam contributes for mankind. Therefore, the study compared the existing literature on good governance with the relevant examples narrated in the Holy Quran (that is the Divine's last book revealed to the Prophet Muhammad, PBUH) for deriving and comparing the two models of good governance. Therefore, to assess the concept of good governance, this study adopted a pure speculative analytical approach catering the occasional real world news on socio-political evidences and the relevant examples cited in the Holy Quran. The study found that the Holy Quran guides that good governance is achievable by giving more weight to the charismatic leader's personality and leadership skills in comparison with the institutional infrastructure.