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Improved perceived performance and talent retention are great challenges for most of the organizations in the world, and leading organizations of today are stating that the human is most important resource for them behind their success but beside this, it is tough job for management of organization to manage human in organizational work climate which is combination of different factors towards improve perceived performance and talent retention. The intention of this research was to evaluate the influence of different factors of organizational work climate on improvement of perceived performance leading to talent retention in services sector firms of Pakistan. Five major factors pertain to organizational work climate were taken as independent variables such as role clarity, relevant nature of work, teamwork, rewards and fairness. This research work was limited to conduct quantitative survey through close ended questionnaire from sample size of 201 Manager Operations of commercial banks of Pakistan. Philosophy stance of positivism is used whereas statistical test of correlation, regression and sobel are used to for analysis the relations and impact of variable. The finding indicated that there is significant role of work climate on improvement of perceived performance leading to talent retention. 1. Introduction Employee performance and talent retention are great challenges for most of the firms in the world and successful organizations of today are stating that the human is most important asset for them behind their success. These organizations are constantly improving their work climate towards build a good image of their employment brand to attract existing employees and talent of other firms to survive in global talent war. In past people look for companies who can hire them for work, but now in the age of innovation, the organizations are looking for people. This is a century where work is distinguished by unprecedented stages of talent movements, where employees are want to fulfil their own personal desires, which lead to increasing apprehension among organizations concerning the employees' retention. At its heart, the management of employee performance and talent retention are just issue of job satisfaction, which means it is matter of anticipating the need in favour of human capital and then fixing out a strategy to meet it. These situations emphasized to researchers to review the factors which influence on employees' job satisfaction towards improve the perceived performance and talent retention (Cappelli, 2008). The job satisfaction of employee is complex phenomenon and many research studies have conducted, where scholars have discussed numerous definitions and factors involved in employee job satisfaction such as: compensation, fringe benefits, work climate, job security, retirement benefits, health facilities, career development, trainings, recognition of work, supervisor behavior, work autonomy, team work, size and structure, effective communication, safe working environment, lenient working hours, ins...

The purpose of this study is to understand the importance of Human Resource Development (HRD) in context of economic development of Pakistan and to assess that at what level HRD Policy of the state is effectively aligned with development of country. The qualitative approach is used in this study by applying triangulation method to collect data from different dimensions for same phenomenon by using phenomenology and focus group methodologies to reach in-depth understanding of matter through participants lived experience and opinions. Unstructured interviews were conducted from the representatives of the concerned government organizations and policy experts of Pakistan to collect primary data. The findings of research explain that the HRD Policy of Pakistan is not aligned with its vision of economic development and achieving the objects of the vision is unrealistic and inconsistent. This paper is useful for policy makers, investors and HR specialists to understand the importance of HRD in economic development of country.

The purpose of conducting this research is to examine the significance of Human Capital (HC) in automobile sector of Pakistan because leading automobile firms of the world have claimed that HC has major role beyond their success. This is quantitative research which is based on philosophy of positivism. The primary data of this study was collected from management and crucial employees of main Light Transport Vehicle automobile firms of Pakistan. Result of this research indicates that there is strong impact of human capital on firm performance; it performs the function of oxygen in hard-hitting competition where every firm is busy to take a lead in open market. This study is very constructive not only for the automobile industry but this work will also create awareness and need of HC in all manufacturing firms of Pakistan in the scenario of globalization.

This essay argues that inclusivity and multicultural-theological representation in CPE is its most valuable component. We will explore Muslim students’ interaction, communication, and other processes, including conceptual analysis during their CPE training. Furthermore, gaps in the CPE curriculum will be addressed.