scholarly journals THE ROLE OF LEADERSHIP IN HUMAN RESOURCE MANAGEMENT A COMPARATIVE STUDY OF SPECIFIC PUBLIC AND PRIVATE SECTORS IN PAKISTAN.

2009 ◽  
Vol 5 (2) ◽  
Author(s):  
Akbar Ali ◽  
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Fundamental Problem ◽  
Public And Private ◽  
Significant Difference ◽  
Public And Private Sector

The fundamental problem of this study was to examine "The role of leadership in human resource management through comparison of public and private sectors in Pakistan" by evaluating the leadership in ten competencies. The sample was 115 leaders (assesses) which were assessed by 520 respondents (assessors) belonging to Airlines, Hospitals and Banks from both Public and Private Sector. Each of the manager / leader was evaluated by using 360 degree feed back assessment questionnaire. Statistical analyses were conducted using the SPSS statistical package. Outcome of this study pointed that there were statistically significant difference among score of leadership between Private and Public Sector organizations. The conclusion of the study indicated; a) Leadership at Private sector is performing better than Public Sector. b) The leadership score of private sector bank was significantly higher to public sector bank. c) The leadership score of private sector hospital was significantly higher as compared to the public sector hospital. d) The leadership score in public sector airline was significantly higher to the private sector airline. The findings also indicated to call upon Pakistani leaders at public sector hospitals and banks, as well as private sector airline leaders to enhance their competencies.

scholarly journals Role of Human Resource Management in Job Satisfaction of Employees: A Comparative Analysis in Public & Private Sector

2015 ◽  
Vol 2 (3) ◽  
pp. 263-266
Author(s):  
Dr Sweta
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Public Sector ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public And Private ◽  
The Public ◽  
Pros And Cons

This study investigates the relationship between human resource management and employees’ job satisfaction in public and private undertakings. The results revealed a positive relationship between managers and employees’ job satisfaction. The analysis is based on a sample of 100 employees which were randomly chosen from both the sectors. The happier people are within their job, the more satisfied they are said to be. This paper surveys both the sectors in most of the aspects of analysis. However both sectors have their own pros and cons which will be made clear while evaluating job-satisfaction levels among the employees of both the sector. And given that the reward system in the public sector systematically differs from that of the private sector (in terms of pay, benefits, and psychic value), it seems likely that studies of satisfaction levels among private-sector employees may not be applicable to public-sector employees.Int. J. Soc. Sci. Manage. Vol-2, issue-3: 263-266 DOI: http://dx.doi.org/10.3126/ijssm.v2i3.12751 

scholarly journals The Influence of Human Resource Practices on the Retention of Core Employees

2021 ◽  
Vol 4 (2) ◽  
pp. 87-99
Author(s):  
SHEHNAZ SAHIB ZADA ◽  
DR. SHAHID JAN ◽  
SYED IMRAN KHAN ◽  
MUHAMMAD ABDUL HASEEB
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Education Institution ◽  
Public And Private ◽  
Khyber Pakhtunkhwa ◽  
Hrm Practices ◽  
Public And Private Sector

The retention of core employees is one of the challenges many of business organizations facing today. For many organizations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Higher education institution of Khyber Pakhtunkhwa in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay. With the rapid growth and introduction of new public and private sector universities in Khyber Pakhtunkhwa, it became difficult to retain employees. The current study focuses on employees of both public and private sector universities in order to extract information about employee choice and critically examines HR practices and factors, which may influence employees to stay and work for organization. Analyzing the existing Human Resources Management literature, there are very few studies have been conducted regarding Human Resource Management practices on retention of core employees. This raises uncultivated issues such as: which factor of HRM, influences retention of core employees in higher education institution of Khyber Pakhtunkhwa. These unexplored and uncultivated issues will be the focal point of this study. Furthermore, this study will explore & press forward the HRM literature on the rising trends of the 21st century.

scholarly journals Institutional context and human resource management in Nigeria

2020 ◽  
Vol 42 (1) ◽  
pp. 1-16
Author(s):  
Darius Ikyanyon ◽  
Phil Johnson ◽  
Jeremy Dawson
Keyword(s):  
Resource Management ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Institutional Context ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria. Design/methodology/approach The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria. Findings Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM. Originality/value The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.

scholarly journals Ownership Structure of the Organisation as a Determinant of Human Resource Management in the Context of Transition Countries

2018 ◽  
Vol 15 (26) ◽  
Author(s):  
Branka Zolak Poljašević ◽  
Gordana Ilić ◽  
Darko Milunović
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ownership Structure ◽  
Transition Period ◽  
Transition Countries ◽  
Foreign Companies ◽  
Significant Difference ◽  
The Republic

Transition period of the post-socialist countries and opening of their markets have led to the positive shift in understanding the role of employees in organizations and the importance of proper management of this specific resource. An important factor in spreading modern principles of human resource management in transition countries is the arrival of foreign companies on their market. In that context, this paper focuses on the relationship between the ownership structure of the organisation and the level of development of the core activities of human resource management. The subject of the empirical research was companies which operate on the territory of the Republic of Srpska, and employ more than 200 employees. Empirical data were collected by using questionnaire, and some of them were generated from the official websites of the observed companies. Testing of hypothesis was performed with the Analysis of Variance. The research results show that in the foreign-ownedcompanies there is a statistically significant difference in the level of development ofhuman resources management, compared to the state-owned and national privatecompanies. On the other hand, among foreign-owned companies, which differ in thecountry of origin of the majority owner and the number of years in business in thedomestic (BiH/RS) market, there is no statistically significant difference in the levelof development of basic activities of human resource management.

Job Involvement and Job Satisfaction of Bank Officers: Role of Type of Organization and Gender

2014 ◽  
Vol 1 (1) ◽  
pp. 1-17
Author(s):  
Anita Sharma
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Job Involvement ◽  
Private Bank ◽  
Public And Private ◽  
Significant Difference ◽  
And Gender ◽  
Female Officers

The main objective of the present study was to examine and compare the level of job involvement and job satisfaction of public and private bank officers. A 2X2 Factorial design was used to study the role of organization and gender on job involvement and job satisfaction The sample of the study comprised of forty bank officers who were divided into two groups of organization i.e. private banks (n=20) and government banks (n=20), these subjects were further divided into two sub-groups based on genders, males (n-10) and females (n=10) included in equal number. Results revealed significant differences between public and private bank officers and males and females and were in line with all the hypotheses on all the variables. The main findings were: (1) the public and private sector bank officers differed significantly on the variable of job involvement as the mean value of private sector bank officers was significantly higher as compared to public sector bank officers. (2) There was a significant difference for gender on the variable of job involvement. The female officers reported higher level of job involvement as compared to their counterparts viz. males of both the sectors irrespective of their organizations. (3) There was a significant difference for groups on the variable of job satisfaction. The job satisfaction of private sector bank officers was significantly higher as compared to public sector bank officers. (4) There was a significant difference for gender on the variable of job satisfaction. The female officers of both the sectors reported significantly higher level of job satisfaction to that of males.

Earnings in the Public and Private Sectors 1950—1975

1975 ◽  
Vol 74 ◽  
pp. 60-70 ◽  
Author(s):  
A.J.H. Dean
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
Affected Relative ◽  
Cyclical Behaviour ◽  
Relative Earnings ◽  
Public And Private Sector ◽  
Market Pressures

This article analyses the trend of earnings in the public and private sectors of the British economy from 1950 to 1975. It was found that public and private sector earnings moved closely together throughout the 1950s and 1960s but then diverged considerably in the early 1970s, with public sector earnings moving ahead of private sector earnings in an unprecedented fashion in 1974 and 1975; given the earlier stability in relative earnings, this movement might be temporary. There was a significant difference in the cyclical behaviour of the two series with public sector earnings generally increasing faster than private sector earnings during the downswing and vice versa during the upswing; this finding is consistent with the lesser exposure of the public sector to market pressures. Incomes policy does not appear to have affected relative earnings in any systematic way.

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