PROJECT ID: MBAMHR02 Project Title: THE ROLE OF MOTIVATION, RECRUITMENT, AND PERFORMANCE

APPRAISAL IN THE ORGANIZATIONAL PERFORMANCE

Research Methodology (Section E) Program: MBA 2009-12 Project Leader Name: Waqas Gulzar, Email:waqasgulzar786@yahoo.com, Mobile No: 03007529154 Group Members
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L1F09MBAM2055 L1F09MBAM2050 L1F09MBAM2003 L1F09MBAM2085

Bilal Ahmad Waqas Gulzar Hafiz Usman Ghani Zeeshan Jawaid

Leave Following Boxes Empty (to be filled by Prof. Irfan Saleem) Description Timely Hardcopy Submission (10 Marks) Report Formatting (Marks 20) APA (Marks 10) Timely Softcopies Submissions (doc, spss, ppt) 10+10+10 Marks Report Quality Marks (100) Plagiarism (100): Presentation Time by Group Status

ABSTRACT This research study is an attempt to measure Impact of motivation, recruitment, and appraisal on organizational performance. Study also explores that how much individual factor effect on the organizational performance. Sample for this research study has chosen from banking sector of the Pakistan. These banks are located at various geographic locations of Lahore Pakistan. Result shows significant correlation of recruitment and appraisal on the organizational performance, nonetheless motivation is insignificant on organizational performance; however the overall relationship between them is positive. Research suggests that for increasing the performance of the organization, they need to improve their systems of recruitment, appraisal and motivation. Keywords:
Organizational Performance (OP), Job Motivation (JM), Human Resource (HR)

THE ROLE OF MOTIVATION, RECRUITMENT, AND PERFORMANCE APPRAISAL IN THE ORGANIZATIONAL PERFORMANCE

1. INTRODUCTION: There are number of HR practices performed in the organization such as selection, appraisal, recruitment, job motivation, training, job description, compensation and career planning systems, employees involvement and performance in financial. These HR practices play a major role in increasing the efficiency of the employees in the organization. HR practices are acknowledged in developing countries such as Pakistan, Bangladesh, and India etc.HR practices, which include training and development, recruitment and selection, performance appraisal are mostly worked out by HR professionals (Ahmad & Shahzad, 2011) Managerial functions are related with HRM they include, planning for recruiting, selecting, developing, utilizing, rewarding, and maximizing the potential of the human resources in an organization (Qureshi, Akbar, Khan, A. Sheikh & Hijazi, 2011).

HRM practices and policies essentials for decision making about people or human resource related to management position including recruitment, job description, and appraisal of employees and employee participation etc. For achieving the objectives we need to develop skills in the individuals which also help them in the growth of their personality. Universally meaning of HRM is not acknowledged. Personnel management is also linked with HRM. HRM generally focus on the activities related to the supply and improvement of employees to complete organizations short term objectives. The activities related to recruitment, appraisal, motivation training and others are taken as individual function. Then HRM make these functions in a proper strategy.

To realize the goals for improvement and development, competent employees are required. And these are employee recruitment strategies of the organization to achieve performance. It is more important to shelter and manage skilled employees as important resource for the organization, because the organization needs extraordinary performance. Selection of the right strategy for the recruitment of employees is very important for increasing the performance and achieving goals. It is proved that problems face by the organization related to the performance is due to lack of ability in recruiting capable employees and to handle them for getting organizational goals. There is need for study good strategy for the recruitment of employees and their performance in the organization. In Pakistan, it has been observed that key jobs are given and government interventions are very high in the HR section of the organization, due to this those which are able and capable and deserves the job did not get it. Other reason is that the owner selects his favorite HR personnel. This is happening because HR practices are not very well established in Pakistan, which cause the decline in the performance of the organization. this research provide the empirical evidence about the impact of selected HR practices (recruitment, appraisal, motivation) performance of the employees in the banks. Higher work motivation is useful for organizational performance. Productivity of employees is linked to their level of motivational (Altindi, 2011). Job motivation includes intrinsic & extrinsic variables. Intrinsic variables includes sensation of taking part, supervisor also help solving their problems, creating interest in their work, promoting them and appreciating them for doing their job very well. on the

Intrinsic rewards include issues related to the job itself such as achievement, self-sufficiency, multiplicity, liability and personal and professional growth. The other intrinsic motivation paraphernalia contain rank, identification, praise from superiors and co-workers, personal satisfaction and feelings of self value indicate that intrinsic motivation is getting through the feeling of completion of work which arises through extra ordinary performance. Good performance helps in changing the psychological change. Intrinsic variables are the security of the job, salary, working environment, pay, fringe benefits, promotions, private office space and the social climate. Moreover they involve competitive salaries, merit bonuses (Altindi, 2011).

Performance appraisal is the Measurement of performance of employees and taking steps when it does not go with the standards is a core work out of management in any business. Banks are not exempted from this idea of performance evaluation where the performance of employees should be comprehended analytically. This is another fact, when banks perform well, employees are high achievers and this contributes more towards growth of the banks. One part of the research is analyzing performance appraisal system for employees in a banking sector. This research has explained various factors that are influential to the performance appraisal system for employees for their working effectiveness, in improving their performance in order to increase the strength of the bank. In the industry of bank good employees are very important for understanding the different customers changing needs. This sector is in boom because of the paying attention on the improvement of internal services taking into consideration because of the important dimensions of HRM. The world recognize the important of employees they understand that all the progress in the organization for due to employees. They are important for increasing the output of the organization; employees should be correctly placed in the sector along with supportive conditions. These conditions help them to give their full devotion to their work to increase the performance of the organization dynamically. In the modern era banking sectors are very keen to increase the potential and performance of the employees. They are placing the workers according to the best match of their qualities, motivation level which increase productivity. Employees are very important asset for taking the organization to the next level of competitiveness. According to this view it is very common among HR practioners to hire employees according to their ability and features attribute in the recruitment process. Performance is the act of performing. In other words, performance is a behavior that supports the social & psychological structure of the organization rather than contributing directly to the services produced by the organization. Every organization has the responsibility to do measurements to achieve the short term and long term goals. With this process we can check the performance of each department in the organization. The performance of employee increases the global competition, team based organization, and customer service. Organization success requires the evaluation of both employer and employee for their performance. If they do not know about their performance how well they are going, they would

miss a important step in developing an environment that will lead to cost-effective, high quality and maximum output. There are chances that they will earn promotions, obtain salary increases. The performance would become brilliant and excellent when employees give their trust to the organization. There is a big role of human resource department in enhancing employee skills, knowledge and qualities to increase the efficiency of the work of employees, their performance and also firms performance. The work of capital resource management and their employees is to develop the description and specification of job, compensation systems, appraise the performance of employs, and teaching programs in enhancing employee performance. An organization tries to enhance current performance and skills so that they can work in suitable conditions and this is also done to find new talent to fill key positions. The focus of our research is to judge the effect of the practices of HRM on performance of banks in Pakistan. The economic and financial development of banks plays a vital role in the development of the countries. When Islamic Republic Pakistan came into being on 14thAugust, 1947 banking sector was not strong at that time and recorded a tremendous growth in the 20th century, but a rapid nationalization of banks started in the mid 70s and it is considered a bad results. In the 90s, a large of banks was being privatized and deregulation of banking industry started. After the privatization the banking system of a country includes a central bank and number of commercial banks which are controlled by the central bank. The main purpose of our research is to judge the HR practices of banks of Pakistan in the last three years. In this research paper we are going to do the analysis of the performance of employees in bank. These banks are situated in the Lahore. We are going to do the analysis through the questionnaires. Our objectives of this research is to seek the following answers Up to what extent HR practices are practiced in the banking sector in Pakistan? To analyze the performance appraisal system for employees in banking sector. Up to what extent job motivation helps in improving the performance of employees in banking industry. To see the importance of recruitment in the banking sector.

1.

2. LITERATURE REVIEW

2.1. ORGANIZATIONAL PERFORMANCE: Organizational performance being a dependent variable was measured through self-reported or self-typed employee performance (Bird and Beechler, 1995; Conant et al., 1990). It can be measured by using different sign in efficiency, effectiveness, relevance to stake holders and financial viability. In this article, we will show how HR has created premeditated work in the organization we know and how the impact of Hr on organizational performance has been determine using the four kinds of indicators. Performance was measured on the basis of perceived average ROI, average profit, profit growth, average ROS, average market share growth, average sales volume growth, and average sales growth over past three years (Green, 2002).To create planned worth, HR must recognize what performance is important to the organization, to be current in HR expertise on the important issues and direct the organization to the better performance. In order to articulate its impact on the organizational performance, it must measure its impact and be a presence at the strategic level. Organizational performance can be measured by four ways which includes Relevance, accuracy, capability and stability in financials. Relevance means that organization stake holders thought that the firm is appropriate with the wants, commitment of workers, stakeholders by the trading of shares and so on. Capability means that that the firms vision, strategy and mission are helpful in achieving the organizational objective. Efficiency means extent the firm is using its resources such as human, physical etc. Financial viability shows how viable the organizational financial growth not only in short time period but also evaluate that whether the company is profitable in long run or not.

2.2. MOTIVATION: Motivation defined as Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation results from the interactions among conscious and unconscious

factors such as the intensity of desire or need, incentive or reward value of the goal and expectations of the individual and of his or her significant others. (businessdictionary) In the earlier times, it is considered that the motivation is not important part of any job and considered as a input into the production of goods. At that time only monetary rewards are considered as the important part of any job. But this approach was total changed after a research named as Hawthorne Studies done by the Elton Mayo from 1924 to 1932. According to the studies the monetary rewards are not enough for the employees but the human behaviors are also important part of the job. On the basis Hawthorne Studies now the job motivation is the most important factor and primary focus of every manger. Motivation is also consider as intrinsic force that creates the individual behavior and also helps the employees to work for the achievement of the organizational goals. Work motivation is set of energetic forces that originate both within as well as beyond an individuals being, to initiate work-related behavior, and to determine its form, direction, intensity and duration. (altindis, 2011). Fully secured job Understanding the personal problems of the employees, delicate to employees dedication, jobs according to the skills, Superior working conditions, satisfactory wages, Promotions within and outside the department and complete pleasure of work done are the certain factors that are important in motivating the employee to do his job effectively and efficiently.

2.3.

PERFORMANCE APPRAISAL:

Performance appraisal is process by which the performance of the workers are judged, measured and on the basis of this measurement corrective measure taken by the manager within the organization. The appraisal process consist of different practices such as checking the employee achievement and performance by providing them continuous feedback and also providing them the career development opportunities. It is concluded that there are many reasons on the basis of an organization should need proper performance appraisal system. Performance appraisal system should be able to take efficient decisions related to salary increment, promotions, hire and fires and transfer of the employee to

another department. Another important need to have a effective performance appraisal system that it is a major tool that can judge the performance of the employee but also provides some better suggestions that how to increase the productivity of employee because this system mainly focuses on the characteristics such as to develop and judge the capabilities and performance of the employees. It also helps the manager in taking on time decisions regarding any uncertain changes. Today the most of the organizations use a new technique for performance appraisal and that is 360 degree system of appraisal and it is considered the most effective than others used in the past because these could be unfair many times. In this appraisal system, the appraisal manager gathered the information about any employee through different ways. It may be consist of person in charge, top administration, assistants, co workforce, clients, dealers, and group of officials. All type of information related to the employee gathered through inner and outside parties. Information related to the employee can be obtained from anyone who is attached with the employee and he tells about the behavior and attitude of that employee. The whole idea is that the 360 degree feedback supported joint efforts and creates the better associations between work force and management.

2.4. RECRUITMENT: Employee recruitment is the process of reaching out, searching for and attracting a large supply of people or a large pool of interested applicants from which the organization can choose those it considers competent or most qualified for the job (Gberevbi, 2010). According to the new management concepts, recruitment is the most important part that plays a vital role in the performance of the organization because all the work in the organizations are done by the workers and if the recruitment is not done on the merit and inappropriate people selected for any job than the performance of organization and the worker both goes down because that particular worker is not capable of that job. As we all know that human capital is the key to the organizational performance and success thats why the selection of wrong people destroys the performance of the firm. Every firm should have an effective recruitment strategy to attract effective and efficient employee that should treat and entertain the customers in a better way, competing successfully in the industry and work in a particular way that should confirms

the success of the organization. Different aspects discussed above are the important factors for every firm to accomplish its goals. The management should involve the departmental people to take decisions while doing recruitment for any any department of the organization because in this way they make better strategies for the recruitment purpose. The main problem in the recruitment process is the self liking or disliking, discrimination, political concerns and some other factors that affect the recruitment process and that leads towards the bad organizational performance. This type of things mostly happens in the public sectors where the most of the jobs are given on the personal likings that are why the performance of government sector is so much affected. Recruitment is a process where organizations attract a large number of interested people through different ways like advertisement etc and after it a team of experienced people called human resource experts sit together and interview those interested people and after a complex process team will select a competent person for the job. Human resource is a valuable asset in the performance of the organization. It is necessary for the organization to form appropriate strategy for employee recruitment.

Organizational performance largely depends on the recruitment of qualified employees because if the employees are qualified and experienced so the productivity of employees will increase which ultimately increase the employees productivity. It means that here a positive relationship in the recruitment and organizational performance thats why in our research study we take the positive relation between the recruitment and organizational performance.

3. RESEARCH METHODOLOGY AND FRAME WORK

3.1. Schematic Diagram:

Independent Variables

Dependent Variable

HR Practices

Job motivation

Recruitment

Organizational Performance

Appraisal

3.2. RELATIONSHIP BETWEEN THE VARIABLES (DEPENDENT AND INDEPENDENT) Relationship between organizational performance and job motivation is positive, as the motivation increased in the employees of the firm, they show good passion and courage towards the organization and that positive attitude leads towards high organizational performance. Relationship between organizational performance and appraisal is positive, as the appraisal done by the HR department without any biasness, every employee shows positive attitude towards the organization and that positive attitude leads towards high organizational performance. Relationship between organizational performance and recruitment is positive, as the recruitment policies adopted by the organization are affected, every employee in the organization selected on the merit and then every employee work with positive attitude towards the organization and that positive attitude leads towards high organizational performance.

3.3.

Hypothesis:

Hypothesis of our research variables are as follows

H1: Higher job motivation leads to higher organizational performance. H2: Better recruitment leads to higher organizational performance. H3: Good appraisal system leads to higher organizational performance.

4. Annex 1

The response scale is as below 1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly Agree

Recruitment and selection 1. Recruitment and selection system followed in our organization is well defined 2. In our organization, line managers and HR managers participate in recruitment and selection 3 .Valid and standardized tests are used in selection process of employees 4. Selection system in our organization selects those having the desired knowledge, skill and attitude. 5 Our organization uses comprehensive selection process before rendering a decision 6. The organization uses assessment centers for selection. 7. Our organization uses unbiased test and interviewing techniques for employees selection. 8 Our organization selects employees without any biasness 9. We have strong merit criteria for employee selection. Performance Appraisal 10. Performance of the employees is measured on the basis of objective and quantifiable results 11. Appraisal system in our organization is growth and development oriented. 12. Employees are provided performance based feedback and counseling 13. Appraisal system is unbiased and transparent. 14. Appraisal information is used for bonuses, promotions and selecting training. 15. Everybody working in the organization knows clear objectives of performance appraisal.

16. Appraisal system is modern and uses the latest techniques and technology. 17. Appraisal system has a strong influence on individual and team behavior.. 18. Our organization conducts performance appraisal on regular bases Job Motivation 19. You are satisfied with the support from the HR department 20. You are satisfied with the financial and non-financial incentives. 21. Managers are really interesting in motivating the employees 22. The workplace environment motivates you to increase your performance 23. The top level management involves you into the decision making process when it is related to your department. 24. Organization recognizes and acknowledges your work 5. Variables and Measurement:

Questionnaire is used as main data collection tool to measure the variables of interest. Target population consists of the employees of banks of Lahore, Pakistan.120 questionnaires were distributed to employees from those only 85 were returned. 80 Questionnaires were filled properly which were actually used for this research.66% response rate of questionnaire are received which is good. 5.1 Reliability statistics:

Reliability statistics
Variable Name
Recruitment Appraisal Job Satisfaction Organizational performance

Cronbach's alpha
.703 .755 .701 .833

No. Of items
5 6 5 6

The measure is reported to have convergent and discriminate validity of recruitment, appraisal, motivation and organizational performance. Cronbachs alpha for the measure for this sample

was 0.703 for recruitment, 0.755 for appraisal, 0.701 for motivation and 0.833 for organizational performance. Above 0.7 alpha values shows the higher reliability of data. 5.2 Descriptive Statistics: Descriptive Statistics N Gender Age Qualification Position in the organization years of employment Valid N (list wise) 80 80 80 80 80 80 Minimum Maximum Sum 1.00 21.00 2.000 1.00 1.00 2.00 57.00 5.000 3.00 25.00 99.00 Mean 1.2375 Std. Deviation .42824 7.77940 .550604 .65555 4.83271

2500. 31.2500 00 298.0 3.72500 00 142.0 0 494.0 0 1.7750 6.1750

The unit of analysis was individuals who responded to the survey. Respondents ages ranged from 21 to 57. Average respondent of questionnaire having Master degree and their average number of year of work in the organization is 6 years.

6. Research Findings: 6.1 Correlations analysis:

Correlations recruitment appraisal motivation performance Pearson Correlation recruitment Sig. (2-tailed) N Pearson Correlation appraisal Sig. (2-tailed) N Pearson Correlation motivation Sig. (2-tailed) N Pearson Correlation performance Sig. (2-tailed) N 80 .500** .000 80 -.114 .313 80 .544** .000 80 80 .161 .153 80 .934** .000 80 80 .102 .367 80 80 1 .500** .000 80 1 -.114 .313 80 .161 .153 80 1 .544** .000 80 .934** .000 80 .102 .367 80 1

**. Correlation is significant at the 0.01 level (2-tailed).

The correlation matrix provided the answer to the hypothesis. The first hypothesis stated that recruitment is positively related to the organizational performance. The correlation of 0.544(p<0.001) between the Recruitment and the Organizational Performance substantiates this hypothesis. The correlation matrix provided the answer to the hypothesis. The second hypothesis stated that Appraisal is positively related to the organizational performance. The correlation of 0.934(p<0.001) between the Appraisal and the Organizational Performance substantiates this hypothesis. The correlation matrix provided the answer to the hypothesis. The third hypothesis stated that Motivation is positively related to the organizational performance. The correlation of

0.102(p>0.001) between the Motivation and the Organizational Performance does not substantiates this hypothesis. It shows the negative relation between the Motivation and Organizational Performance.

6.2 REGRESSION:

Model Summary Model 1 R .939a R Square .881 Adjusted R Square .876 Std. Error of the Estimate .26209

a. Predictors: (Constant), motivation, recruitment, appraisal R square is 0.881 which is near to 1 which shows that most of the variations in the dependent variables can be explained by this regression analysis. 88% organizational performance varies due to recruitment, appraisal and motivation (independent variable).

ANOVAb Model Sum of Squares df Mean Square F Sig.

Regression 1 Residual Total

38.668 5.221 43.889

3 76 79

12.889 .069

187.641

.000a

a. Predictors: (Constant), motivation, recruitment, appraisal b. Dependent Variable: performance

Coefficientsa Unstandardized Coefficients B (Constant) 1 recruitment appraisal motivation -.284 .094 1.008 -.030 Std. Error .226 .047 .053 .040 .094 .892 -.031 Standardized Coefficients Beta -1.259 1.999 18.886 -.754 .212 .049 .000 .453

Model

Sig.

a. Dependent Variable: performance

Equation for regression analysis 1. Y = b0 + b1 (x1) + e 2. Y = b0 + b2 (x2) + e 3. Y = b0 + b3 (x3) + e Y = b0 + b1*x1 + b2*x2 + b3*x3 + e Where: Y=dependent variable. X=independent variables. Where X1 = R =recruitment; X2 = A = Appraisal; X3 = JM =Job motivation. E= Std. Error - These are the standard errors associated with the coefficients. B= Beta - These are the standardized coefficients.

CONCLUSION: Research suggests that Recruitment, Appraisal and Motivation are necessary for increasing the performance of the organization. These findings are partially consistent with the Quresh et al (2010). It proves that there is positive relation of Recruitment and Appraisal with the Organizational performance. But Motivation shows the negative and insignificance with the Organizational Performance which is not consistent with Quresh et al (2010). In our research project we have taken questionnaire response from few banks of Lahore but in future it can be conducted to the whole country. Other constraints in our project was the limitation of time. Future Recommendations and implications: From the findings of this research, it can be derived that recruitment, appraisal and motivation are challenging practices in the banking sector of Pakistan. It is suggested that banks operating in Pakistan should give due consideration to recruitment, appraisal and motivation in order to achieve better organizational performance. In order to formulate their policies, this study can be of benefit to officials with more emphasis on these practices. This issue is of great magnitude because a developing country like Pakistan will have to operate with emphasis on very high performance in order to combat the challenges of todays global village. The government needs to appreciate the need for human resource management, to have a strategic perception and to communicate this need to both the private banking business owners and government banks as well for better organizational performance. We will recommend other HR practices such as employees participation, training and compensation can also be a part of future research for improving organizational performance.

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