This study is an attempt to find the effect of HR practices in education sector of Pakistan i.e. universities in Lahore. For improvement in education system of Pakistan it's important to enhance the performance of teachers especially in higher education. So far none of the Pakistani universities is ranked among top universities of the world (Shahzad, Bashir & Ramay 2008) Government of Pakistan is also focusing to enhance the performance of university teachers so it's important to find out the factors which can enhance the performance of university teachers and it is important to find out that how the effective HR practices are important for enhancing the teacher performance. So this study will help to find out that in education sector of Pakistan effective HR practices exist or not and if exist than what is the impact of these effective HR practices on the performance of teachers specially university teachers. The crisis in the teaching profession is threatening the ability of poor countries to reach internationally agreed targets to expand and improve education (S. Nock; Global Campaign for Education 2006). Guest (2002) explains that impact of HR practices on performance of employees is also related with the response of employee towards HR practices. Because employees have their own perception regarding the HR practices. Shehzad, Bashir, Ramay (2008) explains that there are number of HR practices which are related with employee performance. As Teseema & Soeters (2006) discussed eight HR practices include recruitment and selection practices, placement practices, training practices, compensation practices, employee performance evaluation Practices, promotion practices, grievance procedure and pension or social security. Huselid (1995) discussed eleven HRM practices in his study which are personnel selection, performance appraisal, incentive compensation, job design, grievance procedures, information sharing, attitude assessment,...
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