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Abstract

In today's competitive environment Human Resource Management has become a valuable part of each organization especially for public sector organizations because HRM policies are directly linked with the overall job performance. The main purpose of the paper is to study the recruitment, job satisfaction and job retention policies implied by the public sector of Pakistan. By deep analysis of problems and challenges study suggest the implementation of various HR policies to enhance the job performance resultantly improved job satisfaction and lower turnover. Previous studies on recruitment, job satisfaction and job retention have been performed mainly in western context. The distinction of this paper is that it studies recruitment, job satisfaction and retention practices merely in public sector of Pakistan. The paper proposes a conceptual framework linking various psychological factors and strategic HRM perspectives, examining how various strategies adopted by organizations help in recruiting and retaining talented employees. Hypotheses were developed with the help of framework. The study was conducted in 15 public sector organizations and a sample size of 568 was selected. Five point likert scales were used to get the responses. Mean and standard deviation were calculated to know the relationships of variables and at last bi -variate test was applied to conclude.

Keywords: Recruitment, Job Satisfaction, Job Retention, Job Performance, Public Sector Organizations

Paper type: Research Paper

Introduction

Purpose of this study was to analyze the major challenges in the area of recruitment, job satisfaction and job retention faced by public sector organizations of Pakistan, the impact of strategies have been adopted far to overcome these issues on image of the organization. For this purpose public sector regulatory authorities and organizations being regulated by these authorities were selected. Various studies are available that address the challenges of recruitment, job satisfaction and job retention, but many of them are not directly related to problems and challenges faced by public sector to recruit and retain the best employees to be an employer of choice. The closest areas in which some amount of literature is available are: Employee retention in relation to customer retention (Jamal & Adelowore, 2008; Yavas, et al.., 2003) and quality service (Redman & Mathews, 1998) and how training, e-recruitment and development reduces turnover rate.

There is a well-developed 'best practice'...

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