THE ROLE OF HUMAN RESOURCE MANAGEMENT PRACTICES IN SHAPING JOB PERFORMANCE OF LIBRARY PRACTITIONERS IN THE PRIVATE SECTOR UNIVERSITIES OF KHYBER PAKHTUNKHWA

Abstract

This study examines the role of Human Resource Management (HRM) practices in shaping the job performance of library practitioners working in private sector universities of Khyber Pakhtunkhwa, Pakistan. Based on Ability, Motivation & Opportunity (AMO) framework, the study explores how recruitment and selection, training and development, performance management and appraisal, and job security influence employee performance. Using quantitative research design, data were collected through a structured questionnaire from 21 library practitioners across private sector universities. The data were analyzed using Structural Equation Modeling (SEM) via Smart PLS-4 to test the hypothesized relationships. Findings reveal that recruitment and selection, as well as job security, have significant positive effects on job performance, indicating that fair hiring processes and employment stability enhance employee motivation and productivity. Conversely, training and development and performance management & appraisal showed no significant relationship with job performance, suggesting deficiencies in training relevance and appraisal implementation within the studied institutions. The model explains 59.8% of the variance in job performance, reflecting moderate predictive power. The results highlight the need for private-sector universities to strengthen their HRM systems by institutionalizing structured training programs and transparent appraisal mechanisms. By aligning HRM practices with strategic objectives, universities can enhance the competencies, motivation, and commitment of their library staff, ultimately improving service quality and organizational effectiveness.

Keywords: HRM Practices, Job Performance, Library Practitioners, Recruitment & Selection, Training & Development, Performance Management, Job Security