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Purpose: Talent management research today is increasing as organizational requirements attempt to meet the challenges of effectively managing talent to achieve organizations' strategic agendas. However, in learning organizations specifically, investigations of talent management practices are limited, with this study exploring the role of talent management practices in employee satisfaction and organizational performance in Pakistan. Design/methodology/approach: The study was conducted in various universities (public and private) in Pakistan using a quantitative approach. Cross-sectional data are collected through a questionnaire, with analysis and conclusions based on completed questionnaires from 403 respondents. Findings: The study's findings from the analysis by structural equation modeling (SEM) emphasize the positive and significant effects of most talent management practices (i.e. talent identification, talent development, talent culture and talent retention) on employee satisfaction and organizational performance (talent attraction is the exception). Employee satisfaction positively and significantly affects organizational performance and is found to have a mediating effect, bridging the relationships of most talent management practices (talent identification, talent development, talent culture and talent retention) with organizational performance. Practical implications: The study's findings support human resource professionals, academics and policymakers in managing talent practices to enhance organizational performance. The findings assist in developing core skills and talent-related competencies to achieve organizational goals and success. Originality/value: The study fills the research gaps by developing a framework of talent management practices for employee satisfaction and organizational performance in learning organizations, which warrants further consideration. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationship between green human resource practices, employee satisfaction, job satisfaction, and the recruitment process in the manufacturing sector of Pakistan. The research methodology employed a positivism philosophy with a deductive research approach and quantitative research strategy. Primary data was collected through a closed-ended questionnaire from 195 participants working in manufacturing organizations. The findings indicate a significant positive association between green human resource practices and employee performance, job satisfaction and employee performance, and the recruitment process and employee performance. The study concludes that implementing green human resource strategies in Pakistani industrial businesses yields favorable benefits and leads to increased employee satisfaction and performance. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to (i) identify community health workers' (CHWs) perceived satisfaction for maternal and neonatal health services, with respect to (1) socio-demographic characteristics; (2) coronavirus preparedness; (3) coronavirus responsiveness; and (4) employee satisfaction and (ii) investigate the interplay among study variables to identify the role of direct effects and mediation. Background: Women CHWs are salient providers for maternal and neonatal services at the primary level, especially in conservative regions. Service delivery is a valuable indicator for mother and newborn wellbeing. There is need for empirical evidence to understand how CHWs may be supported in delivering maternal and neonatal health services during pandemics. Methods: Bivariate regression was used to identify the lower odds for CHWs' perceived satisfaction for maternal and neonatal health services. In addition, structural equation modeling was used to investigate if coronavirus responsiveness and employee satisfaction as mediating variables influence the relationship between coronavirus preparedness and maternal and neonatal health services. Data were collected telephonically from 350 CHWs. The sample was representative of 35 districts of Punjab, which is the most populated province in the country. Findings: We found thirty predictors with respect to coronavirus preparedness, coronavirus responsiveness and employee satisfaction which contribute to lower odds of satisfaction for maternal and neonatal health services. We also found that coronavirus preparedness has a direct effect on maternal and neonatal health service satisfaction (β =.242, P <.001) and an indirect effect on maternal health satisfaction (β =.242, P <.001) via the mediation of employee satisfaction. We conclude with four critical recommendations to support CHWs in delivering optimal services, comprising of education and training, operational support, public acceptance, and employee support and benefits. The findings are important for the planning of primary health services and governance support for CHWs and poor women clients in Pakistan and other developing countries. [ABSTRACT FROM AUTHOR]

The relationship of employer supervisory and monitoring style, motivation level provided to the employees and other determinants in context to employee's satisfaction regarding their job was studied during 2007-09 in Government organization and UNDP Biosaline-II project of Punjab, Pakistan. A total of 300 employees were selected randomly through multiphase sampling from the Govt. organization (Agriculture House, Punjab, Lahore), while 120 project employees of UNDP Biosaline-II were interviewed, thus making a total sample size of 420. The data was collected through personal interviews following validated interview schedule. The employees satisfaction level (ESL) was measured on 4 points scale: On measuring scale, mean value of I represents highly satisfied, 2 moderately satisfied, 3 represents least satisfied and 4 accounts for dissatisfied from the job. The results from present investigation revealed that only 43.1 percent employees were satisfied (11.9 percent highly satisfied, 14.3 percent moderately, 16.9 percent least satisfied) with the job. Out of about 57 percent dissatisfied employees, supervisory style accounted 21 percent employees to be dissatisfied. The employees were dissatisfied due to low salary (14 percent), contractual job nature (10 percent), poor capacity building and training (8 percent) and poor working environment (4 percent). Therefore, the competent authorities must keep consideration on salary structure, job nature, training need assessment and working environment prior to the recruitment in concerned department. [ABSTRACT FROM AUTHOR]

Every organization has to go through phase of struggle in always evolving external environments. Every Organization has to come up with new ways to increase effectiveness and efficiency of the business process. To remain competitive and sustainable the key is to invest in training. Due to the importance of training for any organization, this research is a spotlight on training process / workshops / programs identified through Training Need Assessment contributing towards employee development and their satisfaction towards training programs. [ABSTRACT FROM AUTHOR]