The Impact Of Employee Perceptions Of HRM Policies On Employee Performance In Mongolian Telecommunication Company

Recently in Mongolian private companies there has been an increased focus on the importance of HR policies.This research examined the relationship between employee perceptions of HRM policies and employee performance.The research explored employee perceptions of the relationship directly and also examined the effect of mediating variables – organizational commitment.The main content of the thesis is organized as follows.Chapter 1 shows the background,the significance,and the objectives of the study and does literature review for the all variables.Chapter 2 presents theoretical foundation and a characteristic of HRM policies employee performance and organizational commitment.As well as we developed our research model and hypothesis.Chapter 3 demonstrates data design its collection and analysis while Chapter 4 provides research conclusion and result;and discussion as well as its implication for future works.The researcher developed a model,based on an extensive review of the literature and information from several dimensions.Within the model a set of HRM policies and mediator organizational commitment suggested as determinants of employee performance.A set of research hypotheses concerning the relationship between variables was formulated.Research has been developed 4 main hypotheses and 8 subhypothesis.Hypothesis one is Employee perceptions of the company's HRM policy has significant positively affect their employee performance,second hypothesis is Employee perceptions of the company's HRM policy has significant positively affect their organizational commitment while third hypothesis is a positive relationship exists between organizational commitment and employee performance,and the last hypothesis is Organizational commitment acts as a mediating factor between employee perceptions of HRM policy and employee performance.Data was collected using a set of questionnaires to measure employee perceptions of HRM policy with Likert scale.The questionnaire was consisted of three parts and first one is related to demographic profile of respondents and the rest parts are related to three main variables.The questionnaire survey was targeted at 167 out of 200 employees who work in Telecommunication Company of Mongolia.Random sampling was used and questionnaire was anonymous and did not require respondents to divulge any kind of identifying information about their companies and theirs.The results were analyzed to determine the relationship between variables in the model using SPSS 20(Statistical Package for Social Sciences)was used for statistical analysis of the responses to the questionnaire,which gave further insights into the use of specific HR policies.We have interpreted data using descriptive analysis,factor analysis and reliability analysis,correlation analyses and multiple regression analysis.The research findings indicated that there was a direct relationship between employees perception of HRM policies and employee performance and this was also mediated by organizational commitment.The results are useful for managers who seek to develop effective recruiting systems within the telecommunications industry.This study contributes to the body of knowledge of HRM by providing new insights into the interplay between adoption of HRM policies and employee performance of private companies in a small context.Based on results of research,we have proposed a number of recommendations how to develop awareness of employer toward HRM policies in order to increase employee performance and organizational commitment.