The Upstream Linkage of HRM Practices with Job Performance; and Surrogating Role of Perceived Employee Development

The study has strived to enlighten the relationship of HRM Practices with employee development and job performance, sample was taken from 235 SMES of Punjab, Pakistan. A total of 784 white collar employees participated in the survey from which 64 responses were not found fit to be analyzed due to missing values; from 720 responses 12 responded were further eliminated due to outliers and abbrent values. The total 708 responses were analyzed through MPlus Software.

Fairness: Equal distribution of resources towards the employees of the organization is known as fairness that is deal in procedural justice. Whilst, to attain a strong PED from the employees of the organization, it is necessary that repeatedly exampled of fairness in the decision making used. There is a difference between social and structural views of procedural justice (Shanmugam, 2016;van Dierendonck & van der Gaast, 2013).
Structural justice includes rules, regulations, policies and standards relating to the decisions that may affect the employees where as Social view of procedural justice included behave the employees in allocation of resources, dignity and true respect is given to employees.
Supervisory Support: supervisor is like the agent of the organization with responsibility to guide the subordinates and access their performance. Employees evaluate their supervisor as favorable or unfavorable for them. Supervisor's support is evaluated with relating to measures leader-member exchange (L M E) with each other (Chung, Rutherford, & Park, 2012).
A large number of rewards and job conditions is concerned to POS have positive effect for instance salary, job autonomy, security, training, and development. Personality has positive influence on PED through employee behavior. However, there are some dispositional variables that have positive or negative effect relating to two different personality dimensions (Linz, 2003;Shanmugam, 2016).
Demographic characteristics are commonly used as control variable to express the different views that are related to POS and antecedents. These features are gender, experience, education, and age

Literature Review:
Overall human resource management is very important for the success of any organization.Organization can not perform very well without the human resource management system.no body can deny the importance of human resource management (Fox, Spector, & Miles, 2001). All the researchers are agreed at this point that that firms can get competitive advantages to improve the human resource management system.it is the key of success,and it is the excilusive source to get the competitive advantage if the organization fulfills the following four basics requirements;(1)the performance of the individual person add the value to the out put of the organization,it means the the individual performance plays an important role in the value of the organizations output.
(2)extraordinary individual skills are required. (3)they are demanded not to copied with easy way,not replicate.(4)advance technology is not the substitute for them.In the human resource management the performance appraisal plays a very important role and its prosess is very important.its effects is on both financial and program components of any organization.it is helpful for the employees and for the organizations for achieving their goals (Gutteridge, 1973;Safdar, 2012).
It empowered the employees that they can explain their progress to achieveing the goals towards the organizational or personal goals.All the researchers define the performance appraisal in sence of their role and place in the organization.Basically it is a structured and formal interaction between the appraise and the appraiser ,as a periodic interview which focus on the job performance of the appraises and its main purpose is to check out the strengths , weaknesses and the opportunities for the purpose of improving skills and developments.it is mechanisum to check the skills of the individuals and to assign the values to improve their performance (Gunz, Mayrhofer, & Tolbert, 2011;Jaskolka, Beyer, & Trice, 1985).
Performance appraisal is a vital and more accepted strategy which is used in the organizations and is more successful for the organizations.This activity is necessary because to judgement the work of the other peoples is an human building theory.However this theory neither correct ,acceptable or not.Every person has its own openion therefore it is not 100 % sure that this theory is correct and acceptable.we can said that this human making system has a long historyof mixed reactions.some researchers said that the developing such appraisal system which is successful and effective in evaluating an employee's performance and accounting for his/her contribution in organization and also meets the organizational context requirements is an arduous and uphill task.

Methodology:
First we carried out a computer search of the Psycinfo and dissertation abstracts international database started with the introduction of the PED construct from 1986. We search out all the published and unpublished Articles and the thesis they used terms Perceived organizational Support, organizational support, or Perceived Support in the Title or in the Abstract. Secondly, we Search out all the web sites of sciences citation index for all tose Articles which referenced two major sources of Articles on PED. Thirdly we collect all the relevant Material which was unpublished, and Researchers provide us by investigating the PED. At the end we studied the lists of reference of all research reports which is used in the literature.
A self-administered closed ended questionnaire technique has been applied total no. of items 22 were included.

Discussion and Future Recommendations:
The findings show the positively significant relationship of HRM practices with perceived Job performance, whereas, the perceived employee development has also been found significant with perceived job performance. Nevertheless, performance, compensation, training and development has not been found significantly positive with the perceived employee development. Future researchers are advised to explore the construct by introducing further new variables. There are certain limitations associated with the study, such as scarcity of time and available limited financial sources. The study has included only skill enhancing HRM practices, new researchers are advised to include set of motivation enhancing HRM activities.