Impact of HR Practices on performance of Human Capital of Indian Educational Sector:

with the Vision of 2030

By

Mrs. Neha Verma

Mobile No.: 9619433422, E-mail: ​neha.v04@gmail.com

ABSTRACT

The last decade has brought major changes and challenges in education system of India. ​With the
number of colleges increasing, there is a substantial increase in the teaching staff. Human Capital
is considered as the most important resource for an organization and it is a valuable asset of
achieving competitive advantage. ​With the education system in a state of change, HR plays very
important role in supporting emerging and changing talent frameworks. This needs that
educational institute’s goes hand-in-hand with the digital transformation. Traditional HR
practices clubbed with data analytics helps in attaining the proper development of faculties
which gives them job satisfaction and hence, increase their performance at work.
This survey found that faculty strongly agreed that if they had opportunities at the workplace to
learn and develop, they will definitely perform better. To fulfill this demand, higher education
institutions are beginning to focus more on learning and development programs for employees.
This research study will help advance search on the relation between HR practices and overall
organizational performance. The sample of 100 was taken for the study of different parameters
and their interrelation that has direct implication on performance of the human capital.
Cronbach’s alpha, α in this study is greater than 0.8, hence the test is said to be reliable.
Therefore, it is said that the right strategy made by organization gives them better return on
investment as know ledged faculties will always contribute positively in developing right skills
in the students who are the future of our society.

Keywords: HR Practices, Human Capital, Analytics, Education sector, Job satisfaction,

Learning environment.
 1. Introduction

By 2030, it is believed that India will be one among the youngest nations in the world, with
approx. 150 million people in the college going age bracket. As the main function of educational
institute is learning and development of its students, they cannot ignore the same for their
faculties. However, most of the colleges rank among bottom line for “learn and grow” employee
opportunities compared with other industries​. The time has arrived where colleges of India need
to adopt new technology to become globally relevant and competitive. Technology in the form of
“Data Analytics” is being regarded as the key indicator that leaders are now using to predict
employee performance, apart from all other benefits. Analytics help organizations predict
employees’ performance based on past and present data. It provides both retrospective as well as
forward-looking analysis.

Since the human capital is the prime drivers of any institutions and helps in brand establishment,
this study will help in improving their performance. As there is no major study being done in the
Indian context related to HR analytics usage by HR department to evaluate the performance of
human capital, this study will help to understand the HR perspective on job satisfaction &
learning environment and its direct impact on the human capital performance.

2. Literature Review

S.No. Author Year Publication & Title Findings Gaps

1. Akram Ali Jouda, 2016 International To increase Many
Khalid Abed Review of University’s universities
Dahleez, Ungku Management & employee have still not
Ahmad Marketing (The performance to develop HRM
Impact of HRM higher levels policies &
practices on and increase practices to
Employee their enhance
Performance: The effectiveness, it employees’
case of Islamic should performance
University of Gaza). emphasize on
successful
 implementation
of HRM
policies &
practices.

2. Dr. Shubha 2016 Adarsh Journal of Focus & The education

Muralidhar & Dr. Management ranked sector is very
R.K.Gopal Research (HR different HRM conservative
Practices in Practices which in adapting &
Education Sector is being following HR
with special followed in practices.
reference to education
B-School in sector.
Bangalore).

3. Shikha Anirban 2014 International Data Analytics Poor data

Journal of Research can help in quality &
in Computer & customized untrained
Communication learning professionals
Technology (Big environment to to ensure
Data Analytics in the learners. effective use
Education Sector) That can of analytics.
reduce failures
& dropouts in
Higher
Education
Institutes.

4. Qaiser Abbas, 2012 Impact of HR HRM Practices Colleges

Shakeed Ahmad, Practices on have a should
Ayesha Nisar Performance of remarkable redefine their
Teachers serving in impact on the HR Policies.
colleges of performance of
Rawalpindi, the faculties.
Pakistan.

5. Paul Baepler, 2010 International Academic Focus mainly

Cynthia James Journal for the Professionals on online
Murdoch Scholarship of use data interaction
Teaching & sources as between
Learning (Academic guides for instructor &
Analytics & Data syllabus students.
Mining in Higher redesign & as
Education) evidence for
implementation
 &
communication
flow between
instructor &
students.

6. Levenso.A 2005 Strategic HR He made a HR Analytics

Review (Harnessing comparative expert centre
the power of HR study of was not easy
Analytics) acceptance & to form and
usage of ROI, accepted
Cost benefits & cross
impact analysis functionally.
as HR tool to
make a long
term
contribution
towards the
organization.

3. Research Gaps
1. No parameter (Index) has been developed to establish the role of HR Analytics into
current HR practices in Indian Education Context.
2. The importance of data driven HR decisions in relation to the Indian colleges has to be
studied in detail.

4. Research Objective
1. To find out the impact of HR practices on learning environment of human capital.
2. To find out the impact of HR practices on job satisfaction of human capital.

Note: - With special reference to future aspects of HR Practices in combination with data
analytics.

5. Research Methodology
a.  Research Methodology
Mixed research method (Johnson et al., 2007: 123) was used combining elements of Qualitative
and Quantitative Research Approaches for greater and deeper understanding. This helped me to
utilize statistical analysis as well as making subjective assessments. Exploratory and Descriptive
research design was adopted and information was collected using structured questionnaires.
Adequate analysis of the questionnaires data was conducted using appropriate quantitative
techniques.

● Quantitative Structured questionnaire was administered face to face.

● Depth interviews with Directors were conducted to understand the specific challenges
and achievements in their post HR Analytics phase.
● Secondary Data collection of the published resources like Magazines, Newspaper,
websites for details of Institutions.

b. Research Design
The Qualitative approach involved semi-structured interviews targeted at Directors levels across
different institutions involved in the study. The interviews were structured using close ended
questions on HR practices and their impact on Human Capital.

The Scale used in the questionnaire was a 5-point Likert scale.

This study methodology was appropriate to fulfill the objectives of the research. The
multi-instrument approach provided the tools to understand the responses in a more holistic and
complete manner.

c. Sampling Procedure
● Universe of the study:​ The colleges are the universe of the study.
● Sample Subset: ​Director/Principal and Faculties​.
● Sampling Technique: Qualitative- Non-Probability sampling - Purposive Sampling
Technique- ​This technique is very useful while doing such studies, the very basic
purpose of applying this technique is to select the right target for fulfilling the objectives
of the study.
 ● Quantitative – Probability- Random sampling technique​: RST was also utilized in
this study after carefully selection of the right institutions from Purposive sampling
technique for getting unbiased results.
● Qualitative Survey: Focus Group Discussion (FGD) was conducted at a primary phase
to collect opinion as well as first hand insight from the Directors/Principals of selected
colleges. This formed the basis of structured questionnaire for quantitative survey.
● Quantitative Survey: ​This was helpful to cover the larger sample unit in structure form
and help to collect the quantitative data for wider coverage. Randomly selected sample
unit was analyzed through statistical procedure.
● Sample Size for Quantitative survey: ​The questionnaire was tested on about 100
faculties as samples.

6. Data Analysis
1. Learning Environment

S.No Parameters Mean Std. N Scale Scale Corrected Cronbach's

Deviati Mean if Variance Item-Total Alpha if
on Item if Item Correlation Item
Deleted Deleted Deleted
1. Faculties
receive a
proper
mentoring in
2.434 .8471 99 65.687 77.136 .652 .872
the
organization to
learn new
skills.
2. Faculties are
encouraged to
innovations
and increase 2.141 .5892 99 65.980 80.306 .654 .874
for the
wellbeing of
the institute.
3. There is proper
communication
1.960 .5700 99 66.162 80.994 .608 .875
flow in
coordination of
 different task
associated
among all the
faculties.
4. Everything in
the college is
aimed for 2.111 .5694 99 66.010 85.663 .149 .883
excellence
achievement.
5. The college
management
looks for result
oriented
practices and
2.434 .8471 99 65.687 77.136 .652 .872
encourage for
learning new
skills by
identifying the
core skill.
6. There is an
aggressive
focus on the
new learning
adopted by
faculties and 2.141 .5892 99 65.980 80.306 .654 .874
management
backed every
achievement
by rewarding
properly.

2. Job Satisfaction

S.No Parameters Mean Std. N Scale Scale Corrected Cronbach's

. Deviati Mean if Variance Item-Total Alpha if
on Item if Item Correlation Item
Deleted Deleted Deleted
1. How would
you see the
role of HR
Analytics in 1.960 .5700 99 66.162 80.994 .608 .875
achieving work
life balance
and their
 leadership
character?
2. How would
you
characterize
the role of HR
Analytics in
creating 2.111 .5694 99 66.010 85.663 .149 .883
learning
organizations
to guide for
future career
growth?
3. HR Analytics
has helped in
recruiting and
retaining
faculty that 2.434 .8471 99 65.687 77.136 .652 .872
helped in
improving the
quality of
education.
4. HR Analytics
helped to
evaluate the
2.141 .5892 99 65.980 80.306 .654 .874
teaching
performance of
faculty.
5. To what extent
do you find the
means used to
1.960 .5700 99 66.162 80.994 .608 .875
assess teaching
performance is
effective?

Reliability Statistics

Cronbach's Alpha
Based on Standardized
Cronbach's Alpha Items N of Items
 .882 .871 32

7. Findings

Cronbach’s alpha, α is greater than 0.8, hence the test is said to be reliable. Therefore, the test is
accurately measuring the variable of interest. It was measured using SPSS software.

8. Discussion

The above table indicates that the HR practices i.e. learning environment and job satisfaction are
interrelated to the performance of human capital of the educational institutes. In the light of data
analytics, if the faculties are given the opportunity to “Learn and Grow”, this will definitely lead
to their performance development which provides them the sense of satisfaction at the
workplace.

9. Limitation of the study:

The major limitations of this study are: -

● This study is limited to few colleges of Mumbai.

● Basic focus has been given to only two HR practices i.e. leaning environment & job
satisfaction.
● The time and budget constraints.

10. Conclusion:

“Faculty is the pillar of good colleges”, so development of their knowledge will increase their
performance which will have direct impact on overall growth the colleges they are linked to.
Digitalization of the learning and development process helps in achieving the desired result for
imparting quality education to its pupil that will have a positive contribution in the society.
Bibliography

● Akram Ali Jouda, Khalid Abed Dahleez, Ungku Ahmad (2016). International Review of
Management & Marketing: The Impact of HRM practices on Employee Performance:
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● Dr. Shubha Muralidhar & Dr. R.K.Gopal (2016). Adarsh Journal of Management
Research: HR Practices in Education Sector with special reference to B-School in
Bangalore. Vol. : 9 Issue : 2.
● Shikha Anirban (2014). International Journal of Research in Computer &
Communication Technology: Big Data Analytics in Education Sector. Vol 3, Issue 11,
November – 2014.
● Qaiser Abbas, Shakeed Ahmad, Ayesha Nisar (2012). Impact of HR Practices on
Performance of Teachers serving in colleges of Rawalpindi, Pakistan.
● Paul Baepler, Cynthia James Murdoch (2010). International Journal for the Scholarship
of Teaching & Learning: Academic Analytics & Data Mining in Higher Education.
● Levenso.A (2005). Strategic HR Review: Harnessing the power of HR Analytics.
● Miss Hafsa Shaukat, Miss Namrah Ashraf and Shahzad Ghafoor (2015). Middle-East
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