Human resource management practices, networking behaviour and employee performance

Human resource management practices and networking behaviour are important catalyst for employees to become more effective and efficient especially in the education sector. Since employee performance is associated to organisational performance, it is important to investigate factors that contribute to employee performance specifically in private universities. This paper aims to investigate the relationship between selected human resource management practices namely, recruitment and selection, training and development, compensation and benefits, and performance appraisals on networking behaviour and employee performance in Malaysian private universities. The networking behaviour of employees proposed as mediator between HRM-employee performances linkages. To investigate the implications of HRM practises, networking behaviour, and employee performance, structural equation modelling (SEM) is recommended. The conceptual model was constructed by developing research hypotheses based on previous literature and underpinning theory. This paper concludes with recommendations for further research.