Notes

Bun & Huberts (2018) identified two factors based on
compensation i.e. high pay and low bonus for their research
study. This research shows a clear impact over productivity
due to change in the pay structure of their employees like
when the company was using the fixed pay concept, the
productivity going decreased because employee are more
satisfied in getting the bonus or incentives based on their
performance rather than a fixed pay which they get every
month earlier. Abdulai & Shafiwu (2014) clearly highlighted
in their research study the connectivity exist between
employee participation in decision making and the
productivity of a company by defining as well as showing
their benefits The application of different types of
participation techniques used by companies will results in
various types of outcomes like employee satisfaction,
employee commitment etc. Onyije (2015) identified a
significant relationship in measuring and implementing
certain criterion-based methods of appraisal based on the
employee performance and productivity in different
institution of Nigerian University. The researcher identified
that performance criteria should be based on the performance
of employees rather than based on the personal traits. The
scale was developed based on traits played a significant role
towards the good employee performance, satisfaction and
increased productivity. Efficiency can be increased in any
firm by the application of technology, which enables the
proper assessment of employee as well as in maintaining the
performance data of employee at one place (Ahmed, 2016)
Flores (2017) signifies in his research that technology having
a tremendous effect over the productivity because it caters
wide variety of benefits to the business. The application of
technology are in the form of data management system,
employee administrative task management, employee
customized reporting preparation etc. A wide variety of
applications have been served by the technology that is
incorporated in the companies in varieties of form, but the
implementation of IT requires a proper HR department in
form of HRIS software, which helps the company to manage
their day-to-day difficult task in an easier way. Stone ,
Deadrick, Lukaszewski, & Johnson (2015) stated in his
research article about the impact and importance of
technology with reference to HR practices. The researcher
used various technical terms in his study with their impact
and limitations like e-recruitement, online job analysis,
electronic resume invitations and their short listings but at the
end in conclusion part the outcome of their study was the
technology changes the older version of HR into the eHR
form and this her concept will increase in future. Sarangi &
Nayak (2016) clarify the role of employee engagement in the
form of employee potential towards their work. The
researcher identified the impact of these practices over the
productivity of a company. Employees agrees that after
applying the six C’s as a measuring parameter over their
responses can really helps in boosting up their work related
passion and increasing their morale towards the effective
success of any manufacturing sector. Ichniowski, Shaw, &
Prennushi (1995) identified some effective employment HR
practices like job rotation, flexible timing etc.in the form of
independent variables for his research study over which the
dependent variables i.e. productivity was checked by
applying the correlation method. The result interpretation of
this study is based on incentive plans and practices which are
having the direct impact after comparing with other HR
practices role over the employee performance.
Pandey (2018) stated the importance of artifi