Executive summary This research aims to highlight the importance of HR practices in the organisation. This research shows that HR practices helps in better performance of the organisation and boost its growth. It highlights the importance of training, recruiting and the development of the employees in an organisation. The growth of an organisation depends on its HR practices, which also integrates the management of an organisation. The organisation can grow if it can develop the HR practices.   Table of contents 1. Introduction: 4 2. Project context: 4 3.Project proposal 5 4.Conclusion 7 Reference List: 8 Introduction: Any organisation has immense pressure in this competitive and unstable environment to excel in their field. These organisations place emphasis on recognising and enhancing higher levels of satisfaction. Many factors are responsible as internal wrangles, deteriorating poor service delivery, corruption in the bureaucracy and poor governance in the corporate. There is a serious need of increasing in the evaluation of underperformance in the organisation in order to grow exponentially. The goal of Human Resource Management is to lower the underperformance and increases the performance of the organisation. There are three outcomes of human resource management organisational, employee and financial outcomes. 2. Project context: HR practices generally influence the different outcomes to focus on the role of satisfaction. Job satisfaction is dependent on the performance of the employees. An organisation needs psychologically balanced employees in order to accomplish its objectives for good job design and analysis. Recruitment of proper employees and their selection, development and training and other human resource activities have played a significant role in enhancing employee’s performance. Job performance is related to the positive emotional state resulting from having good job experiences. Satisfied employees are creative and committed to the welfare of the organisation. Identification of the HR practices is required to have higher productivity, lower level in the absenteeism and high levels of performance. In order to achieve it one needs to have extensive training including job security . Hitlan (2012) stated that there should a complete understanding of commitment. such as normative commitment which refers to obligation of moral ethics to be in the organisation. However, it fails to address the problem of commitment and fails to measure it. There is a evidence to show that the relationship is stronger between the commitment and the performance in the organisation. However little research has been done to ensure that HR practices play an important role in developing the various dimensions of the commitment. Mutuality is one of the concepts related to HRM practices. There is a great debate to know how much HR beneficial in the relationship between employees and the organisation is. It is known that the more the level of performance of the employees the greater is the growth of an organisation. However, the HR practices have a great influence in the commitment outcome and the performance level of the employees and the organisation. It requires high development strategies in the commitment of the organisation. A perceived violation in the psychological framework leads to the deteriorating performance level of the employees, As per Boerhaneoddin (2014), the absence of focus in the experiences of the employees in the HR practices shows the weakness because it goes into the conflict with the theory of the HR practices. High commitment with HR practices is required for the development of the organisation. In order to develop continuous performance and commitment the HR practices should be developed. The research fails to identify interaction between attitudes and career towards HR practices. In order to develop the prospect of an organisation the HR practices should develop the interactive processes to enhance the commitment level of the organisati on. 3. Project proposal a. Background Recent studies have suggested that there is a relation between performance of the employees and job satisfaction as they are dependent on one another. Organisation that can create better work environment, retain mind motivate hard working employees will be in a better position in this competitive world. The human resource is directly responsible for encouraging the employees to work for the betterment of the organisation. Amjad (2013) commented that the human resource has faced a lot of criticism for failing to upgrade the development of the performance of the employees. Management of commitment can be applied in an organisation for the retention of the employees. A strategic plan is required where HR and the business will be integrated, The organisation needs to realise the potential employees in order to inculcate the moral obligation of commitment and ethics in an organisation. According to Dennis (2013) Leadership, commitment and the commitment should be followed in the HR practices for the better functioning of the organisation. The main motive of this research is to devise ways of exploring HR practices so that it can be efficiently employed in the organisation. There should be a conscious effort to implement HR practices. b. Aims The main aim of this research is to analyse the HR practices in the performance of the organisation, to evaluate the employee's performance in the company and to analyse the more effective in the personal management. Objectives To analyse the importance of HR in the management of the company To evaluate the roles of HR in the commitment levels of the employees To give the employees adequate training in the moral obligation towards the company To recruit, train and train the employees. c. Literature review Measurement of job experience and work expectations contributes to the employee performance level. The HR practices should be developed for the effective implementation of the commitment in the organisation. There is a link between performance and HR practices. It gives importance to the commitment of employees in the HRM literature. This research focuses in the number of limits on the commitment in the HR literature. According to Kennedy (2012) stated that there is a growing need in the commitment in the HR practices. Traditional practices face criticism on the failure of implementing HR practices with the performance of the employees. There is a lack of planning and coordination which results in the undervalued performance of the employees. The HR practices clearly underline the importance of commitment in HR practices. d. Project plan i) Proposed data collection: Data collected shows that there is a competitive advantage in involving HR practices in the field of commitment. The research shows that some 50% agrees that HR practices play an important role in boosting the performance level of the employees. The psychological development is an important aspect in boosting the morale of the employees. Irregular performance hinders the prospect of growth of the organisation and it is unable to retain the employees effectively. This data shows that organisation need to employ ways to increase the performance level of the employees. ii) Milestone and schedule: Project activities 1st day to 5th day Planning for the project 6th day to 10 day Design the project 11th day to 15 day Testing all the deliverables 16 day to 17 day Delivery of the project 18th day to 20th day Table 1: Milestone and schedule of the project 4. Conclusion The HRM is an important aspect of an organisation in giving training and boosting the morale of the employees. There is an importance in integrating the human practices with the business strategy in order to boost the growth of an organisation. There is a need for overall development of the organisation in respect to the HR practices. It is important to attribute the development of commitment of the organisation. Communication, leadership and motivation is required for the development of the organisation. The HR should develop, recruit and train the employees for the betterment of the organisation. It will boost the morale of the employees and they will be able to perform better.   Reference List: Journals: Argyle, M. (2012). Do happy workers work harder? The effect of job satisfaction on work performance. How harmfull is happiness 3(4), 94-105. Dugguh, S. I., & Dennis, A. (2014). Job satisfaction theories: Traceability to employee performance in organizations. Journal of Business and Management, 16(5), 11-18. Hitlan, R. T., Cliffton, R. J., & DeSoto, M. C. (2012). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology, 8(2), 217-236. HUSSIN, A. B. (2013). The relationship between job satisfaction and job performance among employees in tradewinds group of companies 21(1), 101-120 Ibrahim, I. I., & Boerhaneoddin, A. (2012). Is job satisfaction mediating the relationship between compensation structure and organisational commitment? A study in the Malaysian power utility. Journal of Global Business and Economics, 1(1), 43-61. Kazmi, R., Amjad, S., & Khan, D. (2013). Occupational stress and its effect on job performance. A case study of medical house officers of district Abbottabad. J Ayub Med Coll Abbottabad, 20(3), 135-139. Steel, R. P., Shane, G. S., & Kennedy, K. A. (2012). Effects of social-system factors on absenteeism, turnover, and job performance. Journal of Business and Psychology, 4(4), 423-430.