Impact of Human Resource Management Policies on Teachers’ Professional Stability in Private Primary Schools of Islamabad

Abstract

This study examines the impact of Human Resource Management (HRM) policies on teachers’ professional stability in private primary schools of Islamabad. It explores how recruitment and selection, compensation systems, training and development, and performance appraisal practices influence teachers’ job satisfaction, retention, and long-term career stability. The objectives of the study were to examine the impact of HRM policies on teachers’ professional stability, to investigate the relationship between compensation systems and teacher retention, and to analyze the effect of training and development on job satisfaction and stability. The study employed a quantitative research design based on a descriptive and correlational approach. The population consisted of approximately 18,000 to 22,000 teachers working in private primary schools of Islamabad. A sample of 350 teachers was selected through stratified random sampling technique to ensure representation across different categories of private schools. The research tool used was a structured questionnaire based on a five-point Likert scale adapted from validated HRM and education research instruments. Validity was ensured through expert review, while reliability was tested using Cronbach’s Alpha through a pilot study of 30 respondents, achieving acceptable internal consistency above 0.70. Data were analyzed using SPSS through descriptive statistics, correlation analysis, and regression analysis. The findings of the first objective revealed that HRM policies have a significant positive impact on teachers’ professional stability, indicating that effective recruitment, compensation, and training practices enhance teacher retention; therefore, it is recommended that private schools strengthen HRM systems by implementing fair compensation structures and continuous professional development programs. The study is significant as it provides empirical evidence on the importance of HRM practices in improving teacher stability and offers practical implications for school administrators and policymakers to enhance workforce stability in private education institutions.