This empirical research aims to investigate the relationship between Human Resource Management (HRM) practices, Person-Organization (P-O) fit and Job Satisfaction (JS) from the nurses’ perspective working in Private Hospitals in Jordan. This study examines the individual effect of HRM practices i.e. Recruitment and Selection (RS); Training and Development (TD); and Performance Appraisal (PA) on P-O fit and JS. In addition, it also examines the mediating effect of P-O fit on the relationship between HRM practices and JS. Total of 274 responses were collected directly using structured questionnaire via convenience sampling technique. The result was analyzed with PLS-SEM. Findings indicate that RS and PA were found to have significant effect on P-O fit. TD did not have any significant effect on P-O fit. In addition, P-O fit also had significant effect on nurse’s JS. In terms of mediating effect, P-O fit only mediated the relationship between RS and PA toward JS. However, there was no mediation effect on the relationship between TD and JS. This study may provide an initial blueprint for further investigation of other theoretical nurses’ job satisfaction and turnover intention related models. Finally, the study findings work as evidence about the new realization among the Jordanian organizations about the importance of adaption the HRM practices.

This study investigates the impact of human resources (HR) practices, recruitment and selection, training and development, compensation and benefits, on employee’s job satisfaction in fertilizer sector of Pakistan. A pre-tested questionnaire was distributed and two hundred respondents pro-vided useable information. The result of the study shows a positive relationship between HR practices and job performance, which indicates fair recruitment and selection, better training and development opportunities and attractive compensation and benefit packages increase the level of satisfaction of employees.

As in today's era firms are looking to sustain while facing multiple challenges. Ultimately talented employees are the backbone of any firm that provides a sustainable competitive position at a global level. The major aspect is to make appropriate strategies to stay effective and efficient. Firms are focused on their strategies of recruitment and selection, training, and leadership capabilities to build up. A sample is collected from top-level management of the pharmaceutical sector sample data is of 320 Professionals from the different pharmaceutical sector of Karachi Pakistan. For Data collection Survey method is adopted with a close-ended Questionnaire. The study reveals the impact of artificial intelligence on competitive advantage. This research finds out certain strategies to be aligned with the mediation of Artificial intelligence to gain sustainable competitive advantage and serial mediation of the talent management process among the pharmaceutical sector of Karachi Pakistan. Talent management and Artificial Intelligence serial mediation aligned with HR practices to gain competitive advantage. As the study indicates that recruitment and selection are positively aligned with Artificial intelligence and serial mediation of talent management, further aspects of talent development and talent retention are directly linked with a competitive advantage as suitable components. This research merely focused on the pharmaceutical sector of Karachi Pakistan and the results generalized on the professionals of this particular sector, while new aspects of HR practices could be linked up with Artificial intelligence that will help to boost and find better insight into other industries.