The role of organisational performance in moderating human resource management and outstanding outcomes in open distance learning context

Plausible factors interrelated in human resource management (HRM), organisational performance (OP), and outstanding outcomes (OO) in open distance learning (ODL) context laden tightly with educational technology were explored. It was aimed at exposing the moderating role of OP between HRM and OO (services, products, and systems). Qualitatively, HRM included selection and recruitment, work definition, training program, performance measurement, compensation scheme, career planning, quality assurance, and employee participation. OP was influenced by HRM and leading to OO. Quantitatively, HRM, OP, and OO were independent, moderating, and dependent variables respectively. Responses from 158 faculty were completed. Eight of 11 hypotheses assessed were validated by the analysis utilising structural equation modelling (SEM). Career planning was the most significant influence while selection and recruitment, work definition, and quality assurance were not validated. Besides, OP led to OO. Importance-performance analysis (IPA) and customer-satisfaction index (CSI) discovered 18 attributes as the pillars of HRM and OP.