Multicultural Education Volume 8, Issue 2, 2022 _______________________________________________________________________________________ 70 Effect Of HRM Practices On Job Satisfaction In The Higher Education Sector Of Balochistan Tanzeela Arooj, Ifrah Jameel, Muhabat Khan Article Info Abstract Article History Received: July 03, 2021 At present, developing job satisfaction (JS) among the employees has become the central issue of the organizations. The present paper aims to examine the effect of human resource management (HRM) practices on JS among the employees of higher education institutes of Balochistan. The study is quantitative. Therefore, it utilizes the cross-sectional data to reach the purpose of the study. The study applies a survey questionnaire and collects the facts from the participants randomly. In total, 330 valid samples are utilized to infer the outcomes. By employing the path analysis, the study reveal positive significant impact on JS of HR practices, i.e. recruitment and selection (RaS), training and development (TaD) and performance appraisal (PA). The outcomes of the research would upkeep the policymakers and top management in bringing more JS culture through HRM practices among the employees, especially within the higher education institutes. Finally, the study's outcomes would further deepen human resource management literature, mostly in developing nation settings. Accepted: February 05, 2022 Keywords : Employee Satisfaction, HRM Practices, Recruitment And Selection, Training And Development, Performance Appraisal, Higher Education Institutes DOI: 10.5281/zenodo.5978993 Introduction Creating happiness and JS among the employees is a big challenge for almost every organization in the corporate world. To tackle such the issue, HRM practices play a robust and construct role. According to Javed et al. (2019), HRM practices such as RaS, PA, TaD,and provision of suitable training are responsible for developing the satisfaction and commitment among the employees. These are considered the planned strategy for all management initiatives that influence the association between the company and its employees. In the perception of Beer et al. (1984), human resources are the vital and favourable factors for the growth of organizations and progress. Therefore, it is not only the need of the local organizations but also a global need to assume good HRM practices for maintaining a skilled and competent workforce. Through this can improve organizational efficiency significantly. Danish and Usman (2010) suggest that organizations must implement good practices and follow a planned strategy to reinforce HRM by developing a competitive advantage (Khan, 2010). However, several firms concentrate on Total Quality Management (TQM) to stay ahead of the rivalry, and hence superintend the standing of staff and overall human resource competence in the organization’s growth and progress (Khera, 1999). On the other hand, unsuccessful HRM activities decline employee satisfaction and, as a consequence, disturb their loyalty to the business. In the competitive environment of the day, intangible assets, i.e. intellectual capital, must be kept operational to promote companies and related essentials (Malik et al. 2010). Higher educational institutions envisioned for both study and teaching must concentrate on, retain, and support the promotion and growth of workers and progressively handle competitive advantages for achieving organizational goals. Consequently, universities must recruit a well-trained and motivated workforce for conducting research and training more professionally and efficiently (Lew, 2009). Several investigations highlight that better HRM practices allow university employees to be more affianced in their work, which is vital for the success of the institutions (Shahzadet al., 2008; Chen et al., 2009; Shah &Soomro, 2021). The present study examines the stimulusof HRM practices on JS among the employees of higher education institutes of Balochistan. The study findings would be supportive for management agents to develop and bring more satisfaction among the employees. Literature review, model and hypotheses Examining JS through HRM practices is the need of every organization, predominantly in higher education institutes. In Peshawar, Pakistan, Javedet al. (2019) demonstrates a significant and positive role of