Question-1: Strategic Human resource Management (SHRM) is related to organizational performance?

Answer: Strategic human resource management has linkage with the organizational performance (Ferris et al, 1998) SHRM is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. In the context of employee performance in non-banking and financial institutions of Bangladesh Strategic human resource management is playing an important role to improve the skilled of the employee. This SHRM process begins when a company is recruiting and interviewing prospective employees. Thats why SHRM requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This proactive man management process easily helps to develop the people of that organization as well as it definitely helps to improve the performance of that organization.

Question-2: Should Motivation and organizational performance conflict with each other?

Answer: With respect to the case, I am not agreed with the statement, Motivation conflict with Organizational performance. Motivation is the driving force or mediator by which humans achieve their goals. Motivation has Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role and to exert persistent effort in attaining a goal.

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Workers in any organization need something to keep them working. Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate. When motivating an audience, General motivational strategies include soft sell versus hard sell and personality type. Soft sell strategies have logical appeals, emotional appeals, advice and praise. Hard sell strategies are pressure and rank. Also, you can consider basing your strategy on your listeners personality. Specific motivational appeals focus on provable facts, feelings, right and wrong, listeners rewards and audience threats. If organization motivated their employees well, give them space to show their talent and present good working environment. Then this Motivation work as a medicine for the employees to perform well for that organization. Then the organization performance graph will rise. So, I can say that motivation never conflict with organization performance.

Question-3: Finding of Strategic Human resource Management (SHRM) and Non-Banking Financial Institutions (F.I.)?

Answer: This study finds that overall SHRM practices in those selected organizations were moderate. The requirement and hiring practices of the organizations had an average value of 3.28 with a standard deviation of 0.42, below average. Its indicating the recruitment and hiring process is marginal. Organizations training and development process is quite satisfactory. The performance appraisal of is not up to the mark which has mean value of overall appraisal is 2.6 and standard deviation is 0.427. The compensation system is traditional and the mean and standard deviations are 3.81 and 0.42. The overall result shows that Non banking financial institutions use SHRM practices to a medium extent. Page | 2

**And Bangladeshi Non-Banking financial Institutions particularly considered motivation as a less important factor for an employee and their recruitment and hiring policy negatively related. After the regression analysis the Findings: In Null hypothesis (ho1) No relationship exists between SHRM practices and firm performance In Null hypothesis (ho2) Motivation does not affect firm performance. In Null hypothesis (ho3) Motivation does not influence SHRM practices and performance is accepted. In Null hypothesis (ho4) SHRM practices do not have impact on performance is accepted.

Question-4: Recommendation for SHRM and Non-Banking F.I.?

Answer: This organization needs vast improvement in recruitment and hiring policy and the policy should be faster. They need come out from traditional compensation system or change some portion of that system to motivate employee performance. Finally the organization allows their employee to work from home through electronic device with linked to office. Then it might be good for employee and for organization.

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