1.

According to research of Delery, J.E. (1998) the measuring and importance of variables for organizational performance is not easy job. But certain variables play a vital role in performance of organization. Personal credibility and personal skills of employees is one prominent factor for organizational development. But still for personal credibility the motivational factor is important because even a skillful person can't perform well in stress and non motivated conditions.

According to Guthrie, J. (2001) management style is an important factor for organizational performance. But the important factor is how human resource of organization makes policies and rules for the management style and how much business knowledge they have. More knowledge an employees has about a job, better he can react to the strategic environment.

According to Patrick m. Wright (2003) firms compares themselves with each other in terms of better productivity, sale, profit, market share and stock prices. All these factors can be only achieved if a firm has good HR delivery. For any successful organization hr delivery is an important factor. According to Youndt et all (1996) Organizational performance depends upon hr delivery. Good and high efficient hr delivery can play vital role in the performance of any organization. Especially for the sale people it's important to deliver product content to consumer effectively.

According to Ichniowski C., Shaw et al (1997) Strategic characteristics like Strategic contribution and business knowledge are the key factors for organizational performance. According to his research business knowledge is important, as without knowledge and information the defense for any strategic situation is not possible.

Study of Gunasekaran A et al (2001) shows that personal credibility increase individual and organizational performance. It covers the weak point at personal level. Furthermore the training and development enhance this process. A good leader is leader as having higher personal credibility. But still this is not the only factor for the organizational performance. There many factors which can affect its performance with different environment and situations. 1996) each and every firm has its own purpose. In order to achieve those purposes organizations develop its own goal and objectives. In order to gain those goals different internal and external factors affect organizational performance. It is not clear that those factors will be single or multiple which can affect organizational performance. But one thing is sure that lesser the problems greater the productivity.

II.

As this research is focused on the RG pharmaceutical company. So from RG pharmaceutical Peshawar randomly a sample of 80 employees was selected for data analysis.

The Likert scale questionnaire is designed for collecting the data from the mention organizations i.e. RG pharmaceutical, Pakistan. Furthermore, this questionnaire is distributed among the employees of organization.

The number of participants who contacted was 80. For data collection among 80 employees of RG pharmaceutical a research instrument was distributed. The response from respondent was 100% and regression and correlation analysis is conducted on mentioned sample size.

There are two variables discussed in this study, i.e. independent and dependent variables. The below figure shows the variables that organizational performance is dependent upon inside the figure i.e. strategic contribution, Personal credibility, HR delivery and business knowledge are independent.

The theoretical frame work of the study includes all those variables that are identified along with corelation after applying the statistical tools. The strategic contribution, Personal credibility, HR delivery and business knowledge are the independent variables and organization performance depends upon these four variables in study. Study identified the relationship among above variables. On the basis of these variables a conclusion and recommendations is provided. .

The below table shows the reliability of the data collected from the both firms. The following scales show that the data collected RG pharmaceutical is reliable and respondents answered accurately. Because the variables are exceeding from 70% which is the standard of acceptance for reliability. The above table calculations suggest that the responses given by RG pharmaceutical employees are reliable.

V.

An overview of the hypothesis related to the relationship between organizational performance with Strategic contribution, personal credibility, HR delivery and Business knowledge.

In order to test the hypothesis of the study four regression equations were developed along with four hypotheses. Study shows that there is insignificant relationship between the organizational performance and following hypothesis. Hypothesis 1 : Ho: There is no effect of Strategic contribution on RG Table 1 show that the overall model is highly significant for RG pharmaceuticals. There is an insignificant relationships exist between RG Pharmaceuticals performance has significant relationship with Strategic contribution (t-statistic = 11.065 and P-value= 0.000) which mean Strategic contribution has an impact on RG Pharmaceuticals performance. There is significant relationship exist between RG Pharmaceuticals performance and personal credibility (t-statistic = 7.225 and P-value= 0.000). There is significant relationship exist between RG Pharmaceuticals performance and HR delivery (tstatistic = 11.376 and P-value= 0.000).

There is a significant relationships exist between RG Pharmaceuticals performance and Business knowledge (t-statistic = 8.528 and P-value= 0.000)