Human Resource Management

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    An Assessment Study on Sucession Planning Practices and Challenges on the Case of Bank of Abyssinia
    (Addis Ababa University, 2022-06) Endashaw Tesfaye; Zegeye Muluye (PhD)
    This research is tried to investigate and present the succession planning challenges on the Bank of Abyssinia, through the method of different data analysis, mainly by the questioning of the customer and the staff of this bank. Besides, as a main objectives, the research observed, investigated and examined the main problem of succession planning practice inside the case of Abyssinia bank. Afterwards the reaserch tried to indicate some sort of professional solutions and recommendation. Succession-making plans is a key in the current state of affairs of tight expertise markets and competitive instances. Strengthening talent has a right-away effect on bottom-line results and contributes to organizational boom. Subsequently, development at the talent level is ought to for basic organizational improvement. Succession planning is a topic that is not extensively mentioned in lots of agencies due to its sensitivity. The methodology used by the researcher to collect the data are, primary and secondary information statistic survey. Since I verify, the general overall performance of the bank by the use of descriptive research design. The statistics were interpreted via the use of quantitative and qualitative techniques. That is due to the fact I interpret the locating in a mathematical and descriptive manner so that’s why I choose to use both methods. The look at is totally based on number one facts amassed, as remarks on parameters associated with succession planning practices in the Abyssinia bank organizational studying and improvement activities is basically assumed to have an influence on the succession planning pastime of the bank. Whereas the competency stage of the financial institution has the least effect on such interest. Better banking performance and better human resource management are inseparable. But having such a kind performance require, well succession planning. Finally, I recommended the bank to integrate succession planning system for human resource management and it should have the top priority among the tasks bank management has. Since, the bank needs to identify competency gaps, courses the education or skills control programs, and so on. After all, from taproot of the research, I concluded that, human resource management system, serves as a central repository of full employee data which includes information on education, experience, professional training, and other skills where the bank access such data in planning training, and facilitating succession planning. Key words: (HRM) human resource management, (SP) succession plans (BoA), bank of Abyssinia. (BBM) Branch Business Manager, (BOM) Branch operation manager, (ERB)Executive Resource Board (HRD) Human Resource Department
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    The Effect of Strategic Human Resource Management Practices on Organizational Performance: A Case Study of Commercial Bank of Ethiopia Bole District
    (Addis Ababa University, 2022-06) Yared Solomon; Abdurezak Mohammed (PhD)
    The goal of this research was to investigate the impact of strategic human resource strategies on organizational performance at the Commercial Bank of Ethiopia. Vertical integration of HR and the bank's business strategy, consistency and congruence of HRM processes, high quality of employees and internal practices, and overall performance of Commercial Bank of Ethiopia are all evaluated in this regard. Integration of HR with the organization's business plan should be studied in order to maximize service quality and productivity. According to studies, integrating HR with the organizational business plan has a positive impact on organizational performance. This investigation's exploration structure is straightforward and illustrative. A questionnaire was distributed to 222 respondents from the Bole District and CBE branches. The survey used a five-point Likert scale. To investigate the acquired data, illuminating insights such as standard deviation, mean, recurrence, and rate were used. The data was analyzed using correlation analysis (Karl Pearson).The major findings of this study suggested that strategic human resource strategies had a moderate impact on the overall organizational performance of the Commercial Bank of Ethiopia. As a result, in order to enhance the bank's total performance, the Commercial Bank of Ethiopia must improve its strategic human resource practices based on strategic human resource management principles. Key words: Strategic human resource management, Commercial bank of Ethiopia, Organizational performance
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    The Role of Providing Onsite Daycare Facility in Increasing the Productivity of Mother Employees the Case of Addis Ababa City Government Offices
    (Addis Ababa University, 2022-06) Yeabtsega Hailu; Belaynesh Tefera (PhD)
    Onsite day care facility is one of the benefits that working mothers can get from organization. The aim of this study is, thus, to the role of providing onsite daycare facility in increasing the productivity of mother employees in Addis Ababa city governmental offices that have their own building as a case study. An explanatory research design was applied to determine the relation and impact intensity on employee productivity, mother employees and their mangers in Addis Ababa city governmental offices that have their own building were target population and conducted the survey on a total of 153 mother employees and 59 mangers total population sampling technique is used. The analysis was carried out using SPSS 20.0 application software. The findings revealed that all the motivation, job satisfaction and turnover. Showed positive and significant relation with employee productivity. The analysis revealed that each employee motivation, job satisfaction and turnover dimensions have positive and significant effect on overall employee productivity. This predicted change in the dependent variable for every unit changes in that specific predictor. Keywords: Motivation, job satisfaction, turn over, Employee Productivity, Addis Ababa city governmental office
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    The Effect of Teamwork on Employee Performance: The Case of Ethiotelecom
    (Addis Ababa University, 2022-06) Habtamu Dabesa; Abdurezak Mohammed (PhD)
    The general objective of the study is to examine the effect of teamwork on employee performance by taking evidence from employees of Ethiotelecom. More specifically, the study tried to see the relationship of teamwork with communication, complementary skill, purpose and specific goals, clear working approaches and mutual accountability. Primary data was obtained through structured questionnaire from employees of Ethiotelecom. Data were collected through the five point’s Likert scales of questionnaires, and the study used quantitative and qualitative research approach. Simple random sampling technique was used to sample between employees of Ethiotelecom. The researcher proportionally distributed 342 questionnaires to employees of Ethiotelecom and 319 of them were collected for further analysis. In order to meet the research objective, collected data were analyzed through descriptive analysis techniques. correlation and regression analysis methods were used to analyze the collected data by using SPSS software version and Descriptive analysis tools such as frequency, mean and standard deviation to present results statistical analysis tools such as correlation coefficient was worked out and used to investigate the relationships between variables. Regression analysis was performed to study the effect of independent variables on employee’s performance. The study examined five independence variables, communication, complementary skills, purpose and specific goal, clear working approaches and sense of mutual accountability. The explanatory variables explain dependent variables accounted for 36.2%. Research findings indicates that there is a significant relation between teamwork components on employee performance, and also to regression testing that all variables were examined at the same time on employee performance; results showed that all components have a significant effect on employee performance. The researcher recommends that Ethiotelecom which adopt teamwork should consider providing the necessary support to teamwork group as basic components of the organization asset. Key words: Employee performance, communication, complementary skill, purpose and specific goals, clear working approach and sense of mutual accountability
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    The Effect of Reward Management Practices on Organizational Performance the case of Tnela Construction PLC
    (Addis Ababa University, 2022-06) Hanan Munir; Solomon Markos (PhD)
    This study was conducted to examine the effect of reward management practice on Organizational performance the case of Tnela Construction PLC. Explanatory research design was used to gather data from 9 project sites namely weyra, Megenagna, Lancha head office, Betel, Cherqos, Torhayloch, Kera, Tero new site, Alem Bank and Lebu Muaz located in Addis Ababa. Census data was used and Primary data was collected through interview and questionnaires. SPSS version 20 Statistical Software was then used for data analysis. The independent variables were intrinsic rewards and extrinsic rewards whereas the dependent variable was organizational performance. Mean, standard deviation and correlation analysis were used to analyze the data. The correlation result indicated that there was a positive and statically significant relationship between all of independent variables (intrinsic and extrinsic rewards) and dependent variable (organizational performance). The regression analysis results shows that 75.1% of the variation in organizational performance is explained by intrinsic and extrinsic rewards factors considered for the present study. This implies that, an increase or decrease in both intrinsic and extrinsic rewards will bring corresponding change in organizational performance. Hence, both should be used together to complement each other in enhancing long-term organizational performance, building and strengthening appropriate reward system to have a holistic effect. Keywords: Intrinsic Rewards, Extrinsic Rewards, organizational Performance
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    Practice and Challenges of Employee Acquisition and Retention in the Case of Abyssinian Flight Services and Aviation Academy
    (Addis Ababa University, 2022-06) Hiwot Mamush; Solomon Markos (PhD)
    The rationale of this research is to investigate practice and challenges of employee acquisition and retention in Abyssinian Flight Services & Aviation Academy. Having observation of the increasing rate of employee termination rate of the organization the researcher discovered the current activity of employee acquisition and retention practice as the company is under risk if the tendency of employee termination is continues with the current movement. To address this study descriptive analysis method was employed and also quantitative and qualitative approaches were used. To gather data for the study questionnaire and interview have been used. The researcher used Census method as the population size is limited and manageable then questionnaires were administered to the current staffs 80 and some terminated staffs 8 with the total population of 88. A purposive sampling was used for an interview from each department representatives and management staffs. Data obtained through questionnaire has been analyzed by using descriptive statistics (percentage, mean and standard deviation) supported by SPSS version 25 software. Hopefully the study is useful for the area of Aviation industry especially private airlines as it can be a base for future study. Finally the result is collected from 85 respondents; the study found that more of the recruitment practices are comfortable. However more of the practices with relation to attraction and retention of employees are ineffective so that the reason for high employee’s turnover is clearly seen from the data results. The study recommends acquiring talented employees without effective retention mechanisms brings nothing success for the company stability and development. Thus, the management should establish effective policy and strategies for employee retention and acquisition practices, improve benefits, compensation, and incentive packages, make fair and equitable annual salary increment, reward and recognition should be based on performance evaluation management system and apply fair carrier and development opportunities equally for all employees. Key Words: Aviation industries, Employee Retention, Employee Acquisition, Challenges, Turnover
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    The Effect of Flexible Work Arrangements (FWAs) on Employee Engagement in BeMedia Media Program Preparation And Advertisement P.L.C. (Kana Television)
    (Addis Ababa University, 2022-02) Kebkab Worku; Seifu Mamo (PhD)
    Employee engagement is the strength of the mental and emotional connection employees feel towards the work they do, their teams, and their organization. Recently, the concept of EE is gaining significant attention by human resource professionals and stakeholders. The attention that has been afforded to EE relates to the understanding that employees are competitive advantages of a company; and engaged employees stay with their company long term while contributing their best to the success of their organization. This paper argues that flexible work arrangements, if managed properly and benefiting the majority, will significantly determine the level of employee engagement. In light of this and acknowledging that the topic has not been widely studied in Ethiopia, the study aimed to examine the effects of FWAs and other IVs such as age, gender, education, marital status, experience and income on employee engagement in Kana Television. The study relied on the collection and analysis of quantitative data from primary sources. A total of 367 employees of Kana Television participated in a survey questionnaire. Moreover, pertinent theoretical and empirical literatures were carefully reviewed. The analysis involved appropriate techniques. The quantitative data analysis involved statistical models such as descriptive tools and inferential statistics, among others, like mean comparisons, correlation such as Mann -Whitney test, Kruskal Wallis test, and as well as ordinal logistic regression. Findings of the study revealed positive relationship among several IVs and the DV. On the other hand, some IVs showed no significant association with the DV. Based on the findings of this research it can be concluded that PF & LF contributes highly to employee engagement. Key Words: Employee Engagement, Flexible work arrangements, ordinal regression
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    The Effect of Work Ethics on the Employee Job Performance: The Case of Addis Ababa City Administration
    (Addis Ababa University, 2022-09) Martha Debebe; Solomon Markos (PhD)
    This study investigates the relationship between employees' work ethics and their level of job performance in the context of Addis Ababa City Administration. Honesty, responsibility, fairness, and respect for others are the four pillars that make up the work ethics dimension. Relevant data was gathered from 228 employees of the Addis Ababa City Administration through utilizing proportionate stratified simple random sampling technique. The study employed quantitative research approach as well as an explanatory research design to examine the relationship between work ethics and job performance. To this end, the data were analyzed by using descriptive and inferential statistics with help of statistical software known as the (SPSS) version 24. The result indicated that the three dimensions of work ethics, honesty, responsibility, and respect for others are significantly and positively related with the level of job performance achieved by employees. The finding suggested that improving these dimensions of work ethic through appropriate awareness creation efforts will enhance employees job performance thus improving the overall service delivery of the city administration. Keywords: Work ethics, Job performance, Honesty, Responsibility, Fairness, Respect for others, Addis Ababa city Administration
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    The Effect of Human Resource Management Practice on Employee Turnover Intention in Mediating Role of Job Satisfaction in Case of Meher Fiber Products Factory
    (Addis Ababa University, 2022-06) Misbah Mohammed; Seifu Mamo (PhD)
    This study aimed to identify and evaluate the effect of human resource management practice on employee turnover intention in mediating role of job satisfaction in meher fiber products factory which is one private manufacturing factory in Ethiopia. The research data sources were both primary and secondary. The primary data collection was accomplished by questionnaire for quantitative data and interview for qualitative data collection from the sample of two hundred seventeen (217) respondents. Multiple regression test analysis was used to test the hypothesis and regression and correlation was applied to identify the effect of human resource management practice on employee turnover. Out of the total questionnaires were administered, of 197 were valid to be used representing a response rate of 91%. The application of regression process macro analysis showed that HRM practices including recruitment, training and incentives and job satisfaction have a significant negative effect on employee turnover intentions. In addition, there is a significant positive relationship between HRM practices and job satisfaction and job satisfaction efficiently mediates the negative relationship between HRM practices and employee turnover intentions. Thus, this study concluded that job satisfaction actually matters within the association between HRM practices and employee turnover intentions. The results from the analysis statistically indicates that leaders in various private manufacturing firms must develop a human resource strategy by which they can improve management practices to enhance employee job satisfaction, which will then reduce or have a negative effect on employee turnover intentions. Keywords: HRM, Practices, Turnover Intention, Job Satisfaction
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    Employees Perception on Performance Management Practice of Commercial Bank of Ethiopia
    (Addis Ababa University, 2022-07) Samrawit Negash; Worku Mekonnen (PhD)
    The main objective of this research study was to assess employee perception on performance management practice of Commercial bank of Ethiopia. This study adopted both descriptive and casual research methods. A well-structured self-administered questionnaire was used as the main tool for data collection and was administered to 270 respondents, out of which 219 were retrieved and appropriately filled. Reliability of the research instrument was calculated and the Cronbach's alpha coefficient for all variables were more than 0.75was 0.94. The data were analyzed using both descriptive and inferential statistical tools. Therefore, this study revealed that there exists a positive relationship between personal attitude, past experience, understanding, communication and trust and performance management system practices; there is a significant effect of personal attitude and performance management system practices. As a result, this study concluded that the most successful factors are towards employee perception in successful performance management implementation. This research also concluded that engaged employee are a productive asset to effectively utilize performance management system of the organization. Thus, the study suggests strong performance management system guidance and direction should be provided to employees in order to empower them. Key words: Bank, Engagement, Perception, Performance
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    The Role of Information System for Management in Desision Making: A Case Study of Nifas Silk Lafto Subcity Adminestration Office
    (Addis Ababa University, 2022-06) Shemeles G/kirstoes; Zegeye Muluye (PhD)
    The goal of this study was to see how the Management Information System affected the organization's decision-making. The aim of the study was to assess the role of information systems for mangers on decision making in the study area and the link between management information systems and organizational decision-making. An information system is a collection of hardware, software, databases, networks, and people used to gather, store, and process data in order to provide information to an organization. In the Nfas silk Lafto sub-city, management information system is not the most often used information system. The research used a descriptive design, and data was gathered from primary sources. Following a review of the literature, the findings of the study found that management information systems deliver organized and real-time information to management. According to the findings, there is no strong link between the management information system and the organization's decision-making. According to the study, management information systems play a critical role in helping organizations make decisions by providing needed information, assessing and understanding situations, recognizing problems, and assisting management teams. Key words: Information system, Management information system, Decision making process
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    The Effect of Characteristics of Effective Teams on Team Performance in Selected Non-Governmental Organizations in Addis Ababa
    (Addis Ababa University, 2022-06) Tamrat Kebede; Worku Mekonnen (PhD)
    A management team’s ability to perform well is linked to both internal and external characteristics of the team and processes within the team. The purpose of this thesis is to explore the relationship between team size, trust, satisfaction, conflict, and cohesive on team performance in management teams of NGOs in Addis Ababa. There is a lack of empirical research exploring the potential links between these two elements within management teams. Further, little attention has been paid to NGOs and potential mechanisms affecting this relationship. Using a systematic process, the study involved extensive literature review, questionnaire survey and key informants’ interview to generate the required items. A total of 309 respondents (team members and team leaders) were part of the study that filled the questionnaires. Reliability and Validity checks were established, and it employed descriptive statistics analysis followed by correlation and regression analysis. The present study found that there was a positive effect between team trust, cohesiveness, satisfaction, and size but negative association between team conflict and team performance and that this study concluded team effectiveness characteristics have a significant effect on team performance. Due to the significant role teams play in an organization, this study suggest that NGOs should strive to create a group climate where conditions are set for optimum performance to ensure high-quality work performance and well considered strategies and visions for the future, all for the greater good of the organization. Keywords: Effectiveness, NGOs, Performance, Team
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    Talents Management Practices and Its Effect on Oganizational Development in the Case of TotalEnergies Marketing Ethiopia S.C.
    (Addis Ababa University, 2022-06) Tewedage Taddese; Adane Atara
    Organizational development is affected by different operational factors that enhance competitive capability in this fast-growing business world. This study was to investigate the talent management practices and its effect on organizational development in the case of TotalEnergies Marketing Ethiopia S.C. To achieve the research objective of this study Quantitative research method with survey design was employed . At the chosen organization for this study 100 sample respondents form head office TotalEnergies Marketing Ethiopia S.C . were taken making sure that all the employees were involved as the number of employees at the organization is small. Accordingly, to collect data from sample respondents, closed-ended questionnaire was used. By using descriptive statistics, these data were analyzed. The effect of the overall talent management practice and the four components of talent management practices (talent acquisition, talent engagement, talent development and talent retention) on organizational development was identified in the study. The finding of descriptive analysis revealed that the mean score for overall talent management practice is average in the organization. From the four components of talent management practices, talent engagement and talent development are fall within the average, whereas talent acquisition has an above average practice and talent retention has the lowest practice at TotalEnergies Marketing Ethiopia S.C. The current level of organizational development was in an average in the organization. The correlation analysis result showed that there is a positive influence of overall talent management practices on organizational growth in the organization. Moreover, the regression analysis evidenced that overall talent management practice is predictor of organizational development in head office of TotalEnergies Marketing Ethiopia S.C. It is also found that only talent retentions have a significant negative influence on organizational development, whereas all other talent management practice components have positive significant influence on organizational growth in the organization. In general, 62% of the organization development according to the inferential statistics result influenced by talent management practice Based on the research findings, appropriate conclusions, and recommendations along with implications for further studies were forwarded. Key Terms : Talent, Talent Management , Talent Acquisition ,Talent Engagement , Talent Development ,Talent Retention and Organizational Development
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    The Effect of Selected HRM Practices on Employees’ Engagement: The Case of Motor and Engineering Company of Ethiopia (MOENCO)
    (Addis Ababa University, 2022-07) Yibeltal Hailu; Abraraw Chane (PhD)
    Employees are the most valuable resource of an organization and assessing the effect of selected HRM practices towards their effect on engagement make a difference to company performance. Hence, the primary reason of this learning about is, to look into the effect of chosen HRM practices (Recruitment and Selection, Training and Development, Reward Management and Performance Management) on Employees’ Engagement in The Motor and Engineering Company of Ethiopia (MOENCO). Explanatory research design have been used and quantitative data through primary source were collected from a sample collected of 86 employees using random sampling technique, and the statistics have been analyzed in descriptive and inferential analysis. A Structured questionnaires developed in form of a 5 factor Likert scale were used for data collection. Data have been amassed and analyzed by using package deal for social sciences (SPSS). Descriptive data for the respondents had been presented to apprehend the profile of respondents in MOENCO and the descriptive analysis had been presented on the variables of the study as well. The study also underlies the correlation between the selected HRM practices and Employees’ Engagement and found strong correlation between the variables. The study had also presented the regression model and identified coefficient of the variables to Employees’ Engagement. The study revealed the selected HRM practices had 53% factor to effect the dependent variable in MOENCO, i.e. Employees’ Engagement. In a nutshell, we can conclude that the independent variables, Recruitment and Selection, Training and Development, Reward Management and Performance Management had great effect on Employees’ Engagement in MOENCO. From the independent variables listed. Reward Management and Performance Management were more influential variables to affect Employees’ Engagement, accordingly, the researcher had recommended the company to review its reward and performance management practices and develop function which can entirely focus and address the major disengagement areas, by developing right structures and guidelines on these selected practices. So that, the ultimate purpose of the company can be met and a robust organizational performance can be achieved through engaged work force and helps MOENCO take advantage from the most invaluable asset of the company. Keywords: HRM Practices, Employees’ Engagement, Recruitment and Selection, Training and Development, Reward Management, Performance Management
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    The Use of Social Media at the Workplace the Case of Black Lion Specialized Hospital
    (Addis Ababa University, 2022-07) Yonas Tadele; Wubshet Bekalu (PhD)
    Social media use permeates everyday life, including work lives of employees, it has materially changed the way in which workers communicate. Social media offers a readily and easily available ways to stay in touch with family, friends, colleagues, and co-workers, with the luxury to rapidly and widely share information. The widespread use of cell phones, and fast internet connection as well as availability of Wi-Fi and cable connection at the workplace has helped employees to gather and share information among the wider community, but with all its pros and cons. Nowadays, HR executives have been facing with challenges on how to address this amicably. The objective of this research is to investigate the use of social media at the workplace especially among employees of a health institution in an attempt to identify and describe what are the major concerns or issues of social media poses at the workplace. Since social media is a recent phenomenon in our country, this research will also provide an insight about social media usage at the workplace and its possible impact on the workers and the organization. The data for this research was collected from the employees of Tikur Anbessa Specialized Hospital. (TASH). With 165 respondents from the sample size of 260. Since there was no previously validated questionnaire available, a questionnaire, using a Likert scale method was developed. The questions were designed to gather information on the demographic data of respondents, social media use driving factors and possible impacts. These questions were pretested in another hospital having a similar work environment which is St.Pawlos Specialized Hospital. Based on the pretest feedback from the five respondents, the questionnaires were modified. The final questionnaires were anonymously distributed manually and collected. The responses from the collected questionnaire were manually entered and analyzed using the SPSS Ver.25 software. The results of this study show that all respondents use social media at the workplace, even though the amount of time spent on SM, the visited SM platform, the area of interest, the driving factors, etc differs from employee to employee. Most of them indicated that they spent approximately 1- 3h daily on social media at the workplace/during their working hours. The study also shows that Telegram, Facebook and YouTube are among the mostly used social media platforms in the TASH workplace. When asked about the basic driving factors or reasons for using social media at the workplace, the majority indicated that they use social media to get updates on current events, chat with their relatives, colleagues, and friends and for some, they use SM for academic and research purposes. Respondents who are in the management expressed their bigger concern on organization information security because of the uncontrolled or unmonitored nature of social media at the workplace. Even though, social media has provided workers with numerous opportunities to conduct research in their relevant fields, potential harmful outcomes can result from SM and should be monitored, especially as they relate to confidentiality of patient information. The findings also showed that the majority of social media users at the workplace indicated that SM may lead to employee poor work performance, behavior change, effect on workplace team bondage and in some cases, SM can lead to addiction problems. And therefore, most of the respondents agree that SM at the workplace should be closely monitored. In light of this, TASH and similar organizations need to develop a workplace SM policies or guideline, design different mechanisms or systems to enhance information security with keeping the balance between employee motivation and organizational interest. The study further suggested that organizations in Ethiopia need to revise their employee code of conduct, HR manuals, employee induction & training guidelines in line with the impact SM poses at the current workplace. The research has also some limitations. Due to differences among organizational settings, objectives and nature may limit the generalization of this paper across workplaces and hence similar studies in multiple locations are required. Moreover, not having a validated questionnaire also is a limitation of this study
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    The Effect of Selected Human Resource Management Practices on Employees’ Job Satisfaction in Case of Hibret Bank S.C
    (Addis Ababa University, 2022-06) Yoseph Abshiro; Seifu Mamo (PhD)
    The aim of this study is to investigate the effect of selected HRM practice on employee’s job satisfaction in case of Hibret Bank S.C. The explanatory research design used and primary and secondary data are utilized. The primary data was collected through questionnaires to 187 employees of Hibret Bank. The collected data were analysis using SPSS version 20.0 to analyzed frequencies, descriptive statistics, correlation and regression analysis. The descriptive analysis showed that the respondents’ overall feelings towards the selected human resource management practices on average show that employees are not satisfied The regression analysis showed that the human resource management practices which are training, promotion and reward and compensation practices have positive and significant effect on employees’ job satisfaction. Also the result of correlation showed that there are positive and significant relationships between the selected HRM practice and job satisfaction. The overall implication of the study result is that the human resource management practice has significant portative relationship with job satisfaction. Key words: HRM, HRM practices, Employees’ job satisfaction
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    The Effect of Human Resource Management Practices on Employee Job Satisfaction: The Case of Ethio Beherawi School, of Zeleke and Ameleworke Enterprise Plc, Addis Ababa
    (Addis Ababa University, 2022-06) Zeray Kahsay; Wasihun Mohammed (PhD)
    The purpose of this research was to examine how human resource management practices affected employee job satisfaction. The study focused on determining the effect of employee recruitment and selection, training and development, reward and compensation management, and performance appraisal management on employee job satisfaction, with a focus on the Case of Ethio Beherawi School, of Zeleke and Amelework enterprise plc. The research design used was explanatory and descriptive research design with a quantitative research approach. The target population was all the teaching and non-teaching support staff of the school in the enterprise. In selecting sample sizes from the target population, simple random sampling technique was used and the required data was collected through questionnaires and analyzed using descriptive statistics such as mean, frequencies and percentages by using SPSS software version 25. Correlation and regression analysis was done to establish the relationship between selected human resource management practices and employee job satisfaction. Data were presented in the form of tables, and figures. Based on the findings, the result on Pearson correlation of employee recruitment and selection, Employee training and development, Reward and compensation, and performance appraisal was found to have statistical significance with strong positive correlation, to employee job satisfaction. From linear multiple regression findings, the collective coefficient of determination (Adjusted R square) was 0.642, which indicated that the independent variables of the study explains 64.2% of the variations in the dependent variable employee job satisfaction, the rest 35.8% were related to the human resource practice which had not been the focus of this study. Moreover, the multiple regression analysis on the other hand indicated that the three independent variables of the human resource management practices ( Training and development, reward and compensation, and performance appraisal had statistically positive and significant relation with employee’s job satisfaction However, the independent variable recruitment and selection showed statistically positive but not significant relation with the dependent variable job satisfaction with p-value greater than 0.005. Key words: Employee recruitment and selection, training and development, reward and compensation, performance appraisal, human resource management, enterprise
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    A Study on Effectiveness of Selected Human Resource Management Practices in Pave Logistics and Trading PLC
    (Addis Ababa University, 2022-06) Abel Shibru; Adane Atara (PhD)
    HRM practices are the most essential and critical approach for accomplishing organizational goal. Now a days company can get a strong competitive advantage through their human resources via applying effective HRM practices. The main objective of this research was, to study the effectiveness of selected human resource management practices. Those are recruitment and selection, training and development, and reward and compensation practices. To collect the essential data for the study, questionnaires were distributed, collected and analyzed from 66 respondents using simple random sampling technique. The analysis was done using SPSS statistical software version 25 and the finding shows that high level of effectiveness on recruitment and selection practices, hence Training and development, and reward and compensation practice achieved medium level of effectiveness. The study recommended that the PLT management and human capital practitioners need to improve recruitment and selection practice by forming a scouting team to design strategy of checking on high potential that develops the company, training PLT essentially implement post training evaluation to observe reaction, learning behavior and result of the trainee. The least graded practice in PLT is reward and compensation practice the researcher recommends PLT to revise its reward and compensation policy in regard of pay scale and benefit schemes. Keywords: Effectiveness of HRM practice, recruitment and selection, training and development, reward and compensation, PTL
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    The Effects of job Stress on Job Satisfaction:In the Case of Arada Sub City Administration Office
    (Addis Ababa University, 2022-06) Abiel Demissie; Adana Atara (PhD)
    The main objective if this study is to investigate the effects of job stress on employee job satisfaction in the case of Arada sub city. The research was analyzed by using a descriptive and inferential method. Furthermore questionnaire method, key informant interview and focus group discussion methods were employed to collect important data. There were 125 employees, to whom the questionnaires were administered. The data was analyzed by using SPSS software (Statistical Package for the Social Sciences) and presented in form of tables and charts. The research found that nature of work, working environment, work overload, and employee manager’s relation are source of job stress in arada sub city. Nature of work is the most determinant of employee’s job satisfaction followed by work environment, work overload, role conflict, and employee manager’s relation factors respectively. The regression model indicates that 61.2% of employee job satisfaction explained by independent variables. It was recommended that. Identifying and optimizing the factors influencing job stress and job satisfaction and additionally providing direct staff support by management should be improved and performed by leaders to minimize job related stress and to enhance employee job satisfaction. Key words: job stress, job satisfaction, nature of work, working environment
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    Effect of Performance Appraisal on Teachers’ Job Satisfaction: In the Case of Dilachin Secondary School
    (Addis Ababa University, 2022-06) Adane Temesgen; Solomon Markos(PhD)
    Much research has been done on secondary school teachers’ job satisfaction in Addis Ababa, Ethiopia The main purpose of the this study was to examine the effect of performance appraisal on teacher’s job satisfaction in Dilachin Secondary School. The research design used explanatory. And stratified random sampling was used and data was gathered by using questionnaire from a sample of 114 teachers’’. The data gathered from the participants were analyzed by means of descriptive and inferential statistical measures utilizing Statistical Package for Social Science (SPSS) software. The result of the study showed as parts of performance appraisal, like evaluation form and content, rater assurance, feedback, and procedure of appeal have positive and significant relationship with employees’ job satisfaction. The study also found that 61.7% of the variance on teacher’s job satisfaction is explained by the main components of performance evaluation practice and the remaining 38.3% of variance is out of this. The results of this study indicated that as there is a formal appraisal system conducted twice a year for the teachers, inappropriate appraisal form, subjective approach of the raters, absence of timely feedback, and a clear and tangible format to appeal grievance regarding performance evaluation. The findings showed that majority of the employees are dissatisfied with present performance appraisal system. Therefore, the school administration is advised to improve the performance appraisal system by focusing on the major performance appraisal components such as the content, rater assurance, feedback system and procedures for appeal to maximize the level of teacher’s’ on their job satisfaction. Keywords: performance appraisal, Job satisfaction, human resource and Human resource management