Human Resource Management

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http://etd.aau.edu.et/handle/123456789/40

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Assessment of Succession Planning Practices and Challenges in Private Limited Companies:
(Addis Ababa University, 2025-10-25) Yosan Chari; r: Abdurazak M. (PHD)
This study examines the succession planning practices and challenges within Droga GroupCompanies, a private limited conglomerate in Ethiopia. Recognizing the growing importance of leadership continuity and strategic talent management, the research explores how successionplanning is implemented and aligned with organizational goals. Using a mixed-methodsapproach, including structured questionnaires and document review, data were collected frommanagement personnel and identified successors. The findings reveal that while Droga Groupdemonstrates a strong cultural and managerial commitment to succession planning, practicalbarriers such as time constraints, limited resources, and inconsistent development programshinder its effectiveness. Key variables such as organizational culture, management support,resource availability, and strategic alignment were found to significantly influence the success ofsuccession planning initiatives. The study concludes with actionable recommendations tostrengthen leadership pipelines and ensure sustainable growth, offering insights applicable tosimilar private sector organizations in developing contexts
Effect Of Performance Management System On Employs Job Satisfaction In Case Of Bank Of Abyssinia S.C
(Addis Ababa University, 2025-10-26) Ashagrie Engdawe; Seifu Mam(PhD)
employees in case of bank of Abyssinia west Addis district. The study aimed to meet four main objectives. Firstly, it assessed Performance planning. Secondly, it examined monitoring and evaluation practice of the bank. Thirdly, the practice of Appraisal and feedback implementation. Finally, the research assessed the practical implementation of reward and recognition in the Bank and feeling of employees on the issue. By considering the research objectives and questions into account, I have used quantitative approach along with descriptive research design. Simple random sampling technique has been used where data was collected from 292 respondents of the employees which accounts for a response rate of 93%. Qualitative data were analyzed using descriptive statistics like percentages, mean and SD. The finding of the study shows that the majority of employees of the bank disagreed on the bank’s performance planning process. Most of employees in the bank on the other hand fill that reward and recognition practice of the bank was dissatisfied due to industrial compensation scale misalignment of benefit package of the bank when compared with competitive banks in the industry. The other issue that assessed by the researcher during addressing effect of performance management on job satisfaction at bank of Abyssinia west Addis district was that performance monitoring and evaluation process of the bank in this egard majority of the respondents were agreed on effective implementation of performance monitoring and appraisal of the bank.
The Effect of Training On Employee Job Performance: The Case Of Compassion International Ethiopia Assisted Child Development Project Under Mead In Addis Ababa
(Addis Ababa University, 2025-10-26) Baye Munye; r: Adane A. (PhD)
This study examines the correlation between training in child development, child rights and work ethics, and employee job performance at Compassion International Ethiopia Assisted Child Development Projects. Focusing on field workers in Addis Ababa, the research employed a mixed-methods approach, combining quantitative and qualitative data collected from 45 questionnaire respondents and 14 interview participants. The study used total population sampling (census study) and SPSS for data analysis, and incorporated both descriptive and correlational analysis to examine training effectiveness. The findings confirmed a significant and positive correlation between training and employee job performance. Based on these results, the study recommended comprehensive gap analysis, structured training design, strong performance measurement mechanisms, and continuous assessment to enhance trainingimpact and ensure long-term project success.
Assessment of Human Resource Management Practices And Challenges In The Case of Ethiopian Broadcasting Corporation
(Addis Ababa University, 2025-10-26) Dereje Dadi; r: Adane Atara (PhD
The main purpose of this study was assessing Human Resource Management Practices and challenges in Ethiopian Broadcasting Corporation concentrating on practices and challenges of recruitment and selection, performance management, training and development and reward management. The study applied a descriptive type of research study. Data collection was carried out using structured questionnaires, interviews and document analysis. For questionnaires random sampling technique was used with 295 participants taken from 1400 employees of the organization and data were presented in form of tables employing the use of frequency distribution and percentages. Seven participants were selected for interviews using purposive sampling method. The findings of the study revealed that there were different problems and challenges identified in each practices of human resource management like in recruitment and selection there is no proper human resource planning, performance management system is not fair and objective and there is no performance management policy, training and development is not need assessment based, reward management is not linked to performance management system and there is no reward management policy etc. From these it can be concluded that the practices of HRM in the corporation under study had been implementing with different problems on their processes. The study recommended that the organization have to formulate policies and procedures and need to reconsider the way that using its human resource management practices providing solutions to the identified problems towards improving organizational achievements.
The Effect of Talent Management On Employee Productivity In The Case of Heineken Breweries S.C
(Addis Ababa University, 2025-10-26) Elda Moges; Professor Fesseha
This study examines the effect of talent management practices on employee productivity within Heineken Breweries S.C., a leading organization in Ethiopia’s brewing industry. In particular, this study investigates the effect of performance management, training and development, succession planning, and career planning on key productivity elements, namely quality of work, employee engagement, and organizational commitment. The study uses quantitative research design with structured questionnaires. Stratified random sampling technique was used which gave the sample size of 262 employees all based in Addis Ababa due to time and budget constraint. In order to analyze the data, the study uses descriptive statistics, correlation analysis, and regression techniques. Based on that the results are as follows, succession planning (B = 0.756, p < 0.001), career planning (B = 0.354, p = 0.006), and training & development (B = 0.331, p = 0.010) have a statistically significant and positive influence on employee productivity. Based on this, succession management had the strongest standardized effect (β = 0.284), showing its important role in influencing productivity. However, Performance management even though moderately correlated, (B = 0.098, p = 0.470), did not show statistically significant impact on the regression model. These findings show the importance of aligning talent management strategies with employee development need to boost employee productivity. And suggest a need to reevaluate the performance management system in place to support growth and engagement of employees. This will give a useful guideline for practitioners seeking to improve workforce performance by applying strategic HR practices.
Examining The Role of Diversity, Equity, And Inclusion (DEI) Initiatives On The Organizational Performance And Employee Retention. The Case of MSI Ethiopia, Addis Ababa.
(Addis Ababa university, 2025-10-26) Ethiopia Assemaw; Teklegiorgis Assefa (PhD)
In the context of increasing emphasis on equitable workplace practices, this study examines how Diversity, Equity, and Inclusion (DEI) initiatives influence organizational performance and employee retention within Ethiopia’s healthcare sector, with a specific focus on Marie Stopes International Ethiopia (MSIE) in Addis Ababa. The objective of the study is to investigate the impact of diversity, equity, and inclusion (DEI) initiatives on organizational performance and employee retention at MSIE Addis Ababa. A quantitative cross-sectional design was employed, using structured questionnaires administered to all 65 direct-hire employees at MSIE’s Addis Ababa branches. Descriptive statistics, Pearson correlation, and multiple linear regression were used to analyze the data and to test the hypothesized relationships. The findings revealed that both inclusion climate and procedural justice—as dimensions of DEI—are significantlyassociated with improved organizational performance and reduced turnover intention.Procedural justice demonstrated a slightly stronger predictive effect than inclusion climate for both outcome variables. This study contributes to the limited empirical literature on DEI in Sub Saharan Africa by offering context-specific insights from the healthcare NGO sector in Ethiopia. The findings provide practical implications for managers, HR practitioners, Health care professionals and policymakers aiming to enhance workplace inclusion and fairness. The results underscore that DEI is not merely aspirational but a strategic pathway to strengtheningemployee engagement, organizational effectiveness, and institutional resilience. Future researchshould explore the moderating effects of geographic work location and apply longitudinal or mixed-method approaches to examine how DEI dynamics evolve over time.
The Influence of Organizational Justice On Employee Motivation, Leader-Member Exchange As A Moderator (Caseof Taxa Plc.)
(Addis Ababa University, 2025-10-26) Feven Tsegaye; Dereje A. (PhD)
The primary aim of this study was to examine the influence of organizational justice on employee motivation moderated by leader-member exchange (LMX). To achieve this, Primary data was gathered from 143 employees working at Taza plc using a closed-ended questionnaire. Considering the company's modest workforce a census method was utilized. The research employed both descriptive and explanatory designs. To describe the level of organizational justice and employee motivation at the case organization and to explain the causal links between organizational justice and employee motivation when moderated by leader-member exchange (LMX). Data analysis was conducted using a quantitative approach, incorporating descriptive statistics (mean and standard deviation) and inferential statistics (regression analysis). The findings indicate the three dimensions of organizational justice (distributive, procedural interactional) have a significant positive impact on employee motivation. Also from moderated regression result, leader-Member Exchange (LMX) positively and significantly moderates the relationship between all the three dimensions of organizational justice and employee motivation. Predominantly leader-member exchange showed relatively highest moderation effect between interactional justice and employee motivation. Consequently, this paper offers organizational recommendations and directions for future research
The Effect of Organizational Culture on Employee Engagement: The Moderating Role of Organizational Justice at Action Against Hunger Ethiopia
(Addis Ababa University, 2025-10-26) Sosina Seyoum; Dereje Abi (PhD)
This study explores the effect of Organizational Culture on Employee Engagement, with the moderating role of Organizational Justice. Data was collected from 120 employees from Action Against Hunger through a structured self-administered questionnaire. The four dimensions of Organizational Culture namely Involvement Culture, Consistency Culture, Adaptability Culture, and Mission Culture from Denison Organizational Culture Model, Employee Engagement and Organizational Justice were measured using validated Likert-scale instruments. Explanatory research design was employed to test the cause-and-effect relationship between Organizational Culture and Employee Engagement. In its approach, this study used quantitative analysis, specifically descriptive statistics to assess the level of employee’s engagement, organizational justice and which culture is more dominant in Action Against Hunger. Moreover, the effect of organizational culture on employee engagement and the moderation role of organizational justice was tested using multiple regression analysis. SPSS version 30.0.0.0 and Process Macro were used to generate the outputs of the data. The results revealed that Involvement Culture, Consistency Culture, Adaptability Culture, and Mission Culture all have a significant and positive effect on employee engagement. Additionally, organizational justice was found to has a marginal moderation on the effect between Mission Culture and employee engagement, suggesting that when employees perceive fairness within the organization, the positive impact of a shared mission on their engagement is amplified. However, the moderation effect of organizational justice in the relationship between involvement culture, consistency culture adaptability culture and employee engagement were found to not be significantly positive implying these variables have no interaction effect. To make this study more comprehensive suggestions for future research are forwarded.
The Effect of Diversity & Inclusion Management Practices On Employee Well-Being: A Case Studyof Ethno Telecom.
(Addis Ababa University, 2025-10-27) Napoleon Girma; Worku Mekonnen/PhD/
This study aims to examine the effect of Diversity and Inclusion (D&I) management practices have a significant impact on employee well-being. Organizations that prioritize D&I as crucial components for organizational success. Creating inclusive workplaces where employees feel valued, respected, and supported, leading to several benefits diverse work force in which Employees in inclusive environments experience a stronger sense of enhanced creativity, improved decision making, creating innovation, belongingness, improves job satisfaction and reduces stress. D&I initiatives help minimize discrimination and bias, reducing anxiety and stress among employees that will lead to employees Mental Health. A supportive and inclusive work culture lowers stress levels, which can decrease the risk of conditions like hypertension and heart disease encouraging in Physical Health. Employees who feel included are more engaged, motivated, and productive, contributing to overall organizational success. Inclusive workplaces often offer flexible work arrangements, allowing employees to balance professional and personal responsibilities more effectively. The effect of Diversity & Inclusion Management practice on Employee Well-Being are effective strategies, including leadership commitment, training programs and robust recruitment and retention policies are proposed to foster a culture of belongingness. By fostering a culture of inclusion, organizations not only improve employee well-being but also enhance overall performance and innovation.
The Effect of Organizational Cultureon Employee Organizational Commitment: The Case of Kifiya Financial Technology
(Addis Ababa University, 2025-11-25) : Marda Musefa; Abraraw Chane(PhD)
This study investigates the effect of organizational culture on employee organizational commitment at Kifiya Financial Technology. Using a quantitative research approach and an explanatory survey design, data were collected from a sample of 210 employees selected through simple random sampling from a total population of 441. The study examined four cultural dimensions—clan, adhocracy, market, and hierarchical—and their influence on employees’ commitment to the organization. Validity and reliability of the questionnaire were ensured through expert review, pilot testing, and Cronbach’s alpha analysis. Data were analyzed using descriptive statistics, correlation, and multiple regression techniques with SPSS software. Findings reveal that adhocracy culture is the most dominant and has the strongest positive effect on employee commitment, followed by market and clan cultures, while hierarchical culture showed no significant impact. The study concludes that fostering innovative and market-driven cultures enhances employee commitment, offering practical implications for organizational management. Recommendations for improving organizational culture and suggestions for future research are also discussed.
The Role of organizational Culture In Promoting Employee Well Being: a Case Study of Samanu – Articrafts Industry PLC
(Addis Ababa University, 2025-10-27) Maserati Habtamu; Mahir Jibril (PhD)
The study investigates the influence of organizational culture on employee well-being within the context of Articrafts Industry PLC, a manufacturing firm in Ethiopia under the SAMANU group. Drawing on Schein’s Organizational Culture Model, the Job Demands-Resources (JD-R) Model, and Self-Determination Model (SDT), the research examines five culturaldimensions:communication, leadership, recognition and reward, learning and development, and company values. A structured questionnaire was distributed to 157 employees, yielding a stron response rate. Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analysis via SPSS version 26. Results reveal a significant positive relationship between organizational culture and employee well-being, with leadership and communication showing the strongest effects. The findings emphasize the need for inclusive, value-driven workplace practices in Ethiopia’s manufacturing sector. Recommendations are provided to enhance organizational culture and well-being through targeted HR interventions.
The Effectof Job Design On Employee Performance In The Case Of Ethiopian Electric Utility (Eeu) Head Office
(Addis Ababa University, 2025-09-25) Meskerem Sahilh; Worku Mekonnen (PhD.)
This study investigates the effect of job design on employee performance at the Ethiopian Electric Utility (EEU) Head Office, analyzing five key job characteristics: skill variety, task identity, task significance, autonomy, and feedback. Using Hackman and Oldham’s Job Characteristics Model (JCM) as the theoretical framework, the research is quantitative in its nature and explanatory in its design. A total of 211 responses were collected, yielding an 88.65% response rate. The data was analyzed using descriptive statistics, correlation analysis, and multiple regressions to assess the relationship between job design elements and employee performance. The findings demonstrate that task significance (β = 0.367, p < 0.001) has the strongest positive influence on performance, followed by autonomy (β = 0.278) and task identity (β = 0.284). While skill variety (β = 0.204) and feedback (β = 0.229) also contribute to performance, their effects are comparatively weaker. The regression model explains 97.3% of the variance in employee performance, highlighting the substantial role of job design in enhancing productivity. Based on these results, the study concludes that optimizing job design—particularly by emphasizing meaningful work, granting employees greater autonomy, and ensuring clear task ownership—can significantly improve performance at EEU. Practical recommendations include aligning job roles with organizational objectives, implementing flexible work processes, restructuring workflows to enhance task completion, and establishing more effective feedback systems. These insights provide valuable guidance for public-sector organizations seeking to boost employee engagement and operational efficiency through strategic job redesign.
The effects of training and development strategies on skill enhancement in the case of Cosmar East Africa Cosmetic and Plastic Factory
(Addis Ababa University, 2025-09-27) Rediet Atnafu; Fesseha G. (Prof.)
This study investigated how training and development strategies impact employee skill enhancement at Cosmar East Africa Cosmetic and Plastic Factory. It aimed to assess current training practices, evaluate resulting skill improvements, analyze the link between training participation and skills, determine how well training predicts skill development, and identify challenges. Data came from questionnaires completed by 143 employees, focusing on on-the-job and off-job training experiences. Descriptive results showed generally neutral to moderately positive perceptions of both training types, with off-job training rated higher in interactivity and resources. However, issues like inconsistent implementation, limited practical application, and lack of coaching were noted, especially in on-the-job settings. Correlation analysis revealed strong positive links between training and skill enhancement, with off-job training showing a stronger relationship (r = 0.813) than on-the-job (r = 0.605). Regression analysis confirmed both training types significantly predict skill development, explaining 69.2% of variance, where off-job training had greater predictive power (Beta = 0.693 vs. Beta = 0.213). Key barriers included poor infrastructure, low investment, high turnover, limited technology use, mismatched content, and weak feedback systems. The study recommends a blended training approach combining theory and practice, enhanced trainer capacity, personalized coaching, and better evaluation systems. Addressing these issues is crucial for improving workforce skills and organizational competitiveness in Ethiopia’s expanding manufacturing industry.
Effect of Training & Development practice on employee job Performance in the case of Jay Jay Textile PLC
(Addis Ababa University, 2025-09-25) Samrawit Hailu; Abdurazak Mohammed (Phd)
This study investigates the impact of employee training and development practices on employee performance at Jay Jay Textile PLC. The primary objective was to assess the current training practices within the company, including training needs assessment, program design, delivery methods, and evaluation practices, and to determine how these practices influence employee performance. A mixed-methods approach was employed, combining descriptive and explanatory research designs through surveys and semi structured interviews. A sample of 219 employees was selected using simple random sampling from a target population of 8,689 staff members. Quantitative data were analyzed using statistical methods in SPSS, while qualitative data were analyzed using thematic analysis. Findings revealed moderate effectiveness in training needs assessment and program design, with significant gaps identified in training evaluation practices. The regression analysis indicated a strong positive relationship between training practices and employee performance, with training methods and program design having the most significant impact. The study also highlighted critical challenges, such as inadequate follow-up support, lack of clear training objectives, and misalignment between training and job requirements. The study suggests that improving the training evaluation process, setting SMART objectives, and addressing existing gaps would enhance the effectiveness of training and boost employee performance at Jay Jay Textile PLC.
Flexible Working Hours And Their Impact on Employee Work-Life Balance At United Nations Economic Commission For Africa (Uneca)
(Addis Ababa University, 2025-10-25) Teguest Berhanou; Teklegiorgis Assefa (PhD
This study investigates the impact of flexible working hours on employee work-life balance, job performance, and overall well-being within the context of the United Nations Economic Commission for Africa (UNECA). With the growing adoption of alternative work arrangements, particularly in the aftermath of the COVID-19 pandemic, the research aims to determine whether flexible or traditional schedules better support employee satisfaction, productivity, and organizational effectiveness. Employing a mixed-methods approach that includes structured surveys and focus group discussions, the study explores the relationship between flexible working hours and critical outcomes such as stress reduction, motivation, employee engagement, and the ability to manage personal and professional responsibilities. Four key hypotheses were tested using SPSS-based statistical analysis, confirming that flexible work arrangements significantly improve job performance, enhance work-life balance, and reduce burnout. The study also highlights the importance of managerial support and well-defined boundaries in ensuring the success of flexible work policies. Based on the findings, the research offers practical, evidence based recommendations for human resource professionals and policymakers to optimize workplace flexibility and improve employee well-being and employee performance at UNECA.
The Effect of High-Performance Work Systemon organizational Performance In Case of Selected Microfinance Industry (Vision Fund, Peace, Harbu And Nisir)
(Addis Ababa University, 2025-09) Tekalign Daba; Solomon Markos (PhD
The study takes a comprehensive approach to examining the relationship between High-Performance Work Systems (HPWS) and organizational performance within the context of microfinance institutions (MFIs). A quantitative research design was utilized, and structured questionnaires were administered to a sample of 213 employees from four notable MFIs: Vision Fund, PEACE, Harbu, and Nisir. A descriptive analysis of the 213 respondents reveals significant demographic characteristics, including educational levels, age distribution, and organizational tenure, which enhance the contextual understanding of the data. Correlation analysis shows strong positive relationships among key HR practices, including recruitment and selection, training and development, compensation and benefits, performance appraisal, and employee engagement, with correlation coefficients ranging from 0.43 to 0.78 (p < 0.01). Regression analysis identifies employee engagement as the strongest predictor of organizational performance (Beta = 0.425, p < 0.001), followed by performance appraisal (Beta = 0.262, p = 0.003) and recruitment decisions (Beta = 0.193, p = 0.013). The model accounts for 51.8% of the variance in organizational performance, indicating strong predictive capability. Hypothesis testing conducted with the Kruskal-Wallis test confirms that effective recruitment, comprehensive training, objective performance appraisals, competitive compensation, and high employee engagement significantly impact organizational performance (all p < 0.05). These findings underscore the importance of integrated HR practices in enhancing organizational outcomes. They suggest that organizations should prioritize employee engagement and performance appraisal strategies to improve overall performance. The results offer actionable insights for HR practitioners and organizationaleaderslooking to cultivate a productive work environment in the competitive microfinance sector.
(Hirs) In The Case Of Bemedia Media Program Preparation And Advertisement Plc (Kana Television)
(Addis Ababa University, 2025-09-27) Mahlet Abayneh; : Abdurezak Mohammed (Ph.D.)
This study assesses the effectiveness of the Human Resource Information System (HRIS)at Bemedia Media Program Preparation and Advertisement PLC (Kana Television). With a focus on user satisfaction and usability, the research aims to identify gaps and areas for improvement within the system. Through a mixed-methods approach, quantitative data was collected via structured questionnaires from 139 employees, while qualitative insights were gained from interviews with 8 managers. The findings reveal that while users generally perceive HRIS as beneficial, significant challenges remain, including underutilization of functionalities and concerns over system usability. Recommendations emphasize enhancing training, improving support mechanisms, and aligning system functionalities with organizational goals. The study contributes valuable insights that can enhance HR practices through improved HRIS utilization within the company.
Impact of Security Awareness Program on Employee Phishing Resilience: A Case Study at Commercial Bank of Ethiopia
(Addis Ababa University, 2025-10-25) Daniel Kelemework; Meshesha Legesse (PhD)
This study investigates the effectiveness of security awareness training and the role of Protection Motivation Theory (PMT) constructs in shaping phishing resilience among employees of the Commercial Bank of Ethiopia. Despite technological protections, phishing remains a significant threat to organizations due to its psychological exploitation of human vulnerabilities. A quantitative approach was employed using structured questionnaires and organizational phishing report data from 396 randomly selected employees. Descriptive statistics, correlation, reliability testing, exploratory factor analysis (EFA), and multiple regression analyses were conducted using SPSS. The findings reveal that self-efficacy, response efficacy, response cost, and participation in security training significantly predict phishing resilience. Among these self-efficacy was the strongest contributor emphasizing the importance of users’ confidence in avoiding phishing threats. In contrast, perceived threat severity and threat vulnerability were not statistically significant. Moderation analysis showed that job role significantly influenced the relationship between training and phishing resilience, with non-technical staff who participated in security awareness program showed more phishing resilience. This research highlights the need for training programs to focus not only on threat awareness but also on building user confidence and practical coping strategies. The study contributes to the application of PMT in cybersecurity and provides actionable recommendations for improving phishing awareness interventions in the banking sector in Ethiopia.
Impact of COVID – 19 Pandemic on the wellbeing of employees in selected Brand Hotels in Addis Ababa, Ethiopia
(AddisAbeba Universty, 2024-07) Mesfin Mekonnen; Teklegiorgis Assefa (PhD)
The purpose of this study is to assess the impact of COVID 19 outbreak on wellbeing of employees in terms of Physical, mental, Social and economic aspects in selected Brand Hotel employees in Addis Ababa, Ethiopia. The study is going to be guided by the following specific objectives: determine to which extent COVID 19 outbreak affects the physical, mental, social and economic aspect of employees working in different levels or positions of selected Brand hotels, to examine the effect of COVID 19 outbreak on the employees income in particular, determine the impact of COVID 19 outbreak on the sales revenue of hotel industry and to conclude the extent of COVID 19 outbreak on hotel employees wellbeing. The study adopted descriptive research design using both quantitative and qualitative approach. The target population for the study consists of only the permanent employees working under the three selected brand hotels in Addis Ababa who have been working in the hotels more than four years. A random probability sampling method was used to select the participants from the population. The total sample size was 650. To collect the primary data, the researcher used mainly questionnaire. Semi-Structured questionnaire was used to collect data from sample employees to collect primary data. The questionnaires are classified into six sections; the first section question is about general information, the second section are related with the impact of COVID 19 on hotel employee, the third section questions related with the impact of COVID 19 on financial wellbeing of hotel employee, the fourth section questions related with the impact of COVID 19 on mental wellbeing of hotel employee, the fifth section questions related with the impact of COVID 19 on Social wellbeing of hotel employee and the sixth section questions related with the impact of COVID 19 on job insecurity or trust. The Key Informant Interview was conducted for Human Resources and Finance managers/directors who had a direct relationship with the research study objectives in the three selected brand hotels. The data collection instrument used for the research was questionnaire. In the questionnaire a five point Likert scale were used. Normality test was done for dependent variable in order to aid subsequent analysis. The data obtained was analyzed using both qualitative and quantitative analysis. The study found out that COVID 19 had a significant impact on the wellbeing of employees working in these hotels. Based on the research findings it can be concluded that COVID 19 had a negative impact on employee wellbeing. The findings of the study suggested that employee wellbeing was a significant area an employer should give attention to especially in hospitality industry particularly in hotel in order to create an environment in which the employees can become engaged and productive. The study was conducted in three selected brand hotels in Addis Ababa, Ethiopia. Keywords: - COVID-19 Pandemic, brand hotel, employee wellbeing, Addis Ababa, Ethiopia
The Effect of Reward and Compensation Management Practices on Employee Performance: The Case of Africa Insurance S.C.
(Addis Ababa University, 2024-03) Berihu Tewelebrhan; Teklegeorges Assefa(PhD)
The purpose of this study was to investigate how reward and compensation management practices affect the Africa Insurance S.C. Data were collected from four sites the Head office and three branches using an explanatory research design. Primary data was gathered and data was utilized. The purpose of this study was to investigate how reward and compensation management practice, salary, bonus, allowance, training and development, career development and working environment affect the Africa Insurance S.C. Employee performance was the dependent variable. Primary data was gathered by questionnaires and interviews, and data was used. The statistical program SPSS version 25 was then used to analyze the data. The correlation result showed that all independent factors (rewards and compensation, both financial and non-financial) and the dependent variable (employee performance) had a positive and statistically significant association. The regression analysis result shows that 75.7% of the variation in employee performance is explained by financial and non-financial rewards and compensation factors considered for the present study. The organization should focus more on financial allowances and non-financial rewards and compensation. In order to maintain reward and compensation practices that lead to good employee performance, the researcher also suggested that future researchers look into this topic area by integrating with other variables. Keywords: Financial reward and compensation, non-financial reward and compensation, employee performance.

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