Human Resource Management

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The Effect of Reward Management on Employee Job Satisfaction: A Case Study of Mercy Corps Ethiopia”
(Addis Ababa University, 2026-10-03) Bayush Solomon; Seifu Mamo (PHD)
This study examined the effect of rewards management practice on employee job satisfaction at Mercy Corps Ethiopia. Using a quantitative cross-sectional survey, data were collected from 164 employees through a structured questionary and analyzed using SPSS version28.mainly focused on the function of financial and non-financial rewards in affecting employee feeling towards their job. The results showed strong positive links between reward practices and job satisfaction. Financial rewards strongly related to satisfaction (r=.771, p<.001); non-financial rewards were also found to relate strongly to employee satisfaction (r=.755, p<.001) together explain the employee satisfaction variation of 67.6%. Financials had a slightly stronger predictive power (β = .476), while non-financial rewards particularly meaning work, recognition, and autonomy also contribute significant (β = .416). employees valued the sense of purpose in their humanitarian roles but expressed concerns about promotion-linked salary increase, career development, and consistent recognition. The study concludes that a balanced total reward approach combining fair compensation with strong intrinsic motivators is essential for improving satisfaction commitment and retention in humanitarian organizations.
The effect of promotion policy on employee's job satisfaction: in the case of addis ababa city administration revenue bureau lideta branch office
(Addis ababa university, 2026-11-03) Biniam Abay; Seifu Mamo (PhD)
The strategic success of any institution depends on the job satisfaction of its Human Resources. This was especially true in the taxation industry. The primary aim of this study was to look over the effect promotion policies on employee’s job satisfaction at Addis Ababa City Administration Revenue Bureau/Lideta Branch Office (LBO). While it was a fact that promotion policies play a key role in the retention and motivation of staff. Public institutions still run on seniority based systems which in turn may not pay attention to talented junior members. This research looks at the issue of what we have in traditional practices which favor length of service over merit based promotion that we see today. We also look at how employees see the issue of fairness and transparency in present policies and also to what extent do these policies play a role in overall job satisfaction. To do this we used a descriptive and explanatory research design. From a target population was 410, 32 employees from Addis Ababa City Administration Revenue Bureau and 378 in Lideta Branch Office (LBO). We got a sample size of 202 respondents. The research used a quantitative research approach. Data was collected using primary data collection method by structured questionnaires used the 5-point Likert scale. We looked at job satisfaction across key dimensions which include the nature of the work, and promotion prospects’ in relation to current institutional policies. We present two main results from this study. First the empirical input for management of AACARB/LBO and also contribute to researchers available on Human Resource practices in Ethiopian public sector. Second, it addresses the limitations of the excessive focus on seniority based promoting that has on transparency, competency, advancement based. The study offers practical recommendations for policy improvements. Ultimately, this study contribute to the development of a fair and transparent promotion policy enhances employee job satisfaction, improve the services quality provided for taxpayers, and helps reduce employee turnover in AACARB/LBO.
The Effect of Performance Management System on Organizational Effectiveness in the Case of Caritas Switzerland-Ethiopia
(Addis Ababa University, 2026-09-03) Checolat Abebe; Seifu Mamo (Ph.D.)
This study intends to examine The Effect of Performance Management System on organizational effectiveness – case organization- Caritas Switzerland Ethiopia. Specifically, the study assesses the effect of five PMS (goal setting and planning, performance appraisal, performance development, reward and recognition and performance improvement) on organizational effectiveness. The study used an explanatory and descriptive methods approach: The quantitative data were gathered from 117 respondents through structured questionnaire. Descriptive, reliability, correlation, test of assumptions and regression analysis were conducted using SPSS version 27 to test the relationship between dependent and independent variables. The descriptive analysis revealed positive employee perception of the PMS, with a grand mean ranging from 2.906 to 3.90. The correlation results also revealed that all independent variables have positive relationships with the organizational effectiveness (p< .001), performance appraisal (β = .211, p=.014), performance development (β = .198, p=.023) had positive and statistically significant effect on organizational effectiveness. The study finally concludes that the PMS of Caritas Switzerland Ethiopia are contributing to the organizational effectiveness, but this effect largely depends on integrated implementation of the practices instead of individual practices in isolation
The Effects of Succession Planning Practice on Employees Retention : In the case of National Cemen
(Addis Ababa University, 2026-11-03) Eskindir Nigussie; Seyife Mamo (PhD)
The purpose of this study was to assess the effect of succession planning on employee retention at National Cement PLC. Specifically, the study examined the influence of successor identification, leadership development programs, career development, and transparency and fairness on employee retention. The study was motivated by the growing need for organizations to develop strong internal leadership pipelines and reduce dependence on expatriate employees for key managerial and technical positions. A mixed research approach was employed, using both descriptive and explanatory research designs. Primary and secondary data were utilized in the study. Primary data were collected through structured questionnaires and semi-structured interviews. The target population consisted of division managers, directors, and executive management employees. Out of 72 distributed questionnaires, 63 were returned and found usable for analysis. The quantitative data were analyzed using descriptive statistics, correlation analysis, and multiple regression analysis using SPSS version 27. The qualitative data were analyzed using thematic analysis. The findings revealed that succession planning dimensions are positively associated with employee retention. The regression results further indicated that leadership development programs, as well as transparency and fairness, have a statistically significant positive effect on employee retention, while successor identification and career development were found to have an insignificant effect. The qualitative findings further supported that employees’ commitment to remain in the organization improves when succession planning practices are transparent, fair, and supported by top management. The study concludes that effective succession planning practices play a significant role in enhancing employee retention at National Cement PLC. In particular, leadership development programs and a transparent and fair succession planning system are critical in strengthening employees’ commitment to remain in the organization. Therefore, the study recommends that the management of National Cement PLC strengthen leadership development initiatives and improve transparency and fairness in succession planning practices to enhance employee retention
The Effect of Human Resource Management Practices on Project Success: The Case of Ethiopian Engineering Corporation, Addis Ababa
(. Addis ababa university, 2026-10-03) Eyerusalem Alemayehu; Solomon Markos, Ph.D )
This research explored how Human Resource Management (HRM) affected the success of projects at Ethiopian Engineering Corporation. The study sought to identify the key HRM aspects that affect the success of projects, including recruitment and selection, training and development, performance appraisal, rewards and compensation, and health and safety practices. The research adopted quantitative research methodology with an explanatory research design. Primary data was collected by distributing structured questionnaires to employees who have project work experience in the last five years. In all, 100 respondents participated in the research. Statistical Package for Social Sciences (SPSS) version 23 was used for the analysis of data collected. This involved descriptive statistics, correlation, ANOVA, and multiple regressions. The results showed that employees held positive views about the HRM and Health, safety and environmental (HSE) practices employed in the organization. According to descriptive analysis, high means were obtained for all HRM practices and for the project success indicators. It was observed through correlation analysis that performance appraisal, compensation and rewards, and HSE practices have very strong and significant correlations with the success of projects. Out of all variables mentioned above, it was observed that HSE practices had the highest correlation with project success. Furthermore, through regression analysis it was found that compensation and reward and HSE practices have significant positive effects on project success whereas recruitment and selection, training and development, and performance appraisal did not have significant effects on project success. ANOVA revealed that the regression model was statistically significant. It explained 73.1 percent of the variance of project success. From the findings, there is no doubt that an efficient HRM and HSE system is instrumental in enhancing project efficiency within the company. In view of this, the study suggests that the organization should focus on building a robust reward system for its employees, improve workplace safety measures, and refine its HRM processes.
The Effect of Perceived Servant Leadership on Employees’ Job Satisfaction: The Case of Selected Non-Governmental Organizations
(Addis Ababa University, 2026-08-03) Eyerusalem Amare; Zegeye Muluye (PhD)
The study examined the perceived effect of servant leadership on employees’ job satisfaction in selected non-governmental organizations) in Addis Ababa. The main objective of the study was to investigate the effect servant leadership dimensions (empowerment, stewardship, ethical behavior and communication) on employees’ job satisfaction. A mixed research approach was employed by combining both qualitative and quantitative approaches. The primary data were collected through structured questionnaire and supported by semi-structured interviews to complement the quantitative results. Using stratified random sampling method, 144 employees of these two organizations were selected from a population of 225. The collected data was analyzed using SPSS V27, through applying descriptive, correlation, and multiple regression analysis. The findings of the study revealed that, servant leadership has positive and significant on employees’ job satisfaction in both Child Fund Ethiopia (Sig.=0.000, F=18.408) and Engender Health Ethiopia (Sig.=0.000, F=23.120). Among the dimensions of servant leadership, empowerment and stewardship were found to have positive and statistically positive impact on job satisfaction. However, ethical behavior and communication have no statistically significant effect on employees’ job satisfaction. While ethical behavior and communication require additional attention to uplift their effectiveness. Based on the findings of this study, the organizations are recommended to strengthen their empowerment practices, promote stewardship oriented leadership, and improve their ethical behavior and communication practices for better employee satisfaction. Future research is suggested to explore other variables and contexts to better understand regarding servant leadership and job satisfaction
The Effect of Employee Benefits on Employees’ Job Satisfaction in The Case of Awash Bank S.C
(Addis Ababa University,, 2026-10-03) Genet Legese; Dr. Solomon Markos
He study mainly intends to investigate how indirect financial benefits and non-monetary benefits influence employees’ job satisfaction at Awash Bank S.C. Specifically, the study addressed the effect of retirement benefits, health and insurance benefits, paid leave, career development, recognitions and work environment on employees’ job satisfaction in Awash Bank. The study employed descriptive and explanatory research designs with mixed research approach (qualitative and quantitative). Primary data were gathered via structured questionnaire and interviews, while secondary data were collected from pertinent journals, books and reports. The target population of the study consisted the head office employees of the Bank. Stratified random sampling for the quantitative data and purposive sampling for the qualitative data were used. Out of the distributed 144 questionnaires, 140 valid responses were collected and analyzed using SPSS version 26. The findings revealed that employee benefits have a positive and statistically significant effect on employees’ job satisfaction. Among the independent variables, paid leave reported higher grand mean, showing employees of the Bank are highly valuing leave related benefits since it improves their work life balance. Additionally, retirement benefits and heals and insurance benefits also showed a strong positive contribution towards employees’ job satisfaction in the Bank. Similarly, recognition, career development and supportive work environment positively influenced employee commitment, morale and satisfaction. The regression analysis further confirms that all selected variables have positive and statistically significant effect on employees’ job satisfaction. The study concluded that employee benefits play a significant role in enhancing employees’ job satisfaction. Therefore, the study recommends the Bank to strengthen its benefit packages (its consistency, transparency and accessibility) so as to obtain better employee satisfaction. Additionally, the Bank should enhance the promotion opportunities, recognition programs and other employee wellness initiatives to further improve employees’ overall job satisfaction
The Effect of Selected HRM Practices on Perceived Organizational Performance: The Mediating Role of Employee Motivation in a Case Study of Dashen Bank S.C.”
(Addis Ababa University, 2026-10-03) Hagos Tadese; Dr. Solomon Markos
This study investigates the effect of selected HRM practices on perceived organizational performance considering employee motivation as mediating variable to explain the mechanism through which HRM practices influence perceived organizational performance, in the context of Dashen Bank S.C. The researcher is motivated by the need to understand how the selected HRM practices contribute to the perceived organizational performance in a service-oriented banking environment, where employees’ attitude and perception plays vital role. A mixed research approach with cross-sectional explanatory design was employed for this study. Quantitative data were collected from 271 Dashen Bank permanent employees using close-ended and structured questionnaire, while qualitative data was gathered from 10 HR Business Partners of the Bank. Descriptive, correlation, regression and mediation analysis were conducted to analyze and interpret the collected data. The findings revealed that among the selected HRM practices, extrinsic reward, intrinsic reward and career development have significant effect on both employee motivation and perceived organizational performance, while performance appraisal have not significant effect on employee motivation and perceived organizational performance. Additionally, employee motivation has significant positive effect on perceived organizational performance. Furthermore, employee motivation partially mediates the relationship between the selected HRM practices and the perceived organizational performance in the Bank. The study concludes that the selected HRM practices enhance organizational performance directly and indirectly through uplifting employee motivation. It further recommends strengthening performance appraisal system, linking performance with extrinsic and intrinsic reward, and enhancing career development system can be resulted in enhanced employee motivation and organizational outcomes. This study contributed to the body of HRM literature, particularly in Ethiopian banking sector and provides practical insights for HR strategy enhancement of the case organization
The effect of human resource information system (hris) implementation on employee performance. The case of dashen bank s.c.
(Addis Ababa University,, 2026-10-03) Jemal Kassaw; Dr. Solomon Markos
Human Resource Information Systems (HRIS) are increasingly used to improve organizational efficiency and employee performance by automating human resource functions. Despite growing HRIS adoption in Ethiopian banks, limited empirical evidence exists regarding its effect on employee performance, particularly at Dashen Bank S.C. Therefore, this study examined the effect of HRIS implementation on employee performance at Dashen Bank S.C. The study assessed six HRIS dimensions: system quality, information quality, service quality, strategic alignment, decision support and analytics, and governance and security. A descriptive and explanatory research design with a concurrent mixed method approach was employed. Data were collected through structured questionnaires and semi structured interviews. A census survey of 107 employees in HR related departments was conducted, and 99 valid responses were analyzed. Quantitative data were analyzed using descriptive statistics, correlation, and multiple regression analyses, while qualitative data were analyzed thematically. The findings showed positive employee perceptions of HRIS implementation across all dimensions. Correlation results indicated positive associations between all HRIS dimensions and employee performance. Regression analysis revealed that system quality, information quality, decision support and analytics, and governance and security significantly and positively affected employee performance, whereas service quality and strategic alignment were not statistically significant. Interview results further indicated that HRIS improved operational efficiency, information accessibility, and coordination. The study concludes that effective HRIS implementation enhances employee performance and that system quality, information quality, decision support and analytics, and governance and security are key determinants of performance. The study recommends strengthening technical support services and providing continuous HRIS training to enhance employees' ability to effectively utilize the system. Furthermore, it recommends improving system flexibility and analytical capabilities, as well as enhancing governance and security mechanisms, to maximize employee performance
The Effect of Recruitment and Selection Practices on the Employee Performance in the case of Getfam Hotel & Spa
(Addis Ababa University,, 2026-10-03) Kiflemariam Asebe; Teklegiorgis Assefa(, PhD)
in recent times, one of the determinant factors to meet organizational objectives the human resource plays a significant role on a daily basis. Exercising effective recruitment and selection practices is critical to attract a new talent and also retain a best performer. On the other hand organizations may violate their organizational recruitment and selection policies and procedures might face employee performance inconsistency as well as they cannot meet long run objectives. The purpose of this research was to examine the effect of recruitment and selection practices on the employee performance in the case of getfam hotel & spa. The study takes on quantitative research design and the data collected by using a questionnaire from the targeting number of employees from the employees working in the hotel. To determine the sample size from the total population of 220 employees’ simple random techniques were applied. The sample sizes covered 142 respondents from the total population. From the respondents 138 questionnaire was returned effectively which was 96% of the total sample size. Data is analyzed using statistical packages for social science (spss 23) software and descriptive statistics was applied to illustrate the relationship between dependent and independent variables by using percentage and frequency. In addition, inferential statistics was used to identify the interdependence between the dependent and interdependent variables by using correlation and regression analysis. After the data analyzed the study findings there is a link and positively influenced between the recruitment and selection practice with the employee performance and also the p- value which is .000 also indicated that there is a significant relationship between the dependent and independent variable. The finding suggests that, effective implementation of recruitment and selection practices are essential for securing and maintain top talent, which serve as a critical determinant of the overall employee performance
Work–Family Conflict, Shift Design and Pay Justice as Predictors of Turnover Intention in the Ethiopian Hospitality Sector: Evidence from Golden plate restaurants and catering
(Addis Ababa University, 2026-11-03) Misgana Tamene; Teklegiorgis Assefa (PhD)
High workloads, unpredictable work schedules and perceived wage gaps all contribute to motivational issues and frequently result in employee turnover, according to several studies conducted. This is why it is essential to assess if work family conflict, Shift design, and Pay justice directly affect employees' intentions to leave their jobs. Hence, this study aimed to assess the effects of work family conflict, Shift design, and Pay justice on turnover intentions in the case of Golden Plate Restaurant and Catering P.L.C. To do this, the study used an explanatory research design in conjunction with a mixed-method research approach that included both quantitative and qualitative methodologies. Additionally, 139 questionnaires were given to study participants who were chosen by simple random sampling in order to gather primary and secondary data. 131 of these were given back. Additionally, ten important members of the organization were interviewed. Inferential statistics like multiple linear regression analysis and correlation, as well as descriptive statistics like means and standard deviations, were used to analyze and show the quantitative data. The results showed that from work family conflict dimensions, time based conflict and strain based conflict were seen to have statistically significant effects on turnover intention, while family to work conflict and behavior based conflict variables had statistically insignificant results. From Shift design dimensions, quick returns, rotation type, shift length/ consecutive shifts and schedule predictability respectively were seen to have statistically significant effects on turnover intention, while night shift per month was seen to have insignificant results. From Pay justice dimensions, distributive justice, procedural justice, pay satisfaction and transparency respectively were seen to have statistically significant effects on turnover intention, while interactional justice was seen to be statistically insignificant. Based on these results and results from interviews with key respondents, the study recommended that the organization must fix the process by which it comes up with the work schedules, that it should alleviate quick return problems, and that the organization should be more open with how each compensation package is calculated.
Effect of Knowledge Management Practices on Employee Engagement: The Case of Awash Bank
(Addis Ababa University, 2026-11-03) : Rim Gebrehiwot; Dereje Abi (Ph.D)
The main objective of this research is to investigate the impact of knowledge management practices on employee engagement. An explanatory and descriptive research design was used, together with a quantitative research methodology, to analyze the variables involved. The sample of 109 respondents was chosen from the target population of 150 employees. Data collection was carried out through structured, closed-ended questionnaires distributed to the bank’s staff. The primary data was analyzed using descriptive and inferential statistics with the help of SPSS software. Correlation analysis showed that there is a positive and statistically significant relationship between employee engagement and knowledge creation, knowledge sharing, knowledge application, and knowledge retention. The multiple regression analysis further showed that the model was statistically significant and explained 56.4% of the variation in employee engagement (R² = 0.564).Specifically, knowledge application (β = 0.381, p < 0.05) and knowledge retention (β =0.326, p < 0.05) were the strongest predictors, followed by knowledge creation (β =0.211, p < 0.05) and knowledge sharing (β =0.184, p < 0.05). The findings demonstrate that effective knowledge management practices significantly enhance employee engagement in banks. The study concludes that strengthening knowledge application systems, improving retention mechanisms, and promoting a knowledge-sharing culture are critical for increasing employee vigor, dedication, and organizational commitment in banking institutions..
The Effect of Talent Management Strategy on Employee Retention at Awash Bank S.C.
(Addis Ababa University, 2026-08-03) Oliyad Urgi; Dr. Abraraw Chane
This study examined the effect of talent management strategy on employee retention at Awash Bank S.C. The study specifically assessed the effects of talent planning, talent attraction and recruitment, selection and placement, training and development, and compensation and rewards on employee retention. A quantitative research approach with descriptive and explanatory research designs was employed. Primary data were collected through structured questionnaires distributed to 400 employees selected using stratified random sampling techniques, out of which 380 valid responses were obtained, representing a 95% response rate. Data were analyzed using descriptive statistics, Pearson correlation analysis, and multiple regression analysis with the help of SPSS version 26. The findings revealed that all dimensions of talent management had positive and statistically significant effects on employee retention. Selection and placement had the strongest effect on employee retention (β = 0.31), followed by training and development (β = 0.25), talent planning (β = 0.21), talent attraction and recruitment (β = 0.18), and compensation and rewards (β = 0.14). The regression model explained 61% of the variation in employee retention (R² = 0.61). The study concludes that integrated talent management practices significantly improve employee retention at Awash Bank S.C. Therefore, the study recommends strengthening succession planning, improving competency-based recruitment and placement systems, expanding employee training and development opportunities, and enhancing both financial and non-financial reward systems to improve employee retention
The effect of work-life balance policies on employee job satisfaction at ethio telecom addis ababa, ethiopia
(Addis Ababa University, 2026-11-03) Rediet Alebachew; Wasihun Mohammed (PhD)
This study examined the effect of work-life balance policies on employee job satisfaction at Ethio Telecom, Addis Ababa, Ethiopia using both descriptive and explanatory research design. A quantitative research approach was used to collect data through a structured 5 point Likert scale questionnaire administered to a sample of 296 employees. Both descriptive and inferential statistical analyses were conducted using SPSS version 27. Findings show strong positive correlation between employee job satisfaction and management support (r = 0.665, p < 0.001) showing higher levels of management support leads to increased job satisfaction. There is also a moderate positive correlation with leave policies (r = 0.523, p < 0.001), implying that fair and supportive leave policies enhance job satisfaction. Flexible working arrangements also has positive correlation with job satisfaction (r = 0.389, p < 0b.001). However, the correlation between workload and job satisfaction is weak (r = 0.195, p = 0.001). The regression analysis also show that leave policies is the most influential predictor of job satisfaction (beta = 0.456, p = 0.000), flexible working arrangements has significant role (beta = 0.381, p = 0.000). Management support (beta = 0.410, p = 0.000), indicate the positive impact of supportive leadership on employee satisfaction. Workload has significant but relatively weaker effect (beta = 0.124, p = 0.000). Manageable workload contributes to satisfaction, but it is less impactful than the other factors assessed. It is recommended that Ethio Telecom should enhance its leave policies and flexible working arrangements to improve employee job satisfaction
Assessment of Succession Planning Practices and Challenges in Private Limited Companies:
(Addis Ababa University, 2025-10-25) Yosan Chari; Abdurazak M.
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
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; Adane A.
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 rainingimpact 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; Adane Atara
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
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.

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