The Effects of Selected Human Resource Management on Employees‘ Performance; in the Case of Addis Ababa Education Bureau
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Date
2019-06
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Addis Ababa University
Abstract
Human resource management practices are concerning with the management of human resource activities to maximize employees’ performance. Addis Ababa education bureau faces challenges in the realization of quality education due to its human resource factor for performing its duties and targets since human resource department of the organization has not played key roles and functions to improve employees’ performance. So, the purpose of this study was to assess the effect of human resource management practice on employee performance. It was to describe the current human management resource practice in Addis Ababa education bureau, to explain the correlation between selected human resource practices and employees’ performance at Addis Ababa education bureau and finally, to investigate the extent of Human resource management practices implementation impacts on employees’ performance in Addis Ababa education bureau. The study obtained information from 117 respondents from staff of Addis Ababa education bureau through the use of questionnaire. Using quantitative data, this paper strived to investigate the effects of certain selected human resource management practices on the employees’ performance in the case of Addis Ababa education bureau. Data was analyzed through Statistical Package for the Social Sciences version 25 by applying regression analysis and some needed descriptive statistics. The results indicated that, selected human resource management practice is positively associated with employee’s performance in the organization. specifically, training and development, performance appraisal, compensation and reward have a positive correlation with employees’ performance. In addition to this multiple regression analysis also indicated that training and development, performance appraisal, compensation and reward have a significant effect on employees’ performance. Among the recommendations made were that employee training and development should be considered as essential investments and conducted in order to increase the knowledge and skills of the workforce result in improving employees’ performance capacity. Secondly, performance appraisal should be conducted based on professional practices that would enable a proper evaluation of staff performance which is applying actual performance facts and data. It might be also used for acknowledgement, prize and promotion comparing variation of performance out comes. Finally, compensation policies should be organized in line with the organization goals and objectives which is understood and known by employees of the organization
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employees‘ performance, training, development