The Effect Of Human Resource Management Practices On Perceived Organizational Performance: The Case Of Ethiopian Airlines
No Thumbnail Available
Date
2018-10-11
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Addis Ababa University
Abstract
This research has been done to examine The Effects of Human Resource Management practices on Perceived Organizational Performance in Ethiopian Airlines. Based on prior researches a structured questionnaire was developed. A total of 324 employees participated in the study and the data were analyzed using descriptive and inferential statistics. The research findings revealed that recruitment and selection, training and development, compensation and reward, performance appraisal and career management were all positively and significantly correlated with organizational performance with the range of r=.540 to r=.740. The multiple regression result indicated that recruitment and selection, training and development, compensation and reward and career management, have significant and positive effect on organizational performance. However, performance appraisal practice was the factor with insignificant effect on organizational performance as it was explained by significance level p>0.05. Career management was the most contributing factor in predicting organizational performance followed by recruitment and selection, training and development, compensation and reward in their respective order. Generally, based on the findings of this study, it can be concluded that Ethiopian Airlines should focus on the practices of recruitment and selection, training and development, compensation and reward and career management which can improve organizational performance and also should give due attention to motivate its staffs by developing fair and objective performance appraisal system and adjusting compensation and reward system.
Description
Keywords
Human Resource Management Practices, Recruitment, Training