Effect of Selected HRM Practices on Employees’ Performance in the case of St Paul’s Hospital Millennium Medical College
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Date
2020-06
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A.A.U
Abstract
The general purpose of this research work was to address the effect of selected HRM practices (i.e., Recruitment and Selection; Training; Remuneration; Performance Appraisal and Employees’ Career Growth Plan) on Employees’ Performance. Relevant literatures were reviewed on the subject area and conceptual framework was developed. Explanatory research design was applied and questionnaires were prepared to gather primary data from sample respondents. The total population at the time of this research plan was 1,200 out of which 291 were selected based on simple random formula. Of the 291 sample 278 (96%) were collected. The model summary indicated the presence of a significant positive correlation (R=.709) between the independent variables (recruitment & selection, training & development, remuneration (compensation), performance evaluation and career growth) and the dependent variable – employee performance. Further, the R-squared value of 0.502 indicated that the independent variables accounted for 50.2% of the total variance in employees’ performance (dependent variable). Thus, it is recommended that the HRM practices should get closer attention of the organization’s management to improve the employees’ performances.
Description
A Research paper Submitted to Addis Ababa University, College of Business and Economics, in partial fulfillment of the requirements for the degree of Master of Business Administration – Management
Keywords
Human resource development, Employees’ Performance, Performance appraisal, Career Growth Plan