The Effects of HR Business Partnering on Organizational performance- case of Commercial Bank of Ethiopia
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Date
2020-09
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Addis Ababa University
Abstract
The main purpose of this research is to assess the effect of HR Business Partnering on organizational performance – the case of Commercial Bank of Ethiopia. The study was carried out based on primary data by using questionnaires collected form employees of CBE and secondary data taken from the reports of the bank and other literatures. A total of 143 questionnaires were distributed and fully collected. Data analysis was performed using statistical package for the social sciences 21.0 (SPSS) software. In this study HR business partnering to line mangers was treated as an independent variable and organizational performance was considered as dependent variable. HR Business partnering was further expressed using specific variables such as setting SMART goal, performance data tracking, and performance appraisal. Descriptive research design is used to get enough information about the research problem and mixed research approach was used to collect quantitative and qualitative data. Purposive as well as convenience sampling technique was used to select respondents. Regression and ANOVA was applied to show the relationship among variables. The findings of this study showed that HR Business partnering activities affect the overall performance of the organization. Specifically, employee performance data tracking and Setting SMART goals and targets are significant effect on organizational performance while the employee performance appraisal is the least contributing variable to organizational performance. The study also indicated that HRBPs have less participation in the business strategy definition which is the process of Setting SMART goals and targets. In addition HR business partners moderately execute the role champion for employee in employee’s performance data tracking. Moreover, Human Resource Business Partners advice and support line managers in employees’ performance appraisal process. The study therefore recommended that, HRBPs should participate in business strategy definition that facilitates setting SMART Goals and targets. Concerning employees’ performance data tracking, HRBPs should execute their employee champion role. It is also proposed that Human Resource Business Partners significantly support line managers in employee’s performance appraisal process so the HRBPs should keep it up.
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Keywords
HR Business partnering, setting SMART goal and Target, performance data tracking