Impact of Human Resource Management Practices on Employee Performance: The Case of Bule Hora University, Ethiopia, Africa

Abstract

This study examines the impact of training, performance appraisal, and compensation as HRM practices on employees' performances at Bule Hora University, Ethiopia. The objectives of the study are to identify factors affecting the selected HRM practices and employees' performances in the university, evaluate the relationships between training, performance appraisal, and compensation as HRM practices on employees' performances in the university, and the impact of these HRM practices on employees' performances. To attain these objectives, mixed methods are employed to collect and analyze data for the study. The instruments used to collect data are questionnaires and individual interviews. The quantitative data collected through questionnaires are tallied and tabulated in the analysis. The results of the quantitative data were substantiated by the qualitative to arrive at the findings. The findings show that lack of skills, knowledge, and experiences, identifying gaps that need training, and lack of performance appraisal are the main factors affecting HRM practices and employees' performances in the university. Thus, the selected HRM practices have a significant impact on employees' commitment, punctuality, trust, and deliverables in both quality and quality negatively. It is also indicated that the practices have also impacted the productivity of the university. Thus, there are significant relations between training, performance appraisal, and commitment. As immediate recommendations, the university needs to identify gaps that need to be filled through training and appraise individuals with exemplary work in order to increase the productivity of the university.