Abstract
The most important upbeat facet for any organization in the present day regardless of motive, is Human Resource. This is conceivably so because, it is the starting place of achieving competitive plus. The management of this valuable resource in higher educational institutions (HEI’s) in Nigeria remains even more tasking and challenging than managing other material resources such as finance, technology and etc. To be able to effectively manage human resource, adequate, appropriate and sound human resource management practices need not to only be institutionalized but also interceded. This paper proffered a model that captures this relationship and ensures effective performance management system in Nigerian HEI’s.
Highlights
It was observed that several researches on human resource management practices used different sets of practices under different names
The framework of this study shows that the human resource management practices are related to Performance Management System through information and communication technology adoption and employee behaviors as the mediating variables
Towards the end of the 20th century, management has learn to accept that people ahead of any other resource in an organization are the significant differentiators and all other resources apart from people depend on them to generate value (Caliskan, 2010; Khavul, Bruton & Wood, 2009). It could as well be deduced from the Resource Based View (RBV) that human resource management practices can contribute to sustained competitive advantage through facilitating the development of opportunities that are unique to an organization i.e. Performance Management System (Lado & Wilson, 1994)
Summary
It was observed that several researches on human resource management practices used different sets of practices under different names. The framework of this study shows that the human resource management practices are related to Performance Management System through information and communication technology adoption and employee behaviors as the mediating variables.
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