Abstract:
The main objective of this study was to assess HRM practices and to explore its effect on
employees’ performance in public sectors of Omo Nada woreda. To achieve the intended
objective, this study employed a correlational research design. Based on the research
design, two sets of quantitative data was collected. The first set of quantitative data was
collected through HRM practice survey questionnaire from318 participants who were
randomly selected from 11public sectors. The second set of quantitative data was collected
through document analysis of participants’ efficiency score from their respective sectors.
Based on the basic research questions, the collected numerical data was analyzed using
descriptive (mean & st. deviation) and inferential (correlation & regression) statistics
through SPSS version 26.Based on the results of this study, the researcher concluded that,
the strength of the association between HRM practice and Employee performance is a
significant& moderate. When examined individually, performance appraisal is relatively
strong predictor. Training and Employee involvement of HRM practices are relatively
moderate and significant predictors whereas Compensation is relatively weak, however,
significant predictor of Employee performance. Depending on the finding of this study, the
following recommendation was forwarded to Omo Nada wereda public sectors’ office
leaders and HR personnel. It is advisable for the wereda public sector to nurture the
performance appraisal practice of their HR because this variable predicts best the
employee performance in public sectors of the study area. It is also recommended that,
HRM to foster strong effort on employees through providing training, involving in planning
of sector activities and regular discussion on their experience & encouragement
(compensation), because these could bring a remarkable change on employees’ skill and
motivation and in turn bring a strong improvement on employees’ performance
