The Effect of Human Resource Management Practice on Employees’ Performance at Public Sectors of Jimma Zone Special Emphasis to Limu Kosa Wereda

Abstract

The main objective of this study was to assess HRM practices and to explore its effect on employees’ performance in public sectors of Limu kosa 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 20.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 not a significant predictor of Employee performance in the study area.Depending on the finding of this study, the following recommendation was forwarded to Limu kosa wereda public sectors ‘office leaders and HR personnel. It is recommended that HRM need to conduct a sustainable survey on their own practices, study it, and create an action plan for further improvement. They need 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 may bring a strong improvement on employees’ performance.