The Effect of Human Resource Management Practices On The Employees Job Satisfaction: In Case Of Jimma Zone Sport Offices in Some Selected Woreda

Abstract

The main purpose of the study was to examine the effect of human resource management practices on employee job satisfaction in Jimma zone sport office in selected woredas. HRM aims to ensure that the organization obtains and retains the skilled, committed and well motivated workforce it needs. , Questionnaires close-ended items are developed and transmitted to the target group; namely10 sport directors, administrators,22 experts,50 Out of the total questionnaires distributed to the target population, 82 then the analysis was made using the responses of 80 target population,. For study area purposive sampling technique were used and Census sampling technique was used to select sample size of 82 employees (expertise) and administration. In order to analyze the collected data, the researcher was used quantitative approach to analyze data collected through questionnaires. After that, the coded data was entered into statistical package for social science (SPSS) software. The inferential statistics relevant to this study include Pearson correlation moment and multiple linear regressions)The study findings revealed thatHRM practices in Jimma zone sport office in selected woredas were not performingwell. This is shown by the mean value lower that 2.8 which can be regarded as disagree (Scott, 2003).In addition, the findings also show that employees (expertise) were dissatisfied with aspect of the job they perform. correlation result shows that relationship between HRM practices employees job satisfaction like compensation(r = 0485, p<0.05), training & development(r = 0.441, p<0.05), and performance appraisal (r = 0.564, p<0.05) this indicates low, moderate and positive correlation with HRM practices on employee job satisfaction in Jimma zone Sport Office. The findings of the study show that HRM practices such as recruitment & selection, compensation, training & development, have insignificant but performance appraisal is. 3.730, (P=.000, P<0.01has significant effect on effect on employee job satisfaction. Therefore, the researcher recommended that the organization should improve actions such as applying highly scientific and rigorous selection system, using pay and bonuses as a mechanism to reward higher performance, making of compensation and incentives systems clear and specific to the employee, and taking corrective measures for under-performance.