College of Social Sciences & Humanities

URI for this communityhttps://rps.wku.edu.et/handle/123456789/45784

College of Social Sciences & Humanities

Browse

Filters

20232

Settings

Subject: search.filters.subject.: Employee Performance,

Search Results

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    EFFECTS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE’S PERFORMANCE: THE CASE OF ENORE ENERE AND MEGER WOREDA PUBLIC SECTORS IN GURAGE ZONE
    (WOLKITE UNIVERSITY, 2023-01) KURABACHEW FIKADU SADORO
    The purpose of this study was to examine the effect of human resource management Practices on employees’ performance in the case of Enore Neared Meger Woreda Public Sectors in Gurage Zone. Accordingly, the design that was used to conduct this research was descriptive and explanatory research design with mixed research approach. The population of the study consists of all permanent employees of Enore Enere and Meger Woreda Public Sectors. The required data were collected from sample employees and leaders taken from the sectors. The researcher employed a stratified random sampling technique to draw representative respondents of 292 employees for survey and purposive (judgmental) sampling technique was used for selecting representative sample of five public sector leaders for interview. Both descriptive and inferential analyses were used to see the extent of implementation of study variables and relationship & effect of independent variables on dependent variable respectively. The descriptive analysis results showed that numbers of employee were not fully satisfied on level of practice of hiring, training, career opportunity, performance appraisal and compensation in the study area. Also,employees are not fully performing their tasks. The result of regression analysis indicated that hiring, training, career opportunity, performance appraisal and compensation practices had significant effect on employee performance in the study areaat 5% significant level. Furthermore, the value of R2showed that 70.3% of variations in employee performance were explained by HRM practices. Thus, it is recommended that the public sectors should able to improve the employee’s performance by improving practice of HRM dimensions namely hiring, training, career opportunity, performance appraisal and compensation.
  • Thumbnail Image
    Item
    EFFECTS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE’S PERFORMANCE: THE CASE OF ENORE ENERE AND MEGER WOREDA PUBLIC SECTORS IN GURAGE ZON
    (WOLKITE UNIVERSITY, 2023-01) KURABACHEW FIKADU SADORO
    The purpose of this study was to examine the effect of human resource management Practices on employees’ performance in the case of Enore Enereand Meger Woreda Public Sectors in Gurage Zone. Accordingly, the design that was used to conduct this research was descriptive and explanatory research design with mixed research approach. The population of the study consists of all permanent employees of Enore Enere and Meger Woreda Public Sectors. The required data were collected from sample employees and leaders taken from the sectors. The researcher employed a stratified random sampling technique to draw representative respondents of 292 employees for survey and purposive (judgmental) sampling technique was used for selecting representative sample of five public sector leaders for interview. Both descriptive and inferential analyses were used to see the extent of implementation of study variables and relationship & effect of independent variables on dependent variable respectively. The descriptive analysis results showed that numbers of employee were not fully satisfied on level of practice of hiring, training, career opportunity, performance appraisal and compensation in the study area. Also,employees are not fully performing their tasks. The result of regression analysis indicated that hiring, training, career opportunity, performance appraisal and compensation practices had significant effect on employee performance in the study area at 5% significant level. Furthermore, the value of R2 showed that 70.3% of variations in employee performance were explained by HRM practices. Thus, it is recommended that the public sectors should able to improve theemployee’s performance by improving practice of HRM dimensions namely hiring, training, career opportunity, performance appraisal and compensation