Human resource management (HRM) is a strategic approach to managing an organization's assets, including employees, employment, management, and development. Organizational performance relies on managing employees' knowledge, skills, attitudes, lives, experiences, and motivation. HR (human resource) managers play a crucial role in HR systems, including workforce planning, recruitment, talent management, employee retention, and diversity and inclusion. However, limited studies have been conducted in Ethiopia, particularly in the health sector, to determine their effects on employee performance. Therefore, this study aims to analyze the relationship between HRM practices and employee performance. In this study, the research investigates the impact of HRM practice on perceived organizational performance in the Buno Beddele Zone Health Office using descriptive and explanatory research designs. Quantitative methods were employed. The data was collected using a questionnaire from selected staff that was randomly selected from 11 districts in the Buno Beddele zone. The data was analyzed using SPSS statistical software. The study analyzed the relationship between organizational performance, recruitment and selection, performance appraisal, reward management, and training and development. The mean level was 2.7, indicating low performance (54%) due to factors. Training and development and reward management showed a significant relationship. However, no significant relationship was found between organizational performance, recruitment and selection, and performance appraisal in the setting. To improve organizational performance in the setting the health office should focus on reward management and capacity building, targeting training and development strategies. Future research should explore alternative solution.
| Published in | European Business & Management (Volume 9, Issue 5) |
| DOI | 10.11648/j.ebm.20230905.14 |
| Page(s) | 112-121 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2024. Published by Science Publishing Group |
Health Offices, Organizational Performance, Training
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APA Style
Getachew Fekadu Feda, Adamu Terfa Keno. (2023). Effects of Human Resource Management Practices on Organization Performance: The Case Study in Buno Bedele Zone Health Office. European Business & Management, 9(5), 112-121. https://doi.org/10.11648/j.ebm.20230905.14
ACS Style
Getachew Fekadu Feda; Adamu Terfa Keno. Effects of Human Resource Management Practices on Organization Performance: The Case Study in Buno Bedele Zone Health Office. Eur. Bus. Manag. 2023, 9(5), 112-121. doi: 10.11648/j.ebm.20230905.14
AMA Style
Getachew Fekadu Feda, Adamu Terfa Keno. Effects of Human Resource Management Practices on Organization Performance: The Case Study in Buno Bedele Zone Health Office. Eur Bus Manag. 2023;9(5):112-121. doi: 10.11648/j.ebm.20230905.14
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Download@article{10.11648/j.ebm.20230905.14,
author = {Getachew Fekadu Feda and Adamu Terfa Keno},
title = {Effects of Human Resource Management Practices on Organization Performance: The Case Study in Buno Bedele Zone Health Office},
journal = {European Business & Management},
volume = {9},
number = {5},
pages = {112-121},
doi = {10.11648/j.ebm.20230905.14},
url = {https://doi.org/10.11648/j.ebm.20230905.14},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ebm.20230905.14},
abstract = {Human resource management (HRM) is a strategic approach to managing an organization's assets, including employees, employment, management, and development. Organizational performance relies on managing employees' knowledge, skills, attitudes, lives, experiences, and motivation. HR (human resource) managers play a crucial role in HR systems, including workforce planning, recruitment, talent management, employee retention, and diversity and inclusion. However, limited studies have been conducted in Ethiopia, particularly in the health sector, to determine their effects on employee performance. Therefore, this study aims to analyze the relationship between HRM practices and employee performance. In this study, the research investigates the impact of HRM practice on perceived organizational performance in the Buno Beddele Zone Health Office using descriptive and explanatory research designs. Quantitative methods were employed. The data was collected using a questionnaire from selected staff that was randomly selected from 11 districts in the Buno Beddele zone. The data was analyzed using SPSS statistical software. The study analyzed the relationship between organizational performance, recruitment and selection, performance appraisal, reward management, and training and development. The mean level was 2.7, indicating low performance (54%) due to factors. Training and development and reward management showed a significant relationship. However, no significant relationship was found between organizational performance, recruitment and selection, and performance appraisal in the setting. To improve organizational performance in the setting the health office should focus on reward management and capacity building, targeting training and development strategies. Future research should explore alternative solution.
},
year = {2023}
}
TY - JOUR T1 - Effects of Human Resource Management Practices on Organization Performance: The Case Study in Buno Bedele Zone Health Office AU - Getachew Fekadu Feda AU - Adamu Terfa Keno Y1 - 2023/10/28 PY - 2023 N1 - https://doi.org/10.11648/j.ebm.20230905.14 DO - 10.11648/j.ebm.20230905.14 T2 - European Business & Management JF - European Business & Management JO - European Business & Management SP - 112 EP - 121 PB - Science Publishing Group SN - 2575-5811 UR - https://doi.org/10.11648/j.ebm.20230905.14 AB - Human resource management (HRM) is a strategic approach to managing an organization's assets, including employees, employment, management, and development. Organizational performance relies on managing employees' knowledge, skills, attitudes, lives, experiences, and motivation. HR (human resource) managers play a crucial role in HR systems, including workforce planning, recruitment, talent management, employee retention, and diversity and inclusion. However, limited studies have been conducted in Ethiopia, particularly in the health sector, to determine their effects on employee performance. Therefore, this study aims to analyze the relationship between HRM practices and employee performance. In this study, the research investigates the impact of HRM practice on perceived organizational performance in the Buno Beddele Zone Health Office using descriptive and explanatory research designs. Quantitative methods were employed. The data was collected using a questionnaire from selected staff that was randomly selected from 11 districts in the Buno Beddele zone. The data was analyzed using SPSS statistical software. The study analyzed the relationship between organizational performance, recruitment and selection, performance appraisal, reward management, and training and development. The mean level was 2.7, indicating low performance (54%) due to factors. Training and development and reward management showed a significant relationship. However, no significant relationship was found between organizational performance, recruitment and selection, and performance appraisal in the setting. To improve organizational performance in the setting the health office should focus on reward management and capacity building, targeting training and development strategies. Future research should explore alternative solution. VL - 9 IS - 5 ER -
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