World Research of Business Administration Journal
Vol.2 No.1 March 2022
Author
Tigist Shiferaw Debebe
Abstract
This study examines the impact of training, performance appraisal and
compensation as HRM practices on employees’ performances at Bule Hora
University, Ethiopia. The objectives of the study are to identify factors affecting the
selected HRM practices and employees’ performances in the university, evaluate
the relationships training, performance appraisal and compensation as HRM
practices on employees’ performances in the university, and the impact of these
HRM practices on employees’ performances. To attain these objectives mixed
methods are employed to collect and analyze data for the study. The instruments
used to collect data are questionnaires and individual interviews. The quantitative
data collected through questionnaires are tallied and tabulated in the analysis. The
results of the quantitative data were substantiated by the qualitative to arrive at the
findings. The findings show that lack of skills, knowledge, experiences, identifying
gaps that need training and lack of performance appraisal are the main factors
affecting HRM practices and employees performances in the university. Thus, the
selected HRM practices have significant impacts on employees’ commitment,
punctuality, trust, and deliverables in both quality and quality negatively. It is also
indicated that the practices have also impacted productivity of the university. Thus,
there are significant relations between training, performance appraisal and
commitment. As immediate recommendations, the university needs to identify gaps
that need to be filled through training, and appraise individuals with exemplary
works in order to increase productivity of the university
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