Abstract:
The study was conducted to examine the effects of HRM practices on the
Employee’s job performance using University of Education, Winneba-Kumasi
campus as the study area. It aimed at describing and identifying the kind of HRM
Practices that exist in the University taking, employees perception about it and some
challenges thereof. The researcher uses the stratified simple random technique in the
study. Using explanatory and quantitative research designs, 115 staff comprising 5
Deans and 110 non-managerial and associate employees were selected for the
study. Questionnaires and interviews were used to gather the required data which
were analysed into percentages and frequencies. The study found, among other things
that recruitment and selection is centralized leave Deans and other heads no precise
role to play, employees also believe that training and development offered them are
inadequate and performance appraisal system not encouraging among others. The
study concluded that the effective management of the Human resource of the
University will create and sustain competitive advantage and improve employee’s
performance. The researcher ma d e recommendations that there should be local
involvement in recruitment and selection, a coherent approach and strategic training
and development that is geared towards both employees and organizational interest.
Description:
A thesis in the Department of Management Studies Education,
Faculty of Business Education, submitted to the School of
Graduate Studies, in partial fulfilment
of the requirements for the award of the degree of
Master of Business Administration
(Organizational Behaviour and Human Resource Management)
in the University of Education, Winneba
