THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE’S JOB COMMITMENT: A STUDY OF UNIVERSITY OF EDUCATION WINNEBA – KUMASI CAMPUS

ABSTRACT 

Human Resource Management (HMR) Practices and their impacts on employees‟ performance have received enormous cover in literature. The main objective of the study was to examine the impact of these HRM practices on the performance of employees in the University of Education, Winneba in the College of Technology Education. The sample for the study was 75 employees consisting of junior staff, senior staff and senior members. Data for the study was collected through the administration of structured questionnaire. Descriptive statistics such as charts, tables and regression analysis were used to analyze and present the data collected. The study established a very important relationship among HRM practices and employees‟ commitment to work. The selected HRM practices which formed the independent variables are training & development, motivation, performance appraisal, internal communication, and reward/remuneration while employees‟ commitment stood as the dependent variable. It was found that, the independent variables together explained 98% of the variance in employees‟ performance. Internal communication came in as having the strongest relation with employees‟ performance in respect of all the independent variables. Although a great deal is known about the implications of employee commitment for organizations, less attention has been paid to its ramifications for employees themselves. The most consistent findings pertain to the positive link between affective commitment and employee well-being. Relations between continuance commitment and well-being are more variable, but generally negative. Little is known about relations involving normative commitment. There is considerable inconsistency in findings pertaining to the moderating effects of commitment on stressor–strain relations. Training & Development of employees took the fourth most significant slot among all the five (5) measurement dimensions employed in the research. Recommendations were then given in accordance with the research findings.