The impact of human resource management practices on staff commitment : the case of the central services of the Ministry of Higher Education

Abstract

This study aims to examine the impact of Human Resource Management practices on staff commitment at the Central Services of the Ministry of Higher Education. This research work was motivated by the observations that , there is a problem of lateness to work , lack of assiduity and lack of effective presence at work ( lack of commitment ) by workers at the Central Services of the Ministry of Higher Education, which affects the achievement of organizational goals and objectives . Hence, staff welfare canno t be overlooked if excellent outputs are to be ensured in the Ministry of Hi gher Education. T he Quantitative approach was adopted for this study and a closed ended questionnaire was used as instrument to collect data from 210 lower level staff . We used des criptive and inferential statistics. The data collected was analysed using the simple linear regression to establish the degree of relationship that exists between the independent and the dependent variables, with the help of Statistical Package for Social Sciences (SPSS version 22). B ased on the data collected and analyzed, t he two hypotheses for the research were accepted . The findings of the research revealed that there were positive relationships between HRM Practices and employee commitment where Train ing and Development had an R 2 of 8.35 , with a β value of .914 at p= .000, and P erformance appraisal had an R 2 of 8.96 , with a β value of .947 at p= .000. Based on the s e results, it was concluded that the human resource m anagement practices under study, that is: Training and Developm ent and Performanc e appraisal have a significant impact on Staff C ommitment in the Central Services of the Min istry of H igher Education. With regards to these results, some recommendations were made both to the managing Directors and to the staff of the Central Services of the Ministry of hi gher Education. To the managing D irectors of MINESUP, they were asked to: G ive the opportunity to everyone who wants to further his/her study to do so ; Clearly spell out the criteria for performance appraisal; promote the positions of sta ff based on consid erations of experience, longevity, abilities, qualification and certain conditions that have been met. To the staff, they were advised on the need to develop an intrinsic interest in their work and develop a sense of punctuality, assiduit y and effective presence at work