Human resource management practices and employee performance management in Nigerian higher educational institutions

Previous studies on performance management system focus on one or two of its dimensions with little insight in the public sector, so also studies on human resource management practices did not attempt to use all the practices comprehensively. This study examined both individually and comprehensively the relationship between the six human resource management practices and all the four dimensions of performance management system among academics in higher educational institutions in Nigeria. The dimensions of performance management system as operationalized by this study are, organizational objective, individual objective, performance development and employee satisfaction. Human resource management practices also as operationalized by this study are procurement, development, compensation, integration, maintenance and separation. Furthermore, this study also investigated the mediating effects of employee behavior and information and communication technology (ICT) adoption on the relationship between human resource management practices and performance management system among academics in higher educational institutions in Nigeria. Data was collected from five Federal universities in the North Western Nigeria using a cross sectional study design and multimode survey strategy. 800 questionnaires were distributed to the respondents who were sampled using a multi stage sampling technique. SmartPLS SEM was used in testing the study hypotheses. The results obtained indicated that majority of the hypothesized relationships thirteen (13) out of twenty (20) direct relationships were supported. Additionally, the results of the mediation tests provided that five (5) mediating hypotheses out of twelve were significant. The outcome of this study provides a very sound insight of the study on performance management system in the public sector particularly higher educational institutions. It will also benefit the government, the policy makers and other concerned agencies in Nigeria. More so, information and communication technology and employee behaviors have been proven by this study as strategic tools that could be efficiently used by managers to effectively manage performance of their employees. This study encountered limitations such as inability to include other types of higher educational institutions like the polytechnics and colleges of education, unable to cover all the six regions in Nigeria instead focused on only one region the North West region

How do Procurement and Separation relate with Performance Management System among Employees? Testing the Mediating role of ICT Adoption

This study is aimed at revealing how performance management system (PMS) relates to procurement and separation among employees in an organization. Several researches have been embarked upon in determining how one or two human resource management (HRM) practice (s) influence employee performance, however, an approach to studying the mediating effect of ICT adoption between procurement and separation and performance management system is still begging for rigorous academic attention. To reduce this widely created gap, the paper aimed at determining whether the procurement and separation are correlated to performance management system. The results however obtained through SmartPLS confirmed that there is full mediation effect of ICT adoption on one relationship and a partial mediation effect on the other

“Counting” The Cost of Policy Inconsistency in Nigeria: The Case of Privatization Policy

The repeated changes in government policies in Nigeria have posed a number of threats to the country’s development economically and socio politically. One policy that suffers quite a number of twists over the years is perhaps Privatization policy; it has been manipulated and tampered with to the extent that the citizenry doubt the sincerity of the policy. This paper analyses those inconsistencies of privatization policy from 1999 to 2007. A number of factors were highlighted as the possible reasons for the irregularities of the policy and at the end, the paper suggests for a value re orientation of both the leaders and the led which will have a multiplier effect on a number of challenging development issues in Nigeria. Keywords: Policy inconsistency, Privatization, Nigeri

Probing the effects of Career Planning and Reward on Employee Performance and Retention: An empirical Examination

The goal of this paper is to determine whether career planning and reward are in anyway related to employee performance. It also examines whether career planning and reward relate to employee retention. A sample of 300 workers of the Ministry of Education Sokoto in Nigeria was purposively selected. It is assumed that supporting the career plans of workers in the said ministry deserves an immediate attention because their initiative could usher in the needed change in salvaging the education system from becoming the shadow of its former self. In the end, the results indicate that two out of the three speculated relationships are established as been significantly correlated and one appeared insignificant. Thus, managers and administrators in public organizations are encourage to ensure good career planning and adequate reward in order to promote high employee performance and retention

Does Compensation Matters in Predicting Performance of Public Sector Employees? Empirical Evidence from Nigeria

The study examined the relationship between compensation practice and employees’ task, contextual and adaptive performance in the context of public sector organizations.Using social exchange theory the study focused on the data collected from 274 participants drawn from Nigerian public sector.Partial Least Square Structural Equation Modeling (PLS – SEM) was employed in analyzing the data.The data revealed that compensation practice had a significant positive relationship with all the three dimensions of employee performance; task, adaptive and contextual.Although all the relationships are significant, the relationship between compensation and task performance was found to be the strongest followed by adaptive performance then lastly contextual performance. The findings suggested that compensation practice is an important HRM practice that induces employees to exhibit high performance that enables organizations to achieve their objective efficiently and effectively

The Proposed Relationship connecting e-HRM adoption, Performance Management System and Effective Decision making in Higher Educational Institutions in Nigeria.

Before any meaningful advancement is achieved, or progress attained, there has to be a sound enlightenment / education as the much needed weapon to triumph. If there is proper education, the chances are very high that actions will be free from the menace of ignorance. Formal education flows from a body of institutions which are run and managed by experts whose decisions determine the success or otherwise of those institutions. Suffice is to say therefore that all organizations including the higher educational institutions function as products of effective decision-making. The aim of this paper is to review related empirical literatures and highlight the need to investigate the impact of e-human resource management (e-HRM)) adoption on performance management system (PMS) and effective decision making in higher educational institutions in Nigeria. Towards the end of the paper, a conceptual model depicting the relationships between E-HRM adoption, performance management system and effective decision making will be offered. Keywords: E-HRM, performance management system, effective decision makin

How do procurement and separation relate with performance management system among employees? testing the mediating role of Ict adoption

This study is aimed at revealing how performance management system (PMS) relates to procurement and separation among employees in an organization.Several researches have been embarked upon in determining how one or two human resource management (HRM) practice (s) influence employee performance, however, an approach to studying the mediating effect of ICT adoption between procurement and separation and performance management system is still begging for rigorous academic attention.To reduce this widely created gap, the paper aimed at determining whether the procurement and separation are correlated to performance management system.The results however obtained through SmartPLS confirmed that there is full mediation effect of ICT adoption on one relationship and a partial mediation effect on the other

The relationship between separation and performance management system of academics in Nigerian universities: The mediating effect of e-HRM

Aims: To reveal how the relationship between employee separation and employee performance management could be reconciled via electronic human resource management (e-HRM) Study Design: Multimode survey technique.Place and Duration of Study: Ahmadu Bello University Zaria, Bayero University Kano and Usmanu Danfodiyo University Sokoto from January to July, 2013. Methodology: The paper employs a quantitative research methodology using a systematic sampling technique.Three universities were sampled in Nigeria.The data collected was subjected to series of analyses using SPSS version 19 and Smart PLS. Results: The results obtained revealed a mediation effect of e-HRM on the relationship between employee separation and employee performance management. This was confirmed through the t-value of 2.4540088 which is statistically significant at 0.05 level.Conclusion: No organization would embrace employee separation but the fact that it is inevitable, making adequate preparation for it becomes even more a sine qua non