The Impact Of Human Resource Management Strategies On Employee Performance: An Analytical Study At Al-Nusour University

This study aimed to evaluate the association and impact of human resource management (HRM) strategies (attraction and recruitment, training and development, and performance evaluation) on employee performance at Eagles University. This study applied a set of statistical methods to a sample of 60 employees. Descriptive analyses (weighted means, standard deviations, and coefficient of variation) were first conducted to examine participants' satisfaction with each of the three strategies and employee performance. The internal consistency of the questionnaire was then measured using Cronbach's alpha coefficient (α = 0.926), indicating high reliability. Pearson's correlation coefficient was then used to demonstrate a strong, positive, and statistically significant relationship between all HRM strategies and employee performance (r = 0.785, p < 0.01). Finally, a multiple linear regression analysis was conducted, which showed that attraction, recruitment, and training and development strategies together explained 51.7% of the variance in employee performance (R² = 0.517, p < 0.05), while the performance appraisal strategy was not significant. The results indicate the effectiveness of attraction and training strategies in enhancing employee performance, with the need to enhance the consistency and generalization of the application of training and performance appraisal strategies across all departments.