Impact of Human Resources Management Practice on Employee Performance: A Case Study of University of Ibadan, Nigeria

The main objective of this research is to study the relationship between human resources management practices and employee performance in University of Ibadan. The study adopted the use of quantitative research approach, case study research design and positivism research philosophy. Data was collected from 238 employees in the University of Ibadan. The data collection process was carried out with the use of Google Forms online software and the simple random sampling technique was also adopted. Employee performance was the dependent variable while the independent variables are five selected HRM practices and they include training and development processes, compensation and benefits, career development, performance management and wages and salaries. The adopted the use of multiple regression analysis to test the five formulated hypotheses. Prior to the hypothesis testing, Cronbach’s Alpha Reliability test was adopted to test the reliability of the scales adopted. The study made use of six scales. The result of the reliability test showed that the scales have high reliability. The result of the hypotheses test showed that training and development processes, compensation and benefits, career development, performance management and wages and salaries all have significant role in improving employee performance. Employee Performance, Compensation and benefits, Career Development and Wages and Salaries was found to have the highest impact followed by training and development and performance management. The study implied that HRM practice must be taken into consideration at all times and the effectiveness of HRM is been able to focus on all the major aspects of HRM practices. The management of Human resources must be effectively taken into consideration at all times.