The Effect of Human Resource Management Practices on Police Officers’ Performance: the Case of Shegar City Sebeta Sub City Police

Human resource management (HRM) practices involve managing human resource activities to maximize employee performance. The purpose of this study was to assess the effect of HRM practices on employee performance, specifically within the study area. The study aimed to evaluate how HRM practices influence employees' performance and identify key factors contributing to this relationship. Both qualitative and quantitative research methods were employed in this study. Quantitative data were collected through questionnaire, while qualitative data were gathered through key informant interviews and focus group discussions. From a total population of 557, a sample size of 236 was selected using simple random sampling techniques to complete the questionnaires. Additionally, 6 in-depth interviews were conducted with department and sub-city-level leaders, and one focus group discussion (FGD) involving 7 police officers was carried out. Data were analyzed using descriptive statistics (frequencies, percentages, mean, and standard deviation) and inferential analysis. The results indicated that selected HRM practices are positively associated with employee performance in the organization. Specifically, human resource planning, training and development, and performance appraisal were found to be significantly correlated with employees' performance. Multiple regression analysis further revealed that training and development, as well as performance appraisal, have a significant effect on employee performance. Based on the findings, several recommendations were made. First, employee training and development should be considered essential investments. These initiatives should be conducted regularly to enhance the knowledge and skills of the workforce, thereby improving employees' performance capacity. Second, performance appraisals should be conducted using professional practices that enable accurate evaluations based on actual performance data. Finally, promotion policies should align with the organization's goals and objectives, ensuring that employees are aware of and understand these policies Keywords: employee’s performance, training, performance appraisal, promotion