Impact of Human Resource Management Practices on Employee Performance: Evidence from Jordanian Private Organizations

Abstract

The purpose of this paper is to examine the impact of human resource management practices (HRMPs) on

employee performance (EP). To achieve the aims of the study, a quantitative design based on using a questionnaire was

distributed to a sample of 250 employees; only 205 employees responded to the questionnaire, 189 out of them were valid

questionnaires. To check the association between HRMPs and employees performance, Pearson correlation statistical

technique and multiple regression analysis were applied on the data collected. The study has found that HRMPs such as:

recruiting and selection, training and development, performance appraisal, compensation and benefits, and employee career

development have a positive impact on EP ranging from low to high impact. More specifically, out of these five HRMPs,

only training and development and compensations and benefits have high significant positive impact on EP. The results of

the study also reveal that 53 per cent of the changes on EP could be attributed to the combined effect of the predictor

variables (HRMPs) listed earlier. Hence, it is proved that the predictor/ independent variables contribute positively towards

change in the dependent variable (EP). The study concludes within a set of recommendations for improved HRMPs and

EP. Chief among these recommendations is that line managers besides HR managers need to better observe the integration

and congruence among their HRMPs and its impact on their employees level of performance. Also, there should be

evidence of existence of an integrated system for assessing the success of these HRMPs in enhancing employee

performance which will lead to improve in organizational performance.