Relationship between Human Resource Management Practices and General Organizational Performance in Secondary Schools in Namutumba District

Abstract

The purpose of this study is to investigate the link between HRM practices and overall organizational performance in secondary schools. A cross-sectional study was conducted on 80 respondents, including teachers, top administration, support personnel, and district education authorities, using a combination of qualitative and quantitative data collection and analytic methods. Approaches such as systematic random sampling and purposeful sampling were used, with questionnaires being the most commonly used tool. Data for demographic variables was graphed and evaluated using percentage ratings, whereas findings for HRM practices and organizational performance were graded using average mean and standard deviation. A Pearson correlation was used to examine the association between HRM practices and organizational performance at p-values of 0.01 or 0.05. According to the research, HRM strategies in secondary schools’ span from employee safety and security to career development. Fairness and reasonableness in processing grievances and complaints are not well rooted in secondary schools, though there is no considerable guarantee of medical services to employees in secondary schools, which appears to be a threat to employees’ lives. Furthermore, it was discovered that secondary schools in the Namutumba District do not prioritize staff induction, orientation, or formalization. It was also discovered that there was a link between HRM practices and organizational performance. This is due to a statistically significant negative relationship between employee security and general organizational performance in secondary schools in Namutumba District; a strong negative statistical relationship between recruitment and selection and general organizational performance for employees in secondary schools in Namutumba District; and a strong positive and significant relationship between training and development and general organizational performance in secondary schools in Namutumba District. There is a need to strengthen items that are low priority, such as establishing a formal, fair, and reasonable process for handling grievances and complaints in this school; ensuring that appointment letters and assignments are issued to staff, as many of them claim not to have received them yet; and ensuring that employees receive medical support in the event of occupational hazards.