THE IMPACT OF HUMAN RESOURCE PRACTICES ON EMPLOYEE PERFORMANCE AT ROYAL VAN ZANTEN, MUKONO
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Date
2026-04-09
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Uganda Christian University
Abstract
This research dissertation describes an elaborate study intended on investigating the
significant impact of Human Resource (HR) practices on employee performance in the
dynamic environment of the modern organizational structures. The correspondence of the HR
functions and the indicators of the staff performance can be considered as one of the pillars to
the organizational excellence and the maintenance of a competitive advantage.
Although the current academic research has confirmed the general relationship between HR
practices and increased employee performance, there is an urgent necessity to further
examine the particular Hr practices, such as recruitment and selection, employee
development, performance appraisal, and reward systems, and their direct effects on the main
performance indicators, such as productivity, quality of work, and employee engagement.
The main aim of the research is the rigorous analysis of a complex issue on the relationship
between HR practices and employee performance. To fulfill this objective, the mixed method
research design will be used where quantitative surveys to a well-selected sample of
employees will be used and qualitative interviews with Human Resource managers carried
out. Such a two-facet strategy does not only help in the thorough analysis of statistics but also
helps in the in-depth insights of the contextual factors and employee perceptions that
permeate such critical relationships.
The expected outcomes of this study will provide meaningful information which will be of
tremendous importance to the academic and the practical world of human resource
management. This research will provide viable recommendations to companies with the
desire to maximize their human resource practices, by determining the exact HR practices
that can best improve employee performance. In addition, the findings will be beneficial to
the overall academic literature by offering empirical data that will change the theoretical
frameworks of HR management and organizational behaviour in their current form.
Description
Undergraduate