Appraisal of mediating effect of human resource managementpractices on employees’ performance in Lagos State Water Corporation (LSW)
Abstract
The study examined the appraisal of the mediating effect of Human Resource Management Practices (HRMP) on Employee Performance (EP) in Lagos Water Corporation (LWC), Nigeria. Specifically the study accessed the employee performance in LWC and the joint effect of the selected human resource management practices on employee performance in the organisation.
Data for the study was collected with the aid of structured questionnaires from 342 randomly selected respondents comprising employees and customers of Lagos Water Corporation (LWC). Multiple regression technique was used to analyse the effects of the selected HRM practices on employee performance in LWC.
The findings showed that the joint effect of some selected Human Resource Management Practices (HRMP) have significant positive effect on Employee Performance (EP) in Lagos Water Corporation (R2 = 0.767; F = 1.650, p<0.05). The R2 (0.767) which is a measure goodness of fit of the model suggest that 67.7% of the variation in employee performance is explained by combination of recruitment and selection, training and development, compensation and performance appraisal practices. The F-statistics, which is a measure of joint determination, has an estimated value of 1.650 and significant at 5%. Therefore the findings of this study showed that human resource management practices are jointly important in explaining the changes in the employee performance in Lagos Water Corporation.
Based on the findings of this study, it can be concluded that positive human resources practices have significant effect on employee performance in Lagos Water Corporation, Nigeria. This implies that all the components of human resource management practices areimportant in explaining the changes in the performance of employee in Lagos Water Corporation, Nigeria. Based on the finding, LWC should ensure that all human resource personnel in the industry are trained on human resource management skill and the HR department plays a strategic role as opposed to mainly transactional or operational role. Also, selected HRM practices should be bundled together, because they have a synergistic link and that the impact on employee’s performance is enhanced when the other are present than when used individually.
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