EFFECTS OF HUMAN RESOURCE POLICIES ON HUMANITARIAN ORGANIZATION EMPLOYEE PERFORMANCE

Abstract

Human resources are the people, the forces that make an organization achieve its goal. The human resource of any given organization is a determinant of its success or failure. The success of an organization comes in with the performance of its workforce and with sustained financial status. Most Humanitarian organizations have the policy to guide them achieve their goal but there has been a challenge in terms of following through and implementing HR Policies. The study, sought to understand the effects of human resource policies on humanitarian organizations’ employee performance: a Case study of Hope Ethiopia, Addis Ababa was carried out. The study’s objectives were; to establish the effect of recruitment policy on employee performance, to determine the effect of training and development policy on employee performance, to understand the effect of anti-discrimination policy on employee performance. The scope of the study was the head-quarter of Hope Ethiopia, which is located in the capital city Addis Ababa. The study theories are as follows Human Capital Theory, goal setting theories, and Agency theory, the study adopted a discriptive research design using a target population of 50 employees. Data was collected by use of a questionnaire and analyzed by use of SPSS software. The correlation analysis was used to determine the relationship between the variables. ANOVA was also used to test the results. The recruitment policy was found to have no significant effect on employee performance, the training and development policy was also found to have no effect on employee performance. The antidiscrimination policy was also not contributing to employee performance the correlation matrix shows that anti-discrimination policy has -0.330 (weak negative relation). Reward policy was found to have a high positive significant on employee performance 0.768 at 0.01 significant level. The human resource policies, Recruitment, training and development, reward and anti-discrimination policy jointly accounted for 72% the other 28% can be explained by other factor. The researcher gave recommendation on how to improve the policy to achieve the optimum performance at Hope International organization in Ethiopia.