Human Resource Management Practices and Employee Performance in the University of Nigeria, Nsukka

Effective human resource management is fundamental to organisational productivity, particularly in public tertiary institutions where the quality of personnel directly influences academic and administrative outcomes. This study evaluates the influence of human resource management practices on employee performance at the University of Nigeria, Nsukka. The study is anchored on the Human Capital Theory, which asserts that investment in employee training, welfare, and development yields measurable improvements in output and institutional efficiency. A descriptive survey research design was adopted. The target population comprised academic and non-academic staff of the university, from which a sample of 300 respondents was drawn using stratified random sampling. A validated questionnaire was used to gather primary data, and responses were analysed through multiple regression and frequency distribution. Findings reveal that recruitment transparency, staff training programmes, and performance appraisal mechanisms significantly predict employee output. However, irregular promotion exercises, poor welfare packages, and limited capacity development opportunities were identified as critical constraints on sustained performance. The study concludes that the university's human resource architecture requires structural reforms to align with contemporary public sector management standards. It is recommended that the university management establish a performance management system that links appraisal outcomes to career progression, invests in regular staff development, and ensures timely implementation of promotion decisions in accordance with established guidelines.

Keywords: Human Resource Management, Employee Performance, Public University, Capacity Development, Appraisal