The Effect of Human Resource Management Techniques on the Performance of Nigerian Organizations

Abstract

With an emphasis on the moderating influence of strategy alignment and the mediating role of employee engagement, this study examines the relationship between organizational performance and Human Resource Management (HRM) practices in Nigerian firms. Data was gathered from 200 workers and 50 HR managers across ten Nigerian companies using a survey methodology. The results demonstrate that employee engagement mediates the favourable association between HRM practices and organizational performance. Additionally, it was discovered that strategic alignment moderated the association between Organizational performance and HRM practices. According to the study's findings, strategic alignment, employee engagement, and HRM practices are essential for attaining organizational performance in Nigerian businesses. The study adds to the body of knowledge on HRM and organizational performance and has implications for HRM practices and organizational performance in Nigeria. The positive association between HRM practices and organizational performance was found to be mediated by employee engagement, suggesting that motivated, productive, and goal-aligned individuals are more likely to be engaged. Additionally, it was demonstrated that strategic alignment moderated the association between HRM practices and organizational performance, emphasizing how crucial it is to match HR strategies with overarching business strategy in order to optimize performance outcomes. The study's conclusions highlight the necessity of an integrated strategy where HRM practices are strategically aligned with company goals and where employee involvement is encouraged to drive performance, providing managers and HR practitioners in Nigerian firms with insightful information. By presenting empirical data from a Nigerian context and practical suggestions for boosting the efficacy of HRM practices in enhancing organizational performance, the study adds to the body of literature already available on HRM and organizational performance.