Human Resource Practices and Organisational Commitment at The Municipal/District Assemblies in the Upper East Region

Abstract

The purpose of the study is to examine how employees' organisational commitment is affected by HRM practises in District and Assemblies in the Upper East Region. The study specifically sought to assess the human resource practices in the Upper East region, indicators of employee commitment and the effect of compensation, performance appraisal, work-life balance and training and development on organisational commitment. A sample of 179 employees in the districts of Bongo, Kassena-Nankana Municipal, and Builsa South District completed a survey that provided the study's data from a population of 330. In order to investigate the effects of human resource management practices, the study used a quantitative research approach and an explanatory research design. The results showed that there was a favourable relationship between compensation, work-life balance, and performance reviews and the three aspects of organisational commitment. However, the study did not find any significant evidence of a meaningful relationship between training and development and organisational commitment. that of the four important HR practices—compensation, work-life balance, performance appraisal, and training and development—training and development had no appreciable impact on employee commitment. The study concluded that of the four important HR practices—compensation, work-life balance, performance appraisal, and training and development—training and development had no appreciable impact on employee commitment. In light of these findings, the research offers enlightening recommendations to public sector organizations on enhancing workforce organizational commitment.