Human Resource Management Practices and Employee Commitment in Dynamic Business Environment in Burundi
DOI:
https://doi.org/10.65150/EP-jsshrs/V1E6/2025-10Keywords:
HRM Practices, Recruitment and selection, Training and development, Performance appraisal, Compensation and benefits, and Employee commitment.Abstract
This study examined the effect of Human Resource Management (HRM) practices on employee commitment. Using a quantitative approach, data were collected from 126 employees through a structured questionnaire and analyzed using descriptive statistics, correlation, and multiple regression analysis in SPSS (version 25.0). The findings revealed that HRM practices specifically training and development, performance appraisal, compensation and benefits, and recruitment and selection are positively associated with employee commitment. Regression results showed that training and development, performance appraisal, and compensation and benefits have significant positive effects on employee commitment, with performance appraisal emerging as the strongest predictor, while recruitment and selection was not statistically significant. The model explained approximately 69.6% of the variance in employee commitment. The study concludes that effective implementation of HRM practices plays a critical role in enhancing employee commitment and recommends that organizations prioritize employee development, fair performance appraisal systems, and competitive compensation strategies to strengthen commitment.
Cette étude a examiné l’effet des pratiques de gestion des ressources humaines (GRH) sur l’engagement des employés. Une approche quantitative a été utilisée pour recueillir des données auprès de 126 employés au moyen d’un questionnaire structuré. Ces données ont ensuite été analysées à l’aide de statistiques descriptives, de corrélations et d’une analyse de régression multiple à l’aide du logiciel SPSS (version 25.0). Les résultats ont révélé que les pratiques de GRH, et plus particulièrement la formation et le développement, l’évaluation des performances, la rémunération et les avantages sociaux, ainsi que le recrutement et la sélection, sont positivement associées à l’engagement des employés. Les résultats de la régression ont montré que la formation et le développement, l’évaluation des performances et la rémunération et les avantages sociaux ont des effets positifs significatifs sur l’engagement des employés, l’évaluation des performances se révélant être le facteur prédictif le plus important, tandis que le recrutement et la sélection n’étaient pas statistiquement significatifs. Le modèle explique environ 69,6 % de la variance de l’engagement des employés. L’étude conclut que la mise en œuvre efficace des pratiques de GRH joue un rôle crucial dans le renforcement de l’engagement des employés et recommande aux organisations de privilégier le développement des employés, des systèmes d’évaluation des performances équitables et des stratégies de rémunération compétitives afin de renforcer cet engagement.
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