International Journal of Humanities and Social Sciences.

ISSN 2250-3226 Volume 8, Number 1 (2018), pp. 27-36

© Research India Publications
http://www.ripublication.com

Assessment of Human Resource Management Best

Practices among Private and Public Institutions

*Yamima Dauda1, Grumail Singh2

1
Ph.D. Scholar, M.S. Ramaiah University of Applied Sciences,
Bangalore-560 054, India.
2
Ph.D. Supervisor, Faculty of Engineering and Technology,
M.S. Ramaiah University of Applied Sciences, Bangalore-560 054
*Contact Author

Abstract
The culture of growth, improvement and profitability has become the mantra of
human resource management. Institutional outcome is the total work effort of
all the individuals within the institution. Workers are considered as the utmost
assets of any institution with the power of making and unmaking institutions.
Performance appraisal is an integral and invisible part of any organization.
Hence, the study aimed at making a comparative analysis of performance
practices in public and private institutions in Ghana. The research takes the form
of a case study where University of Cape Coast (UCC) in the Central Region,
Ghana Technology University College (GTUC) in the Greater Accra Region,
Takoradi Polytechnic (Tpoly) and Vodafone Ghana both in Takoradi in the
Western Region are selected as unit of analysis. Using a simple random
technique, 200 respondents were selected from the total population of 420, using
krejcie and morgan (1979) table. Data was analysed using both Qualitative and
Quantitative approach where necessary. Appraisal practices, feedback systems
and policies were the variables studied. The findings revealed that, the private
institutions are performing relatively better in many of the areas investigated
even though the differences in performance are not too significant. The
respondents further identified poor feedback as prevalent in both institutions.
Keywords: Human Resource Management, Performance Practices, Private
Institutions, Public Institutions
28 Yamima Dauda, Grumail Singh

1. INTRODUCTION
Human Resource Management (HRM) may be viewed as the design of formal systems
in an organization to ensure effective and efficient use of human talents to accomplish
organizational goals. Griffin (1997), defined HRM as the set of organizational activities
directed at attracting, developing and maintaining an effective workforce, while (Onah,
2008) stated that Human Resources (HRs) are the key to rapid socio-economic
development and efficient service delivery. HRM is a basic function of management
that determines the performance of staff in any organization. Without an adequate,
skilled and well-motivated workforce operating within a sound HRM programme,
development is not possible. One of the responsibilities of management is to ensure that
an organization functions effectively and efficiently. In order to achieve these goals,
managers must be able to determine and assess performance levels of both an
organization and its individual employees (Lewin, 2004). Dulewicz (1989), states that
there is a basic human tendency to make judgments about the people one is working
with as well as about oneself. He contends that appraisal it seems, is both inevitable and
universal. In the absence of a structured system, people will tend to judge the work
performance of others, including subordinates, informally and arbitrarily. Institutions
have therefore designed processes that measure their performance and the character of
the people who perform the work. These processes are commonly called Performance
Appraisal Systems (PASs).
Avery (2004) traces the history of PASs to the Industrial Revolution era when they were
used to measure the production of a workforce. There were clear definable objectives
and these were tied to rewards. North (2010) and Reeves (2016) add that Performance
Appraisals (PAs) began as an attempt to rationally correlate rewards to outcomes, that
is, it was used to decide whether or not the salary or wage of an individual employee
was justified. It was firmly linked to tangible results. If an employee’s performance was
found to be below expectation, a cut in pay would follow. On the other hand, if their
performance was above expectation, a pay rise was in order. North (2010) observes that
this system sometimes worked well, at other times it failed. As a result, the traditional
emphasis on reward outcomes was gradually rejected. In the 1950s, the potential
usefulness of appraisal as a tool for motivation and development was gradually adopted
in the US. This apparent increasing acceptability and popularity of modern formal PASs
appear to have motivated Fletcher (2001), who observed that Performance Appraisal
(PA) has increasingly become part of a more strategic approach to integrating HR
activities and business policies and may now be seen as a generic term covering a
variety of activities through which organizations seek to assess employees and develop
their competence, enhance performance and distribute rewards. Thus, both practice and
research have moved away from a narrow focus on psychometric and evaluation issues
to developmental performance appraisal (Mohammed et. al., 2014), citing Lefkowitz
(2000), Fletcher (2001), Waal (2003), and Levy and Williams (2004). Mohammed et.
al., (2014) referring also to Boswell and Boudreau (2002), describe developmental PA
as any effort concerned with enriching attitudes, experiences and skills that improve the
effectiveness of employees.
Assessment of Human Resource Management Best Practices among Private…. 29

2. PROBLEM DEFINITION AND SCOPE

If we review categories and criteria of effectiveness which are presented by experts in
the field of management, we understand that HRM can directly or indirectly have a very
important role in improving indicators such as relocation or turnover of employees,
employee absenteeism, and quality of products, motivation and staff morale among
others (Lawler & Mohrman, 2003). Today, responsibilities of HRM units do not only
include staff attendance or other simple issues, but have more important issues such as
motivation, satisfaction of spiritual needs, providing a space for growth and creativity
along with a safe and healthy environment with satisfying material needs of employees
even after the end of their service (Kavanagh, Gueutal & Tannenbaum, 1990). HRM
must perform their duties and provide suitable substrates for talented and capable forces
in the organization so they can fulfil their duties with distinction (Andersson, 2007).
This can only become a reality, when organizations can monitor the development of
desired employee attitudes and behaviours through the use of the appraisal mechanisms.
The assumption is that performance appraisal process is effectively practiced in the
private sector. This appraisal-based information could be used for determining the
selection and training needs of employees in order to develop the desired behaviours
and attitudes. However, the effectiveness of skilled employees will be limited unless
they are motivated to perform their jobs. (Oladipo J.A., 2011). In reality, very few
studies have used samples from sub-Saharan Africa and Ghana in particular, thus
challenging the extent to which these studies can be generalised to a non-western
context. HEIS can only talk of academic quality if only there are refresher courses for
the lecturers and researchers to develop their professional skills through the use of
feedback from PM systems. Right recruitment, right training and right induction
followed by faultless monitoring and welfare measures are but decisive factors in
business and industry. But this is not a practice at all in Education. So far there has not
been any such measure of precaution, close watch and performance analysis of HR on
the educational front. This may be the main reason for the lack of accountability in the
sphere of Education. HEIs must follow the method of industry and commerce because
education can be treated as an industry in the service sector. Ghanaian educational
institutions do little when it comes to application of HRM practices to its workforce.
The educational institutions do not manage their staff well enough to keep them for a
longer time and are constrain to maintain quality academic standards. Therefore, this
paper seeks to analyze HRM best practices in private and public institutions in Ghana.
The paper stresses on the need to properly develop human resource to deliver their role
as expected through performance management of staff.

3. METHODOLOGY
3.1 Research Design
The research methodology selected for the study is the mixed method. The study
employed a cross-sectional survey study, where data is gathered in one stretch across
the population using sampling. The use of the mixed- method technique involves the
combination of qualitative and quantitative research design methods. The study will
30 Yamima Dauda, Grumail Singh

employ the mixed method design where quantitative data is collected within a
qualitative design or vice-versa (Creswell and Plano Clark 2011). Four case study
institutions were selected; the study will conduct a qualitative case study to investigate
HR best practices in public and private institutions in Ghana. In order to cover both
senior and junior staff members of the HR department of the selected institutions, and
also due to time and cost constrains, the study will use survey (quantitative research)
within the case study design to administer questionnaires to the respondent. Qualitative
research will be employed in obtaining information on the subject from management
view point on appraisal policy, practices and use of feedback. The qualitative aspect of
the study would be incorporated at the design phase and data collected within the case
study research.

3.2 The Study Population

The study focused on the HR units of the study institutions. The total study population
is four hundred and twenty (420) employees, consisting of two hundred and sixty four
(264) junior staff and one hundred and ninety eight (198) senior staff, the reason for
selecting the HR unit is that, during performance management all staff inputs are
necessary.

3.3 The Sampling Size and Sampling Techniques

Due to time and resource constraint, there was the need to select a sample that will be
representative of the study population. Simple random sampling technique was
employed in the study, to enable the researcher sample views of the respondents. The
sample size for the study was two hundred (200) respondents made up of both senior
and junior staff, the method of sample selection was done using Krejcie and Morgan
(1970) table. The reason for choosing this technique for information gathering was to
allow every staff to have equal probability/opportunity of being selected as a
respondent. This minimises bias and simplifies analysis of result, but the sample can be
vulnerable to sampling error because the randomness of the selection may result in a
sample that doesn’t reflect the makeup population. A Sum of hundred (100) questions
were administered to the private sector and another hundred questions to the public
sector.

3.4 Data collection

The questionnaires were administered to the HR units of the case study institutions, to
indicate their views, approval and disapproval on effective appraisal practices, policy
and feedback system. Two hundred (200) questionnaires were given out through hand
delivery. Closed ended questions were employed. The questionnaires were
administered to two public Institutions University of Cape Coast and Takoradi
Technical University) and two private institutions (Ghana Technology University
Campus and Vodafone Ghana) The study also used an interview schedule to solicit
Assessment of Human Resource Management Best Practices among Private…. 31

information from the HR management with expert knowledge on appraisals, to

establish their take on actual appraisal practices and the practicability on the ground

3.5 Data management

The steps in managing data includes all the processes required to solicit responses to
research queries from facts and also look at the quality of the research result. Through
the process of gathering data, caution was given to the proper cleaning, editing,
classification, coded and storing of data. Coding data includes transforming reaction
such as strongly agree/ agree/ disagree to statistical form for quantitative analysis and
for qualitative data code category. To ensure consistency and appropriateness of data,
cleaning and editing were employed, where decision of endorsing data entry into
computer or transcribing data onto sheets were taken.

3.6 Analysis of data

The study employed both quantitative and qualitative techniques in analysing the data.
Qualitative technique was employed to solicit secondary and first-hand information
from interviews with management. The primary data was extracted from questionnaires
administered to staff of the case study institutions and was analysed using spss software.
Through the spss software the data gathered from the field were coded and generated
into readable, descriptive and tabular form for easy absorption and digestion. Microsoft
word was used with the spss software to interpret the tables generated. In addition one-
way ANOVA test was conducted. Data analysis aimed at enquiring answers to the
research question that premise the study.

4. RESULTS AND DISCUSSION

This chapter presents the primary findings of the empirical investigation carried out
within the four case study institutions (two private and two public) in Ghana. This
chapter aims to present and analyze the data obtained from both self-administered
questionnaires and face-to-face semi-structured interviews.

4.2 Reliability
Cronbach’s alpha measurement of internal consistency was utilized to evaluate the
overall reliability of the measurement scale, where alpha gives an estimate of the
proportion of the total variance that is not due to error, which represents the reliability
of the scale. The recommended minimum acceptable level of reliability “alpha” is
greater than .50 using Nunnally’s (1978) criterion. Table 1 provides a summary of the
reliability analysis.
32 Yamima Dauda, Grumail Singh

Table 1. Result of Reliability Test for Private and Public Institutions

Cronbach’s Alpha No of items
Private institution .837 23
Public institution .689 23
The result obtained gives an indication the instrument is reliable.

Descriptive Analysis of both Private and Public Institution

An analysis was performed on performance appraisal practices between public and
private institutions. The mean average (based on a likert scale of 1-4 were 1= strongly
agreed, 2= agreed, 3= disagreed and 4= strongly disagreed) of all the indicators of
performance appraisal of both private and public were analyzed as indicated in table 2.

Table 2. Descriptive Analysis of both Private and Public Institution

N Minimum Maximum Mean Std.
Deviation
PRIVATE 100 2 3 2.28 .379
INSTITUTIONS
PUBLIC 100 2 3 2.22 .259
INSTITUTIONS
Valid N (listwise) 100
Source: Field data (2016)

The table 2 shows a descriptive analysis of performance appraisal practice in both

public and private institutions. From the table a mean of 2.28 with a standard deviation
of 0.379 was obtained for private institutions. The implication of this value is that the
majority of the respondents agreed or affirmed the assertion that private institutions in
Ghana are effectively undertaking performance appraisal. A similar view was also
shared by the respondent in relation to public institutions in Ghana with a mean valve
of 2.22 and a standard deviation of 0.259. A comparison of the mean valves which is
an indication of the respective performance of private institutions and public institutions
in Ghana reveals there is a difference between the level of performance of these sets of
institutions. Specifically, the performance of private institutions is seen to be higher
than that of public institutions.
In order to establish whether the difference between the performance of private and
public institutions in Ghana are significant, a one-Way ANOVA test was undertaken.
The result of the test is indicated in table 3.
Assessment of Human Resource Management Best Practices among Private…. 33

4.5 One-way ANOVA Analysis between Public and Private Institutions on

Performance Appraisal

Table 3. One-Way ANOVA Analysis between Public and Private Institutions on

Performance Appraisal

Sum of Squares df Mean Square F Sig.

Between Groups 4.275 19 .225 1.806 .036
Within Groups 9.965 80 .125
Total 14.240 99
Source: Field data (2016)

With a significant value is (0.036) which is less than the alpha value of (0.05). The
ANOVA analysis has identified that the p value scores for each of the 23 questions
were lower than the acceptable threshold of 0.05. This indicated that the mean was
significantly different in at least one of the samples analyzed. These low p-values
implied that the variance that occurred between the two institutions in each case was
greater than one would expect to occur strictly by chance alone. While the one-way
ANOVA provided a reliable test to identify differences that may occur between the
means in a number of samples, it offers no indication as to which mean, or means,
caused these differences.
To investigate the reason(s) for these differences a comparative analysis was done
based on performance appraisal policy, feedback, and effective practice. This test
examined all pairs of the performance appraisal indicators for the differences between
means and all possible combinations of means.

Comparison between Private and Public on Employee Feedback

The study attempts to compare the best practices on the feedback towards performance
appraisal among private institutions. The average mean of the related questions on
feedback were analyzed as indicated in table 4.

Table 4. One-Way Anova Analysis between Private and Public on Employee

Feedback
Sum of Squares df Mean Square F Sig.
Between Groups 2.930 6 .488 2.186 .050
Within Groups 20.771 93 .223
Total 23.701 99
Source: Field data (2016)
34 Yamima Dauda, Grumail Singh

Table 5. One-Way Anova Analysis Between Private and Public Intuitions on

Performance Appraisal Policy
Sum of Squares df Mean Square F Sig.
Between Groups 1.930 5 .386 .773 .572
Within Groups 46.943 94 .499
Total 48.872 99
Source: Field data (2016)

Table 6. One-Way Anova Analysis between Private and Public Institutions on

Performance Appraisal Effective Practices
Sum of
Squares df Mean Square F Sig.
Between Groups 2.140 8 .268 .739 .657

Within Groups 32.938 91 .362

Total 35.079 99
Source: Field data (2016)

From the one-way Anova results indicated in the table above, it is evident that there is
no significant difference between the performance of private and public institutions in
terms of their ability to develop and implement appraisal policy (p=0.572) and also
effective appraisal practice (p= 0.657) but in terms of feedback there was a significant
difference (p=0.050) between the performance of private institutions and public
institutions with the public institutions performing higher than the private institutions.

5. CONCLUSION
In today’s organization, the function of human resource management is recognized
through the strategic roles played by effective and efficient human resource
management. The paper provides an integration of human resource management best
practices in public and private institution in Ghana. The study identifies the practices
and gaps of the human resource management departments providing explanation to for
the gaps. The study reveals that human resource department in both the private and
public institutions in Ghana perform performance appraisal in some sort, though the
level of practice varies. A comparison of performance in Ghana reveals there is a
difference between the levels of performance of these institutions. Specifically, the
performance of private institutions is seen to be higher than that of public institutions.
To establish if the difference is significant between the performance of private and
public institutions a one-Way ANOVA test was undertaken, based on performance
appraisal policy, feedback, and effective practice. The result indicates that, there is no
significant difference between the performance of private and public institutions in
Assessment of Human Resource Management Best Practices among Private…. 35

terms of their ability to develop and implement appraisal policy and also effective
appraisal practice, but in terms of feedback there was a significant difference between
the performance of private institutions and public institutions with the public
institutions performing better than the private institutions. The motivating need for
private institution is to increase productivity through its workforce hence performance
appraisal is to measure gains in time or money as profit. In public institutions, it is
largely service provided to public customers. It will be interesting if this hypothesis
existed in private and public higher educational institutions.

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