Employee Responsiveness to Human Resources Management Practices at the Workplace
This study examined the responsiveness of employee attitudes to human resources management at the workplace. It specifically sought to determine the extent to which workers trust and workers commitment are influenced by human resources management practices. The study adopted descriptive survey design. The population of the study comprised management and junior staff of three organisations in the hospitality industry in Enugu metropolis, numbering 250 (40 management staff and 210 junior staff). The entire population was used for the study. A structured questionnaire validated by three experts was used for data collection. Cronbach Alpha was used for calculating the reliability of the instrument and an index of 0.82 was obtained, which proved the instrument reliable. Mean statistics was used to analyse responses to the research questions with a cut off average of 3.0 for determining the acceptance or rejection of an item. Hypotheses were tested using t-test at +1.96 ranges. It was revealed among others that both workers trust and commitment are significantly influenced by human resources management practices. It was further revealed that workers trust is influenced by the belief that organization’s recruitment and selection processes, performance evaluation practices, employee welfare systems are fair and transparent; workers commitment is influenced by training and development programmes, recognition and rewards, and effective management communication channels. It was recommended, among others that organizations should clearly communicate their criteria for decision-making and providing employees with regular feedback as well as prioritize continuous training and development opportunities that align with employees' career goals – all of which can foster a sense of value and belonging among employees.