HUMAN RESOURCE PRACTICES AND EMPLOYEE PERFORMANCE AT THE AFRICAN COURT ON HUMAN AND PEOPLES’ RIGHTS IN ARUSHA, TANZANIA
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This study analyzed the Human Resource practices influencing employee performance in the African Court on Human and Peoples’ Rights in Arusha, Tanzania. The objectives of the study were; to find out how human resource planning, performance appraisal and staff training and development contribute to employee performance in the African Court on Human and Peoples’ Rights in Arusha, Tanzania. The study used a cross-sectional survey research design adopting both quantitative and qualitative approaches. The researcher used a sample of 54 respondents. Simple random sampling and Purposive sampling were used. Methods of data collection were questionnaires and interviews guides. Pearson’s correlation co-efficient was used to determine whether there is linear relationship between the independent (IV) and dependent variables (DV). Qualitative data was analyzed through content analysis. Findings of the study revealed that human resource planning, performance appraisal, staff training and development affect employee performance. The researcher concluded that human resource planning, performance appraisal; staff training and development had positive relationships with employee performance. The study recommends that: Managers should put in place all the initiatives that aim at promoting better human resource planning practices such as increase on the motivation which is fundamental in improving the performance of the Court employees, in addition Managers and Administrators should strengthen and raise the current performance measurement methods, for example increase on their salary, fringe benefits, non-financial rewards like giving them awards on accomplishing set targets, recognition letters, praises among others. In addition training needs should be identified at the confluence of the direction in which the African Court of Human Rights intends to move, the changes in technology that are occurring, and the career paths employees could be pursuing.