HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE IN UNIVERSITY OF AGRICULTURE AND ENVIRONMENTAL SCIENCE, (UAES) UMUAGWO.

This study explores the impact of human resource management (HRM) practices on employee performance in the University of Agriculture and Environmental Sciences (UAES), Umuagwo, focusing on key practices such as employee orientation & discipline and employee commitment & productivity. Specifically, it aims to assess the effectiveness of employee orientation programs on fostering employee commitment, examine how employee discipline practices influence productivity, and analyze the relationships between these HRM practices and overall employee performance. The researcher used the survey method and primary source to gather data from staff at UAES. The data collected from 256 respondents through a structured questionnaire revealed significant relationships between these HRM practices and employee outcomes, including commitment and productivity. The researcher used descriptive statistics to analysis data. Chi-square statistic was used for testing hypotheses, which support these relationships, confirming that HRM practices such as orientation and discipline are strategic tools for enhancing employee performance. The analysis shows that effective orientation programs significantly enhance employee commitment, as employees who are properly onboarded tend to develop a stronger emotional connection and loyalty to the organization. Similarly, disciplined practices, fair enforcement of rules and ethical standards positively influence employee productivity, fostering an environment of accountability and high performance. The findings revealed that comprehensive orientation programs significantly enhance employee commitment, which in turn positively affects productivity. Furthermore, disciplined work practices are closely linked to increased employee efficiency and output. The study also uncovers a strong correlation between employee discipline and commitment, suggesting that disciplined environments promote loyalty and motivation among staff. The study underscores the importance for UAES to prioritize comprehensive onboarding programs and fair disciplinary procedures, as these significantly contribute to creating a motivated, loyal, and efficient workforce. Practical recommendations include enhancing orientation processes, establishing clear disciplinary policies, providing ongoing training for management, monitoring and evaluating HRM impacts. Finally, by addressing these objectives, the study provides valuable insights into how HRM practices can be optimized within university settings to improve employee performance. The results underscore the importance of strategic HRM interventions in academic institutions and offer practical recommendations for enhancing employee engagement, discipline, and overall productivity at UAES.