Published Article

ABSTRACT
The aim of this paper was to explore human resources management (HRM) practices
and workers’ commitment to work. The HRM practices-ways of handling workers’
welfare issues, recruitment and selection, training and development, human resource
(HR) planning and workers’ skills may determine how the worker copes with temporary
work structures that make workers uncertain about their future and lead to reduced
productivity and thus poor project delivery. The paper discovered that human resource
management is the most daunting of all management’s responsibilities and perhaps
the most popular subject of research and experiment. Human resources have an
unlimited capacity for creativity, resourcefulness, and productivity. In this light, the
paper concluded that the human resource management function is seen as proactive as
opposed to the reactive nature of the personnel management function. This confirms
that managers, including human resource managers, are influenced to take action by
their beliefs or assumptions. One of the recommendations made was that the human
resource manager should aspire to get the best workforce through proper recruitment
and training. This will result in the outstanding employees being employed, as it will also
lead to job fit.
KEYWORDS: Human Resources Management, Commitment to Work and workers’
commitment.