Human Resources Management Practices and Employee Engagement of Insurance Firms in South-South Nigeria

Abstract

This study examines the relationship between Human Resource Management (HRM) practices and employee engagement in insurance firms in South-South Nigeria. In today’s competitive business environment, organizations increasingly rely on effective HRM practices such as recruitment and selection, training and development, performance appraisal, and compensation to enhance employee commitment and organizational performance. Drawing on Social Exchange Theory, the study posits that employees reciprocate favorable organizational practices with higher levels of engagement. A quantitative survey design was adopted, with data collected from employees of selected insurance firms using structured questionnaires. The study employs descriptive and inferential statistics, particularly using multiple regression analysis, to examine the relationship between HRM practices and employee engagement. Findings from extant literature indicate that HRM practices significantly influence employee engagement by fostering motivation, job satisfaction, and organizational commitment (Albrecht, 2021; Saks, 2019). Empirical evidence from Nigeria further supports that effective HRM practices enhance engagement and organizational sustainability (Edwin & Obeta, 2024; Oderinde et al., 2024). The study concludes that integrated and well-implemented HRM practices are critical in promoting employee engagement in the insurance sector. It recommends that organizations adopt strategic HR approaches tailored to employee needs and organizational objectives.