STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL PERFORMANCE OF SELECTED STARTUPS IN DELTA STATE, NIGERIA

Over the years, startups have been recognized for their roles in encouraging creativity and enhancing economic growth and development. Unfortunately, many of them are challenged with low performances due to poor performance management system, low skills, and inadequate succession planning; hence, this study examined the effect of Strategic Human Resource Management Practices (SHRMP) and the organizational performance of a sample of start-ups in Delta State of Nigeria. A survey research design was adopted, and data was collected from 296 respondents made up of rank-and-file and management staff of the selected start-ups in Delta State using a structured questionnaire. The data obtained were analyzed using descriptive and inferential statistical methods with the aid of the Statistical Package for Social Sciences, (SPSS) version 25. The result found that there is a significant positive effect between the determinants of human resource management practices {Performance Management (=0.420), Human Capital Development (=0.350), and Succession Planning (=0.290)} and organizational performance of the start-ups. Thus, it was concluded that startup firms that adopted strategic human resource management practices will experience positive organizational  performance. It was recommended among others that startups should prioritize the development and implementation of robust performance management systems. This study has demonstrated that the application of strategic human resource management indicators will enhance organizational performance.