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Higher Education (HE) institutions in developing countries have become an area of attention to scholars in the field of Human Resource Management (HRM), particularly, African countries. Polytechnics are one of the higher education institutions (HEIs) in Nigeria, yet, they are not incorporated by scholars in their studies on HEIs, particularly, in Nigeria. This paper presents a study on how polytechnics lecturers perceive how certain Human Resource (HR) practices as recognized by Boselie et al (2005) found to be well observed within a Nigerian Polytechnic impact on their performances and then linking them to lecturer competencies recognized by Robbins et al (2007) and Molefe (2010). Therefore, the research inquires among others essentially; connection between HR practices and perceived performances of lecturers in Nigerian polytechnics. The study employed qualitative research methods in its investigation, engaging semi structured interviews, and then, thematic analysis to analyze data collected. The study revealed that, all the HR practices investigated are well observed in the institution and have impact on the performances of lecturers. Finally, it was established while lecturers wholly embraced the HR practices, they are critical of the reward systems and employees' appraisal practices and therefore need to be enhanced to further improve performances. The main conclusions drawn from this study are; apart from enhancing the some HR practices identified, students should be involved to a certain extent, in appraising lecturers' proficiencies, and also, create an atmosphere for better studentlecturer relations for the attainment of overall organizational objectives.

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There has been a great deal of research into performance appraisal, especially concerning the factors that influence the effectiveness of performance appraisal (EPA). Studies suggest that elements such as organizational fairness, organizational politics, and leadership style may contribute to the EPA. Regardless of the evidence of research on these issues, there is paucity of research linking the impact of distributive fairness on the EPA. Moreover, prior studies, similar to this, have reported mixed findings. Accordingly, this study proposes the moderating role of employee participation in the relationship between distributive fairness and the EPA.

Effective performance appraisal (EPA) is indispensable to organizations in establishing their accomplishments as well as improving employees' performance. Previous literature has indicated the impacts of organizational fairness, organizational politics, transactional leadership and employee's participation on performance appraisal (PA). The objective of this study is to confirm the validity and reliability of the research instruments in examining the relationships between organizational fairness, Politics, transactional leadership, and employees' participation on EPA among academics in Nigeria.A survey method was employed, and a total of 40 questionnaires set was distributed to respondents via convenience sampling. Results confirmed the validity and reliability of the instruments adapted.