Dissertation (MA Business Administration)Human Resource Management Practices is the pivotal tool in managing organizational employee performance. A case study was carried out in Magu District Council to assess the Impact of Human Resource Management Practices on Organizational employees' performance in Public Service Sectors. The study methodology based on the qualitative paradigm based on specific objectives: To identify and examine the awareness of HRM practices and the level of professional qualifications of Human Resource Managers; To identify and determine the roles and responsibilities of HR Managers on raising the organizational employees' performance; To examine the importance of relationship between HRM practices and individual employee performance; and To analyze challenges and measures associated with HRM practices to ensure organizational employee performance. A total of 60 respondents, including employees and government officials were involved in the current study. Data on The Impact of HRM practices on organizational employees' performance were collected using questionnaires, interviews, documentary review and non participatory observation methods. The data were analyzed largely qualitatively while quantitative analysis was applied to some data. The findings revealed that there is the absence of awareness of HRM practices to ordinary employees and improper implementation of HRM practices. The study also reveals the unfulfilled roles and responsibilities of Human Resources Managers on organizational employee‟s performance. These include the lack of support from supervisors and management surrounding Human Resources issues. Furthermore, the study found that there is the importance of relationship between Human Resources Management Practices and individual employees' performance. These include employees' motivation towards achievement of organizational objectives. However the challenges and measures associated with HRM practices and organizational employees' performance were determined. These include the challenges of management of change and workplace diversity. Also, the study observed the measures to overcome those challenges. These include availability of proper support from the administration. The study concluded that lack of employees' motivation and sharing of financial and performance information were some of the prevailing problems. The study recommended that the actual implementation of HRM practices should be supported by all public service stakeholders.