The objective of the study is to investigate the influence of Human Resource Management Practices on Organizational Commitment. To fulfill the study’s aims, a descriptive-analytical methodology was employed. The measurement of human resource management practices encompassed five dimensions: recruitment and selection, performance evaluation, training, incentives and rewards, and empowerment. Organizational commitment was evaluated through three dimensions: affective commitment, normative commitment, and continuance commitment. A questionnaire facilitated data collection, targeting a study population and sample of 120 employees. Data analysis was conducted using the Statistical Package for the Social Sciences (SPSS). Findings revealed a statistically significant effect, at a significance level of (α ≤ 0.05), of human resource management practices—considering all dimensions (recruitment and selection, performance evaluation, training, incentives and rewards, and empowerment)—on the dimensions of organizational commitment (affective commitment, normative commitment, and continuance commitment). This indicates that the implementation of effective human resource management practices is vital for strengthening employees’ commitment to the organization. Such practices achieve this by attracting, developing, and motivating talent, in addition to creating a work environment that encourages dedication and emotional connection to the organization. In light of the study’s findings, several key recommendations were put forth, emphasizing the importance of pursuing further research on the effects of human resource management practices on additional dependent variables, such as institutional performance, in order to generate insights and recommendations that may be advantageous to other economic sectors.