This study aims to collect data in order to examine the relationship between human resource management practices (career opportunities, compensation, human resource planning, performance appraisal, promotion, recruitment & selection, training, and development) and organizational performance. The data of this study was gathered from a survey of 397 banking employees in Jordan using a cross-sectional methodology. Based on a methodical random sample procedure, the questionnaires were sent to personnel in the Jordanian banking industry. Using the statistical software of SmartPLS, this data employed bootstrapping methods to investigate the relationship between human resource management practices and organizational performance. In particular, this data provides details on demographic information of the respondents, descriptive analysis of constructs, internal consistency reliability and convergent validity, discriminant validity, and hypothesizes test. This information is crucial for understanding how human resource management processes are carried out by employees, including career possibilities, pay, performance reviews, promotions, recruiting & selection, training, and development. The information in this data is crucial for helping policymakers identify the variables that affect organizational effectiveness. Moreover, the data can be used by policymakers in the banking industry to increase support for human resource management practices and enhance organizational performance.