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Abstract
The study was determined to examine relationship between human resources development and corporate growth in some selected manufacturing firms in Port Harcourt. In this study, the survey research design was adopted. The population of the study is made up of 100 employees from selected Oil exploratory firms in Port Harcourt, Rivers State as follows: NNPC = 30, Shell Petroleum. = 25, Agip = 25. The Taro Yemens formula was used to determine the sample size of 80. The descriptive statistics was used to describe the demographic information of respondents. Findings amongst others revealed that staff training associate corporate growth in some selected firms in Port Harcourt in some selected firms in Port Harcourt, Rivers State and staff development associate with corporate growth in some selected firms in Port Harcourt. Based on the findings of the study, we recommended that since the organizational innovation level is low, firms should see to brainstorming new ways towards creating products in order to reduce cost, increase product quality and boost profit and due to the prominent role of staff development, manufacturing firms should ensure that there is a formal and specific channel, medium and method for developing worker in the organization to enhance efficiency of labour.
Table of Contents
Title Page i
Cover Page ii
Certification iii
Dedication iv
Acknowledgements v
Abstract vii
Table of Contents vii
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of problems 3
1.3 Purpose of the Study 4
1.4 Research Questions 5
1.5 Significance of the Study 5
1.6 Scope of the Study 6
1.8 Definition of terms 7
CHAPTER 2 8
REVIEW OF RELATED LITERATURE 8
2.1 Conceptual Framework 8
2.1.1 Concept of Human Resources Development 8
2.1.2 Dimensions of Human Resources Development 11
2.1.3 Corporate Growth 12
2.1.4 Measures of Corporate Growth 14
2.2 Theoretical Framework 15
2.2.1 Universalistic Theory 15
2.2.2 Contingency Theory 16
2.2.3 Configurational Theory 17
2.3 Empirical Review 18
CHAPTER 3 21
RESEARCH METHODOLOGY 21
3.1 Research Design 21
3.2 Population of the Study 22
3.3 Sample and Sampling Techniques 23
3.4 Source and Method of Data Collection 24
3.5 Data Analytical Method 25
CHAPTER 4 26
DATA PRESENTATION AND ANALYSIS 26
4.1 Questionnaire Administration and Retrieval 26
4.2 Data Analysis 27
4.3 Discussion of Finding 32
CHAPTER 5 35
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 35
5.1 Summary 35
5.2 Conclusions 35
5.3 Recommendations 36
References 37
Appendix I 40
Appendix II 41
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Every business requires resources in the form of physical, financial and intangible assets. Lack of, or inadequate resources of any kind may place a firm in a vulnerable position, and might undermine its success. Corporate growth is, in fact, used as one indicator of effectiveness for small and large businesses and is a fundamental concern of many practicing managers (Crosby, 1999). Ultimately, growth will be gauged by how well a firm does relative to the goals it has set for itself. Caplow (2010) points out that such growth can be particularly disorienting for employee and owner alike: “often the people involved may not realize that anything significant has occurred until they discover by experience that their familiar procedures no longer work and that their familiar routines have been bizarrely transformed. One construct that can trigger growth in the organization today is employee participation. Employee Participation is generally defined as a process in which influence is shared among individuals who are otherwise hierarchically unequal (Wagner, 1994). Employers seek productive efficiency but many of them fail to recognize that the means to this is increasingly locked in the heads of the people they employ. Again, the rise of global institutions presents other problems for workers as corporate decisions become more distant from the staff that they concern: a decision made to close a plant in one country may have been made many thousand miles away with little opportunity for indigenous employees to contribute or even question decisions that dramatically affect their lives (Doyle & Nathan, 2001; Felstead et al., 2003).
Human resource has been subject of thought and reflection in the field of management for a long time, only recently, however that the link between organizational competitiveness and human resource development issues, seem to have received attention, where human development has developed different approaches, in identifying the benefit of the perception against the traditional human resource management, which is a drive towards a development Aniagbo (1984).
Human resource is now evolving approach that promotes the use of human, natural and financial resources to improve the economy, the environment and society in an integrated way for the benefit of current and future generations.
Human resource can be defined as the practice of reserving resources for future generation without any harm to the nature and other components of it. Apple (1998) human resource development ties together concern for the carrying capacity of natural systems with the social, political, and economic challenges faced by humanity human resource science is the study of the concepts of human resource development and environmental science. There is an additional focus on the present generations responsibility to regenerate maintain and improve planetary resources for use by future generations.
The greatest asset of any organization is its human resources that ensure that achievement of the company’s goals and objective (source: Human resource Article 2012) it is unfortunate that most company’s organization have neglected the development and management of their chief asset which is human resource (Ogbodo, 2007).
According to Ubeku, (2005) human resources development is the function within an organization that focused on recruitment of management and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment (Ubeku, 2005). Effective human resource management enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives (Fatunla, 2000). Human resources development is administrative activities associated with human resources planning, recruitment selection orientation training appraisal motivation and also a functions within an organization that focuses on people (Graham, 1994).
1.2 Statement of problems
Both public and private organizations in Nigeria contribute to the wrong utilization of available human resources. This is because graduates are employed in areas where they lack expertise. The management of some organization does not seem to know the importance of training and development on organizational competitiveness, Ubeku, (1995). Some management believes that if workers have acquired education, there is no need to train again. Provisions of welfare facilities are not given adequate attention in some organization despite many policies being put in place to ensure workers productivity and efficiency and to possibly stamp out ethical practices in the public sector especially.
Studies (Olaniyan and Ojo, 2008; Obasan,2011; Lauren & Lin, 2003; Ongori and Nzonzo, 2011; Lucas, 2005; Rothwell and Kazanas, 2004) on manpower training, training needs and developmental issues are no longer a new topic in the field of human resource management, management practices and philosophies but in spite of the attention and resources paid to the practice, it continues to generate extreme dissatisfaction among employees. In other words, limited studies have been carried out regarding the strategic role of human resource development on organizational advantage in Nigerian manufacturing Industries. Evidently, a gap exists in the literature regarding human resources development and corporate growthin the Nigerian context, which this survey tends to fill. Hence, this study examined how best human resources development can be used for employees to reduce waste, incessant level of industrial accidents, labour turnover, lateness to work, fatigue, and absenteeism in order to ensure organizational advantage in the manufacturing industries.
1.3 Purpose of the Study
The main purpose of the study is to examine the relationship between human resources development and corporate growth in some selected manufacturing firms in Port Harcourt. The specific objective is as follows:
- To examine the relationship between staff training and corporate growth in some selected firms in Port Harcourt.
- To examine the relationship between staff development and corporate growth in some selected firms in Port Harcourt.
- To examine the relationship between coaching and corporate growth in some selected firms in Port Harcourt.
- To investigate the relationship developmental culture and corporate growth in some selected firms in Port Harcourt.
1.4 Research Questions
The following question shall be used in the course of this research study.
- Does staff training associate with corporate growth in some selected firms in Port Harcourt?
- Does staff development associate with corporate growth in some selected firms in Port Harcourt?
- Does coaching associate with corporate growth in some selected firms in Port Harcourt?
- Does developmental culture influence developmental culture and corporate growth in some selected firms in Port Harcourt?
1.5 Significance of the Study
The study will be beneficial to all service organization especially the banking sectors as it emphasized the need and encourage the establishment of policy guidelines on the efficient and effective human resources development.
The study shall have a great impact on individuals, organization and the society at large. Subsequently, it will enhance good suggestions for achieving better performance through an effective training/development programmes. Moreover, the study shall provide framework which will assist business organization and the society as a whole on how to evolve an enduring training programmes capable of achieving the desired result for an organization.
It will help managers of various organizations to generate ideas and solution to problems based on the best way to run training in their organization in order to achieve desired goals and objectives. It will equally be useful to small scale business, large corporations, management and consultants, practitioners, and universities, college of education and to the government.
It will also help researchers to know more about the relevance of human resources development as it enhance organizational productivity.
Finally, it will be of great value to management, researchers, investors, government and students as a point of reference and will equally form the basis for further research study.
1.6 Scope of the Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves an investigation to ascertain the relationship between human resources development and organizational productivity. The independent variable is human resources development measured by staff training, staff development and coaching. While dependent variable is organizational productivity, measured by increase market share, increase profitability and increase in return on equity.
Geographical Scope: This study is delimited in Port Harcourt Metropolis, Rivers State with special reference to some selected firms in Port Harcourt.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study.
This study involves an investigation of human resources development and organizational advantage; hence it is a micro level study.
1.8 Definition of terms
COACHING
Coaching can provide an array of benefits for organizations of all sizes, especially small businesses. When conducted in an efficient and productive manner, coaching and mentoring provides employees a way to connect, learn and grow within the company and along their own career paths.
HUMAN RESOURCES DEVELOPMENT
Human resource is systematic process of training and growth, by which individual gain apply knowledgeable insight and attitude to manage organization, work effectively.
MARKET SHARE
It represents the proportion of an industry or market’s total sales that is earned by a particular company over a specified time period. Market share is calculated by taking the company’s sales over the period and dividing it by the total sales of the industry over the same period.
STAFF TRAINING
Staff training is a planned effort by an organization to facilitate the learning of job related to knowledge and skills by its employees to improve employee’s performance and further organizational goals.
STAFFS DEVELOPMENT
Development takes the form of learning activities that prepare people to exercise wider or increased responsibilities.
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