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Abstract
The study was determined to examine the relationship between Human Resources Development and Organizational Productivity in some of selected Money Deposit banks in Port Harcourt. The survey research design was employed for the study. The population is made up of 100 employees selected from operating deposit money Banks in Port Harcourt, Rivers State are as follows: First Bank = 25, Union Bank 25, Zenith Bank = 25 and GT Bank = 25. The Yaro Yemen’s formula was used to determine the sample size of 80. A self designed questionnaire was used for data collection. The simple percentage was used in the test of the research questions. Findings reveal that there is a significant relationship between human resources development and organizational productivity. Based on the findings of the study summary, conclusion and recommendations were made that wages and other financial benefits of employees should be structured and upwardly reviewed by management for employees to improve on their level of productivity, employment of staff must be based on merit by human resource department in order to give room for best hands to work in the organization, management must encourage equity between effort put into the job and promotion to encourage hard work.
Table of Contents
Title Page i
Cover Page ii
Certification iv
Dedication v
Acknowledgement v
Abstract vii
Table of Contents vii
CHAPTER 1 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 4
1.4 Research Questions 5
1.5 Scope of the Study 6
1.7 Limitation of the Study 7
1.8 Definition of terms 7
CHAPTER 2 9
LITERATURE REVIEW 9
2.1 Conceptual Framework 9
2.1.1 Concept of Human Resource Development 9
2.1.2 Dimensions of Human Resource Development 12
2.1.3 Approaches to human resource training and development 13
2.1.4 The Need for Human Resources Development 15
2.1.5 Problems, Issues and Trends in Human Resource Management in Nigeria 16
2.1.6 Organizational Productivity 18
2.1.7 Measures of Organizational Productivity 18
2.1.8 Causes of Low Productivity 20
2.1.9 Factor Affecting Productivity 21
2.1.10 Human Resources Development and Organizational Productivity 22
2.2 Theoretical Framework 23
2.2.1 Universalistic Theory 24
2.2.2 Contingency Theory 25
2.2.3 Configurational Theory 26
2.3 Empirical Review 27
CHAPTER 3 29
RESEARCH METHODOLOGY 29
3.1 Research Design 29
3.2 Population of the Study 30
3.3 Sample and Sampling Techniques 31
3.4 Source and Method of Data Collection 32
3.5 Instrument Design 33
CHAPTER 4 34
DATA PRESENTATION AND ANALYSIS 34
4.1 Data Presentation and Analysis 34
4.2 Data Analysis 35
4.3 Discussion of Findings 39
CHAPTER 5 42
SUMMARY, CONCLUSION AND RECOMMENDATIONS 42
5.1 Summary 42
5.2 Conclusion 43
5.3 Recommendations 43
References 45
Appendix I 49
Appendix II 50
List of Tables
Table 4.1 Administered and Retrieved Questionnaire 34
4.2 Data Analysis 35
Table 4.2: Staff training and efficiency relate in selected commercial Banks in Port Harcourt. 35
Table 4.3: Staff development relates effectiveness relate in selected commercial Banks in Port Harcourt. 35
Table 4.4: Coaching and market share associate in selected commercial Banks in Port Harcourt. 36
Table 4.5: If staff training associate effectiveness in selected commercial Banks in Port Harcourt. 36
Table 4.6: Staff development relates with market share in commercial Banks in Port Harcourt. 37
Table 4.7: Coaching and efficiency relate in selected commercial Banks in Port Harcourt. 37
Table 4.8: Human resources development associate with organizational productivity in selected commercial Banks in Port Harcourt. 38
Table 4.9: Organizational culture moderates the relationship between human resource development and organizational productivity in selected commercial Banks in Port Harcourt. 39
List of figures
Fig 2.1: A Conceptual Framework Showing the Relationship between Human Resources Development and Organizational Productivity 9
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
In today’s competitive business world, it is understood that organizations can only compete with their rivals by innovating. Organizations can only innovate by managing their human resources well (Kuvaas, 2006).
Organizational productivity measures how well an organization function and also an indication of efficiency and competition of a single or department.
According to Mali (2008) productivity is seen as a measure of how well resources are brought together in an organization and utilizes for accomplishing a set of result. Productivity is at the highest level of performance with the least expenditure or resources. It is often seen as the relationship between total output/total inputs. The effectiveness of the use of the factors of production to produce goods, and services is commonly referred to as productivity. Human resources development is one on the construct that can enhance organizational productivity.
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).
In recent years, it has been noted that good number of business organizations are having poor productivity as a result of lack of effective and efficient human resource. Business is full of uncertainty and the understanding of labour contribution or human resources development is vital for management especially in the areas of boosting organizational competitiveness, productivity and as well its profitability (Ubeku, 1995). From the foregoing therefore, this study seeks to evaluate the relationship between human resources development and organizational productivity in selected money deposit Banks in Port Harcourt.
1.2 Statement of the Problem
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 productivity in Nigerian banking Industries. Evidently, a gap exists in the literature regarding human resources development and organizational productivity in the Nigerian manufacturing 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 productivity in the banking industries.
1.3 Objectives of the Study
The main purpose of the study is to examine the relationship between human resources development and organizational productivity. The specific objective is as follows:
1. To examine the relationship between staff training and efficiency in selected commercial Banks in Port Harcourt.
2. To examine the relationship between staff development and effectiveness in selected commercial Banks in Port Harcourt.
3. To examine the relationship between coaching and market share in selected commercials Banks in Port Harcourt.
4. To examine the relationship between staff training and effectiveness in selected commercial Banks in Port Harcourt.
5. To examine the relationship between staff development and market share in selected commercial Banks in Port Harcourt.
6. To examine the relationship between coaching and efficiency in selected commercial Banks in Port Harcourt.
1.4 Research Questions
The following question shall be use in the course of this research study.
1. To what extent does staff training and efficiency relate in selected commercial Banks in Port Harcourt?
2. What is the extent to which staff development relate effectiveness relate in selected commercial Banks in Port Harcourt?
3. To what extent does coaching and market share associate in selected commercial Banks in Port Harcourt?
4. To what extent staff training associate effectiveness in selected commercial Banks in Port Harcourt?
5. What is the extent to which staff development relate with market share in selected commercial Banks in Port Harcourt?
6. What is the relationship between coaching and efficiency in selected commercial Banks 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 program 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 is measured by efficiency, effectiveness and market share.
Geographical Scope: This study is delimited in Port Harcourt Metropolis, Rivers State with special reference to some selected money deposit Banks 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 job enrichment in relation to employee commitment; hence it is a micro level study.
1.7 Limitations of the Study
In course of carrying out this research, the researcher met with a lot of constraint. Among these constraint is: The time frame which this research was expected to be completed which was too short.
Secondly, the cost in carrying out this research work act as a barrier as we were not financially buoyant to carry out all investigation.
Finally, assembling the relevant materials needed this work was a problem. It is difficult due to the fact that some of the respondents were not willing to give us the required coorperation.
1.8 Definition of terms
COACHING
Is a professional relationship that helps people produce extraordinary results in their lives, careers, business and helping to bridge the gap between where they are now and where they want to be.
EFFECTIVENESS
Is the ability to be successful and produce the intended output.
EFFICIENCY
Is the ability to carry out a task successfully, without wasting time and resources.
HUMAN RESOURCES DEVELOPMENT
Is the training and development of employees in a bid to increase their skillset, education, knowledge and ability.
MARKET SHARE
It is firm percentage of an industry total sales over a specific period of time.
ORGANIZATIONAL PRODUCTIVITY
Is the capacity of an organization institution or business to produce desired results with a minimum expenditure of energy, time, money, personnel, material etc.
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.
STAFF DEVELOPMENT
Is all the policies, practices, and procedures used to develop the knowledge skills, and competencies, of staff to improve the effectiveness and efficiency of the individual.
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