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Abstract
The main purpose of the study was to examine the relationship between human resources development and organizational advantage in selected commercial banks in Port Harcourt. In doing this, we have employed the survey research design that is cross sectional. The population of study was one hundred and thirty employees (130). In arriving at the sample for this study, the Taro Yemen’s formula was used to derive the sample size of 104. Data for analysis were collected from both primary and secondary sources. The structured questionnaire was adopted for the collection of primary data. The descriptive statistics was used to describe the demographic information of respondents while the chi-square tool was used to test the null hypotheses. The result from the analysis was X2 = 8.998. As such, since calculated value of X2 = 8.998 was greater than the critical value of X2 = 7.815, we reject the Null hypothesis (H0), and therefore, accept the Alternate hypothesis (H1). This simply indicated that human resources development has the propensity to enhance organizational advantage. From the above conclusion, the following recommendations were made among others. That the growth and advancement of the employee on the job through training and development should be efficiently implemented and indiscriminately carried out by the management to avoid dissatisfaction and that the management having seen human resource exercise as a vital aspect in organization should be encouraged to finance it, seeing that the company is one that makes use of highly trained personnel.
Table of Contents
Title Page i
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Abstract vii
List of Tables x
List of Figure xi
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of problems 4
1.3 Purpose of the study 5
1.4 Research Questions 6
1.5 Research Hypotheses 7
1.6 Significance of the Study 7
1.7 Scope of the Study 8
1.8 Definition of terms 9
CHAPTER 2 12
LITERATURE REVIEW 12
2.1Conceptual Framework 12
2.1.1 Concept of Human Resources Development 12
2.1.2 Dimensions of Human Resources Development 16
2.1.3 Organizational Advantage 17
2.1.4 Measures of Organizational Advantage 18
2.1.5 Human Resources Development and Organizational Advantage 20
2.2 Theoretical Framework 22
2.2.1 Universalistic Theory 22
2.2.2 Contingency Theory 23
2.2.3 Configurational Theory 25
2.3 Empirical Review 26
CHAPTER 3 29
RESEARCH METHODOLOGY 29
3.1 Research Design 29
3.2 Population of the Study 31
3.3 Sample and Sampling Techniques 32
3.4 Source and Method of Data Collection 34
3.6 Data Analytical Method 34
3.7 Reliability and Validity 35
CHAPTER 4 36
DATA PRESENTATION AND ANALYSIS 36
4.1 Questionnaire Administration and Retrieval 36
4.2 Data Analysis 37
4.3 Hypothesis Testing 43
Table 4.10: Contingency Table 43
Table 4.11: Chi Square Table 44
4.4 Discussion of Findings 45
CHAPTER 5 49
SUMMARY, CONCLUSION AND RECOMMENDATION 49
5.1 Summary 49
5.2 Conclusion 49
5.3 Recommendations 50
References 53
Appendix I 57
Appendix II 58
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
In business, a competitive advantage is the attribute that allows an organization to outperform its competitors. A competitive advantage may include access to natural resources, such as high-grade ores or a low-cost power source, highly skilled labor, geographic location, high entry barriers, and access to new technology.
A competitive advantage is simple to imagine, hard to achieve and hardest to maintain. For example, a small-business owner might visualize her company as offering a product or service that will dominate the market by virtue of its high quality or unique value, but actually achieving this goal and fighting off the inevitable imitators requires years of hard work and experience, as well as a little luck.
An organizational structure is the framework that helps employees achieve their goals and do their jobs, according to Lamar University. An efficient company structure can benefit the organization in several ways, including making it easier to delegate responsibility and effect change throughout the organization. To benefit from a strong framework, it is important to understand the advantages of organizational structure. Human resources development is one on the construct that can enhance organizational advantage.
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 advantage in some selected commercial banks in Port Harcourt.
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 organizational advantage 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 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 organizational advantage in some selected commercial banks in Port Harcourt. The specific objective is as follows:
- To examine the relationship between staff training and organizational advantage in some selected commercial banks in Port Harcourt.
- To examine the relationship between staff development and organizational advantage in some selected commercial banks in Port Harcourt.
- To examine the relationship between coaching and organizational advantage in some selected commercial banks in Port Harcourt.
1.4 Research Questions
The following question shall be use in the course of this research study.
- Does staff training associate with organizational advantage in some selected commercial banks in Port Harcourt?
- Does staff development associate with organizational advantage in some selected commercial banks in Port Harcourt?
- Does coaching associate with organizational advantage in some selected commercial banks in Port Harcourt?
1.5 Research Hypotheses
The following research hypotheses are postulated to guide the study:
HO: There is no significant relationship between human resources development and organizational advantage in some selected commercial banks in Port Harcourt.
HA: There is a significant relationship between human resources development and organizational advantage in some selected commercial banks in Port Harcourt.
1.6 Significance of the Study
The study will be beneficial to all service organization especially the manufacturing 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.
1.7 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 advantage. The independent variable is human resources development measured by staff training, staff development and coaching. While dependent variable is organizational advantage, measured by efficiency, innovation and market share.
Geographical Scope: This study is delimited in Port Harcourt Metropolis, Rivers State with special reference to some selected commercial 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 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.
EFFECTIVENESS
Effectiveness is defined in many ways depending on the organizations goals and objectives in today’s market and also is dependent on the industry. An effective organization entail balanced values, commitment, culture, communication, partnering, collaboration, innovation and risk, and competitive passion.
EFFICIENCY
It is the ability to avoid wasting materials and time in doing something or in producing a desired result. In a more general sense, it is the ability to do things well, successfully, and without waste. In more mathematical or scientific terms, it is a measure of the extent to which input is well used for an intended task or function.
Explains that development concerns with the improvement of employee’s competencies in preparation for future jobs. It is a long-term educational process, utilizing managerial personnel for general purposes.
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.
ORGANIZATIONAL PRODUCTIVITY
Organizational productivity (output /input). Organizational productivity measures how well an organization function and also an indication of efficiency and competition of a single or department.
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.