The Effect of Human Resource Planning on Organizations Performance in Access Bank
CHAPTER ONE
Research Objectives
The general objective of the study is to determine the effect of human resource planning on the performance of Access bank Nigeria. The specific objectives are:
- To determine the effect of human resource evaluation on employee commitment of Access bank Nigeria.
- To determine the effect of employee recruitment and selection on the employee’s productivity of Access bank Nigeria.
- To determine the effect of human resource training and development on employee’s effectiveness of Access bank Nigeria.
CHAPTER TWO
LITERATURE REVIEW
Introduction
This chapter will observe the Conceptual Review, Theoretical Review, and Empirical Review.
Conceptual Review
In this section, the concept of human resources planning and employee performance and their measures were discussed in detail. These are shown below.
Human Resource Planning
Human resource planning (HRP) is described as the process of identifying current and future needs of the human resource so that an organization may achieve its goals (Reilly, 2003). Human resource planning (HRP) is a crucial process in every organization. It is essential to conduct human resource planning (HRP) because if the wrong employees are hired it could lead to failure in the organization and it could also be costly in the long run. The process of HRP ensures that, an organization’s employees have the requisite skills and competencies an enterprise needs for it to succeed (Ghazala & Habib, 2012). Gupta (2008) adds that, HRP prepares employees for potential rationalization. It further enables a firm to make adequate preparations for recruitment and strategic hiring.
Human resource information system (HRIS) is a concept that is associated with human resource planning. This concept is necessitated by the dynamic environment. It is employed to facilitate effective planning of human resources. The primary essence of HRIS is to store employee data in a manner that enhances the pace of the ordinarily slow HRP. HRIS is also said to aid human resource managers in their strategic activities of training and development, succession planning, applicant tracking in recruitment and selection, and manpower planning. It can also play a major role in identifying vacant positions and positions that are occupied in an organization. The role of HRIS in HRP is further underscored by Bal et al. (2012) who asserted that, HRIS support activities such as identification of potential employees, maintaining complete records on existing employees and creating programs to develop employee talents and skills. Essentially, therefore, the role of human resource planning in any organization cannot be underestimated.
History of Human Resource Planning
Human Resource planning has been criticized as speculative and over-mathematical. Nevertheless, proponents argue that rather than attempting to predict the future, the value lies in challenging assumptions and stimulating thinking. Human resource planning has been recognized to be an important process in organization from the past. To mention about the statement above, it represents that human resource planning has focused more on quantitative and missed the qualitative part. In other words, most managers in organizations relay on theories and statistics over their own opinions and observations.
The whole Human Resource planning is an evolving process as it is a part of Human Resource management; it is an evolution from scientific management developed in the late 19th century by Frederick Winslow Taylor and the System Theory by Niklas Luhmann. The concept of HRP was drawn upon from these classical approaches, thus the core consideration while developing a HRP is theory-based, as the guidelines and the framework are set. These approaches were sufficient and commonly used in the late 19th and early 20th century as the majority of the workforce was engaged in productions and factories. And yet the contemporary human resource planning is facing a lot of challenges and instabilities such as demographic and political changes, intense international competitions, expensive and rapid development of technologies, and rising demand of customers. Because of all of these changes and development, they have shifted the nature of Human resource planning from being just plain predictions to including personal assumptions and thoughts in order to prolong the ‘life’ of HR planning.
Effects of Human Resource Planning
According to Mursi (2003), there are significant and positive relationships between HR planning and organizational performance. In another study by Hiti (2000), HR planning have a positive relationship with organizational performance. In another study by M Arsad (2012) manpower planning effect on organizational performance and have a positive relationship between manpower planning an organizational performance. Study by Chand and Katou (2007) in their study in the Indian hotel industry were also found out that manpower planning have strong relationship to productivity, and productivity impact on organizational performance. It is also known that Training and development is an important element of human resource management (HRM). Training is defined as the organized activity aimed at imparting information or instructions to get better the staff performance or attain a required level of skill or knowledge to help him or her (Saed & Asgher, 2012). Training is also the process of teaching and learning a skill or a job.
CHAPTER THREE
METHODOLOGY
This chapter will observe the research design, population and sample of the study, sample size determination, sampling technique, methods of data collection, research instrument, pilot study, validity of the research instrument, reliability of research instrument, methods of data analysis, Conceptual model, model specification, limitation of the study and Ethical consideration.
Research Design
Cooper (2003) describes research design as the plan and structure of enquiry used to obtain answers to research questions and the overall scheme of program for the research. The research centers on analyzing the information gotten from the questionnaires administered to some selected organization in order to gather enough data to be able to arrive at a sensible conclusion at the end of the research work. The survey research design is used for this study. According to Osuagwu (2008) the survey research design centers on the vital facts of people which includes their opinions, behaviors, attitudes, actions, beliefs and motivations.
CHAPTER FOUR
DATA ANALYSIS AND INTERPRETATION
Introduction
The main objective of this chapter was to examine the effects of human resource planning in organizations performance in access bank. The chapter is presented in three parts. First the Analysis of Respondents Demographic Characteristic, second, the analysis of research questions and, the testing of hypotheses lastly, the discussion of findings. The results of the finding were discussed under the following sub headings:
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Summary
The result from the findings of this study reveals the following
- Human resource evaluation has positive and significant effect on employee commitment in access bank Nigeria Plc, Shagamu Branch, Ogun State.
- Recruitment and selection has positive and significant effect on employee’s productivity of access bank plc, Shagama branch.
- Human resource training and development has positive and significant effect on employee’s effectiveness of Access bank.
- The findings from the study also reveals that human resource planning have positive and significant effect on organizational performance.
Conclusion
In conclusion, human resource planning has a positive and significant effect on organizational performance in forecasting future demand of banks and environmental factors which help to manage human resource demand as required. Having a required number and qualified personnel in organization helps to achieve firm’s success. Specifically, in banking industry, the implementation of human resource planning has led to employee productivity, employee commitment, employee’s effectiveness. From the result of the analyses, it was concluded that the dimensions of human resource planning has a significant effect on organizational performance in access bank Plc at Shagamu branch, Ogun State.
Recommendations
Based on the findings and conclusions of this study, the following recommendations are made to access bank Nigeria Plc:
- Access bank and their human resource managers should continually carry out human resource evaluation and planning to determine in advance the demand and supply situation in the labor market prior to recruitment of employees.
- Access bank and their human resource managers should train their employees to prepare them to fill positions in the future.
- Access bank should collaborate with training institutions to develop custom tailored programmes to suit their manpower needs.
Suggestion for Further Findings
Further research work should consider other commercial bank or increase the sample size in highly commercial area like Lagos, Nigeria
REFERENCES
- Adewoye, J. O. (2013). Impact of Mobile Banking on Service Delivery in the Nigerian Commercial Banks. Internation Review of Management and Business Research, 333–344.
- Akinyele, S. T., & Olorunleke, K. (2010). Technology and Service Quality in the Banking Industry: An Empirical Study of Various Factors in Electronic Banking Services.
- International Business Management, 4(4), 209–221.
- Amherst, M. (2007). Predicting and changing behavior : A reasoned action approach, (June 2014).
- Anol Bhattacherjee and G. Premkumar. (2011). Theoretical Model and Longitudinal Test Article in Belief and Changes Understanding Information Attitude Toward Tech nology A Theoretical Usage : Model and Longitudinal, 28(2), 229–254.
- Okoye A. (pag 11, 2010) “Fundamental of Micro economics for Tertiary Institution” Adson Publishers, Onitsha
- Ezeanata W. (pg 15, 2005) “Money and Banking for Economic Development” 3rd Edition, five publishers Nkpor.
- Jhigan (pg 6, 2008) “Role of Monetary Policy”, alomolaranPublishind Company Ltd. Ibadan
