The Impact of Strategic Human Resource Management on Organizational Performance
CHAPTER ONE
Objectives of the study
The main objective of this is to assess the strategic human resource management policy programme provided to the workers in First Bank Nigeria PLC, Nigeria. Specifically, the study intends to:
- Identify the type of strategic human resource management policies available to the workers in First Bank Nigeria PLC.
- Ascertain how often the development programmes are mounted for workers.
- Determine the impact of strategic human resource management policies on the worker’s performance in the First Bank Nigeria PLC.
CHAPTER TWO
LITERATURE REVIEW AND THEORETICAL FRAMEWORK
Literature Review
Until recently there has been a general resistance to investment of training in the public service because of the believe that “workers hired under a meut system must be presumed to be qualified, that they were already trained for their jobs and that if this was not so it was evidence that initial selection of personal was at fault.’’(Stahl, 1976). This assumption has been jettisoned as the need for training became obvious both in the private and the public sectors.
Many organizations have come to recognize that training offers a way of developing skills, enhancing performance and quality of work, and building worker loyalty to the firm (http://www.bls.gov/oco/ocos 021.htm). They have seen for themselves that training is where skills are developed, attitudes are changed, ideas evolve and the organization is reinvented. In the course of learning the skills that will increase sales, build effective teams, improve quality standards or meet a wide range of other objectives, workers create a new organizational culture (Babaita, 2010).
Training means investing in people to enable them to perform better and to empower them to make the best use of their natural abilities for overall effectiveness and efficiency of an organization. An organization is seen to be effective and efficient if there is demonstrable increase in performance (Goldstem and Gillian, 1990; Ranft and Lord, 2000; Daniels, 2003; Babaita, 2010). There is need for continual training and retraining especially with the impact of rapid technological changes on existing skills and jobs. From the literature review, the workers are seen as an indispensable group in the entire office in the labor markets; hence the training given to them is such that assists an individual to be occupationally competent by providing him with learning experiences that will help him develop skills and ability for making sound decisions.
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
In defining design, Odo (1992:43), stated that designing implies out lining the name of equipment and other materials the research intends using, applying some to successfully execute the practical aspect of the research study.
A descriptive survey method was used for this study. It is important to determine the method and procedure adopted in this research report since it gives the reader background information on how to evaluate the findings and conclusion.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
Bio-Data of Respondents
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Summary
The aim of this study is to determine whether motivation is effective in achieving higher performance among workers in First Bank Nigeria PLC, other relevant areas which the study highlighted are: the reaction of the workers towards their duties when motivation is employed by the employer and how the managers can apply motivational theories of management in their attempt to direct the job behaviour of workers towards the goals of their establishment.
The general description of the area of study, which depicted the inevitability of motivation in achieving higher performance in an organization, was stated. In the course of the study, statement of problem such as; workers leaving the organization due to poor motivation, their unwillingness to perform their duties well and how to motivate them to achieving desired performance level were pointed out. To ascertain the application of the motivational techniques by the organization concerned and to know the problem inhibiting the success of the workers’ motivation in the organization forms essential part of the objectives of the study. Questions relating to the objectives and problems were also looked at.
The study looked into some review literatures that covered different models and theories on motivation by different scholars, various definitions given by several management scholars, different means of motivating workers or simply type of motivation and the importance of motivation. Various textbooks, journals, articles and other scholarly materials were used to get terms, ideas, concepts and academic as well as professional viewpoints.
Conclusion
Human resources (personnel) in any organization remain the most invaluable asset for growth and development, hence training and retraining is essential components of manpower development. Training and personnel development is a mixture of activities aimed at improving the performance of personnel in organizations for the attainment of continuous improvement in performance. Training and human development assists workers to learn how to use the resources in an approve way that allows organization to meet its desired output. Employee are required to perform varied competences in their profession that will make then saleable in the labor market. It is the possession of these skills needed by the labour market that will enable them contribute maximally to Manufacturing firm s in Lagos and national development of the Nigerian nation. However, for the organization and government to make training and personnel development to become effective in the service cycle, they have to tackle the challenges of introducing new orientations on training contents, training evaluation, attitudes to training and training utilization.
Recommendations
The essence of strategic human resource management in Manufacturing firms in Lagos cannot be over emphasized. It has been observed that training is very important in every aspect of an organization. It enhances the efficiency of employee, increases output and motivates workers for better performance.
It has been discovered that training and human development are not isolated from human resources. Even in the advanced countries and in most computerized organization, strategic human resource management cannot be overlooked because; human are the ones to operate this equipment.
From the findings, the following recommendations were made:
Organization is seen to be effective and efficient if there is demonstrable increase in performance, therefore, any training and personnel development must be based on proper analysis of its contribution to the effectiveness and efficiency of an organization. Employee should be expose to regular professional training areas such as foundation, career or development, preservice and off-the-job-pupilage training as to enhance their performance in the organization. It is also necessary for the employee to be exposed to seminars, conferences and workshops to enable them keep abreast with the challenges posed by modern business offices.
The development programmes of managers should be done on yearly or regular basis; hence training involves systematic, professional and development of skills, knowledge and attitude necessary for performing specific schedule of duties. There should be free flow of information to enable all the employee aware of the strategic human resource management policies available both internally and externally.
REFERENCES
- Agbonifoh B. A et ale (ed) (2005) Management; A Nigeria perspective, Malthous Press Limited Lagos
- Armstrong, M. (1996) Personnel Management Practice: Kogan Page H/D Allied Emant Organization Lagos.
- Akpomuvire, M. (2007).Human Resource Strategic human resource management for the civil service Nigeria. U.S.A : Catawba Publishing Company Charlotte.
- Abdule, H. and Ali., 2011. Training and professional development.
- Ahuja, K. 2006. Personnel management.3rd Ed. New Delhi. India. Kalyani publishers,
- Afshan, S., Sobia, I., Kamran, A. &Nasir, M. 2020. Impact of training on worker performance: a study of telecommunication sector in Pakistan. Interdisciplinary Journal of Contemporary Research in Business 4, 6.
- Armstrong, M. 1995. A handbook of personnel Management Practices. Kogan Page Limited London.
- Babaita, I.S., 2010. Performance as a driving force for investment in training and management development in the barking industry. European Journal of Social Science, 13(2): 278-290.
- Bartel, A.P., 1994. Performance gains from the implementation of worker strategic human resource management policies Industrial Relations, 33: 411-425.
