... 1 (1), February, 2012:79-94 ISSN: 2225-8590 The Impact of Human Resource Management Practices on Organizational Performance: A Study of Guinness Nigeria Plc Osemeke, Monday, PhD Department of Business Administration Faculty of Management Sciences, University of Benin, Benin City, Edo State, Nigeria. GSM: 08035656284 E-mail: osemeke2k2002@yahoo.com Abstract The focus of this paper is on the impact of HRM practices on private sector organisations performance in Nigeria. Guinness Nigeria Plc is a private sector driving entity. Its human resource practices can be crucial to its performance. The purpose of this study therefore was to assess whether Guinness‟s human resource management practices, particularly recruitment and selection, Staff performance appraisal, compensation, and training and development practices influence its performance. Simple random sampling was used to select eighty employees from Guinness Nig. Plc. T-tests were carried out to examine the relationship between the selected Human Resources practices and organization performance. The results revealed 79 Copyright © IAARR 2012: www.afrrevjo.net/afrrevijah Indexed African Researches Reviews Online: www.arronet.info AFRREV IJAH, Vol.1 (1) February, 2012 that, from the perceptions of the respondents, there exists a positive relationship between effective recruitment and selection practices, effective performance appraisal practices and Guinness‟s performance. The research did not gather sufficient evidence to...
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...1.0 INTRODUCTION 1.1 Background to the Study The effect of training and manpower development on employee’s productivity and organization performance has attracted considerable interest in the analytical and empirical literature. On the whole, human resources management theory has paid considerable attention to this debate; however, the theoretical predictions are ambiguous. Depending on their underlying assumptions, some approaches predict that the performance of an organization is necessarily based on innovative labour force, technology, quality management, and customer satisfaction; while others see training as a tool in the hands of human resources managers to activate and empower the productive base of an organization (Dhamodharan, 2010). Barron and Hagerty (2001) asserted that employee training and manpower development is very vital to job productivity and organization performance, since the formal educational system does not adequately provide specific job skills for a position in a particular organization. While, few individuals may have the requisite skills, knowledge, abilities and competencies needed to fit into a specific job function, some others may require extensive training to acquire the necessary skills to be able to fit in a specific job function and also make significant contribution to the organization’s performance. Guest (2007) asserted that human capital theory provides evidence which indicates that training and education raises the productivity of workers...
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...IMPACT: International Journal of Research in Business Management (IMPACT: IJRBM) ISSN(E): 2321-886X; ISSN(P): 2347-4572 Vol. 2, Issue 9, Sep 2014, 107-122 © Impact Journals THE IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEES PRODUCTIVITY: A CASE STUDY OF NIGERIA BREWERY, PLC IGBAEKEMEN GODDY OSA1 & IDOWU OLUWAFEMI AMOS2 1,2 Department of Sociology, Nigeria Police Academy, Wudil, Kano, Nigeria ABSTRACT The need for this study arose from the acknowledgement of organizational commitment on employee productivity as the most critical in all organizational analyses, and the determinant often found between goals of the organizational all the needs of employee within it, therefore, necessary to empirically study how the impact of organizational commitment on employee are coping with the challenges of employee productivity. The presence of organizational commitment to employees can be used to gain employees support for organization and in turn maximize the benefits it receive from their employee with greater productivity and individual performance seems to increase in the same proportions. Organizational commitment and employee productivity issue are emerging as the most critical work force management challenges of the past, present and immediate future driven by, employee loyalty. Frontline manager, supervisions, a project leader, team captain or human resource manager actually has more power in an organization to reduce poor productivity, because the factors...
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...UNIVERSITY OF PROFESSIONAL STUDIES ACCRA THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT BARCLAYS BANK, GHANA TABLE OF CONTENTS CHAPTER ONE: INTRODUCTION 1 1.1 Background of the Study 1 1.2 Statement of the Problem 2 1.3 Purpose of the Study 3 1.4 Objectives of the Study 3 1.5 Research Hypotheses 4 1.6 Significance of the Study 4 1.7 Scope and Organization of the Study 5 CHAPTER TWO: LITERAURE REVIEW 7 2.1 Introduction 7 2.2. Theories of Organizational culture 7 2.3 Other theories 13 2.4 Empirical Literature Review 23 2.5 Operational Definitions of Terms and Constructs 29 2.6 General Overview of the Banking Sector 30 CHAPTER THREE: METHODOLOGY 32 3.1 Introduction 32 3.2 Design of the Study 32 3.3 Population and Sampling 33 3.4 Sources of Data 34 3.5 Study Instrument…………………………………………………………………………………………………....35 3.6 Analytical Techniques…………………………………………………………………………………………...35 3.7 Analysis of Data 34 3.8 Variables…………………………………………………………………………………………………………………36 3.8.1 Dependent Variables………………………………………………………………………………………36 CHAPTER FOUR: RESULTS AND DISCUSSION 40 4.1 Introduction........................................................................................................40 4.2 Data presentation………………………………………………………………………………………………40 4.3 Testing of hypothesis 41 4.4 Findings 47 CHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 56 5.1 Summary...
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...MANAGEMENT IN PUBLIC ORGANISATIONS IN NIGERIA By Prof. Fab Obeta Onah Professor of Public Administration and Local Government University of Nigeria Introduction The increasing importance of people as the primary sustainable source of competitive advantage makes it even more important that dedicated resources and thinking time are applied to the strategies through which people are developed and managed. - CIPD, 2001 I remain honoured, and humbled by this opportunity given to me to share my experiences with distinguished personalities here present. I thank God for making this lecture possible and even thank Him more for making it possible for all of us to be present here today. Issues in human resource management concern all of us if we remember that at one time or the other we are challenged to take a second look at the responses, attitudes, interests, competencies, etc of people associated with us. Sometimes, we are also required to be in control of other people whose behaviour is always intangible, unpredictable and subjective. The world in which human resource managers exist and in which they interact, is continually changing, generating new issues and conundrums to consider. While in most cases, managers have a fair degree of choice about how to deal with new ideas and new sets of circumstances, the choices themselves are often difficult. Attempt is made in this lecture to clearly define and contextualize Human Resource (HR) Management in complex organisations. Some measure of...
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...Introduction 3 Training and development 4 Teamwork 5 Employee/Organizational Communication 6 Emphasis on Reward 7 Corporate culture and organizational commitment 8 References 9 Introduction The employee attitude on organizational commitment has changed nowadays; they would no longer want to stay with a particular company for their whole working life. In the past, employees might be happy to remain in the organization where it could provide good job security. However, the competitive pressure from their competitors has made many organizations reluctant to focus on downsizing, restructuring therefore created less job security provided to employees. Many employees considered that their organization has broken the secure organizational bond and unhappiness might bring employees to tend to begin their new job search. With the idea of finding a new job, employees therefore might demotivate with their current job and underperform in the organization. It will become a huge issue for the organization to achieve their objectives as no organizations in fact, can survive in today’s competitive world unless their employees work effectively and are committed to the organization’s goals. Hence, organizations have no choice but have to consider maintaining their employees, especially with talent, as one of the core components of survival to increasing competition. To do so, a number of studies done in recent years have shown that the understanding of the importance...
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...2.0 LITEREATURE REVIEW The purpose of this study was to examine leadership behaviours especially Ethical Leadership as it impacts the third sector organizations’ performance. This chapter is comprised of reviewed literature regarding leadership, ethical leadership and the third sector organisations. Specifically, this chapter will be broken down into (a) Leadership (b) leadership behaviours (c) ethical leadership in the Third Sector (d) Organisation Performance (e) the impact of ethical Leadership in the third sector’s performance. 2.1 LEADERSHIP Leadership is one of the world’s oldest preoccupation. The understanding of leadership has figured strongly in the quest for knowledge (Bass 1990). Purposeful stories have been told through the generations about leaders’ competencies, ambitions, and shortcomings; leaders’ rights and privileges; and the leaders’ duties and obligations. A review of relevant literature has uncovered many different definitions of leadership. Leadership remains one of the most relevant aspects of organizational context (Nwokocha 2011). For more than five decades ago, the term leadership has been a researchable topic. Mostly, the research work focuses on issues of quality of leadership, ability of a leader, or leadership effectiveness, or leadership styles (Daft 2008, Bass 1990, Erez et al 2001 & Yukl 2006) Stogdill (1974, p. 259) stated that “ there are almost as many definitions of leadership as there are persons who have attempted to define...
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...EFFECT OF MOTIVATION AND TRAINING ON THE PRODUCTIVITY OF AN ORGANIZATION TABLE OF CONTENT Title Page - - - - - - - - - - i Certification- - - - - - - - - - ii Dedication - - - - - - - - - - iii Acknowledgement - - - - - - - - iv Table of contents - - - - - - - - - v Abstract - - - - - - - - - - vi CHAPTER ONE: INTRODUCTION 1.1 Background of the study - - - - - - - 1 – 3 1.2 Statement of the problem - - - - - - - 3 – 4 1.3 Objectives of the study - - - - - - - 5 1.4 Research Questions - - - - - - - - 5 1.5 Hypothesis - - - - - - - - - 6 1.6 Significance of the study - - - - - - - 6 1.7 Scope of the study - - - - - - - - 7 1.8 Limitation of the study - - - - - - - 7 – 10 1.9 Plan of the study - - - - - - - - 10 – 11 1.9.1 Definition of terms - - - - - - - 11 CHAPTER TWO : LITERATURE REVIEW 2.1 Introduction - - - - - - - - - 8 2.2 Concept of motivation and training - - - - - 12 – 15 2.3 Theories of motivation - - - - - - - - 16 – 21 2.3.1 Motivation in Nigerian banking industry - - - - 21 – 23 2.4 Factors that trigger training - - - - - - - 23 – 24 2.5 Aims of training - - - - - - - - 24 2.6 Benefits of training to organization - - - - - 24 – 26 2.7 Benefits of training to employees - - - - - - 26 2.8 Types of training - - - - - - - - 27 – 30 2.9 Appraisal of training- - - - - - - - - 30 2.10 Methods of evaluation - - - - - - - 31 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction - - - - - - - - - 31 3.2 Population - - - - - - - - - 31 3.3 Sampling...
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...organizations, to guarantee their viability and ability to contribute, IHRM managers need to think of themselves as strategic partners. In this role, the IHRM person contributes to the development of and the accomplishment of the organization’s business plan and objectives. The IHRM business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical IHRM representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts IHRM services such as the design of work positions hiring, reward, recognition and strategic pay, performance development, appraisal systems, career and succession planning, and employee development (Heathfield, n.d.). The globalization of human resource management has increased, to some extent, the traditional scope of IHRM. Today, IHRM professionals do not only manage people from their home country national (HCN), but are involved in managing sister companies with different nationalities such parent country national (PCN), and third country national (TCN). One would tend to think that human resource management in one country would be much...
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...form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code | 7HR011 | Managing Human Resources | | 7HR011 | Dr Anosike. U. Paschal | Due date | 8/01/12 | | Assignment title | Task 2 | All forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page. Student’s Declaration By submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: - Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose. This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion. I acknowledge and agree that the assessor of this assignment may, for the purpose of assessing this assignment: ...
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...THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES AT GT BANK GHANA by Nduro, Millicent (PG, 4128310) A Thesis submitted to the Institute Of Distance Learning, Kwame Nkrumah University of Science and Technology, in Partial fulfillment of the requirements for the degree of COMMONWEALTH EXECUTIVE MASTERS OF BUSINESS ADMINISTRATION SEPTEMBER 2012 DECLARATION I, hereby declare that this submission is my own work towards the Executive Masters of Business Administration, and to the best of my knowledge, it contains no material previously published by another person nor material which has been accepted for the award of any other degree of this and any other University, except where due acknowledgement has been made in the text. Millicent Nduro (PG 4128310) Student Name & ID ...................................... ................................ Date Signature Certified by: Mr. Samuel Kwesi Enninful Supervisor …………………………… Signature …………………………. Date Professor I. K. Dontwi Dean, IDL ……………………………… Signature ………………………… Date ABSTRACT The success or failure of any business as a matter of fact depends largely on its employees; thus human resources are very essential to the organisation as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly or indirectly has an impact on their performance and development of the organisation. De motivated employees under...
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...Fundamentals of human resource management African Studies Centre / University of Groningen / Mzumbe University African Public Administration and Management series, vol. 2 Fundamentals of human resource management Emerging experiences from Africa Josephat Stephen Itika Published by: African Studies Centre P.O. Box 9555 2300 RB Leiden asc@ascleiden.nl www.ascleiden.nl Cover design: Heike Slingerland Photos: Evans Mathias Kautipe Printed by Ipskamp Drukkers, Enschede ISSN 2211-8284 ISBN 978-90-5448-108-9 © University of Groningen / Mzumbe University, 2011 To all those who believe that African countries, organisations and people have a contribution to make in the meaningful adaptation and application of Eurocentric concepts, theories, assumptions, principles, techniques and practices and in anticipation that such contributions will liberate African managers from mismanagement and inefficiencies. Preface This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those introductions face many challenges, such as the need to produce something that is both theoretically sound and practically valuable, or to find a way to integrate discussions on a variety of topics into one comprehensible teaching tool. The author of this book took up those challenges by, on the one hand, closely following the conventions that HRM scholars all over the world adhere to with regards to the demarcation...
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...MERGER AND ACQUSITION ON ORGANISATIONAL PERFORMANCE. (A case study of Equity Indemnity Insurance Co. Ltd) CHAPTER ONE INTRODUCTION 1.0 BACKGROUND OF THE STUDY Every organisation is set up with a vision to be profitably productive so that the interest of every stakeholder is satisfied; consequently the performance of every organisation is graded on various performance parameters to determine how well the company is doing when compared with its set goals and the performance of other companies. The following are areas of expectation of good performance. o The organisation’s vision objective and associated plan – how much of this is seen in reality of the organ’s operation / result. o The organisation’s structure, values and culture – which are what, distinguish one organisation from the other even though they are in same market/industry. o The sector and market in which the organisation operates and the organisation’s share of the market. o The organisation’s competitive strength this being able to take more share of the market and determine price movement. o The financial strength and investment potential of the organ to venture into new areas/ development of existing market and pelt. Many organisations have had problems in driving the above fully to the advantage of their organisation hence have consistently not improve in their performance when assessed by the stakeholders in the organisation. The Annual General Meeting of some companies...
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... 15P201 Rahul Kasera 15P221 Soumitra Joysula 15P231 Values & Ethics in Organizations Values & Ethics in Organizations Contents 1. Background 1 2. The Concept of Ethics and Values 1 2.1. Values 1 2.2. Ethics 1 2.3. Role of Leadership in Organizational Ethics and Values formation 1 2.3.1 Moral Spill-over Effect 1 2.4. Organisational Ethics 1 2.4.1 Basic Elements of Organizational Ethics 1 3 Motivation theories for building ethical organisations 1 3.1 Stakeholder Theory 1 3.2 Intrinsic and Extrinsic Motivation 1 3.3 Incentive Theory 1 3.3.1 Reinforcements in Incentive Theory 1 3.4 Operant Conditioning Theory 1 3.4.1 Modifying Operant Behaviour: Reinforcements and Punishments 1 3.4.2 Operant conditioning for changing human behaviour 1 4 Industry Practices 1 5 Values & Ethics: A Cross-Cultural Perspective 1 5.1 Considerations for Evaluating Values of another Culture 1 5.2 Comparison of business cultures between China and USA 1 6 Case Analysis 1 6.1 NAICOM may sanction operators on unethical practices in insurance 1 6.2 Unethical and unauthorized medical practice - an alarming situation 1 6.3 Analysis and Recommendations 1 7 Conclusions 1 8 References 1 1. Background We end up in a century loaded with corporate embarrassments because of untrustworthy practices of corporate administrators over the globe. Outrages, for example, that of Enron, WorldCom,...
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...Abstract This project was conducted to study the human resource practices that can facilitate the social service organisation to effectively align its employees for efficiently service delivery. For this purpose the HRM theories and concepts as well as the best practices applicable to social service organisations were studied. This facilitated the author to find the strategic role that the HRM can play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was...
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