Effects of Welfare on Employees Commitment in Public Service Organisation: A case study of NESREA South West Zone, Nigeria (Published)
The welfare of employees is a fundamental aspect of human resource management as it is vital to influencing commitment to the actualization of goal in both private and public service organizations. Literature reviewed showed that researches largely focus on private organizations. This study is on the effects of welfare on employee commitment in a public service organization with focus on the National Environmental Standards and Regulations Enforcement Agency (NESREA) South West Zone, Nigeria. The social exchange theory underpins this study. 154 sample size was drawn using stratified sampling technique and a structured five-point Likert rating scale questionnaire was administered to gather responses. The data gathered was analysed using E-Views statistical package. The survey and exploratory research design was largely adopted. The outcome of the study shows that even though there are spelt out welfare packages in Public Service Rule (PSR) for all Federal Civil Service workers in Nigeria’, employees of the NESREA South West Zone do not enjoy these privileges at the same time; at various times employee members have benefited. It was equally revealed that some welfare were denied members of the employees, but not sufficient to affect their commitment. Although, study further shows employees strongly agreed that welfare has significant effect on employees’ commitment. This paper recommends among others that to fully motivate and secure employees’ commitment in NESREA, welfare stipulated in PSR need to be duly implemented to drive genuine commitment, loyalty and honesty towards improved performance.
Keywords: Commitment, Employees, Public Service, social exchange and welfare provision
Effect of Talent Development Strategies on Employee Commitment at Kenya Forest Service, Uasin Gishu County (Published)
Organizations in the global arena, talent development and employee commitment are of increasing strategic importance as it guarantees zero talent outages and business continuity. The study specific objectives were; to evaluate the effect of employee empowerment, career development, on employee commitment at Kenya Forest Service, Uasin Gishu County. The study purpose and specific objectives were informed by resource-based theory and human capital theory which can provide a basis synergizing talent development practices for employee commitment. In a bid to effectively achieve these objectives, the study was descriptive design based on samples drawn from across, Kenya Forest Service in Uasin Gishu County. Census technique was adopted to arrive at the sample size which is 90 respondents. The questionnaire was piloted at Marakwet County conservancy. Validity and Reliability of research instruments were obtained by using the Cronbach alpha. The computed Cronbach’s Alpha reliability of the research instrument of 0.7 Cronbach’s Alpha and above was accepted in the study. The data collected was analyzed using descriptive and inferential statistics with the aid of Statistical Package for Social Sciences (SPSS) version 24. Pearson product moment correlation was used by the study to test the effect between the study variables, simple will be used in testing the study hypotheses. Data was presented in the form of frequency distribution tables, frequencies, and percentages. The study found that employee empowerment has a positive and statistically significant effect on the employee commitment at KFS in Uasin Gishu county (β =0.375; p<0.05), career development also had a positive and statistically significant effect on employee commitment at KFS in Uasin Gishu county (β=0.251, p<0.05). The study concluded that indeed talent development is very crucial and indeed very vital in improving the performance of employee commitment in Kenya forest service in Uasin Gishu county. Further employee commitment is can be continuously improved by self-instilled willingness by the employees to zealously contribute towards the attainment of organizational goals. Further, addressing talent development issues in our current parastatals leads to betterment of employee commitment especially in Kenya forest service in Uasin Gishu county. The improvement of the employee empowerment will lead to improved employee commitment. These results imply that all the variables are positive and statistically significant.
Keywords: Commitment, Talent development, strategies and employee empowerment
STRATEGIC ROLE OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ON ORGANIZATIONAL EFFECTIVENESS IN NIGERIAN BANKING INDUSTRIES (Published)
The rise and fall of many organizations is a reflection of how adaptive, flexible, and focused they are with the changing pattern. The rapid change in technological innovation and advancement has become an indispensable means for organization to equip their employees with the required skilled, knowledge and abilities which are acquired through consistent training to stand against competitive forces. However, this study has examined how best training can be used to reduce waste, incessant level of industrial accidents, lateness to work, fatigue, and absenteeism in order to ensure the survival and growth of the banking industries. The survey design was adopted. Questionnaire was used the major source of data collection. A sample size of one hundred and eighty five (185) staff and management of the selected banks in Lagos metropolis. While the Correlation Analysis and chi square were adopted using Statistical Package for Social Sciences. The findings revealed that employees training significantly influences organizational effectiveness though some of these banks failed because they send their employees on a training programme when they do not have the machines or equipment which they can use to practice when they return from such a training. Without a commitment from management, training will be nothing more than a dream
Keywords: Commitment, Development, Motivation, Retention, Training