Employee Productivity

Employee Reward System and Employee Productivity in Nile University of Nigeria, Abuja (Published)

Over the years, one of the leading problems in organizations has been implementing effective human capital strategies to enhance their productivity. As such, Nile University of Nigeria need to take care of their assets and when it comes to employees then taking care means satisfying them by fulfilling their wants, both financial and non-financial. To this end, employees in the different department (non-academic staff) in the institution are becoming increasingly aware that reward systems are not adequately applied and this has led to low employee productivity. Hence, the study examines the effect of employee reward system on employee productivity at Nile University of Nigeria, Abuja. The study adopted a descriptive survey research design and the population comprised all 531 non-academic staff in Nile University and a sample size of 228 was derived after employing the Taro Yamane formula. Primary data was used to collect information from the respondents by using a structured questionnaire. Also, the Cronbach’s alpha and the Statistical Package for Social Sciences (SPSS) version 20.00 was employed in this work to regressed the data gotten from the respondents and it showed that there was a positive and significant result after the findings on effect of employee reward system (fringe benefits, recognition and bonus) on employee productivity (efficiency) of Nile University of Nigeria, Abuja. Employee reward system (fringe benefit, (FRB = .03+0.15), recognition, (REC = .03+1.41) and bonus (BON = .03+1.35) was found to be positively related to employee productivity. Based on this finding, the study recommends that management of Nile University of Nigeria, Abuja should ensure that there are regular recognitions, and bonuses as at when due in order to further encourage non-academic staff to put in their very bests to their jobs which will in turn reflect positively always on employee productivity in the institution. Also, management of Nile University of Nigeria, Abuja should enforce effective fringe benefits reward plans to reward performance, loyalty, experience, responsibility, and other behaviors of the non-academic staff of the institution.

Keywords: Employee Productivity, employee reward system, financial reward system, non- financial reward system

Human Resources Intellectual Development and Performance of Small Scale Enterprises in Osun State, Nigeria (Published)

This study examined the impact of Human Resources Intellectual Development (HRID) on Small and Medium Enterprises (SMEs) performance in selected manufacturing industries in Osun State., Nigeria. The specific objectives of the study were to determine training and development programs, skill acquisition and employee educational background affect employee productivity. Survey research design was used for the study. The population of the study consisted of all the 46,433 employees in manufacturing SMEs operating in Osun State, Nigeria. A sample of 397 SMEs was selected. Taro Yamane formula was used to determine the sample size. Data was collected from owners, managers and employees through a structured questionnaire. Both descriptive and inferential analyses were adopted in data analysis. Descriptive analysis (mean and standard deviation) were used to summarize data while multiple regression analysis was used to test hypotheses. Results revealed that training and development programs, skill acquisition and employee educational background all had significant positive effects on employee productivity with different level of magnitude. Based on the findings, the study concluded that HRID improves the performance of SMEs in the manufacturing industries in Osun State, Nigeria. Based on conclusion, the study recommended that the management of SMEs in the manufacturing industry in Osun States should increase funding on training and development programs, skill acquisition and encourage employees to raise their level of educational background higher

Keywords: Employee, Employee Productivity, Skill Acquisition, Small and Medium Enterprises, educational background, human resource intellectual development

Remote Work and Employee Productivity in Nigeria Breweries PLC (Published)

The study investigated the relationship between remote work and employee productivity of Nigeria Breweries Plc. The four specific objectives of the study were to examine the relationship between digital technology and employee productivity at Nigeria Breweries Plc; to investigate the relationship between remote training and employee productivity at Nigeria Breweries Plc; and finally, investigate the relationship between a remote working environment and employee productivity at Nigeria Breweries Plc. The study adopted a descriptive research design and targeted a population of 200 employees. A sample of 150 employees was selected using the stratified random sampling technique. The researcher used Google Forms to issue questionnaires to the selected participants, whereby 150 recipients responded successfully to the survey. The collected information was analyzed through descriptive analysis using mean and standard deviation to present the demographic information and the responses to research questions. SPSS and Microsoft Excel software were utilized for data analysis. Analysis of variance was also done to determine the goodness of fit. Finally, the interpreted results were presented using charts, words, and figures. The findings reveal that digital technology significantly influences employee productivity, though its practical contribution is limited without adequate support. Remote training programs positively impact productivity and work quality but show gaps in equipping employees with new skills and enhancing task efficiency. Similarly, the remote work environment significantly affects productivity, particularly through improved work-life balance, though challenges such as disconnection and extended working hours persist. The study concludes that while these factors are vital, their effectiveness depends on complementary strategies, including improved infrastructure, targeted training, and supportive work policies. Recommendations are provided to optimize these factors, emphasizing the importance of context-specific solutions to enhance employee productivity in Nigeria Breweries Plc.

Keywords: Employee Productivity, Motivation, Work Environment, remote work

The Influence of Intrinsic and Extrinsic Motivation in Workers’ Productivity: Empirical Evidence from the Construction Industry (Published)

The human resource remains the most critical productive asset of any organization as it is the human element that gives direction and dynamism to the organization. This study investigated the effect intrinsic motivations and extrinsic motivations have on employee productivity of four selected construction companies in Delta State. To achieve its objectives, the study adopted a quantitative research approach with a survey research design. From a population figure of 242 low-level permanent employees of the four selected construction companies in Delta State, 151 constituted the sample as data were collected through a structured questionnaire using the cross-sectional approach. Descriptive statistics and simple regression analysis were used to analyze the data gathered and test the study hypotheses. Findings revealed that intrinsic motivation has a significant positive effect on employee productivity and extrinsic motivation also exerts a significant positive effect on employee productivity. Also, the most effective tools of extrinsic motivation are competitive salaries, extra work bonuses, and opportunities for promotion. Based on these findings, it was concluded amongst others, that the desire to gain mastery and contributes to societal development through construction-related activities gives low-level construction workers some level of satisfaction and financial-related incentives have an immediate and powerful effect on their performance. The key recommendation of the study is that to make a foster high level of productivity from the employee, top management should adopt a performance-based payment system and sell the benefits of contributing to societal development to the construction workers, acknowledging their contribution through noble initiatives like recognition from an authority, opportunity for mentoring, participation in decision making.

 

Keywords: Employee Productivity, Extrinsic Motivation, Intrinsic Motivation

Job Satisfaction and Employee Productivity: Evidence from Selected Universities in South-East, Nigeria (Published)

The study examined the effect of job satisfaction on employee productivity of public universities in South-East, Nigeria. Survey research design was adopted for the study. Data were collected though the questionnaires distributed among academic staff of South-East States of Nigerian public universities, and analyzed using five point likert’s scale. Regression analysis was used to test the two formulated hypotheses with aid of SPSS version 20.0. Based on the analysis, the study found that working condition and salary have positive significant effect on the employee productivity of public universities in South-East, Nigeria. Based on the findings, the study recommended amongst others that there is need for the university authorities and government to create a pleasant and supportive working environment for academic staff in terms of provision of physical facilities like infrastructures, laboratories, ventilated classrooms, hostels, teaching facilitators and development of various training programs that will encourage academic achievement.

Keywords: Employee Productivity, Job Satisfaction, Working Condition, salary

CAPACITY BUILDING- A TOOL FOR INCREASE PRODUCTIVITY IN NIGERIA PUBLIC SECTOR ORGANIZATION (Published)

This article examines that in every organization, the aim of every manager is to see that productivity is enhanced and efficiency attained. The means of achieving this goal hinges on many factors but for the purpose of this study we will look into capacity building as a tool for increase in productivity in the public sector organisation in Nigeria. It cannot be over emphasized in these modern management system where there are changes in information system and globalization. This trend has made the public sector organizations realize the very importance of human capital development these days. The origin of training and staff development in Nigeria dated back to 1970. Before this time, training and development had been going on in Nigeria without notice. It has brought to limelight at the 14th Annual General Meeting of Nigeria Employer Consultative Association (NECA) in December, 1970. When Chief Anthony Enahoro, the then federal commissioner for labour and productivity commented on the importance of role of employers in training their employees.

Keywords: Development, Efficiency and Public Sector, Employee Productivity, Management, Training

Human Resource Planning and Employee productivity in Nigeria Public Organization (Published)

Productivity in the Nigerian public organizations have suffered serious decline as researches have shown that productivity has not really improved even with the enormous human resources at their disposition hence the assertion that the importance of human resources cannot be relegated to the background as organizations’ greatest asset is a well-planned and managed human resources implies that adequate plan must be put in place for those resources to engender productivity vis-à-vis the effective management of the workforce. This general dissatisfaction has put human resource planning out as the solution to the issue of employee’s unproductivity in the Nigerian public organizations. Addressing this issue is the thrust of this paper as it investigates the role of Human Resources Planning (HRP) in ensuring employee productivity in the Nigeria Public Organizations.

Keywords: Employee Productivity, Human Resource Management, Human Resources, Human Resources Development, Planning, Public Organization