Utilization of Human Capital Resource Capabilities as a Competitive Tool in Organizations for Improved Employee Performance in Courier Companies in Kenya (Published)
Employees are the backbone of the organization and ensures that company policies and programs are implemented effectively. Employee performance is linked with capital resource capabilities. This paper sought to examine utilization of human capital resource capabilities as a competitive tool in organizations for improved employee performance in courier companies in Kenya. For comparison in analysis, other resource capabilities tested included; physical resource, financial resource and social resource. The study involves human capital theory. From a target population of 2800 a sample of 339 respondents was obtained using Cochran’s formula. Simple random sampling was used and employed explanatory research design. Data was analyzed using descriptive and inferential statistics. Correlation and moderated regression analysis were used to test the hypotheses. The results revealed that physical capital resource capabilities had the greatest influence on employee performance, financial capital resource capabilities which also had a positive and statistically significant influence and finally the human capital resource capabilities which this paper aimed to examine had a positive relationship but statistically insignificant influence. Social capital resource capabilities were found not to be significantly associated with employee performance. The study recommends that courier companies should identify their critical capital resource capabilities putting emphasis on those that can enhance employee performance and train employees on computer usage and internet. The policy makers such as ministry of communications and information technology should also put emphasis on technological advancements in the provision of courier services.
Keywords: Employee Performance, Human Capital Resource Capabilities, Human Resource Management, Training
TO STUDY THE EFFECTIVENESS OF HRM PRACTICE IN TEXTILE INDUSTRIES, IN MADHYA PRADESH., INDIA (Published)
HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviated from their main objective. Each company has a different set of circumstances, and so develops an individual set of human resource policies.Over the years of my own experience in corporate sector, it was noticed that organization can reach certain level without policies and procedures but as it grows big it requires well laid down structure, policies and procedures for its functioning or it falls down. It is a general belief that those organizations which have well laid HRM Practices can better meet the competitive environment than those organizations having weak HRM practices. In this study, focus is on studying and analyzing the role of HRM practices on the growth and development of the organization. Its main purpose is identify the prevailing HRM practices and then analyse the effectiveness of these practices in Textile industries in Madhya pradesh. For reaching our goal we have collected information regarding HRM practise in 60 Textile industries considering variables namely Manpower planning, Staffing practices, Training and career development, Performance Appraisal, compensation and Incentive, Unionization, team work, Employee participation and Working conditions which form exclusive part in measuring the prevailing HRM practices in MadhyaPradesh,India. After this we were able to analyse the effectiveness of these HRM variables in Textile industries
Keywords: Effectiveness of HRM practice, HRM practices, Human Resource Management, Textile Industries
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