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
Effect of Human Capital Investment on Organizational Performance of Pharmaceutical Companies in Kenya (Published)
Provision of adequate health care services to their population remains a major challenge for governments in Africa. In Kenya, the number of trained Pharmacists is increasing with time but still insufficient relative to the population in need (one pharmacist for every 8,710 persons, or approximately 0.1 per 1000 persons. Kenya had about 8 pharmacists for every 100,000 people). It was estimated that for the country to meet its health related Millennium Development Goals, the pharmacy workforce needed to grow by 28 per cent annually between 2010 and 2015. Whereas, Kenya’s population is estimated to be 43 million (provisional) in 2014, the number of registered pharmacist in 2013 was 2,202 and rose to 2,355 with a ratio of 5 pharmacists per 100,000 persons. In summary we have approximately 5:100,000, meaning 5 pharmacists to 100,000 persons, while the requirement is approximately 1:10000, meaning 1 pharmacist to 10000 persons. The current numbers of pharmacists are not adequate for achievement of the post-2015 Sustainable Development Goal 3. The study sought to establish the effect of Human Capital Investment on Organizational Performance of Pharmaceutical Companies in Kenya. The independent variables include: training, education, knowledge management and skills development. The main underpinning theories in this study include: Human Capital, Skill Acquisition and Sustainable Resource Theory. 200 observations were used in the study. Study used questionnaires in data collection, descriptive and inferential statistics used in the analysis. The found a positive significant relationship between human capital investment and organizational performance. The study recommends provision of quality education, relevant training linked to industry requirement, the study suggest adoption of German Dual Vocational Education and Training system to facilitate and strengthen linkage between education sector and the industry. Promotion of knowledge management through teamwork, social networks and knowledge management systems; training on employability and transferability skills to enhance Skills Development. The enterprises to go beyond traditional apprenticeship, Soft skills assessment in schools, embrace technology and promote intrapreneurship. The study also suggest introduction of Skill Development Fund to equip the communities and businesses with relevant skills required in the dynamic global market place.
Keywords: : Human Capital, Education, Human Capital Investment, Knowledge Management, Skills Development, Soft Skills and Organizational Performance, Training
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
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
THE EFFECT OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ON THE ORGANIZATIONAL EFFECTIVENESS OF FEDERAL POLYTHECNIC IDAH- NIGERIA (2008-2013). (Review Completed - Accepted)
This research titled “the effect of human resource training and development on organizational effectiveness” is written to explore the extent to which training and development has enhanced organizational effectiveness considering the pivotality of the tool and consequences of its grave neglect by most organizations in recent time. The researcher elicits data from both primary and secondary sources and the method of data collection were questionnaire, interview and observation. The data were analyzed using simple percentages, mean score, standard deviation and coefficient of variation respectively. The paper concludes that human resource training and development is pivotal to enhancing organizational effectiveness thus recommend that: for the nation to achieve improved productivity and efficient service delivery, funding of technical and vocational education should be encouraged and its employees should be constantly trained to compete and achieve the global quest for skillful and motivated manpower with an articulated training and development manuals towards a virile nation.
Keywords: Development, Human resource, Productivity, Training