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HUMAN CAPITAL DEVELOPMENT AND ORGANIZATIONAL PRODUCTIVITY IN SELECTED MANUFACTURING FIRMS IN ANAMBRA STATE
Abstract
This study examined the effect of human capital development on organizational productivity in selected manufacturing firm' in Anambra state. The study reviewed relevant theoretical and empirical literature, and is anchored on Human Capital Theory. The study adopted survey research method. The population of study constitutes five selected manufacturing firms in Anambra state. Taro Yamane's formular was employed to get a total of 302 as the sample size. The data used in this study were generated using a 5-point Likert scale questionnaire. The data generated were analyzed using simple percentage analysis while the hypotheses formulated were tested using multiple regression analysis. The study revealed that training and development had significant effect on organizational productivity. Employee engagement had significant effect on organizational productivity. A relationship was found between knowledge accessibility and organizational productivity, while learning capacity had no significant and positive effect on organizational productivity. The study recommended amongst others that employer should have compulsory training programmes for all employees in order to improve the knowledge and understanding of annual business strategy and objectives. Also recommended was that organizations must devise clear and firmly established plans and programs to help and encourage employees to acquire organizational knowledge and to increase knowledge acquisition and prevent the deterioration of the employees knowledge.
... Employees supposed to be motivated significantly as some organizations fail to implement meaningful recognition programs. Contributing, employees supposed to be trained, motivated, recognized, and appreciated (Okeke et al., 2019). Similarly, employees are not only motivated by money but also employer behavior has a great deal to do with non-monetary employee satisfaction packages (Gray, 2006). ...
... Taking into consideration that the path coefficient should be equal to or greater than 0.20 to demonstrate its significance; the t-value should be ≥ 1.96 while the p-value should be ≤ 0.05 to be significant as proposed by (Wong, 2013). An examination of the path coefficients, tvalues as well as the p-values of the structural model in (Okeke et al., 2019 andRizwan et al., 2012) that employee training significantly relates with the growth of an enterprise. Moreso, employee teamwork had a positive significant relationship with entrepreneurial venture growth of plastic manufacturing firms in Anambra State of Nigeria. ...
... In addition, a care assessment of results on table 2 and figure 2 indicate that employee involvement had a positive significant relationship with entrepreneurial venture growth of plastic manufacturing firms in Anambra State of Nigeria. This finding is in agreement with the findings of (Loan, 2020 andOkeke et al., 2019) that employee involvement and engagement significantly relate with venture growth. In addition, there is a positive significant relationship between employee compensation and entrepreneurial venture growth of plastic manufacturing firms in Anambra State of Nigeria. ...
This research ascertained the relationship between employee job satisfaction and entrepreneurial venture growth of selected plastic manufacturing firms in Nigeria using Anambra State as reference point. The study aimed to ascertain the extent employee training, team work, involvement and compensation relate to entrepreneurial venture growth. The target population of the study was 2360 employees while the sample size for the survey was 342. Data were collected primarily from field survey using the employees of the selected plastic manufacturing firms in Anambra State of Nigeria. A cross-sectional survey research design was adopted for the study. Structural equation modeling technique was used to test the hypothesized relationship at 5% level of significance. The findings revealed that there exists a positive relationship between employee satisfaction and entrepreneurial venture growth of plastic manufacturing firms. The findings discovered that employee training, employee team work, employee involvement and employee compensation had positive significant relationships with entrepreneurial venture growth of plastic manufacturing firms. The implication of the findings is that a satisfied employee is a productive worker. This entails that if employees are satisfied then they will perform better than when they are not satisfied. The study recommends that management should attach more importance to training their employees, working as a team, more employee involvement in decision-making as well as adequate compensational packages for improved growth of entrepreneurial ventures in Nigeria.
... Udu and Ewans (2016) maintained that staff training programs can helps to create employee's satisfaction and loyalty. Okeke et al. (2019) also agrees that training is one of the main drivers of workforce satisfaction. Industry that offers training programme to their employees stands to increase their workforce satisfaction. ...
The study examined the drivers of workforce satisfaction and their influences on entrepreneurial venture productivity of selected paints producing ventures in Nigeria using Anambra State as a reference point. The study examined the extent the drivers of workforce satisfaction of recognition, participatory leadership, motivation and job security influence the productivity of the selected paints producing firms in Anambra State of Nigeria. A cross sectional survey research design was adopted for the study. The target population size of the study was 3298 while the sample size was 357. Primary source of data collection was adopted. Structural equation modeling technique was used to test the four hypothesized relationship at 5% level of significance. The findings revealed that there exists a positive significant influence between workforce satisfaction and entrepreneurial venture productivity of paints producing firms in Anambra State of Nigeria. The findings showed that workforce recognition, workforce participatory leadership style, workforce motivation and job security had positive significant influences on entrepreneurial venture productivity of paints manufacturing firms in Anambra State of Nigeria. The study recommends that entrepreneurs and managers should invest more in recognizing, securing, motivating as well as integrating their workforce in decision-making process for improved growth and productivity of paints businesses in Anambra State of Nigeria.
Abstract:
The paper provides evidence of the impact of Human Capital Efficiency on Corporate Performance of industrial goods companies listed in the Nigerian Stock Exchange Market. For a period of 6 years (2009-2014,) the effect of Human Capital Efficiency on Performance was examined by applying the Human Capital component of the Value Added Intellectual Coefficient (VAIC) methodology. The variables were subjected to Multiple Linear regression models to analyze the perceived effects of of HCE on the variables of interest; Employees’ growth (EG), Earnings per Share (EPS), Return on Assets (ROA), Human Capital Efficiency (HCE), lagged Human Capital Efficiency and Size of the firms. The series survived a number of robustness check
and the result indicates that there is positive relationship between Human Capital Efficiency on ROA and EPS and this showed to be significant. Suprisingly we found negative relationship between Human Capital Efficiency on Size, lagged Human Capital Efficiency and Number of Employee Growth. This study contributes to the existing Literatures on Human Capital theories by revealing the HCE of
Industrial goods companies and its impact on Corporate Performance.
There has been growing interest in the degree to which human resource systems contribute to organizational effectiveness, yet limited research attention has been paid to the contextual conditions that moderate the efficacy of these practices. In this study, we examined how industry characteristics affect the relative importance and value of high-performance work systems. Findings indicate that the impact of these human resources systems on productivity is influenced by industry capital intensity, growth, and differentiation.
In the Intellectual Capital (IC) literature, only a few studies have analyzed the relationships among the components of IC and organizational success. This study provides further insight into the role of IC in organizational performance, especially financial performance. In this order, Value Added Intellectual Coefficient (VAICTM) method has been used for measuring the value based performance of the company. Corporate performance measures used in this analysis are profitability, Employee productivity, and Growth in sales. The intellectual capital (human capital and structural capital) and physical capital of the company have been analyzed and their impact on corporate performance has been measured using multiple regression technique. Findings from the empirical analysis indicate that the relationships between the performance of a company's intellectual capital and profitability, Employee productivity, and Growth in sales are informative. The empirical findings suggest that the performance of a company's intellectual capital can explain profitability and productivity.
The resource-based view (RBV) of the firm has influenced the field of strategic human resource management (SHRM) in a number of ways. This paper explores the impact of the RBV on the theoretical and empirical development of SHRM. It explores how the fields of strategy and SHRM are beginning to converge around a number of issues, and proposes a number of implications of this convergence.
Human capital is getting wider attention with increasing globalization and also the saturation of the job market due to the recent downturn in the various economies of the world. Developed and developing countries put emphases on a more human capital development towards accelerating the economic growth by devoting necessary time and efforts. Thus human capital development is one of the fundamental solutions to enter the international arena. Specifically, firms must invest necessary resources in developing human capital which tend to have a great impact on performance. This paper examines the extent to which human capitals have direct impacts on firm performance from various critical perspectives. Firm performance is viewed in terms of financial and non-financial performance. Finally, this paper develops a model that explains the relationship between human capital and firm performance.
Recognizing that not all employees possess knowledge and skills that are of equal strategic importance, we draw on the resource-based view of the firm, human capital theory, and transaction cost economics to develop a human resource architecture of four different employment modes: internal development, acquisition, contracting, and alliance. We use this architecture to derive research questions for studying the relationships among employment modes, employment relationships, human resource configurations, and criteria for competitive advantage.
The objective of the study was to determine the relationship between human capital management (HCM) practices and performance of commercial banks in Kenya. It was carried out using a cross sectional survey design as well as a correlation research. The study population and sample was 45 commercial banks. A total of 23 banks took part in the final survey. The primary data was generated through questionnaires whose respondents were head of human resource departments in banks while secondary data was sought from the financial statements of banks by means of content analysis. In order to test for the relationship between HCM practices and firm performance, the ordinary least squares (OLS) method was used to perform a regression analysis. The investigation established that the most used human capital management practices were in recruitment excellence, collegial and flexible work place and rewards and accountability. The least used practice was communications integrity. The study also noted that with the exception of communication, other human capital management practices had a positive influence on turnover growth. It is concluded that most commercial banks adopt human capital management practices to an average degree. The study further concludes that human capital management practices generally have a positive influence on performance as measured by both turnover growth and return on assets. The study recommends that there is need for commercial banks in Kenya to enhance the human capital management practices.
This article suggests that the context and process of resource selection have an important influence on firm heterogeneity and sustainable competitive advantage. It is argued that a firm’s sustainable advantage depends on its ability to manage the institutional context of its resource decisions. A firm’s institutional context includes its internal culture as well as broader influences from the state, society, and interfirm relations that define socially acceptable economic behavior. A process model of firm heterogeneity is proposed that combines the insights of a resource-based view with the institutional perspective from organization theory. Normative rationality, institutional isolating mechanisms, and institutional sources of firm homogeneity are proposed as determinants of rent potential that complement and extend resource-based explanations of firm variation and sustainable competitive advantage. The article suggests that both resource capital and institutional capital are indispensable to sustainable competitive advantage. © 1997 John Wiley & Sons, Ltd.
This article describes Skandia's approach to measuring Intellectual Capital. As neither ‘human capital’ nor ‘structural capital’ are represented in traditional accounting systems, Skandia developed their own method for capturing the true value potential of the organization with the help of two models, the Skandia Value Scheme and the Skandia Navigator.
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