Human Capital Development And Organizational Performance

1.3 Aim and Objectives of the Study

The aim of this study is the examination of the relationship that exists between human capital development and organizational performance while the specific objectives are:

i. Examine the significant relationship existing between workers’ training and improved workers’ performance.

ii. Evaluate the significant relationship existing between managements’  development and employees’ motivation.

iii. Determine the significant relationship existing between matching workers’  abilities with job requirements and workers’ efficiency.

iv. examine the significant relationship existing between increased workers’ intelligence and excellent workers’ service delivery.

1.4 Relevant Research Questions

i. Does any significant relationship exist between workers’ training and improved workers’ performance?

ii. Is there any significant relationship existing between management’s development and employees’ motivation?

iii. Is there any significant relationship between matching workers’ abilities with job requirements and workers’ efficiency?

iv. Does any significant relationship exist between increased workers’ intelligence and excellent workers’ service delivery?

1.5  Relevant Research Hypotheses

Hypothesis I

Ho:There is no significant relationship existing between workers’ training and improved workers’ performance.

Hi: There is a significant relationship existing between workers’ training and improved workers’ performance.

Hypothesis II

Ho: There is no significant relationship existing between management’s development and employees’ motivation.

Hi: There is a significant relationship existing between management’s development and employees’ motivation.

Hypothesis III

Ho: There is no significant relationship existing between matching workers’ abilities with job requirements and workers’ efficiency.

Hi: There is a significant relationship existing between matching workers’ abilities with job requirements and workers’ efficiency.

Hypothesis IV

Ho: There is no significant relationship existing between increased workers’ intelligence and workers’ excellent service delivery.

Hi: There is a significant relationship existing between increased workers’ intelligence and excellent workers’ service delivery.

1.6 Significance of the Study

This research work will be relevant to the employers of labour, potential and future researchers, employees and management of Sterling Bank.

i. Through this study, the management of Sterling Bank will have insights to the benefits of human capital development on the organization as a whole.

ii. This study will also be relevant to the workforce of the bank in that it will educate them on the need for continuous training and development to remain relevant in this competitive environment.

iii. The study will also be of great relevance to employers of labour on how they will ensure that continuous human capital development forms an integral part of their policies, practices and principles.

iv. The study will also be beneficial to the government, academics, potential and future researchers on the issue relating to human capital development.

1.7 Scope of the Study

The scope of the study is confined to the examination of the relationship existing between human capital development and organizational performance, using Sterling Bank as a case study.

1.8 Definitions of terms

Training:  This is a systematic and organized procedure through which non-managerial personnel acquire technical knowledge and skills for a definite purpose.

Development: This is a systematic procedure through which managerial personnel acquire better knowledge in carrying out their decision making roles.

Efficiency: Accomplishment of task rightly with a minimum resources, expenditure, time and effort to maximize profit.

Employee: An individual who works part time or full time under a contract of employment with recognized rights and duties.

Human Resources: The workforce of the organization that puts other organizational resources into proper use.

Job Satisfaction:  The collection of feelings and beliefs that people have about their current jobs.

Management: The process of planning, organizing, coordinating and controlling of both human and material resources to achieve set goals/objectives.

Motivation: The reward that spurs workers towards improved work performance.

Organisation: The association of two or more persons with the aim achieving set goals.

Productivity: The amount of output per unit of input (labour, equipment and capital.