The low level of Capital formation in Nigeria has been blamed on the low level of savings occasioned by the low income level and high level of consumption which reduce the ability of banks to create money through intermediation. This study investigates the effect of deposit mobilization and credit financing of commercial banks on capital formation in Nigeria. Gross fixed capital formation was used as proxy for dependent variable, while credit to private sectors, lending rate and Total deposit liabilities were used as proxies of independent variables. The study employed time series quarterly data from Q1 1980 to Q4 2015, which constitutes 48 observations. Multiple regression techniques were used to analyze the data. The study found that (LRN and TDL) have positive impact on GFCF of Nigeria while credit to private sector has an inverse relationship with GDP. In view of this finding, the study recommended that Nigeria commercial banks should re-direct their intermediation activities effectively. JEL Classification: C22, C87, G2, G21, G29

Over the last decade, much research has been conducted in the field of human resource management (HRM) and its associations with organizational performance. Prior studies have found substantial positive evidence for statistical associations between HRM and organizational performance. The purpose of this study is to investigate the relationships between HRM practices and firm performance. This study examines the relationships among HRM practices and firm performance. The researcher adopted the descriptive survey design. Primary data was sourced through the instrument of questionnaire. The total of 13 department which comprises of 305 employees which the sample size needed to carry out our survey was 75 in order to achieve 90% precision from the sample. The research study is drawn scientifically using the stratified random sampling technique. The findings revealed among others HRM has a great impact on organizational performance and the conclusion is a stimulus to Nigeria breweries through a well-coordinated HRM practices, value added to company’s production processes and the contribution made by each employee have more effect on the results obtained by the organisation. This finding leads to the conclusion that HRM can bring about a higher organisational performance for firm. The researcher recommended among others that HRM should endeavor to have a well-structured effective organizational performance in order to achieve the set up objectives and in order to improve employees efficiency and effectiveness towards achieving the organisational goals, the appraisal period should be more frequent probably every quarterly and various motivational instrument should be introduce to entice employees to perform better and these would go a long way in fostering an understanding of multicultural work climate and enhancing the building of a truly agile Nigeria breweries, Kaduna.