Organizational change and human resource management interventions: An investigation of the Nigerian banking industry

Adeniji, Anthonia; Osibanjo, Omotayo Adewale; Abiodun, Abolaji Joachim

doi:10.5937/sjm8-3712

Cited by 30 publications

(22 citation statements)

References 29 publications

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“…HR is the obvious candidate for the role of leading the people side of change" (p. vii). Adeniji, Osibanjo and Abiodun [33] contend that the concept of HR management "includes employees identifying the interests and goals of the organization, and be aligned and committed in achieving these goals. It involves employees adapting willingly to change within the organizational structure without any strife or prejudice" (p. 144).…”

Section: Human Resource Roles In Changementioning

confidence: 99%

“…The general role of HR management in the process of change was asserted by the interviewees and summarized by the fact that organizations continuously seek innovating change and keeping up with it to monitor and correct any observed gaps as asserted by Lockwood [10]. Also, emphasis was stressed on the role of coupling the change process to organizational strategy as recommended by Adeniji, Osibanjo, & Abiodun [33]. Further, researchers like Akinbode and Al Shuhumi [49] posit that "Strategic change has to do with broad, long-term and organization-wide range issues.…”

Section: Conclusion and Recommendationsmentioning

confidence: 99%

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An Exploratory Study of the Role of Human Resources Management in the Process of Change

El-Dirani¹,

Houssein²,

Hejase³

2020

OJBM

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The process of change in organizations is usually triggered by business-related environmental factors which if not managed adequately result in uncertainty and volatility leading to a situation where an organizations may lose competitive advantage especially if its response is reactive. Consequently, organizations' preparedness and pro-activeness across all functional departments are key success factors in terms of the wise use of resources/capabilities. Of particular significance is the human resource (HR) function whose role is fundamental in the change process necessary to accommodate change. This research aims to assess the role of HR in the ongoing process of change in organizations by identifying the change process, the functions and roles of HR in this process and how these interrelate. Exploratory qualitative research is used based on primary data obtained from semi-structured interviews. A willing small sample of HR experts and practicing professionals is selected. The research outcomes shed light on the HR practitioners role in the process of change, and an assessment of the nature of the intertwining effect to develop appropriate response policies in a more effective and efficient manner. Findings, though pertinent to a small group and may not be generalizable, act as an eye opener to organizational policy makers as well as HR managers.

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Section: Human Resource Roles In Changementioning

confidence: 99%

Section: Conclusion and Recommendationsmentioning

confidence: 99%

An Exploratory Study of the Role of Human Resources Management in the Process of Change

El-Dirani¹,

Houssein²,

Hejase³

2020

OJBM

View full text Add to dashboard Cite

show abstract

“…According to Adenike Adeniji & et al (2013) The objective of this paper was to study the relationship between human resource management interventionist strategies and organizational change; and flexibility that can make employees more adaptive and receptive to changes. Out of one hundred and sixty copies of questionnaire administered, one hundred and twenty three (123) were collected and analyzed.…”

Section: Literature Reviewmentioning

confidence: 99%

The Role of Human Resources Recruitment Strategy in Achieving Organizational Change at AL-Hussein Bin Talal University-Jordan

Tobeery

Almohtaseb

Almahameed

2017

BER

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This study was aimed at identifying the role of the HR recruitment strategy in achieving organizational change at AL-Hussein Bin Talal University (AHU) in Jordan. A questionnaire was distributed among the study samples, totaling (113) individuals. The most important findings were: (AHU) had a moderate level recruitment strategy, organizational change level at (AHU) was moderate, selecting HR was the highest in practice, followed by hiring HR and then attracting HR which was the least practiced component of HR, there was no statistically significant relation between attracting HR and achieving organizational change, there was a statistically significant relation between selecting HR and achieving organizational change, there was no statistically significant relation between hiring HR and achieving organizational change.

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“…These competencies include knowledge, skills or behaviours that are critical for successful job performance. Training and development help in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals (Adeniji, Osibanjo, and Abiodun, 2013). It also helps to develop and improve the organizational culture within the organization through building the positive perception and feelings about the organization.…”

Section: Organizational Culture and Training Cum Developmentmentioning

confidence: 99%

Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities

Adewale¹,

Anthonia²

2013

JOC

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This paper shows results of the impact of organizational culture on human resource practices in some selected Nigerian private universities. The statistical analysis was based on two hundred and thirty-seven respondents in the selected studied private universities showing that a close relationship exists between organizational culture and recruitment process, training programmes, job performance management, performance of employees, pay structure, and compensation administration. The paper suggested that given the organizational context of the study, each of the variables will be appreciated more by the individuals in values, beliefs, and practices of the organization. It is therefore suggested that prospective employees or job seekers should endeavor to familiarize themselves with the organizational culture before accepting job offers.

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Organizational change and human resource management interventions: An investigation of the Nigerian banking industry

Cited by 30 publications

References 29 publications

An Exploratory Study of the Role of Human Resources Management in the Process of Change

An Exploratory Study of the Role of Human Resources Management in the Process of Change

The Role of Human Resources Recruitment Strategy in Achieving Organizational Change at AL-Hussein Bin Talal University-Jordan

Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities

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