The Effect of Human Resources Development on Organizational Productivity

Abstract

This paper is "The Effect of Human resource Development on organizational productivity." The study aims to determine the extent at which effective human resource development can enhance productivity in order to reduce poor performance in organization, to determine the efficiency of human resource training and development in organization growth, to ascertain if human resource development have any significant impact on organizational profitability, to determine and identify the factors affecting human resource development and organizational productivity and to ascertain the attitude of the senior management and other employees on the need for proper utilization of available human resources which have tremendous effect on the firm's profitability. The five research questions and three hypotheses were formulated in line with the objectives of the study. To achieve the aims of the study, data were collected from both primary and secondary source. Data collected were analyzed by use of means, variance and standard deviation and the three hypothesis formulated were tested using z-test statistical tool. Based on the analysis, the study found that human resource development is very vital to any organizations ranging from small to large scare enterprise since it is well known that no business can exist entirely without human being also that one of the major functions of human resource development is the engagement of people to work in order to achieve sales growth and profitability another finding is that the method of training and development as gathered from interview contracted by the researcher are just by reason of the problems the company has due to lack of fund. Based on the findings of the study, the researcher recommends that organization should inculcate the habit of attending seminars and conference, the company should make sure that the effort of employers are appraised from time to time to find out how they contribute to the achievement of organizational goals and also educational qualification must be a pre-requisite for the recruitment, selection promotion and placement of workers.

School Environment and Environmental Education Lecturer’s Job Performance in the University of Calabar, Nigeria

“…If need be, fans and other cooling system should be provided for the enjoyment of the students, thereby making them relaxed and prepared for any kind of academic rigors. This result is further confirmation of the earlier result obtained by Okoyo & Ezejiofor, (2013) and Sujit, (2014) who in their respective studies found a positive significant relationship between classroom facilities and lecturer's job performance in public tertiary institutions.…”

“…In Udo (2002) cited in Okoyo & Ezejiofor, (2013) research on the relationship between classroom environment and student's academic performance in secondary school student in Itu Local Government Area, the findings from the study shows that students with conducive classroom environment did better than those without such environment. This implies that there is a relationship between academic performance of students and their classroom ISSN: 1430-3663 Vol-15-Issue-2-February -2020 P a g e | 164…”

“…A calm environment for learning is the key to academic performance. Okoyo & Ezejiofor, (2013) observed that the school environment has a lot of impact on the works that is done in the school, if the building are traditional four high walls, the lecturers becomes more inclined to teaching in the traditional way as he was taught. But if it is the motivating modern walls with the necessary facilities, the lecturer is tempted to seek for ways to improve his job performance in the school.…”

Impact of Work Environmental Factors on Job Performance, Mediating Role of Work Motivation: A Study of Hotel Sector in England

“…Inefficient job performance will bring about a tragedy to the organization as associated with lower productivity, profitability and impairment of overall organizational effectiveness (Cooke, 2000;Okoyo & Ezejiofor, 2013). As pointed out by Viswesvaran and Ones (2000), job Performance is the core construct of today's work place.…”

Untitled

“…Compared to the traditional personnel management, the human resource management and development system fulfills functions that focused on recruitment of, management of people within the organization, and also providing direction for them. [2] Human resources management, development and relevant services aim to make a good use of all human resources available in and out of the organization, and also ensure goals to be achieved and staff fully developed.…”