Impact of Human Resource Development and Organizational Commitment on Financial Sector Employees in Nigeria

Studies have shown that for any organization to achieve enhanced service delivery and profitability; competent employees are required. In this regard, human resource development (HRD) of an organization could be seen as strategy to improve the capacity of employees, bring about organizational commitment (OC) and promote performance. The paper empirically examines the impact of HRD and OC on financial sector employees in Nigeria. Findings show a strong impact of HRD and OC on performance of employees. In addition, literature reveals the need to tackle the issue of unethical behaviour (corruption) amongst banks’ staff at all levels as basis to eliminate failure and bring about enhanced performance in the Nigerian banking sector. The paper therefore recommend among others the enforcement of stiffer penalty for bank employees found engaging in unethical practices as a way of overcoming the challenge of unethical behaviour of staff for sustainable growth in Nigeria

Organizational Retention Strategies and Employee Performance of Zenith Bank in Nigeria

Purpose – The purpose of this paper is to empirically examine employee-retention strategies and performance in the Nigerian banking sector over the period 2000-2005, with focus on Zenith Bank in Nigeria. The sector is unique in terms of its contribution to Nigeria's gross domestic product. Design/methodology/approach – The survey research design involving the use of questionnaire and structured interview to obtain primary and secondary data from relevant books, journals and the internet were adopted. The paper also adopted the ?2-analytical technique to test for significant relationship between variables. Findings – The study revealed that it is more profitable for organizations to put in place appropriate employee-retention strategies such as good organization's image, staff participation in decision making, enhanced and regular salary package, and humane treatment of employees as strategies for organizational performance. Practical implications – Particularly, organizations are likely to experience frequent employee turnover for as long as they fail to put in place appropriate employee-retention strategies, which is capable of preventing enhanced performance. Originality/value – This paper provides insight into what could enhance the performance of organizations in their quest for quality service delivery and profitability. Its findings could also be a source of motivation to organizations in other sectors in the area of employee performance

Leadership, the Financial Sector and Development in Nigeria

Studies have shown that leadership is a vital factor for the realization of organizational goals in the public and private sector of any economy. This article therefore examines leadership, the financial sector and development in Nigeria. The financial sector represented by banks in this article is so crucial to the Nigerian economy in terms of its contribution to the nation’s Gross Domestic Product, and in addition to being a vital source of employment. To appreciate the role of leadership in an organization vis-à-vis the financial sector and development in Nigeria, the paper focused on the challenge in some Nigerian banks in 2009, which borders on unethical practice of certain bank executives. This development almost led to the collapse of some notable banks in Nigeria resulting from their inability to meet financial obligations to customers. With the use of secondary data, the paper identified leadership failure of unethical practice (corruption in terms of granting unsecured loans to family members and personal companies to the detriment of bank depositors and shareholders) as the greatest problems militating against banks’ roles as facilitator of development in Nigeria. The study recommends among others the introduction of formal education in ethics as a way of making sure that staff members imbibe ethical practice as a check against abuse of office

An Appraisal of Staff Recruitment and Retention Policies of Delta State Civil Service in Nigeria

Delta State Civil Service (DSCS) like other states’ civil service in Nigeria is established to implement government policies. The objectives that informed this study have to do with the unique role undertaken by competent workforce for the realization of government goals. Over the years Delta State Government is faced with the challenge of poor implementation of its policies. One of the major problems is shortage of competent staff. To achieve the objectives of the study, questionnaires were administered to staff at the Delta State Civil Service Commission (DSCSC) Asaba, the state capital through the systematic random sampling technique. In addition, structured interview was carried out with staff at the Office of the Head of Service of the State Civil Service and DSCSC to elicit information from respondents. The result shows among others that policies on staff recruitment in the State Civil Service is a mixture of merit, political consideration, element of ‘god fatherism’ and equal representation of citizens. The study recommends that DSCS should put in place proper staff recruitment policies that emphasize among others merit, and also appropriate staff retention strategies such as adequate rewards and incentives capable of motivating and retaining competent workforce for enhanced performance

Employee Retention Strategies And Organizational Performance

The study empirically examines the relationship between employee retention strategies and organizational performance. Using a sample size of 120 respondents in a leading beverage establishment in Nigeria, the results shows that organizations with adequate employee retention strategies in form of enhanced and regular monthly Salary package, workers participation in decision-making on issues affecting them, policies that favours job security and provision of incentives that bothers on staff family welfare retains and enhances employee performance. Implication of the results for practice is that any organization that fails to put in place adequate employee retention strategies is not likely to retain competent and motivated workforce in its employment and hence experience frequent labour turnover and poor organizational performanc

Women in Governance and Sustainable Democracy in Nigeria,1999-2012

Democracy is a system of government that abhors gender segregation in politics. Also, it has been observed that contribution to development in any society is not gender discriminatory. Utilizing secondary data, the paper shows that although female of ages 20 and above constitute 50.10 percent of the nation’s population; their appointment into positions of authority is infinitesimal compared to their male counterpart of the same age. It reveals further that the dominance of male in the nation’s politics, and the low involvement of women in the election participation and their appointment into positions of authority have created the politics of “near-exclusion” of women in favour of their male counterpart in the past. It therefore recommends among others the integration of women into the political process in terms of their actual involvement in public policy formulation and implementation as basis for sustainable democracy and development in Nigeri

Personnel Recruitment and Retention Strategies in Lagos State Civil Service of Nigeria (Pp. 226-243)

Lagos State Civil Service (LSCS) exists to implement policies of government. To realize this goal, personnel are needed, which are products of personnel recruitment and retention strategies (PR & RSs) of the civil service (CS). This study empirically examined personnel recruitment and retention strategies in LSCS. To achieve the objectives of the study, questionnaires were administered and structured interview carried out with civil servants. The study adopted the chi-square analytical technique to analyze the variables. The results show that the strategy for personnel recruitment into the CS is based on mixtures of merit and political considerations. In the area of personnel retention, the study found that the CS put in place relatively good incentives to retain its employees. These retention strategies are however not adequate to retain competent personnel compared to what is provided by private organizations to retain their workforce. The study suggested the need for the CS to put in place appropriate incentives in line with what is obtainable in private organizations if it must retain competent workforce for enhanced performance

STAFF RECRUITMENT AND ITS EFFECT ON ORGANIZATIONAL PERFORMANCE

This paper empirically examined staff recruitment and its effect on organizational performance. In doing this, the sources of labour market; factors that could affect labour market; and the usefulness of adequate identification of labour market sources for the enhancement of organizational performance through effective staff recruitment were identified and discussed using the Z-test population proportion (two samples), with a 95 percent confidence level. The findings showed that for organizations, whether in the public or private sector to achieve its goals and objectives of profit maximization in the private sector and efficient provision of social amenities to enhance the standard of living of the people in the public sector, the issue of adequate identification of labour market sources from where competent staffs could be secured within a short time to carry out the work of the organization without disrupting the smooth running of organizational activities, must be taken with all seriousness. Organizations must strive to evolve internal staff training and development programme for their staff to enhance their performance