An Investigation into The Relationship Between Human Resource Development on Organizational Performance Case Study of United Bank For Africa-Sierra Leone (Uba-Sl)
- August 5, 2021
- Posted by: rsispostadmin
- Categories: IJRISS, Public Administration, Social Science
International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue VII, July 2021 | ISSN 2454–6186
Shekou Ansumana Nuni, Ibrahim Alusine Kebe
Institute of Public Administration and Management University of Sierra Leone Faculty of Management Sciences Department of Business Administration and Entrepreneurship Development
ABSTRACT
Organizational performance depends on the quality of its human resources and the human resources development strategy being an integral part of organizations’ strategic plan and its practicability. Hence, this study was aimed at assessing the effectiveness of human resource development on organizational performance at the United Bank for Africa (UBA).
For this study, the scope was approximately 5 years and 100 employees who were randomly selected from a population of 135 to provide answers with the use of questionnaires and interviews, and also descriptive tools were adopted for data analysis.
Findings revealed that over ninety percent (90%) of the respondents strongly believed that the bank has a training policy which show a commitment in training awareness in the bank and majority of these respondents believed that the trainings conducted are designed to support the achievement of the bank’s goals and strategy.
The study further recommended that the Bank should capacitate employees in order to improve performance, and also adopt an attractive reward system to retain key staff.
Keywords: Human Resource Management, Human Resource Development, Performance
1.0INTRODUCTION
In the twenty-first century, most organizations are faced with the task of achieving the best possible results regarding efficiency and effectiveness in service delivery and profit maximization with available employees at their disposal. As a result, the concept of human resource development (HRD) has emerged as a strategy to enhance the capacity of existing employees in organizations for efficient performance.
Human Resource Development (HRD) is one of the key functions of an organization, and it defines ways of practices and results to organization productivity by recruiting qualified employees who have the desired competencies that enhances corporate image and lowers employee turnover and retention of employees in the organization.
According to Research Publish Journals (2016), Human Resource Development is premised on organizational performance improvement mediated through human expertise and human effort. It aims to add value to the achievement of an organization’s goals and objectives.
HRD is the integrated use of training and development, organizational development and career development which are applied to improve individual employees and organizational effectiveness (Abdullah, Che Ros & Kumar, (2007).
HRD helps organizations to provide learning practices related to the goals of the organization and its employment needs. The training perspective focus is that HRD should be able to enhance both the organizations and the employee’s capacity to learn. The performance perspective is concerned with ensuring that training should be translated into behaviour or performance so as to realize organizational goals.
