Enhancing Organizational Performance through Human Resource Outsourcing in the Nigerian Deposit Money Banks

As competition rages on in the business environment, the demand for increased productivity, profitability with reduced cost and effective performance has put organizations under pressure to redirect their strategy towards outsourcing in order to develop and focus on their core competencies. The broad objective of this study is to examine the effect of Human Resources Outsourcing on organizational performance in Deposit Money Banks. The study made use of a sample of 260 staff from 10 money deposit banks in the Asaba metropolis of Delta State, Nigeria. The research instrument was a 25-item validated structured questionnaire of the likert type scale. A cross-sectional survey research design method was adopted, and the statistical techniques used are principle component factor analysis, correlation and multiple regression analysis. The findings showed that that there is a significant positive relationship between the variables of human resource outsourcing and organizational performance. This implies that its effect on organizational performance such as cost savings and productivity is as a result of outsourcing activities. The study therefore concludes that recruitment process outsourcing has significant relationship with organizational performance by moving the recruitment process to a recruitment agency, time is saved by the managers for more efficient planning. There is a need to adopt effective strategies when outsourcing recruitment process because human resource is the most vital asset of any organization. The study therefore recommends that Deposit Money Banks should engage in Human resource (HR) outsourcing practices, in order to get access to expert services as well as to take advantage of the excellent quality that external vendors provide and focus on their core competencies.

Download Full-text

Effect of Human Resource Planning on Organizational Performance of the Hospitality Sector in Nigeria

Business Perspective Review ◽

10.38157/business-perspective-review.v2i1.71 ◽

2020 ◽

Vol 2 (1) ◽

pp. 1-12

Author(s):

Friday Ogbu Edeh ◽

Ikechukwu Dialoke

Keyword(s):

Organizational Performance ◽

Human Resource ◽

Resource Planning ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Human Resource Planning ◽

Adequate Funding ◽

Hospitality Sector ◽

Front Desk ◽

Hr Managers

Purpose: The study aims to investigate the effect of human resource planning on the organizational performance of selected hotels in Nigeria. Method: It is a cross-sectional survey research. A self-developed close-ended questionnaire was used to collect data from managers, supervisors, and front desk officers working in 15 selected hotels operating in Ebonyi state, Nigeria. Descriptive statistics were used to analyze participants' demographic characteristics while regression was used to analyze the hypotheses. Results: The study found that human resource planning dimensions, namely, adequate funding, competence, age, and cultural background have a positive significant effect on organizational performance. Implications: The HR managers must focus on the financial capability of the firm as well as the age, competence, and cultural orientation of the prospective employees while making the HR planning.

Download Full-text

Entrepreneurial intentions of university students: a case-based study

Journal of Enterprising Communities People and Places in the Global Economy ◽

10.1108/jec-12-2016-0046 ◽

2017 ◽

Vol 11 (03) ◽

pp. 393-413 ◽

Cited By ~ 18

Author(s):

Ramo Palalić ◽

Veland Ramadani ◽

Arnela Ðilović ◽

Alina Dizdarević ◽

Vanessa Ratten

Keyword(s):

University Students ◽

Quantitative Research ◽

Business Environment ◽

Entrepreneurial Intentions ◽

Primary Data ◽

Survey Method ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Content Type ◽

Entrepreneurial Experience

Purpose This study aims to examine the entrepreneurial intentions of university students at the International University of Sarajevo. For this purpose, the entrepreneurial desires and entrepreneurial orientations of the students across several demographic variables were measured. These variables included prior entrepreneurial experience, student’s gender, faculty, year of study and attitude towards more courses on entrepreneurship. Nevertheless, the research also examined how business environment influences the entrepreneurial intentions of students by considering the same set of variables. Design/methodology/approach The objectives of this paper have been achieved by using a quantitative research instrument, where the cross-sectional survey method for collecting primary data is used. In total, 173 usable responses have been collected from the beginning of April to the end of May in the academic year 2015/2016. Findings The results indicate that the greater the demotivation with the current business surrounding, the smaller the entrepreneurial intentions of the students are when the prior entrepreneurial experience, gender, year of study and attitude towards more courses on entrepreneurship are considered. The study suggests that improving the overall business surrounding and entrepreneurial education might increase the entrepreneurial intentions of the students. Originality/value This is the first paper that treats entrepreneurial intentions of University students in Bosnia and Herzegovina.

Download Full-text

Interagency collaboration for graduate employment opportunities in Uganda

Education + Training ◽

10.1108/et-08-2019-0193 ◽

2020 ◽

Vol 62 (3) ◽

pp. 271-291

Author(s):

Peter Ntale ◽

Jude Ssempebwa ◽

Badiru Musisi ◽

Muhammed Ngoma ◽

Gyaviira Musoke Genza ◽

...

Keyword(s):

Organizational Performance ◽

Supply And Demand ◽

Business Environment ◽

Civil Society Organizations ◽

Future Research ◽

University Graduates ◽

Cross Sectional Survey ◽

Employment Opportunities ◽

Content Type ◽

Graduate Employment

PurposeThe purpose of this paper is to identify gaps in the structure of organizations that hinder collaboration of organizations involved in the creation of graduate employment opportunities in Uganda.Design/methodology/approachData was collected from staff and leaders of 14 organizations that were purposely selected to represent government, private, and civil society organizations. These organizations were selected based on their mandates, which touch on the employability of university graduates in the country in very direct ways. This was a cross-sectional survey design—based on a self-administered questionnaire, key informant interviews, and documentary analysis.FindingsOrganizations were found to have “Tell”/directive decision-making, high power distance between employees, and jobs were not coded in a way that gives employees freedoms to interact and build collaborative relationships. Finally, rules and regulations were very restrictive, disorienting employee's abilities to collaborate.Research limitations/implicationThis research concentrated on the gaps that exist in the structure of organizations from which the results point to inadequate relational, interactional, inclusive, and democratic space among different stakeholders. It would be useful for future research to examine the extent to which the structure of organizations not only impacts collaboration but also measures the level to which it affects organizational performance.Practical implicationsThe knowledge economy of the twenty-first century demands for collaborative engagements with different stakeholders if they are to survive the competitive business environment. Collaborative engagement helps in the sharing of knowledge, expertise, and resources, development of more coherent services, facilitation of innovation and evaluation, avoiding duplication of work, and minimizing conflicts and competition while creating synergy among partners.Originality/valueUnlike previous studies, which have examined employability of graduates from a supply side perspective, this study investigates organizations from both the supply and demand perspectives and identifies synergy that is as a result of bringing organizations to work together.

Download Full-text

Antecedents of Organizational Change and Its' Consequence towards Organizational Performance

GATR Global Journal of Business Social Sciences Review - GATR Global Journal of Business and Social Science Review (GJBSSR) Vol.7(1) Jan-Mar 2019 ◽

10.35609/gjbssr.2021.9.4(3) ◽

2021 ◽

Vol 9 (4) ◽

pp. 261-272

Author(s):

Lambas Marasi Tua LG ◽

Kurniawati Kurniawati

Keyword(s):

Transformational Leadership ◽

Organizational Change ◽

Organizational Commitment ◽

Organizational Performance ◽

Structural Equation ◽

Positive Impact ◽

Design Method ◽

Positive Influence ◽

Equation Model ◽

Cross Sectional

Objective - The research was conducted to identify the positive influence of transformational leadership and organizational commitment towards organization change and the influence of change on learning and its' implication onorganizational performance. Methodology/Technique - The research design method is a hypothesis-testing approach. Units of research analysis areemployees of BUKU 3 and BUKU 4 Banks in Jakarta who have a supervisory function. The study data is cross-sectional obtained in a specified time period. Data was obtained through distributing online questionnaires containing statements to be responded with a minimum of 365 respondents required. Structural Equation Model was used to test the model of the research and AMOS software is used for data processing. Finding - The major finding of the research is that transformational leadership is not directly related to positive performance of the organization but more on how transformational leaders are able to manage organizational change that in the end will have a positive impact on organization performance.Organizational change also perceived has no positive impact on learning and learning also has no direct and mediating impact on positive organizational performance. Novelty - Type of Paper - Keywords: Change; Leadership; Organizational Commitment; Organizational Change; Organizational Learning; Organizational Performance.

Download Full-text

Strategi Pengelolaan SDM dalam Peningkatan Kinerja Perusahaan Berkelanjutan di Era Industri 4.0

Business Economic, Communication, and Social Sciences (BECOSS) Journal ◽

10.21512/becossjournal.v2i1.6252 ◽

2020 ◽

Vol 2 (1) ◽

pp. 159-168

Author(s):

Johan Oscar Ong ◽

Masyhudzulhak Mahazan

Keyword(s):

Competitive Advantage ◽

Organizational Performance ◽

Human Resource ◽

Technology Development ◽

Core Competencies ◽

Management Strategies ◽

Sustainable Growth ◽

Success Factor ◽

Sustainable Competitive Advantage ◽

Generation Z

The industrial growth and technology development need competent human resource in every business organization. The presence of millennial and Generation Z has increasingly dominated workforce presenting a new challenge for organizations to provide work climate that supports their development. It has been surveyed that millennial generation is tech savvy but less patient to stay in an organization. The ability to retain and develop millennial and generation Z is the organization's key success factor to continuously improve its business performance and sustainable growth. The new approach HR management strategies are needed to make sure achieving the business outcome (growth revenue, growth profit, lower cost). The Framework of Organizational Sustainability Model in era 4.0 is designed to map out the HR strategies in order to achieve a sustainable competitive advantage. The organizational key drivers would be the input for this model to support employee core competencies so as to give their outstanding performance and increase productivity. Having skills and experience are not enough for employees, they have to make a commitment and well motivated that is shaped by a strong organizational culture and climate. The current research has provided AMO (Ability, Motivation, Opportunity) model approach to support for the key theoretical propositions. The study is imperative for practitioners and organizations since it offers Human Resource Management strategies as a suggestions and guidelines to develop human capital for improving organizational performance and for gaining sustainable competitive advantage.

Download Full-text

The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance

International Journal of Manpower ◽

10.1108/ijm-10-2013-0238 ◽

2015 ◽

Vol 36 (7) ◽

pp. 1012-1033 ◽

Cited By ~ 3

Author(s):

Anastasia A. Katou

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Organizational Performance ◽

Human Resource ◽

Structural Equation ◽

Psychological Contracts ◽

Cross Sectional ◽

Content Type ◽

The Impact ◽

The Relationship

Purpose – The purpose of this paper is to investigate the impact of human resource management (HRM) systems (expressed by content, process and climate) on organizational performance through the mediating role of psychological contracts (expressed by employer and employee promises fulfilment). Design/methodology/approach – The study examines theoretical relationships in the Greek context, based on structural equation modelling (SEM) estimation, using a sample of employees from both private and public sector organizations. Findings – The study finds that the impact of HRM content on organizational performance is less strong compared to its impact through HRM process. Additionally, the study finds that psychological contract partially and positively mediates the HRM – performance relationship, where the impact of HRM on organizational performance through employee promises fulfilment is stronger than that through employer promises fulfilment. Research limitations/implications – The study does not allow for appropriately investigating dynamic causal inferences due to the cross-sectional nature of data. Additionally, considering that Greece is experiencing a severe economic and financial crisis, the findings from this unique context may not generalize across borders. Practical implications – For improving organizational performance, managers and decision makers should make their HRM systems more visible, understandable, legitimate and relevant. At the same time they should make HRM systems more instrumental, valid and consistent of HR messages. Originality/value – Investigations into the relationship between HRM systems and organizational performance have become increasingly common. Nevertheless, empirical studies that measure the influence of HRM systems, which integrate both content and process, on organizational performance are still rare. This paper partially fills this gap.

Download Full-text

Increasing the cost of participation: red tape and public officials’ attitudes toward public participation

International Review of Administrative Sciences ◽

10.1177/0020852320942311 ◽

2020 ◽

pp. 002085232094231

Author(s):

Koen Migchelbrink ◽

Steven Van de Walle

Keyword(s):

Public Participation ◽

Organizational Performance ◽

Structural Equation ◽

Point Of View ◽

Equation Modeling ◽

Public Officials ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Negatively Associated ◽

Red Tape

Red tape is seen as a destructive organizational force that reduces public officials’ motivation and curtails organizational performance. By increasing the time, cost, and effort required to inform the public and coordinate participation, red tape has also been said to reduce public officials’ positive attitudes toward public participation. However, research on the effects of red tape on public officials’ attitudes toward public participation remains inconclusive. This study examines how the lack of functionality and compliance burden of rules affect public officials’ attitudes toward public participation. Using cross-sectional survey data of n = 862 municipal public officials and a structural equation modeling approach, this study finds that public officials’ perceptions of the lack of functionality of rules are positively associated with attitudes toward public participation, and that perceptions of the compliance burden of rules are negatively associated with attitudes toward public participation. Points for practitioners • Red tape affects public officials’ attitudes toward public participation. • The compliance burden of rules is negatively associated with public officials’ attitudes toward public participation. • The perceived lack of functionality of rules is positively associated with public officials’ attitudes toward public participation. • The effects of red tape are multifaceted and should be examined from a multidimensional point of view.

Download Full-text

Influence of Product Quality on Organizational Performance of Seed Maize Companies in Kenya

Journal of Agricultural Science ◽

10.5539/jas.v10n5p109 ◽

2018 ◽

Vol 10 (5) ◽

pp. 109

Author(s):

Munyaradzi Jonga ◽

Esther Waiganjo ◽

Agnes Njeru

Keyword(s):

Organizational Performance ◽

Product Quality ◽

Pearson Correlation ◽

Primary Data ◽

Trade Association ◽

Bivariate Analysis ◽

Sampling Frame ◽

Inferential Statistics ◽

Cross Sectional Survey ◽

Cross Sectional

A number of new seed entrepreneurs were established in Kenya, however, the majority of them fail to achieve the required business growth and competiveness. As a result, they remain small and producing less quantities of seed compared to the few large seed companies in the same market. This study evaluated the influence of product quality on organizational performance of seed maize companies in Kenya. The study adopted a cross-sectional survey research design to collect data from the target population which comprised of seed maize companies in Kenya. The sampling frame of the study was the registered seed maize companies at the Seed Trade Association of Kenya which was the unit of analysis while the respondents were the managerial employees within the seed companies and key seed experts in Kenya. Primary data was obtained by administering questionnaires to four employees within each seed company. The four employees were randomly selected from the production, marketing, finance and warehousing departments. The key seed experts were selected through snow balling and judgment technique. Interviews were conducted with the selected seed experts. The collected data was analyzed using SPSS software. Factor analysis was done to establish the appropriateness of the questionnaire constructs. Both descriptive and inferential statistics were used. Inferential statistics included the use of bivariate analysis and the study used the Pearson correlation coefficient. The study also ran a multiple regression model in order to establish the effect of product quality on organizational performance of seed maize companies. Results indicated that the original source of seed can affect product credibility and sales, seed certification standards influenced product credibility and sales, characteristics of seed varieties affect product performance and use of hotlines to report seed failure influences the credibility of the seed and the distributor. The study concludes that managers can increase profitability by putting in place appropriate quality management systems (QMS) and product quality standardization of seeds produced to ensure high quality seed. The study recommends that the management of seed companies should ensure they embark on improving the product quality of seeds produced so as to meet customer requirements and enhance the firm’s performance. This can be achieved by implementing appropriate QMS, securing contracts with large farmers who have irrigation facilities to guarantee adequate seed fields isolation, high productivity and quality seed production.

Download Full-text

National Multispecialty Survey Results: Comparing Morbidity and Mortality Conference Practices within and outside Otolaryngology

Otolaryngology ◽

10.1177/0194599817737993 ◽

2017 ◽

Vol 158 (2) ◽

pp. 273-279 ◽

Cited By ~ 3

Author(s):

Karthik Balakrishnan ◽

Ellis M. Arjmand ◽

Brian Nussenbaum ◽

Carl Snyderman

Keyword(s):

Best Practices ◽

Adverse Events ◽

Patient Care ◽

Response Rate ◽

Core Competencies ◽

The United States ◽

Morbidity And Mortality ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Standard Case

Objective The objective is to describe variations in the otolaryngology morbidity and mortality (M&M) conference and to compare with other specialties. Design Cross-sectional survey. Setting The setting included otolaryngology departments across the United States and nonotolaryngology medical and surgical departments at 4 academic medical centers. Subjects and Methods Participants were members of a national otolaryngology quality/safety network and nonotolaryngology quality leaders at 4 large academic hospitals. Surveys were administered January 2017. Respondents described M&M conference practices, goals, and educational role. Results Twenty-eight of 39 individuals representing 28 institutions completed the otolaryngology survey (72% response rate). Of 197 individuals, 60 (30% response rate) representing 11 surgical and 20 nonsurgical specialties completed the comparison survey. Twenty-seven of 28 otolaryngologists (46 of 60 nonotolaryngologists) worked in academic settings. All otolaryngology programs conducted an M&M conference: 54% discussed all adverse events and errors; 32% used standard case selection processes; 70% used structured discussion, usually root cause analysis (64%); and 32% classified harm level. In comparison with other specialties, otolaryngology programs were more likely to discuss all adverse events and errors ( P = .01). Most conferences led to quality projects and intrainstitutional communication: 22% communicated to patients and families; 73% of respondents thought that M&M conferences should be standardized or use “best practices.” In both surveys, improving patient care was rated the conference’s most important function, followed by trainee education and culture change. Patient care and practice-based learning were rated the most relevant Accreditation Council for Graduate Medical Education Core Competencies in both surveys. Conclusions Academic otolaryngology M&M practices generally align with other specialties, but specifics vary widely, making collaborative quality improvement challenging. Educational and administrative priorities cross specialties. Most respondents thought that standardization and best practices are worthwhile. Nonacademic practice data are needed.

Download Full-text