IIARD International Institute of Academic Research and Development

IIARD International Journal of Economics and Business Management (IJEBM )

E-ISSN 2489-0065
P-ISSN 2695-186X
VOL. 10 NO. 5 2024
DOI: 10.56201/ijebm.v10.no5.2024.pg154.166

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Human Resource Development and Employee Productivity of Telecommunication Firms in Port Harcourt

Dr. Ezediuto, Stanley Uchenna and Dr. Tamunotonye Jonah Oruma

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Abstract

This study sought to analyze human resource development and employee productivity of telecommunication firms in Port Harcourt. The specific objective of the study was to determine the extent of relationship between human resources development and employee productivity of telecommunication firms in Port Harcourt. Descriptive survey design was used. The methodology adopted was survey method to collect both primary and secondary data was used, a structured questionnaire with open and close-ended questions were used to gather information. The population of the study consists of 451 managers, management staff and junior staff of MTN NIG, 9mobile, Airtel and Globalcom in Port Harcourt. The sampling technique used was the non- probability sampling technique, also the sample size was determined using the Taro Yamane’s formula (1964) which was 207. Secondary and Primary data was utilized in this study. Secondary data was obtained from reviewing text books, publications. Primary data was gathered with the aid of questionnaires. A total of 207 copies questionnaire were distributed with 187being answered correctly and fully. Data was analyzed using percentage, tables and Spearman Rank Order Correlation techniques and with Statistical Package for Social Science (SPSS) was used to test the nine hypotheses. The findings revealed human resources development has positive relationship between employee productivity of telecommunication firms in Port Harcourt. Based on the findings, it was concluded that human resource department should work as a philosophy of culture and values of the organization. It was therefore recommended amongst others that management should ensure adequate funding of human resource development programmes, proper flow of information between the employees and management and a conducive working environment for her employees because they are the driving force of the institution.

keywords:

Human Resource Development, Employee Productivity, Job Rotation, Mentoring,

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