Submit your papersSubmit Now
For Enquiries: [email protected]
IIARD LogoIIARD

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

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

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 DevelopmentEmployee ProductivityJob RotationMentoring

References

Al-Matari, E. M., Al-Swidi, A. K., & Btfadzil, F. H. (2014). The Measurements of Firm Performance’s Dimensions. Asian Journal of Finance & Accounting, 6 (1). Angel, L., Meroño C., & López-Nicolas, C. (2013). Understanding the drivers of organization innovation. The Service Industries Journal, 33 (13), 1312-1325. Arshad, S., Asif, R., & Baloch, M. A. (2012). The impact of "Fairness" In working conditions on organizational performance in Pakistan telecommunication company limited, Pakistan. International Journal of Economics and Management Sciences, 2 (4), 10- 19. Becker, S. O., & Egger, P. H. (2013). Endogenous product versus process innovation. EmpirEccon (44), 329-354. Bogers, M. (2009). The Sources of Process Innovation in User Firms Journal of Management. Brettel, M., Mauer, R., Engelen, A., & Küpper, D. (2012). Corporate effectuation: Entrepreneurial action and its impact on R&D project performance. Journal of Business Venturing, 27 (2), 167–184. Cavaco, S., & Crifo, P. (2014). CSR and financial performance: complementarity between environmental, social and business behaviours. Applied Economics, 46 (27), 3323- 3338. Cheng, C. C., Yang, C.-l., & Sheu, C. C. (2014). The link between eco-innovation and business performance. Journal of Cleaner Production (64), 81-90. Cheng, Y. (2014). Links between Transformational Leadership and Organizational Performance in Colleges and Universities: Mediating Effects of Organizational Innovation. Published by Atlantis Press. Cohen, L., Manion, L. L., & Morrison, K. (2007). Research Methods in education (Vol. 10). Dari and Akbari and Zandieh, (2012), "The two-objective scheduling and job rotation of multi- skilled employees through engineering approach. Studies in Management, 17, (3), 1-21 Doran, J., & Ryan, G. (2014). Eco-Innovation – does additional engagement lead to additional rewards? International Journal of Social Economics, 41 (11), 1110-1130. Dowling, P.J., and Welch, D.E. (2005), International Human Resource Management: Managing People in a Multinational Context. (4th Ed), (Mason, O.H: Thomson South-Western. Ede, K. O. (2005) Fundamentals of Manpower On-the Job-training and Development. Athrep Publishers, Abuja, Nigeria. Ennen, E., & Richter, A. (2010). The Whole Is More Than the Sum of Its Parts— Or Is It? A Review of the Empirical Literature on Complementarities in Organizations. Journal of management, 36, 207–233. Farhang, Pourghaz, JamshidZehi, (2012), "The Effectiveness of job rotation and its relation to organizational justice and organizational trust", Public Management Research, 7, (23), 129 -144. Halila, F., & Rundquist, J. (2011). The development and market success of eco-innovations. European Journal of Innovation Management, 14 (3), 278-302. Ibeku, C. (2003) A Practical approach to Personnel Management. Gostak Printing Publishing Co. Ltd., Enugu, USA. Jurado, J. V., Gracia, A. G., &Fernández-de-Lucio, I. (2009). Does external knowledge sourcing matter for innovation? Evidence from the Spanish manufacturing industry. Industrial and Corporate Change, 180 (4), 637–670. Khawaja, H., & Nadeem G. (2013): “On-the Job-training and Development Program and its Benefits to Employee and Organization: A Conceptual Study”. European Journal of Business and Management. ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online). Vol. 5, No.2, 2013. Letangule, S. L., & Letting, N. K. (2012). Effect of Innovation Strategies on Performance of Firms in the Telecommunication Sector in Kenya. Journal of Management, 2 (3). Liang, D., Ma, Z., & Qi, L. (2013). Service Quality and Customer Switching Behavior in China's Mobile Phone Service Sector. Journal of Business Research, 66 (8), 1161-1167. Maleki F., & Gohari, G. (2012). "The relationship between structural empowerment and individual readiness to change," Journal of Occupational Care Research Center of Tehran University of Medical Sciences (Job Journal of Iran), 25, (76)10-18. Nishtha L., & Amit M. (2010), “How On-the Job-training Jump-Starts Employee Performance”, Indian Management, 49 (6), 14-18. Paknejad, K., & Honari D. (2010), "The relationship between learning organization and readiness for change in the Islamic Republic of Iran's Physical Education Organization" Sport Management Studies, Issue 12, Winter 168 -149. Schmidt, S. W. (2009), “Employee demographics and job On-the Job-training satisfaction: the relationship between dimensions of diversity and satisfaction with job On-the Job- training.Human Resource Development International, 12, (3), 297-312. Sheeba, H. (2011). “A Study of Effectiveness of On-the Job-training and Development Programmes of UPSTDC, India – An analysis”, South Asian Journal of Tourism and Heritage, Vol.4 (1).

More Articles from IIARD INTERNATIONAL JOURNAL OF ECONOMICS AND BUSINESS MANAGEMENT