IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL EFFICIENCY: A CASE STUDY OF MTN NIGERIA COMMUNICATION PLC.
Description
Efficient productivity requires sustainable HRM practices as niche for competitive advantage and effective task performance in MTN Nigeria Communication Plc Lagos. Competence-based recruitment and selection processes, decentralized training and development, and performance appraisal were examined as enablers of organizational success. Three research questions and hypotheses were formulated, and the study was guided by the ecosystem model. The study adopted a Cross-sectional survey research design because it permits data collection from different participants. A self-structured questionnaire known as HRMPOE (Human Resource Management Practices and Organizational Efficiency) helped to provide appropriate data for the study. A sample size of 329 was determined using the Taro Yamane sampling formula. A 26-item structured questionnaire was used to facilitate data collection. The questionnaire was developed, validated, and tested for reliability using Cronbach’s Alpha Coefficient Reliability. Data from the questionnaire were analysed using the normality test, linearity test, and multicollinearity test to ascertain the adequacy of the data, while Pearson Product Moment Correlation was used to test the hypotheses where the “sig” level is insignificant or less than 0.01. This study adopted human capital theory as a relevant theory to guide the study. It theorizes the need for organizations to optimize the growth of internal resources by spending money to improve employees’ skills and capacity to bring about productivity (Becker, 1992). Chew and Girardi (2008) stress that in human capital theory, all skills acquired are obtained through training for individuals to gain knowledge and use it for the economic value of the organization. HRM practice is fair and aligned with the skills of employees to ensure that their expectations are met. Findings revealed that competence-based recruitment and selection, decentralized training and development, and performance appraisal have a significant relationship with organizational efficiency. The study concludes that HRM practices are driven by progressive reliance on hiring and retaining workers who are resources to productive efficiency for competitive advantage and achievement of innovative goals of the organization. The study recommends that a competence-based approach should continuously be used in HRM practices as a helpful strategy for implementing HR function, resolving issues of under-performance of tasks, and enhancing competitive advantage and management of resources to achieve the set goals of the studied organization. Decentralized training and development should continuously be embraced as strategies for delegation of responsibility and as the source of autonomy for decision-making. Performance appraisal should be considered a strategic tool in reviewing the strengths and weaknesses of employees against the required future responsibilities for employee productivity and development.