THE INFLUENCE OF HUMAN RESOURCES STRATEGIES ON EMPLOYEE SELF-REPORTS PERFORMANCE: A CASE STUDY OF CADBURY PLC, LAGOS STATE.
ABSTRACT
The study examined the influence of human resources strategies on employee self- report performance, a study of Cadbury Nigeria Plc, ikeja, Lagos.
It geared towards exploring some predicting variables of human resources strategies on employee self- report performance among employee of Cadbury Nigeria Plc. 122 Cadbury Plc employees, which comprises of 62 males and 60 females from different department completed the questionnaire.
100% respondents duly participated in the survey. A well- developed questionnaire was designed to elicit information from the respondents.
The data collected were analyzed using the descriptive statistics technique and the analysis of variance (ANOVA) was employed to test the stated hypotheses at 0.05% significance level.
Result from the study indicated that compensation strategy, recruitment and selection strategy, training and development strategy and strategic human resources alignment are key variables of human resources strategies that significantly influence the employee self-report performance.
Also companies with sound the human resources strategies naturally tend to perform better than their peers from small and large enterprises.
Findings were discussed and relevant recommendations were made for further studies.
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CHAPTER ONE
INTRODUCTION
1.1Â Â Â BACKGROUND TO THE STUDY
Contemporary organizations are constantly undergoing the pressure to improve their service delivery and productivity. The precariousness of the external environment and the rapid rate of technological advancement increasingly requires innovative means of improving business performance in totality and as well as having a competitive advantage over rival firms. People are recognized as the core determinants of competitive advantage and the need for effective manpower management has become more important than ever before.
The task of effective human resource management in the 21st century has gone beyond the HR department of an organization alone. The task of exploring and harnessing the potentials of people in an organization for maximum performance is now being faced by senior managers, line managers and HR professionals. However, organizations are facing the challenges of providing an ideal occasion for diverse HR practices to prove its ability to contribute towards organizational performance and to particularly enhance the performance of human resource (employees).
HR in organizations in this present century is seen has been a vital component in the enhancement and sustenance of employees’ performance (Bowen, 2004). HR is believed to affect knowledge, skills, attitudes, abilities and behaviour of employees, which further affects the performance of an organization. Research has showed that human element is important asset organizations must possess to gain competitive advantage in the industry they are operating in. Research further evidenced that HR plays a decisive role in employees performance (Dietz and Boon, 2005; Coonway and Shanna, 2003).
