ABSTRACT
This research attempt to find out the impact of human capital management on organizational performance with a case study of Mainstreet bank limited Ankpa branch. The main objectives are to verify whether or not human capital development brings about profitability increase and to ascertain whether the organization embark on human capital development. The methods of data collected were primary and secondary data. It was discovered that human capital development leads to goal accomplishment and increase in the level of productivity of the organization. It was recommended that, the bank should conduct human capital development programmes more frequently and that there should be periodic review of management training policies and training and retraining should be continuous so as to update skills at all time.
TABLE OF CONTENT
Title Page
Certification Page
Dedication
Acknowledgement
Abstract
Table of Content
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study
- 2 Statement of the Problem
1.3 Objectives of The Study
1.4 Statement of Hypotheses
1.5 Significance of the Study
1.6 Scope and Limitations of the Study
1.7 Definition of Key Terms
CHAPTER TWO: LITERATURE PREVIEW
2.1 Introduction
2.2 An Overview of Mainstreet Bank Ankpa
2.3 Impact of Human Capital Development on Organizational Performance
2.3.1 Profitability Increase
2.3.2 Increase in Production
2.3.3 Market Share and Product Acceptability
2.3.4 Satisfactory Service of the Customers
2.3.5 Overtaking Competitors
2.3.6 Asset Building
2.3.7 Return of Equity
2.4 Challenges of Human Capital Development
2.5 Prospect of Human Capital Development
2.6 End of Chapter Reference
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
3.2 Research Design
3.3 Area of the Study
3.4 Sources and Method of Data Collection
3.5 Population of the Study
3.6 Sample and Sampling Techniques
3.7 Validation of Instrument
3.8 Method of Data Collection
CHAPTER FOUR: PRESENTATION AND INTERPRETATION OF RESULTS
4.1 Introduction
4.2 Data Presentation and Analysis
4.3 Test of Hypotheses
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary of Findings
5.2 Summary of the Study
5.3 Conclusion
5.4 Suggestions for Further Research
5.5 Recommendations
Bibliography
Appendix
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
It is obvious that, organizations cannot achieve its objectives despite great improvement in automation, if the desired human capital development is not accomplished. This forms the basis why most organizations in our modern society engage people. Human capital needs to be developed effectively since they are the most dynamic of all organizational resources. They need considerable attention from the organizations management if there are to fully realize their potentials in their work.
There are private and public organizations. Change is a part of organizational life and to cope with it, management of the organization must continue to strive to put up training programe and career management to retain their employees.
For any organization to attain superior performance, it must have capable, efficient, well developed and satisfied employees.
Hence, the need for human capital development. Its important to note that before industrial revolution era, employees were not appreciated and recognized as important resources for better performance in the organization. The relationship between the management and staff was merely that of the master and slave.
However, today human capital development is a modern phenomenon in the field of business management because organizations have come to realize that in order to effect supervisor performance, that best reliable employees must be extracted.
Human capital development covers a wide range of activities though. It is expensive to train and develop human capital in today’s business environment, every organization must strive to work towards it. Education, on-the-job, off-the-job training, recreational activities, such as sports, social clubs are the means where investments in employees are carried out. It also covers issues like motivation, work restructuring, payment systems, and communicating leadership and so on. Management must therefore seek to tackle these various areas to develop its staffs effectively for superior organizational performance.
The impact of human capital development is enormous. It has brought increase in productivity and quality of work life of the staffs. Its importance can not be over emphasized. It should be the goal and vision of every organization to develop its employees for greater accomplishment of its set objectives.
1.2 Statement of the Problems
Undoubtedly, every organization cannot perform well if its human capital is not effectively developed. However, the problems that make the researcher into this study are stated below:
Poor organization performance due’ to inefficient methods of human capital development.
Decrease in the profitability rate of a business organization
Inability to innovate products as a result of the inefficiency of the human capital.
Poor services rendered to customers due to inefficient human capital development.
Poor market share and inability to accumulate assets in the organization
Inability of an organization to meet up with its competitors as a result of inefficient development of its human capital.
Low productivity due to poor human capital development.
1.3 Objectives of the Study
The purpose of this research study is to find out the impact of human capital development on organizational performance. Specifically, the study sought to:
To ascertain whether or not human capital development brings about increase in productivity.
To verify whether the organization embark on human development.
To find out the problems of human capital development
To ascertain the prospects of human capital development.
