HUMAN CAPITAL DEVELOPMENT AND ORGANIZATIONAL PRODUCTIVITY IN SELECTED MANUFACTURING FIRMS SOUTH-EAST
Keywords:Training and development, Knowledge Accessibility, Learning Capacity, Organizational Productivity
This work examined human capital development and organizational productivity in selected manufacturing firms South-East, Nigeria. The study specifically is designed to determine the effect of training and development, employee engagement, knowledge and learning capacity on organizational productivity. Relevant conceptual, theoretical and empirical literature was reviewed. This study is grounded on Resource Based View and Human Capital Theory. Survey research design was adopted. The study was carried out in South East, Nigeria. The population of study 1229 comprises of the management staff, senior staff and junior staff of the fifteen selected manufacturing firms in South-East of Nigeria. The sample size for the study was 302 using statistical formula devised by Taro Yamane (1964). Data was source for Primary sources. The major instrument used in this research was questionnaire. Face and content validity was used in validating the research instrument. Test –retest through pilot study and Cronbach Alpha was employed to ascertaining the reliability of the instrument. The result revealed a Cronbach Alpha value of 0.7and 0.8 which is within the acceptable threshold. The tools that were used in analyzing the data collected include simple percentages, and T-statistics analysis. The study found that training and development has a significant positive influence on organizational productivity. Employee engagement has a significant positive effect on organizational productivity. Knowledge accessibility has a positive significant influence organizational productivity. Learning capacity does not have significant negative effect on organizational productivity Therefore, the study conclude that human capital development has a significant positive effect on organizational productivity. The study recommends that employer should have compulsory training programmes for all employees in order to improve the knowledge and understanding of annual business strategy and objectives to improve organizational productivity. Employee engagement should not be understood as a one-time exercise but it should be integrated in the culture of the work place and embedded in its policies and procedures. Management a need to consider the staff and their job assignment to knowledge accessibility in other to improve organizational productivity through compulsory training programmes for all employees in order to improve the knowledge and understanding. Organizational must devise clear and firmly established plans and programs to help and encourage employee to acquire organizational learning capacity and to increase knowledge acquisition and preventing the deterioration of the employee’s knowledge, some special programs must be designed to train them based on their field of expertise.