Effects Of Human Resource Practices On Organizational Efficiency: A Case Study Of Nigerian Postal Service (NIPOST)

Project and Seminar Material for Human Resource Management (HRM)

Effects Of Human Resource Practices On Organizational Efficiency: A Case Study Of Nigerian Postal Service (NIPOST)

Abstract

This study was carried out to examine the effects of human resource practices on organizational efficiency using Nigerian Postal Service (NIPOST), Abuja as a case study. The study was specifically carried out to determine the relationship between human resource practices and organizational efficiency, find out whether human resource practices is a significant determinant of staff commitment in Nigerian Postal Service, ascertain the impact of human resource practices on workforce productivity of Nigerian Postal Service, ascertain whether human resource practices enhances quality service delivery in Nigerian Postal Service, and find out whether human resource practices of NIPOST influences its operation and efficiency. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of staff of NIPOST, Abuja. In determining the sample size, the researcher conveniently selected 57 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables. While the hypotheses were tested using Pearson correlation, statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between human resource practices and organizational efficiency. The study also revealed that the human resource practices of NIPOST significantly determine the level of staff commitment in the organization. Therefore, it is recommended that HR practitioners in public corporations need to make sure that they comply with Human resource practices such as employee compensation, employee training and career development so as to motivate employees to work hard hence bringing higher organizational performance. To mention but a few.

Table of Content

  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One

Introduction

1.1 Background of the Study

In the recent years, the world has witnessed an upsurge in the globalization where the economies of many countries are interlinking to promote foreign trade through technological advances and connectivity (Carnevale & Hatak, 2020). This upsurge has also fuelled the increased rivalry in the national and foreign markets that has further encouraged the organizations in hiring and retaining highly talented workers. Several companies are dependent on their employees to gain advantage in the competitive market. Therefore, they are strongly related to the efficiency of their human resources and their human resources management (Collins, 2021). Human resource management (HRM) includes tasks like HR preparation, human resources management, strategic recruiting, employee training, growth compensation management, efficiency, worker relations, health care, employee satisfaction as well as provision of employee services. It includes policies and practices set to improve organizational efficiency, engagement of employees and work quality (Khan & Abdullah, 2019). (Gbolahan, 2012). Having HRM practices in place, would positively improve the firm’s performance; such as, revenue returns, benefit, competitiveness and market share (Katou, 2008).

Apart from this, human resource management works in the diverse area like conducting of jobs, planning the employee’s needs and recruitment, determination of wages and salaries, resolving the disputes and creating better working and safety environment for the employees (Bowen & Ostroff, 2004). The organization uses human resource management for the proper utilization of their resources. Furthermore, the department plays an important role in the overall development of the employees for encouraging personal and career growth. Alternatively, it helps in improving professional skills and knowledge of the employees. Human resource management provides quality work life for the employees. Therefore, the significance of the Human resource management with respect to the organizational efficiency is evident.

The role of the higher performance work practices in the realm of the Human resource management is important. Although literature provide evidence that the Human resource management is crucial for organizational enactment, the impact of effective human resource management on organizational efficiency is relatively less discussed area in the literature.

1.2 Statement of the Problem

HRM is extremely important for public sector especially because all agencies are in the field of service delivery (Mathivanan, 2013). Government corporations viewed from personnel angle has its peculiarities. They are labor intensive industry and efficiency of employees has got a bearing on the quality of services offered. This being the case, it should have been natural that professionalization of personnel management should have gained better priority but unfortunately personnel management happened to be the most neglected aspect of public corporations management (Mathivanan, 2013). However, there are also significant risks which should be carefully managed in the human resource area. These risks include the consequences of recruiting the wrong people; inadequately training and developing them; losing them prematurely; instilling misguided motivation; and failing to consider future human resource capability needs. Therefore, the corporations, like most organizations with key dependency on the skills, experience, and judgment of its staff, should maintain structures and policies to identify and manage these risks (Suarez 2009), as this could have significant effect on the organizational efficiency.

1.3 Objectives of the Study

The main aim of the study is to examine the effects of human resource practices on organizational efficiency: a case study of Nigerian Postal Service (NIPOST).

Other aims of this study are:

  1. Determine the relationship between human resource practices and organizational efficiency.
  2. Find out whether human resource practices is a significant determinant of staff commitment in Nigerian Postal Service.
  3. Ascertain the impact of human resource practices on workforce productivity of Nigerian Postal Service.
  4. Ascertain whether human resource practices enhances quality service delivery in Nigerian Postal Service.
  5. Find out whether human resource practices of NIPOST influences its operation and efficiency.

1.4. Research Questions

  1. Is there a significant relationship between human resource practices and organizational efficiency?
  2. Does the human resource practices of NIPOST significantly determine the level of staff commitment in the organization?
  3. What is the impact of human resource practices on workforce productivity of Nigerian Postal Service?
  4. Does human resource practices enhance quality service delivery in Nigerian Postal Service?
  5. Does human resource practices of NIPOST influence its operation and organizational efficiency?

1.5 Research Hypotheses

  • Ho: There is no significant relationship between human resource practices and organizational efficiency.
  • Ha: There is a significant relationship between human resource practices and organizational efficiency.

1.6 Significance of the Study

At the end of the study, the thesis had specifically explained and tackled the impacts of human resource management the hotel industry, how human capital management can directly and indirectly affect staff performance and take effect on hotel profit maximization. The thesis is expected to be of great use to managers, CEOs, directors, supervisors in providing a guide to them on how useful the human resource department is to the hotel industry.

1.7 Scope of the Study

The study generally focuses on the effects of human resource practices on organizational efficiency: a case study of Nigerian Postal Service (NIPOST). The respondent for this study will comprise of staff of NIPOST, Abuja.

1.8 Limitation of the Study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. However, the researcher were able to manage these just to ensure the success of this study.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.

1.9 Definitions of Terms

Human Resource:

This is a single person or employee within your organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training.

Personnel Management:

This is an administrative function of an organization that exists to provide the personnel needed for organizational activities and to manage the general employee-employer relationship.

Effectiveness:

The degree to which objectives are achieved and the extent to which targeted problems are solved. In contrast to efficiency, effectiveness is determined without reference to costs.

Efficiency:

This is the (often measurable) ability to avoid wasting materials, energy, efforts, money, and time in doing something or in producing a desired result. In a more general sense, it is the ability to do things well, successfully, and without waste.

Performance:

The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed.

1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.

Chapter Five

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the effects of human resource practices on organizational efficiency using Nigerian Postal Service (NIPOST), Abuja as a case study. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to examine the effects of human resource practices on organizational efficiency using Nigerian Postal Service (NIPOST), Abuja as a case study. The study was specifically carried out to determine the relationship between human resource practices and organizational efficiency, find out whether human resource practices is a significant determinant of staff commitment in Nigerian Postal Service, ascertain the impact of human resource practices on workforce productivity of Nigerian Postal Service, ascertain whether human resource practices enhances quality service delivery in Nigerian Postal Service, and find out whether human resource practices of NIPOST influences its operation and efficiency.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent were staff of NIPOST, Abuja.

5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. There is a significant relationship between human resource practices and organizational efficiency.
  2. The human resource practices of NIPOST significantly determine the level of staff commitment in the organization.
  3. The impact of human resource practices on workforce productivity of Nigerian Postal Service is positive.
  4. Human resource practices enhance quality service delivery in Nigerian Postal Service.
  5. Human resource practices of NIPOST influence its operation and organizational efficiency.

5.4 Recommendations

Based on the findings of the study, the following recommendations are proffered.

  1. Undeniably, the importance of proper staffing cannot be replaced, hence, public corporations should not jeopardize the standards and bases for employment due to either familiarity or bribery, else the implication will be beyond immediate control.
  2. HR practitioners in public corporations need to make sure that they comply with Human resource practices such as employee compensation, employee training and career development so as to motivate employees to work hard hence bringing higher organizational performance.
  3. Employees need to make sure that they increase commitment whenever the employer comply with HR practices to motivate them.They may use a feedback mechanism to show their employer that they are satisfied or dissatisfied with their jobs.
  4. Improvement in the implementation of HR practices may further be achieved through benchmarking and identifying best-practices in the banking industry particularly on recruitment and selection, and employee relations.

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