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Format: MS WORD
| Chapters: 1-5
| Pages: 65
HUMAN CAPITAL DEVELOPMENT AND CORPORATE PERFORMANCE: A STUDY OF FOOD AND BEVERAGES FIRMS IN PORT HARCOURT
ABSTRACT
The relationship between human capital development and corporate performance was investigated using Spearman’s Rank Order Correlation Coefficient and using organizational culture as the moderating variable in food and beverages firms in Port Harcourt. The study utilized cross-sectional research design and used questionnaire to collect the primary data. Preliminary analysis was performed to ensure no violation of the assumptions of normality, linearity and equality of variance. The results of the analysis revealed that there were strong correlation between the dimensions of human capital development and the measures of corporate performance. Consequently, the study recommends the following: certain measures of skills development be allowed the employee with regards his or her role expectations as this has been revealed to facilitate increased responsibility and accountability, hence a decrease in blame shifts in the case of poor outcomes, The trust development is structured in a manner that enables adequate knowledge transfer with enhanced sharing of information between organizational groups and between employers and employees; this is as effective communication and transfer of information within the organization is shown to further equip the employees with the required tools and techniques for effectively carrying out his or her expectations at the workplace. That those aspects of the organizational culture; which emphasizes on attributes such as communication, participation, and team work; be taken seriously given its effect on organizational outcomes such as corporate performance.
ABSTRACT
The relationship between human capital development and corporate performance was investigated using Spearman’s Rank Order Correlation Coefficient and using organizational culture as the moderating variable in food and beverages firms in Port Harcourt. The study utilized cross-sectional research design and used questionnaire to collect the primary data. Preliminary analysis was performed to ensure no violation of the assumptions of normality, linearity and equality of variance. The results of the analysis revealed that there were strong correlation between the dimensions of human capital development and the measures of corporate performance. Consequently, the study recommends the following: certain measures of skills development be allowed the employee with regards his or her role expectations as this has been revealed to facilitate increased responsibility and accountability, hence a decrease in blame shifts in the case of poor outcomes, The trust development is structured in a manner that enables adequate knowledge transfer with enhanced sharing of information between organizational groups and between employers and employees; this is as effective communication and transfer of information within the organization is shown to further equip the employees with the required tools and techniques for effectively carrying out his or her expectations at the workplace. That those aspects of the organizational culture; which emphasizes on attributes such as communication, participation, and team work; be taken seriously given its effect on organizational outcomes such as corporate performance.
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