Succession Management and Sustainability of Micro Organizations: South East Conundrum (Published)
Every micro organization ensures the deployment of its best practices for sustainability amidst seemingly competitive, complex and unpredictable business environment. Consequently, supportable leaders are needed to ensure longevity and sustained performance. This calls for succession management. The study therefore aimed to examine the effect of succession management on sustainability of micro organizations with a focus on the challenges in the South East. Survey method was adopted. The population of the study was infinite. However, purposive random sampling was adopted to select 50 micro organizations. Sources of data were through primary and secondary sources. Structured questionnaire was the major research instrument. The validity of instrument was determined by applying construct validity which refers to the degree to which the questionnaire measures the theoretical concept that the researchers hope to measure. A test-re-test method of reliability was adopted for the study. Simple regression analysis with the aid of Statistical Package for Social Sciences (SPSS) was adopted. The findings showed inter alia that; sustainability of micro organizations significantly depends on succession management, usually achieved through training and retention of existing employees in an organization. There is high optimism among the organizations sampled in the Southeast that adequate planning and execution of succession management will ensure productive longevity of many organizations in the geopolitical zone.The study contributed to existing knowledge on the indispensability of succession management to the sustainability of micro organizations in the Southeast. It confirms that the most efficacious means of organizational sustainability is through training and retention of existing employees of organizations. Therefore, this construct should be considered by micro organizations in planning and implementation process to remain afloat.The population of the study is limited to one geopolitical zone in the country-the South East, thus the result cannot be generalized to the remaining five zones. There is need for more studies on the remainder of the zones in Nigeria.
Keywords: Employee Retention, Staff Training, Sustainability, micro organization, succession management planning
Influence of Staff Training and Development on Employee Performance in Selected University Libraries in South-West, Nigeria (Published)
This study investigated the influence of training and development on employee performance in selected university libraries in South-West, Nigeria. The survey research design was adopted for this research work. A structured questionnaire was used as an instrument of data collection. The total enumeration technique was employed, and out of the total copies of the questionnaires administered, 103 were completed and returned. Frequency distribution and percentages were used for analysis, while the hypotheses were tested using correlation and regression analysis tools of the Statistical Package for Social Sciences (SPSS). The result of the study showed a significant correlation between staff training and development and employee performance in university libraries in Nigeria. The result of this research also showed that staff training and development significantly influence the performance of library staff in selected university libraries. The study, therefore, recommends that university libraries management should regularly organize training and developmental programs for their employees. Furthermore, the research suggests that library employees should be encouraged to participate in training organize within and outside their institutions, as this would ensure increased performance/productivity.
Keywords: Employee Motivation, Employee Performance, Human Resources Management, Skills Acquisition, Staff Development, Staff Training, university libraries
STAFF TRAINING, DEVELOPMENT AND NIGERIAN BANKS PERFORMANCE (Published)
The concept of variance of thinking and the need to achieve organization objective through uniformity of behavior by employees necessitate the need for staff training and staff development. Policies, procedures and rules alone cannot in isolation enable organization to achieve its objective as organization commitment to shaping human behavior and altitude play a vital role. Performance at highest level cannot be achieved without skilled, knowledgeable and being technology compliance. This paper attempted to breach the gap by establishing the effect of staff training and development on organization performance. A sample of 384 employees of Nigerian Banks was selected using a mean. The hypothesis was tested using Z-Score result of -0.0586, 0.0302, 0.0903, -0.0552, 0000, -0.0498, 0.0312, -0.00370. And by looking at the normal distribution value, the probability of obtaining such Z-value is extremely small. Therefore we rejected the null hypothesis that staff training and development does not influence Bank performance. And for better understanding by lay people, we also computed T-score. In order to determine the reliability of attitude of the respondent, co-efficient of variation was also computed. The result of the study is statistically significant as the p. value for z-score is less than 5%. We suggested that in order to trigger off staff exceptional performance, the idea of contract staff should be jettisoned because despite receiving training, they still see themselves as being discriminated against by the organization and always ready to quit at slightest opportunity. Also organization programme of activities, should emphasize staff retraining and orientation training for new employees
Keywords: Bank Performance, Staff Development, Staff Training