IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL EFFICIENCY: A CASE STUDY OF MTN NIGERIA COMMUNICATION PLC.

Efficient productivity requires sustainable HRM practices as niche for competitive advantage and effective task performance in MTN Nigeria Communication Plc Lagos. Competence-based recruitment and selection processes, decentralized training and development, and performance appraisal were examined as enablers of organizational success. Three research questions and hypotheses were formulated, and the study was guided by the ecosystem model. The study adopted a Cross-sectional survey research design because it permits data collection from different participants. A self-structured questionnaire known as HRMPOE (Human Resource Management Practices and Organizational Efficiency) helped to provide appropriate data for the study. A sample size of 329 was determined using the Taro Yamane sampling formula. A 26-item structured questionnaire was used to facilitate data collection. The questionnaire was developed, validated, and tested for reliability using Cronbach’s Alpha Coefficient Reliability. Data from the questionnaire were analysed using the normality test, linearity test, and multicollinearity test to ascertain the adequacy of the data, while Pearson Product Moment Correlation was used to test the hypotheses where the “sig” level is insignificant or less than 0.01. This study adopted human capital theory as a relevant theory to guide the study. It theorizes the need for organizations to optimize the growth of internal resources by spending money to improve employees’ skills and capacity to bring about productivity (Becker, 1992). Chew and Girardi (2008) stress that in human capital theory, all skills acquired are obtained through training for individuals to gain knowledge and use it for the economic value of the organization. HRM practice is fair and aligned with the skills of employees to ensure that their expectations are met. Findings revealed that competence-based recruitment and selection, decentralized training and development, and performance appraisal have a significant relationship with organizational efficiency. The study concludes that HRM practices are driven by progressive reliance on hiring and retaining workers who are resources to productive efficiency for competitive advantage and achievement of innovative goals of the organization. The study recommends that a competence-based approach should continuously be used in HRM practices as a helpful strategy for implementing HR function, resolving issues of under-performance of tasks, and enhancing competitive advantage and management of resources to achieve the set goals of the studied organization. Decentralized training and development should continuously be embraced as strategies for delegation of responsibility and as the source of autonomy for decision-making. Performance appraisal should be considered a strategic tool in reviewing the strengths and weaknesses of employees against the required future responsibilities for employee productivity and development.

高效的生产力需求可持续的人力资源管理实践，作为MTN尼日利亚通信有限公司（拉各斯）在竞争中取得优势及有效任务执行的特定领域。本研究探讨了基于能力的招聘与选拔流程、分权化的培训与发展、以及绩效评估作为组织成功的促进因素。提出了三个研究问题和假设，并以生态系统模型为指导开展研究。鉴于横断面调查设计能够从不同参与者中收集数据，本研究采用了此研究设计。通过Taro Yamane抽样公式确定了329人的样本量。采用了一种名为HRMPOE（人力资源管理与组织效率）的自编问卷，为研究提供了适当的数据。问卷包含26个项目，旨在促进数据的收集。问卷的开发、验证和可靠性测试采用了Cronbach’s Alpha系数。通过正态性检验、线性检验和多重共线性检验来确保数据的充分性，而Pearson积矩相关系数则用于检验假设，其中“sig”水平不显著或小于0.01。本研究采纳了人力资本理论作为指导研究的相关理论，该理论认为，组织通过投资于提高员工的技能和生产力，以优化内部资源的增长（Becker，1992）。Chew和Girardi（2008）强调，在人力资本理论中，所有通过培训获得的技能都是为了个人获取知识并将其用于组织的经济价值。人力资源管理实践公平且与员工的技能相一致，以确保其期望得到满足。研究发现，基于能力的招聘与选拔、分权化的培训与发展、以及绩效评估与组织效率之间存在显著关系。研究结论表明，人力资源管理实践通过渐进依赖招聘和保留对生产力效率有贡献的员工，以实现竞争优势和组织创新目标的实现。研究建议，应持续采用基于能力的策略在人力资源管理实践中，作为实施人力资源职能、解决任务低绩效问题、提升竞争优势和资源管理以实现研究组织既定目标的辅助策略。分权化的培训与发展应持续作为责任委派和决策自主性的来源策略。绩效评估应被视为审查员工相对于未来职责所需强项与弱点的战略工具，以促进员工的生产力和发展。