The relationship between hr competencies and organizational performance in the banking sector in Nigeria

This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology prop...

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Bibliographic Details
Main Authors: Choi, Sang Long, Goh, Chin Fei, Amechi, Uti Charles, Tan, Owee Kowang
Format: Article
Published: Macrothink Institute 2018
Subjects:
Online Access:http://eprints.utm.my/id/eprint/86798/
http://dx.doi.org/10.5296/ijhrs.v8i1.12495
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Summary:This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to organizational performance.