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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| Main Authors: | , , , |
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| Format: | Article |
| Published: |
Macrothink Institute
2018
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| 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. |
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