The Impact of Effective Human Resource Planning on Employee Performance in Nigerian Banks: A Survey of First Bank of Nigeria Plc
Ugowe Samson Omoruyi
*
Department of Marketing, Faculty of Management Science, Irish University Business School, London, United Kingdom.
Chichie Kelechi Owhor
Department of Human Resources (MBA), University of Lagos, Nigeria.
Mariam Folajomi Abdullahi
Department of Human Resources Tech., Process automation, Kwara State University Malete Ilorin, Nigeria.
Fidel Chukwuemeke Ojugbeli
Department of Business Administration, Delta State University, Nigeria.
Victor Iyanuoluwa Akinleye
Department of Entrepreneurship and Innovation Studies, Pan African University Yaounde, Cameroon.
Aanuoluwapo Victoria Otepola
Department of Human Resources Management, University of Derby, United Kingdom.
*Author to whom correspondence should be addressed.
Abstract
This study looks at the effects of efficient human resource planning on performance of employees of First Bank of Nigeria Plc. The research aims at investigating the state of accuracy in forecasting human resource requirement vis-a-vis productivity, employee satisfaction and general organisational effectiveness. A descriptive survey design was adopted, and data were collected through structured questionnaires and personal interviews from eighty (80) staff members across ten selected branches in Lagos metropolis. Data were collected by way of structured questionnaires and personal interviews for eighty persons of staff from the ten branches of the bank selected in Lagos metropolis. The responses were analysed by using percentage distribution and chi-square statistical techniques in testing the stated hypotheses. The results revealed a significant positive correlation between effective human resource planning and employee performance (χ² = 16.22, p < 0.05), from this, it is observed that the successful human resource planning has a significant positive correlation with the employee performance. It makes it possible to provide the appropriate number of qualified staff in the right positions so that the organisation's objectives can be met. The study also indicates that proper succession planning and systematic manpower forecasting and regular profiling of employees lead to existing job satisfaction and lower labour turnover, with 74% of respondents acknowledging its positive impact on retention. It concludes that there is a need for First Bank of Nigeria Plc to use a dynamic and data-driven human resource planning system for the sustainability in achieving maximum performance by the employees. The paper recommends the continuous review of manpower policies and the full integration of workforce analysis to align with the bank's strategic goals.
Keywords: Human resource planning, employee performance, workforce forecasting, organisational efficiency, manpower development, labour turnover, strategic human resource management, banking sector