The Impact of Human Resources Management on Employees’ Productivity in Nigeria Breweries Plc, Ibadan
Chapter One
Objective of the study
The main objective of this study is to assess the impact of Human Resource Management (HRM) practices on employees’ productivity at Nigerian Breweries Plc, Ibadan.
Specific objectives include:
- To examine the influence of training and development on employee productivity.
- To assess how motivation and reward systems affect employee performance.
- To determine the impact of performance appraisal on employees’ efficiency.
- To evaluate the role of employee relations in enhancing job satisfaction and productivity.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Human Resource Management (HRM)
Human Resource Management (HRM) is a critical function in organizations that focuses on the recruitment, development, management, and direction of people who work in an organization. It involves a wide array of activities such as hiring, training, performance appraisal, compensation, employee relations, and strategic workforce planning (Armstrong & Taylor, 2023). HRM plays a significant role in aligning the workforce with the strategic goals of an organization, ultimately contributing to overall organizational performance and sustainability.
According to Dessler (2022), HRM is the strategic and coherent approach to managing people in an organization in a way that helps the business gain a competitive advantage. This definition emphasizes the strategic integration of human resource policies and practices with the overall business strategy.
Modern HRM has evolved beyond traditional personnel management to include proactive involvement in business strategy. It emphasizes the role of employees as valuable assets, often referred to as human capital, which must be nurtured, motivated, and developed to achieve optimal organizational outcomes (Bratton & Gold, 2022).
In today’s dynamic work environment, HRM also plays a central role in managing change, fostering innovation, and supporting organizational agility. As organizations face increasing globalization, technological advancement, and workforce diversity, HRM becomes pivotal in ensuring that employees possess the right skills and mindset to adapt and thrive (Noe et al., 2022).
HRM functions can be grouped into two broad categories: operational functions (such as recruitment, payroll, and compliance) and strategic functions (such as workforce planning, leadership development, and talent management). Strategic HRM focuses on using human capital as a driver of competitive advantage, especially in industries where intellectual capacity and innovation are critical (Kaufman, 2021).
Furthermore, digital transformation and the rise of artificial intelligence are reshaping HRM practices. Digital HRM tools now assist in automating routine tasks, enhancing decision-making with data analytics, and improving employee engagement through personalized experiences (Bondarouk & Brewster, 2023).
In the Nigerian context, HRM is gaining increasing importance as organizations strive to remain competitive in a challenging economic environment. However, HRM in Nigeria is still evolving, facing challenges such as limited technological adoption, skill gaps, and regulatory inconsistencies (Okolie et al., 2021). Nonetheless, organizations such as Nigerian Breweries Plc are adopting strategic HRM practices to drive productivity and ensure employee satisfaction and retention.
CHAPTER THREE
METHODOLOGY
This chapter outlines the detailed procedures and techniques used to investigate the impact of Human Resource Management (HRM) on employees’ productivity at Nigerian Breweries Plc, Ibadan. It covers the research design, population and sampling, data‐collection instruments, validity and reliability measures, data‐gathering procedures, and statistical techniques used to answer the two research questions:
How does training and development influence employee productivity?
What is the effect of motivation and reward systems on employee performance?
Research Design
A quantitative, descriptive–correlational design was adopted. Descriptive statistics summarize respondent characteristics and HRM practice levels, while correlational and regression analyses test the strength and direction of relationships between HRM practices (training & development, motivation & rewards) and employee outcomes (productivity, performance) (Creswell, 2014).
Population and Sampling
All 360 employees of Nigerian Breweries Plc, Ibadan plant, across production, quality control, logistics, and administrative departments.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS, AND INTERPRETATION
Introduction
This chapter presents the findings of the study on the impact of human resource management (HRM) practices specifically training and development, and motivation and reward systems on employees’ productivity and performance at Nigerian Breweries Plc, Ibadan. Data from 176 valid questionnaires were analyzed using descriptive statistics, Pearson’s correlation, and simple linear regression.
CHAPTER FIVE
SUMMARY, CONCLUSION, AND RECOMMENDATIONS
Summary of Findings
This study investigated the impact of two key HRM practices training & development (T&D) and motivation & reward systems (M&R) on employee productivity and performance at Nigerian Breweries Plc, Ibadan. Using a descriptive–correlational design, 176 employees responded to structured questionnaires. The major findings are:
Training & Development (T&D)
Respondents strongly agreed that T&D initiatives are well-implemented (Mean = 4.12). Pearson’s r = 0.62 (p < 0.001) indicates a strong positive association between T&D and self-reported productivity.
Regression results (R² = 0.384) show T&D explains 38.4% of the variance in productivity; each unit increase in T&D predicted a 0.73-unit rise in productivity.
Motivation & Reward Systems (M&R)
Perception of M&R effectiveness was high (Mean = 3.98). Pearson’s r = 0.58 (p < 0.001) demonstrates a strong positive link between M&R and employee performance.
Regression results (R² = 0.336) indicate M&R accounts for 33.6% of the variance in performance; each unit increase in M&R predicted a 0.68-unit rise in performance.
Conclusion
The findings confirm that robust HRM practices significantly enhance both productivity and performance. Specifically:
Training & Development empower employees with skills and knowledge that translate into higher output and efficiency. Motivation & Reward Systems sustain employee engagement and drive performance through appropriate recognition and incentives. Thus, HRM is not merely administrative it is strategic. Nigerian Breweries Plc’s continued investment in T&D and M&R will be pivotal to maintaining competitive advantage and operational excellence.
Recommendation
Introduce blended learning (e-learning + on-the-job coaching) to reach more employees and tailor content to specific roles.
Implement post-training assessments and track productivity metrics to ensure T&D investments yield tangible gains.
Complement financial incentives with non-monetary rewards (e.g., career development opportunities, flexible schedules) to address diverse motivational needs.
Gather employee feedback on reward fairness and adjust criteria to preserve transparency and trust.
Encourage knowledge sharing through peer-mentoring, cross-departmental projects, and internal forums.
References
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