IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANISATIONAL PERFORMANCE (A Case Study of Nigerian Bottling Company, Plc Ibadan)

ABSTRACT

This study investigates the impact of strategic HRM practices on organizational performance of Nigeria Bottling Company, Plc Ibadan, Nigeria, as well as examining whether the effectiveness of strategic HRM practices on organizational performance is contingent on organizations’ work place. This research develops a conceptual framework that explains the relationship between strategic human resource management, competitive strategies and firm performance. 80 respondent survey was undertaken, 74 questionnaires was retrieved and data collected was subjected to regression & correlation analysis as well as descriptive statistics in pursuance of the study’s stated objectives. Organizational performance was measured through a set of questionnaire that we developed using likert scale and closed ended. Study results suggest that strategic HRM alignment, line management training, career planning system and job definition are the key strategic HR practices that influence organizational performance in the Nigerian bottling industry. This study was therefore, able to prove the hypotheses proposed and provide support to the existing theories. Results also suggest that the relationship between strategic HRM practices and organizational performance in the Nigerian bottling industry is moderately influenced by adoption of SHRM. Test of hypothesis reflect R2 value of (0.92) that show weak positive relationship between SHRM and Organisational Performance. SHRM contributed (36.0%) variance in the organization performance. results also suggest that there is a positive relationship between SHRMP and Organisation performance. The variable relate to one another in positive direction (51.689%).This means that impact of human resource management practices in terms of staffing, Training and Managing employee in the Organisation is directly related to the Organisation performance. Organizations appear competitive in the market through achieving the performance indicators. The conclusion is that the way an organization manages its human resources has a significant relationship with the organization’s performance.