Evaluating the Effects of Human Capital Development on Employee Retention in Nigerian Universities

Abstract

In higher institutions, the retention of employees is a serious concern due to high turnover rates. In this work, the relationship between human capital development (HCD) and employee retention (ER) in some selected tertiary institutions around Nigeria was examined. HCD was measured using training and development (TD) and career planning (CP) as proxy variables. On the other hand, ER was measured using employee motivation (M), workplace flexibility (WPF), and work-life balance (WLB). Two regression models were set up for both TD and CP to determine their impact on M, WPF and WLB. Results showed TD is a significant positive predictor of all three factors of employee retention (M, WPF, and WLB). The predictor estimates of M on TD indicate that for every 1-unit increase in TD, a predicted increase of 0.990 is significantly higher than the predicted increase for WPF and WLP for the same unit. Similarly, the results also show that CP is a significant positive predictor of WPF (0.811), WLB (0.845) and M (0.356). For CP, M exhibited the lowest predicted increase compared to the other two variables (WPF and WLB). In addition, the second model elucidates that WLB has a stronger predictive value for CP. The correlation coefficient between CP and WLB is the highest, followed by WF and then M. Overall, the findings of this research will support HR managers' ability to better identify which retention strategies and empowerment-enhancing bundles would work best for their respective organizations.

Analysis of the Influence of Career Development and Work Discipline on Employee Performance which is Mediated by Organizational Culture

“…The results of hypothesis testing show that appropriate career development is able to strongly encourage an increase in organizational culture more optimally in employees of the Village Government Office in Jabung District, Malang Regency. This is in accordance with the results of previous research Zhu Jia-jun & Song Huaming ( 2022) and (Bilkisu et al, 2022) which concluded that career development has a positive and significant effect on organizational culture.…”

Breaking Barriers and Balancing Bytes: Exploring Work-Life Balance among Female ICT Professionals in a South Telecommunications Company - A PhD Thesis Review

“…In reference to theme 1 in Table 6, This dedication to acknowledging and addressing the challenges faced by its employees, especially female ICT professionals, underscores the organization's commitment to creating a workplace that is supportive of a harmonious integration of professional and personal spheres. The findings are in tandem with Abubakar, Oluwade and Ibrahim (2022), Forge (2022) and Panda (2019) who found that, as employees navigate the demands of their professional lives, the boundaries between work and personal time have blurred, prompting a critical examination of the policies and practices that govern the modern workplace. Furthermore, Telkom's strategy for tackling work-life balance concerns, encompassing the well-being of its employees, aligns with findings from studies conducted by Carnevale and Hatak (2020), Maddox-Daines (2023), and Saxena and Gautam (2021).…”

Work-life balance and its impact in modern organizations: An HR review

“…Work-life balance, once considered a personal aspiration, has transformed into a strategic imperative for organizations seeking to attract, retain, and optimize their human capital. As employees navigate the demands of their professional lives, the boundaries between work and personal time have blurred, prompting a critical examination of the policies and practices that govern the modern workplace (Abubakar, Oluwade & Ibrahim, 2022, Forge, 2022, Panda, 2019. The HR function, traditionally tasked with personnel management, now plays a central role in crafting and implementing initiatives that nurture a harmonious coexistence of work and life.…”