Human Resource Development Climate (HRDC) in the Banking Sector: General and Gender Perceptions

Abstract

This study examines the state of Human Resource Development Climate (HRDC) in Nigerian commercial banks as perceived by employees in general. The perceptional differences on the level of HRDC by gender categories are also examined. Using Abraham and Rao's HRDC 38-item questionnaire, data from 310 respondents, with 303 valid responses, were entered into excel sheet and analyzed to determine frequencies, mean scores, standard deviation and percentages for four variables: HRDC, General Climate, HRD Mechanism, and the openness, confrontation, trust, autonomy, pro-activity, authenticity and collaboration (OCTAPAC) Culture. Result of data analysis indicates that generally, employees perceive the overall HRDC and its three dimensions of general climate, HRD mechanism and OCTAPAC culture to be at an average or moderate level. The perceptions of both male and female subjects also indicate an average HRDC level although female participants report slightly higher scores than the male subjects but these scores are still at an average level on all the dimensions of HRDC measured. The implications of this result for organizations in general and the banking industry in particular are discussed.

Enhancing Work Performance of Extension Agents among Cocoa Farmers in Malaysia: The Influence of Human Resource Development Skills

“…Studies conducted [51] established that HRD is correlated to performance, and also revealed that human capital investment has a significant positive impact on employees' performance. Also, the findings of the study carried out by [52] established that HRD practices are related to worker attitude, behavior, and performance. Furthermore, Hamid [53] researched the impact of HRD and organizational performance and revealed that the practices of developing employees led to a higher level of organizational and workers' performance.…”