Full Project – THE IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

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TITLE PAGE

Certification

Dedication

Acknowledgement

Table of Content

List of Tables

ABSTRACT

CHAPTER ONE: INTRODUCTION

1.1     Background of the study

1.2     Statement of the problem

1.3     Objective of the study

1.4     Research question

1.5     Significance of the study

1.6     Scope of the study

1.7     Limitation of the study

1.8     Definition of terms

CHAPTER TWO: REVIEW OF LITERATURE

2.1     Conceptual framework’

2.2     Theoretical Framework

CHAPTER THREE: RESEARCH METHODOLOGY

3.1     Research Design

3.2     Population of the study

3.3     Sample size determination

3.4     Sample size selection technique and procedure

3.5 Research Instrument and Administration

3.6     Method of data collection

3.7     Method of data analysis

3.8     Validity and Reliability of the study

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1     Data Presentation

4.2     Answering Research Questions

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1     Summary

5.2     Conclusion

5.3     Recommendation

References

Appendix

ABSTRACT

The researcher focused on a structural study of career management as an integrated approach to achieving strategic organizational performance objectives of profit growth and market value. The study defines the career management process that plans and shapes the profession of an organization human resources and analyze career management program as part of the larger human resource system assisting employees improve performance, clarify career options and align employee aspiration with organizational performance objectives.It provides the overall effectiveness of the diverse approach to career management consisting of career planning, career pathing and career development as pivotal to the overall corporate survival strategy of the organization.The case study provides an analysis of the impact of career management in Guinness Nigeria Plc towards achieving organizational performance objective in strategic areas of profit, growth and market value. In the process chi-square is applied to test the hypothesis formulated for its research.The study adopted a survey research design and with the aid of convenient sampling techniques, eighty (80) participants who are staff, and managers  in Guinness Nigeria Plc was enrolled for the study. A well structured questionnaire was issued to the respondent of which a total of seventy-seven (77) responses were received and validated for the study. Data was analyzed using simple percentage as well as frequencies and table. Hypothesis test was conducted using Chi-Square statistical tool (spss v.2.3).Findings from the study revealed that Training and development role helps to prepare employees to perform optimally in their present job and also helps to prepare them for broader responsibilities in the future. The study therefore recommends that Organizations should pay more attention to corporate education to improve the efficiency of their employees. more so, Privately-held organizations should cultivate the culture of training and developing their employee as a major contribution to national development.

CHAPTER ONE

INTRODUCTION

1.1 Background Of Study

The imperative of modern human resources practice articulates an integrated approach to manpower planning and administration as a corporate survival strategy. Career management as part of a larger human resource system must ensure that business objectives are acted and delivered to acceptable standards. The alignment therefore of employees needs an aspiration with organizational needs is imperative to achieving strategic organizational performance as profit, growth and market value. Combs, Crook and Shook (2005) identify four organizational performance dimensions; consisting of profitability, liquidity, growth and stock market performance. Mohrman and Mohrman (1995) emphasizes on performance management in career management as “managing the business”, in other words, it is what line managers do all the time. As a result of this history of performance management over the last couple of decades we have seen performance management progress from a human resource policy firmly within the revect  of the Human Resource department  to a business process that is central to aligning activity with strategic goals and is as much about managing the business as it is about directing people and controlling the flow of training or reward to attaining strategy organizational performance.

Career management is the process which plans and shapes the profession of individuals within an organization in accordance with organizational needs and objectives. According to Baron and Greenberg (1990) a typical career management programme as part of the larger human resources system involves efforts aimed at helping employees to assess their own career, strengths and weakness; set priorities and specific  career goals, provides information on various career path and alternatives within the organization and offer employees yearly reviews of their progress towards these goals by managers who have received training in conducting such assessment.Career management assesses employees to improve their performance by involving employee in setting their own goals and recognizing their strengths and weakness. It assists employees with the organization with the identification and facilitation of training needs and opportunities. This is mainly achieved by building a process of feedback and discussion into the performance management system of institutions.Career management clarifies available career options. Employees are informed of career options available with the organization. It assist employee with the identification of skills and other qualities required for current and future jobs most career management performance seek to focus employees career plans upon the organization thereby enhancing their commitment to the organization. In doing this, careers path are developed that indicates mobility in different directions in the organization for the employees.Career management as part of larger human resource system seeks to align the aspiration of employees with organizational performance objectives which as the focus these researches study.Career management programme seen to improve the marketing of jobs with the right employees. As assessment of the skills and competencies of employees could assist in accommodating them in position which suit them better. Through the application of practices such as transfers and rotation an organizations operational effectiveness can be improved.Career management must be articulated and transformed as part overall organizational performance objectives of various defined organization acceptable measures as prompt, growth, market value etc. as part of overall organizational corporate strategy.The research seeks to adopt Guinness Nigeria PLC as a case study to highlight career management practice in Guinness Nigeria PLC and its impact on organizational performance objectives of profitability growth and market value.

1.2   Statement of the Problem  

Many organization make huge financial investment on human resources to translate overall corporate performance objectives into reality. The center of Modern Human Resource Management lies at the heart of corporate organizational strategy translated into acceptable standards of organizational performance objectives as profit, growth and market values.

As a result when losses are incurred, it leads to organizational retrogression in retrenchment and lay off of staffs. This is not a healthy situation for a growing economy like Nigeria. Recent studies reveal many organizations both in the financial and non-financial sectors are facing this critical situation. Therefore, the problem confronting this research is to examine career management and organizational performance with a case study to determine the Impact of career management on organizational performance in Guinness Nigeria PLC.

1.3  Objectives Of The Study

The objectives of the study include:

1. To highlight the nature of career management prevalent in organizations
2. To determine if the human resource managers in Guinness Nigeria Plc do conduct staff career management
3. To determine the Impact of career management on organizational performance.

1.4  Research Hypothesis

HO₁:Career management is not given significant attention in Guinness Nigeria Plc

HO₂: There is no significant Impact of career management on organizational performance in Guinness Nigeria Plc

1.5   Significance Of The Study

Findings from the  provide relevant information and knowledge on career management on organizational performance to human resources practitioners, manager and consultants.It shall provide the necessary tools for modern human resource management required for career management.It shall provide a bridge to the gap experience in the past when human resource management and in particular, career management are given trivial attention in organizational management. It shall provide direction to career management towards attaining organizational performance objectives.

1.6   SCOPE OF THE STUDY

The scope of the study shall provide an in-depth study in career management as part of the human resource system. It  shall provide  the impact of career management in organization performance. The study is however delimited to  Guinness Nigeria Plc.

1.7     Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.8 Definition Of Terms

Career Management: Career management can be defined as the process that plans and shapes the progression of individual within an organization in accordance with the organizational need and objectives.

Employees Development:  Employees development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employees’ knowledge, skills and objectives.

Career Planning: Career planning is a process undertaken by employees and their supervisors. The employee is responsible for self-assessment identifying career interest and development needs.

Career Pathing: Career path identify route to attain goals. Based on the career expectation identified in the process of career planning, possible career paths are mapped out for employees. Career paths set out a sequence of posts to which employees can be promoted, transferred and rotated.

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Full Project – THE IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE