DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

The study empirically examined change management and performance within the Nigerian Maritime Administration and Safety Agency. To guide the study, three research questions were raised, and three hypothesis was generated. A survey research design which entails the use of structured questionnaire in sampling the opinion of the respondents on the subject was adopted in gathering data three. The Taro Yamane (1976) sample determination formula was used to determine the sample size from the population, and after due computation, a sample of 280 respondents was arrived at. A total of 280 questionnaires were distributed. The data collected were analyzed using descriptive statistics, simple frequency count, percentages, and mean. Findings obtained from the analysis among other things, showed emotional readiness plays a crucial role in enhancing employee performance within the organization. It was concluded that successful change management in Nigerian Maritime Administration and Safety Agency depends largely on the extent to which employees are emotionally, cognitively, and intentionally prepared to engage with and sustain transformation processes, making readiness a critical determinant of organizational performance and long-term success Based on the findings, the study suggested that the Nigerian Maritime Administration and Safety Agency (NIMASA) should introduce regular emotional intelligence and stress management workshops to help employees develop resilience and adaptability during organisational change processes.

The growing presence of artificial intelligence (AI) in higher education is redefining academic work and learning across Nigeria. This qualitative exploratory study investigates academics’ perceptions and utilization of AI tools within Nigeria’s education sector. Drawing on semi-structured interviews conducted with university faculty, the research explores how AI technologies are being applied in teaching, research, and administrative processes. Results indicate that although AI is viewed as a valuable resource for improving instructional effectiveness, research efficiency, and institutional management, its practical adoption remains limited by inadequate infrastructure, lack of technical competence, and unresolved ethical issues. Participants highlighted both enthusiasm for AI’s potential to enhance academic productivity and concern about its implications for academic integrity and equity. The study recommends strengthening institutional capacity through targeted training, investment in digital infrastructure, and the establishment of ethical and regulatory frameworks to guide responsible AI use. These insights add to the growing body of literature on AI integration in Nigeria tertiary education and its role in shaping the sector’s future.

This study examines the impact of recruitment processes on organisational effectiveness and employee productivity in Nigerian private and public sector organizations. A structured questionnaire was used to collect data from 100 respondents, achieving a
100% response rate. The data were analysed using SPSS version 22.0, employing descriptive statistics and regression analysis to test the research hypotheses. The findings reveal a significant difference in recruitment procedures between private and public sector organisations (p-value = 0.001 < 0.05). Additionally, the study establishes a significant correlation between recruitment processes and organisational effectiveness with an R-square value 0.343, indicating that recruitment processes explain approximately 34.3% of variations in organisational effectiveness. Furthermore, the study confirms that recruitment procedures significantly influence employee productivity, with an R-square value of 0.520 and a p-value of 0.000. Based on these findings, the study recommends that organisations adopt structured and
transparent recruitment strategies to enhance efficiency and productivity. Implementing robust recruitment policies that align with organisational goals can improve employee performance and overall effectiveness. Future research should explore additional factors influencing recruitment effectiveness across various industries.

This study investigated the effect of total reward on employee performance among academic staff at the University of Benin. Total reward has been recognised as a comprehensive approach that integrates financial and non-financial incentives to enhance employee motivation, satisfaction, and productivity. The specific objectives of the study were:  To examine the effect of compensation on employee performance.  To determine the extent to which benefits affect employee performance.  To assess whether work–life balance has a significant impact on employee performance.  To identify whether recognition influences employee performance.  To evaluate the relationship between development and employee performance. A survey research design was adopted, with structured questionnaires administered to 115 academic staff using a purposive sampling technique. Data were analysed using descriptive statistics, Pearson’s correlation, and multiple regression analysis. The findings revealed that compensation (p = .356) and benefits (p = .921) had positive but statistically insignificant effects on employee performance, while work–life balance (p = .136) also showed a positive but non-significant relationship. Recognition (p = .038) and development (p = .001) exhibited significant positive effects on employee performance. The regression model indicated that total reward components collectively explained 35.5% of the variance in employee performance (R² = .355, F = 11.976, p < .05). The study concludes that recognition and development are the most influential components of total reward in enhancing employee performance, while compensation and benefits primarily serve to sustain satisfaction and retention. It recommends that universities strengthen recognition systems, invest in continuous staff development, and implement integrated reward frameworks that balance both monetary and non-monetary incentives to promote long-term academic excellence and institutional productivity.

This study aimed to empirically examine the impact of training and development on the achievement of organizational goals among managers of Access Bank Plc. To guide the study, three research questions were raised, and three hypotheses were generated. The survey adopted a survey research design approach which sought to understand the impact of training and development on employee performance in Access Bank Plc, Benin City, ,. Edo determine the sample size from the population, and after due computation, a sample of 115 respondents was arrives at. The study utilized a questionnaire as the research instrument to sample the opinions of the managers on the subject matter. A total of 115 questionnaires were distributed, however, only I00 were retrieved. The data collected were analyzed using frequency count, percentages, mean and standard deviation while linear regression was used to determine the impact of training and development on the achievement of organizational goals. Findings obtained from the analysis of the data indicated that staff training and development has a strong and positive impact on the achievement of organizational goals. Also, it was found that there is a significant relationship between staff training and development on the achievement of organizational goals. Based on the findings, the study recommends amongst others that organization should invest comprehensive and tailored programs that align closely with organizational goals. This could involve clear communication of training objectives and expectation to employees and identifying and
addressing barriers and challenges in implementing training programs..

This study examined the relationship between employee relations and employee productivity in the hotel industry. A questionnaire was administered to a sample of 70 hotel employees to assess various aspects of employee relations, including communication, teamwork, management support, and recognition/rewards. Employees also provided self-report of their own productivity. Quantitative analysis revealed several significant positive correlations between measures of employee relations and employee productivity. In particular, perceptions of open communication, strong teamwork, and adequate management support were all
associated with higher levels of self-reported employee productivity. The findings suggest that investing in initiatives to improve employee relations within hotels may have tangible benefits in terms of boosting employee output and performance. Implications for hotel management practices are discussed, along with limitations of the study and directions for future research

This study explores the role of employee-management relations in conflict resolution at Precious Palm Royal Hotel. The primary aim of the research was to assess how the quality of employee- managment interactions influences the effectiveness of conflict resolution strategies within the hotel. A mixed-method approach was employed, combining both quantitative and qualitative data collection techniques. A total of 80 respondents participated in the study, and data was collected using a structured questionnaire. The findings reveal that positive employee- management relations significantly enhance conflict resolution effectiveness, with employees reporting that formal conflict resolution policies and employee involvement in decision-making positively influence conflict outcomes. Training and development programmes were found to be effective in improving employees' conflict management skills and fostering a harmonious workplace atmosphere. However, while most employees agreed that current training initiatives were beneficial, there were suggestions for improving the sufficiency of the training programs, particularly in addressing specific conflict scenarios. The study concludes that strong employee- management relations, along with effective training and active employee participation in decision-making, are crucial factors in successful conflict resolution. Based on the findings, recommendations include strengthening employee-management relations, enhancing training programs, and increasing employee involvement in decision-making processes. Suggestions for future research include investigating the long-term effects of improved employee-management relations on organizational performance and exploring best practices for conflict resolution in different industries.

This study explores the role of employee-management relations in conflict resolution at Precious Palm Royal Hotel. The primary aim of the research was to assess how the quality of employee- management interactions influences the effectiveness of conflict resolution strategies within the hotel. A mixed-method approach was employed, combining both quantitative and qualitative data collection techniques. A total of 80 respondents participated in the study, and data was collected using a structured questionnaire. The findings reveal that positive employee- management relations significantly enhance conflict resolution effectiveness, with employees reporting that formal conflict resolution policies and employee involvement in decision-making positively influence conflict outcomes. Training and development programmes were found to be effective in improving employees' conflict management skills and fostering a harmonious workplace atmosphere. However, while most employees agreed that current training initiatives were beneficial, there were suggestions for improving the sufficiency of the training programs, particularly in addressing specific conflict scenarios. The study concludes that strong employee- management relations, along with effective training and active employee participation in decision-making, are crucial factors in successful conflict resolution. Based on the findings, recommendations include strengthening employee-management relations, enhancing training programs, and increasing employee involvement in decision-making processes. Suggestions for future research include investigating the long-term effects of improved employee-management relations on organizational performance and exploring best practices for conflict resolution in different industries.

This study empirically examines the influence of on employee’s commitment in the deposit money banks in Benin City, Edo State. It specific objectives are to examine the influence of performance standard assessment scale performance assessment (rating), job performance feedback and performance based reward on employee commitment in the deposit money banks in Benin City, Edo State. In achieving these objectives, the study adopted the cross sectional survey research design. It specifically makes use of data collected from three hundred and thirty one (331) staff of Deposit Money Banks (MDB) in Benin City, Edo State. Data collected were analyzed with descriptive and Ordinary Least Square (OLS) regression. The study reveals that performance standard assessment scale, actual work performance assessment (rating), and performance based reward have a positive significant influence on employee commitment. However, job performance feedback does not significantly influence employee commitment. Based on these findings, the study recommends that managements of banks in Benin City, Edo State should design performance standard assessment scale that is accurate, fair and satisfactory as well as train rater or assessor on how to use performance standard assessment scale in appraisal employee job performance. Moreover, they ensure employees performance ratings reflect their actual performance and adequately tied career advancement as well as pay or salary increases to performance rating