Effect of Human Resource Development (HRD) Initiatives on Organizational Performance. A Case Study of the National Health Insurance Authority, Ghana

doi:10.7176/jrdm/81-04

Abstract

The paper investigates the practices of Human Resource Development (HRD) and its effect on organizational performance. The study employs a case-study strategy. A comprehensive study is done at the National Health Insurance Authority (NHIA) Human Resources to evaluate the variables of study. The study addresses the challenges faced by HRD professional, suggests remedies through HRD initiatives to achieve superior performance. Nonetheless, there is no empirical evidence as to whether the adoption of these initiatives led to employee retention and enhanced organizational performance at the NHIA. The study employs the mixed method approach: quantitative and qualitative research approaches. A total of 72 respondents were selected to participated in the research from a population of 90 employees at the Human Resources and Administrative Unit of the study organization. The study adopted questionnaires and interview guides to gather primary data. The study employs the use of descriptive analyses, and regression test to examine the relationship between the independent variable and the dependent variable. The study found that all the seven scales of the independent variable, HRD initiatives: career development, employee guidance and counseling, training and development, skills and technical training, organizational development, management and supervisory development, and coaching and mentoring had significant relationship with the dependent variable, organizational performance. The study concluded that the adoption of these practices would thus improve organizational performance. Keywords: Human Resource Development (HRD), Organizational Performance, Career Development, Employee Guidance and Counseling, Training and Development, Skills and Technical Training, Organizational Development, Management and Supervisory Development, Coaching and Mentoring DOI: 10.7176/JRDM/81-04 Publication date: December 31 st 2021

Highlights

In today’s fast revolutionary ever-changing environment, Human Resource Development (HRD) contributes significantly in determining the success of an organization (Muduli, 2015)
The study found that employee guidance and counseling, career development and training and development respectively were the most applied HRD initiatives
The maximum score of 5 and standard deviation of 2.12 implied that majority of the respondents agreed that skills and technical training was a critical HRD initiatives at the National Health Insurance Authority (NHIA)

Summary

Introduction

In today’s fast revolutionary ever-changing environment, Human Resource Development (HRD) contributes significantly in determining the success of an organization (Muduli, 2015). The formulation of HRD initiatives by a range of researchers revealed that it is a means by which company employees can be transformed from their current state, to a preferred status in terms of enhanced expertise and technical know-how through training capability for the intention of reaching improved performance of employees (Woods, 2017). According to Graham and Bennet (2017), HRD is imperative to any growing company as it facilitates the improvements of organizational performance through the development of employees, directing and improving expertise and talents, using premeditated action design to enhance learning in firms. According to Richard et al(2009) organizational performance refers to the ability of a company to accomplish its goals by using its resources in an effective and efficient way. Researchers have over the years produced contradictory results concerning the effects of Human Resource Development initiatives on organizational performance in companies. This study seeks to examine the effect of human resource development initiatives on the organizational performance

Methods

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Conclusion