Human Capital Development Practices and Employee Engagement in Oluyole Local Government Area, Ibadan, Oyo State
| dc.contributor.author | Anthonia Odufa AJELETI | |
| dc.date.accessioned | 2024-06-11T11:31:31Z | |
| dc.date.available | 2024-06-11T11:31:31Z | |
| dc.date.issued | 2023-12 | |
| dc.description.abstract | The objective of the study is to examine how training and development affects employee engagement, while the specific objectives include to explore the effect of Manpower Planning practices on employee engagement, examine how training and development affects employee Loyalty, Investigate how Organizational learning affects employee’s Intention to stay in Oluyole Local Government. Descriptive survey research design was used to get detailed and factual information that describes an existing phenomenon. Data were collected based on the stated research objectives. A sample size of 100 respondents was chosen from a survey of personnel at the Oluyole Local Government administration in Ibadan for the study. The sample size was chosen through systematic random sampling, 91 respondents out of the targeted 100 respondents. An analysis of the available research revealed a positive relationship between workplace mentoring and worker productivity. The findings reveals that workplace mentoring boosts employee performance through improved self-esteem and deeper commitment it fosters between mentor and mentee to organizational goals supports this. The result of this study shows that the adjusted R Square value was 0.345 which indicates that 34.5% of variation in Organizational learning and employee engagement is explained by responsiveness attribute of Intention to stay, which also demonstrates that individuals who get mentorship are better prepared to negotiate company culture, resolve issues, and progress their careers. It also showed that, depending on how it was carried out, the link between succession planning and worker productivity might be either favorable or negative. The emphasis on the research's key conclusion demonstrates that when succession planning is approached from a career and talent management perspective, employee engagement and staff retention follow. It was finally recommended that in order to meet staff demands, Oluyole Local Government administration must enhance quality services via the development of health care, quality education, quality employment and skills. Keywords: Development, Employee Engagement, Human Capital, Practices, Quality Employment, Self-Esteem, and Staff Retention Word Count: 300 | |
| dc.identifier.other | MSc | |
| dc.identifier.uri | https://repository.lcu.edu.ng/handle/123456789/504 | |
| dc.language.iso | en | |
| dc.publisher | Lead City University | |
| dc.relation.ispartofseries | M.Sc | |
| dc.subject | Development | |
| dc.subject | Employee Engagement | |
| dc.subject | Human Capital | |
| dc.subject | Practices | |
| dc.subject | Quality Employment | |
| dc.subject | Self-Esteem | |
| dc.subject | and Staff Retention | |
| dc.title | Human Capital Development Practices and Employee Engagement in Oluyole Local Government Area, Ibadan, Oyo State | |
| dc.type | Thesis |