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This research examines the relationship between manpower training and employee development using a case study of Access Bank Plc in Obioakpor Local Government Area, Port Harcourt Metropolis Rivers State, Nigeria. A correlation survey design was adopted, data were sourced from 700 employees through a self-administered questionnaire, and the sample size was determined using the Taro Yamane method and calculated as 399. The judgmental non-probability sampling method was adopted in the distribution of the questionnaire. The correlation method was used to test the hypotheses to achieve the study objective. The findings revealed that job training has a significant positive relationship with employability skills, coaching has a significant positive relationship with employee competency. This study provides sufficient guidelines for human resources to integrate training programs into their mission statement to ensure employees are acquainted with job knowledge and skills. Future researchers are encouraged to explore this study using different industries and large sample sizes to generalize findings.

Purpose: The study investigated how information technology has impacted the responsiveness of telecommunication industry, Airtel, South East, Nigeria. Methodology/approach: The study used a correlational survey design, with copies of the questionnaire serving as the main data collection tool. The total sample size for the study was 131 employees. A probability simple random sampling technique was used to distribute the survey. Primary data were gathered using a face-to-face, researchersadministered structured questionnaire made using a Likert scale with five possible outcomes. The data was statistically tested, and Pearson Product Moment Correlation was used to analyze the relationship between one variable and another. Result/Findings: The result of research hypothesis one indicates that a unit rise in teleconferencing applications results in a 0.996 increase in employee responsiveness at a 5 % level of significance. The result of research hypothesis two revealed that a unit increase in internet applications results in a 0.865 increase in service quality at a 5 % level of significance. The researchers suggest businesses provide opportunities for their employees' ongoing education and training, so they can gain the most recent credentials and expertise in their field. Limitations: This study is restricted to five states in South East Nigeria that have Telecommunication Centers. [ABSTRACT FROM AUTHOR]

The goal of this research is to explore the connection between total quality management, continuous improvement, and process performance. The study explored a review of the literature approach on total quality management alongside other variables using recent investigations. This study identified a framework that connects total quality management, continuous improvement, and process performance. This research contributed to developing a conceptual framework for performance, continuous process improvement, and total quality management. This study is an integrative evaluation of the prior research on the idea of overall quality management and its connection. Future researchers are urged to make use of descriptive surveys and empirical techniques to generalize their findings. To reflect comprehensive quality management, continuous improvement, and process performance, this study created a conceptual framework and model. The author created a summary table to display earlier research on the subject, including authors, topics, countries, methodologies, and findings. In light of the aforementioned, the researcher filled a knowledge gap. [ABSTRACT FROM AUTHOR]

Purpose: The fundamental goal of this research is to develop a conceptual framework for performance, continuous process improvement, and total quality management. Design/Methodology/Approach: Exploring the literature on total quality management and other variables in connection to various relationships has been the subject of recent investigations. Findings: This paper provides an introduction of total quality management, explains how it transforms into a sophisticated strategy employed in modern businesses, and discusses the literature-based research that has been done in this field. This study suggests that total quality management, a concept popularized by Deming, be investigated in a range of industries in order to enhance product quality, reduce waste, and increase productivity. Research Restrictions/Implications: This study is an integrative evaluation of the prior research on the idea of overall quality management and its connection. Future researchers are urged to make use of descriptive survey and empirical technique to generalize its findings. Originality/Value: To reflect comprehensive quality management, continuous improvement, and process performance, this study created a conceptual framework and model. The author created a summary table to display earlier research on the subject, including authors, topics, countries, methodologies, and findings. In light of the aforementioned, the researcher filled a knowledge gap. [ABSTRACT FROM AUTHOR]

Purpose: This study focused on employee commitment and organizational capabilities of Nigerian Bottling Firms, South-East. Research Methodology: The study adopted correlational survey design and questionnaire as instrument for data collection. The total population of the study comprised of 610 participants from the cadre of senior level managers, middle level managers, and lower-level staff/subordinates of the firm. The sample size was determined using Taro Yamane formula and calculated as 242. Simple random sampling technique was adopted in the distribution of the survey. Out of 242 questionnaires administered only 226 were filled and returned while the remaining 16 were not utilized for the study. Result: The results of hypothesis confirmed a strong correlation between employee motivation and organizational competitiveness. Limitations: The data collected from the field survey are limited to Owerri and Enugu production plant. Contributions: The researchers contribute to knowledge in the literature through the use of new concepts in the research objective, use analytical tool, industry of study and geographic coverage. Practical Implications: The researchers recommend managers to routinely re-evaluate their organizational strengths and weaknesses and work with the human resources department to fill competency shortages. Novelty: The researchers developed a mathematical model representing employee commitment and organizational capabilities in the methodology. [ABSTRACT FROM AUTHOR]

This study explored the relationship between Intellectual Capital Management and Career Development of Female Managers in Private sector Anambra State, Nigeria. Correlation survey design was used to test the relationship between the independent and dependent variables. The total population of study comprised of 120 female staff of the selected private sector (First Bank, United Bank for Africa, Access Bank and Fidelity Bank). The target population of the study comprised of lower and middle level female managers of the selected organizations. The hypotheses were tested and analyzed using Pearson Product Moment Correlation. The results showed that, there exists a significant negative relationship between Intellectual Capital variable (employee knowledge) and Career Development (gender stereotyping) of female managers. It is therefore, recommended that organizations need to introduce diversity gender programme to educate employees about the dangers of work place discrimination and importance of accommodating people from different background (gender and race). We, advocate that human resources' managers need to introduce family support programmes to help women with family responsibilities balance between work and family matters. [ABSTRACT FROM AUTHOR]

This study examined the impact of work-family conflict on career advancement of female professionals in Commercial Banks of Ebonyi State, Nigeria. This study adopted correlation survey design to test the relationship between the independent and dependent variables. The total population of study comprised of 84 female staff of the following organizations: First Bank, United Bank for Africa, Access Bank and Fidelity Bank. The target population of the study comprised of female workers of the selected organizations. The study hypothesis was statistically tested and analyzed using Pearson Product Moment Correlation. Findings showed that, there exists a significant positive relationship between work-family conflict (family obligation) and career advancement of female professionals. The following recommendations are made; banks are advised to introduce career breaks to support women with family responsibilities balance work and family roles; organizations need to introduce flexible working environment to nursing mothers to enable them manage effectively family responsibilities and career roles. [ABSTRACT FROM AUTHOR]

This study investigates the extent of the relationship between Talent Management and Performance of Selected Commercial Banks in Owerri, Imo State, Nigeria. The survey research design was adopted and primary data was collected through a questionnaire. The target population of the study includes the members of staff of Access Bank and Fidelity Bank Plc, Owerri, Nigeria, with staff strength of 100 and 83 respectively, giving a total population size of one hundred and eighty (183). Also, the research hypothesis was tested using Multiple Regression with the aid of SPSS package. The result of hypothesis which stated that, there is no significant relationship between Talent Management (employee personal attributes) and Organization Performance (competitiveness) was rejected at 5% level of significance. The result therefore established that, there is a significant relationship between Talent Management and Organizational Performance. This study recommends that organizations should assist employees in the process of Talent Development programmes by adopting a work-based learning programme and technique as the best and the most effective in improving employee incompetency and performance. Again, Organization should create opportunities for manpower training so as to give every employee equal opportunity for career growth and development. [ABSTRACT FROM AUTHOR]