Effect of Career Development and Management Policy on the Financial Performance of Deposit Money Banks in Anambra State
Keywords:
career development, management policy, financial performance, profitability performance, management policyliquidity performance
Abstract
This research investigated the effect of career development and management policy on the financial performance of Deposit Money Banks (DMBs) in Anambra State. The specific objectives included examining the effect of career development on profitability performance and evaluating the effect of management policy on liquidity performance. A descriptive survey research design was employed for this study, with the target population consisting of mid and top-level employees in DMBs under both fixed and contract employment. In Anambra State, the researcher identified a total of 2,580 employees falling into these categories. By applying Bill Gooden's two-stage statistical formula, a sample size of 487 respondents was determined. Data was collected using a structured questionnaire. Pearson correlation tests were conducted to assess correlations among the variables, and linear regression analysis was employed to empirically test the research hypotheses. The results of the simple linear regression analysis indicated a statistically significant positive effect of career development on profitability performance (t=38.602; p<.05), as well as a statistically significant positive effect of management policy on liquidity performance (t=26.373; p<.05). Based on this the study recommended among others that managers should effectively utilize coaching and mentoring, as well as training and development programmes to develop the progression of knowledge, proficiency, and skills of their employees to carry out responsibilities effectively.
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55. Scullion, H., & Collings, D. G. (2011). Global Talent Management. Routledge.
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58. Setirawan, A., & Hasibuan, H.A. (2018). Dimensions of cultural intelligence and technology skills on employee performance. International Journal of Civil Engineering and Technology, 9(10), 50-60.
59. Wane, K. (2016). Effect of Career Development Programs on Employee Retention in International Non-Governmental Organizations in Kenya (Unpublished Thesis). School of Business, University of Nairobi, Kenya.
60. Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic Management Journal, 5(2), 171-180.
61. Winda, O., Nayati, U. H., & Arik, P. (2017). Impact of compensation and career development on job satisfaction and employees performance. Russian Journal of Agricultural and Socio-Economic Sciences, 64(4), 113-119.
62. Zand, K. N., Kaffashpoor, A., Nazemi, S., & Malekzadeh, G. (2019). Multilevel organisational learning mechanisms and their implications for organisational performance. International Journal of Business Excellence, 18(3), 388-409.
to Stay : A Study of the Hotel Industry. The Research Journal of Social Sciences, 10(1), 64-73.
2. Adler, D. (2012). The new field of liquidity and financial frictions. Research Foundation Literature Reviews, 7(2), 1-37.
3. Afshari, L., & Hadian Nasab, A. (2021). Enhancing organizational learning capability through managing talent: mediation effect of intellectual capital. Human Resource Development International, 24(1), 48-64. https://doi.org/10.1080/13678868.2020.1727239
4. Aguoru, C. V. N., Barde, B. E., & Gbande, C. A. (2021). Effect of talent attraction and retention on growth of medium manufacturing enterprises in North Central Nigeria. International Journal of Research Publication and Reviews, 2(12), 324-331.
5. Ahmadi, S. A. A., Sarlak, M. A., Mahdavi, M., Daraei, M. R., & Vahidi, T. (2012). Identifying the key factors in effective Succession Management and analyzing their impact rate at the Southern Khorasan Electric Energy Distribution Company (SKEDC). Interdisciplinary Journal of Research in Business ISSN, 2046, 7141.
6. Akinremi, M. O. & Adedeji, A. O. (2019). Analysis of talent management and performance of employees in selected banks in Akure, Ondo State, Nigeria. International Journal of Management Studies and Social Science Research, 1(3), 11-23
7. Al Aina, R., & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability, 12(20), 8372.
8. Aldaniyazov, K. (2017). Factors and ways to reduce product costs. Revista Espacios, 38(46), 1-11.
9. Ali, Z., Bashir, M., & Mehreen, A. (2019). Managing Organisational Effectiveness through Talent Management and Career Development: The Mediating Role of Employee Engagement. Journal of Management Sciences, 6(1), 62-78.
10. Aljbour, A., French, E., & Ali, M. (2021). An evidence-based multilevel framework of talent management: a systematic review. International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-02-2020-0065
11. Alkaf, T. T., & Chiang, D. M. (2022). Talent management practices and employee discretionary work behaviour (DWB) in the hotel sector in Malaysia. African Journal of Emerging Issues, 4(5), 1-9.
12. Almendarez, L. (2013). Human capital theory: Implications for educational development in Belize and the Caribbean. Caribbean Quarterly, 59(3-4), 21-33.
13. Babalola, J. B. (2003). Budget Preparation and Expenditure Control in Education. In Babalola J. B. (Ed.). Basic Text in Educational Planning. Ibadan Awemark Industrial Printers.
14. Barkhuizen, E. N., Mogwere, P., & Schutte, N. (2014). Talent management, work engagement and service quality orientation of support staff in a higher education institution. Mediterranean Journal of Social Sciences, 5(4), 69-77.
15. Berliandaldo, M., & Hidayat, A. (2017). Implementing talent management approach, to improve non-tax revenue in center for innovation. International Journal of Business and General Management (IJBGM), 6(6), 47-56.
16. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
17. Barney, J. (1995). Looking inside for competitive advantage. Academy of Management Perspectives, 9(4), 49–61.
18. Beales, J. (2021). Recruitment Marketing: What Is It and 5 Easy Ways to Use It. Available [Online] at: https://www.lever.co/blog/recruitment-marketing-5-easy-tips/
19. Becker, G. S. (1962). Investment in human capital: A theoretical analysis. The Journal of Political Economy, 70, 9-49.
20. Becker, G. S. (1992). The division of labor, coordination costs, and knowledge. The Quarterly Journal of Economics, 107(4), 1137-1160.
21. Becker, G. (1993). Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (3rd Ed.). Chicago, IL: The University of Chicago Press.
22. Behera, M. K. (2016). Talent Management: Still a Clandestine. The international journal of Business and Management, 4(7), 271-276.
23. Berntson, E., Sverke, M., & Marklund, S. (2006). Predicting perceived employability: human capital or labour market opportunities?. Economic and Industrial Democracy, 27(2), 223-244.
24. Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539.
25. Bhandari, S. B., & Iyer, R. (2013). Predicting business failure using cash flow statement based measures. Managerial Finance, 39(7), 667-676.
26. Bhunia, A., & Khan, I. U. (2011). Liquidity management efficiency of Indian Steel Companies (a Case Study). Far East Journal of Psychology and Business, 3(3), 3-13.
27. Bibi, M. (2019). Impact of talent management practices on employee performance: an empirical study among healthcare employees. SEISENSE Journal of Management, 2(1), 22-32.
28. Blythe, D. A. (2020). Motivational Strategies to Retain Insurance Finance Professionals (Doctoral dissertation, Walden University).
29. Boyd, B. K., & Salamin, A. (2001). Strategic reward systems: A contingency model
of pay system design. Strategic Management Journal, 22(8), 777-792.
30. Bryman, A. (2012). Social Research Methods (4th Ed.) New York: Oxford University Press.
31. Byars, L. L., Rue, L. W., & Ibrahim, N. A. (2016). Human resource management (11th Ed.). New York: McGraw-Hill Education.
32. Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A., & Zimmermann, A. (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Journal of International Business Studies, 51, 697-713.
33. Cascio, W. F. (2014). Leveraging employer branding, performance management and human
resource development to enhance employee retention. Human Resource Development
International, 17(2), 121-128.
34. Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
35. Hongal, P., & Kinange, U. (2020). A study on talent management and its impact on organization performance-an empirical review. International Journal of Engineering and Management Research, 10.
36. Horner, S. (2017). Talent management in Hospitality and Tourism. Goodfellow, Oxford.
37. Hosen, S., Islam, M. A., Arshad, M. M., Khan, A. M., & Alam, M. K. (2018). Talent management: An escalating strategic focus in Bangladeshi banking industry. International Journal of Academic Research in Business and Social Sciences, 8(1), 156-166.
38. Huang, Y., Strawderman, L., Babski-Reeves, K., Ahmed, S., & Salehi, A. (2013). Training
effectiveness and trainee performance in a voluntary training program. Nonprofit and
Voluntary Sector Quarterly, 43(6), 1095-1110. http://dx.doi.org/10.1177/0899764013506787
39. Hu, B., Liu, Y., Zhang, X., & Dong, X. (2020). Understanding regional talent attraction and its influencing factors in China: From the perspective of spatiotemporal pattern evolution. PloS one, 15(6), e0234856.
40. Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
41. Kumar, T. S., & Kavitha, M. (2016). Employee retention: A key tool for organisation profitability. Shanlax International Journal of Management, 4(2), 65-68.
42. Kumar, S. (2022). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21-34.
43. Kumar, N. S. (2015). Talent Management Practices and Its Impact on Individual and Organisational Progress. Indian Journals, 6(2), 118-122. https://doi.org/10.5958/2231-069X.2015.00014.1
44. Labolo, M. (2021). The effect of talent management, employee recognition and compensation fairness on organizational performance. Global and Stochastic Analysis, 8(2), 213-226.
45. Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated talent management scale: Construction and initial validation. Sage Open, 8(3), 2158244018780965.
46. Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19-36.
47. Oentaryo, R. J., Lim, E. P., Ashok, X. J. S., Prasetyo, P. K., Ong, K. H., & Lau, Z. Q. (2018). Talent flow analytics in online professional network. Data Science and Engineering, 3(3), 199-220.
48. Onuzulike, N., Okafor, N., & Nwankwo, C. (2022). Performance management implication on employees ‘performance in selected manufacturing firms in Anambra State, NIGERIA. International Journal of Management & Entrepreneurship Research, 4(1), 1-12.
49. Sarfaraz, A., Jenab, K., & Bowker, A. (2015). A view of development in management for increasing profitability in the corporate landscape. Benchmarking: An International Journal, 22(1), 120-134. https://doi.org/10.1108/BIJ-09-2012-0058
50. Sarinah, M., Akbar, M., & Prasadja, R. (2018). The effect of work autonomy, self-efficacy and work engagement on organizational commitment. International Journal of Economics, Commerce and Management, 6(2), 31-44.
51. Satpathy, D., & Das, D. (2011). Review of literature on employee turnover. Indian Journal of
Applied Research, 4(2), 25-3.
52. Schlechter, A., Hung, A., & Bussin, M. (2014). Understanding talent attraction: The influence of financial rewards elements on perceived job attractiveness. SA Journal of Human Resource Management, 12(1), 13. https://doi.org/10.4102/sajhrm.v12i1.647
53. Schoonoven, C. B. (1981). Problems with contingency theory: Testing assumptions hidden within the language of contingency "theory". Administrative Science Quarterly, 26, 349-377.
54. Schultz, T. W. (1961). Investment in human capital. The American economic review, 51(1), 1-17.
55. Scullion, H., & Collings, D. G. (2011). Global Talent Management. Routledge.
56. Sekaran, U., & Bougie, R. (2010). Research methods for business: A skill building approach (5th Ed.). West Sussex, UK: John Wiley & Sons Ltd.
57. Sepahvand, Z., Sheikhshoaei, F., Ghazimirsaeed, S. J., & Ehtesham, H. (2020). Comparison of Current Status of Talent Management with Favorable Status in Medical Libraries. Journal of Medical Library and Information Science, 1, 1-6.
58. Setirawan, A., & Hasibuan, H.A. (2018). Dimensions of cultural intelligence and technology skills on employee performance. International Journal of Civil Engineering and Technology, 9(10), 50-60.
59. Wane, K. (2016). Effect of Career Development Programs on Employee Retention in International Non-Governmental Organizations in Kenya (Unpublished Thesis). School of Business, University of Nairobi, Kenya.
60. Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic Management Journal, 5(2), 171-180.
61. Winda, O., Nayati, U. H., & Arik, P. (2017). Impact of compensation and career development on job satisfaction and employees performance. Russian Journal of Agricultural and Socio-Economic Sciences, 64(4), 113-119.
62. Zand, K. N., Kaffashpoor, A., Nazemi, S., & Malekzadeh, G. (2019). Multilevel organisational learning mechanisms and their implications for organisational performance. International Journal of Business Excellence, 18(3), 388-409.
Published
2023-10-18
How to Cite
Oluwarantimi, M. B., Okeke, M. N., & Onuorah, A. N. (2023). Effect of Career Development and Management Policy on the Financial Performance of Deposit Money Banks in Anambra State. Central Asian Journal of Innovations on Tourism Management and Finance, 4(10), 52-68. https://doi.org/10.51699/cajitmf.v4i10.627
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