







Vol.1 , No. 3, Publication Date: Jul. 21, 2015, Page: 38-50
[1] | Awolusi Olawumi Dele, Department of Business Management, College of Business and Social Sciences, Covenant University, Canaanland, Ota, Ogun State, Nigeria. |
[2] | Ayoade Omisade Ezekiel, Department of Business Management, College of Business and Social Sciences, Covenant University, Canaanland, Ota, Ogun State, Nigeria. |
[3] | Lawal Fatai Alani, Department of Business Management, College of Business and Social Sciences, Covenant University, Canaanland, Ota, Ogun State, Nigeria. |
This paper investigates the effectiveness of strategic human resources management (SHRM) practices on organizational climate in the Nigerian banking industry. The empirical study was conducted via a multi-respondent survey of 6, out of the 22 banks that have implemented strategic human resources management (SHRM) programme since the 2004 consolidation exercise of the Central Bank of Nigeria (CBN). Using the framework from Koys and De Cotiis (1991), factors manifesting organizational climate were canonically correlated and regressed on the key factors manifesting strategic human resources management (SHRM) practices. While strategic human resources management (SHRM) practices was measured using seven dimensions (integration of HRM with corporate strategies, delegation of HR practices to line managers, innovative recruitment and selection system, training and development system, performance appraisal system, compensation system, and career planning system) proposed by Abdulkadir (2012), organizational climate was measured through a set of questionnaire that we developed based on the eight organizational climate dimension proposed by Koys and De Cotiis (1991). Findings based on the survey revealed that strategic human resources management (SHRM) practices positively affected organizational climate in the Nigerian banking industry. Specifically, results suggest that apart from training and development and Career Planning System, Integration of HRM with Corporate Strategies, Delegation of HR practices to Line Managers, Innovative Recruitment and Selection System, Performance Appraisal System, and Compensation System are the key SHRM practices that influenced organizational climate in the Nigerian banking industry. Hence, to improve organizational climate, banks could control their SHRM practices.
Keywords
Strategic Human Resource Management (SHRM), Organisational Climate, Regression, Correlation, Banking, Nigeria
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