The impact of human capital management on operational performance at the Gambia National Water and Electricity Company (NAWEC)
Despite the success of Human Capital Management (HCM) in research, it is not reflected in many Human Resource divisions of companies. Employees are the human capitals who contribute to the success and development of a company to a great extent. Thus, these days, companies do not see them only as factors of production from the classical perspective, but have started to value them as stakeholders and partners with whom long-term goals are achieved together. This study, therefore, sought to explore and understand the relationship between a selected bundle of Human Resource practices in the National Water and Electricity Company (NAWEC) that make up Human Capital and its usefulness on the operational performance of the Company. The type of research design for this study is exploratory and it relied on secondary information such as reviewing available literature and primary data. The researcher applied qualitative approach and used semi-structured interview which was personally conducted “face-to-face”. Elicited responses from both the questionnaires and the interviews point to the fact that HR practices such as employment security, selective hiring, self-managed teams, high compensation contingent on performance, training and information sharing when correctly managed would generate the desired results in terms of operational performance. After conducting research, acquiring empirical findings, and making analysis of data, the researcher suggests that there is a link between HCM and job performance. The study is of a great importance because being aware of the influence of certain HR practices, managers can better realize how these practices contribute to the performance of their employees, and find ways to improve them in order to increase workers’ job performance and productivity.
A Thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION), 2013.