Assessing the impact of human capital development on effective work performance at selected departments in the College of Arts and Social Sciences (Knust).

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There has been considerable interest in the effect of human capital development on employee and organizational performance. Specifically the study sought to identify the impact of Human Capital Development (HCD) on employee engagement and work performance using the College of Arts and Social Sciences as a case study. The study was descriptive and involved a sample size of 120 staff selected across the various departments of the College of Arts and Social Sciences. Data was basically primary, and was gathered with the aid of questionnaires. Data was analysed using the Statistical Package for the Social Sciences (SPSS). The study found that the various departments under the college have effective systems for communicating training and development programmes. Key measures for human capital development in the college included training, mentoring, and shadowing. Specific findings under these measures included the observation that staff are generally aided by supervisors in their goal setting and consequently have been able to develop skills for solving problems through facilitating trainings delivered through coaching. Again there is effective use of mentoring and as a result most staff have been able to develop their potentials by following expert advice from their supervisors. Consequently, staff have generally been able to develop skills and experience through continuous training. Most staff however felt that training programmes are not regular, and as a result have not seen noticeable improvement in employee engagement as a result of regular reinforced training. Findings suggested that most staff believe their skill at work has improved as a result of employing new learning methods. A linear regression run on the effect of HCD on work performance shows that there is a considerable effect. In delivery of HCD it was recommended that there is the need for the various departments vi under the College of Arts and Social Sciences to work towards improving the timing of human capital development programmes. Again, it was recommended that there is the need for improvement in the methods of human capital development delivery. This will require adequate investment in technology for delivery of training, including e-learning platforms to facilitate the training process.
A thesis submitted to the Department of Managerial Science of the Kwame Nkrumah University of Science and Technology in Partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT). 2014