Browsing by Author "Umar Abdullahi Abboh"

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    HRM practices, employee performance, compensation system, job design
    (2022-06) Malam Salihu Sabiu; Umar Abdullahi Abboh; Nurudeen Bello Ahmed
    The world is classified a global village due to the development of the internet. Technology as it is often described has taken the space for which people based their survival, including profil-oriented organisations. This study focused on examining the effect of e-Recruitment on. the growth of pharmaceutical companies in llorin, Kwara State. The study employed survey research design through the use of self-administered questionnaire. The study had a population of one hundred and sixty (160) managerial staff of the selected pharmaceutical firms in Kwara State. Data was analysed using descriptive and inferential statistics. With the aid of Correlation and Regressions Analysis and in order to determine and explain the variables used, the study found that; e-recruitment has positive effects on business growth. This is shown by the probability value of 0.081, 0.05 l and 0.053 which is less than the chosen 10% significance level. The study therefore concludes among others that pharmaceutical firms should maintain or adopt the use of e-recruitment in order to boost the company revenue or profit profile. This is because e-recruitment as a new development has helped drop the cumbersome nature of manual recruitment processes to a more robust, transparent and technological exercise. The study therefore recommends that pharmaceutical companies using e-recruitment can maintain their operations and those yet to key into it should adopt he technology.
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    The Relationship between Human Resource Management Practices and Employee Performance in Nigeria Educational Sector, Moderating Effect of Employee Engagement: A Theoretical Approac.
    (2017-04) Malam Salihu Sabiu; Umar Abdullahi Abboh; Nurudeen Bello Ahmed
    A quite number of factors have been studied as the factors influencing employee performance in organization. Some of these factors include, employee commitment, personality, emotional intelligence, job satisfaction, organizational citizenship behavior among others. While some studies considered investigating the influence of human resource management practices (HRM practices) on employee performance in different context such as America, Asia and European context with very litle in sub-Saharan African countries like Nigeria. However, some of these studies used specific practice while others used groups. Despite these studies, however, studies attempted to investigate the impact of HRM pracices and employee performance has reported mixed findings; therefore, an interacting variable is suggested. This paper proposes employee engagement as potential moderator to enhance the relationship between HRM practices and employee performance. Five hypotheses were theoretically developed base on the reviewed literature, to be achieved if the model empirically validated.