ial Scienc Francis, Arts Social Sci J 2018, 9:5

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DOI: 10.4172/2151-6200.1000419
Arts and

Arts and Social Sciences Journal

ISSN: 2151-6200 Journal

Research Article Open Access

An Assessment of Human Resource Utilization on Organizational Growth

and Development of Adamawa State Polytechnic Yola
Francis F*
Department of Business Management Education, Adamawa State Polytechnic, P M B 2146 Yola, Nigeria

Abstract
It has become imperative for management of organizations to re-evaluate the position or the relevance of
workers. Maximum productivity level cannot be achieved, unless the essential material resources are available, even
if an organization has gotten all the money and materials it needs. This study assesses the impact of human resource
utilization on organizational growth and development of State Polytechnic Yola. The target population of the study
mainly consists of 842 academic and non-academic staff of the SPY. The data for this study was sourced through the
use of structured questionnaire distributed to the staff of SPY. A total of 271 questionnaires were distributed but 253
were successfully retrieved and analyzed. The study employed descriptive statistics, multiple regression technique
in estimating the effects of human resource management practice on organizational growth and development in
SPY, Cronbach Alpha were used to test for reliability, correlation coefficient was also used to test the extent to which
human resource utilization relate to organizational growth. The findings revealed that human resource utilization,
recruitment and selection, manpower training and development and staff welfare/health, safety have positive
impact of organizational growth and development of SPY. Conclusively, human resource utilization has positively
and significantly impacted on the growth and development of SPY. The study recommended that since human
resources utilization is a line activity, therefore, organizations should ensure that there a functional human resources
department that will always be responsive to the manpower needs of the organizations. Management should at
all times employ professional human resources personnel to handle and provide the required and efficient human
resources needs of the organizations. It further recommended that since employees’ productivity is significantly and
positively varies with utilization of human resources in organizations, as such management should ensure that there
are programmes to encourage and improve the employees’ productivity and lastly, the management of organizations
through the human resources department should expand and improve the recruitment, selection and placement
process in order to get the best manpower to the right position at the right time.

Keywords: Human resource; Utilization; Organizational growth; this contemporary world faced with challenges such as globalization,
Development tribalism, corruption and mismanagement.

Introduction Susan [1] went further to explain that human resources exist within
people and consists of a person’s potential ability as well as critical
The greatest asset of any organization is its human resources that knowledge, skill and other personal characteristics which include
ensure that achievement of the company’s goal and objective. (Source: personality factors (attitudes), aptitudes, physical and mental traits
Human resource Article 2012). It is unfortunate that most company’s needed to perform the job. Human resource management has the
organization have neglected the development and management of their opportunity to enable organizations to survive, grow, be competitive
chief asset which is human resource (human resource Article 2012). and profitable [2]. The success and continuity of any organization
According to Susan [1] human Resource Management is the function is hinged on the active Human Resource Management, to ensure
within an organization that focused on recruitment of, management of, that the employee irrespective of cadre actively participate towards
and providing direction for the people who work in the organization. organizational goals.
Human resource (HR) managers have to organize and manage human
resources in order to add value and enhance productivity. One of the According to Susan [1] human Resource Management is the
ways for an organization to succeed in a turbulent business environment function within an organization that focused on recruitment of,
management of, and providing direction for the people who work in
is not just to adjust to customer needs, but to have intelligent, educated
the organization. It is also a strategic and comprehensive approach
and creative employee. Human resource knowledge and skills become
of managing people and the work place culture and environment
the basis for development of organizational competitive advantages on
modern business landscape. Efficient human resource (HR) managers
hire individuals that will help an organization achieve its strategic
*Corresponding author: Francis F, Department of Business Management
goals. A firm’s employees can provide a unique source of competitive Education, Adamawa State Polytechnic, P M B 2146 Yola, Nigeria, Tel:
advantage that is difficult for its competitors to replicate. Effective +2348066030046; E-mail: [email protected]
human resource management enables employees to contribute Received October 17, 2018; Accepted October 31, 2018; Published November
effectively and productivity to the overall company direction and 05, 2018
the accomplishment of the organization’s goal and objective [1]. The Citation: Francis F (2018) An Assessment of Human Resource Utilization on
term human resource utilization here simply means the effective and Organizational Growth and Development of Adamawa State Polytechnic Yola. Arts
efficient use of human resource in an organization in order to achieve Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

desired growth and development of any organization, and to avoid Copyright: © 2018 Francis F. This is an open-access article distributed under the
terms of the Creative Commons Attribution License, which permits unrestricted
wastage of manpower. The effective utilization of human resource is
use, distribution, and reproduction in any medium, provided the original author and
seen as key factor to growth and development of an organization in source are credited.

Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

Page 2 of 7

[1]. Effective Human resource management enables employees to H04: Ineffective personnel recruitment, selection and placement do
contribute effectively and productivity to the overall company direction not cause any negative effect on the utilization of human resources.
and the accomplishment of the organization’s goals and objectives [1].
Ho5: Staff Health, Safety and welfare has no significant on
Human resource management is administrative activities organization growth and development.
associated with human resources planning, recruitment, selection,
orientation, training, appraisal, motivation and also a functions within Literature Review
an organization that focuses on people (Wikipedia, 2012). According Conceptual issues
to Wikipedia, Human resources is the set of individuals who make
up the work force of an organization. Human resource management The critical nature of human is an organization as a factor of
encompassed activities designed to provide for and co-ordinates, all success or failure of management is put as follows. All activities in
human element within the organization. This will ensure its stable any enterprise are initiated and determined by persons who make up
continuity and achievement. The human personnel element represents the institution plant, office, of all task of management, managing the
one of the company’s largest investments [1]. human component is the central and most important task because
all else depends on how it is done. Human resource management is
According to Wikipedia 2012, Human resource is also known as administrative activities associated with human resource planning,
human capital for utilization, harnessing, development and direction recruitment, selection, orientation, training, appraisal, motivation
of a nation’s objective. It is also all about the formation of values and also functions within an organization that focuses on people
and attitude. Therefore, human resources development is a universal (Wikipedia 2012). According to Wikipedia, human resource is the set
norms and not a view concept. There is no industry, firm, organization, of individual who make up the work force of an organization. Human
business enterprises, nation etc. that can boost a political, economic resource management encompassed activities designed to provide for
and social stability, quality product and profitability without adequate and coordinates, all human element within the organization. This will
human resources in place. ensure stable, continuity and achievement. And this will lead to growth
There are various problems that are associated with the and development of the organization. The human personnel element
Impact of Human Resource utilization on Organizational growth represents one of the company’s largest investments [1].
and development. It has become imperative for management of Consequently, organization should prioritize the development of
organizations to re-evaluate the position or the relevance of workers. the human element to maximize talents, skills and ability which will
Maximum productivity level cannot be achieved unless the essential automatically reflect on the company’s profit. It pre-supposes that we
material resources are available, even if an organization has gotten all do need people in order to form a business which that no business can
the money and materials it needs, it must still manage the materials exist without people. Even a computer auto-mental machine factory
effectively for optimal productivity. The research directs its analytical has to employ some people, though a conventional plant with similar
tools towards problems associated with growth and development of capacity might require people. There arises the need for proper planning
State Polytechnic Yola in the utilization of its human resource. So in of these people employed otherwise known as “Manpower planning”
its own effective and efficient management is necessary and important (source; e-How contributing writer). Most organization does not have
in any given organizations, the human resources management should plans for the development of their members of staff. Once these people
increase effects on training of its employee, and also a need to encourage are recruited, the organization does not orientate them; neither do they
staff with allowances. train them to acquire other modern skills to improve their talent and
However, this study is being carried out to assess the impact of education qualification they came with.
human resource utilization on organizational growth and development
Organization need to plan and equip their labour force which
in State Polytechnic, Yola.
will boost quality product and profit making of their organization.
The main objective of this study is to assess the impact of human Human resource development makes sure that manpower planning in
resource utilization on organizational growth and development in an organization is not static but an ongoing process (source; Human
State Polytechnic Yola, Adamawa state, to examine the impact to resource article, 2009). If focuses on raising productivity through
which human resource is effectively and efficiently utilized, to assess improved quality, efficiency, lost reduction and enabling customers
the impact of manpower training and development in the utilization concentrate on their core business activities. According to Wikipedia
on organizational growth and development. To identify the impact 2012, human resource is also known as human capital for utilization
of recruitment/selection in the utilization of human resource harnessing development and direction of a nation objective. There is
management, and to identify the impact of Staff welfare/ health and no industry, firm, organization, business enterprise etc. that can boost
safety of the employees towards human resource utilization for growth political, economic and social stability, quality product and profitability
and development. without proper utilization of human resources in place.
Research Hypotheses Concept of human resource management
H01: Efficient human resource utilization impact negatively on the Human resource management is the function within an
organizational growth in State Polytechnic Yola. organization that focuses on recruitment of employees and providing
direction for the people who work in an organization. Human Resource
H02: Manpower training and development does not have any
management can also be performed by line manager. Human resource
positive significant relationship with human resource utilization in
management is the organizational function that deals with issues related
State Polytechnic Yola.
to people such as compensation, hiring, performance management,
Ho3: There is no significant factor militating against effective organization development, safety, wellness, benefits, employee
utilization of resources. motivation, communication, administration and training [1]. Human

Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

Page 3 of 7

resource management is also a strategic and comprehensive approach it also provide vital information for designing and implementation of
to managing people and the work place, culture and environment. personnel functions such as recruitment. Lastly it creates awareness
Effective Human resource management enables employees to on importance of sound human resource management throughout the
contribute effectively and productively to the overall company direction level of the organization.
and the accomplishment of the organization’s goals and objectives [1].
Human resources utilization: To Ogbodo [8] the term human
A company is able to better manage its intellectual capital and resources utilization refers to a means whereby managers are able to
improve organizational performance by properly implementing a employ the right workers for the right job, train and develop the workers
Human Resources Management System (HRMS) [2]. The advent so that they contribute meaningfully to pursue the organizational goal
of “knowledge -intensive era” has turned human resources into to avoid wastage. Also to maintain the productive work force through
a company’s most important core resource, and an appropriately various retention initiative such as motivation in other to continuously
implemented HRMS helps an organization develop internal human sustain productivity at a minimum cost and maximum output.
resources, build competitiveness intellectual capital, and eventually
Recruitment and selection in organisation: Qureshi and Ramay
buster its operating performance and enterprise value [3]. Competitive
[9] noted that HR practices are positively correlated with employee’s
advantage for the organization lies not just in differentiating a product
performance whereas selection and training have more effecting on
or service or in becoming the low cost leader but is also being able
performance than other practices. Chand and Katou [10] demonstrated
to tap the company’s special skills or core competencies and rapidly
that recruitment and selection, strongly correlate with profitability and
respond to customer’s needs and competitor’s moves [4]. Human
suggests that management of an organization must focus on these
resources management can play a role in identifying and analyzing
HRM practices (recruitment and selection) resulting in an improved
external opportunities and threats that may be crucial to the company’s
organizational profit. According to Bratton and Gold [11], recruitment
success. It is in a unique position to supply competitive intelligence that
is ‘the process of generating a pool of capable people to apply to an
may be useful in the strategic planning process.
organization for employment’ and selection is ‘the process by which
The activities range from attracting high quality employees, managers and others use specific instruments to choose from a pool
placing them in appropriate position, training them to work in the of applicants the person(s) most likely to succeed in the job(s), given
firm’s specific way, and motivating them to devote more, if enough management goals and legal requirements. Companies use good
attentions are not being paid to coordination of human resources, the selectivity in the hiring process to ensure that they get the right skilled
organizational effectiveness is likely to be decreased [5]. An excellent and qualified people for the right job [12,13]. Budd and Bhave [14]
employee might find it quite difficult to achieve high performance maintained that the recruitment exercises remain the power of the
without good training compatible with organizational goals and the management in any organization to ensure proper starting of employee
work itself. Similarly, a lack of motivation for well trained employees in their firms. Recruitment remains one of the ways to get things right
may be linked with the performing below their potentials. It logically in the firm by ensuring that the most competent and qualified applicant
follows that adoption of effective technical HRM activities is a key to gets the job.
implementing a set of internally consistent human resources practices
Training and development: Training and development are the
[6]. In other words, effective technical human resource activities are
formal activities undertaken by an organization to help employees
necessary for accomplishing the partial goal of HRM.
acquire the skills and experience needed to perform current or future
Importance of human resources planning: According to Kenneth jobs [15]. In general, training and development activities are designed
[7] no doubt, human resources planning is to immense importance to help employees continue to make positive contributions in the form
to an organization whether private or public. The importance of of good performance by obtaining new knowledge, skills and abilities
human resource planning can be seen from the angle of trying to [16]. Mookherjee [17] expressed that on-the-job training is one of
avoid excessive overtime situation because of the insufficient workers the commonly used type of training. It is also an effective method of
in an organization. Other reason to avoid over staffing which might training the operative personnel. In this method, the worker is trained
create redundancy and de-motivation and drain on companies or at his/her work-place. Also, Mookherjee [17] expressed further that
organizations profit. To avoid loss of business opportunities this can off-the-job-training is a type of training that can be given in a number
result to lack of appropriate manpower. Also the techniques of human of ways. Off-the-job-training consist of lectures, conferences, group
resource planning can be used in reducing mobility of labor so that discussion, case studies, and programmers instructions, etc. This
people are likely to remain with the organization. It can also ease the method is generally used by government and public enterprise.
difficult of recruitment, because recruitment as we know is costly and
According to Ojo [18] training is the act of increasing the knowledge
time consuming activity. Similarly delay in recruitment have tendency
and skill of an employee for doing a particular job, irrespective of the
of destroying staff morale.
years spent so far in the service or the qualification attainment of
To Ogbodo [8], human resource planning also help to reduce the workers, the trends in the services will always protrude towards
personnel cost by helping management to anticipate surplus or shortage development in the societies and changes in tastes of customers, which
of human resource and to correct the imbalance before they become organization must promptly responded to by training their employees
unimaginable and expensive to both organization and employers. It also with latest techniques, tools and approaches.
provides a better basis for planning employee’s development in term
Peretomode [19] pointed out that training is a planned
of job performance. Human resources planning help improve overall
organizational efforts or activities concerned with helping an employee
business process, this is because the success marketing production,
acquire specific and immediately usable skills, knowledge, concepts,
finance in any organization rest on human resources planning. It
attitudes and behavior to enable him or her perform more efficiently
also helps the organization to cope with challenges in competition
and effectively on his present job.
forces, technology, government regulation policies. It encourages
planning which involves top management evaluation of environment, Performance appraisal in human resources: The measurement of

Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

Page 4 of 7

employees’ performance allows the company to provide compensation employees with opportunities to reflect their own attitudes and work
fairly to the deserving individuals according to certain predetermined experiences, as well as their own hopes for the future [11]. Grant [26]
criteria like employee competency, teamwork ability, initiative, soft states that high-involvement practices may influence organizational
skills and ethics [20]. performance and that employees’ involvement in problem-solving and
self-directed teams may increase autonomy and satisfaction.
Performance appraisal is a process used to identify, measure,
evaluate, improve, encourage and reward employees for their Methodology
performance [15] Specifically, performance appraisal is a formal system
used by an organization to periodically review and evaluate employees’ For the purpose of this study, the researcher adopts the survey
performance. In other words, performance appraisal is the process of research design. Survey research design is one in which relative
evaluating how well employees perform their tasks compared with a set elements of the population with a common attributes are chosen with
of standards or organization’s expectations. a view to representing the entire population. Moreover, the outcome
of the studied and selected group is normally adequate and sufficient,
Internal communication enhances a number of important which is used as a basis for generalization.
bottom line outcomes for an organization including increased
employee productivity and organizational profitability [21]. Internal The population to be surveyed must be clearly defined before any
communication boosts productivity by streamlining employees’ roles research can be carried out; the populations of the study consist of both
and duties in organizations [22]. Employee commitment, productivity, academic and non-academic staff of State Polytechnic Yola. In this
and retention can be improved with performance appraisal system. study therefore, the population includes 465 non Academic Staff and
Brown et al. [23] states that possibility of performance appraisal is 377 academic staff in the SPY. Therefore, the total population of the
enhanced by complementary human resource management practices study is 842.
like formal training and incentive pay and performance appraisal leads The sample size of this study will be determine using Yamane,
to greater influence of employees’ productivity. since Yamane is to determine finite population. Yamane [27] states the
Compensation and reward system in human resources: Bratton formula for determining the sample of the study as follow:
and Gold [11] state that reward refers to ‘all of the monetary, non- N
n=
monetary and psychological payments that an organization provide for 2
1 + N (e )
its employees in exchange for the work they perform either as teamwork,
Where:
units, department or individual’. Motivating employees through a good
reward system constitutes a difficult and challenging task for general n=Sample size
managers as it can positively affect employees’ behavior toward their
jobs and increase their commitment and thus their performance. Bratton N=Total population
and Gold [11] states that reward strategies are an important part of an e=Margin of error disturbance
organization’s human resources strategy and should be bundled with
other human resources strategies so that they complement and reinforce Therefore;
one another. Golden and Veiga [24] and Huselid et al. [13] respective Given that N=842 (as stated above), and e is assumed 5% Then
found in their studies that motivation through a good reward system can sample size:
lead to an increase in employees’ productivity as well as improve their
842
commitment towards organizational goals. n= 2
= 271
1 + 842 (0.05)
Planning as human resource practice: Planning the workforce
needs of any company is very critical and important especially in The researcher used non Probability sampling technique, a
the rapid changes in external market demands. Koch and McGrath purposive sampling was employed. Purposive sampling is the process
(2008) found a positive relationship between human resources were the characteristics of the subject grant it qualification to be
planning and labor productivity. According to Kaiser [4] half a career included in the sample. He further claimed that purposive sampling
is relatively cheaper and easier and ensures that only those elements
is an individually perceived sequence of attitudes and behaviors
that are relevant to the research are included, therefore both academic
associated with work related experiences and activities over the span
and non-academic staff were purposively selected and sample size still
of the person’s life. According to Werner and DeSimone [25], human
drawn from them using the purposive sampling technique.
resource planning helps companies predict how changes in their
strategy will affect their human resource needs. Planning comes ahead The method of data collection was questionnaire. The researcher
of other organization activities, while planning, a firm may realize that administered structured and closed ended questionnaire to the
some particular employee is being underused or discover that onus respondents. The study used self-administered questionnaire. Mugenda
of activities are swivel towards particular units, group or individual [28] observed that, questionnaires are frequently used in quantitative
within organization. Such discovery will immediately calls for task social research.
redistribution to avert the danger of “one man fall, all firm fall”. In The researcher used a descriptive method in the analysis of data,
short, a well-planned organization cannot afford to build the firm the instrument was in tables and simple percentage, and the researcher
around one staff. used descriptive method because, it provides empirical analysis and
Participation and involvement in human resources: Companies allow easy interpretation of the results. Multiple regression will be used
intending to gain a sustained competitive advantage should help their to analyze and test the hypotheses [29,30].
employees participate actively including aspect like decision-making
Model Specification
processes and involve them in the day-to-day problems solving in
organization. Putting in place employee involvement program afford Y=α+β1X1+β2X2+β3X3+β4X4+β5X5+ei

Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

Page 5 of 7

Training/Development that 1% change in manpower training and development would increase

the organizational growth of State Polytechnic Yola by (0.080) percent
β3=Compensation/Reward System
respectively. The coefficient of determination R2 (0.532) shows that
X3=coefficientCompensation/Reward System about 53% total variation in the dependent variable is explained by
the change in the explanatory variable in the estimated model, while
β4=Performance Management
the remaining 47% has been captured by an error term. The adjusted
X4=coefficient of performance management coefficient of determination (0.548) shows that after taking into
account the loss in the degree of freedom, the model has a good fit. The
β5=Employee health safety/Welfare Durbin Watson statistic (1.705) shows the absence of positive serial
X5=coefficient ofEmployee health safety/Welfare correlation.

Y=Employee performance Table 3 above presents the summary results for the factors
militating against success in effective human resource management
β1=Recruitment /Selection on organizational growth in State Polytechnic Yola. The coefficient of
X1=coefficient of Recruitment /Selection factors affecting human resource utilization (FAHRU) and constant
are found to be statistically significant as indicated by their probability
β2=Manpower Training/Development X2=coefficientManpower. values. Precisely, the significance level of factors affecting human
resource utilization (FAHRU) and constant are obtained at 1% level
Data Presentation and Analysis
of significance (0.000) and (0.000) respectively. The coefficient of
Analysis on impact of human resource utilization on Adama- explanatory variable of organizational growth is positively signed,
wa state polytechnic Yola indicating that 1% change in factors affecting human resource
utilization would increase the organizational growth by (0.321) percent
Table 1 above presents the summary results for the impact of human respectively. The coefficient of determination R2 (0.621) shows that
resource utilization on organizational growth and development in State about 62% total variation in the dependent variable is explained by
Polytechnic Yola of Adamawa State. The coefficient of human resource the change in the explanatory variable in the estimated model, while
utilization (HRU) and constant are found to be statistically significant the remaining 38% has been captured by an error term. The adjusted
as indicated by their probability values. Precisely, the significant level coefficient of determination (0.604) shows that after taking into account
of human resource utilization (HRU) and constant obtained at 1% the loss in the degree of freedom, the model is not fit. The Durbin
level (0.00) (0.00) respectively. The coefficient of explanatory variable Watson statistic (1.71) shows the absence of positive correlation.
of human resource utilization (HRU) is positively signed, indicating
that 1% change in human resource utilization would increase the Table 4 above presents the summary results for the Impact of
organizational growth and development by (1.271%). The coefficient recruitment and selection in utilization of human resource utilization
of determination R2 (0.916) shows that about 92% total variation in on organizational growth and development in State Polytechnic Yola,
the dependent variable is explained by the change in the explanatory Adamawa State. The coefficient of human resource utilization and
variable in the estimated model, while the remaining 8 percent has constant are found to be statistically significant as indicated by their
been captured by an error term. The Durbin Watson statistic (1.69) probability values, while the coefficient of recruitment and selection
shows the absence of positive serial correlation. of human resource utilization is found to be statistically insignificant.
Precisely, the significance level of recruitment and selection in
Table 2 above presents the summary results for the impact utilization of human resource and constant are obtained at 1% level
of manpower training and development (MPTD) on employee of significance (0.000) and (0.000) respectively, while the significance
performance. The coefficient of manpower training and development level of human resource utilization is obtained at 10 percent level of
and constant are found to be statistically significant as indicated by significance. The coefficient of explanatory variable of human resource
their probability values. Precisely, the significance level of manpower utilization (HRU) is positively signed, indicating that 1% change
training and development and constant are obtained at 1% level in HRU would increase the organizational performance by (0.472)
of significance (0.000) and (0.000) respectively. The coefficient of percent respectively, while the coefficient of recruitment and selection
explanatory variable of leadership style is positively signed, indicating is (RS) negatively signed, indicating that 1% change in human resource
Variables Coefficients Std error T-stat Sig. Variables Coefficients Std error T-stat Sig.
Constant 12.149 1.011 12.014 0.00 Constant 0.197 0.0201 9.832 0.00
HRU 1.271 0.154 8.211 0.00 HRU 0.321 0.039 8.177 0.000
R-squared 0.916 Adj. R-squared 0.904 R-squared 0.621 Adj. R-squared 0.604
Durbin Watson 1.69 F-statistic 143.013 0.000 Durbin Watson 1.71
Source: Field Survey, 2018. Source: Field Survey, 2018.

Table 1: Summary of simple regression result for hypothesis one. Table 3: Summary of simple regression result for hypothesis three.

Variables Coefficients Std error T-stat Sig.

Variables Coefficients Std error T-stat Sig.
Constant 11.214 1.314 8.853 0.00
Constant 14.407 1.318 10.928 0.00
RS -0.001 0.021 -0.026 0.979
HRU 0.080 0.018 4.497 0.000
HRU 0.472 0.072 6.556 6.556
R-squared 0.532 Adj. R-squared 0.548
R-squared 0.750 Adj. R-squared 0.741 0.000
Durbin Watson 1.705
Durbin Watson 1.143
Source: Field Survey, 2018.
Source: Field Survey, 2018.
Table 2: Summary of simple regression result for hypothesis two. Table 4: Summary of multiple regression result for hypothesis four.

Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

Page 6 of 7

utilization would decrease the organizational growth and development of significance (0.000) and (0.000) respectively. The coefficient of
by (0.001%). The coefficient of determination R2 (0.750) shows that explanatory variable of organizational growth is positively signed,
about 75% total variation in the dependent variable is explained by indicating that 1% change in factors affecting human resource
the change in the explanatory variable in the estimated model, while utilization would increase the organizational growth by (0.321) percent
the remaining 25% has been captured by an error term. The adjusted respectively.
coefficient of determination (0.741) shows that after taking into
The coefficient of human resource utilization and constant are
account the loss in the degree of freedom, the model has a good fit. The
found to be statistically significant as indicated by their probability
Durbin Watson statistic (1.143) shows the presence of positive serial
values, while the coefficient of recruitment and selection of human
correlation.
resource utilization is found to be statistically insignificant. Precisely,
Table 5 above presents the summary results for the impact of staff the significance level of recruitment and selection in utilization of
welfare/health safety of employee towards human resource utilization human resource and constant are obtained at 1% level of significance
on growth and development of State Polytechnic Yola. The coefficient (0.000) and (0.000) respectively, while the significance level of human
of staff welfare/health safety and constant are found to be statistically resource utilization is obtained at 10 percent level of significance. The
significant as indicated by their probability values. Precisely, the coefficient of explanatory variable of human resource utilization (HRU)
significance level of staff welfare/health safety and constant are is positively signed, indicating that 1% change in HRU would increase
obtained at 1% level of significance (0.000) and (0.000) respectively. the organizational performance by (0.472) percent respectively, while
The coefficient of explanatory variable of staff welfare/health safety the coefficient of recruitment and selection is (RS) negatively signed,
is positively signed, indicating that 1% change in staff welfare/health indicating that 1% change in human resource utilization would
safety would increase the organizational growth and development by decrease the organizational growth and development by (0.001%).
0.087 percent respectively. The coefficient of determination R2 (0.612) shows that there is significant relationship between recruitment and
shows that about 61.2% total variation in the dependent variable is organizational achievement in State Polytechnic Yola. The coefficient
explained by the change in the explanatory variable in the estimated of staff welfare/health safety and constant are found to be statistically
model, while the remaining 38.8% has been captured by an error term. significant as indicated by their probability values. Precisely, the
The adjusted coefficient of determination (0.627) shows that after significance level of staff welfare/health safety and constant are
taking into account the loss in the degree of freedom, the model has obtained at 1% level of significance (0.000) and (0.000) respectively.
a good fit. The Durbin Watson statistic (1.431) shows the absence of The coefficient of explanatory variable of staff welfare/health safety
positive correlation. is positively signed, indicating that 1% change in staff welfare/health
safety would increase the organizational growth and development by
Variables Coefficients Std error T-stat Sig.
(0.087) percent respectively.
Constant 12.618 1.318 11.532 0.00
HRU 0.087 0.023 6.197 0.000 Finally, this result revealed that human resource utilization
R-squared 0.612 Adj. R-squared 0.627 influences organizational growth and development in State Polytechnic
Durbin Watson Yola in Adamawa State.
Source: Field Survey, 2018.
Based on the findings of this study it is concluded that emphasis
Table 5: Summary of simple regression result for hypothesis five.
should be on recruitment/selection of qualified personnel. Also
Conclusion performance appraisal should be based on rewarding effective and
This study investigated impact of human resource resources productive personnel. Motivation should be encourage by management
utilization on organizational growth and development in State to a deserved personnel this is no doubt will enhance the performance
Polytechnic Yola, Adamawa State Nigeria. The study revealed that the of the organization. Government on the other hand should provide the
coefficient of human resource utilization (HRU) and constant are found enabling environment, provide the basic infrastructural such as water,
to be statistically significant as indicated by their probability values. road, educational materials, teaching aids, science laboratory etc. so as
Precisely, the significant level of human resource utilization (HRU) to improve the educational standard in an institution of learning.
and constant obtained at 1% level (0.00) (0.00) respectively. This shows
that there is a significant relationship between employer/employee The study recommends that recruitment and selection should
and organization achievement. The coefficient of explanatory variable be effectively done in order to maximize employee’s productivity.
of human resource utilization (HRU) is positively signed, indicating The study recommended that staff training and development should
that 1% change in human resource utilization would increase the be strengthened and encouraged. This can be done through the
organizational growth and development by (1.271%). The coefficient organization of workshops and seminars to enable the employees to
of manpower training and development and constant are found to have knowledge of their work and take advantage of it to boost their
be statistically significant as indicated by their probability values. productivity. The study recommended that employee’s performance
Precisely, the significance level of manpower training and development appraisal should be taken seriously so as to boost their productivity.
and constant are obtained at 1% level of significance (0.000) and (0.000) Finally, this study recommended the need for State Polytechnic
respectively. The coefficient of explanatory variable of leadership style Yola to focus attention on increasing human resource management
is positively signed, indicating that 1% change in manpower training practice especially human resource planning and staff training and
and development would increase the organizational growth of State development.
Polytechnic Yola by (0.080) percent respectively. The coefficient of
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Arts Social Sci J, an open access journal Volume 9 • Issue 5 • 1000419

ISSN: 2151-6200
Citation: Francis F (2018) An Assessment of Human Resource Utilization on Organizational Growth and Development of Adamawa State Polytechnic
Yola. Arts Social Sci J 9: 419. doi: 10.4172/2151-6200.1000419

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