Staff perception of Action Aid Ghana’s human resource capacity building effectiveness
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University of Cape Coast
Abstract
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xi, 101p.: ill
The main objective of this study was to evaluate staff perception of Action Aid Ghana’s human resource capacity building effectiveness. The purposive and simple random techniques were used in the selection of sample units of the study. A sample of 60 was drawn from a target population of 80 using the lottery method. The instruments used in this study were interview guide and questionnaire. Statistical Product and Service Solutions (SPSS) was used to analyse the data collected from the field. The study findings indicate that most of the AAG human resource capacity building elements and practices supports its performance effectiveness, especially staff recruitment, development and retention as well as staff training in the use of information technology and computer systems. The study further shows that most of AAG’s culture tends to encourage high human capital performance, thus meeting its mission and strategic objectives. However, the study could not establish any strong and positive relationship between the various dimensions of AAG’s leadership and performance effectiveness, with the singularly exception of female gender capacity building and career development. Based on the findings and the conclusions drawn from the study, the study recommended that AAG should continue with the implementation of its strategic recruitment and retention strategy. Also, the key HR staff and leadership of AAG should be sponsored for training in specific competences. More so, leadership of AAG should refocus its vision on and redirect resources toward improving external strategic partnerships in its pursuit of the strategic objectives of AAG.
The main objective of this study was to evaluate staff perception of Action Aid Ghana’s human resource capacity building effectiveness. The purposive and simple random techniques were used in the selection of sample units of the study. A sample of 60 was drawn from a target population of 80 using the lottery method. The instruments used in this study were interview guide and questionnaire. Statistical Product and Service Solutions (SPSS) was used to analyse the data collected from the field. The study findings indicate that most of the AAG human resource capacity building elements and practices supports its performance effectiveness, especially staff recruitment, development and retention as well as staff training in the use of information technology and computer systems. The study further shows that most of AAG’s culture tends to encourage high human capital performance, thus meeting its mission and strategic objectives. However, the study could not establish any strong and positive relationship between the various dimensions of AAG’s leadership and performance effectiveness, with the singularly exception of female gender capacity building and career development. Based on the findings and the conclusions drawn from the study, the study recommended that AAG should continue with the implementation of its strategic recruitment and retention strategy. Also, the key HR staff and leadership of AAG should be sponsored for training in specific competences. More so, leadership of AAG should refocus its vision on and redirect resources toward improving external strategic partnerships in its pursuit of the strategic objectives of AAG.
Keywords
Action Aid, Human resource, Capacity building