INVESTIGATING HUMAN CAPITAL DEVELOPMENT STRATEGIES FOR SUSTAINABLE ORGANISATIONAL EFFECTIVENESS AND PRODUCTIVITY (A CASE STUDY OF INTERNATIONAL BREWERY, ILESHA, OSUN STATE)
Abstract
This study examined human capital development strategies for sustainable organisational
effectiveness and productivity. The study specifically aims to determine the effect of Training
and Development Programs on sustainable organisational effectiveness; ascertain the impact
of Succession planning initiative on sustainable organisational effectiveness; establish the
relationship between Talent Acquisition and sustainable organisational productivity. Using a
structured questionnaire for data collection, the study sampled 153 respondents from a
population of 254. Data were analyzed using descriptive statistics and inferential statistics
i.e. simple linear regression to test the hypotheses. The simple linear regression results
revealed a statistically significant positive relationship between training and development
programs (TDP) and organizational effectiveness (β₁ = 1.06, t = 12.93, p < 0.05),
highlighting the role of role-specific training in skill enhancement. succession planning
initiatives (SPI) demonstrated a stronger effect (β₂ = 1.09, t = 13.29, p < 0.05), emphasizing
leadership continuity and institutional knowledge retention. Additionally, talent acquisition
(TA) showed a robust correlation with productivity (β₃ = 0.97, t = 11.83, p < 0.05),
confirming that attracting top talent enhances efficiency and innovation. concluded that
investing in comprehensive training and development initiatives is crucial for enhancing
employee engagement and overall organizational performance. Therefore, the study
recommended that organizations, particularly within the manufacturing sector, should invest
in comprehensive and ongoing training and development programs
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