HUMAN RESOURCE DEVELOPMENT PRACTICES AND EMPLOYEE'S PERFORMANCE IN SELECTED DEPOSIT MONEY BANKS IN AKUNGBA AKOKO ONDO STATE

Human Resource Development is crucial for organizational growth and employee satisfaction. It plays a significant role in improving job performance, enhancing employee skills, and increasing organizational competitiveness. The aim of the study is to assess human resource development practices and employee performance in selected deposit money banks in Akungba Akoko, Ondo State. The study also ascertained the relationship between Human Resource Development and employee performance. The scale identified four dimensions of HRD, namely: job rotation, training and development, mentoring and coaching. The study adopted a descriptive research design and 100 self-designed questionnaires were administered on 100 respondents. Statistical tools such as simple percentages and correlation analysis were used for data analysis through the use of Statistical Package for Social Sciences (SPSS) software. The study indicated that a significant majority of employees recognize the positive impact of job rotation on skill development and job performance. Also, training and development initiatives were identified as contributing positively to employee performance in the banks. Lastly, the findings of the study indicated that coaching fosters career development and problem-solving skills. The study concluded that the majority of respondents agreed that job rotation, training, and mentoring programs positively impact skill development, job performance, and adaptability, though some highlighted areas for improvement in job rotation implementation. Training and mentoring were particularly valued for boosting employee confidence, retention, and career growth, aligning with past research on the importance of professional development. The study recommended that banks should implement a more structured and well-communicated job rotation system; banks should ensure that all employees have access to adequate and relevant training programs; banks should consider implementing more personalized mentoring programs where the relationship between mentor and mentee is closely aligned to the employee’s specific performance goals and career aspirations; and banks should continue to invest in and expand coaching programs.