The impact of human capital management on operational performance at the gambia national water and
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- 1.2.2 Specific objectives
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1.1 Problem statement The relationship between Human Capital Management and performance in the Public Utility Sector has never been denied, but empirical evidence for this link is inadequate as far as NAWEC is concerned. The growing consistency of the Company’s inefficiency, marked by high operational costs, low productivity, generated power losses and inadequate and unaffordable power supply, is contrary to the Company’s mission statement which states “To ensure the safe, effective and efficient provision of affordable nationwide electricity, water and sewerage services to satisfy customer requirements, generate reasonable rates of return on investment and contribute to the socio-economic development of The Gambia.” 4 Therefore, in order that the mission statement is realized, there is an urgent need to identify the factors responsible for this undesirable business performance and a solution to the problem. 1.2 Objectives of the study The objectives of the study are grouped into two. These are general objective and specific objectives. 1.2.1 General objective The general objective is to explore and understand the relationship between a selected bundle of Human Resource practices that make up Human Capital Management (HCM) and its impact on the operational performance of the Company. 1.2.2 Specific objectives a) To identify the relevant bundle of HR practices that make up HCM in NAWEC b) To examine the mediating and moderating roles of felt obligation and employee commitment in NAWEC. c) To ascertain how positive work attitudes and employee behaviour translate to individual and organizational performance in NAWEC. d) To explore the benefits of employee involvement in decision making in NAWEC. e) To recommend to NAWEC Management, the HR bundle that constitutes HCM for improved productivity in NAWEC. |