ABSTRACT

The purpose of this thesis was to evaluate the effects of Human resource Development  on workers’ efficiency at. using the Narinkon Cooperative Credit Union as case study. In order to understand the study aim, four goals were developed and these focused particularly on identifying the Human resource development activities existing in the Bank, the effects of training , mentorship and coaching, conference, workshops on workers’ efficiency . The methods employed and finally the effects  the efficiency of workers. The study was based on the Natrinkon cooperative Credit Union operating in operating in Bamenda. A qualitative and quantitative  research approach of the data collection was adopted using a questionnaire comprising of 25 questions distributed to 50 respondents. Based on this sample the results obtained indicate that training, worships , conferences, coaching and mentorship  have a clear effect on the effieiciency of workers. a general improvement of worker’s performance and attain more satisfaction from the clients thus increase the number of new members at Ntaccul. Accordance with the result of the finding human resources development affects the workers ‘efficiency to a greater extend positively and to a lesser extend Negatively. the findings can prove useful to human resource managers, Human resource policy decicision makers, as well as government, academic institutions, and the comunity at large. 

KEYWORDS:     Human Resource, Development, Efficiency, workers.    

CHAPTER ONE

  INTRODUCTION

 1.1 Background to the study                                           

The gradual introduction of technological innovations ultiplication of financial service providers are a constraint to which managers in this sector must submit. Winning market share and surviving in such an environment therefore requires an unparalleled spirit of creativity and adaptation, and human resource management is a major area that could make all the difference. Indeed, the advent of relationship marketing has totally changed the vision in management. It has also redirected the role of managers with respect to the organization’s human resources. The company’s human capital is now seen as a critical resource for achieving the organization’s objectives and a source of competitive advantage. Indeed, the implementation of an effective human organization contributes to the improvement of workers efficiency  and development of the organization. Moreover, it has been widely demonstrated that effective human resources management is increasingly a source of competitive advantage and added value for organizations (Saint-Onge et al., 2009). Thus, leaders wishing to see their company prosper must put people at the heart of their strategy.

Human resources have the potential to provide the organization with desired competitive advantages (Chrétien et al. 2005). Bélanger (1988) explain that productivity is based not only on machine and procedures, but also and above all on human resources, when the latter are committed to putting their efforts at the service of the company. Persuading the employee to go beyond the function of “mere producer” to become a full member of the organization requires a certain amount of conduct on the part of management. It is therefore up to managers to encourage them to become truly committed to the organization. Saba et al (2008) argue that the success of companies depends primarily on the importance they place on HRM. A good HRM policy benefits all departments of the organization. Thus, the management of this resource requires special attention since the success of the company also depends on it. In view of the above, the amount of work on the importance of human resource management cannot be too much. This is what justifies our interest in this theme in the Cameroonian microfinance sector where studies on this subject are rare. Victim of a glaring number of problems including lack of confidence and volatility of clients, a declining reputation nationally and internationally, the recurrent closure of many institutions overnight to name but a few, the Cameroonian micro finance sector is waiting for a miracle solution to these multiple problems. Identifying the source of the problem being the beginning of a solution, bad governance is one of the causes commonly evoked to explain the excesses of micro finance institutions by the government. This idea is reinforced by authors such as (Nzongang et al., 2012) who attribute the instantaneous closure of certain institutions to the management policy initiated by these institutions, while (Kobou et al., 2010) attribute the high mortality rate of MSEs to the many dysfunctions that this sector suffers from. In light of such contributions, integrating a new management approach would help improve the situation of such entities in Cameroon.

      1.2 Statement of problem

The Ntarinkon credit union in Cameroon, despite the many problems that tarnish, its reputation in Cameroon, is a sector in constant innovation. The ongoing crisis in Bamenda has literally slow down the rate of saving and other business at NtaCCUL due to the fact that many people have lost their business. Buyam- sellam has been displaced, most petit traders have lost their capital, most don’t even have resources to get back to business.

The recruitment of workers has a been a problem to in Ntarinkon cooperative credit union. The quality of services delivery in Ntarinkon depends on the person to person contact and relationship. The workers in Ntarinkon spend a lot of time to serve a single customer sometimes an hour as a result of inefficient training and skills. This cause a lot of congestion in the Bank especially at the counter.  Thus developing the works through coaching and mentorship is very important. The renovation in modern Technological software replacing the old manual system cause many workers to be slow in serving the customers.

Due to this issues there is the need for human resource department to input developmental strategies like conferences, coaching and mentorship, workshops that will enhance worker’s efficiency.in the last two years Ntarikon cooperative credit Union has send workers on training on digitalization and electronic banking system at Douala and Yaoundé. Some workers have been send for workshops and conferences organize by Cameroon Cooperative Credit Union League. (RAINBOWCAM

The advert of mobile money, as more and more people continue to enjoy mobile money services rather than using the services of Ntatikon crdit union, it becomes more difficult for the NtaCCUL to maintain and improve their financial services as some clients rather preferred to save their money in their phone Due to the various challenging circumstances in NKarikon cooperative credit union, MFI is competitive positions in Bamenda will keep on change constantly. hence it is more human resources intensive and sourcing of skilled and quality human resources will play a critical role for sustaining the growth of the Ntarikon credit union. In order to play an effective role HR- department at the Ntarikon credit union lies in integration of several important components of organization workforce efficiency. some HR may intend to organize training and selection of skill and experience worker, yet the employee performance is not still effective. Therefore, the relationship between the HR Development and the employee efficiency is very unstable and only a critical investigation will draw a concluding statement. Due to financial constraint in Cameroon and the present socio-political status of the Northwest region. Human development activities at the Ntarikon credit umion is limited and may not increase the efficiency of their employee.

1.3 Research Questions

The main research  question are the effects of human resource development on the efficiency of workers in micro finance institutions?

 Specific Questions

• What is the effects training program on the efficiency of workers in Ntarinkon Cooperative Credit Union?
• What is the effects of workshops on the efficiency of workers at in Ntarinkon Cooperative Credit Union?
• To what extend does Conferences affects the efficiency of Workers in Ntarinkon Cooperative Credit Union?
• What is the effects of Coaching and mentorship on the efficiency of workers in Ntarinkon Cooperative credit union?

       1.4 Objectives of Study

        1.4.1 Main objective

This study is intended to access the effects of human resource development on the efficiency of workers in micro finance institutions in Ntarinkon Bamenda with a particular interest in the role that managers  may be playing in human resource development .

1.4.2 Specific objective

• to evaluate how developing effective training program affects the efficiency of workers.
• To identify the effects of workshops on the efficiency of workers at Ntarinkon Cooperative Credit Union
• To investigate the effects Conferences on the efficiency of workers. Ntarinkon Cooperative Credit Union
• To find out how Coaching and mentorship affects the efficiency of workers Ntarinkon Cooperative Credit Union