HR Metrics and Organisational Performance: Evidence from the Nigerian Banking Sector

Abstract

This study investigated the relationship between HR metrics and organisational performance in the Nigerian banking sector with First Bank Nigeria PLC as the empirical context. In particular, the study investigated employee turnover rate, employee engagement, time-to-hire, employee wellbeing, and learning and development initiatives to measure the behaviour of employees in terms of organizational performance. A descriptive cross-sectional survey was employed to study this study and data were gathered from 100 usable responses obtained from 130 distributed questionnaires (response rate = 76.9%). The data were analysed based on descriptive statistics and multiple regression analysis. We found that employee turnover rate, time-to-hire, and learning and development initiatives are significantly associated with organisational performance while employee engagement and employee wellbeing were not statistically significant. Learning and development was the leading predictor of organisational performance. This study contributes to Human Capital Theory by finding that not all HR metrics contribute equally to organisational performance and highlights the strategic value of prioritising capability development and recruitment efficiency within HR analytics frameworks. In practical terms, the findings can be used for HR managers and banking executives to improve organisational performance by using data-based workforce management.