Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria


  • Chijioke Esogwa Nwachukwu Mendel University in Brno, Business and Economics, Ph.D. student Department of Management, Zemedelska 1, 61300 Brno, Czech Republic
  • Helena Chladkova Mendel University in Brno, Business and Economics, Associate Professor Department of Management, Zemedelska 1, 61300 Brno, Czech Republic



Key words, work environment, employee satisfaction, HRM practices, Microfinance banks


Purpose of the article: The role of microfinance banks (MFBs) in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees) by implementing a robust HRM practices.