HUMAN RESOURCE MANAGEMENT PRACTICES AND OPEN AND DISTANCE LEARNING (A STUDY OF NATIONAL OPEN UNIVERSITY OF NIGERIA STUDY CENTRES IN SOUTH EAST NIGERIA)

Abstract

This study examined the relationship between Human Resource Management (HRM) practices and Open 
and Distance Learning (ODL) in National Open University of Nigeria (NOUN) Study Centres in South East 
Nigeria. Specifically, the study examined the relationship between HRM practices and ODL, identified the 
challenges associated with integrating HRM practices with ODL strategies, and assessed the benefits of 
integrating HRM practices with ODL for improving organizational performance and employee 
development. The study adopted a descriptive survey research design. The population comprised 220 staff 
and personnel involved in HRM and ODL activities in selected NOUN Study Centres in South East Nigeria. 
Using Taro Yamane's formula, a sample size of 142 respondents was selected through stratified random 
sampling technique. Data were collected using a structured questionnaire validated by experts, while 
Cronbach's Alpha coefficients of 0.961, 0.961 and 0.959 confirmed the instrument's reliability. Data were 
analysed using descriptive statistics, Pearson Product Moment Correlation and Multiple Regression 
Analysis. Findings revealed that HRM practices can effectively be integrated with ODL through staff 
training, management support, collaboration, technological facilities and flexible learning policies. The 
study further revealed that inadequate funding, poor ICT infrastructure, inadequate digital competencies 
and lack of supportive organizational policies constitute major challenges to HRM-ODL integration. The 
findings also established that integrating HRM practices with ODL significantly enhances employee 
performance, productivity, job satisfaction, innovation and organizational effectiveness. Correlation and 
regression results revealed a significant positive relationship between HRM practices and ODL (r = 0.964, 
p < 0.05) and showed that HRM practices and ODL integration significantly predict organizational 
performance and employee development (R² = 0.954, p < 0.05). The study concluded that effective 
integration of HRM practices with ODL is essential for workforce development and organizational 
effectiveness. The study recommended strengthening ODL infrastructure and integrating ODL into staff 
training and development policies to enhance employee and institutional performance.