Abstract:
The main objective of the study was to examine the contribution of social capital to HRD practice in the sawmill industry in Ghana. The study adopted the positivist and interpretive philosophies, thereby blending the complementary strengths of both quantitative and qualitative methodologies. The quantitative data were gathered using survey questionnaires and interview schedules and were analysed using both descriptive and inferential statistics. The qualitative data were also collected through an interview guide and were analysed using the thematic data analysis technique. The major findings of the
study were: most of the HRD practices in the sawmill industry were either informal or sub-standard as a result of constant interferences of Chief Executive Officers in the operation of the ER professionals; besides organising annual social events, most of the steps taken by top management to promote social capital in the ERD practice of firms in the industry were effectively carried out; and social capital has contributed irnn1ensely to ERD practice in areas, such as flow of information, resource exchange and combination, as well as support among staff in the sawmill indushy in Ghana. It is recommended that, in order
to leverage the potential contribution of social capital in the sawmill industry in
Ghana, there is the need to shift from the traditional ERD practice that focused on developing the specific skills, knowledge, and abilities of individual employees towards a more integrative HRD practice, capable of transforming the traditional workplace into conducive learning environment through social, networks, collaboration, support and knowledge sharing.
