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Impact Of Human Resources Management On Local Performance

ABSTRACT

The Management of Human Resources is an effective way of achieving organizational performance. It has been discovered that most organization are lacking behind in this area and as a result have been experiencing a decline in their productivity as well as failure in the achievement of their goals and objectives. This research work was designed to deal with how human resources in an organization can be effectively managed so as to help in the attainment of organizational performance. In order to solve this problem of lack of effectiveness in management of human resources, data were selected and analyzed using Nigerian Breweries Plc as a case study. However, at the end of the research, it was observed that, effective management of human resources is an important tool for achieving organizational performance; lack of effective management lead management to frequent labour turnover and poor productivity.

In conclusion, the effective use of human resource in an organization will lead to performance of an organization.

CHAPTER ONE

 

INTRODUCTION

1.1 Background of The Study        

One area of an organizational performance is the management of workers in the organization. Business in a market economy depends on certain resources such as the financial resources material resources and human resources. It is through the combination of these resources that the attainment of the goal is achieved. However, the most significant and complex component for the attainment of the organizational performance is the human resource.

The concept of human resource according to Udo-Udoaka (1992) refers to the managerial, scientific, engineering, technical, craft and other skills which are developed and employed in creating, designing and developing organization and in managing and operating productive and service enterprise and the economic institution. Human resource is composed of individual working for an organization, employed these days as temporary staff or contracted staff but collectively making up the most important of organizational resources. Therefore, an organization must have the right number and types of employees to who must be managed in such a way that they will be able to achieve their personal and organizational objectives.

Since the early 1980s, the field of human resources management has been in a state of rapid transition. As the world continues to experience profound changes different sets of changes are revolving. Today, most managers are comfortable with the term “Human Resources” but a few still prefer to refer to “people” Employee” or “staff” and to use the term “personal management” Allan Cowling, (1998) argues at one level that terminology ‘may be deemed to be less important, because it is practice that really counts. However, at another level he argues that it does matter because ways of managing people at work have come a long way in the last fifteen years, and a refusal to use the modern term “human resources” can be an indication of a failure to recognize and utilize recent development.

 

1.2 Statement of The Problem

The primary purpose of any organization is to accomplish goals objectives and since the degree of accomplishment depends totally on the quality of its members. Therefore, it has to be concerned with the availability and improvement of human resource. To this extent, for an organization to be successful, it should ensure that there is an adequate supply of human skills. Following the growing technological changes and complexity in our industries as well as social factors, it then becomes necessary that organizations should train and develop their personnel to cope with ever increasing job requirement posed by fast technological social changes.

Most organizations lack effective management and utilization of human resources and as a result have been experiencing a decline in productivity and failure in the achievement of their goals and achievement.

This study therefore sought to investigate how effective human resource management has been a tool in organizations performance with a view to recommending its adoption in other organizations.

 

1.3 Research Questions

  1. Does effective human resource management improve employee’s performance?
  2. Does human resource management contribute to the attainment of organizational performance?
  3. Is there any significant difference between the trained and untrained employee in the performance in Nigerian Breweries PLC?

 

1.4 Objective Of The Study

  1. To identify existing training programs at Nigerian Breweries Plc, Rivers state.
  2. To evaluate the effectiveness in improving employee’s performance.
  3. To find out if the training programs have impacted on employee morale and the firm’s overall performance.

 

1.5 Research Hypothesis

The hypotheses for the study are:

H0: There is no significant impact of human resource management on organizational performance.

Hi: There is significant impact of effective human resource management on organizational performance.

H0: There is no significant impact of effective orientation training on organizational performance.

Hi: There is significant impact of effective orientation training on organizational performance.

 

1.6 Significance OF THE STUDY

The human resource management in an organization should not be over emphasized. In this regard, the study will be of immense importance not only to Nigeria Breweries Plc, but also serve as a reference material to other organizations in works sectors of the Nigeria economy.

In addition the study will help direct their focus to the need for the development of their human resources.

In the first place, it will be of great importance to the student of management and related courses, secondly it will be a source of academic information in the area of research, thirdly, it will assist Nigerian Breweries Plc and other organizations in measuring and assessing staffing performance, it will also help organization in identifying how human qualities improve performance in a given job and to recognize and access the qualities in candidate for employment.

The solution to the problem of human resource management and development of human resources and other conclusions that would be made will go on to show what can be done to make the Nigerian firm effective in order to achieve organizations goals and objectives.

 

1.7 Scope of The Study

Though there are many organizations in Nigeria, it is impossible to use all these organizations for this study. Therefore, the scope of this study would be limited to Nigeria Breweries Plc.

 

1.8 Organization of The Study

This study is organized into five chapters. Chapter one deals with introduction as already shown, chapter two reviews the literature on effective human resources management and a tool for organisational performance. Chapter three present the methodology adopted in the study. Chapter four shall comprise data presentation, empirical analysis and the results thereof. Finally, in chapter five, we shall present the summary of our findings, the conclusion drawn and the necessary recommendations.

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Disclaimer: This PDF Material Content is Developed by the copyright owner to Serve as a RESEARCH GUIDE for Students to Conduct Academic Research.

You are allowed to use the original PDF Research Material Guide you will receive in the following ways:

1. As a source for additional understanding of the project topic.

2. As a source for ideas for you own academic research work (if properly referenced).

3. For PROPER paraphrasing ( see your school definition of plagiarism and acceptable paraphrase).

4. Direct citing ( if referenced properly).

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