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EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATION PERFORMANCE
Abstract
This study investigates the impact of Human Resource Management (HRM) practices on organizational performance within various sectors. With the evolving business landscape, effective HRM practices have become pivotal in enhancing employee productivity, job satisfaction, and overall organizational success. Utilizing a mixed-methods approach, the research examines key HRM practices, including recruitment and selection, training and development, performance appraisal, and employee engagement. Data were collected through surveys and interviews from employees and managers across multiple organizations. The findings reveal a significant positive correlation between robust HRM practices and improved organizational performance metrics, such as financial outcomes, employee retention rates, and operational efficiency. This study contributes to the existing literature by providing empirical evidence of the importance of strategic HRM practices in driving organizational success. The research emphasizes the need for organizations to adopt innovative HRM strategies that align with their goals to foster a high-performance culture.
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IMPACT OF HUMAN RESOURCE PLANNING ON PRODUCTIVITY OF ORGANIZATION
Abstract:
This study examines the impact of human resource planning on the productivity of organizations, highlighting the critical role that strategic workforce management plays in achieving organizational goals. Human resource planning involves the systematic forecasting of workforce needs, talent acquisition, development, and retention, all of which are essential for aligning the workforce with the organization’s long-term objectives. The research investigates how effective human resource planning influences employee performance, reduces operational inefficiencies, and fosters a competitive advantage. By analyzing both qualitative and quantitative data from various organizations, the study identifies key factors such as workforce forecasting, skill gap analysis, succession planning, and talent management as central to enhancing productivity. Additionally, it explores the challenges organizations face in human resource planning, including inadequate resource allocation, poor workforce analytics, and lack of integration with organizational strategy. The findings reveal that organizations with proactive and well-structured human resource planning practices experience higher productivity, improved employee satisfaction, and better overall performance. Recommendations are provided for optimizing human resource planning processes, including the use of advanced HR analytics, continuous training, and leadership development programs. This study contributes to the understanding of how human resource planning can be leveraged to drive productivity and organizational success.
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HUMAN RESOURCE MANAGEMENT AS A TOOL FOR ATTAINING HIGH PRODUCTIVITY IN PEUGEOT AUTOMOBILE NIGERIAN LIMITED (PAN) KADUNA
ABSTRACT
This project presents details analysis of human resource management as a tool for attaining high productivity in Peugeot automobile Nigeria plc (PAN) Kaduna. In chapter one it tend to highest the need for proper human resource management and find solutions to the associated problems in any organization be it private for public sector. Lastly, is the chapter five which brings up the summary of findings, the writer recommended that human resource management should be integrated with business management so that productivity can be enhanced in the organization, state findings and conclusion. I should find out that in human resource management help to retain employees in organization help to reduce, labour turnover in organization. We should conclude that human resource management is the basic responsibility of management is the basic responsibility of management to ensure that organization plan and control the mobility of turnover rate of workers in the organization.
TABLE OF CONTENTS
Title page – – – – – – – – – i
Declaration – – – – – – – – ii
Approval page – – – – – – – – iii
Dedication – – – – – – – – iv
Acknowledgement – – – – – – – v
Abstract – – – – – – – – – vii
Table of contents – – – – – – – viii
CHAPTER ONE
1.0 Introduction – – – – – — – 1
1.1 Background of the study – – – – – 1
1.2 Statement of the General Problem – – – 3
1.3 Objective of the study – – – – – 5
1.4 Significance of the study – – – – – 5
1.5 Research Question – – – – – – 6
1.6 Scope of the study – – — – – – – 7
1.7 Limitation of the study – – – – – – 7
CHAPTER TWO- Literature Review
2.0 Introduction – – – – – – – – 9
2.1 Definition of human resources management – – 9
2.1.1Differences between human resource management
and manpower management – – – – – 11
2.2 Significance of human resource management – – 12
2.3 Aims of human resource management – – – 14
2.4 process of human resource management – – 15
2.4.1 Resourcing strategy – – – – – – – 18
2.4.2 Scenario Management – – – – – – 20
2.4.3Estimating future human resource requirement
management and business management — – – 21
2.4.4 Analysis demand and supply forecast – – – 24
2.5 The relationship between human resource management and business management – – – – 24
2.6 Methods and techniques of human
resource management – – – – – 28
2.7 Pitfalls to avoid in human resource management 30
2.8 The impact of human resource management
on productivity in business organization – – 31
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction – – – – – – – – 38
3.2 Research Design – – – – – – – 38
3.3 Area of the study – – – – – – – 38
3.4 Population of the study – – – – – – 39
3.5 Sample size and Sampling techniques – – – 39
3.6 Instrument for data collection – – – – – 40
3.7 Validation of the instrument – – – – – 41
3.8 Reliability of the instrument – – – – – 41
3.9 methods of data collection – – – – – 41
3.10 methods of data analysis – – – – – – 42
CHAPTER FOUR: DATA PRESENTATION
4.0 Introduction – – – – – – – – 44
4.1 Characteristic of respondent – – – – – 44
4.2 Presentations of data and analysis – – – – 46
4.3 Summary of findings – – – – – – 54
4.4 Discussion of findings – – – – – – 54
CHAPTER FIVE – Summary Of Findings,
Conclusion Recommendation
5.1 Summary – – – – – – – – 56
5.2 Conclusion – – – – – – – – 57
5.3 Recommendation – – – – – – – 58
References – – – – – – – – 60
Appendices – – – – – – – – 61
CHAPTER ONE
INTRODUCTION
Available of resources is a vital need for the survival of human ventures. These include human, materials and financial resources which are very useful in the production chain. Out of all these resources the human component appears to be the most vital. This is because human beings articulate and activate other resources. E.g computers could only be operated by man just as car, machine and allied functional equipment would have to be controlled by man. In the economy of the nations human being constitute a very vital aspect of growth and development
Human resources management is based on belief that people are organizations most important strategic resources. It is generally concerned with machines resources business needs in the larger terms, although it will some times address shorter term requirement. It addresses human resources needs both in quantitative and qualitative terms which means answering two basic questions, first ho many people and second, what sort of people? Human resources management also looked at broader issues relating to the way in which people are employed and developed in order to improve organizational effectiveness. It can therefore play an important part in strategic human resources management.
Human resources management entails the process of getting the right numbers of qualified people into the right job at the right time or it is the system of matching the supply of people internally (existing employee) and externally (these to be hired or searched for) with the opening the organization expects to have over a given period of time.
Human resources management is the process of analyzing and identified the needs for and availability of human resources so the organization can meet its objective. In most organization, that do human resources management, the top executive and subordinates staff specialist have most of their responsibilities for management, however, other managers most provide data for the human resources specialist to analyze. In turn these managers needs to receive data from the human resources unit because top managers are responsible for the over all strategic management, they usually ask the human resources unit project.
The human resource needed to implement over all organization goals. Human resources management will help the organization to be able to forecast for future human resources. Human resources management help in the area of making goods organizational policies terms of recruitment, selection, placement, training and development i.e helping the organization to get skilled and competence people needed in the organization and placing them at the right place and at the right time in the organization which can help to give rise to increase in the organizational productivity.
This research is carried out to evaluate the impact of human resources management on productivity in business organizations as it affects of Peugeot Automobile Nigeria Limited Kaduna (PAN). The research study seeks to find out the problems associated with the human resources management and how it can affect the level of productivity in an organization.
The study seeks to understand the reasons why some organization undermine the human resources management inspite of it stated importance and role in achieving help productivity and its immense contribution to the organization of employee efficiency.
It is expected that with all this problems the research work will bring about proper means and methods of achieving the organizations objectives with proper investment in human resources management.
The researcher study is an attempt to investigate and verify
This research work is an effort to determine the following
The significance of the study bring out the needs for an organization to constantly develop means of improving human resources management and productivity.
The important aspect of study includes the following;
The research questions for this study includes:
The scope of this study is limited to productivity of Pan Nigeria Ltd. The research work is basically within the operation of Peugeot Automobile Nigeria Limited Kaduna. As a primary sources of data to investigate the impact of human resources management on productivity in business organization.
Other materials are from text books, journals, periodicals, internet browsing etc. will serve as the secondary sources of data for the research study.
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]]>BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!
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EFFECT OF HUMAN RELATIONS ON ORGANIZATIONAL PRODUCTIVITY
[A CASE STUDY OF NIGERIAN INSTITUTE FOR TRYPANOSOMIASIS RESEARCH (NITR), KADUNA]
ABSTRACT
The study was designed to find out the “Effect of Human Relations on Organizational Productivity in Nigerian Institute for Trypanosomiasis Research (NITR), Kaduna. To provide a theoretical base for the study, a review was made on the concept of human relations, development of human relations, importance of human relations in an organization as well as the qualities and principles of a good human relations practice. A sample size of 50 respondents from a population of 500, comprising of top, middle and low level management was used. A set of questionnaire which was divided into 5 variables was used to obtain data from the respondents; the use of mean score which is 3.00 as cut off point was utilized. One of the research questions asked was whether human relations is instrumental to the attainment of organizational goal. The researcher collected data and interpreted them after which chi-square was used to test the earlier stated hypothesis. Lastly, summary, conclusion and recommendations were made. One of the recommendations made was that managers should maintain good human relations so that goals can be achieved. Findings from the study revealed that the relationship that exists among workers in organization, the effectiveness of human relations in an organization can enhance workers productivity, employees morale can be boosted on the job when there is a cordial relationship between the organization and its employees, and good human relations enhances job satisfaction in achieving organizational goals. Based on the findings, the researcher recommended that, low level workers should strive to perform better, to justify the good human relations and motivation existing in the organization, management staff and other senior workers in the organization should create conducive atmosphere to facilitate good human relations and teamwork for greater productivity. Also the organization should educate their workers on the importance of good human relations through workshops and seminars.
TABLE OF CONTENT
Title Page – – – – – – – – – – i
Declaration – – – – – – – – – ii
Approval Page – – – – – – – – – iii
Dedication – – – – – – – – – – iv
Acknowledgment – – – – – – – – v
Abstract – – – – – – – – – – vi
Table of Content – – – – – – – – – vii
CHAPTER ONE
INTRODUCTION
CHAPTER TWO
LITERATURE REVIEW
in an Organization – – – – – – – 40
2.7 Principles of Good Human Relations Practice
in an Organization – – – – – – – 41
CHAPTER THREE
RESEARCH METHODOLOGY
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
References – – – – – – – – – 69
Appendix
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
The practice of Human Resource Management in its quest towards achieving success through people utilizes array of activities concerned with all aspects of how people are employed and managed in organizations. This approach tends to understand how psychological and social processes interacts with the work situation to influence performance. Human Relations is the first major approach to emphasis information work relationship and work satisfaction. Thus, Ezinwa and Agomon (1993) asserted that human relations encompasses the art and practice of using systematic knowledge of human behaviour to achieve organization and personal objectives. Organizations are made up of individuals, the immediate environment and the public that contributes to the success or failure of the organization.
Onasanya (1990) in similar vain believes that human relations, being a behavoural science which deals with inter-personal, inter-work group and management of employees relationship in a social system seems to be the only tool for organizational productivity and development. The reason is not far fetched since efforts of Elton Mayo and his research colleagues in the 1920s on behavioural approach to management succeeded to have yielded much more factual analysis in terms of the chicken-egg relationship between human relations and productivity in an organization.
Hicks and Byers (1982) in their contributions defined human relations as “the integration of people into a work situation in a way that motivates them to work together, productively and cooperatively with economic, psychological and social satisfaction”. This further confirms that paying attention to the human elements enhances greater productivity and performance.
Human relations is a definitive management function which helps to establish and maintain mutual line of communication, understanding, acceptance and cooperation between an organization and its human. It involves the management to keep opinions, defines, and as well emphasizes the responsibility of management to serve the human interest.
However, human relations has long attained professional status but it has been discovered that most organizations are not taking full advantage of its efficient utilization when dealing with their publics due to ignorance or improper understanding as to the effectiveness of the discipline to organizational success. Thus effect the need for this study in order to highlight the effect of human relations practice on organizational productivity.
STATEMENT OF THE PROBLEMS
Inspite of the glaring importance of human relations in the realization of organizational goals, one still hears complaint of poor performance of both employees and employers in the organization even till this day. Beside, employees can resign from their appointments as a result of executive’s harshness and autocracy, employees having their appointment terminated due to poor performance or failure to perform, the organization may fold up because of low productivity, poor employees and employers relationship, inability to meet the organization’s set targets or mismanagement.
It is as a result of these trends that make it necessary for this study to address the following questions:
How effective is the practice of Human Relations system to the attainment of organizational goals?
Does Human Relations has any impact on worker’s performance?
Does Human Relations determine employees retention in the organization?
OBJECTIVES OF THE STUDY
This study is intended to:
The following hypothesis are formulated for this study:
H0: Human Relations does not have effect on workers’ productivity.
H1: Human Relations have effect on workers’ productivity.
In view of the constant struggle by the organizations to balance both the employee’s needs and the organizational needs for the effective actualization of set goals, it is expected that the study would be of good benefits to executives, managers, future business establishment and future researchers. Similarly, the study will help organizations to improve on implementing human relations policies so as to enable them control problems facing them from such angle.
Infact, it will serve as eye-opener to most organizations who are yet to embrace the system, thereby enlighten workers (industrial and groups) about the concept of human relations and the effect on productivity. It is hoped that the study would also help executives to improve on the need for good human relations with workers and clients to improve the organization’s performance.
In addition, the adoption of this new approach to firm’s advancement will improve employees performance, productivity, efficiency as well as employees attitude to work.
Furthermore, the study will also be of help to those who may want to research into the area by serving as a reference material for future investigation.
This study centres on the effect of Human Relations on organizational productivity using Nigerian Institute for Trypanosomiasis Research, Kaduna as a case study. The study covers sizeable staff of the institute drawn from the various cadre of management (form top management to subordinates) in order to ensure a more comprehensive and detail examination. The staff includes both the male and female sex of different ages and level of service.
The following problems affect the effective conduct of this study:
Time: Although the time for the study is quite long, but academic demand such as preparation for tests, assignments and paper presentations took a lot of time for one to go out and source for information.
Financial Constraint: This was another limitation which made it uneasy for the materials to be easily assessed at the appropriate time.
Bureaucratic Bottle-Neck: In addition, stringent rules and regulations guiding the release of information in the institute (NITR) made it almost impossible for one to obtained details about the organization.
Establishment of Nigerian Institute for Trypanosomiasis Research (NITR)
Prior to 1945, the trypanosomiasis (sleeping sickness) situation in West Africa became alarming. In the 1930s, average of 100,000 cases was diagnosed yearly. The British Government then found it necessary to send a high powered scientific delegation to examine the magnitude of problem and make recommendations on what actions to take for effective control of the disease in man and animals (Nagoma). This resulted to the establishment of a regional research organization. The West African Institute for Trypanosomiasis Research to serve the needs of four British colonies namely, Nigeria, Gold Coast (Ghana), Sierra – Leon, and the Gambia. This organization had the responsibility to research on all aspects of trypanosomiasis (human and animals) and entomology.
The British Government bore two-thirds of the cost of running this regional research scheme while the colonies contributed one third. A Director was appointed to assume duty in 1947 in Nigeria because it was the largest of the four colonies and it provided a much wider variety of conditions connected with tsetsefly and trypanosomiasis. Vom (Plateau State) and Kaduna State were selected for locations of laboratories, with Kaduna as the Headquarters. The decision was influenced by climatic, case of communication and disease conditions in both areas.
The West African Institute for Trypanosomiasis Research (WAITR) was officially commissioned in 1951 in Kaduna. By the time it was realized that trypanosomiasis not only caused a high mortality in humans but also of great economic implication in terms of large annual losses among domestic animals. Vast areas of West Africa could not be used to rear cattle because of the presence of tse-tse flies which caused the disease in human and animals. Consequently the farmer was denied the use of animals for work and transport, and deprived of manure for his field, while the diet of the population, both urban and rural remained deficient in protein and milk.
However, with the attainment of independence, the inter-territorial research organization (WAITR) crumbled under political pressure. The other countries later withdrew and the then Federal Government of Nigeria had to assume the full responsibility of the institute. The name was therefore changed to the Nigerian Institute for Trypanosomiasis Research (NITR) in 1964. In 1975, research into all aspects of Onchocerciasis (river-blindness) was added into the mandate of NITR. Thus, the Nigerian Institute for Trypanosomiasis Research (NITS) has the responsibility to research into all aspects of human and animal trypanomiasis and human Onchocerciasis (river-blindness) in all the thirty states of the federation including Federal Capital Territory of Nigeria.
The headquarters is still located in Kaduna with Vom (Plateau State) as a major branch. From these locations, work is extended to all states in the federation.
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A REVIEW OF FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT-A CASE STUDY OF ENUGU NORTH LGA
ABSTRACT:
This work discusses factors militating against human resources development-a case study of Enugu North LGA. A hundred and twenty questionnaires were shared amongst employees of Enugu North LGA. Interviews and surveys were also conducted.
Primary and secondary data were used the analysis. Both frequency distribution and regression analysis were used.
It was observed therefore that poor motivation of workers, poor welfare and remuneration packages and poor government funding are strong factors militating against human resource development in Enugu North local government.
TABLE OF CONTENT:
INTRODUCTION
LITERATURE REVIEW
CHAPTER THREE
RESEARCH METHODOLOGY
CHAPTER FOUR
DATA ANALYSIS AND RESULTS
CHAPTER FIVE
SUMMARY AND RECOMMENDATIONS
Bibliography
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THE IMPACT OF HUMAN RESOURCE PLANNING ON PRODUCTIVITY OF ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF THE STUDY
In today’s dynamic environment achieving high level of operational performance have became the main concern of management. However, the realization of this to a great extent depends on the quality of an organization workforce, “the Human side of enterprise as their orientation come to be know, influenced various research efforts that contributed to this growth of human resources development. From the humble beginning, the management of people have growth and gradually people have come to be identified as the most important asset in very organization, thus the success of any organization is generally said to be a function of good people” (Udeze 2000).
Likert (1967) underscored the importance of human resources, when stated that “All the activities of any enterprise are initiated by the persons who make up that institution, offices, computers, automated equipment an everything else that a modern firm uses are unproductive except for human effort being the central and most important task because everything else depends on it”.
Iyanda (1995) stated that “management of human resources is the most undoubting of all managements responsibilities and the most popular subject of re search and experiment. He further stated that the reason for the interest is for the fact that human resources is the most important resource, having unlimited capacity for creativity, resource fullness and productivity. The ability to access and activate these potentials holds exciting promise for organizations and humanity interms of higher productivity profit”.
It has so far been seen that there is no perfect substitute for human resources in today’s organization management it defined as the art of getting things done through people. Human resources cannot be discussed without clarifying on the meaning of organization.
Flippo and Musinger (1978) looked at organization as “a socio technical device, which enable the accomplished by a single individual” whether it is a simple or large organization like Kaduna refinery and petrochemical corporation, one important feature is common to all and which is the fact that the all require human direction in the form of management.
Management of human resources in an organization in collaboration with other resources makes a business run effectively and enables maximum productivity. Neglecting them is equivalent to experiencing failure in an organization; in other words people are seen to be the key element in the organization.
Thus, human resources holds the key to the survival of any organization with emphasis to KRPC.
HISTORICAL BACKGROUND OF THE STUDY
The Kaduna refinery and petrochemical company (KRPC) was commission in 1980, its initial capacity was 100,000 barrels per stream day (BPDS). It was now incorporated as a wholly owned limited liability company of Nigeria National petroleum corporation (NNPC) on the 3rd November 1988. It is the third refinery in the country, established to cope with the growing demand for petroleum products especially in the Northern part of the country. The refinery was designed to process both Nigerian and imported crude oil into fuel section of the refinery was successfully debottle-necked from 50,000 BPSD to 60,000 BPSD bringing the total refined instaled capacity to 110,000 BPSD. In March 1988, the 30,000 MT per annum, linear Alkaline benzene (LAB) petroleum plant as commissioned. The petrochemical plant being a down stream plant of the refinery derives its entire raw materials including utility supplies from the refinery in an attempt at commercialization of NNPC in the same year (1988), it became the necessary to merge the two plants (refinery and the petrochemical plants) to firm a single subsidiary company of the NNPC known as the Kaduna refinery and petrochemical company limited (KRPC) as it is to day.
It occupies area equipment approximately 1.87cm square made up of two main divisions namely, operations and services, each headed by executive Directors who report to the managing director. However, there are departments that report directly to the managing director and are regarded as the Managing Directors division. Managers heading the departments report to their executive directors.
The refinery primary products the following petroleum product:
i. PMS – I
ii. LPG – Liquid petroleum gas
iii. DPK – Kerosene
iv. AGO – Diesel
v. BASE Oils
vi. LAB – Linear Alkaline benzene products for manufacturing of liquid detergents and pharmaceuticals.
This company was designed with the objectives of optimizing the capacities of existing plants, reduce the operating cost of the plants, develop new products from existing plants and facilities for use in down stream industries and external services to their refineries in West Africa.
1.2 STATEMENT OF THE PROBLEMS
An organization like Kaduna refinery and petrochemical company will be faced with one problem or the other because it is composed of two or more people with various conflicting objectives which must reasonably be satisfied.
The neglect of human resources has resulted in the low morale of employee and also in the problem of low productivity and increase in organization conflict.
In the past, human resources were not given due attention they deserve by the management: they were treated with les importance when compared with other resources in the organization. Resource like material, financial and natural resources which when coordinated by the human resources will achieve objectives of the organization.
1.4 OBJECTIVES OF THE STUDY
A researcher can not embark on a work without reasons to do so.
This study is therefore aimed at analyzing the effectiveness of human resource in achieving organization productivity.
1.5 SIGNIFICANCE OF THE STUDY
This stud provide valuable reference to human resource development, it is also very important to employers, employees and the organization to consider improving their human resource development policies in order to serve as a too for enhancing productivity level. It is also meant to help broaden the knowledge of individuals, especially students of management studies department in the area of human resource development (HRD)
On the organizational level and society at large, it will present the importance of human resource development as a vital lubricant to organizations wheel of effectiveness thereby enhancing employees productivity.
It will also add to the existing literature to other persons interested in expanding the study in this area of organization management.
1.6 RESEARCH QUESTION
From the objective of the study above, the following question would guide the researcher on obtaining data’s. Which will be presented and analyzed in chapter four.
i. Why did human resources play a vital role in enhancing productivity in Kaduna Refinery Petrochemical Company?
ii. Why the management of Kaduna petrochemical company need Human resource development?
iii. How efficient and effective of human resource in enhancing productivity in Kaduna refinery petrochemical Company?
1.7 SCOPE OF THE STUDY
This study focuses on the understanding the role that human resource plays in enhancing productivity in the organization with emphasis on Kaduna Refinery Petrochemical Company (KRPC). The study is circumscribed around human resources and how its effective management can boost employee’s productivity positively.
1.8 LIMITATIONS OF THE STUDY
For a research of this nature below are limitation that lead to the researcher not being able to cover all aspects of the study:
1. Resistance on the part of employees to supply adequate information for the study.
2. Another issue is that of financial constraint with the present economic situation in the country the research could not afford the face to and from the organization to get more information on weekly basis due to inadequate funds.
1.9 DEFINITION OF TERMS
Management: Process of planning, organizing, directing, staffing and controlling the activities of an enterprise to achieve certain objectives.
Organization: Any structural systems or corporation to get work done.
Productivity: efficiency in industrial product; unit of output per worker or machine.
Resources: refers to people, materials, equipment and information.
Policies: A general plan of action that relates to good attainment.
Development: Attempt to use new knowledge in the production of useful products.
Training: process that involves the acquisition of skills, concepts, rules or attitude in other to improve present and future performance.
Selection: A process of choosing the best candidate for a job.
Recruiting: A process of sourcing out potential candidates to apply for existing jobs.
Utilization: Refers to the process of exploiting the best skills and knowledge from available human resources in an organization.
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HUMAN RESOURCES DEVELOPMENT AND EMPLOYEES PERFORMANCE(A CASE STUDY OF AGIP OIL)
ABSTRACT:
This work discusses human resources development and employees performance(a case study of Agip Oil). A hundred and twenty questionnaires were shared amongst employees and managers of Agip Oil. Interviews and surveys were also conducted.
Primary and secondary data were used the analysis. Both frequency distribution and regression analysis were used.
It was observed therefore that human resources development has a significant positive effect on employees’ performance. Also, there is a positive relationship between human resources development and employees performance.
TABLE OF CONTENT:
INTRODUCTION
LITERATURE REVIEW
CHAPTER THREE
RESEARCH METHODOLOGY
CHAPTER FOUR
DATA ANALYSIS AND RESULTS
CHAPTER FIVE
SUMMARY AND RECOMMENDATIONS
Bibliography
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THE IMPACT OF HUMAN RESOURCE PLANNING ON PRODUCTIVITY OF AN ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF THE STUDY
In today’s dynamic environment achieving high level of operational performance have became the main concern of management. However, the realization of this to a great extent depends on the quality of an organization workforce, “the Human side of enterprise as their orientation come to be know, influenced various research efforts that contributed to this growth of human resources development. From the humble beginning, the management of people have growth and gradually people have come to be identified as the most important asset in very organization, thus the success of any organization is generally said to be a function of good people” (Udeze 2000).
Likert (1967) underscored the importance of human resources, when stated that “All the activities of any enterprise are initiated by the persons who make up that institution, offices, computers, automated equipment an everything else that a modern firm uses are unproductive except for human effort being the central and most important task because everything else depends on it”.
Iyanda (1995) stated that “management of human resources is the most undoubting of all managements responsibilities and the most popular subject of re search and experiment. He further stated that the reason for the interest is for the fact that human resources is the most important resource, having unlimited capacity for creativity, resource fullness and productivity. The ability to access and activate these potentials holds exciting promise for organizations and humanity interms of higher productivity profit”.
It has so far been seen that there is no perfect substitute for human resources in today’s organization management it defined as the art of getting things done through people. Human resources cannot be discussed without clarifying on the meaning of organization.
Flippo and Musinger (1978) looked at organization as “a socio technical device, which enable the accomplished by a single individual” whether it is a simple or large organization like Kaduna refinery and petrochemical corporation, one important feature is common to all and which is the fact that the all require human direction in the form of management.
Management of human resources in an organization in collaboration with other resources makes a business run effectively and enables maximum productivity. Neglecting them is equivalent to experiencing failure in an organization; in other words people are seen to be the key element in the organization.
Thus, human resources holds the key to the survival of any organization with emphasis to KRPC.
HISTORICAL BACKGROUND OF THE STUDY
The Kaduna refinery and petrochemical company (KRPC) was commission in 1980, its initial capacity was 100,000 barrels per stream day (BPDS). It was now incorporated as a wholly owned limited liability company of Nigeria National petroleum corporation (NNPC) on the 3rd November 1988. It is the third refinery in the country, established to cope with the growing demand for petroleum products especially in the Northern part of the country. The refinery was designed to process both Nigerian and imported crude oil into fuel section of the refinery was successfully debottle-necked from 50,000 BPSD to 60,000 BPSD bringing the total refined instaled capacity to 110,000 BPSD. In March 1988, the 30,000 MT per annum, linear Alkaline benzene (LAB) petroleum plant as commissioned. The petrochemical plant being a down stream plant of the refinery derives its entire raw materials including utility supplies from the refinery in an attempt at commercialization of NNPC in the same year (1988), it became the necessary to merge the two plants (refinery and the petrochemical plants) to firm a single subsidiary company of the NNPC known as the Kaduna refinery and petrochemical company limited (KRPC) as it is to day.
It occupies area equipment approximately 1.87cm square made up of two main divisions namely, operations and services, each headed by executive Directors who report to the managing director. However, there are departments that report directly to the managing director and are regarded as the Managing Directors division. Managers heading the departments report to their executive directors.
The refinery primary products the following petroleum product:
i. PMS – I
ii. LPG – Liquid petroleum gas
iii. DPK – Kerosene
iv. AGO – Diesel
v. BASE Oils
vi. LAB – Linear Alkaline benzene products for manufacturing of liquid detergents and pharmaceuticals.
This company was designed with the objectives of optimizing the capacities of existing plants, reduce the operating cost of the plants, develop new products from existing plants and facilities for use in down stream industries and external services to their refineries in West Africa.
1.2 STATEMENT OF THE PROBLEMS
An organization like Kaduna refinery and petrochemical company will be faced with one problem or the other because it is composed of two or more people with various conflicting objectives which must reasonably be satisfied.
The neglect of human resources has resulted in the low morale of employee and also in the problem of low productivity and increase in organization conflict.
In the past, human resources were not given due attention they deserve by the management: they were treated with les importance when compared with other resources in the organization. Resource like material, financial and natural resources which when coordinated by the human resources will achieve objectives of the organization.
1.4 OBJECTIVES OF THE STUDY
A researcher can not embark on a work without reasons to do so.
This study is therefore aimed at analyzing the effectiveness of human resource in achieving organization productivity.
1.5 SIGNIFICANCE OF THE STUDY
This stud provide valuable reference to human resource development, it is also very important to employers, employees and the organization to consider improving their human resource development policies in order to serve as a too for enhancing productivity level. It is also meant to help broaden the knowledge of individuals, especially students of management studies department in the area of human resource development (HRD)
On the organizational level and society at large, it will present the importance of human resource development as a vital lubricant to organizations wheel of effectiveness thereby enhancing employees productivity.
It will also add to the existing literature to other persons interested in expanding the study in this area of organization management.
1.6 RESEARCH QUESTION
From the objective of the study above, the following question would guide the researcher on obtaining data’s. Which will be presented and analyzed in chapter four.
i. Why did human resources play a vital role in enhancing productivity in Kaduna Refinery Petrochemical Company?
ii. Why the management of Kaduna petrochemical company need Human resource development?
iii. How efficient and effective of human resource in enhancing productivity in Kaduna refinery petrochemical Company?
1.7 SCOPE OF THE STUDY
This study focuses on the understanding the role that human resource plays in enhancing productivity in the organization with emphasis on Kaduna Refinery Petrochemical Company (KRPC). The study is circumscribed around human resources and how its effective management can boost employee’s productivity positively.
HOW TO RECEIVE PROJECT MATERIAL (S)
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(2) Email Address
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OR you drop them on our WhatsApp, 08137701720
We will send your material(s) after we receive bank alert
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Account Name: AMUTAH DANIEL CHUKWUDI
Account Number: 0046579864
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OR
Account Name: AMUTAH DANIEL CHUKWUDI
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08068231953, 08137701720, 09070569307, 08154275408
]]>BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!
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A STUDY OF EFFECTIVE HUMAN RESOURCE DEVELOPMENT AS A REQUIREMENT FOR ORGANIZATIONAL EFFICIENCY
ABSTRACT
The Effect of Training and Development on Organizational Goal Attainment is a concept that looks into the Organization with the view to ascertain the essence of training programmes. Does it really add value to the Organization? What are the benefits derived by the employee? These and many more are the facts the research wants to find out. In view of the above, the research gathered that Training and Development contributes immensely to the growth and development of the Organization. Also that training is the life-wire of any Organization that wants to survive, In the long – run Organization that neglects this important aspect of management will not excel because there is no innovation. Training and Development enhances increase in Productivity because it enable workers to utilize their potentials which leads to efficient use of skills that increases output. Training and Development widens the scope and the breadth of employee’s knowledge which helps inject new innovations and new ideas to the Organization. Lastly, the Researcher arrived at a conclusion based on the findings and made necessary recommendations on how Training and Development can be improved.
TABLE OF CONTENTS
Title Page – – – – – – – – – – i
Declaration – – – – – – – – – ii
Certification – – – – – – – – – iii
Dedication – – – – – – – – – – iv
Acknowledgement – – – – – – – – v
Abstract – – – – – – – – – – vii
Table of Contents – – – – – – – – viii
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study – – – – – – 1
1.2 Statement of the Problem – – – – – – 3
1.3 Objective of the Study – – – – – – – 4
1.4 Statement of the Hypothesis – – – – – 5
1.5 The Significance of the Study – – – – – 5
1.6 Scope of the Study – – – – – – – 6
1.7 Limitation of the Study – – – – – – 6
1.8 Historical Background of the Case Study – – – 7
1.9 Definition of Terms – – – – – – – 10
CHAPTER TWO: LITERATURE REVIEW
2.1 The Meaning of Training and Development – – – 13
2.2 The Meaning of Organizational Goal Attainment – – 16
2.3 Importance of Training and Development – – – 16
2.4 Purpose of Training and Development – – – – 17
2.5 Methods of Training and Development – – – – 18
2.6 Limitation of Training and Development – – – 19
2.7 Effect of Manpower Training and Development on
Organizational Goal – – – – – – – 19
CHAPTER THREE: RESEARCH METHODOLOGY
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
References – – – – – – – – – 49
Questionnaires – – – – – – – – 51
CHAPTER ONE
The attainment of Organizational goals depends largely on the effort of its human resources. No Organization survives without the effort of manpower, that is why management of any Organization must recognize human element as the most vital ingredient that sustain the growth and long survival of the Organization. For sustainable development and continuous increase in productivity, the management must actively be up and doing in Manpower Training and Development programme because training and re-training of staff bridge the gap between the actual performance and expected performance.
Training is the planned and conscious effort towards improving skills and attitude to increase Organizational productivity. Apart from increasing productivity, it must prepare employee for higher position and when faced with complex task, it keeps employees at rest. As Organization expand so the management became complex which call for the need for manpower training for effective and efficient running of the Organization. Employee needs a constant training to withstand technological changes. Training deals with factual and relatively structured learning material having immediate job reference to programme for fewer ranking employee while development is strictly meant for managers.
Management development therefore implies, attempt to improve managerial performance effectiveness through impacting knowledge for the purpose of Organizational performance. Some managers are developing Organization wide to identify managerial potentials or superior candidate with the view of widen the breath of experience in knowledge and attitude. Some are developed to enable them ripe for promotion, job appraisals and withstand complex task. Manpower Training and Development as a policy in an Organization involves giving the required training and impacting the needed knowledge to improve the employee performances which is geared towards increasing productivity. Other objectives of training programme is avoidance of personnel obsolesce, a constant damage in highly competitive and changing business environment above all, Training and Development is the life wire of any Organization that wishes to grow.
“Manpower Training and Development on Organization goals attainment” as a chosen research topic which set out to find how manpower development can affect Organization set goals. Thus competent manpower must be recruited, trained, developed and maintained in order that the desired goals and objectives of any Organization can be realized.
Some Organization could not let to train their employees simply because they fear the risk of loosing them to other competitors as they become attractive and marketable. Some are due to wrong perception that money spent on training is a lost, instead of investment and poor implementation of policy.
Based on the above reasons, it is pertinent to ask the following questions:
The followings are the objectives of this study:
In order for reliability and accuracy of this work, the Researcher would like to put forth the following:
Ho: That Manpower Training and Development does not Improve Organizational Productivity.
Hi: That Manpower Training and Development enhances the increase in Organizational Productivity.
From the various studies as well as discussions mentioned earlier, it is apparent that there is enough ground to warrant a study that will examine the effect of Manpower Training and Development. The importance of the study cannot be over emphasized for the fact that the success and growth of an Organization depend on Training and Development.
Thus, the following are significance of the study:
Manpower Training and Development is a very broad topic it is one that has new concept introduced from time to time. This is because employees now appreciate the value of Training and Development of the skills improving their performances. However, for the purpose of accuracy and clarity, this Project Work is confined to Lagos State University.
Moreso, the study will be limited to how training and programme are carried out and the effect on Organizational productivity.
Training and Development programme is very wide area of discussion which requires enough time to research, but due to time constraint the Researcher could not go into details as the case may be. The Programme is supposed to be organized in line with Organization’s policy so it is capital intensive. Also, some supervision attitude does not encourage the Researcher which poses a challenge to the Researcher.
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]]>BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!
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HUMAN RESOURCE PRACTICES AND ORGANIZATIONAL PERFORMANCE
CHAPTER ONE
INTROUDUCTION
The ultimate goal of a business organization is higher financial performance or maximization of wealth for the stakeholders [1]. Nonetheless, attaining the organization’s goals depends upon the extent to which its organizational performance is reached [2]. Organizational performance is generally indicated by effectiveness (whether an organization can achieve its objectives), efficiency (whether an organization uses resources properly), satisfaction of employees and customers, innovation, quality of products or services, and ability to maintain a unique human resource pool [3].
Employees and their collective skills, abilities and experience, coupled with their ability to deploy these in the interest of the organization, are now recognized as making a significant contribution to organization growth and success and as constituting a major source of competitive advantage [4]. Similarly, Maliket concluded that in the era characterized by rapid and continuous change, human capital must be retained in order for organizations to be productive and responsive to the needs of their stakeholders. Implementation of appropriate HRM is critical to the growth and success of organizations because human capital has certain qualities that drive organization performance along with other resources such as material, money, and information.
The major challenge of modern organizations is the urge for increasing productivity and achieving a competitive advantage [5]. In terms of business strategy, an organization can succeed if it has a sustainable competitive advantage. To achieve competitive advantage, Bohlander and Snell [6] argued that while people have always been central to organizations, they have now taken on an even more central role in building a firm’s competitive advantage. They posit further that success increasingly depends on the organization’s people-embodied knowhow, which includes the knowledge, skills and abilities embedded in an organization’s employees. Organizations best able to meet this challenge are those that can acquire and utilize valuable and scarce resource. Human resources fall into this category of resources, particularly if they are effectively deployed through appropriate human resource practices [7]. Therefore, one of the key tasks for a modern organization is the effective management of its human resource.
Research in human resource management (HRM) has established that the success of any organization is highly influenced by the calibre of it human resource (HR), which in turn, is affected by the organization’s human resource management practices [8]. Results of studies, from developed countries to developing countries, have been time and gain showing that HRM practices has significant impact on organizational performance [9; 10; 2; 7; 11; 12; 13]. But unfortunately, little empirical research has been conducted to examine the impacts of human resource management (HRM) practices on organizational performance in Nigeria. To augment the contemporary knowledge base of HRM practices of developing countries, this study has been undertaken.
Human resource function becomes recognized as a central business concern sequel to its ability to integrate employee welfare and organizational objective and effective communication into strategic management. Human resource management seeks to eliminate the meditation role and adopts a generally unitarist perspective. It emphasizes strategy and planning rather than problem-solving and medication, so hat employee cooperation is delivered by programmes of corporate culture, remuneration, packaging, team building and management development for core employees, while peripheral employees are kept at arms-length.
Human resource polices and practice are influenced by strategy and structure and by external factors such as trade unions, labour market situation and legal system. In reality most firms do not have such a well thought out sequential model in their human resource strategies hence the role of human resource management in promoting organizational growth in most organizations becomes vague.b
Human resource function becomes recognized as a central business concern sequel to its ability to integrate employee welfare and organizational objective and effective communication into strategic management. Human resource management seeks to eliminate the meditation role and adopts a generally unitarist perspective. It emphasizes strategy and planning rather than problem-solving and medication, so hat employee cooperation is delivered by programmes of corporate culture, remuneration, packaging, team building and management development for core employees, while peripheral employees are kept at arms length.
Human resource polices and practice are influenced by strategy and structure and by external factors such as trade unions, labour market situation and legal system. In reality most firms do not have such a well thought out sequential model in their human resource strategies hence the role of human resource management in promoting organizational growth in most organizations becomes vague. It is against this background that the researcher sees the subject matter: the role of human resource management in promoting organizational growth in Oil multinationals in south south, worthy being studied.
1.2 Statement of the problem
Productivity in most organisation have comparatively taken a nose dive sequel to frequent industrial conflict. As such many organisation has resorted to different means of resolving such conflict in the past but to know avail sequel to frequent agitation by worker for improved working condition and other workers interest and right. Hence optimal productivity has been hampared because of frequent industrial conflict as such many organisations has resorted to different means of resolving such because of it’s intended negative consequences such as down toll, which will affect sales, production decline, patronage and profit margin.
1.3 Objectives of the study
The central objective of the study is to examine the role of human resource management in promoting organizational growth in Oil multinationals in south south.
The specific objective are as follows::
i. to evaluate the function of human resource in promoting organizational growth in Oil multinationals in south south
ii. To examine the relationship that exist between management and employees of Oil multinationals in south south.
iii. To identify how human resource management in Oil multinationals in south south influence key decision and polices as it affect employees and their union.
iv. To examine the constraint militating against human resource management from achieving organizational growth in Oil multinationals in south south.
1.4 Research Question
i. What are the functions of human resource in promoting organizational growth in Oil multinationals in south south state?
ii. What is the relationship that exist between management and employees of Oil multinationals in south south state?
iii. How does human resource management in Oil multinationals in south south state influence key decisions and polices as it affect employees and their union.
iv. What are the constraint militating against human resource management from achieving organizational growth in Oil multinationals in south south states
1.5 Significance of the study
The study will be beneficial to corporate organisation especially oil multinationals as they utilize the finding in policy formulation regarding conflict management in their organisation. The study will add to existing knowledge on conflict resolution and would be a useful reference materials to individuals, students as well as scholars who may wish to undertake a similar research.
Most importantly, the study will go a long way in putting unnecessary unrest in the corporate and will enhance productivity, peaceful co-existence between management and employee which will have positive impact on sales, profit, motivation and maximum enhancement of labour hours.
1.6 Scope of the study
The examine the role of human resource management in promoting organizational growth in NBC. The study will equally identify the causes of conflict in achieving organizational growth in Oil multinationals in south south state and would profer solution to such problems.
1.7 Limitation of the Study
The study is limited to bias in respondent opinion about the subject matter as well as the use of a single study area and the uncertainly about the generalization of finding sequel to the use of a single research design as well as instrument. For the fact that only Oil multinationals in south south was used as the sole area of study it is no certain if the same result would be obtained in other organization.
Respondent bias and nonchallant attitude also constitute a greater limitation to this research. For the fact that questionnaire constitute the only instrument use to collect data and survey research design the sole design used for the study. It is not certain if the same result will be used if other type of design as well as instrument were used. All these factor constitute a greater limitation to the research.
1.8 Definition of Terms
Human Resource: Also known as labour, is one of the key resources (man, capital, information, machine) used to effectively harness and transform organizational activities into goods and services.
Management: The co-ordination of human and material and other resources toward objective accomplishment. It is a process of planning, organizing and controlling activities of the sub-systems and relates them to the environment. It also refers to those individuals or groups who are responsible for promoting the goals of employers and their organizations.
Organizational growth: It is the ideal state of peace wherein workers engaged in production of goods and services feel content, thereby are propelled to give the best of their talents and talent potentials for the development and progress of the organization.
Industrial Relations: It is the interdisciplinary field of study that concentrates on individual workers, groups of workers and their unions and associations, employers and their organizations and environment in which these parties interact.
Collective Bargaining: It is machinery for setting conflict issues between employers (management representative) and employees (union). It examines and resolves differences between both parties in terms of benefits.
Productivity: It is the measure of the achievement of an enterprise when compared to its purpose, goals and objectives within a specified period of time. In economics, it is defined as a measure of the relationship between the output and the input in the production process.
Union: An employee organization that has the main goal of representing members in employee-management bargaining over job related issues.
1.9 Research hypothesis
i. There is no relationship between the function of human resource and the promoting of organizational growth in Oil multinationals in south south
ii. There is a relationship between management and employees of Oil multinationals in south south.
iii. Human resource management have a significant influence on key decision and polices of manufacturing companies as it affect employees and their union.
iv. Constraints militating against human resource management have a significant impact in achieving organizational growth in manufacturing companies.
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08068231953, 08137701720, 09070569307, 08154275408
]]>