CHAPTER
ONE
INTRODUCTION OF THE STUDY
1.1 BACKGROUND OF THE STUDY
Over the years,
researchers have amassed a fair amount of empirical evidence that certain Human
Resources practices can directly firm perform. For example, studies show that
comprehensive selection and training activities are frequently correlated with
both productivity and firm performance (Terpstra & Rozeu, 1993). A message
frequently found in corporate mission statemtns and annual reports is that
humans are the most valuable resources of any organization. Having the right
personnel to the survival and success of any organization. The recognition of
Human Resources Management (HRM) as a key source of competitive advantage
provides professionals working in the Human resources management, However,
presents professionals working in the area with a number of role changes and new challenges.
For example, the creation of more central strategies role for the human
resource function bring with it the
expectation that is not enough for Human Resource to simply partner top
management; it has to drive business success. Several artiques have been raised
regarding the value creation of human resources management (HRM) that is
whether it can contribute directly to the implementation of the strategies
objectives of firm and improve productivity in companies (Hope-Hailey 1997)
Supporting the Human
resources systems and internal fit view point (Arthur 1992, 1994) found that
Human resource practices focused on enhancing employees commitment (e.g.
decentralized decision making, comprehensive training, salaried compensation,
employee participation) were related to higher performance. Conversely, he also
found that Human resource practice that focused on control, efficient and the
reduction of employee skills and discretion were associated with increased
turnover and poorer manufacturing performance. Similarly, in a stufy of high
performance work practices, (Huselid 2002) found that investments in human
resource activities such as incentive compensation, selective staffing
techniques, and employee participation resulted in lower turnover, greater
productivity and increased organizational performance through their impact on
employee skill development and motivation.
Human Resource
Management (HRM) has been defined in several ways; According to Sikula (1997),
it is the field of study that encompasses all activities form finding employees
from employment to their full utilization at work and planning for them
retirement. Sayles & Staruss (1977) observed that, a personnel is concerned with
organizational policies for human resources management.
According to Adeoye
(2013) assert that out of the various factor in business organization
development MAN, MONEY, MACHINE & MATERIAL are important and the most
Unpredictable for example, money is scarce and difficult to get and you must
have good men around to manage it. Material and macine to use are very
important in Human resources planning because without the availability of these
items nothing is seems to be achieve.
Recognizing that Human
resource management is a sub-area of general management and that what human
resource managers (officers) do relate to management except that they
concentrate on manpower. In this vein Ubekul (1982) concluded that, human
resources management is defined by high-lighting the function of Human
resources management.
1.2 STATEMENT FO PROBLEM
Most
manufacturing companies of Nigeria face problems which often hampers the
attainment of set goals. The production of any public organization sector
depends largely on the perform of its people (that is, the management and
subordinate) for this success to be achieve, the human resource management in
the organization needs to be addressed and managed.
To that effect, this research is being
proposed to look deep into the role of human resource management and how its
role affects the productivity of labour in a manufacturing company addressing
the following issues:-
v Work
Motivation and Compensation
v Ethics
and Values
v Work
attitude
v Recruitment
and selection process
Human Resources Management occupies a
very prominent and essential position in an organization. In every personnel
managerial practice, the principal problem is that of individual diffenrence
source of Human beings are irrational and cannot be predicted. E continues that
there are problems human resources personnel facing in their organization and
he listed them as follow;
v Lack
of specialization of study among labour causes routine
v Few
trained employee are not well motivated
in terms of compensation and benefits expected to serve as social welfare.
v Incompetent
and unrealiable employee were employed by personnel and it make recruitment and
selection meaningless.
In view of the statement of problem
above the researchers finds it timely and
necessary to look deep into the effectiveness of human resources
management and labour productivity in manufacturing companies in Nigeria.
1.3 OBJECTIVES OF THE STUDY
Human Resource Management is moderately practice by the companies operating in the Nigerian
manufacturing sector, as a result of this there has been a considerate
reduction in the productivity labour. Therefore, the objective of this study
includes;
a) To determine the effect of work motivation
and compensation on the productivity of pUblic sector organization.
b) To determine the effects of Ethnics and
values on the productivity of public
sector.
c) To determine how human resources management
activity can increase labour productivity.
d) To determine the effect of recruitment and
selection process of workers on productivity of Public sector organization.
1.4 RESEARCH QUESTION
v Is
human resource management necessary for effective administration in a
manufacturing company?
v Does
effective human resource management leads to higher labour productivity in manufacturing company?
v Does
work motivation and compensation by human resource management contribute to the
productivity in a manufacturing company?
1.5 RESEARCH HYPOTHESIS
The researcher uses hypothesis HO which is a test of no difference
HO 1: There is evidence to prove that work motivation
and compensation contributes to the productivity of public sector.
HO 2: There is evidence to prove that Ethnics and
values contribute to poor productivity of public sector.
HO 3: There is a significant relationship to show
that work attitude of workers by workers affects the productivity of public
sector.
HO 4: There is evidence to show recruitment and
selection process of workers affects the productivity of public sector
organization.
1.6 SIGNIFICANT OF STUDY
Human Resource Management is the backbone of any economy
production of any Human Resource Management plays a vital role in the
productivity of the Nigeria public sector organization. It is therefore
important to identify the signifance of the research work which are subdivided
as:
1.) The finding of this research will serve as a
guide in the productivity of other public sector through their human resources.
2.) The finding of this study will enables for
proper management of human resources which will lead to effective customer
value and productivity in public sector organization management
3. It will also enhance government, private
sector and general public participation contribution in addressing these human
resource management in public sector orgnisaiton.
4. The study will enable me to contribute my
own views and ideas on managing human resource and productivity in the public
sector organization of Nigeria.
5. The study will be of immense help to other
people and students who might wish to carry out researches in the field.
1.7 SCOPE OF THE STUDY
The work is on Human Resource Management (HRM) and labour
productivity in a manufacturing company, with Fan Milk Plc as a case study. It
will cover the concept of public sector, examine Human Resource Management in
public sector, the impact of Human Resource Management on productivity in
public sector and also the challenges of Human Resource Management in the
public sector.
1.8 LIMITATION OF THE STUDY
In carrying out this research many
factors served as contramts.
1. The
limitation of the research title as just Human Resource Management (HRM) and
labour productivity in the Nigeria public sector.
2. Financial limitation
3. Inadequate
Time:- time factor constitutes the major limitation of this research study. It
relates to the fact that the time for research work was short because of it was
combined with lectures, studies and examination.
4. Negative
attitude of respondent: the problem facing the research with regards to the
respondents relates to the non-cooperation and uncompromising attitude some
respondents in giving out relevant information or facts.
1.9 RESEARCH
METHODOLOGY
Primary and secondary method of data
collection were used during this research activity, the primary data was used
in order to get direct information from the respondents and the secondary data
was used to get past experiences on the effectiveness of human resource
management and labour productivity in a manufacturing company.
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