EFFECT OF HUMAN RESOURCES DEVELOPMENT IN ORGANIZATIONAL GROWTH (A CASE STUDY OF NIGERIAN MEDICAL ASSOCIATION UYO)
CHAPTER ONE
INTRODUCTION
1.1Â Background of the Study
Wendel (1973) described human resources in his books as consisting all individuals engaged in any of the organizations activities regardless of their levels. Human resources from the above simply means men and working for an organization, inspective of the post. They are holding. However, this went further to emphasized that there was no demarcation for men and women working for the organization that belong or do not belong to the human resources of the organization.
Meanwhile, any activity in the organization from the beginning to the end stage depends on human resources therefore any organization aiming at achieving some of their goals must ensure not only maintaining constant and adequate supply of human resources but also ensure that they were adequately motivated. This is because the human resources that are not motivated will be answering human resources of the organization with outputting in their best.
James (1946) stated that the effective use of people is still the key to productivity and you assignment is to motivate people to get best of their skills and abilities. He affirmed that organizations will achieve high productivity more than ever before by motivating their workers and sending them for training.
Moreover, Ubeku (1983) went further to say that although the task of motivating workers is vested on the management team as a whole but said that managers have more roles to play. The author said that managers, can provide the organization a continuous day to day coaching appraisal and encouragement that the employees will need more than ever before. He was of the opinion that manager have upper hand in motivating workers. The author further stated that the supervisor who works with his subordinates on this estimate basis can do much to influence the organizations programme.
Training and development of human resources have been considered and expandable luxury in terms of financial constraints. The growth and development of any organization depends on its human resources, a specific cost of management to develop individual skills or a means of developing people for promotion to the most level of organization leadership. While these views carry some validity of human resources, should be regarded in the larger context of trends in society and the need of changing organization. In the past, not much importance was attached to the role of human resource development on the growth and efficiency of organization. No pride of place was given man-power planning and development as a save way to enhance skills, knowledge and capacities of personnel. In organizations, the importance of investigating in human resources has become much dear in recent years because of maintaining evidence of that as an engine of change. Although, human resource management is that sub system of an organization which is directly concerned with planning controlling the procurement, development, compensation, integration and maintenance of the human resources component of the organization, the effectiveness of this sub-system is judged by the way policies and practices affect the performance and productivity of individual workers towards realization of the effectiveness of an organization.
Today, one of the major problems confronting management in an organization is devising the most effective way of putting its human resources on the right position to accomplishing its task. The existence of a conducive and carefully design human resource management policies and practices appear inevitable for the attainment of these goals. Human resources are the most vital of all the factors input of organization, for without it, all the other factors have to wait. Due to the immense contributions of man power programmes, the government of Nigeria has set up many institutions to help in management education in the country.
Akwa Ibom Water Corporation was incorporated in 2001 into a limited liability company as Akwa Ibom Water Company Limited to provide potable water to urban and semi-urban and rural communication of Akwa Ibom State in an efficient manner with a view to achieving continuous self sustenance for the benefit of stakeholders. Thus, the board and management of company tries their best in repositioning the company for greater efficient and better service a clean drinking efficiency and better service delivery to its teeming customers through supply of a clean drinking water but despite the essentially of water supply in some places in Akwa Ibom. This consequently questions the effective and productivity of human resources of the company.
1.2Â Statement of the Problem
For more than two decades now, there has been continued outcry on the declining productivity in the Nigerian public sector, particularly in the civil service. Therefore, the human resource management ability to match people with their right jobs. The foregoing, therefore, underlines the need for man power planning programme bearing in mind that without human effort initiating activities and directions of any enterprise, other things such as plants, offices, computer, automated equipment and all other equipment modern firm uses remain unproductive.
Unfortunately, a look at many organizations leaves the message of many business firms who have failed to progress due to their inability to train and develop then work force and this has become a cog in the wheel of organizations achieving their objectives. The captured condition has consequently attracted criticisms from different parastatals in Nigeria public service as a result of human management inability to understand and identify certain conditions that will serve as pointers for the need for training.
The above captured background dearly suggest that the behaviour of employees within firms has important implications for organizational performance and that human resource management practices can affect individual employee performance through their influence over employee’s skills and motivation and through organizational structures that allow employees to improve how their jobs are performed. On the basis of the above fact, these research studies want to investigate the effect of human resources management on the productivity of workers in NMA.
1.3Â Purpose of the Study
- To identify the various human resource development plans and programme of NMA.
- To determine the human resource management employee of NMA relationship in attainment of organizational growth.
- To determined the area that requires that human resource development programme has improved.
- To examine the important of human resources in NMA.
- To determine the factors responsible for the poor performance of the employees of NMA.
- To proffer solution on how this could be overcome.
1.4Â Â Research Question
- Are there human resources development plans and programmes in NMA?
- To what extent does the human resources management organizational growth?
- Are there importance of human resources in NMA?
- Are there factors responsible for the poor performance of the employee of NMA?
- Are there ways to over-come these challenges?
1.5Â Research Hypothesis
Null Hypothesis Ho: Human resources development does not affect organizational growth.
Null Hypothesis Ho: Human resources development is not most important sub-system on organizational growth.
1.6Â Scope of the Study
The nature of this research work requires visit to different public and private establishment to find out the effect of human resource management on the productivity of an organization but to ensure that the study is objectively carried out, NMA was used as the study focus.
1.7Â Significance of the Study
Generally speaking, the effectiveness of any organization irrespective of its nature, is measured by one significant and objective criterion, namely the quality of its product in service is to a large extent a function of the caliber of human resources a man power component f the organization production resources.
This research work is significant to both management (employers) and the labour (employees). Secondly, a close look at the work carried out will reveal a significant effect of human resources development on the organizational growth. Moreso, organizational policies on human resources is adequately qualified for the job to be performed that we can hope that the material resources input can be effectively allocated and usefully utilized in the most optimum manner. If personnel administration is to be successful, management must give it sincere support in order to sustain. Organizational growth, the practical relevance of this study lives in the fact that no organization can achieve its set objectives without competent employees. Hence the issue of training and development becomes a central pre-occupation of any organization out to achieve and sustain efficient operation.
In essence, this study is likely to be of immense value not only to industrial training fund (ITF) but also to all organizations irrespective of size, background and activity. Also the result of this study will hopefully sharpen the ground of the problems besetting human resources development in organization and leading in a more effective grip of the importance of well-developed manpower programme.
1.8Â Limitation of the Study
Analyzing the effect of human resources management on the productivity of a company. Is not a shallow topic to be handled haphazardly, it is not only technical but also sensitive and broad for the purpose concern. Also for want of time resource Akwa Ibom State water corporation Uyo Area Office is sampled out as a base for the research work, so many factors are deemed to militate against quicker and easier completion of the work. These include
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