HUMAN RESOURCES MANAGEMENT AND THE ATTAINMENT OF ORGANIZATION GOALS IN UYO. AKWA IBOM STATE
CHAPTER ONE
GENERAL INTRODUCTION
- BACKGROUND OF THE STUDY
Human Resources Management (HRM) is the strategic and coherent approach to the management of an organization’s most valued asserts, the people working there who individually and collectively contribute to the achievement of the objectives of the organization. The term human resources managements have largely replaced the term “personal management” as a description of the processes involved in managing people in organization. The term human management can easily involve planning acquisition and development of human resources necessary for organization success. The driving force of this human resources management has been the desire for man to control other humans and other resources.
Human Resources Management (HRM) or personal administration as it is usually called, concerns itself with the “people” dimensions in management of organization. It is an organization activities directed at developing. Attracting and maintaining an effective work force. Such activities includes recruiting, staffing, training, development and compensation of the work force (Antai, 2007).
The Human Resources Management (HRM) revolves around function that have been identified that must be adhered to, if an organization must achieve its goals and remains efficient. These functions include: recruiting and selecting personal, maximizing employee potentials, maintaining rewards and penalty systems, maintaining the work force and strategies for dealing with employee associations. Its future includes:
- Organization management
- Personal administration
- Manpower management
- Industrial management
But these traditional expressions are becoming less common for theoretical discipline sometimes industrial relations and employee relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behaivour of workers in companies. The assumptions here is that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources. Such as trucks and filling cabinets. the field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productivity, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failure of process.
Most industries in Nigeria have failed because they have not been able to attain their organization goals due mostly to inefficiency, low productivity, instability, all as a result in most part, to ineffective management and poor output, many industries in Nigeria have been ravaged by inefficiency and ineffectiveness, thereby leading to the death of many of them (Antia, 2007). Some of these industries were opened with so much fanfare, and within the twinkle of an eye crumble like a pack of cards. Industries like the newsprint manufacturing company, Oku Iboku, the sunshine industries, Ikot Ekpene, to name but a few, had suffered this fate because of lack of focus, inefficiency, improper organizational setup and the failure to put their human resources into proper use.
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