LIST OF TABLES
Table 3.1: Sample Selection . . . . 31
Table 4.1.1: Analysis of Responses to Research
Question One . . . . . 33
Table 4.1.2: Analysis of Responses to Research
Question Two . . . . . 34
Table 4.1.3: Analysis of Responses to Research
Question Three . . . . . 35
Table 4.1.4: Analysis of Responses to Research
Question Four . . . . . 36
TABLE OF CONTENTS
Title page . . . . . . . . . i
Approval Page . . . . . . . . ii
Certification . . . . . . . . iii
Dedication . . . . . . . . . iv
Acknowledgement . . . . . . . v-vi
Abstract . . . . . . . . . vii
List of Tables . . . . . . . . viii
Table of Contents . . . . . . .
1.1 Background of the study . . . . . . 1-2
1.2 Statement of the Problem . . . . . . 2
1.3 Objectives of the Study . . . . . . . 3
1.4 Research Questions . . . . . . . 4
1.5 Significance of the Study . . . . . . 5
1.6 Scope of the study . . . . . . . 5
1.7 Limitation of the Study . . . . . . . 5-6
1.8 Organization of the Study . . . . . . 6
1.9 Definition of Terms . . . . . . . 6-7
REVIEW OF RELATED LITERATURE
2.1 Meaning/Concept of Human Resources Management . 8-11
2.2 Impact of Effective Human Resource Management in
an organization . . . . . . . . 11-12
2.3 Challenges of Human Resources Management . . 13-15
2.4 Human Resource Functions . . . . . . 15-20
2.5 Human Resources Planning Process . . . . 21-22
2.6 Motivation vs Human Resources . . . . . 22-23
2.7 Problems caused by ineffective Human Resources
Management . . . . . . . . 23-26
2.8 Achieving Competitive Advantage through effective Human
Resource Management . . . . . . 26-29
RESEARCH DESIGN AND METHODOLOGY
3.1 Research Design . . . . . . . 30
3.2 Population of the Study . . . . . . 30
3.3 Sample and Sampling Technique . . . . . 30
3.4 Instrumentation . . . . . . . . 31
3.5 Method of Data Analysis . . . . . . 32
3.6 Problems of Data Collection . . . . . . 32
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Analysis of Research Questions . . . . . 33
4.1.1 Analysis of Research Questions One . . . . 33
4.1.2 Analysis of Research Questions Two . . . . 34-35
4.1.3 Analysis of Research Questions Three . . . . 35-36
4.1.4 Analysis of Research Questions Four . . . . 36-37
4.2 Discussion of Findings . . . . . . . 37-38
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings . . . . . . . 39
5.2 Conclusion . . . . . . . . . 40
5.3 Recommendations . . . . . . . 41
1.1 Background of The Study
The most important resources in any organization is human resources. The success or failure of any organization depends to a great extent on the level of skilled man power acquired by such organization, whether business, commercial, private or governmental. Management is often concerned about the way in which human resources in the organization, are developed and utilized, in that it (human resources) effectiveness will bring about a sustainable competitive advantage.
Therefore, it is imperative to establish effective human resources department in any organization because the organization depend largely on the effectiveness and skill of the human resources maintenance by such organization. This entails effective management of the organization human resources as this will create a sustainable competitive advantage on the general output of the organization. Human resources management is intended to convey the value of managing people as other scarce resources are managed. This is done so that care and attention may be given to acquisition, utilization, motivation and development of employees in the organization.
Generally, when technology and finance are matched between competing organizations, whose employee possesses superior experience, knowledge and skill. Hence, success or failure in business depends on how human resources are managed and the impact they create.
From the foregoing, it is realized that people, unlike machines, cannot be designed to perform exactly as instructed, rather that people differ widely in skills, abilities, desires, emotions hence cannot be easily programmed or computerized. Consequently it has been discovered that the greatest assets and competitive advantage are the people who work for the accomplishment of the organizational objectives.
In other words, for an organization to attain its desired goals, it must seek and obtain the cooperation of its workforce who must contribute willingly towards the attainment of set objectives. To this extent, modern personnel policies are formulated to centre around discovering ways of improving personnel effectiveness of training them to be more productive, and of providing them with the maximum opportunity for self-fulfilment or self-actualization.
Finally, with the high level of educational attainment of the workforce, rapid technological changes and the computer, increasing demands and expectations of the workforce, fluctuations of the market, actions of the competitors, labour unions, increased government regulations, clamour for good working conditions and wage increases, etc, will definitely require the human resources to be effectively managed and planned for, sustained and maintained, if the organization is to forge ahead and survive in the face of future challenges and the dynamic and volatile nature of our business competitive environment. (Udonnan, Eyo, Affia, Udosen, Akpan, 2012).
1.2 Statement Of The Problem
Human Resources management is still an emerging, dynamic field. The problem and challenges facing organizations today is that of human resources planning, recruitment and selection, job design and productivity. The noted problems like manpower inefficiency, lack of performance evaluation or appraisal and human relation problems. The duties and responsibilities of a human resources manager may vary according to individual but the same problems are generally identified.
Therefore, this study seeks to ascertain how proper management of human resources in the company may be attained.
1.3 Objectives Of The Study
The objectives of the study are:
To examine the challenges of human resources management in creating sustainable competitive advantage in an organization.
To examine the impact of effective human resources strategies/programme on organizational productivity with regard to sustainable competitive advantage.
To identify the problems caused by ineffective human resources management in an organization.
To identify the strategies for achieving sustainable competitive advantage through effective human resource management.