ABSTRACT
Every organization is endowed with material resources, financial, natural and human resources (labour), but the most important is the human resources. The reason is because human resources uses or converts others to their usable stage for the organizations activities. The term, human resources management is replacing personnel management and implying that personnel managers should not merely handle recruitment, pay, and discharging, but should maximize the use of an organization’s human resources. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. The paramount principle is a simple recognition that human resources are the most important assets of an organization; a business cannot be successful without effectively managing this resource. Therefore, this study seeks to undertake an evaluation of effective human resources management – a key to efficient work performance in organizations. A study of the Office of the Head of Service and Sharon Paints and Chemical Company Nig. Ltd. Enugu. A sample size of 200 respondents all randomly selected from both organizations was used in this study. Both primary and secondary data were collected and analyzed using the chi-square test. The researcher, based on the data collected and analyzed, found out that human resources have not been effectively managed in other to work efficiently for organizations success especially in the public service. Human resource management should be concerned with the development of both individuals and the organization in which they operate. Organizations are advised to ensure that their human resources are effectively managed knowing that when they are effectively managed, they provide significant economic benefit to the company in all areas.
TABLE OF CONTENTS
TITLE PAGE…………………………………………………………….. i
CERTIFICATION……………………………………………………….. ii
DEDICATION…………………………………………………………… iii
ACKNOWLEDGEMENT………………………………………………. iv
ABSTRACT…………………………………………………………….. vi
TABLE OF CONTENTS ………………………………………………. vii
LIST OF TABLES……………………………………………………… xi
LIST OF FIGURES…………………………………………………….. xiv
LIST OF APPENDICES……………………………………………….. xv
CHAPTER ONE: INTRODUCTION
- Background of the Study ………………………………………… 1
- Statement of problem…………………………………………….. 2
- Research Questions………………………………………………. 5
- Objectives of the Study…………………………………………… 5
- Research Hypotheses……………………………………………… 6
- Significance of the Study ………………………………………… 7
- Limitations of the Study………………………………………….. 8
- Background of the Office of the Head of Service………………… 8
- Background of Sharon Paints and Chemical Company Nigeria Ltd…. 11
- Definition of Terms……………………………………………… 13
References 15
CHAPTER TWO: LITERATURE REVIEW
2.1 Human Resources Management …………………………………. 16
2.2 Who is a Human Resource Manager?……………………………………… 20
2.3 Origin of Personnel Management / Evolution of Human Resources Management………………………………………………………. 21
2.4. Historical background of personnel management / the human resource management in Nigeria…………………………………………… 25
2.5. Why the change from personnel management to human resource management………………………………………………………. 29
2.6. Human Resource versus Personnel Management………………… 32
2.7 Aims / objectives of Human Resource management……………… 34
2.8 Characteristics of Human Resource Management………………… 37
2.9 Activities of Human Resource management……………………… 38
2.10 The Role of Human Resource Management in Organizations……. 62
2.11 Effective Human Resource Management and Efficient Work Performance in Organizations…………………………………………………… 68
References 72
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design…………………………………………………… 74
3.2 Population of the Study……………………………………………. 75
3.3 Sample Size ……………………………………………………….. 76
3.4 Sample Procedure…………………………………………………. 77
3.5 Sources of Data Collection and Instruments employed…………… 78
3.5.1 Primary sources of Data collection……………………………….. 78
3.5 2 Secondary sources of Data collection…………………………….. 79
3.6 Validation of the Instruments……………………………………… 79
3.7 Method of Data analysis………………………………………….. 80
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data……………………………………………… 81
4.2 Analysis of Data…………………………………………………. 86
4.3 Test of Hypotheses……………………………………………… 98
CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1 Summary of Findings ……………………………………………. 111
5.2 Recommendations ………………………………………………. 112
5.3 Conclusion……………………………………………………….. 115
Bibliography…………………………………………………………… 117
Appendices
LIST OF TABLES
- Table 4.1: Distribution of Respondents by Response Rate. 81
- Table 4.1.2: Distribution of Respondents by Sex. 82
- Table 4.1.3: Distribution of respondents by marital status. 82
- Table 4.1:4: Distribution of respondents by qualifications. 83
- Table 4.1.5: Distribution of Respondents by Age. 83
- Table 4.1.6: Distribution of respondents by income level per annum
- Table 4.2.1: How you would assess human resource or personnel management in your organization. 85
- Table 4.2.2: Is human resources an important determinant of organizational effectiveness. 86
- Table 4.2.3: Do you think that your organization has adopted the policies and terms of human resources to that of personnel. 86
- Table 4.2.4: What is the level of the involvement of the workers in decision making? 87
- Table 4.2.5: Which of these are human resources management functions? 88
- Table 4.2.6: Which of the human resources management functions listed above does your organization perform? 88
- Table 4.2.7: Do you think that the staff in your organization are exposed to adequate training. 89
- Table 4.2.8: Do you think that adequate training can enhance efficient work performance and upgrade employee quality. 90
- Table 4.2.9: Have you ever been sent for any training and development programme in your organization? 91
- Table 4.2.10: How would you assess the environment of your organization as it pertains to health, safety and good working conditions? 91
- Table 4.2.11: Are the employees adequately motivated by the management of your organization. 92
- Table 4.2.12: Do you think the motivational tools used in your organization are effective. 93
- Table 4.2.13: How would you assess the welfare packages (if any) in use in your organization? 94
- Tables 4.2.14: Are your workers given extra or additional compensation for outstanding performance or contribution? 94
- Table 4.2.15: How would you assess your personal emolument?95
- Table 4.2.16: What is your overall assessment of human resources management in your organization? 96
- Table 4.2.17: Is effective human resources management practice really a key to organizational efficiency. 96
- Table 4.3.1 Data in respect of table 4.2.2 Is effective human resources management an important determinant of organizational efficiency 98
- Table 4.3.2 Data in respect of table 4.2.3. Do you think that your organization has adopted the policies and terms of human resources to that of personnel? 100
- Table 4.3.3: Data in respect of table 4.2.11. Are the employees adequately motivated by the management of your organization? 102
- Table 4.3.4: Data in respect of table 4.2.6. Which of the human resources management functions listed above does your organization perform 104
- Table 4.3.5: Data in respect of table 4.2.8. Do you think that adequate training can enhance efficient work performance and upgrade employee quality? 108
LIST OF FIGURES
Organization of the Office of the Head of Service as at 31st March 1980
LIST OF APPENDICES
APPENDIX 1 A Sample of the letter of introduction of the researcher to the two organizations under study.
APPENDIX 11 A Sample of the Questionnaires
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
An organization is set up with the purpose of achieving certain objectives. Objectives can only be achieved when the resources is put to the best use. This calls for efficient management. The function of management is to coordinate the various factors in such a manner that they can contribute their maximum to the realization of common aims. In the past, management was concerned mainly with the full and proper utilization of the physical factors of production like raw materials and machine. Little, if any, attention was ever paid to the human factor on which the utilization of the physical factor depended. Materials may be purchased at the most competitive rates, machines may be worked at their maximum speed but output can be maximized only when the workers work willingly. If we go a step further and somehow motivate the workers, the output can be raised still higher with the same type of machines. (Otokiti S.2002:219)
Management means the utilization of not only the physical factors, but what is still more important, of the people who are working on these factors. The importance of the human factor is being increasingly recognized by those responsible for the management of different organizations. Drucker 1974:5 similarly observes that some authorities on management go even to the extent of saying that “good management means getting effective results with people.” This is due to the significant change of direction in the management of people in organizations.
1.2 STATEMENT OF PROBLEM
It has been stated that the most important and complex resource in the organization is people working there. The human factor (labour) as a factor of production is different from other factors, like material, land, machinery and money inasmuch as it has a will of its own.
