HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL ACHIEVEMENT (Case Study of the Lagos State Education District III) (MANAGEMENT PROJECT TOPICS AND MATERIALS)
ABSTRACT
The study evaluates the effect of human resource management practices on organizational achievement in schools and teaching profession in Education District III in Lagos State, Nigeria. A total of 100 teachers and non-teachers randomly from 5 schools and 1 educa-tion responded to self-reported questionnaire that measures Ten Human Resource Man-agement practices and subjective measures of organizational achievement. Chi-square statistical method was used to analysis the data collected which compares respondents‟ actual responses/observation with expected answers. Results indicated that there is a rela-tionship between Human Resource Management Practices and Organizational Achieve-ment. Thus, it provides an insight for the management to use these practices as a strategic tool for organizational effectiveness and profitability.
1.0 INTRODUCTION
Human Resource Management first emerged as a clearly defined concept in the mid-1980s as a natural development of personnel management. Human Resources are the most critical factor in development. As active agent of production, Human Resources are not only a major cost of doing business, they are also determines success of enterprise through the ability to raise, exploit and manipulate other fac-tors/resources, Brown R. (2004). Its increasing popularity in Nigeria is a recent development dating back to the last two decades.
This development stimulated interests in human Resource Management practices in organizations. Corporate executives in the public and private sector organizations came to realize that indeed human resource is the very necessary and essential resource that energizes all other material and financial re-sources to enable the organization achieve its objectives. However, despite its centrality in organiza-tional life, as people-management activity and its evident impacts on organizational performance and competitiveness, many organizations in Nigeria are yet to integrate its functions into their systems, Adebayo (2002). None of the three arms of governance in the country is an exception.
