THE EFFECT OF MAN SUPPLY ON ORGANIZATIONAL DEVELOPMENT (A CASE STUDY OF ACCESS BANK PLC, UYO)

THE EFFECT OF MAN SUPPLY ON ORGANIZATIONAL DEVELOPMENT (A CASE STUDY OF ACCESS BANK PLC, UYO)

TABLE OF CONTENTS

Title Page   –         –         –         –                              –         –         i

Certification         –         –         –         –         –         –         –         ii

Declaration –         –         –         –         –         –         –         –         iii

Dedication –         –         –         –         –         –         –         –         iv

Acknowledgements      –         –         –         –         –         –         v

Abstract                –         –         –         –         –         –         –         vi

Table of Contents          –         –         –         –         –         –          vii

CHAPTER ONE:                     INTRODUCTION

1.1     Background of Study    –         –         –         –         –         1

1.2     Statement of Problem- –         –         –         –         –         5

1.3     Objectives of Study       –         –         –         –         –         6

1.4     Research Questions       –         –         –         –         –         8

1.5     Research Hypothesis   –         –         –         –         –         9

1.6     Significance of Study    –         –         –         –         –         10

1.7     Scope of the Study                   –         –         –         –         11

1.8     Limitation of Study       –         –         –         –         –         12

1.9     Definition of Terms       –         –         –         –         –         13

CHAPTER TWO:         REVIEW OF RELATED LITERATURE

2.1     Brief Introduction          –         –         –         –         –         15

2.2     Conceptual Framework          –         –         –         –         15

2.3     Theoretical Foundations of HRM    –         –         –         17

2.4     The Trend of Man Supply      –         21

2.5     The Importance of HRM        –         –         –         –         26

2.6     HRM Development and Implementation

Responsibilities             –         –         –         –         –         28

2.7     Hard and Soft Approaches to HRM          –         –         33

 CHAPTER THREE:      RESEARCH DESIGN AND                                                              METHODOLOGY

3.1     Brief Introduction          –         –         –         –         –         39

3.2     Research Design  –         –         –         –         –         –         40

3.3     Area of Study      –         –         –         –         –         –         40

3.4     Population of Study      –         –         –         –         –         41

3.5     Sample Size and Sampling Technique      –         –         41

3.6     Method of Data Collection     –         –         –         –         42

3.7     Description of Instrument for Data Collection   –         43

3.8     Method of Data Analysis       –         –         –         –         43

3.9     Decision Rule       –         –         –         –         –         –         45

CHAPTER FOUR:        DATA ANALYSIS AND                                                                    PRESENTATION

4.1     Brief Introduction          –         –         –         –         –         47

4.2     Analysis of Questionnaire Administered           –         46

4.3     Analysis of Questionnaire According to the

Respondents Response –         –         –         –         –         48

4.4     Statistical Analysis        –         –         –         –         –         61

4.5     Test of Hypothesis        –         –         –         –         –         62

CHAPTER FIVE:          SUMMARY, RECOMMENDATION  AND CONCLUSION

5.1     Brief Introduction          –         –         –         —        –         66

5.2     Summary   –         –         –         –                   –         –         66

5.3     Conclusion           –         –         –         –         –         –         67

5.4     Recommendation          –         –         –         –         –         68

References  –         –         –         –         –         –         –         70

Appendix   –         –         –         –         –         –         –         7

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF STUDY

This chapter gives an insight of this research work as shall be outlined side by side with other contributors view. Many managers and analysis believe that man resources management can substantially improve co – operate performance but despite case studies and theoretical analysis of the optimal ways to organize workplaces and manage labor (Lazear, 1991, 1992, Milgrom and Roberts,. 1990, 1995; Baker, gibbons and Murphy, 1994 and Holmstorm and Milgram, 1994, among others) there is little systematic evidence on the actual impact of these practices on performance. Empirical research on man supply that does exist tends to focus on blue collar workers in manufacturing despite the fact that most employees work in white collar occupations and service sector are particularly rare, partly because of the problems in measuring output in sector (Grilches 1992). This paper extends the effect of relationship between the man supply environment and establishment performance to the service sector by examining the branch operations of one of the commercial banks.

A unique questionnaire approach adopted for data source to be used for this research project. Although analyzing data from one company may lead to the criticism that the findings cannot be generalized to other work settings, the two important reasons for focusing on one company in producing the same product using the same production process. It is possible to estimate the impact of the man supply environment without worrying about the confounding impact of unmeasured attributes of the firms production process.

The extent to which, if any man management (HRM) impacts in organizational performance has emerged as the central research question in the personnel/HRM field (see Becker and Gerhart, 1996; guest 1997 for review) although initial results indicate that some man resources practices may have a positive effect on organizational performance most scholars suggest that more conceptual and empirical work is required (Brewster, 2004, Zhu, 2004) for the moment although man resources (HR) are considered as the most in an organization, they made a difference only for a  fine organizations (Pfeffer 1998: Wimbush 2005).

The link between man resources (HR) and firm growth is well documented in classic economic theory overwhelming evidence suggest growth is driven by specialization and division of labour in the processes of generation and attraction/ development of technological opportunities.

However at the firm level of analysis only recently the link between man capital and growth has attracted the interest of researchers. Firms growth is often seen as an indication of market acceptance and firm success ( Fesser and Willard 1990) Growth is considered as a top strategic priority for most firms yet only few companies achieve growth and ever fewer in manufacturing in (Baum and wally, 2003: Zook and Allen, 2003) assuming that firm growth involves more purposeful work and strategic decision – making than leaving it to random and chance events, the present study addresses a central research question: how do man supply practices contribute to firm growth?

The next section reviews the relevant literature on HR practices and firm growth. A discussion of the methodology employed for data analysis, the discussion of the key results and the provision of possible events for future research

1.2     STATEMENT OF PROBLEM

As a way of maintaining mutual co – existence and harmonious relationship among staff member and customers, banks created a separate department to oversee and handle man – related compliances called human resources department (HRD) the aim and aspirations of the department differs from bank to banks. Thereby creating rooms for critic. Despite all the efforts toward man resources development by banks, one still observes long queues whenever it comes to deposit or withdrawn money or for any other services rendered by the banks.

Secondly the rate of labour turnover in banks especially commercial banks is still they high compared to what it used to be.

There is no doubt that high rate of mobility contribute to the poor services rendered by banks. This is the opinion of the researcher and is very essential because a well planned development and other related incentives value to the organization in terms of increased productivity, reduction of costs and enhanced efficiency in order to achieve the organizational goals.

1.3     OBJECTIVES OF STUDY

This research project aimed at the following:

1. To determine whether there is any relationship between labour turnover and availability of man resources practices that would speeds up development opportunities in banks.
2. To determine the effect of man resources management and its developmental stand on the day – day banking operations in an organization.

• To examine the effect associated with mismanaged resources accrue to banks and how it affects development in that direction.

1. To find out whether banks managers relate well and supervise the operations of their man resources department with a bid to projecting and predicting their growth for the betterment of the organization.
2. To make recommendations where appropriate to the bank in order to make meaning in man resources management and development.

1.4     RESEARCH QUESTIONS

Listed below are the question the researcher has being able to formulate in obtaining the following data.

1. What are the relationship between labour turnover and availability of man resource practices?
2. Does man resources management affect the developmental stand on the day to day banking operations?
3. What are effect associated with mismanaged resource accrue to banks and how can it affect development in that direction?
4. Do bank managers relate well and supervise the operations of heir man resources department with a bid to projecting their growth for the betterment of the organization?
5. What measures could be adopted to improve man resources practices in organization?
6. Do policy and protocol review often carryout by man resources personnel hinders bank growth and development?
7. What type(s) of man resources practice(s) could relate well in the financial institution like banks?
8. What is the reaction of customers as to the service rendered by the banks?

1.5 RESEARCH HYPOTHESIS

H₀ is null hypothesis while H₁ is alternative hypothesis.

H₀:     There is no relationship between labour turnover and availability of man resource practices.

H₁:     There is a relationship between labour turnover and availability of man resource practices

H₀:     Man resources management does not affect the developmental stand on the day to day banking operations.

H₁:     Man resources management affect the developmental  stand on the day to day banking operations.

 1.6     SIGNIFICANCE OF STUDY

This research work when completed will be of immense value to the following:

1. BANKS IN NIGERIA: this study will help the management of the bank in Nigeria to improve the quality of their staff with particular reference to organization.
2. BANK’S CUSTOMERS: An improving banking service will save the customers time they waste in the banks before they attended to.

• NIGERIA ECONOMY: the research work will help to alleviate our battered and shattered economy.

1. BANK STAFF: when banks realize the need for man resources its managerial tasks, they can predict future growth and development. This will help in developing and shaping their future.

1.7     SCOPE OF THE STUDY

The following are the scope of H. R. M

1. Personnel Aspect: this is concerned with manpower, planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives productivity etc.
2. Welfare Aspect: this relates to providing proper work conditions, leave, medical facilities, canteen, rest rooms, workmen safety, social security, transport, education, health etc.

• Industrial Relation Aspect: this is a highly responsible and sensitive area and includes interacting with the unions, addressing grievances, disciplinary proceeding, dispute settlement, compliances with statutory requirements etc.

1.8     LIMITATION OF STUDY

The study was with constrained, some of those constraints are:

1. FINANCE: it was not doubt a great limited of factors for this project considering the world wide economic and the particular financial squeeze within the country. All these combined together.
2. TIME CONSTRAINT: there is also limited amount of time in the course of investigation. This based in the fact that the research will have other task to perform, these include often assignment in the school, going for lecture, preparation for test, examination and other to maintained out few, the school authority imposed a time limit in the submission of the complete work, base on these, the project will cover those areas that are very crucial to the problems under investigation.

• LACK OF TRUST: another limitation is that the researcher was not permitted to make use of certain documents for security purpose because the organization would not like its secret to be leakage out despite the backup letter given by the project coordinators.

1.9     DEFINITION OF TERMS

For better understanding of this research work, the following terms are operationally defined.

1. Man Resources: This is defined as part of management process concern with the maintenance of man relation and assuring the physical well being of employee so that they can give maximum interest really it is a par.
2. EMPLOYEE: A worker is an employee who works for a member of the working class.

BUSINESS DEVELOPMENT in the context of this research is a start – up process of identifying, creating, innovating and production of marketable needs/ services to satisfying them etc.

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 THE EFFECT OF MAN SUPPLY ON ORGANIZATIONAL DEVELOPMENT (A CASE STUDY OF ACCESS BANK PLC, UYO)