EFFECT OF HUMAN RELATION PRACTICES ON EMPLOYEE PERFORMANCE
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EFFECT OF HUMAN RELATION PRACTICES ON EMPLOYEE PERFORMANCE
ABSTRACT
The purpose of this study was to investigate the effect of human relation practises on employee performance in the Opobo Nkoro Council. The study’s aims were to investigate the relationship between human relation practises and employee performance in Opobo Nkoro Council, as well as to determine the impact of employee performance on Opobo Nkoro Council output.
The study’s focus is Opobo Nkoro Council in 2020 using its staffs, and Human Relations Theory was employed as a framework. The survey research design was used for this study, and the population targeted for this study included all Opobo Nkoro Council staff. The sample size was 150 people, and the cluster sampling approach was used.
The questionnaire was used for this investigation. The information gathered came from original sources. The hypotheses were tested using the Chi-square method. According to the conclusions of the data analysis, there is a relationship between human relation practises and employee performance in Opobo Nkoro Council, and employee performance affects the output of Opobo Nkoro Council.
Following the findings, it was recommended that proper human resource practises be ensured in an organisation. Improper human resource practises affect employee performance, so management should ensure that employees are satisfied with their jobs.
Employee performance determines organisational output, so organisations should employ any means possible to improve employee performance. As a result, the study shows that human relations have a favourable effect on employee performance in the public sector.
Human relations practise, employee performance, Opobo-Nkoro council, public sector are some of the keywords.
CHAPITRE ONE
INTRODUCTION
1.1. Background Of The Study
The primary goal of any organisation, private or public, is to achieve organisational success. Employees are critical to an organization’s success. Organisations have recognised the value of human resources and have attempted to attract, retain, and motivate them in order to achieve organisational objectives.
According to Onah (2014), what distinguishes the most successful organisations is how they manage human resources. Organisations today place a higher priority on employee satisfaction, retention, work enrichment, and job design in order to retain personnel (Abid et al, 2013). Human relations practises are a critical aspect that has a substantial impact on employee performance.
The entire number of available workers in an organisation is referred to as manpower. According to Ojohwoh (2011), manpower is essential in any enterprise, whether it is industrial, commercial, or educational. Manpower’s function and relevance in the long-term success of any firm or enterprise cannot be overstated.
Manpower is the foundation of all resources employed and the vital method of converting other resources to mankind’s use and advantage, therefore how well we develop and manage human resources determines how much we will accomplish as an organisation and a nation.
Human relations practises are critical to any organisation since they address how to keep people comfortable in their employment, resourceful, and versatile; this is supposed to provide optimal and continuous performance of their assigned duties in an efficient and effective manner. Given the nature of modern human existence (Ajieh, 2014), the foregoing is critical.
Employee motivation and satisfaction are greatly influenced by the type and qualities of their employment. According to research, the design of work, its substance, and organisation have an impact on both productivity and employee motivation and morale. Human relations practises have proven to be one of the most effective methods for improving employee performance.
An effective human relationship involves an employee in work-related activities. Human relations theories have typically focused on developing or changing the nature of an employee’s employment in order to improve their psychological state and thereby increase their performance outcomes.
Organisations can utilise techniques such as staff training or performance appraisal to effectively affect performance (Wright, Gardner, and Maynihan, 2003). Employee performance is critical to an organisation, thus organisations must understand how employees perceive and respond to human resource practises (Beijer, 2014; Nishii and Wright, 2007).
The goal of human resource practises is to improve employee quality and eliminate employee difficulties such as grievances. According to Saraswathi (2010), manpower development in the organisational context is a process by which employees of an organisation are assisted in a continuous,
planned manner to acquire or sharpen capabilities required to perform various functions associated with their current or expected future roles; develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and/or organisational development processes; and develop an organisational culture of learning and development.
Without a doubt, in this advanced age of development and technological progress, personnel must be trained to match the difficulties of modern technology, which necessitates human resource practises. Manpower that has been trained and developed is a vital component of the Opobo Nkoro Council’s efficiency and effectiveness.
1.2. Statement Of the Research Problem
Human resources (manpower) are regarded as the most important aspect of every organisation. Employees in every organisation want to be satisfied with their jobs. Human resource management practises of today are a distinct approach to employment management that strives to achieve a competitive advantage through the strategic development of well-dedicated and competent employees through an integrated collection of cultural, structural, and human resource strategies.
The availability of human resource practises or the application of those practises by employees does not imply that those practises are effective for their performance (Van de Voorde and Beijer, 2015).
In Opobo Nkoro Council, the capacity to establish and sustain competitive advantage is dependent on employees’ commitment to fulfil their tasks properly. With this in mind, the researcher evaluated the study of the effect of human relation practises on employee performance in the Opobo Nkoro Council.
1.3. objectives of The study
The purpose of this research was to determine the impact of human relations practises on employee performance in the Opobo Nkoro Council. The precise goals are as follows:
In the Opobo Nkoro Council, investigate the relationship between human relation practises and employee performance.
Examine the effect of staff performance on the production of the Opobo Nkoro Council.
1.4. Research Issues
The following research questions will lead this study:
Is there a link between Opobo Nkoro Council’s human relations practises and employee performance?
What are the effects of employee performance on the production of the Opobo Nkoro Council?
1.5. Hypotheses for Research
The following hypotheses guide the research:
H0: Human relations practises at Opobo Nkoro Council have little effect on employee performance.
H0: Employee performance has no effect on the output of the Opobo Nkoro Council.
1.6. Significance of the Research
It is stated that human relation practises are vital to the success or growth of any organisation. This empirical study is being conducted to assess the impact of human relation practises on employee performance in the Opobo Nkoro Council.
The Opobo Nkoro Council will value this research. It will educate it the importance of human relation practises as well as the necessary guidelines for appropriate human relation practises in order to get the most out of the employees.
This study will be critical for investors, the government, and researchers since it will provide policy recommendations. It is envisaged that the exploration of Opobo Nkoro Council will give the government with a broad view of the activities of the public sector. It will add to the existing body of knowledge on the issue. This research will be useful to;
The Academia: Members of academia will find the study useful because it will serve as a foundation for future research as well as a reference tool for academic publications.
Government: The findings of this study will be made available to the government. Policy formulation and execution based on these findings would ensure development in the area.
Investors: This study will be useful to investors, particularly those with a research interest, as it will guide their private investing selections.
1.7. Scope of The Study
The purpose of this study is to investigate the impact of human relation practises on employee performance in the Opobo Nkoro Council in 2020.
1.8. Operational Definition of Terminology
The following terms have been operationally defined.
Employee performance refers to how employees act in the office and how successfully they carry out their job responsibilities.
Manpower is defined as the total number of available workers; the workforce. This implied the entire number of Opobo/Nkoro council personnel.
Human relations: it discusses the informal relationships between employers and employees and is focused with moral and psychological aspects of an organisation rather than legal aspects. It entails interaction with or between people, particularly in the workplace.
Human resource management is the process by which organisations manage and develop their employees in order to successfully carry out the missions and goals of the organisation. It is about how the Opobo/Nkoro council manages its workforce.
1.9. Organisation of The Study
This research is organised into five chapters. The first chapter is an introduction, which includes the study’s background, problem statement, research questions, research hypotheses, objectives of the investigation, the relevance of the study, the scope and limitations of the study, and lastly the study’s organisation.
The second chapter is a review of the literature, which includes conceptual literature, theoretical literature, empirical literature, and a theoretical framework. The third chapter discusses research methodology,
which includes research design, population of study, sample size, sampling strategy, method of data collecting, instrument of data analysis, method of data analysis, and instrument validity/reliability.
The fourth chapter is devoted to data presentation and analysis, as well as a discussion of the findings. The summary, conclusion, and recommendations are presented in Chapter 5.
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