FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT
Chapter one
INTRODUCTION
1.1 Background of the Study.
The goal of human resource management policy is to ensure the efficient and effective growth of human resource management practices. Armstrong (2009) defines human resource management as the process of developing people’s knowledge, skills, and ability within society.
Vance and Paik (2006) claimed that the practice of human resource management opens the door to modernization. Human resources are the lifeblood of any organisation.
Despite the use of technology in modern business administration, human resources remain the most relevant and adaptable resource of an organisation. The strategic value of human resource management stems from the fact that
unlike other passive resources used in production (land, capital, technology, etc.), human resources have discretionary decision-making power, giving them a competitive advantage over other resources.
The difficulties of development are to improve the quality of life, with economists arguing that a nation’s human resources, rather than its physical capital or natural resources, ultimately define the character and rate of its economic and social growth.
Not gold, but only men, can make a nation big and powerful. According to Princeton University’s late professor Frederick Harrison, humans are active actors who acquire money, use natural resources, establish social, economic, and political organisations, and drive national growth.
According to GeeGrad (1995), men, not money, are the root of all problems. Funds are only valuable when employed by trained, experienced, and dedicated men and women.
The fact that our societies have changed from an industrial development mode to one centred on information production has aided the advent of globalisation. Human resource management is complex and difficult since employees rarely adapt to or voluntarily accept the organization’s aims.
Employees have needs, goals, motivations, desires, and interests that impact their behaviour at work, but these objectives do not always align with the enterprise’s corporate objectives.
In resolving these opposing interests, Human Resources Management and Planning are useful instruments used to continuously align the demands of employees with the goals and objectives of the organisation.
The nature and purpose of Human Resource Management at the organisational level varies by country, location, and type of organisation. The basic goal of human resource management is to guarantee that the organization’s human resources are utilised and managed properly.
individual resource practitioners are responsible for developing and implementing policies and programmes that promote individual capacities and organisational effectiveness.
Empirical research have demonstrated that bad human relations at work, disregard of staff welfare programmes, and a lack of motivation are among the variables that contribute to industrial strikes and productivity declines in the workplace.
As a result, modern entrepreneurs recognised the relevance and function of human resource management practitioners in creating these precious resources.
1.2 Statement of Problem
This study sought to investigate the variables that impede human resource development. Many organisations have a significant number of human resource recruitment issues that disrupt the overall operation of the system. Burton (2003) and Kane (2001) highlighted elements that are impediments to human resource recruiting.
Some of the pertinent issues are top management’s low focus and a short-term perspective on the genuine issues in human resource management and the profession.
Organisations now face major obstacles to effective human resource development, including inefficiency in workforce planning, the inability of some employees to communicate, political interference in the recruitment process, favouritism in appraisal and promotion, a lack of seriousness in discipline issues, and a failure to comply with human resource recruitment principles.
1.3 Object of the Study
The major purpose of this study is to explore the reasons militating against effective human resources in Nigeria. Specifically, the study intends to
1. Learn about the benefits and significance of good HR development in an organisation.
2. Investigate the issues faced by human resource development and the variables that cause them.
3. Evaluate the impact of these difficulties on the organization’s performance.
4. Offers solutions to these difficulties.
1.4 Research question
1. Learn about the benefits and significance of good HR development in an organisation.
2. Investigate the issues faced by the HR department and the causes contributing to them.
3. Evaluate the impact of these difficulties on the organization’s performance.
4. Offers solutions to these difficulties.
1.5 Significance of the Study
This study on the issues that impede efficient HR development is of major relevance to the Nigerian economy as a whole. The significance of this study is undeniable, and it will undoubtedly provide relief and comfort to several organisations whose appraisals, promotions, poor recruitment, placement methods, and communication barriers have an impact on the company’s success.
Empirically, research into this would improve policy creation and implementation in the organisation. This study would be extremely beneficial to policymakers and organisational administrators since it will expose the qualitative human resource recruitment practices of organisational administration.
The study would reveal immeasurably the activities of politicians and government meddling through officers in charge of affairs, particularly in staff recruitment, thereby lowering the level of corruption throughout the system.
The findings and recommendations of this study would contribute to the existing literature on globalisation in human resource recruitment. Such new material will help the researcher learn more about how to increase operational performance and service delivery.
1.6 Scope of the Study
This research on the obstacles impeding successful human resource development in Nigeria will focus on the employees and HR department of Dufil Food, which manufactures Indomie instant noodles in Ado-Odo Otta, Ogun state.
1.7 Limitations of the Study
The financial problem for general research effort will be a challenge throughout the programme. However, it is hoped that these limits will be addressed by making the best use of existing materials and devoting more time to study.
As a result, it is strongly considered that, despite this constraint, the impact on this research report will be modest, allowing the study’s purpose and significance to be met.
1.8 Definition of Terms
Factors are circumstances, facts, or influences that contribute to a specific outcome.
Militating (of a situation or circumstance) can be an effective or conclusive factor in prevention.
Human Resources (the personnel department of a company).
Development is a specific stage of growth or advancement.
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL