HUMAN RESOURCES DEVELOPMENT AND PRODUCTIVITY IN THE PUBLIC SERVICE
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HUMAN RESOURCES DEVELOPMENT AND PRODUCTIVITY IN THE PUBLIC SERVICE
Chapter one
INTRODUCTION
Background to the Study
Human resource management includes both personal management and industrial relations. The human resource of an organisation is thus a substantial resource of a particular competency that must be managed, sustained, and planned for in order for the organisation to exist and grow to meet future problems.
This is because an enterprise’s human resources are the most active variable in activating passive or inactive resources such as capital and material in order to achieve a result. (Inyang, 2002).
According to Grand and Smith, as quoted by Inyang (2002), an enterprise’s human resources are the most difficult to acquire, the most expensive to maintain, and the most difficult to keep.
This is primarily due to the complexity and unpredictable nature of human behaviour. As a result, good corporate governance for productivity necessitates a strong understanding of and training in behavioural sciences.
The personal department is mostly concerned with individuals at work. Its leader is the personal manager, who oversees the department and communicates with other departments.
As a result, it may be considered a staff department that assists other departments and coordinates the enterprise’s human resources.
According to Nwachukwu (2007), organisations deal with people and their relationships inside an enterprise. The organisation decides the kind of individuals needed and their relationships.
Thus, the personal and structural requirements in a hospital differ from those in a weaving firm or a university. Organising is the process of establishing an organisational framework to achieve goals.
According to Inyang (2002), an organization’s personal department provides the following services: recruiting, selection, and placement, employee welfare, health and safety, industrial relations, and personnel research. These services are the foundation of personnel management and shape the issues around which personnel policy revolves.
According to Wikipedia (2011), a personnel policy is a plan of action that includes a set of suggestions and actions that employers take in dealing with employees.
As a result, the policy provides guidelines for a wide range of employment-related issues such as recruitment, selection, training, promotion, wages, collective bargaining, individual relationships, and so on.
It also includes a personal policy on training and staff development opportunities for employees to maximise their potential within the organisation. Human resource development so simply refers to training and staff development, which is part of the personal function.
Statement of the Problem
This study focuses on human resource development and how it influences productivity in the public sector. It is intended that this will assist the government in planning and decision making, as well as increase productivity in the public sector.
Objectives of the Study
The study’s aims are as follows:
To investigate human resource development techniques in the public sector.
To determine the nature of linkages between human resource development and productivity in the public sector.
To determine whether public service productivity may be increased without human resource development.
To investigate the most effective strategies to train personnel.
To investigate and comprehend the extent to which human resource development might influence productivity in public service.
Research Questions
The following research questions will be examined.
Does human resources contribute to worker productivity in the public sector?
Is there any relationship between human resources and employee satisfaction?
Is the Uyo local government implementing human training and development programmes?
Uyo Local Government investigated the importance of human resources and their development in function.
Should a retirement programme be implemented in Uyo Local Government?
Does human resource development motivate employees in the Uyo Local Government Area?
Research Hypotheses
The following research hypotheses will be explored.
Ho: There is no significant association between human resource development and productivity in public sector organisations.
H1: There is a link between human resource development and productivity in public service.
Ho: Human resource development does not contribute to worker productivity.
H1: Human resources contribute to worker productivity in the public sector.
Significance of the Study
This research is aimed to assist corporate executives.
Personnel managers, human resource trainers, enterprise lecturers, organisations with human resource departments, and institutions involved in human resource development.
Such as:
The Administrative Staff College of Nigeria (ASCON).
This advice can benefit higher education institutions, researchers, students, and everyone interested in acquiring information and developing organisations.
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