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HUMAN RESOURCES MANAGEMENT IN A MANUFACTURING COMPANY

HUMAN RESOURCES MANAGEMENT IN A MANUFACTURING COMPANY

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HUMAN RESOURCES MANAGEMENT IN A MANUFACTURING COMPANY

Chapter one

INTRODUCTION

Background of the study
Human effort management is critical to success in any production process (Bond et al., 1994). In Nigeria, the most important factor that every organisation must consider is its workforce. Any organization’s human resource is its personnel, who place their bets in order to fulfil the organization’s goals.

The management cycle of planning, implementation, and control applies to all types of enterprises, regardless of size, shape, or operational structure. The cycle is applicable regardless of the nature of the product or service as long as the organisation in question is result-oriented.

This broad application lent credence to what are known as the universal functions of management, which include planning, organising, staffing and leading, coordinating and controlling.

The success or failure of any organisation is heavily influenced by labour, whereas capital, land, and the calibre of persons working for the organisation should have been predetermined to ensure job relatedness and person-job matching.

Job relatedness is the cornerstone of good human resource management. It requires that all empowering decisions be based on the requirements of the position, which means that the criteria used to evaluate, produce, and reward employees must be directly related to the task performed.

 

individual-job matching is the process of connecting the right individual with the right employment. Good human resource managers connect people’s abilities, interests, and temperament to the requirements of their jobs.

When individuals and jobs are well-matched, the organisation benefits from increased performance, employee happiness, and reduced absenteeism.

Human factors must be successfully controlled in order to meet profit maximisation targets, as they have a significant impact on improved performance.

To ensure this, more attention must be paid to how labour is recruited into the organisation, their performance, motivational factors, and any other appraisal of any employee who has performed well or poorly while performing the assigned task must be done effectively in order to motivate them to do their best work.

As a result, every Nigerian manufacturing company needs efficiently manage its workers in order to fulfil its aims and objectives.

Human resource management refers to the management of an organization’s workforce or human resources. It is in charge of personnel attraction, selection, training, assessment, and compensation, as well as managing organisational leadership and culture and ensuring compliance with employment and labour regulations.

In situations where employees want and are legally allowed to have a collective bargaining agreement. Human resources will also act as the company’s primary liaison with employee representatives.

Statement of the Problem
Human resource management in manufacturing organisations has a number of challenges that may impede its ability to achieve its objectives. These include incorrect worker placement, which involves putting the wrong person in the wrong place at the wrong time.

In a situation where an employee’s skills and expertise do not match the task at hand. Such employee effort will not produce a profitable fruit.

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