IMPACT OF HUMAN RESOURCES MANAGEMENT ON LOCAL PERFORMANCE
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IMPACT OF HUMAN RESOURCES MANAGEMENT ON LOCAL PERFORMANCE
ABSTRACT
Human resource management is a powerful tool for improving organisational performance. It has been revealed that most organisations are falling behind in this area,
resulting in a decrease in production as well as inability to meet their goals and objectives. This study project was created to investigate how human resources in an organisation may be properly managed to aid in the achievement of organisational performance.
To address the issue of ineffective human resource management, data were collected and analysed using Nigerian Breweries Plc as a case study. However, at the conclusion of the study,
it was shown that good human resource management is a crucial instrument for achieving organisational performance; absence of effective management leads to frequent labour turnover and poor productivity.
Finally, the successful utilisation of human resources in an organisation will result in organisational performance.
CHAPITRE ONE
INTRODUCTION
1.1 Background of The Study
The management of employees in the organisation is one aspect of organisational performance. In a market economy, businesses rely on resources such as financial resources, material resources, and human resources.
The achievement of the goal is accomplished by the combination of these resources. The human resource, on the other hand, is the most important and challenging component for achieving organisational performance.
According to Udo-Udoaka (1992), the concept of human resource refers to managerial, scientific, engineering, technical, craft, and other skills that are developed and employed in creating, designing, and developing organisations, as well as managing and operating productive and service enterprises and economic institutions.
Human resources are individuals who work for an organisation, usually as temporary or contracted employees, but who collectively constitute the most essential organisational resource.
As a result, an organisation must have the appropriate number and types of personnel, who must be managed in such a way that they can fulfil their personal and organisational goals.
Human resource management has been in a state of fast transition since the early 1980s. As the world continues to undergo tremendous changes, many sets of changes are occurring.
Most managers now use the word “Human Resources,” although some still prefer to refer to “people,” “employees,” or “staff,” and to use the term “personal management.”
At one level, Allan Cowling (1998) contends that terminology “may be regarded as less important, because it is practise that truly counts.” However, he contends that it does important since methods of managing people at work have come a long way in the last fifteen years, and a refusal to adopt the modern phrase “human resources” can be interpreted as a failure to recognise and utilise recent growth.
1.2 Statement of the Problem
The major goal of every organisation is to achieve goals and objectives, and the degree of success is entirely dependent on the quality of its members. As a result, it must be concerned with the availability and enhancement of human resources.
To that end, for an organisation to be successful, it must assure an adequate supply of people capabilities. Following the increasing technology advances and complexity in our sectors,
as well as social aspects, organisations must train and develop their workers to meet the ever-increasing job requirements posed by rapid technological and social developments.
Most organisations lack adequate human resource management and utilisation, resulting in a reduction in productivity and failure to reach their goals and objectives.
In order to promote its implementation in other organisations, this study intended to assess how successful human resource management has been a tool in organisational performance.
1.3 Research Questions
Does good human resource management boost employee performance?
Is human resource management helpful in achieving organisational performance?
Is there a significant difference in performance between trained and unskilled employees at Nigerian Breweries PLC?
1.4 Scope of The Study
Determine existing training programmes at Nigerian Breweries Plc in Rivers state.
To assess the success of the programme in enhancing employee performance.
To determine whether the training programmes have had an influence on staff morale and the overall success of the company.
1.5 Research Hypotheses
The following are the study’s hypotheses:
H0: Human resource management has no meaningful impact on organisational performance.
Hi: Effective human resource management has a substantial impact on organisational performance.
H0: Effective orientation training has no substantial impact on organisational performance.
Hi: Effective orientation training has a substantial impact on organisational performance.
1.6 SIGNIFICANCE OF THE STUDY
The importance of human resource management in an organisation should not be overstated. In this sense, the study will be extremely valuable not only to Nigeria Breweries Plc, but also to other organisations in the works sectors of the Nigerian economy.
Furthermore, the study will help draw their attention to the need for human resource development.
First and foremost, it will be of great importance to students of management and related courses; secondly, it will be a source of academic information in the field of research;
thirdly, it will assist Nigerian Breweries Plc and other organisations in measuring and assessing staffing performance; and finally, it will assist organisations in identifying how human qualities improve performance in a given job and recognising and accessing the qualities in candidates for employment.
The solution to the problem of human resource management and development, as well as other conclusions, will illustrate what can be done to make the Nigerian firm more successful in order to fulfil the organization’s aims and objectives.
1.7 Scope Of The Study
Although Nigeria has many organisations, it is impossible to use all of them for this study. As a result, the scope of this research will be limited to Nigeria Breweries Plc.
1.8 Organisation Of The Study
This research is divided into five chapters. As previously stated, chapter one deals with the introduction, while chapter two analyses the literature on effective human resource management and a tool for organisational success.
The approach used in the study is presented in Chapter three. The fourth chapter will include data presentation, empirical analysis, and results. Finally, in Chapter 5, we will offer a summary of our findings, our conclusions, and any recommendations that may be necessary.
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