IMPACT OF HUMAN RESOURCES MANAGEMENT ON STAFF PERFORMANCE AND PRODUCTIVITY
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IMPACT OF HUMAN RESOURCES MANAGEMENT ON STAFF PERFORMANCE AND PRODUCTIVITY
Chapter one
1.1 Introduction
Byers and Rve (1991:6) define human resource management (HRM) as the active designs used to provide for and coordinate an organization’s human resources.
Aside from typical employment operations, labour relations, compensation, and employee benefits are also integrated into an organization’s management and strategy development processes.
This human resources department provides three roles (Maga, 1998). The management of an organization’s workforce is responsible for employee attachment, training, assessment, and reward. The Nigerian Television Authority (NTA) was established with the promulgation of decree 24 by the federal military government in May 1977.
These were Western Nigerian Television (WNTV), which was formed in 1959 and subsequently became NTA Ibadan, Eastern Nigerian Television (ENTV), which was founded in 1960 and later became NTA Enugu, and Radio Kaduna Television (RKTV), which was founded in 1962 and eventually split to become NTA by their respective regional governments.
Later, television stations were founded in state capitals that did not previously exist.
With the issuance of Decree 24, the Authority became the sole entity authorised to conduct television broadcasting in Nigeria, and all ten existing state television stations were merged into the Nigeria Television Authority (NTA).
It is worth noting that the Authority’s exclusive rights to television broadcasting, which it had when it was established in May 1977 by the federal military government, were removed by the 1979 constitution, which granted ownership rights to state governments, organisations, and individuals whom the president may authorise to operate television stations.
This provision in the constitution resulted in the establishment of the National Broadcasting Commission (NBC) in 1992, and on June 10, 1993, private radio, television, and cable broadcast licences were issued for the first time in Nigerian broadcasting history.
Former engineer Vincent Maduka served as the NTA’s first formal director general. Prior to his appointment, Maduda was the general manager of western Nigerian television Ibadan, Africa’s first television station.
Performing artists, including Becky Wmeh, have criticised the Nigerian Television Authority for forcing artists to conform their expression with government propaganda goals.
The Guadian wrote in its editorial on Sunday, October 18, 2009, that “the federal government-owned television network, the Nigerian Television Authority (NTA), is arguably the largest of its kind in Africa, but maximises its potentials.”
However, the NTA’s monopoly on Nigerian skies was challenged in the mid-1990s with the development of privately owned television stations and networks, including Africa Independent Television.
As a result, human resource management has a significant impact on the success of this government-owned organisation (NTA). To ensure this, more attention must be devoted to how labour is recruited into an organisation, their performance motivators, and other aspects.
Any employee’s performance, good or bad, when doing the assigned duty must be done successfully in order for them to accomplish their best at work.
As a result, any Nigerian management needs properly manage their personnel in order to reach their strategic goals and objectives. As a result, it is critical that both employees and management are properly informed about an important issue that affects not just workers’ effectiveness at work but also their overall well-being.
1.2 Statement of Problem
The factors listed below limit or affect the organization’s staff productivity.
Worker placement error occurs when the wrong individual is placed in the wrong place at the wrong time. When an employee’s competence and experience are insufficient for the task at hand, the result of that employee’s efforts will be unsuccessful.
Lack of defined objectives on the side of human resources management, and proper staff recruiting
Lack of managerial planning, organising, staffing, leading, coordinating, and managing personnel and management performance.
Staff are not motivated
Lack of staff training, promotion, and enlargement
1.3 PURPOSES OF THE STUDY
To identify the issues impeding effective human resource management’s impact on employee performance and productivity in an organisation.
To determine the factors that contribute to high productivity.
To recommend models for human resource management.
To gain access to an organization’s human resource management processes.
1.4 Significance of the Study
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