SURVEY OF THE EFFICIENT AND EFFECTIVE PERSONNEL MANAGEMENT
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SURVEY OF THE EFFICIENT AND EFFECTIVE PERSONNEL MANAGEMENT
Chapter one
INTRODUCTION
1.0 Background to the Study
Personnel management is defined as a purposeful and cohesive approach to managing a small business’s most valuable assets – the people who work there and contribute both individually and collectively to the company’s goals.
The role of staff (human resources) in small and medium-sized businesses has garnered a lot of attention in recent years. Endogenous growth theories argue that human capital creation is the primary driver of macroeconomic growth (Mankiw et al., 1992).
At the micro level, resource-based theory identifies human capital as a significant source of long-term competitive advantage for individual enterprises.
Current Western economies are referred to as knowledge-based economies due to the growing importance of staff or human capital, which is closely tied to advances in information and communication technologies.
The rising importance of staff or human capital is visible on both the demand and supply sides of the labour market. However, an adequate supply and demand for highly qualified labour is insufficient to ensure economic success; each particular firm’s supply and demand for labour and human capital must be balanced.
Companies in the knowledge-based economy face challenges in meeting their need for highly skilled individuals in labour markets with a shortage of qualified workers (Audretsch and Thurik, 2000). Human resources and their management are becoming increasingly crucial.
Heathfield (2011) defines Human Resource Management (HRM) as the function within a small firm that is responsible for recruiting, managing, and directing the people who work there. Line managers can also conduct human resource management functions.
Human Resource Management is the organisational function in charge of personnel concerns such as compensation, hiring, performance management, organisational development, safety, wellness, benefits, employee motivation, communication, administration, and training.
According to Gale (1991), Human Resource Management (HRM) refers to formal procedures designed to manage people inside a small firm. These human resource tasks are typically separated into three key management areas: staffing, employee compensation, and job definition/design.
Essentially, the goal of human resource management (HRM) is to increase a small business’s production by improving employee performance. This requirement is unlikely to change fundamentally, notwithstanding the rapid rate of change in the business sector.
Human resources’ primary objective will always be to attract, develop, and retain people; align the workforce with the small business; and be an effective contributor to the small business. Those three problems will not alter.
Human Resource Management is also a systematic and complete approach to managing employees, workplace culture, and environment. Effective human resource management (HRM) enables employees to contribute effectively and productively to the general direction of a small business and the achievement of the organization’s goals and objectives.
To grow, small and medium-sized businesses must manage its personnel or human resources efficiently and effectively, which contributes to their growth and development. When a company employs high-quality employees, their productivity improves.
1.2 Statement of the Problem
Personnel management in small and medium-sized enterprises has encountered multifaceted challenges. Managers of small and medium-sized businesses do not take personnel management seriously, which reduces employee productivity since they are not properly trained and motivated to carry out their obligations successfully.
There is a lack of a flexible and compassionate management style that will motivate, develop, and manage employees so that they can give their all to support departmental missions.
Furthermore, most departmental units in small and medium-sized businesses fail to accomplish their business objectives due to inefficient human management. Inadequate training also adds to the ineffectiveness of small and medium-sized business employees.
1.3 Objectives of the Study
To investigate the impact of effective and efficient personnel management on small and medium-sized business productivity.
To learn how training workers in small and medium-sized businesses helps them achieve their goals.
To determine the impact of poor personnel selection and recruitment on small and medium-sized firms.
To investigate the management challenges that prevent small and medium-sized businesses from managing employees effectively and efficiently.
1.4 Research Questions.
The following research questions were generated based on the study’s objectives:
How does effective and efficient human management affect the productivity of small and medium-sized enterprises?
How can personnel training assist small and medium-sized businesses achieve their goals?
What impact does poor people selection and recruitment have on small and medium-sized businesses?
What are the management challenges that prevent small and medium-sized businesses from managing their employees effectively and efficiently?
1.5 Statement of Hypothesis
The following hypotheses were created to help achieve the study’s objectives:
Ho: Recruiting qualified workers, trained staff to raise productivity, and inspired and devoted employees to increase an enterprise’s financial returns will not have an impact on its productivity.
Ha: Recruiting qualified workers, training staff to increase productivity, and motivating and devoted employees to increase an enterprise’s financial returns will all have an impact on its productivity.
Ho: Improving employees’ knowledge and abilities, increasing employees’ commitment to accomplishing organisational goals, and optimising employee performance are not examples of how small and medium-sized enterprises can benefit from training their personnel.
Ha: Employee training may assist small and medium-sized businesses achieve their goals by developing employees’ knowledge and abilities, increasing employees’ commitment to accomplishing organisational goals, and optimising employee performance.
Ho: Ineffective operations, declining performance, low financial returns, and slow expansion are not the only consequences of poor people selection and recruitment in small and medium-sized firms.
Ha: Ineffective operations, declining performance, low financial returns, and delayed expansion are some of the consequences of poor people selection and recruitment in small and medium-sized businesses.
Ho: The absence of a functional personnel department in most small and medium-sized industries, the need to re-educate new graduates due to poor job performance, and a lack of government support for human resources and development programmes are not the management challenges impeding effective and efficient personnel management in small and medium-sized businesses.
The absence of a functional personnel department in most small and medium-sized industries, the need to re-educate new graduates due to poor job performance
and a lack of government support in terms of human resources and development programmes are some of the management challenges that prevent effective and efficient personnel management in small and medium-sized enterprises.
1.6 Significance of the Study
This research is noteworthy in the following respects.
It will demonstrate the benefits of good and efficient personnel management for small and medium-sized businesses.
The study will also highlight the importance of good and efficient staff management in small and medium businesses.
Organisational managers and policymakers will benefit greatly from understanding the elements that drive or restrict their employees’ productivity.
This research aims to determine whether there is a positive or negative association between staffing and selection policies and productivity. It may serve as a guideline for future research.
1.7 Scope of Study
This research focuses on a survey of efficient and successful personnel management in small and medium-sized firms.
1.8 Limitations of the Study
The study’s limitations included the following:
Financial Factor: Inadequate money influenced data collection because the researcher had to travel vast distances to distribute the research questionnaires.
Time Factor: Because the researcher only had two months to finish the study, the size of the sample used was reduced.
Material Issue: A lack of appropriate materials for the literature review constituted a significant challenge. The study was also confined to data acquired from primary and secondary sources.
1.9 Organisation of the Study
In this research study, the researcher examined efficient and effective human management in small and medium-sized firms. The research was organised into five chapters.
The first chapter covered the study’s history, as well as the problem statement, study objectives, research questions, hypothesis statement, relevance of the study scope and limitations, study organisation, and term definition.
Chapter two examined the relevant literature on the subject and the contributions of various authors.
The fourth chapter covers data presentation, analysis and interpretation, hypothesis testing, and discussion of findings.
Chapter five (5) contains the researcher’s summary, findings, conclusion, and suggestions.
1.10 Definition of Terms.
Personnel refers to employees or office staff in an organisation.
Management: The executives of an organisation, particularly the top executives.
Employee training is a learning process in which employees acquire skills that will allow them to improve their performance.
Recruitment is the practice or art of identifying qualified individuals for a position in an organisation.
Productivity is the rate at which commodities or services are produced by a typical number of workers.
Effective: Having the ability to deliver the desired result or effects.
Efficient means making good, comprehensive, or cautious use of resources, avoiding consuming more than is necessary.
Survey: To ask a group of people questions about their thoughts or experiences. It is also defined as a broad perspective, investigation, or description of someone or something.
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