THE ROLE OF HUMAN RESOURCE MANAGEMENT IN PROMOTING INDUSTRIAL HARMONY
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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN PROMOTING INDUSTRIAL HARMONY
CHAPITRE ONE
INTROUDUCTION
1.1 Background Of The Study
Because of its potential to incorporate employee welfare, organisational objectives, and efficient communication into strategic management, the human resource function is recognised as a critical business problem. Human resource management strives to abolish the meditation role and has a unitarist approach in general.
It emphasises strategy and planning over problem-solving and medication, so that employee cooperation is delivered through corporate culture, remuneration, packaging, team building, and management development programmes for core employees, while peripheral employees are kept at bay.
Human resource policies and practises are influenced by strategy and structure, as well as external influences such as labour unions, labour market conditions, and the legal system. In actuality, most firms lack such a well-thought-out sequential model in their human resource practises,
hence the role of human resource management in achieving industrial harmony becomes hazy in most organisations. Against this backdrop, the researcher considers the topic: the role of human resource management in promoting industrial harmony in Nigeria Bottling Company Plc Kaduna, to be worthy of investigation.
1.2 Statement of the Problem
Productivity in most organisations has taken a nosedive as a result of regular industrial dispute. As a result, many organisations have used various methods to resolve such conflicts in the past, but to no avail as a result of recurrent agitation by workers for improved working conditions and other workers’ interests and rights.
As a result of the frequent industrial conflict, many organisations have resorted to various means of resolving such because of the intended negative consequences such as down toll, which will affect sales, production decline, patronage, and profit margin.
1.3 objectives of The study
The study’s main goal is to investigate the function of human resource management in promoting industrial harmony at Nigeria Bottling Company Plc Kaduna.
The specific goals are as follows:
To assess the role of human resources in establishing industrial peace at the Nigeria Bottling Company Kaduna.
To investigate the connection between management and the staff of Nigeria Bottling Company Plc Kaduna.
To determine how human resource management influences key decisions and policies that affect employees and their union at Nigeria Bottling Company Plc Kaduna.
To investigate the factors impeding human resource management from establishing industrial harmony at Nigeria Bottling Company Plc Kaduna.
1.4 Research Proposal
i. What roles do human resources play in promoting industrial harmony at Nigeria Bottling Company Kaduna?
ii. What is the interaction between the management and the staff of Nigeria Bottling Company Kaduna?
iii. How does human resource management influence key decisions and policies that affect employees and their union at Nigeria Bottling Company Kaduna?
iv. What are the obstacles preventing human resource management from establishing industrial harmony in Nigeria? Kaduna Bottling Company
1.5 Significance of the study
The study will be valuable to corporate organisation espeically NBC as they utilize the finding in policy creation regarding conflict management in their organisation. The study would add to existing information on conflict resolution and would be a beneficial reference materials to individuals, students as well as scholars who may like to do a similar research.
Most importantly, the study will go a long way towards reducing unnecessary corporate turmoil and increasing productivity, harmonious coexistence between management and employees, which will have a beneficial impact on sales, profit, motivation, and maximum labour hours.
1.6 Scope of The Study
The importance of human resource management in establishing industrial harmony in NBC is investigated. The research will also identify the sources of conflict in attaining industrial harmony at Nigeria Bottling Company Kaduna and propose solutions to such issues. The study will cover a period from 2007-2011.
1.7 Limitations of The Study
The study is limited by respondent bias on the topic matter, the use of a single study area, and the uncertainty about generalisation of findings due to the use of a single research methodology and instrument.
Because just Nigeria Bottling Company Plc Kaduna was studied, it is unknown whether the same results would be found in other organisations.
Respondent bias and a nonchalant attitude are other significant limitations of this study. Because the questionnaire is the only instrument used to gather data and the survey research methodology is the only design employed for the study.
It is unknown whether the same outcome would be obtained if a different sort of design and instrument were utilised. All of these factors add to the research’s limitations.
1.8 Definition of Terms
Human Resource: Also known as labour, human resource is one of the primary resources (man, capital, information, and machine) utilised to efficiently harness and turn organisational activity into goods and services.
Management is the coordination of human, material, and other resources towards the achievement of a goal. It is a process of planning, coordinating and controlling activities of the sub-systems and relates them to the environment. It also refers to those individuals or groups who are responsible for promoting the aims of employers and their organizations.
Industrial Harmony: It is the ideal condition of peace wherein workers engaged in production of goods and services feel content, thereby are propelled to provide the best of their abilities and talent potentials for the development and progress of the organization.
It is a multidisciplinary branch of research that focuses on individual workers, groups of workers and their unions and associations, employers and their organisations, and the environment in which these parties interact.
Collective bargaining is the mechanism for resolving disputes between employers (management representatives) and employees (unions). It investigates and resolves disparities in benefits between both parties.
Productivity is the assessment of an enterprise’s achievement in relation to its purpose, goals, and objectives during a given time period. It is defined in economics as a measure of the relationship between output and input in the production process.
A union is an employee organisation that represents its members in employee-management bargaining over job-related concerns.
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