ABSTRACT
Every organization is endowed with
material resources, financial, natural and human resources (labour), but the
most important is the human resources. The reason is because human resources
uses or converts others to their usable stage for the organizations activities.
The term, human resources management is replacing personnel management and
implying that personnel managers should not merely handle recruitment, pay, and
discharging, but should maximize the use of an organization’s human resources.
Essentially, the purpose of HRM is to maximize the productivity of an
organization by optimizing the effectiveness of its employees. The paramount
principle is a simple recognition that human resources are the most important
assets of an organization; a business cannot be successful without effectively
managing this resource. Therefore, this study seeks to undertake an evaluation
of effective human resources management – a key to efficient work performance
in organizations. A study of the Office of the Head of Service and Sharon
Paints and Chemical Company Nig. Ltd. Enugu. A sample size of 200 respondents
all randomly selected from both organizations was used in this study. Both
primary and secondary data were collected and analyzed using the chi-square
test. The researcher, based on the data collected and analyzed, found out that
human resources have not been effectively managed in other to work efficiently
for organizations success especially in the public service. Human resource
management should be concerned with the development of both individuals and the
organization in which they operate. Organizations are advised to ensure that
their human resources are effectively managed knowing that when they are effectively
managed, they provide significant economic benefit to the company in all areas.
TABLE OF CONTENTS
TITLE PAGE…………………………………………………………….. i
CERTIFICATION……………………………………………………….. ii
DEDICATION…………………………………………………………… iii
ACKNOWLEDGEMENT………………………………………………. iv
ABSTRACT…………………………………………………………….. vi
TABLE OF CONTENTS ………………………………………………. vii
LIST OF TABLES……………………………………………………… xi
LIST OF FIGURES…………………………………………………….. xiv
LIST OF APPENDICES……………………………………………….. xv
CHAPTER
ONE: INTRODUCTION
- Background of the Study ………………………………………… 1
- Statement of problem…………………………………………….. 2
- Research Questions………………………………………………. 5
- Objectives of the Study…………………………………………… 5
- Research Hypotheses……………………………………………… 6
- Significance of the Study ………………………………………… 7
- Limitations of the Study………………………………………….. 8
- Background of the Office of the Head of Service………………… 8
- Background of Sharon Paints and Chemical Company Nigeria Ltd…. 11
- Definition of Terms……………………………………………… 13
References 15
CHAPTER
TWO: LITERATURE REVIEW
2.1 Human Resources Management …………………………………. 16
2.2 Who is a Human Resource Manager?……………………………………… 20
2.3 Origin of Personnel Management / Evolution
of Human Resources Management………………………………………………………. 21
2.4. Historical background of personnel management / the human
resource management in Nigeria…………………………………………… 25
2.5. Why
the change from personnel management to human resource management………………………………………………………. 29
2.6. Human Resource versus Personnel Management………………… 32
2.7 Aims / objectives of Human Resource
management……………… 34
2.8 Characteristics of Human Resource
Management………………… 37
2.9 Activities of Human Resource management……………………… 38
2.10 The Role of Human Resource Management in
Organizations……. 62
2.11 Effective Human Resource Management and
Efficient Work Performance in Organizations…………………………………………………… 68
References 72
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Research Design…………………………………………………… 74
3.2 Population of the Study……………………………………………. 75
3.3 Sample Size ……………………………………………………….. 76
3.4 Sample Procedure…………………………………………………. 77
3.5 Sources of Data Collection and Instruments
employed…………… 78
3.5.1 Primary sources of Data collection……………………………….. 78
3.5 2 Secondary sources of Data collection…………………………….. 79
3.6 Validation of the Instruments……………………………………… 79
3.7 Method of Data analysis………………………………………….. 80
CHAPTER
FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data……………………………………………… 81
4.2 Analysis of Data…………………………………………………. 86
4.3 Test of Hypotheses……………………………………………… 98
CHAPTER
FIVE: SUMMARY OF FINDINGS,
RECOMMENDATIONS AND CONCLUSION
5.1 Summary of Findings ……………………………………………. 111
5.2 Recommendations ………………………………………………. 112
5.3 Conclusion……………………………………………………….. 115
Bibliography…………………………………………………………… 117
Appendices
LIST
OF TABLES
- Table 4.1: Distribution of Respondents by Response Rate. 81
- Table 4.1.2: Distribution of Respondents by Sex. 82
- Table 4.1.3: Distribution of respondents by marital
status. 82
- Table 4.1:4: Distribution of respondents
by qualifications. 83
- Table 4.1.5: Distribution of Respondents
by Age. 83
- Table 4.1.6: Distribution of respondents
by income level per annum
- Table 4.2.1: How you would assess human
resource or personnel management in your organization. 85
- Table 4.2.2: Is human resources an important determinant of
organizational effectiveness. 86
- Table 4.2.3: Do you think that your
organization has adopted the policies and terms of human resources to that of
personnel. 86
- Table 4.2.4: What is the level of the
involvement of the workers in decision making? 87
- Table 4.2.5: Which of these are human
resources management functions? 88
- Table 4.2.6: Which of the human
resources management functions listed above does your organization perform? 88
- Table 4.2.7: Do you think that the staff
in your organization are exposed to adequate training. 89
- Table 4.2.8: Do you think that adequate
training can enhance efficient work performance and upgrade employee quality. 90
- Table 4.2.9: Have you ever been sent for
any training and development programme in your organization? 91
- Table 4.2.10: How would you assess the
environment of your organization as it pertains to health, safety and good
working conditions?
91
- Table 4.2.11: Are the employees
adequately motivated by the management of your organization. 92
- Table 4.2.12: Do you think the motivational tools used in
your organization are effective. 93
- Table 4.2.13: How would you assess the
welfare packages (if any) in use in your organization? 94
- Tables 4.2.14: Are your workers given
extra or additional compensation for outstanding performance or contribution? 94
- Table 4.2.15: How would you assess your
personal emolument?95
- Table 4.2.16: What is your overall
assessment of human resources management in your organization? 96
- Table 4.2.17: Is effective human resources management
practice really a key to organizational efficiency. 96
- Table 4.3.1 Data in respect of table 4.2.2
Is effective human resources management an important determinant of
organizational efficiency 98
- Table 4.3.2 Data in respect of table 4.2.3. Do you think that your organization
has adopted the policies and terms of human resources to that of personnel? 100
- Table 4.3.3: Data in respect of table
4.2.11. Are the employees adequately motivated by the management of your
organization? 102
- Table 4.3.4: Data in respect of table
4.2.6. Which of the human resources management functions listed above does your
organization perform 104
- Table 4.3.5: Data in respect of table
4.2.8. Do you think that adequate training can enhance efficient work
performance and upgrade employee quality? 108
LIST OF FIGURES
Organization
of the Office of the Head of Service as at 31st March 1980
LIST OF APPENDICES
APPENDIX
1 A Sample of the letter of
introduction of the researcher to the two organizations under study.
APPENDIX 11 A Sample of the Questionnaires
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
An organization is set up with the purpose
of achieving certain objectives. Objectives can only be achieved when the
resources is put to the best use. This calls for efficient management. The
function of management is to coordinate the various factors in such a manner
that they can contribute their maximum to the realization of common aims. In
the past, management was concerned mainly with the full and proper utilization
of the physical factors of production like raw materials and machine. Little,
if any, attention was ever paid to the human factor on which the utilization of
the physical factor depended. Materials may be purchased at the most
competitive rates, machines may be worked at their maximum speed but output can
be maximized only when the workers work willingly. If we go a step further and
somehow motivate the workers, the output can be raised still higher with the
same type of machines. (Otokiti S.2002:219)
Management means the utilization of not only the
physical factors, but what is still more important, of the people who are
working on these factors. The importance of the human factor is being
increasingly recognized by those responsible for the management of different
organizations. Drucker 1974:5 similarly
observes that some authorities on management go even to the extent of saying
that “good management means getting effective results with people.” This is due
to the significant change of direction in the management of people in
organizations.
1.2 STATEMENT OF PROBLEM
It has been stated that the most important and complex resource in the organization is people working there. The human factor (labour) as a factor of production is different from other factors, like material, land, machinery and money inasmuch as it has a will of its own.
EFFECTIVE HUMAN RESOURCES MANAGEMENT – A KEY TO EFFICIENT WORK PERFORMANCE IN ORGANIZATIONS (A STUDY OF THE OFFICE OF THE HEAD OF SERVICE ENUGU AND SHARON PAINTS AND CHEMICAL COMPANY NIGERIA LIMITED)
