ABSTRACT
This
research work is on “Evaluation of the impact of Human Resource Management on
organizational performance in Nigeria”. A research study of Nigerian Breweries
Plc, 9th mile corner Enugu and Emenite Ltd Enugu. The prime
objective is to critically identify the impact of Human Resource Management on
organizational performance. Organization as an open system cannot operate in
isolation, they must align with their human resources and the environment to be
successful, hence the reason for this work. The first chapter of the research
work highlighted on the background of the study backed with the research problem, objectives of the study, research
questions, formulation of hypotheses, significance of the study, scope of the
study, limitation of the study and definition of relevant terms. The second chapter delved
into the relevant secondary data acquisition by authorities (authors) needed in
solving the problems of this study to avoid disparities. The third chapter of
this research paper looked at the research design and methodology at the
research design and methodology used in approaching and solving our problem of
study backed with the data collection instrument used, the population size was
also determined. Chapter four of this research work took us to the area of data
presentation and analysis which involve the use of tables to illustrate
findings from the distributed questionnaires. Consequently, hypotheses were
tested and the findings were related. The last chapter is summary of findings,
conclusion, and recommendations. The major findings of the study are: The human
resource practices within the organization has a direct link with the level of
productivity, the relationship that exist between the management and employee
also contribute to the level of performance, adequate motivation of employees
would lead to an increase in the level
of productivity. The work concludes that human resource management is necessary
for all employers and employees of an organization because it has an adverse
effect on the level of performance. On the basis of this finding it was
recommended that the management organization should pay attention to its human
resources and ensure that quality human resource practices, good communication
system and adequate motivational polices are put in place within the
organization in order to ensure improved performance as a source of competitive
advantage or edge over other competitors and to ensure employees’ loyalty to
the organization.
TABLE OF CONTENT
TITLE PAGE – – – – – – i
CERTIFICATION – – – – – – – ii
DEDICATION – – – – – – – – iii
ACKNOWLEDGEMENT – – – – – – iv
ABSTRACT – – – – – – – vii
TABLE OF CONTENT – – – – – – – viii
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY – – – – 1
1.2 STATEMENT OF THE PROBLEM – – – – 4
1.3 OBJECTIVES OF THE STUDY – – – – 6
1.4
RESEARCH QUESTIONS – – – – – 7
1.5
FORMULATION OF HYPOTHESIS – – – – 8
1.6
SIGNIFICANCE OF THE STUDY – – – – 9
1.7
SCOPE OF THE STUDY – – – – 11
1.8
LIMITATION OF THE STUDY – – – – 11
1.9
DEFINITION OF TERMS: – – – – – 12
1.10
BRIEF OVERVIEW OF NIGERIAN BREWERIES PLC
– 14
1.11 BRIEF OVERVIEW OF EMENITE LIMITED ENUGU – 19
CHAPTER TWO
2.0 REVIEW
OF RELATED LITERATURE – – – 25
2.1 MEANING OF HUMAN RESOURCES – – – 25
2.2 THE MEANING OF MANAGEMENT – – – 26
2.3 DEFINITIONS AND MEANING OF HUMAN RESOURCES
MANAGEMENT – – – – 29
2.4 THE EVOLUTION OF HUMAN RESOURCES MANAGEMENT – – 34
2.5 HUMAN RESOURCES AND PERSONNEL MANAGEMENT – 37
2.6 CONCEPT AND VERSIONS OF HUMAN
RESOURCES
MANAGEMENT- – – – – 43
2.7 VERSIONS OF HUMAN RESOURCE MANAGEMENT 45
2.8 NATURE OF HUMAN RESOURCE MANAGEMENT – 48
2.9 THE SCOPE OF HUMAN RESOURCE MANAGEMENT (HRM) – 48
2.10 THE OBJECTIVES OF HUMAN RESOURCE MANAGEMENT – – – – – – – 49
2.11 THE FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT – – – – – – 51
2.12 WHO PERFORMS THE HUMAN RESOURCE
FUNCTIONS – – – – – – – 59
2.13 MODELS OF HUMAN RESOURCE MANAGEMENT – 59
2.14 THE HUMAN RESOURCE DEPARTMENT – – 65
2.15 CHALLENGES OF HUMAN RESOURCE MANAGEMENT – – 67
2.16 FACTORS AFFECTING HUMAN
RESOURCES
MANAGEMENT PRACTICES – – 69
2.17 BENEFITS OF HUMAN RESOURCE
MANAGEMENT
PRACTICES – – – – 77
2.18 HUMAN RESOURCE MANAGEMENT IN NIGERIA – 82
2.19 HUMAN RESOURCES MANAGEMENT
PRACTICES IN
ORGANIZATIONS – – – – 86
2.20 THE CONTRIBUTION OF HUMAN RESOURCE
MANAGEMENT
TO ORGANIZATIONAL PERFORMANCE -92
2.21 THE IMPACT OF STRATEGIC HUMAN RESOURCE
MANAGEMENT ON ORGANIZATIONAL
PERFORMANCE – – – – – – –
– 98
CHAPTER THREE
3.0 RESEARCH METHODOLOGY – – – – 114
3.1 RESEARCH DESIGN – – – – – – 114
3.2 AREA OF STUDY – – – – – – 114
3.3 SOURCES OF DATA – – – – – – 114
3.4 PRIMARY SOURCES OF DATA – – – – 114
3.5 SECONDARY SOURCES OF DATA: – – – 115
3.6 POPULATION OF THE STUDY – – – – 115
3.7 SAMPLE SIZE DETERMINATION AND
SAMPLING
TECHNIQUES – – – – – 116
3.8 PROCEDURES FOR DATA COLLECTION – – 117
3.9 VALIDITY AND RELIABILITY OF THE RESEARCH
INSTRUMENT – – – – – – – 118
3.10 METHODS OF DATA ANALYSIS – – – – 118
CHAPTER FOUR
4.0 DATA PRESENTATION, ANALYSIS AND
INTERPRETATION
– – – – – – 120
4.1
TESTING OF HYPOTHESIS – – – – – 127
CHAPTER FIVE
5.0 SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATIONS – – – – – – 133
5.1 SUMMARY OF FINDINGS – – – – – 133
5.2 CONCLUSION – – – – – – – 135
5.3 RECOMMENDATIONS – – – – – – 136
BIBLIOGRAPHY – – – – – – – 138
APPENDIX – – – – – – – 149
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
Organizations
are increasingly looking at human resources as a unique asset that can provide
sustained competitive advantage. The changes in the business environment with
increasing globalization, changing demographics of the workforce, increased
focus profitability through growth, technological changes, intellectual capital
and the never-ending changes that organizations are undergoing, have led to
increased importance of managing human resources. Devanna, Fombrun and Tichy
1981; Wright (1998).
The impact of human resources
management in an organization’s strategic management planning is extremely
important in helping firm to find ways to compete effectively in the domestic
and foreign market.
However to improve the quality
and productivity in organizations most executive employs human resources
management such as employees motivation programs, employees training and
education, and changing the organization’s culture, including other resources
in order to achieve results.
According to Jack Pitz-enz (2000:7)
“people are the only element with the inherent power to generate value”. All other
components offer only inert potentials. By their nature, they add nothing, and
they cannot add anything until some human beings be it the lowest – level laborers,
the most ingenious professional or the
loftiest executive leverage that potential by putting it into action.
The increasing significant role of
human resource management in achieving objectives is evident in the
transformation functions. It has evolved from concentration on employee welfare
to one of managing people in a way so as to obtain the best and highest
productivity possible from the employee, through methods that provide the
employees with both intrinsic and extrinsic reward.
Human Resources Management is the strategies
and coherent approach to the management of an organization’s most valued
assets; the people working there who individually and collectively contribute
to the achievement of the objectives of the business. The term “Human Resources
Management” has largely replaced the term “Personnel Management” as a
description of the processes involved in managing people in organizations. In
simple words, Human Resources Management means employing people, developing
their capabilities, utilizing, maintaining and compensating their services in
tune with the job and organizational requirements.
According to Lake (1990), Human
Resources Management system can be the source of organizational capabilities
that allows firms to learn and capitalize on new opportunities. The main
characteristics of Human Resources Management approach is that it meets the
needs for a strategic approach to Human Resources Management which achieves
“fit” between the business and the human resources strategy.
Human Resources is viewed as a source
of competitive advantage in line with the concept of resource – based strategy;
it is a comprehensive and coherent approach to the provision of mutually
supporting employment policies and practices, and it is adopted through the
development of integrated Human Resources policies and practices, Armstrong (2001).
Some people believe that there are universal principles, practices and general
know-how on which efficient and effective Human Resources Management is based.
Adler and Ghader (1990) argued that companies handle Human Resources Management
issues as if they were operating exclusively in domestic markets. The early
advocates of Human Resources Management believed that organization should move
away from the bureaucracy of personnel management to the apparent flexibility
and responsiveness of Human Resources Management, Hope Hailey et al (1998). The
overall purpose of Human Resources Management is to ensure that the
organization is able to achieve its objectives in certain areas like
recruitment and development, relationships, valuing employees etc. This practice
is no longer new in Nigerian organizations, but the problem is that most
organizations are yet to fully apply or implement this.
The link between Human Resources
Management (HRM) and business performance is high on the corporate agenda at
present. Both organizations and academics are striving to prove that human
resources management has a positive impact on bottom-line productivity.
Organizations are focusing on the role of resources in achieving competitive
advantage and improving organizational performance. Although human resources
practice and organizational performance have widely been studied, their
distinctive relationship has received limited empirical scrutiny, especially in
multinational companies in developing countries.
It is against this background that
this study seeks to evaluate critically the impact of Human Resources
Management on organizational performance in Nigeria, using Nigerian Breweries
Plc 9th Mile Corner Enugu, and Emenite Ltd Enugu as a research case
study.
1.2 STATEMENT OF THE PROBLEM
EVALUATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE IN NIGERIA A RESEARCH STUDY OF NIGERIAN BREWERIES PLC 9TH MILE CORNER ENUGU AND EMENITE LIMITED ENUGU
