HUMAN RESOURCE MANAGEMENT AND ATTAINMENT OF ORGANIZATIONAL GOALS IN PUBLIC ENTERPRISE IN NIGERIA: (A CASE STUDY OF AKWA IBOM STATE WATER CORPORATION)
CHAPTER ONE
GENERAL INTRODUCTION
Human Resources Management (HRM) is the strategic and coherent approach to the management of an organization’s most valued asserts, the people working there who individually and collectively contribute to the achievement of the objectives of the organization. The term human resources managements have largely replaced the term “personal management” as a description of the processes involved in managing people in organization. The term human management can easily involve planning acquisition and development of human resources necessary for organization success. The driving force of this human resources management has been the desire for man to control other humans and other resources.
Human Resources Management (HRM) or personal administration as it is usually called, concerns itself with the “people” dimensions in management of organization. It is an organization activities directed at developing. Attracting and maintaining an effective work force. Such activities includes recruiting, staffing, training, development and compensation of the work force (Antai, 2007).
The Human Resources Management (HRM) revolves around function that have been identified that must be adhered to, if an organization must achieve its goals and remains efficient. These functions include: recruiting and selecting personal, maximizing employee potentials, maintaining rewards and penalty systems, maintaining the work force and strategies for dealing with employee associations. Its future includes:
- Organization management
- Personal administration
- Manpower management
- Industrial management
But these traditional expressions are becoming less common for theoretical discipline sometimes industrial relations and employee relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behaivour of workers in companies. The assumptions here is that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources. Such as trucks and filling cabinets. the field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productivity, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failure of process.
Most industries in Nigeria have failed because they have not been able to attain their organization goals due mostly to inefficiency, low productivity, instability, all as a result in most part, to ineffective management and poor output, many industries in Nigeria have been ravaged by inefficiency and ineffectiveness, thereby leading to the death of many of them (Antia, 2007). Some of these industries were opened with so much fanfare, and within the twinkle of an eye crumble like a pack of cards. Industries like the newsprint manufacturing company, Oku Iboku, the sunshine industries, Ikot Ekpene, to name but a few, had suffered this fate because of lack of focus, inefficiency, improper organizational setup and the failure to put their human resources into proper use.
It is against threw backdrop of the above, that this study is focused on the influence of ineffective Human resources Management and the attainment of organization goals in the Water Company Uyo, Akwa Ibom State.
1.1 STATEMENT OF THE PROBLEM
The very basic essence of setting up any organization is to ensure adequate enhanced productivity. There is some evidence that management in the Akwa Ibom State Water Corporation Uyo. Akwa Ibom State have neglected employees that work for them thereby leading to non-attainment of organizational goals. They Water Corporation, Uyo, Akwa Ibom State is an insured full service commercial water wholly owned by the Asset Management Corporation of Nigeria (AMCON).
Despite, its beautiful technology and service-driven objectives, the management of Water Corporation does not seem to understand the roles of human resources, in this connection Drucker (1977) noted that organizations can work with pledge to attain it organizational goals if only they are prepared to think about them in human terms. Many Nigerians managers do not know how to identify employee’s goals and link them with organizational rewards in order to motivate their employees. This study therefore, seeks to ascertain how staff motivation, training and retaining can help to increase productivity, efficiency, effectiveness and workers satisfaction to enable the water Corporation, Uyo Akwa Ibom State attain its set goals.
1.2 OBJECTIVES OF THE STUDY
The general objectives of the study id to investigate human resources management and the attainment of organizational goals in Water Corporation, Uyo, Akwa Ibom State. Specifically this research intends to:
- Investigate whether leadership style of management influences employee’s efficiency in Water Corporation Uyo, Akwa Ibom State.
- Examine the impact of salaries/promotions enhances employee’s effectiveness in Water Corporation Uyo, Akwa Ibom State.
- Identify challenges militating against human resources management in Water Corporation Uyo, Akwa Ibom State.
- Suggest ways and strategies of enhancing human resources management in Water Corporation Uyo, Akwa Ibom State.
1.3 RESEARCH QUESTIONS
The following research questions are raised in this study.
- To what extent does leadership style influences employees efficiency in Water Corporation Uyo, Akwa Ibom State.?
- How do salaries/regular promotion enhance employees effectiveness in Water Corporation Uyo, Akwa Ibom State?
- What are the challenges of human resources management and attainment of goals in Water Corporation Uyo, Akwa Ibom State?
- How can human resources be enhanced for attainment of goals in Water Corporation Uyo, Akwa Ibom State?
