A Study on the Factors Militating Against Human Resources Development
Objective of the Study
The main objective of this study is to study on the factors militating against effective human resource in Nigeria, specifically the study intends to
- Find out the benefits and importance of effective HR development in an organization
- Investigate the challenges faced by the HR development and the factors causing them
- Analyze if the effects of those challenges has on the performance of the Organization
- Proffers solution to those challenges
REVIEWED OF RELATED LITERATURE
Concept of Human Resource Management
Concept of Human Resource Management Human asset the executives is a discipline, an expert specialization that has created lately as an expansive range, enveloping different field consolidated and combination with specific component of faculty the board hierarchical way of behaving modern and work relationship and so on As per Susan, (2005), Human asset the board is the capability inside an association that spotlights on enrollment of, the board of and giving guidance for individuals who work in the association. Human Asset the board can likewise be performed by line chief. Human asset the executives is the hierarchical capability that arrangements with issues connected with individuals like pay, recruiting, execution the board, association improvement, wellbeing, health, benefits, representative inspiration, correspondence, organization and preparing. Susan, (2012). Human asset the executives is additionally key and exhaustive way to deal with overseeing individuals and the work spot, culture and climate. Viable Human asset the executives empowers representatives to contribute actually and beneficially the general organization heading and the achievement of the association’s objective and targets. Susan (2012). The basic idea of HR in an association as a variable of progress or disappointment of the executives is put by Renses Lickert (2005 ) as follows: Every one of the exercises of any venture are started and decides by people who make up thefoundation, plant, workplaces, of all the errand of the board, dealing with the human part is the focal and most significantundertaking since all else rely on the way things are finished.Human asset the executives is made out of the approaches, practices and framework that impact worker’s way of behaving, mentality and execution (NOC, Hollen Beck, Gerbat and Wright (2007). As per Renuks Vembu (2010), Human asset is promoted as the main, compelling and significant resource of an association. Onah planned human asset as comprising of people working for an association regardless of the post they possess or holding in association. Since the utilization of HR and labor are a similar then, at that point, it shows that HR implies having the ideal individuals having the right abilities set up at right time. Lazar, (2001). As per business word reference (2012), human asset is the division of an organization that iscentered on exercises connecting with workers. These exercises incorporate enrolling and recruiting of new worker, direction and preparing of current representatives, worker advantage and maintenance previously called staff. HR is the arrangement of people who make up the labor force of an association. Human resources in some cases utilized equivalently with HR, albeit human resources alludes to a more thin view that is, the information the singular exemplify can add to an association. Different terms some of the time utilized incorporate labor, ability, work or essentially individuals. Holton and Trolt (2005). Human asset alludes to the abilities of human people to perform task this implies that the individuals who are not fit forperforming errands won’t be viewed as HR. Bervans (2003). Lazar (2001) expressed that HR guarantee the perfect number of individuals and at the ideal time making the best decision to guarantee that objective of the association are accomplished. It is critical to take note of that the individual decides and picks in what kind of association’s HR she needs to have a place. This implies that individuals are not compelled to have a place with the HR for an association rather it is an individual’s assurance, energy, mastery and desire that cause one to have a place with the work power of the association.
Edwin B. Plippo states that faculty the executives is the preparation, sorting out, coordinating and controlling of the obtainment advancement, remuneration, incorporation and upkeep of individuals to add to hierarchical, individual and cultural objectives. The embodiment of human asset the board in association is to arrange or perform exercises that will assist an association with getting these different HR that can help an association works its center innovation to achieve its objectives. Acquisition: manages enlisting the expected number of utilizes with due capability and experience keeping in view the significance of accomplishing the goal’s set before the association, it is essentially concerned will employing the perfect individuals, perfectly located, brilliantly. Advancement: This target working on the abilities and proficiency of the specialists through preparing and schooling of businesses. They incorporate exercises like preparation, workshops, collective choices, training and so on. Remuneration: This is vital to an association (boss) and workforce (worker) relationship. It manages the strategy and standard of compensation and terms of work. Upkeep:- manages the proceeded with support of good working condition for the representative. They incorporate keeping up with the state of being of the representative, wellbeing and security condition in the workplace. Combination: targets accommodating the interests of the specialists with those of the association and the general public at large. It includes managing thesentiments and perspectives of the faculty related to the rule and approaches of association. Using: – targets utilizing the administrations of the worker to the most ideal degree to accomplish hierarchical objectives and goal. It incorporates impetus endlessly plot for sharing the benefits from higher efficiency. Partition:- The last usable capability which manages the issue of worker retirement. The association through the division of individual administration is answerable for meeting specific necessities of fair treatment on detachment as well as guaranteeing that the returned representative (Faculty) is looking good as could really be expected.
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine the factors militating against effective HR development in Nigeria. Dufil food, makers of Indomie instant noodles in Ado-Odo Otta, Ogun state. form the population of the study.
DATA PRESENTATION AND ANALYSIS
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
SUMMARY, CONCLUSION AND RECOMMENDATION
It is important to ascertain that the objective of this study was to ascertain the factors militating against effective HR development in Nigeria. Dufil food, makers of Indomie instant noodles in Ado-Odo Otta, Ogun state. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing an the factors militating against effective HR development in Nigeria.
This study was on the factors militating against effective HR development in Nigeria. Dufil food, makers of Indomie instant noodles in Ado-Odo Otta, Ogun state. Three objectives were raised which included: Find out the benefits and importance of effective HR development in an organization, Investigate the challenges faced by the HR development and the factors causing them, Analyze if the effects of those challenges has on the performance of the Organization and proffers solution to those challenges. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Dufil food, makers of Indomie instant noodles in Ado-Odo Otta, Ogun state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
In conclusion, human resources development is essential for the growth and success of any organization or society. However, several factors can impede its progress and effectiveness. These factors include inadequate funding, lack of commitment from management, outdated training methods, poor leadership, and inadequate infrastructure. Addressing these challenges requires a collaborative effort from all stakeholders, including governments, employers, employees, and training institutions. Adequate funding and investment in human capital development, commitment to lifelong learning, and the adoption of modern training techniques are critical to overcoming the challenges and achieving sustainable human resources development. With a focus on these solutions, organizations and societies can enhance their human resources development programs and achieve long-term success.
Human resources development is critical to the growth and development of any society. However, several factors can hinder or mitigate against the effective development of human resources. Here are some recommendations on the factors militating against human resources development:
Lack of adequate funding: One of the significant factors militating against human resources development is inadequate funding. Governments and organizations must allocate sufficient funds towards the development of human resources. This can be done by increasing the budget allocation for education and training programs.
Poor infrastructure: Lack of adequate infrastructure such as schools, training centers, and other facilities can also hinder human resources development. Governments and organizations must invest in building and maintaining infrastructure to enhance the quality of education and training programs.
Lack of skilled trainers and teachers: The availability of skilled trainers and teachers is critical for effective human resources development. Governments and organizations must ensure that there is a sufficient number of qualified trainers and teachers to provide quality education and training.
Inadequate policies and regulations: Governments must enact policies and regulations that promote human resources development. These policies and regulations should be designed to provide an enabling environment for individuals and organizations to develop their human resources.
Inadequate technology: Technology plays a crucial role in human resources development. Governments and organizations must invest in modern technology to enhance the quality of education and training programs.
Lack of awareness: Many people are not aware of the importance of human resources development. Governments and organizations must create awareness campaigns to educate individuals and organizations on the benefits of human resources development.
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