Impact of an Effective Human Resources Management in an Organization
Chapter One
OBJECTIVE OF THE STUDY
Human resource been the most important assets of all organization it plays a significant role in the structure and operation of all public organization as designed. In the process of administering human resource in the public sector, human resource manager face some challenges which hider the performance of their functions. Therefore they formulate policies and the method to guide them to achieve these objectives.
The objectives of the study therefore are:
- To identify the problems associated with human resource management in public organization.
- To uncover the significance and the impact of motivation on effective human resource management with reference to federal judicial service commission.
- Consequently, the research work critically analyzed the significance of human relations in the organization.
- Finally, the project recommended possible solution to the problems which hinder the performance of human resource management in an organization.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
Concept of Human Resource Management
Human resource management is the function within which an organization focuses on recruitment of employees and providing direction for the people who work in an organization. Human Resource management can also be performed by line manager. Human resource management is the organisational function that deals with issues related to employee working in an organisaton this includes compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration and training (Susan 2012). Human resource management is also a strategic and comprehensive approach in managing people, and the work place, culture, and environment. Human resource management enables employees to contribute effectively and efficiently to the overall objective of the company, and the accomplishment of the organization’s goals and objectives (Susan 2012). A company is able to better manage its intellectual capital and improve organisational performance by properly implementing human resources Management System (HRMS) (Khalid, Salim, Loke & Khalid, 2011) [18] . The advent of “knowledge – intensive era” has turned human resources into a company’s most important core resource, and an appropriately implemented HRMS helps an organization develop internal human resources, build competitiveness intellectual capital, and eventually buster it’s operating performance and enterprise value (Moorhouse & Cunningham, 2010) [23] . Competitive advantage for the organization lies not just in differentiating a product or service or in becoming the low cost leader but is also being able to tap the company’s special skills or core competencies and rapidly respond to customer’s needs and competitor’s moves (Kaiser, 2011) [17] . Human resources management can play a role in identifying and analyzing external opportunities and threats that may be crucial to the company’s success. The activities range from attracting high quality employees, placing them in appropriate position, training them to work in the firm’s specific way, and motivating them to devote more, if enough attentions are not being paid to coordination of human resources, the organisational effectiveness is likely to be decreased (Jost, Nosek & Gosling, 2009) [16] . A fantabulous employee might find it quite difficult to achieve high performance without good training compatible with organisational goals, and the work itself. Similarly, a lack of motivation for well-trained employees may be linked with the performing below their potentials. It logically follows that adoption of effective technical HRM activities is a key to implementing a set of internally consistent human resources practices (Preuss, Haunschild & Matten, 2009) [30] . In other words, effective technical human resource activities are necessary for accomplishing the partial goal of HRM.
Participation and Involvement in Human Resources
Companies intending to gain a sustained competitive advantage should help their employees participate actively including aspect like decision-making processes and involve them in the day-today problems solving in organization. Putting in place program with the involvement of employee give them the employees with opportunities to reflect their attitudes, and work experiences, as well as their hopes for the future (Bratton and Gold, 2007). Grant (2008) states that high-involvement practices may influence organisational performance and that employees’involvement in problem-solving and self-directed teams may increase autonomy and satisfaction.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
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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 DESIGN
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 impact of an effective human resources management in an organization. UBA in Lagos form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
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.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain impact of an effective human resources management in an organization. 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 impact of an effective human resources management in an organization
Summary
This study was on impact of an effective human resources management in an organization. Four objectives were raised which included: To identify the problems associated with human resource management in public organization, to uncover the significance and the impact of motivation on effective human resource management with reference to federal judicial service commission, consequently, the research work critically analyzed the significance of human relations in the organization and finally, the project recommended possible solution to the problems which hinder the performance of human resource management in an organization. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from UBA, Lagos. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
An organization can only be as good as the performance of organization employees because employees’ performance is the most important determinant of organisational achievement. Improving individual performance will also increase the productivity of the organization. The way to achieve that is through the provision of good working environment and building the system that aims to continuously improve performance. The purpose of HRM is to provide eligible employees for organization to increase organisational performance and effectiveness. The HRM activities purposeful for recruiting people into an organisation and to ensure retention and long-term employment, and increase organisational performance through motivation, HRM practices are able to increase organisational effectiveness by ensuring profitable experiences for employees. For instant when people employ into an organization, well orientation programs help them to learn about the organization and its values to increase organisational performance. Human resource management (HRM) is a key function for an effective and efficient organization. This article’s is to examine the impact of human resource management system on organisational performance. Companies, which want to be the most competitive against their competitors in the area of market, have touse HRM as a tool that enhance their organisational performances, and makes them leaders of the marke
Recommendation
From all indications, the implementation and the management of human resources by non-HR experts has damaging implications. It was found out that HR functions like recruitment and selection were left in the hands of directors and general managers and this opens the recruitment and selection processes up to nepotism, cronyism and favouritism. Starting with recruitment and selection, it is recommended that people HR expertise with the help of line managers are made to carry out these activities so that people with the appropriate skills, attitudes and knowledge are hired. This will ensure professionalism and institutionalism in the activities of rural banks.
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