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Abstract
The aim of the study is to examine the human resources management and organizational performance in selected firms in Obio Akpor Local Government Area. The human resources management strategies discussed on recruitment, selection training and development, compensation, employee welfare etc. there was research methodology including research design, population of the study, sampling and sampling techniques, methods of data collection, questionnaire design, methods of data analysis data presentation and analysis, discussion of findings, the summary, conclusion and recommendation.
Table of Contents
Title Page i
Declaration iii
Certification iv
Dedication v
Acknowledgement vi
Abstract vii
Table of Contents viii
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 4
1.3 Objectives of the Study 5
1.4 Research Questions 5
1.5 Significance of the Study 6
1.6 Scope of the Study 6
1.7 Limitations of the Study 6
1.8 Definitions of Terms 7
Those terminologies used are here explained: 7
CHAPTER TWO 8
REVIEW OF RELATION LITERATURE 8
2.1 Brief Introduction 8
2.2 Conceptual Framework 9
2.3 Theoretical Framework 17
2.4 Review of Empirical Studies 19
CHAPTER THREE 22
RESEARCH METHODOLOGY 22
3.1 Research Design 22
3.2 Population of the Study 22
3.3 Sample and Sampling Techniques 23
3.4 Questionnaire Techniques 23
3.5 Method of Data Collection 23
3.6 Method of Data and Analysis 24
CHAPTER FOUR 25
DATA PRESENTATION AND ANALYSIS 25
4.1 Data Presentation 25
4.2 Analysis of Research Questions 25
4.3 Data Analysis 28
4.4 Discussion of Findings 29
CHAPTER FIVE 31
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 31
5.1 Summary 31
5.2 Conclusions 31
5.3 Recommendations 32
References 34
Appendix I 35
Appendix II 36
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The aim of the study is to critically examine Human Resources Management and Organizational Performance in selected firms in Obio Akpor Local Government Area of Rivers State. Emphasis is made that human resources management as a process involves Manpower Planning, Recruitment and Selection, Employee Motivation, Performance Evaluation, Industrial Relations, Provision of Employee Benefits, Employee Socialization and Orientation, Training and Development, Manpower Planning etc.
According to Agbol (2013) Manpower Planning covers issues relating to Recruitment of Employee which is gathering a pool of qualified candid ares to apply for vacant positions in an organization while selection is a choice of fight caliber qualified persons to take up jobs in organization such that work performance can be improved.
Employee Motivation
Motivation of Employees is the process of Satisfaction of their basic needs by providing financial incentives and rewards for workers for satisfaction of such needs so as to improve on their work habits, and contributing to organizational performances.
Performance Evaluation
In the views of Oladusu (2006) it is the general review of the skills and potentialities, competence, talents of work in an organization and it is determines their future promotion, incentive grant, salary increment, and other benefits to be awarded to them. It is also a determination for the knowledge, ability and attitudes of employees towards work performance and identifying those factors that will facilitate work performances of employees.
It is expected to foster or create right atmosphere inter-personal relationship, fairness, objectivity and confidence in employees about job performance.
Industrial Relations
Obioma (2004) argued that industrial relations as a human resources management process involves high level of sensitivity and careful interactions with labour or employees union, addressing all grievances and setting disputes arising among employees and management maintaining peace and harmony in the organization, adopting disciplinary measures, solving problems and understanding the behaviours of employees are the work place, protecting the interest of employees and management respectively. Human resources management that will enhance organizational performance must consider certain benefits for employees such as fair pay as a common reward for encouraging commitment to work at the workplace. It is a fair financial compensation inform of staff welfare, housing loans, medical care, for employees so as to accelerate the rate of job performance as it determines how employees needs can be satisfied.
Employee Socialization and Orientation
Gomba (2014) contended that the selected firms should embark on employees socialization and orientation as a human resources management factor so as to provide for their new employees at the work place a background information and knowledge required for effective work performance.
As a process is designed through those programmes that will improve on the work attitudes and behaviours of employees when they are internalized with the work norms, values of the organization and for their observance of certain ethical issues relating to work performance in the firms.
Training and Development
This has been considered as one major factor that will contribute to improving the organizational work performance of employees. Training is intended to teach new workers the basic knowledge, ideas, skills required for the effective performance of their jobs and it focus primarily on teaching organizational members how to perform their current jobs and helping them to acquire work attitudes and behavior for effective performance. Development of employees is the process of building and enhancing the knowledge of employees in an organization so as to prepare them for higher responsibilities to face new work challenges. It involves adoption to changing conditions and circumstances in the organization and to assist employees maintain and improve on their current job performance.
1.2 Statement of the Problem
Many problems have affected human resources management and organizational performance which are poor finding of employees wages and salaries, benefits and rewards which affects their commitment to work performance. Poor work attitudes of employees due to low investment into improving their service condition. Lack of an organized training programmes for employees has hindered their level of skill and competence for work performance. Non contermity of employees to work ethics and norms has affect perfect work performance in the selected firms under study, poor planning of job specialization in performance of job and employees tend to be isolated and performance is affected. There is low employee motivation which affects the quality of work life. Pay, employee benefits, job security are not assured. Job stress are not reduced with no employees assistance programme and no participative work design.
1.3 Objectives of the Study
This study is set out to achieve the following:
- To identify human resources management policies that can lead to organizational performance.
- To highlight on the meaning, nature and dimensions of human resources management.
- To ascertain human resources management strategies that can lead to effective organizational performance.
- To evaluate employee work attitudes that will constitute organizational work performance.
1.4 Research Questions
In carrying out the study, the following research questions were generated:
- What are those human resources management polices that can lead to organizational performance?
- What is the meaning, nature and dimensions of human resources management?
- To what extent can we ascertain human resources management strategies that can lead to effective organizational performance?
- How can we evaluate employee work attitudes that will constitute organizational work performance?
1.5 Significance of the Study
The relevance of these study will be felt by scholars and researchers, management of organizations and the government, employers of labour etc. To scholars and researchers it will guide them in the process of research as it will expand their knowledge and ideas about preparation of research. To management it serve as a guide in their human resources planning policy to determine suitably qualified personnel’s to occupy vacant positions in their organization.
To the government and employers of labour, this study will orient them towards the employment process to select fight candidates for positions in organizations.
1.6 Scope of the Study
The scope of the study is wider as it will embrace the functions of the human resources managers which are exercised in organizations for recruiting selecting suitably qualified candidates for needed positions in their organization. It will also embrace issues of employee welfare, wages, salaries, re-enumerations and benefits, training, development and generally employee motivation.
1.7 Limitations of the Study
There are several factors that affected the preparation of the study when includes:
- Time constrains due to other academic work carried along with the research.
- Financial constrains were faced when affected material acquisition.
- Inadequate materials for review of literature work for the study.
1.8 Definitions of Terms
Those terminologies used are here explained:
Human Resources Management:- The process of recruitment, selection planning, motivation, performance monitoring of employees.
Management:- The process of planning, organizing, directing, controlling by Human Resources Management (HRM) to achieve organizational goals.
Motivation:- Those policies that will encourage employees to gain commitment for job performances.
Recruitment:- Gathering a pool of candidates to apply for vacant positions.
Selection:- A decision about making a job offer to candidates