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Abstract
The study examines the impact of human resources development and workers effectiveness in selected manufacturing firms in Port Harcourt, Rivers State. The survey research design was adopted. The population of the study is made up of 120 staff drawn from the two soft drinks firms under investigation out of which a sample size of 96 respondents was drawn via Taro Yemen’s formula. The frequency distribution table and including statistical tools such as Chi-Square were used for data analysis of the study. In findings it was revealed that there is a significant relationship between human resources development and workers effectiveness. Hence, it is recommended that periodic employees training and development scheme should as a matter of strategic option be arranged for the employees in order to improve their skills and knowledge on their job for effective performance. Subsequently wages and other financial benefits of employees should be structured and upwardly reviewed by management for employees to improve on their level of productivity, employment of staff must be based on merit by human resource department in order to give room for best hands to work in the organization, management must encourage equity between effort put into the job and promotion to encourage hard work.
Table of Contents
Title Page i
Declaration iii
Certification iv
Dedication v
Acknowledgments vi
Abstract vii
Table of Contents viii
List of Tables x
List of Figures xi
CHAPTER 1 1
INTRODUCTION 1
1.1Background of the Study 1
1.2 Statement of Problems 3
1.3 Objectives Of The Study 4
1.4Research Questions 4
1.5Significance of the Study 5
1.6Research Hypotheses 5
1.7 Scope/Limitation of the Study 6
1.8 Definition of Terms 6
CHAPTER 2 8
LITERATURE REVIEW 8
2.1 Conceptual Framework 8
2.1.1 Concept of Human Resources Development 8
2.1.2 Dimensions of Human Resources Development 10
2.1.7 Workers Effectiveness 11
2.1.8 Measures of Workers Effectiveness 12
2.2 Theoretical Review 17
2.2.1 Universalistic Theory 17
2.2.2 Contingency Theory 18
2.2.3 Configurational Theory 19
2.3 Empirical Framework 20
CHAPTER 3 23
RESEARCH METHODOLOGY 23
3.1Research Design 23
3.2Population of the Study 23
3.3Sample and Sampling Techniques 23
3.4 Questionnaire Design 24
3.5Sources and Method of data Collection 25
3.6Data Analytical Techniques 26
3.7 Reliability and Validity 27
CHAPTER 4 28
DATA PRESENTATION AND ANALYSIS 28
4.1 Data Collection and Presentation 28
4.2 Data Analysis 29
4.3 Testing Of Hypothesis 33
4.4 Discussion of Findings 36
CHAPTER 5 38
SUMMARY, CONCLUSION AND RECOMMENDATIONS 38
5.1 Summary 38
5.2 Conclusion 38
5.3 Recommendations 40
Appendix I 46
Appendix II 47
List of Tables
Table 4.1 Questionnaires Administration and Retrieval 28
Table 4.2: show age bracket of respondents 29
Table 4.3: show sex of respondents 29
Table 4.4: Academic qualification 30
Table 4.5: Marital status 31
Table 4.6: If staff training associate with workers effectiveness. 31
Table 4.7: Response showing if staff development influences workers effectiveness. 32
Table 4.8: Response showing if coaching associate with workers effectiveness. 32
Table 4.9: Response showing if organizational culture influence the relationship between human resource development and workers effectiveness. 33
Table 4.10: Contingency Table 34
List of Figures
Figure 2.1: A Conceptual Framework Showing The Relationship Between Human Resources Development And Workers effectiveness 7
CHAPTER 1
INTRODUCTION
1.1Background of the Study
In today’s market, firm’s effectiveness is dependent on seven to ten attributes/characteristics. He further stated ten characteristics those highly effective organizations exhibits. They are, clarity of the organization’s mission, the power of leadership vision, adherence to shared values throughout the organization, cohesive, balanced team of leaders, clear and measurable goals and objectives, mechanisms for external feedback and input, a desire to learn continuously, pursuit of excellence, competent planning and decision-making processes, periodic celebrations of nobility of the work and collective accomplishments. Fitz-Enz (1997) concluded there are eight practices of highly effective organizations. Barney (1991) also affirms that for a resource to have that potential, it must satisfy four conditions: be valuable, rare, imperfectly imitable and non-substitutable. The resources that satisfy the conditions for being sources of competitive advantage are superior assets and capabilities and distinctive core competences (Prahalad& Hamel, 1990). Distinctive core capabilities are those processes that involve a combination of physical and human resources and which are later responsible for the organization’s tacit and explicit knowledge. (Espino- Rodriguez, pardon-Robaina, 2005).
One construct that can enhance workers effectiveness is human resources development. Human resource is now evolving approach that promotes the use of human, natural and financial resources to improve the economy, the environment and society in an integrated way for the benefit of current and future generations.
Human resource can be defined as the practice of reserving resources for future generation without any harm to the nature and other components of it. Apple (1998) human resource development ties together concern for the carrying capacity of natural systems with the social, political, and economic challenges faced by humanity human resource science is the study of the concepts of human resource development and environmental science. There is an additional focus on the present generations responsibility to regenerate maintain and improve planetary resources for use by future generations.
The greatest asset of any organization is its human resources that ensure that achievement of the company’s goals and objective (source: Human resource Article 2012) it is unfortunate that most company’s organization have neglected the development and management of their chief asset which is human resource
Ogbodo (2007). According to Ubeku, (1995) human development is the function within an organization that focused on recruitment of management and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment Ubeku, (1995). Effective human resource management enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives Fatunla, (2000). Human resources development is administrative activities associated with human resources planning, recruitment selection orientation training appraisal motivation and also a functions within an organization that focuses on people Graham, (1994).
Workers effectiveness is a recurring theme examined by academicians, consultants and practitioners. The frequent and uncertain changes, greater competition between firms, the need for continuous innovations, quality enhancement and cost reduction force companies to face the challenge of improving their competitiveness and consequently their performance. This realization has propelled human resources development as a major field of study and the renewed interest has facilitated the development of newer approaches in managing organizations and human resource (HR), (Wright, 2005).
In recent years, it has been noted that good number of business establishment are having poor productivity as a result of lack of effective and efficient human resource. Business is full of uncertainty and the understanding of labour contribution or human resources development is vital for management especially in the areas of boosting workers effectiveness, productivity and as well its profitability (Ubeku,1995).
1.2 Statement of Problems
Both public and private organizations in Nigeria contribute to the wrong utilization of available human resources. This is because graduates are employed in areas where they lack expertise. The management of some organization does not seem to know the importance of training and development on workers effectiveness, Ubeku, (1995). Some management believes that if workers have acquired education, there is no need to training again. Provisions of welfare facilities are not given adequate attention in some organization despite many policies being put in place to ensure workers’ productivity and efficiency and to possibly stamp out ethical practices in the public sector especially.
Problems identified in the study are Poor staff training, Lack of staff development and inadequate employee coaching. Therefore, this study intends to solve the problems of human resources development and workers effectiveness which many researchers has tried to look into over the years.
1.3 Objectives of the Study
The main objective of the study is to examine human resources development and workers effectiveness of manufacturing firms in Port Harcourt. The specific objectives are as follow:
i. To examine the relationship between staff training and workers effectiveness of manufacturing firms in Port Harcourt.
ii. To examine the relationship between staff development and workers effectiveness of manufacturing firms in Port Harcourt.
iii. To examine the relationship between coaching and workers effectiveness of manufacturing firms in Port Harcourt.
1.4Research Questions
The following question shall be use in the course of this research study.
i. What is the relationship between staff training and workers effectiveness of manufacturing firms in Port Harcourt?
ii. What is the relationship between staff development and workers effectiveness of manufacturing firms in Port Harcourt?
iii. What is the relationship between coaching and workers effectiveness of manufacturing firms in Port Harcourt?
1.5Significance of the Study
This research has determined to examine human resources development and workers effectiveness.
The significance of this work lies on the fact that it will help human resources managers improve workers effectiveness in their organizations.
The study is focused towards gaining a detail insight on human resources development and workers effectiveness. This research project will be beneficial to the business organizations, government, and people in the society who have quest for more knowledge on human resources development and workers effectiveness.
The study is also intended to provide a benchmark for business managers in Rivers State. Finally, this study will be of benefit to the students of Ken Saro-Wiwa Polytechnic and other institutions of higher learning on the insight o human resources development and workers effectiveness.
1.6Research Hypotheses
H01: There is no significant relationship between staff training and workers effectiveness of manufacturing firms in Port Harcourt.
H02: There is no significant relationship between staff development and workers effectiveness of manufacturing firms in Port Harcourt.
H03: There is no significant relationship between coaching and workers effectiveness of manufacturing firms in Port Harcourt.
1.7 Scope/Limitation of the Study
The study has examined human resources development and workers effectiveness. The study limit scope to some selected manufacturing firms in Port Harcourt Metropolis, Rivers State which include Pabod Breweries, and Port Harcourt Floor Millsall in Port Harcourt.
The study is limited to the following limitations:
The level of frankness in response to questions by the respondents is quite doubtful.
Finance: Accessing fund for the research work as difficult and this to a great extent limited the quality of research activity.
Time: The time allocated to the research work was not sufficient to give room for further intensive work on the field of study.
Organization Policy: Policies of the organization limited the level of information received. The personnel of the firms were not willing to give information, stating that it was against the organization’s policy.
1.8 Definition of Terms
The researcher took the pains in giving the definitions of some uncommon terms used in this study; this is done in order to make it possible for the project work to have the full of human resources development.
The following are some of the related terms used in the study:
Organization: An organization or organization (see spelling differences) is an entity, such as an institution or an association that has a collective goal and is linked to an external environment.
Human Resources Development: It is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.
Competitiveness: The quality of being as good as or better than others of a comparable nature.