(A STUDY OF FCMB, ABA ROAD PORT HARCOURT)
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ABSTRACT
The purpose of the study is to examine the influence human resources development and employee job performance in FCMB, Aba, Road, Port Harcourt, and Rivers State. In the course of this study the primary and secondary data sourcing methods were adopted. The primary has to do with structured and unstructured questionnaire, personal interview and observation, while the secondary data were sourced from textbooks, journals, library materials, corporate magazines and internet materials. The population of the study is made up of 100 staff drawn from FCMB, Aba, Road, Port Harcourt, and Rivers State out of which a sample size of 80 respondents was drawn via Yaro Yemen’s formula. In findings it was revealed that there is a significant relationship between human resources development and employee job performance. Hence it is recommended that 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.
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In today’s competitive business world, it is understood that organizations can only compete with their rivals by innovating. Organizations can only innovate by managing their human resources well (Kuvaas, 2006).
Organizational Performance has to do with accomplishment standard of accuracy, completeness, cost and speed. Performance is seemed to be the fulfillment of an obligation in a manner that release the performer from all liabilities under the contract. This means that an employee must be properly, evaluated in term of their productivity, skills taken decision and total commitment to their job so as to enable the organization to achieved expected goals (Kuvaas, 2006).
The human resource system can become more effective by having a valid and accurate appraisal policy used for rating performances of the employees. Unfortunately, in Nigeria today, the number of organizations using an effective performance appraisal policy is limited (Yalcin, 2002).
Human resource has been subject of thought and reflection in the field of management for a long time, only recently, however that the link between organizational competitiveness and human resource development issues, seem to have received attention, where human development has developed different approaches, in identifying the benefit of the perception against the traditional human resource management, which is a drive towards a development Aniagbo (1984).
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).
Employee job Performance is defined as financial, customer based, internal process and learning and growth performance. From the foregoing, the study is intended to examine the relationship between human resources development and organizational performance.
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 employee job performance, 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 employee performance Ubeku, (1995). Some management believes that if workers have acquired education, there is no need to train 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 organizational competitiveness 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 organizational performance. The specific objectives are as follow:
- To examine the relationship between staff training and employee performance.
- To examine the relationship between staff development and employee performance
iii. To examine the relationship between coaching and organizational employee performance.
- To examine the relationship between organizational culture and employee performance
1.4 RESEARCH QUESTIONS
The following question shall be use in the course of this research study.
- What is the relationship between staff training and employee performance?
- What is the relationship between staff development and employee performance?
iii. What is the relationship between coaching and employee performance.
- To what extent does organizational culture influence the relationship between human resource development and employee performance?
1.5 SIGNIFICANCE OF THE STUDY
This research has determined to examine human resources development and employee performance.
The significance of this work lies on the fact that it will help human resources managers improve employee performance in their organizations.
The study is focused towards gaining a detail insight on human resources development and employee performance. 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 employee performance.
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 oo human resources development and employee performance.
1.6 SCOPE/ LIMITATION OF THE STUDY
The study has examined human resources development and employee performance. The study limits scope to some FCMB Aba, Road 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.
1.7 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:
Human Resources Development: It is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.
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.
Organizational: Is a combination of people or individuals efforts working together in purse of common goals. They are made of people, purpose, structure; they utilize technology, common values systems operate in the context of internal and external environment, leadership styles.
Performance: Is an act of performing carrying into executive or action, achievement accomplishment representation by action.