TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3
PURPOSE OF THE
STUDY
1.4 SCOPE OF THE STUDY
1.5 RESEARCH QUESTIONS
1.6 RESEARCH HYPOTHESIS
1.7 SIGNIFICANCE OF THE STUDY
1.8 LIMITATION OF THE STUDY
1.8 DEFINITION OF TERMS
REFERENCES
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 WHAT IS HUMAN RESOURCES
2.2 HISTORICAL
BACKGROUND OF HUMAN RESOURCES DEVELOPMENT IN NIGERIA
2.3 HUMAN
RESOURCES DEVELOPMENT AND NIGERIA ECONOMY
2.4 PLANS FOR
GOVERNMENTAL POLICY ON TRAINING AND DEVELOPMENT OF HUMAN RESOURCES
2.5 HUMAN
RESOURCES DEVELOPMENT AND INDUSTRIAL TRAINING FUND (ITF) ENUGU
REFERENCES
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 RESEARCH DESIGN
3.2 AREA OF THE STUDY
3.3 POPULATION OF THE STUDY
3.4 SAMPLE SIZE AND SAMPLING TECHNIQUE
3.5 INSTRUMENT FOR DATA COLLECTION
3.6 VALIDITY OF THE INSTRUMENT
3.7 RELIABILITY OF THE INSTRUMENT
3.8 SOURCES OF DATA
3.9 METHODS OF DATA COLLECTION
REFERENCES
CHAPTER FOUR
4.0 DATA PRESENTATION AND ANALYSIS
4.1 PRESENTATION
AND ANALYSIS OF DATA
4.2 TESTING OF HYPOTHESIS
4.3 SUMMARY OF RESULTS
REFERENCES
CHAPTER FIVE
5.0 DISCUSSIONS,
RECOMMENDATIONS AND CONCLUSIONS
5.1 DISCUSSION
OF THE FINDINGS
5.2 CONCLUSION
5.3 IMPLICATIONS OF THE RESEARCH FINDINGS
5.4 RECOMMENDATIONS
5.5 SUGGESTION FOR FURTHER RESEARCH
REFERENCES
BIBLIOGRAPHY
APPENDIX
QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Wendel (1973) described human
resources in his books as consisting of all individuals engaged in any of the
organizations activities regardless of their levels. Human resources from the
above simply means, men and women working for an organization, irrespective of
the post they are holding. However, this went further to emphasis that there
was no demarcation for men and women working for the organization that belong
or do not belong to the human resources of the organization.
Meanwhile,
any activity in the organization from the beginning to the end stage depends on
human resources. Therefore, any organization aiming at achieving some of their
goals must ensure not only maintaining constant and adequate supply of human
resources but also ensure that they were adequately motivated. This is because,
the human resources that are motivated will be answering human resources of the
organization without putting in their best.
James
(1946) stated that the effective use of people is still the key to productivity
and your assignment is to motivate people to get the best of their skills and
abilities. He affirmed that organization will achieve high productivity more
than ever before by motivating their workers and sending them for training.
Morevover, Ubeku (1983) went
further to say that although the task of motivating workers is vested on the
management team as a while but said that managers have more roles to play. He
said that managers, can provide the organization a continuous day to day
coaching, appraisal and encouragement – that the employees will need more than
ever before. He was of the opinion that manager have upper hand in motivating
workers. He further stated that the supervisor who works with his subordinates
on this intimate basis can do much to influence his organizations programme.
Training and development
of human resources have been considered an expandable luxury in terms of
financial constraints. The growth and development of any organization depends
on its human resources, a specific cost of management to develop individual
skills or a means of developing people for promotion to the next level of
organization leadership. While these views carry some validity of human
resources should be regarded in the large context of trends in society and the
need of changing organization.
In the past, not much
importance was attached to the role or human resources development on the
growth and efficiency of organizations.
No pride of place was given man-power planning and development as a save
way to enhance skills knowledge and capacities of personnel in organizations.
The importance of investing in human resources has become much clear in recent
years because of mounting evidence on the extent of which such investment as an
engine change. Although, human resources management is that sub system of an
organization which is directly concerned with planning, controlling the
procurement, development, compensation, integration and maintenance of the
human resources component of the organization. The effectiveness of this
sub-system will be judged by the way policies and practices affect the
performance and productivity of individual workers will be achieved towards the
realization of the effectiveness of the organization.
Today, one of the major
problems confronting management in an organization is the most effective way of
putting the right position. Management should identify and provide for its
human resources to accomplish its task. The concept of organizational
effectiveness is that which organizations as a social system give certain
resources and means fulfils its objectives without a capacitating its means and
resources and without placing undue strain upon its members. The means and
resources referred to have cannot be personal constituents of the organization
on who the achievement of effectiveness in the organization is based through
their increased performance and productivity. The existence of a conducive and
carefully designed human resources management policies and practices appear
inevitable for the attainment of these goals.
Human resources are the
most vital of all the factors input of organization, for without it, all the
other factors have to wait. Due to the immense contributions of man power
programmes, the government of Nigeria
has set up many institutions to help in management education in the country.
The National man-power
board is responsible for the periodic appraisal of requirements for man power
in all occupations and the development
of measures for in service training of employed man-power both in the
public and private sectors. Among these institutions is the industrial training
fund (ITF) on which these research work is carried. Industrial training fund was established to
promote and encourage the acquisition of skills in industry and commercial with
a view of generating a pool of indigenous trained man power sufficient to meet
the needs of the economy.
Others include the
administrative staff college
of Nigeria (ASCON) the
Nigerian Institute of Management (NIM) and the Center for Management
Development (CMD) it is simply defined as the potential available organization from
the people who work in it.
To fully achieve this its
corporate objectives, an organization must establish it human resources base
adequately in both quantity and quality. The effects of human resources on the
economic and industrial development has been underscored by Paul G. Hoffinan
who said of all the resources required economic development of human resources
appear the most strategic if the countries are to achieve self sustaining
growth.
Furthermore, in reaction
to the felt need for the development of human resources in this country.
The federal government
established the training agencies;
(i)
Industrial
Training Fund (ITF) in 1971.
(ii)
The
Center for Management Developm,ent (CMD) in 1973
(iii)
The
Administrative Staff
College of Nigeria (ASCON)
in 1973.
(iv)
Six
Federal Training Centers (FTCS) scattered in different locations across the country Lagos.
1.2 STATEMENT OF THE PROBLEM
One of the major problems confronting
management in any organization is the most effective way of matching people
with jobs. This calls for man power planning programme.
Many
organizations fail to progress due to their inability to train and develop
their work force. Lack of adequate skills and knowledge, which are required to
work and attain the major organizational objectives, constitute a cog in the
wheel of achieving them. There has been criticisms from different works of life
both within and outside the country about the inefficient performance of our
parastatals. The personnel officer should understand and identify certain
conditions that will serve as pointers for the need for training.
As
noted by Likent (1967) all activities of any enterprise are initiated and
determined by the persons who make up the institution. Plants, offices,
computer, automated equipment and all these that a modern firm uses are
unproductive except for human efforts and direction. The researcher wants to
identify the major problems and proffer a suggestion for the progress of the
entire organization.
1.3
PURPOSE OF THE STUDY
The paramount aim of this research
work as could be seen from the title and with the observed problems in mind is
to ascertain the effects of human resources development on organizational
growth. A case of industrial training fund (ITF) Enugu Area office in essence
it seeks to;
(i)
Identify
various human resources development plans and programmes.
(ii)
To identify industrialists and understand the
potentials available to them from the people who work in the organization.
(iii)
Furthermore,
this will help to serve the purpose of setting standards for formulating
personnel policies and ways of implementing them regards being hard to the
following.
The cultural framework of
the enterprise and the individualistic differences of the employees for whom
they are meant. With the foregoing, organization will be able to understand the
best optimum population of personnel qualities and mode of increasing their
staff and knowledge to active organizational growth and effectiveness.
1.4 SCOPE OF THE STUDY
This research work was intended to
cover the effects of human resources development on organizational growth with
the industrial training fund, Enugu Area office as a case study. Various
attempts were made to covert the historical background of industrial training
fund, the purpose of establishing it, the problems and prospects thereof. The
study includes the functions, sources of fund objectives, grants, and
reimbursement scheme of industrial training fund inter-alia.
1.5 RESEARCH QUESTIONS
In order to elicit information from
respondents, the following respondents, the following research questions were
generated.
(i)
What
are the employers/employers relationship
in attainment of organizational growth.
(ii)
In
which areas of industrial training fund (ITF) training activities do you think
human resources development programme has improved.
(iii)
What
are the factors responsible for the poor performance of the business organization?
(iv)
What
are the importance of human resources in a business organization.
1.6 RESEARCH HYPOTHESIS
Webster New International dictionary
defines (Hypothesis as a basic for reasoning a supposition formulated from
proved data and presented as a temporary explanation of occurrence, as in
science in order to establish a basis for further research. The purpose of
hypothesis therefore is to enable one make inference about something.
In
a continued effort to reach an appreciable equilibrium in the effects of human
resources development on organizational growth, the researcher employed a
selected statistical tools to enable us
reach a fair conclusion.
In
the light of the above therefore, the following major hypothesis have been
formulated. Hypothesis may be said to mean a tentative statement made by a
research (subject to tests) with a view to forming basis to study a phenomenon,
researcher situational dentition.
These
hypothesis when tested can confirm or refute the extent at which these advanced
statement can be upheld. It can equally place the researcher on the solid
ground of drawing his conclusions and subsequent recommendation.
In
order to determine the effectiveness of the effects of human resources
development. On organizational growth, it is necessary to list the hypothesis
below.
Null
hypothesis Ho: human resources development does not affects organization growth.
Alternative
hypothesis Hi: Human resources development affects organizational growth.
Null
hypothesis Ho: Human resources development is not most important sub-system on
organizational growth.
1.7 SIGNIFICANCE OF THE STUDY
Generally speaking, the effectiveness
of any organization irrespective of its nature, is measured by one significant
and objective criterion, namely the quality of its product in services is to a
large extent a function of the caliber of human resources or man power
component of the organizations production resources.
This
research work is significant to both the management (employers) and the labour
(employees). Secondly a close look at
the work carried out will reveal a significant effect of human resources
development on the organizational growth. Moreso, the research work will serve
the role of shaping the organizational policies on human resources (personnel)
for the overall attainment of the set objectives. It is only when the human
resources is adequately qualified for the job to be performed that we can hope
that the material resources in put can be effectively allocated and usefully
utilized in the most optimum manner. If personnel administration is to be
successful, management must give it sincere support in order to sustain organizational growth. The practical relevance of this study lives in
the fact that no organization can achieve its set objectives without competent
employees. Hence the issue of training and development becomes a central
pre-occupation of any organization out to achieve and sustain efficient operation.
In
essence, this study is likely to be of immense value not only to industrial training
fund (ITF) but also to all organizations irrespective of size, background and
activity. Also the result of this study
will hopefully sharpen the ground of the problems besetting human resources
development in organization and leading to a more effective grip of the
importance of well-developed manpower programme.
1.8 LIMITATION OF THE STUDY
Analyzing the efficient human
resources development an organizational growth is not a shallow topic to be handled haphazardly, it is not only technical
also sensitive and broad. For the purpose of this project, it is restricted to
the business concern. Also for want of
time resources, industrial training fund (ITF) Enugu Area office is sampled out
as a base for the research work, so many factors are deemed to militate against
quicker and easier completion of the work. These include among others.
COST: Inadequate fund may stunt this
work beyond our taste, lack of fund may also affect not only the period of the
research but also its quality. To exalt everything about analyzing the effects of human resources development on
the organizational growth and come out of legacy for the posterity one need to
travel far and near.
TIME: Time is as costly as money, it
is even easier facing financial problems than time, time lost is hardly
regained. Financial markets do exist but time existed for time, with the school
academic (leader, the period for the research work is too short. Putting other
courses into the budget.
RELUCTANT TO COOPERATE: The
management of some business organization are too reluctant to disclose the
required information and Moreso when it comes to disclosing exposing the
organizational books record. The idea equally affects the quality of facts
given in the research some do pith pact to suit the firm.
1.8 DEFINITION OF TERMS
TRAINING: The process of learning the
skills that you need to do a job.
COG: A person who is a small part of
a large organization.
RECRUITMENT: To find new people to
join a company, an organization.
STRATEGY: A plan that is intended to
achieve a particular purpose.
INEVITABLE: Something that you cannot
avoid or prevent.
INTEGRATION: The act or process of
contributing two or more things together so that they can work.
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