ABSTRACT
This
study examined the impact of human resources management on employees’ productivity
in Nigeria Breweries Plc Ibadan. It also highlights and assess the human
resource management in business organization Primary data was utilized for the
study. The work method relying on the instruments of questionnaire was used in
collecting primary data from one hundred respondents, using random sampling
procedures. The data was analyzed, using descriptive statistics such as;
tabulations percentages and frequency distribution.
The
study showed motivated staffs in Nigeria Breweries Plc, Ibadan are often
present at work and more productive than unmotivated staffs. The study concluded,
among others that the effort of the management on the implementation of the
human resources has a positive effect on the sales volume and profit level
respectively.
TABLE
OF CONTENT
CHAPTER
ONE: INTRODUCTION
1.1 Background of the Study
1.2 Statement of Research Problem
1.3 Objective of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitation of the Study
1.8 Definition of Terms
CHAPTER
TWO
2.0 Literature Review
2.1 Historical Background
2.2 The Importance of Human Resources
2.3 Developing Human Resources
2.4 Attracting people through Human Resources
2.5 Motivating People through Human Resources
2.6 Holding People through Human Resources
2.7 Importance of Training and Development
2.8 The needs of training and Development
2.9 Effect of Human Resources on the Outputs of
Employees
2.10 Effect of Human Resources on the Part of the
Employer
CHAPTER
THREE: RESEARCH METHODOLOGY
3.0 Research Methodology
3.1 Research Design
3.2 Population of the Study
3.3 Sampling Designs and Procedure
3.4 Validity of the Instrument
3.5 Data Collection
3.6 Data Administration
CHAPTER
FOUR: PRESENTATION OF DATA AND
DISCUSSION OF FINDINGS
4.0 Data Presentation and Analysis
4.1 Testing of Hypothesis
4.2 Discussion of Findings
CHAPTER FIVE: SUMMARY/CONCLUSION AND RECOMMENDATIONS
5.0 Finding Summary, Conclusion and
Recommendation
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
Bibliography
Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 Backgrounds
to the Study
The
management of human resources is an
increasingly important concern in large organization. Over the years, several
business organizations have packed up basically because of the failure of the
management team or designated personnel to properly harness their human resources
potentials. Perhaps, the singular reason for this negative development in many
business organizations is the quest and unbalanced agitation for mad profit and
sudden business expansion. Capital which has been defined to mean both money
and all other structures-machines and physical structures needed for the
successful management of any business organization cannot in any way be
compared to the undeniable importance of human resource management. Any
business built on a weak human resources management would only need a short
time before it folds up. Human resource
management is an indispensable factor in any business organization survival
equation.
Some
of the major issues relating to the management of human resources in any
business organization range from issues such as the availability of needed talented
and skilled personnel, other support staff for business growth, the quality of
managerial talent and the control of tremendous costs now associated with managing
a large high-talent work force. In developing and utilizing human resources,
recognizing and carrying out each step in employment can make important
contributions toward meaningful teamwork
in
a business organization.
Indeed,
modern personnel management has evolved from a number of significant and
inter-related developments dating from the beginning of the industrial
revolution which started in Europe in the 18th Century. An exhaustive history
would trace such matters as the evolution of working association from ancient
times and the vast changes in educational opportunity in recent years. Their
impact in the total labour force, development in managerial education, the
evolution of the corporations and other social, economic and political
development of the 20th Century and before cannot be over- emphasized.
Premised
on this, the human resources require a great and careful management in order to
get the desired results through the efforts of the people who constitute the
personnel of a business organization. In actual fact, human resource management
is neither a solo-job nor a purely technical one. It is a partnership between
representatives of line and staff officials, working with union leaders to
stimulate and develop employees in pursuit of organizational goals. According
to Steiner, (1964) Human capabilities are resources to be managed in their own
right; however, they also control or at least influence the other factors of
production. Thus, the success an executive enjoys in the management of human
capabilities may be expected to have a multiplier impact on the overall
effectiveness of the enterprises.
It
is generally acknowledged that the most note-worth accomplishment of human resources
in any organization is nothing more than the fact t people are the common
element in every organization. They create the objectives, make innovations and
execute the policies and realize all the accomplishments for which
organizations are praised. Management realizes that its important assets are
not simply financial resources but having the people on hand at the right time
and in the right place to make things go. Now, the attention being given to human
resources represents a broadening of the dimensions of the personnel function
and the involvement of operating managers in personnel matters. In the same vein,
even managers are none the less required to make value judgment about human
resources every time they hire, train, sign, develop, transfer and replace
personnel. It is worthy to realize that the better success of any organization
rest on the human resources.
At
this juncture, it is important to point out that the role of human resources can
be viewed from two levels namely: the societal level i.e. micro level and the
organizational level i.e. macro level. To this end, human beings represent an
investment which must be developed. It is against this general background that
this research attempts an assessment of human resource management in business organizations
with particular reference to the Nigerian Breweries Plc, Ibadan.
1.2 Statement of the Research
Problem
Quite
often, many ambitious business owners ha e underplayed the place of human
resource management to the growth and survival of their businesses. This
uncritical view is often anchored on the hasty conclusion that given the present bad state of the
country's economy and with the quest for survival many job seekers won't be
under the perpetual mercy of business owners (employers) with little or no
possibility of wage/remuneration bargain or negotiation. In this type of employment
equation, the employers are usually concerned on how to maximally use the
employees to rake in huge profits without developing the latter's potentials. Another school of thought is of the opinion
that human resource management is indispensable in the overall growth and
development of business organizations. In this aspect, the employers are more
concerned with long term business gains and so would do everything possible to
invest hugely in the proper management of their human resource. A synergy of
this two seemingly conflicting school of thought is what this work seek to
achieve. While in the first instance, some business owners often find it
necessary to engage in human resource management, it is believed that a proper
orientation on the importance of hum resource management can go a long way in
changing business owners' orientation.
The
import of the above is hinged on that fact human resources management is a very
significant factor that affects future business organization profits and growth.
1.3 Research Questions
Attempts will be made to
answer the following research questions which will also guide the direction of
the study:
1. Is there any need for human resources in
an organization?
2.
Do resources have any effect on the
performance of staff in Nigerian Breweries Plc.?
3. What
are the importance of staff training and development in an organization?
4. Do
attracting, motivating and holding of people have any impact on an
organization?
5. What
are the likely problems facing the organization In respect to human resources?
1.4 Objectives of the Study
The
aim of the study is to highlight and appraise the r le of human resources in a
business organization through the management of Nigeria Breweries Plc. Ibadan.
The specific objectives of the study are to;
1. Examine
the impact of human resource management on employees'
productivity.
2. Determine
the need for proper human resources management and evaluate the impact of human
resources management on the part f the employer of Nigeria Breweries Plc.,
lbadan.
3. Investigate the training needs in
organizations with emphasis on the Nigerian Breweries Plc., Ibadan.
4. Offer possible solutions to the problems
facing the organization in respect to human resources management.
1.5 Significance of the
Study
This
study is important because its result will contribute to knowledge on how
central proper human resource management can significant y contribute to the
growth and expansion of any business Organization. This work benefit not only the Nigerian Breweries Plc.,
but also the Nigerian business society as a whole.
The
findings will be useful to upcoming business organizations on how to properly
and advantageously, harness their enhance management scheme towards achieving
maxim gains and profits.
1.6 Scope of the Study
The
Nigerian Breweries Plc has five branches widely spread across the country exceeding
the company's headquarters which is situated in Abebe Road, Iganmu, Lagos. Due
to impossibility of covering and focusing on all the branches and for the
purpose of a thorough and detailed research, this study has been limited t the
study of the Nigerian Breweries Plc., Ibadan.
1.7 Limitation of the Study
This
is a very important topic to management and organization as a whole and in the
course of the research study, some inevitable and unavoidable reasons emerged
as potential constraints in carrying out the research as desired. Such factors
are limited time and financial hindrances which did not permit a larger scope
and more comprehensive research work which thus making it difficult to constantly
visit the case study organization for additional information. Also, the
bureaucratic nature of the organization chosen for the study constituted a
limitation because of the organization being a multinational institution with a lot of bureaucratic
settings.
1.8 Definition
of Terms
It
is important, at this juncture to define and give contextual meanings of some
of the major terms used in this study. The following terms used in the course
of the study are hereby explained below:
Human
Resources: According to Akindele, (2000) human resources are the people who are
ready, willing and able to contribute to organizational goals and objectives.
Human resource issues are studied solely by staff personnel, who present their
findings to management or to the business planning staff as inputs to strategic
or operational planning.
Personnel
Management: Ash, (1914) defines personnel management as the recruitment,
selection, development, utilization of and accommodation of human resources by
organization. There are three basic purposes of personnel management namely:
Labour efficiency, formulation of good personnel policies and maintenance of
industrial peace.
Training:
In the words of McCormick, (1979) training is a process or procedure through
which the skill, talent and knowledge of an employee is enhanced and increased.
A successful training programme must contribute to the growth and development
of the competence and efficiency of employees.
Development:
This is a long term educational process utilizing a systematic and organized
procedure by which managerial personnel learn conceptual and theoretical
knowledge for general purpose.
Planning:
This is a managerial activity which involves deciding the goals and objectives
of the establishment or organization and make preparation for how to get there
i.e. how to meet or achieve the goals and objectives of the organization. There
are strategic, operational or tactical planning.
Recruitment:
According to Jackson and Rottstein (1993), this is a process of searching for
prospective employees and stimulating and encouraging them to apply. In
recruitment, two major characters are involved namely: the recruiting and the
recruited. During recruitment, organizations have to make chokes on who to take
in their organization otherwise called the recruited.
Selection:
Nwagbo (2004) maintains that selection is to ere off the most appropriate
applicants, turn them into candidates and persuade them that it is in their interests
to join the organization even times of high unemployment.
Placement:
This is the action of placing an applicant for a job. It is one of the most
critical aspects of personnel function.
Motivation:
Young (2002) says that motivation is the act of stimulating someone or oneself
to get a desired course of action, to push the right button, to get a desired
reaction. There are two kinds of
motivation: positive negative motivation.
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