ABSTRACT
The study examines the impact of Human Resources
Management Policies on workers performance, with special reference to First
Bank of Nigeria plc.
To achieving this, related literature was cited on
Human Resource Management Policies.
Human Resource Management Policies involves the
system of codified decisions, established by an organization to support
administrative personnel functions, performance management, employees relations
and resource planning. The establishment of policies can help an organization
to demonstrate both internally and externally the basic requirement to managing
conflictual issues of diversity, ethics and training as well as commitment
in-relation to the regulation and corporate governance of it’s employees.
A sample of 80 respondents was selected from first
Bank of Nigeria plc. using the simple and stratified sampling techniques.
Moreso, there was a response rate of (62.5%) as
against the non-respondents of
(37.5%).Thus,(50) respondents were used for data analysis and
interpretations.
The research instrument used was the questionnaire,
frequency distribution; percentage and chi-square were methods of data analysis
used for the study.
It is however shown from the study that : Human
Resource Management policies has a significant impact on workers performance.
Also that employment relationship is positively related with Human Resources
Policies.
TABLE OF CONTENTS
INTRODUCTION
1.1
Background to the study
1.2
Statement of the problem
1.3
Objective of the study
1.4
Significance of the study
1.5
Research Questions
1.6
Hypotheses
1.7
Scope of the study
1.8
Limitation of the study
1.9
Definition of terms
CHAPTER TWO:
LITERATURE REVIEW
2.0 Introduction
2.1 Concept of Human Resources policies
2.2 General areas where policies are commonly
established
In work-organisation
2.3 The need for effective Human Resource
Management
Policies
2.4 Components
of Human Resources Management
2.5 Functions
of personnel Management
2.6 Areas
involving Human Resources Policies
2.6.1 Benefit of Human Resource Planning
2.7 Recruitment
2.7.1 Sources of Recruitment
2.7.2 Factors influencing recruitment
2.7.3 Merit
of internal source
2.7.4 External
source
2.8 Selection
2.8.1 Steps in selection process
2.9 Performance
appraisal
2.9.1 Objectives of appraisal
2.9.2 Principles of policies of performance
appraisal
2.9.3 Conditions necessary for effective
performance appraisal
2.9.4 Uses of employees performance evaluation as a
deliberate
Policy
2.10 Trainning
and development
2.10.1 Trainning as a deliberate policy
2.10.2 When training as HR-Policy becomes necessary
2.10.3 Trainning methods in-use for management
development
2.11 Compensation
2.11.1 Role of compensation as HR-Policy
2.12 Wage
Determination
2.13 Human Relations Management policies in
First Bank of Nigeria
2.13.1 Historical Background of First Bank of Nigeria (FBN)
2.13.2 Staff-Strength
CHAPTER THREE:
RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research Design
3.2 Sample size
3.3 Sampling Techniques
3.4 Research Instrument
3.5 Method of Data Analysis
CHAPTER FOUR:
DATA ANALYSIS AND DISCUSSION
4.0 Introduction
4.1 Demographics (Section A)
4.2 Questionnaire (Section B)
4.3 Summary of Total Responses from Section
B-E
4.4 Test of Hypotheses
4.4.1 Hypothesis I
4.4.2 Hypothesis II
CHAPTER FIVE:
SUMMARY,CONCLUSION AND RECOMMENDATION
5.0 Introduction
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND
TO THE STUDY
Management
of human resources policies of is general to the growth and survival of any
organization particularly those of the 21st century, who encounter
on regular basis unhealthy rivalry in the global market. Bankole,(2003).
Practices
on human resources management involves basic guide lines to which efficient and
effective utilization of personnel to achieving best practices can be attained.
Therefore, for any organization that will stand the test of time in the highly
competitive environment must necessarily adopt a realistic human resources
system, planning, and utilization that could motivate as well as carry along
the entire work force in the effort towards attaining the organizational goal.
This is because while the kingdom of heaven lies on righteousness, the
organization of this world is practically run by men (Human resources). Hence,
it takes the effort of management policies or principles of human resources to
enhance the survival of an organization.
Qureshi.M,(2006)
However,
established HR policies are entrenched in ensuring a peaceful and conducive
employment relationship of employees considering labour standards, privacy
legislation, occupational health and safety, human right and workers
compensation.
It
involves certainty to other related legislation as applicable in the
jurisdiction in which the organization operates.
Regardless
of the sophistication and efficiency of organization’s modern tool and
equipment and the vastness of its financial and other material resources, they
are no value to the organization, unless the policies activities, principles or
rules guiding humans resources are put into use. Adequate supply of natural and
other resources doe s not alone bring about economic development. It is the
human asset in term of employee or workers team spirit and management action,
which can make good use of resources with effective deployment and utilization
of human resources. Therefore, HR policies helps to shape the employment value
of the organization and as well ensure managers have the skills and resources
to be able to implement sand monitor the policy. The human element is central
to organization of all description.
Marques,(2007)
Iyanda,
(1986) noted that in the process of development to any nation, manpower
contributes up to 64%, the remaining other physical and manmade resources
contributes the remaining 36% to the process of the development.
1.2
STATEMENT
OF THE PROBLEM.
Knowing
the need of human resources management ad a pivotal pigment to successful
operation of an organization, policies enacted to effect it’s functioning are
poorly implemented. The slim or poor response to executing this practice in
most organization has predicated inflexibility and poor performance for it’s
ethics. Some of these anormalics are :
-
Mediocrity
in service delivery through improper recruitment, and selection of individual
via federal character, nepotism, sentiments and feelings.
-
Inexperience
due to lack of effective training and development practice expected
in-contradiction with it’s HR laws or principles.
-
Absence
of strict employees appraisal of job whereby constituting inconsistency in
performance of a duties or task assigned.
-
Improper
motivational provision that will connote expected job satisfaction on the part
of employee
-
Inconsistent
decision - making between employee and managers negatively impacting on
work-environment or business accomplishment
-
Inconsiderability
and insensitivity to general employment standards, occupational health and
safety, human rights and workers compensation that negatively affects employees
performance.
1.3
OBJECTIVE
OF THE STUDY
The
general purpose of this research is to examine the impacts of Human Resources
management policies on workers’ performance in First Bank Nigeria Plc. It’s
purpose is to:
-
Understand
the significance of human resources policies on employees performance.
-
To
create and enhance the awareness of employee about Human Resources practices
and policies to banking sector.
-
To
portray the difference inhuman Resources Policies offered by the different
companies of the Banking sector in Nigeria.
-
To
identify the most neglected Human Resources practice which employees believe
that could help to perform better than before.
-
To
explore the importance and to change the mindset of the employees by
introducing Human resource Practice as these practice are contributing in the
performance of the firm and employees collectively.
1.4 SIGNIFICANCE OF THE STUDY
-
The
study is vital because the result will enable the researcher to know poorly
practiced HR policies in organizations can be amended implemented and complied.
-
The
result will assist the researcher to identify the benefits to HR policy
compliance in work organization.
-
The
outcome will help unveil how organizational integration, flexibility,
decentralization and functional autonomy can be perceived ad catalyst of
corporate communication and commitment of organizational employees towards
greater organizational synergy.
-
The
study will enable how Human resources policy addresses important issues related
to organization’s mission or operations.
-
The
outcome will debunk how consistent management’s flexibility to treating each
situation as UNIQUE can be curbed.
1.5 RESEARCH
QUESTIONS
From
the research objective stated so far the study aims to provide answered to the
following questions:
-
Is
the human resources management policies effective in your organization?
-
Has
these policies influenced employees performance in organizations?
-
Does
the size of the organization’s workforce justify the HR policies practiced in
your organization?
-
Is
the policy effectively monitored and enforced in your organization?
-
Has
competent and skilled workforce been generated through the HR statement
entrenched?
-
Does
it promote peaceful employment relation in the world of work?
-
Has
goals been achieved through this formal statement?
-
How
will the HR policy impact a manager’s ability to act when reviewing
performance, awarding promotions, approving leave, hiring or terminating?
-
How
does it support the development of the organization’s desired work culture?
1.6 HYPOTHESIS
HYPOTHESIS I
H0:
Human resources policies do not have a
significant impact on worker’s performance.
H1:
Human resources policies have significant impact on worker’s performance.
HYPOTHESIS II
H0: Employment relationship is negatively related
to Human Resources policies.
H1: Employment relationship is positively related
to Human Resources policies.
1.7 SCOPE OF THE
STUDY
The
study access the impact of Human resources policies on employees performance;
with reference to First bank of Nigeria Plc, sited at Taylor Bust stop,
Lagos-Abeokuta express Road, in Lagos state.
The
major respondents aimed for the study are majorly staff/employees from the top,
middle and low cadre of the organization.
1.8 LIMITATION OF
THE STUDY
Challenges
faced in the course of the study include:
-
Traffic
barrier
-
Distance
-
Stress
and it’s related rigors
-
Incomplete
collection of questionnaires in-contradiction to the initial number
distributed.
-
Information
secrecy by some respondents.
-
Mishandling
and unfriendly treatment by the security-gate personnel of the financial institution
and
-
Financial
constraints.
1.9 DEFINITION OF
TERMS
·
POLICY: is a formal statement of a
principle or rule that members of an organization must follow. Each policy
addresses an issue important to the organization’s mission or operation.
·
PERFORMANCE: involves the result or outcome of
employees service delivery to task assigned.
·
HUMAN
RESOURCES MANAGEMENT:
is the act of people focused function or activities, which cover the effective
acquisition, use and maintenance of human resources within an organization.
·
EMPLOYMENT
RELATIONSHIP:
explains the basic working conditions regulated between employer and employee
in the world of work.
·
MISSION: involves the task that an
individual, group, persons or organization is set to perform.
·
VISION: implies the goal of an entity, a
group or set of individuals or an organization, which is driven by it’s mission
(task) to attaining it.
·
ORGANISTIONAL
INTEGRATION: explains
organizational harmony and manual co-existence between and among workers in an
organization. This can be achieved through effective communication and firm
cohesion within work group.
·
MOTIVATION: is any instinctive or rational, by
which people try to satisfy their basic needs, perceived or rational needs
which trigger individual’s behavior.
·
It
is also the inner stimulus which boosts employee’s behavior towards higher
performance.
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