Effect of Human Relation Practices on Employee Performance
CHAPTER ONE
Objectives of the study
The aim of this study was to assess the effect of human relation practices on employee performance in Opobo Nkoro Council. The specific objectives are to:
- examine the relationship between human relation practices and employees performancein Opobo Nkoro Council.
- investigate the impact of employee’s performance on Opobo Nkoro Council output.
CHAPTER TWO
LITERATURE REVIEW
Introduction
The chapter deals with literature review on the concept of the effect of human relation practices on employee performance in Opobo Nkoro Council. This involves various definitions of employee performance, human resource practices, overview of Opobo-Nkoro council, the review of empirical studies, theoretical review, theoretical framework and gaps in literature.
Conceptual Issues/Review
In this section, the basic relevant concepts were reviewed. These include employee performance, human relation, among others.
Employee Performance
The success of any organization depend on its employee’s behavior and their decision. Human resource management practices are employed to evaluate the performance of the employee in the organization, and in modern era and highly competitive climate between the organizations, the tendency to improve employee performance is by improving the human resource management practices (Caliskan, 2010; Bowra, Sharif, Saeed, & Niazi, 2012). The AMO model posits that employee performance is a function of three essential components: the ability, motivation and opportunity to perform (Obeidat et al., 2016). According to the model, the use of human resource practices that are aimed at strengthening employee performance can be viewed as a composition of three dimensions – skill-, motivation- and opportunity-enhancing human resource practices (Lepak et al., 2006). Kaplan (2003) mentioned the main methods of evaluating employee performance based on:
- Employee attributes
- Employee behaviors
- Employee achievements
For organizations to maximize their efficiency in existing markets while maintaining a focus on creating future innovations, employees need to perform their given duties and be efficient in them (Patel et al., 2013). Organizations need to find the correct balance between utilizing rules and procedures to make employee performance predictable while providing employees with the freedom to spontaneously innovate to adapt to challenges and atypical situations (Fu et al., 2015; Muñoz-Pascual and Galende, 2017).
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
This chapter covers the methodology of this study. Key issues discussed includes; data collection, sampling technique, instrument for data collection, method of data analysis among others.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Introduction
In this chapter, the researcher tends to deal with the analysis and presentation of data collected in the course of this project. A total of 150 copies of questionnaire were administered in the area under study and 150 copies were retrieved from the respondents. This represents 100% return rate.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
This chapter deals with the summary of this study, conclusions from the findings and recommendations which can be used for policy making.
Summary
This study assesses the effect of human relation practices on employee performance in Opobo Nkoro Council. The study is in five chapters. In the first chapter, a general background of the study was undertaken. In view of the background, the problems of study were identified and stated, the research questions, the objective, scope and significant of the study were outline and discussed. Finally in the first chapter is the definition of key concepts used in the study.
Chapter two contains the review of various literatures on the concept of the effect of human relation practices on employee performance in Opobo Nkoro Council. This involves various definitions of employee performance, human resource practices, productivity. Also in the second chapter is the empirical and theoretical reviews, theory use as a basis for this study (Expectancy Theory of Motivation) was found best for this study.
In the third chapter of this work, the research design, population of study, sample size, sampling techniques, instrument for data collection, method of data collection, validity/reliability of instrument and method of data analysis were all discussed.
In the fourth chapter, data collected (primary) were presented and analysed to answer the research questions. Based on the various findings, the two questions were answered. After the analysis, the findings are as follows:
- There is a relationship between human relation practices and employees performance in Opobo Nkoro Council.
- Employee’s performance affect Opobo Nkoro Council’s output
Conclusion
This study has underscored the effect of human relation practices on employee performance in Opobo Nkoro Council. Findings from this research uncovered that proper human relation practice is an effective tool for employee’s higher productivity in the public sector. Hence, public staffs can only work effectively if given a proper human resource practice that guarantees motivation to perform. This is consistent with the findings of Mercy (2011) which revealed that performance-related pay has the greatest impact on increasing employees’ level of performance. Training and employee empowerment have also got an effect of increasing employees’ level of performance. Job design and job security have got the least impact on performance. This was further reiterated in the findings of Hamzah, Dr. Abdullah and HamzahEdris (2014) which corroborate that recruitment and selection and compensation significantly correlated with the employee performance in MSI. Thus, in the light of the foregoing, this study reliably concludes that human relation has a positive impact on employee’s performance in the public sector. Employees will discharge their designated responsibilities effectively if they get satisfied with the job.
The findings of this study have clearly shown that human relation practice is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. The effectiveness and success of an organization therefore lies on the people who form and work within the organization. Thus, for any organization to succeed, it should consider the satisfaction of its workers.
Recommendations
On the strength of the observations and findings made in this study the following recommendations have been made.
- Proper human resource practice should be ensured in an organization.
- Improper human resource practice affect employee performance therefore management should ensure that employees get job satisfaction.
- Employee performance determine organizational output therefore, organization should employ possible means of improving employee performance.
Limitation of the Study
In the course of carrying out this study, a number of limitations were encountered. Notable among them was the constraint encountered in sourcing for information in the local government under review.
Secondly, the constraint of literature on human resource practices and its impact on employee performance in Local Government Councils was among the constraints of this research. Finally, the unwillingness of the respondents to fill the questionnaire resulted to delay in collecting the questionnaires. The scope of the study was another limitation to the study. The study is narrow in scope as it does not include other factors that affect employee performance such as motivation, infrastructural facilities, leadership styles and so on. The study only covers human resource practices as regards to Opobo/Nkoro Local Government Council. However, these limitations did not affect the objective and quality of the study since information obtained from the questionnaires as well as existing studies on human resource practices were utilised in the study.
Areas for Further Studies
This study has researched the effect of human relation practices on employee performance in Opobo Nkoro Council. Further research can be done on the following:
- Influence of human relation practice on public organization.
- Effect of human relation practice on organization’s productivity.
REFERENCES
- Ajieh, C.J.T. (2014). Praxis of local government administration in Nigeria: The practitioner’s companion, Port Harcourt: Pearl publishers.
- Armstrong, M. (2009). Armstrong handbook of human resource management practice (11 Ed.) London: Kogan page 2009.
- Caliskan, N. E. (2010). The impact of strategic human resourcemanagement on organizational performance. Journal Naval Science Engineering, 6(2): 100-116.
- Chege, J. K. (2011). Employee relationship and organizational performance, a case study of Toronto cement factory. Unpublished work submitted to Makerere University.
- Dialoke, I., Ukah, F. O. & Ikoro, E. I. (2016). Implications of training and manpower development on employee productivity: Alvan Ikoku Federal College of Education, Owerri. International Journal of Economics and Business Management, 2(4): 30-39.
- Dr. Ernest, J. C. & Nkiru, P. N (2018). Effect of Human Resource Management Practices on Employee Retention and Performance in Nigerian Insurance Industry. World Journal of Research and Review (WJRR) ISSN:2455-3956, Volume-6, Issue-4, April 2018 Pages 27-41
