Impact of Human Resource Management on the Productivity Level of an Organization
Chapter One
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To determine the efficiency of human resources management and development in organizational growth.
- To ascertain if human resources management has any significant impact on organizational profitability
- To determine the effects of work motivation and compensation on the productivity of the organization
- To examine the effects of the work attitude of workers on the productivity of organizations.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Concept of Human Resource Management
Human resource management is a discipline, a professional specialization that has developed in recent years as a broad spectrum, encompassing various field incorporated and synthesis with certain element of personnel management organizational behavior industrial and labour relationship etc According to Susan, (2005), Human resource management is the function within an organization that focuses on recruitment of, management of and providing direction for the people who work in the organization. Human Resource management can also be performed by line manager. Human resource management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration and training. Susan, (2012). Human resource management is also strategic and comprehensive approach to managing people and the work place, culture and environment. Effective Human resource management enables employees to contribute effectively and productively the overall company direction and the accomplishment of the organization’s goal and objectives. Susan (2012). The critical nature of human resources in an organization as a factor of success or failure of management is put by Renses Lickert (2005 ) as follows: All the activities of any enterprise are initiated and determines by persons who make up the institution, plant, offices, of all the task of management, managing the human component is the central and most important task because all else depend on how it is done. Human resource management refers to the policies and practices involved in carryout the human resources aspect of management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development and labout relations (Dressler, 2007). Human resource management is composed of the policies, practices and system that influence employee’s behavior, attitude and performance (NOC, Hollen Beck, Gerbat and Wright (2007). According to Renuks Vembu (2010), Human resource is touted as the most important, influential and impactful asset of an organization. Onah designed human resource as consisting of men and women working for an organization irrespective of the post they occupy or holding in organization. Since the use of human resources and manpower are the same then, it indicates that human resources means having the right people possessing the right skills in place at right time. Lazar, (2001). According to business dictionary (2012), human resource is the division of a company that is focused on activities relating to employees. These activities include recruiting and hiring of new employee, orientation and training of current employees, employee benefit and retention formerly called personnel. Human resources is the set of individuals who make up the workforce of an organization. Human capital in sometimes used synonymously with human resources, although human capital refers to a more narrow view that is, the knowledge the individual embody can contribute to an organization. Other terms sometimes used include manpower, talent, labour or simply people. Holton and Trolt (2005). Human resource refers to the capabilities of human persons to perform task this means that those who are not capable of performing tasks will not be regarded as human resources. Bervans (2003). Lazar (2001) stated that human resources ensure the right number of people and at the right time doing the right thing to ensure that goal of the organization are achieved. It is important to note that its the individual that determines and chooses in what type of organization’s human resources she wants to belong. This means that people are not forced to belong to the human resources for an organization rather it is a person’s determination, zeal, expertise and ambition that make one belong to the work force of the organization. Therefore human resources are the most important asset of an organization.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to impact of human resource management on the productivity level of an organization
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information on impact of human resource management on the productivity level of an organization. 200 staff of Royal palace hotel, Enugu state were selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was on Impact of Human resource management on the productivity level of an Organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of Human resource management on the productivity level of an organization
Summary
This study was on Impact of Human resource management on the productivity level of an organization. Four objectives were raised which included: To determine the efficiency of human resources management and development in organizational growth, to ascertain if human resources management has any significant impact on organizational profitability, to determine the effects of work motivation and compensation on the productivity of organization, to examine the effects of work attitude of workers on the productivity of organizations. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Royal palace hotel, Enugu state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up of HRM, guest relation officers, food and beverage supervisors and chefs were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Considering all that has been discussed, the review of related literature and research findings obtained in this study, it has been established beyond every reasonable doubt that human resources development, motivational tools, training etc. make workers to be more effective to their various job. Though the analysis of the subject matter centers on private enterprises, the need for the study is in recognition of the fact that in all aspects of human endeavours, is it private or public companies. It is no longer necessary to lay undue emphasis on what effective human resources development can do to any organization that imbibes the practice
Recommendation
1) The management having seen human resource exercise as a vital aspect in organization, should be encouraged to finance it, seeing that the company is one that makes use of highly trained personnel, lack of funds as a problem should not be allowed to hinder effective implementations development.
2) Educational qualifications, more especially of technical qualifications should be a pre-requisite for recruitment, dilution, placement, promotion appraisal and lay off of workers. This means that the company under study should adjust their work/responsibility by engaging more qualified staff so as to help utilize other resources well for their effective productivity.
3) Organizations ought to inculcate the habit of attending seminars, and conference. These are avenues where new skills are developed and discovered. It not only helps to train and develop the worker but also offers powerful labour force that help to the organizational growth in sales and profitability.
4) Human resources training and development should be adopted in our business concern in a big way because these employees even when they are the right people at the job need to be updated and modifies considering our dynamic environment.
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