Effective Human Resources Management As A Tool For Organizational Performance (A Case Study Of Nigerian Breweries Plc)

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Effective Human Resources Management As A Tool For Organizational Performance (A Case Study Of Nigerian Breweries Plc)


Abstract


The Management of Human Resources is an effective way of achieving organizational performance. It has been discovered that most organization are lacking behind in this area and as a result have been experiencing a decline in their productivity as well as failure in the achievement of their goals and objectives. This research work was designed to deal with how human resources in an organization can be effectively managed so as to help in the attainment of organizational performance. In order to solve this problem of lack of effectiveness in management of human resources, data were selected and analyzed using Nigerian Breweries Plc as a case study. However, at the end of the research, it was observed that, effective management of human resources is an important tool for achieving organizational performance; lack of effective management lead management to frequent labour turnover and poor productivity.

In conclusion, the effective use of human resource in an organization will lead to performance of an organization.


Table of Contents


Preliminary Page(s)

  • Title
  • Declaration
  • Approval
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of Content

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Relevance of the Study
  • 1.5 Scope of the Study
  • 1.6 Organization of the Study
  • 1.7 Limitation of the study

Chapter Two:

Literature Review

  • 2.1 Introduction
  • 2.2 Definitions of Human Resource Management
  • 2.3 Human Resource Management Functions
  • 2.4 Organizing the Human Resource Department
  • 2.5 Roles Human Resource Deparment
  • 2.6 The Human Resource Manager
  • 2.7 Roles of Human Resource Leaders
  • 2.8 Importance of Personnel and Human Resource Management
  • 2.9 External Influence on Human Resource Management
  • 2.10 How Can a Company’s Effectiveness be Measured?
  • 2.11 Current Problems, Issues And Trends

Chapter Three:

Research Method

  • 3.1 Introduction
  • 3.2 Population of the Study
  • 3.3 The Sample and Sampling Technique
  • 3.4 The Research Design
  • 3.5 The Data Gathering Instrument
  • 3.6 Method of Data Analysis
  • 3.7 Operationalization and Measurement of Variable

Chapter Four:

Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Respondents’ Characteristics
  • 4.3 Presentation and Analysis of Data
  • 4.4 Testing of Hypothesis
  • 4.5 Findings

Chapter Five:

Summary, Conclusion and Recommendations

  • 5.1 Summary of Findings
  • 5.2 Conclusion
  • 5.3 Recommendations
  • Bibliography
  • Appendix

Chapter One


Introduction

1.1 Background of the Study

One area of an organizational performance is the management of workers in the organization. Business in a market economy depends on certain resources such as the financial resources material resources and human resources. It is through the combination of these resources that the attainment of the goal is achieved. However the most significant and complex component for the attainment of the organizational performance is the human resource.

The concept of human resource according to Udo-Udoaka (1992) refers to the managerial, scientific, engineering, technical, craft and other skills which are developed and employed in creating, designing and developing organization and in managing and operating productive and service enterprise and the economic institution. Human resource is composed of individual working for an organization, employed these days as temporary staff or contracted staff but collectively making up the most important of organizational resources. Therefore, an organization must have the right number and types of employees to who must be managed in such a way that they will be able to achieve their personal and organizational objectives.

Since the early 1980s, the field of human resources management has been in a state of rapid transition. As the world continues to experience profound changes different sets of changes are revolving. Today, most managers are comfortable with the term “Human Resources” but a few still prefer to refer to “people” Employee” or “staff” and to use the term “personal management” Allan Cowling, (1998) argues at one level that terminology ‘may be deemed to be less important, because it is practice that really counts. However, at another level he argues that it does matter because ways of managing people at work have come a long way in the last fifteen years, and a refusal to use the modern term “human resources” can be an indication of a failure to recognize and utilize recent development.


1.2 Statement of the Problem

The primary purpose of any organization is to accomplish goals objectives and since the degree of accomplishment depends totally on the quality of its members. Therefore, it has to be concerned with the availability and improvement of human resource. To this extent, for an organization to be successful, it should ensure that there is an adequate supply of human skills. Following the growing technological changes and complexity in our industries as well as social factors, it then becomes necessary that organizations should train and develop their personnel to cope with ever increasing job requirement posed by fast technological social changes.

Most organizations lack effective management and utilization of human resources and as a result have been experiencing a decline in productivity and failure in the achievement of their goals and achievement.

This study therefore sought to investigate how effective human resource management has been a tool in organizations performance with a view to recommending its adoption in other organizations.


1.3 Objective of the Study

Human resources is one of the major resources needed for organisations’ effectiveness and efficiency. The performance of the organization depends mainly on the quality of human resources. The objective of this study will therefore include the following.

  1. To identify the problems involved in the delivery of effective human resources management in an organisation.
  2. To ascertain the general effectiveness of human resource management performance in the organisation.
  3. To discover the organisational approach to human resources management.
  4. To find out the human resource management practices that lead to organisational performance.
  5. To ascertain the importance of human resource management in organisation.

1.4 Relevance of the Study

The human resource management in an organization should not be over emphasized. In this regard, the study will be of immense importance not only to Nigeria Breweries Plc, but also serve as a reference material to other organizations in works sectors of the Nigeria economy.

In addition the study will help direct their focus to the need for the development of their human resources.

In the first place, it will be of great importance to the student of management and related courses, secondly it will be a source of academic information in the area of research, thirdly, it will assist Nigerian Breweries Plc and other organizations in measuring and assessing staffing performance, it will also help organization in identifying how human qualities improve performance in a given job and to recognize and access the qualities in candidate for employment.

The solution to the problem of training and development of human resources and other conclusions that would be made will go on to show what can be done to make the Nigerian firm effective in order to achieve organizations goals and objectives.


1.5 Scope of the Study

Though there are many organizations in Nigeria, it is impossible to use all these organizations for this study. Therefore, the scope of this study would be limited to Nigeria Breweries Plc.


1.6 Organisation of the Study

This study is organised into five chapters. Chapter one deals with introduction as already shown, chapter two reviews the literature on effective human resources management and a tool for organisational performance. Chapter three present the methodology adopted in the study. Chapter four shall comprise data presentation, empirical analysis and the results thereof. Finally in chapter five, we shall present the summary of our findings, the conclusion drawn and the necessary recommendations.


1.7 Limitations of Study

Some problems were encountered while carrying out this study. Some of the factor that militated against this study includes the limited amount of time we had to carry out the study. There was also a problem of limited fund, to carryout the research.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary of Findings

This study reveals in the previous chapters that effective use of human resource management is a pre-requisite for organisational performance. An effective utilization of manpower is indispensable in any organisation, be it private or public. It has been discovered that most organisations lack effective utilization of human resources and this has been affecting their labour productivity, it has also been discovered that lack of effective management of human resources does lead to frequent labour turnover. It is discovered as well that motivation leads to increase in employee’s performance and productivity.

The ignorance of some business organisations in Nigeria Contributed to the carefree attitudes towards human resource management. Findings, there is no business organisation that can survive without the existence of human resource department. The researcher discovered that some business organisations deliberating merge the human resource department functions with administrative duties simply to avoid duplication and minimize cost.

The researcher observed that effective communication system is a Life wire of business organisation, through which most business organisations lay much emphasis on downward communication system with less regard for upward communication system.

Furthermore, an adequate welfare facilities increase the morale of the employees thereby enabling them to meet the set goals and objectives of their organisation. Also wages and salaries have an impact on labour productivity, as fair pay will boast the morale employees and thus increase their productivity. Good human relations are also important in any organisation if its goals and objectives must be achieved. This is because, if there is no good rapore between the supervisor and the subordinates, things will not go well as everybody will be doing his/her job will grudges which will invariably affect the productivity therefore, human resources must be properly managed if organisational goals and object must be accomplished.


5.2 Conclusion

The issue of human resource management as a tool for achievement of goals and objective of any organisation cannot be over- emphasised therefore, for human resource to fully achieve goals and objectives of any organisation, both the organisation and the employees come to terms with regard to what would be beneficial to both. Since the organisation does not exist in vacuum. It has to employ personnel to achieve its set objectives and this is what human resources management is all about, management involves working with and through people to accomplish organisational goals and objectives. The head of management is concerned with systematic co-ordination of affairs.
It is aimed at utilizing resources to attain the goals and objectives of the organisation. Considering the above, in all resources available to the organisation, human resource is the greatest.

From this research study, it can be deduced that human resources department must be seen as a pivotal unit in facilitating competitive advantage. It is obvious that the human resource department serves as a communication link between the stakeholders, management and employees in a business organisation. Therefore, it should be managed by a well trained human resource manager.


5.3 Recommendations

From the result of the research conducted, it was discovered that human resource department has a lot of impact on the organisation. This is because it regulates the activities of the organisation in order to implement an effective policy on employees.

Based on the finding of this study, the following recommendations are therefore suggested.

  1. Adequate authority should be given to human resource manager as regards the effectiveness of the human resource department, and the other line managers should support him or her in executing the required functions in the organisation.
  2. Management should train and retrain their staffs to be acquitted with the job properly as well as benefit from it.
  3. Management should continue to determine the wages and salaries and promotion of employees based on qualification, performance and experience to achieve organisation goals.
  4. Management should allow staff to practice the techniques they have learnt from their training in the organisation for a long period of time before leaving.
  5. Management should improve the conditions of services of their staff in order to increase the total output of products and also to achieve their personal and organisational objectives.
  6. Since motivation can influence satisfaction organisation should increase employee’s motivation by designing jobs that’s provide opportunities for personal challenges, responsibilities, advancement and growth so as to boost the morale of the workers.
  7. Management should acknowledge the importance of effective management of human resources and seek for ways of how best to manage them in order to realize and achieve their co-operate goals and objectives.
  8. Finally management should always review the organisational plans, objectives and mission statement to ensure that the organisation is on track.

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