The Impact Of Human Resources Management On Local Government Performance
Human resource management (HRM or HR) is the strategic approach to the effective management of people in an organization, so that they help the business gain a competitive advantage. Commonly known as the HR department, it is designed to maximize employee performance in service of an employer’s strategic objectives. This study seeks to examine the impact of human resource management on local government performance. The study was divided into five chapter ranging from introduction to the summary and conclusion. The study developed and formulated hypotheses which were tested using the chi-square statistical tool. The findings from the study showed that there is a positive relationship that exist between human resource management and organizational performance. More so, the training of staffs or say employees goes a long way in boosting the performance of the local government.
1.1 Background to the Study
The need to catalyze balanced development, maximize citizen’s participation, and arouse government responsive necessitates the creation of the local government. The local government serves as a form of political and administrative structure facilitating decentralization, national integration, efficiency in governance, and a sense of belonging at the grassroots. The local government is a unit of administration all over the world (Mbaya, Audu andAliyu, 2014; Agagu, 2004).
The development of any nation depends to a very large extent on the calibre, organization and management of its human resources. In the specific case of Nigeria where diversity exerts tremendous influence on politics and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resource management challenge of epic proportion in its local government administration (Anyim, Ikemefuna and Mbah, 2011).
In today’s modern competitive environment, organizations particularly local government administrations are facing emerging challenges in the form of acquisition and optimization of human resource. In the bid to surmount these challenges, there has generally been the need for a comprehensive Human Resource Management (HRM) practices to translate organization’s human resources into a sustainable performance. The success of most, if not all, organizations depend largely on its human resource. According to Khan (2010) in a dynamic working atmosphere like Nigeria, for organizations to achieve better performance, there is the need for an articulate approach to implement HRM practices.
Human Resource Management (HRM) 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 managers (Anyim, Ikemefuna and Mbah, 2011).
Nigeria’s experience in local government administration, whether in military regimes or in democratic era, has clearly shows that local government is faces with daunting challenges in their mandate to promote development and provides essential services to the rural dwellers. Sadly, local government which is statutorily established to be the closest tier of government to the people is not doing its bidding coupled with the fact that resident population in it is denied the benefits of its existence. The failure of the local governments in the area of services delivery or performance has made the citizens to lose their trust in government as an institution (Ajibulu cited in Adeyemi, 2013).
Existing literatures have greatly elicited the tremendous contributions of Human Resources Management (HRM) practices on local governments’ performances (Ahmed and Schroeder, 2003; Schuler and Jackson, 2007; and Agyapomaa, 2011). Moreover, Edgar and Geare (2005) vehemently posited that the relationship between Human Resource Management practices and staff performance is an increasingly researched topic in human resource management. More specifically, HRM is hypothesized to fulfill employees’ needs which enhances favorable attitudes, and subsequently improves local governments’ performance (Edgar and Geare, 2005; Kuvaas, 2008). Whether in fact Human Resources Management (HRM) practices is negatively or positively related to local government performance is an issue that remained opened to empirical studies. Thus, this study seeks to critically examine the impact of human resources management on local government performance.
1.2 Statement of Research Problem
In local government administration in Nigeria and particularly in Okpokwu local government area (LGA) of Benue State, the human element is usually volatile and unpredictable. Work environments are complex and dynamic. Rapid changes occur in the external and internal environments, impacting on the local government administration and its certain segments of the labour force are rendered redundant.
Thus, the implication of the foregoing is that human resources management in Okpokwu local government area (LGA) of Benue State is basically ineffective in the management of change. Human resources managers and specialists with adequate training, technical erudition, experience that will be able to provide management with functional and line managers in the council area is apparently lacking not only in of Benue State but in Nigeria generally. More so, human resources management occupies a crucial position in economic development of any state or country, but the problem with human resources in Okpokwu LGA is poor quality service delivery and performance.
In Nigeria as a whole, it is a common knowledge that local government has the weakest capacity to initiate and manage rural development programme. This is due to the fact that the quality of human resources available at local government level is seriously insufficient. Most of the officials are performing their function without the relevant qualification to perform effectively. As a result, the available resources for accelerated and sustainable rural development are inefficiently utilized for the purpose intended.
Okpokwu Local Government being one of the most important local governments in Benue State cannot afford to lag behind. It is upon this premise that this study is being carried out to investigate the impact of human resources management on local government performance with specific reference to Okpokwu local government area (LGA) of Benue State.
1.3 Objectives of the Study
The major objective of this study will be to assess the impact of human resources management on local government performance.
While other specific objectives include:
- To identify the relationship between human resources management and local government performance.
- To examine the impact of human resources training on service delivery at the grassroots levels.
- To find out the challenges facing the performance of local government councils.
- To make appropriate suggestions on how to better the performance of local government councils.
1.4 Research Questions
This study will be guided by this following research questions:
- Is there any relationship between human resources management and local government performance?
- What is the impact of human resources training on service delivery at the grassroots levels?
- What are the challenges facing the performance of local government councils?
1.5 Research Hypotheses
- H0: There is no significant relationship between human resources management and local government performance.
H1: There is a significant relationship between human resources management and local government performance.
- H0: There is an insignificant impact of human resources training on service delivery at the local government areas.
H1: There is a significant impact of human resources training on service delivery at the local government areas.
1.6 Scope of the Study
The scope of the study is within the boundaries of theories that have impact on human resource management. The geographical area of the study is narrowed down to Okpokwu Local Government Area (LGA) of Benue State because of time and fund limitations.
1.7 Significance of the Study
This research will contribute to the extension of the boundaries of knowledge of human resources management and its application to management in government institutions. It will also be counted as one of the researches on management. Furthermore, the study will test some of the existing theories on in human resources management. It will serve as a documentary evidence for management scientists and will assist in developing workable theories.
This research will encourage the application of the right motivational factors and work procedures in Okpokwu local government area (LGA) of Benue State. This will provide reliable management techniques to ensure operational efficiency. This research will also assist the LGAs in reassessing their objectives to ensure that their work ethics are geared towards achieving their objectives.
In a whole, the outcomes of this study would be a tool of intellectual pride to the Benue State University’s library. The study would be significant to scholars, future researchers and students in the academic domain of political science as they will find the result very valuable.
1.8 Organization of the Study
The study is divided into five chapters. Chapter one deals with the study’s introduction and gives a background to the study. Chapter two reviews related and relevant literature. The chapter three gives the research methodology while the chapter four gives the study’s analysis and interpretation of data. The study concludes with chapter five which deals on the summary, conclusion and recommendation.
Summary, Conclusion and Recommendation
It is important to reiterate that the objective of this study was to examine the impact of human resources management on local government performance.
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 examining the impact of human resources management on local government performance.
This study was undertaken to examine the impact of human resources management on local government performance. The study opened with chapter one where the statement of the problem was clearly defined. The study objectives and research hypotheses were defined and formulated respectively. The study reviewed related and relevant literatures. The chapter two gave the conceptual framework, empirical and theoretical studies. The third chapter described the methodology employed by the researcher in collecting both the primary and the secondary data. The research method employed here is the descriptive survey method. The study analyzed and presented the data collected in tables and tested the hypotheses using the chi-square statistical tool. While the fifth chapter gives the study summary and conclusion.
5.3 Conclusions and Recommendation
We have come a long way in our thinking about HRM with organizational performance. Today, we are much more aware of the need to consider a broad array of indicators of organizational performance that reflect the perspectives of a firm’s multiple internal and external stakeholders. The examples described in this paper provide just a glimpse of the many new challenges to be addressed by a modern HRM model, and their implications for HRM’s evolving roles. Broadly speaking, today HRM is called upon to: find solutions that address the sometimes complementary and sometimes conflicting concerns of multiple stakeholders; achieve mutual gains when possible; and achieve a fair balance when mutual gains seem out of reach. Learning to meet these challenges effectively will help ensure that the HRM professional successfully seizes the many opportunities to make significant contributions to organizational performance.
The following are recommended:
- There should be an awareness campaign for the local government employees to create a physical and psychological awareness of the importance of human resources management.
- The regular training and re-training of employees to get updated on the recent trends in service is highly encouraged. This is sure to boost organizational performance.
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