Resources Management And Control In Business Organization In Rivers State

Project and Seminar Material for Business Administration and Management BAM

Resources Management And Control In Business Organization In Rivers State


This study focused on assessment of the practices of resource management in business organizations in Port Harcourt, Rivers state. The descriptive survey design was used for data collection. Data were generated through personal interview and survey questionnaires. The interview and questionnaires were prepared and conducted to management staff of the organization to collect whether the resource management is aligned with the overall strategic business plan or not and to assess the existing resource management practices and the challenges to guide the implementation of human resource needs in the organization. I choose purposely all of the management staff of the business organizations. The result of this survey was analyzed using descriptive statistics which made use of frequency and percentages with the help of SPSS version 20. And a qualitative data were used using an interview with principal director and directors of The business organizations. The results of the study reveal that most of the management staff did not have in-depth knowledge on resource management. The study concludes the organization did not have human resource department and managements were unable to being proactive in forecasting human resources needs and also unable to link resource management with strategic business plan would affect the effort to achieve the organization objectives. Based on the findings, therefore, a recommendation for The business organizations management towards an effective resource management is provided. Thus, it is recommended that The business organizations should give careful attention to form human resource department, to create integrative and interactive linkage between the resource management process and the strategic business planning process and to have automated human resource information system (HRIS) to achieve its overall objective.

Chapter One


1.1. Background of the Study

The modern business manager operates in a more dynamic environment. The change in the business environment has been rapid and unpredictable. Economic variables have been complex both in form and impact on the practice of business in Nigeria, this is because consumers and clients have been shown complex behaviours both in local and international markets. The most dramatic change has been that exhibited by competitive pressures. Competitors have been applying one strategy or the other to adapt to the dynamic and unpredictable nature of the business environment. The most single significant influence on organisational policy and strategy is the issue of resource management and control in business organizations (Duncan, 1972 and Grant, 1999). The increasing demand for these resources and the shortage in supply makes it a necessity for many consumers as well as business managers in Nigeria. Africa has been blessed with numerous resources all of which contribute to its growth and development. With this vast amount of resources and wealth amassed from their trade, resources management is very important.
Resources according to Oronto (2003) are not limited to mineral resources like oil and gas, but for the indigenes of the region this mean land for agriculture, waters for fishing, forest for harvesting, and air for breathing, as well as other physical and spiritual biota. Resources when properly managed bring business growth as well as economy development, reduce poverty and improve the economy of the country in general. The concept of resources management is closely tied to that of resources control and proper resources management also involves accountability on how these resources and wealth are used. It was observed that resources have been a blessing for some and a curse for others especially the areas where these resources came from and that the people in these region live below poverty line, experience poor economic and business growth and a low standard of living when compared to other parts of the country that enjoy the bulk of this wealth, this might be as a result of poor resources management.

1.2. Statement of the General Problem

The poor performance of businesses across the sub Saharan region of Africa and most especially Nigeria has been a cause for major concern. This poor performance of business most times have regrettably been connected to poor resource control and management which has led to the poor economic development of Nigeria.

1.3. Objectives of the Study

The major aim and objectives of the study will be to evaluate resource management and control in business organizations in Port Harcourt.

Other specific objectives of this study would be

  1. To examine the prudency of business managers as regards the management/control of scarce resources.
  2. To examine the level of business development and success of businesses in Port Harcourt.

1.4. Research Questions

  1. How are resources managed in business organizations in Port Harcourt?
  2. What is the level of prudency of business managers and owners in Port Harcourt?
  3. What is the level of business development in Port Harcourt?

1.5. Research Hypothesis

H0: Resources are not effectively managed by business managers in Port Harcourt

H1: Resources are effectively managed by business managers in Port Harcourt

1.6. Significance of the Study

This study would greatly benefit business managers, captains of industries, managing directors of large business in terms of business management and deployment of scarce resources in businesses. This study would also be of immense benefit to researchers and students who are interested in business administration and management.

1.7. Scope of the Study

This study is on resource management and control in business organizations in Port Harcourt, Rivers state.

1.8 Organization of the Study

This research contains of five chapters. Chapter one is about introduction in which the motives of this research, the background, problem, research question, objective and the significance are addressed. Chapter two is a literature review in which includes the current knowledge including substantive findings, as well as theoretical and methodological contributions. The chapter three is about methodology that introduce the research method, sampling, data collection, questioner design, and plan of analysis. Data analysis, interpretation and presentation of this research will be presented in chapter four. Chapter five will be about Summary, conclusion and recommendations.

Chapter Five

Summary, Conclusion and Recommendations

5.1. Summary of Findings

This study was conducted for the purpose of to assess the practices of resource management in business organizations. The descriptive method of research was utilized and the primary and secondary data collection technique was used for gathering data. The questionnaire and interview served as the instrument for collecting data. Questionnaires were administrated to 35 management staff of The business organizations as well as interview was conducted to one principal director and two directors. The inquiry was conducted during the School year 2016/17.

The finding of the study specified that resource management in The business organizations management staff how they perceived, their knowledge towards resource management and level of satisfaction on the resource management practices. Moreover, the findings indicated that the linkage of resource management of The business organizations with the strategic business plan, the human resource planning helps implanting strategic business plans and also provides input to strategy formulation. In addition, the study came up with some of the major challenges that possibly obstructed the efficiency and effectiveness of human resource planning practice in The business organizations, and there were lack of integration linkage between human resources planning with strategic business plan, absence of human resource department, lack of automated human resource information system of businesses.

5.2. Conclusion

This study was to survey assessment of the practices of resource management in in the business organizations. Caldwell (2001) states that the knowledge and skills that define the unique contribution the HR professional can make to effective people management. But the results of this study tells that most of The business organizations management staff didn‘t have sufficient knowledge on human resource planning, thus it was not well practiced by human resource planers. Without having well organized human resource plan students will not be high perform.
(Armstrong, 2009) definition the overall purpose of resource management is to ensure that the organization is able to achieve success through people. But businesses didn’t have resource management division, without human resource division the organization will not achieve its objective.

Tannenbaum (1990) defined an HRIS as any system that helps an organization to ‘acquire, store, manipulate, analyses, retrieve and distribute information about an organization’s human resources’. But the practice didn’t have well organized human resource information system, without well-organized HRIS, businesses will not get the right person at the right time and position

As (Greer, 2003), defined the integration of business strategy and resource management strategy and planning is particularly important for long-range planning efforts. But the study tells that resource management was not fully aligned with the strategic business plan in In the business organizations. It also showed that businesses majority management staff have no awareness about the human resource planning policy. If the resource management of The business organizations is not aligned with its strategic plan, the organization will not be achieve its goal.

Moreover, the study concerned on the response for human resource planning, how it is carried out, management responsible for human resource planning as well as the challenges of The business organizations practices. Finally, the findings indicated that the existing human resource plans weren‘t integrated into an overall strategy of the The business organizations and design appropriate means of avoiding these critical problems which have great impact in the outcome of resource management practice which has a significant contribution to achieve the overall strategic business plan of businesses.

5.3. Recommendations

This part of the study goes to offer some possible resolutions to be taken by The business organizations so as to improve the deficient parts in its practice and challenges of human resource planning.

  1. Aligning human resource planning with strategic business planning has major role in successful achieving of the organization objectives. Therefore, the strategic business plan can only be realized when the right people are at the right times and at right position to do the right things. The business organizations should give attention to the integration of resource management with Strategic business plan during the plans have prepared. To construct viable plans, organization strategists need information on the availability of employees; to forecast requirements and availability of personnel; human resource planners need information on anticipated expansions or contractions of the organization.
  2. The absence of resource management division also one of the serious problem to prepared human resource plan, The business organizations should give attention additional budget to form resource management department to handle many necessary functions of the business. It instrumental in providing labor law compliance, recruitment and training, record keeping, employee relational assistance and help handling specific employee performance issues. These functions are critical because without those functions being completed, the organization would not be able to meet the essential needs of management and staff.
  3. One of the problems that The business organizations faced in carrying out its resource management practice was absence of computerized human resource information system. Manual system is not feasible to maintain records and qualifications for large number of employees. In the business organizations shall be better to give attention and priority for computerize resource information system in such a way that information will be provided in a timely manner to help make human resource decisions.

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