MANAGEMENT OF HUMAN RESOURCE IN THE BUSINESS SECTOR (A CASE STUDY OF PHINOMAR NIGERIA LIMITED ENUGU)
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MANAGEMENT OF HUMAN
RESOURCE IN THE BUSINESS SECTOR (A CASE STUDY OF PHINOMAR NIGERIA LIMITED
ENUGU)
ABSTRACT
This research work undertaken to survey
the extent of management of human resource in Phinomar Nig. Ltd Enugu. To
that effect, human resource management data were collected. The primary
data are oral interviews, observations made directly as well as questionnaires
administered. The secondary data are related views of literature written
by people.
The questionnaire was
evaluated and administered to all staff both senior and junior staff.
They were analysed with simple percentage formular r/n X 100/1 where r = number
of response in each case, and of n = sample size.
In conclusion it is stated that the
practice of personnel administration at Phinomar Nig. Ltd Enugu is fought with
nepotism, favouritism and sentiments, which made the relationship between the
staff and management not harmonious.
In
recommendation, Phinomar Nig. Ltd Enugu should abandon nepotism, favouritism
and sentiments in promotion. Discipline and love should be
embarked. Employees should be sent for in service training, motivated and
standards should be set and followed by the administration to enhance the
practice of personnel administration. Competent hands should be recruited
to achieve organisational goals and objectives.
TABLE OF CONTENTS
CHAPTER ONE
1.1
Introduction
1.2
Statement of
problems
1.3
Objective of the
study
1.4
Research
question
1.5
Significance of the
Study
1.6
Scope and
limitation
1.7.
Definition of
terms
References
CHAPTER TWO
2.0
Review of related literature
2.1
Definition and philosophy of
human
resource
management
2.2
Definition and development of personnel
Management
2.3
Evolution or historical development of
personnel
management
2.4
Evolution of personnel management in
Nigeria
2.5
Nigeria
perspective
2.6
The role/function of a personnel
manager
2.7
Why personnel managers are
necessary
2.8
Structuring the personnel
department
2.9
Challenging problems of personnel
Management
2.10
Human problems encountered in
Work
place
2.11
Human resource
planning
2.12
Human resource planning and
Corporate
planning
2.13
Recruitment of human resources
2.14
Changing mix of the work
force
2.15
Changing personnel views of the
workforce
2.16
The importance and place of human
Resources in an
organization
2.17 Brief
history of phinomar Nigerian
limited
References
CHAPTER
THREE:
3.0
Research design and
methodology
3.1
Introduction
3.2
Research
design
3.3
Population and sample
size
3.4
Instrument for the data collection
3.5
Method of data
analysis
3.6
Limitations of the study
References
CHAPTER
FOUR:
4.1
Data analysis and presentation
4.2
Summary of data preventative and
analysis
CHAPTER
FIVE:
5.0
Findings, conclusion and recommendation
5.1
Summary of
findings
5.2
Conclusion
5.3
Recommendation
Bibliography
Appendix
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Of all the
researchers of organization, the human resources out as the most important of
other resource like material, money and Machine or Technology.
Human resources require adequate planning to function like any other technique
of information, data containing human resources of an organization must be
collected from the environment which may be both internal or external.
Human resource management involves managerial function that focuses on the
links between employers and their organization in terms of recruitment,
training development individual and employee relation of health and safety,
work force and redrnderey according to Morgan Wilfred (1998)
According to Morgan
Fluke (1960), Human resources planning embraces dispute settlement, health and
safety, wages and salary negotiation, Job evaluations and welfare schemes as
well as promotion and motivation. It is on this aspect of personal
administration and motivation that we shall focus on. It is closely relented to
Labor productivity it is in this aspect of the administrative scheme that we
talk of motivation only the human resources needs motivate to operate speeding
on the importance of motivation in an organization, Toti Toti (1981) observed
that from time to time in organization, it is imperative to access the
performance of Labour with regards to the objectives of the enterprise as a
whole. To achieve this he added it is necessary to stimulate Labour with physical
gifts and realizable promises to enable them contribute willingly to the
achievement of organization goals. Further on the same assertion Muoha Otanka
(1968) noted that an organisation without active motivational strategies to
energize workers towards objectivity was bound to collapse. It is on this
premise that Dremarker U.C. (1975) submitted that where there are not
motivational strategies, there is no organisation.
Helisonk .R. (1988)
said “To motivate is to achieve results; achieving results means men at
work”. Ansa .G (1966) noted that it is imperative for an organisation to
at the resources of the organisation towards achieving goals. To Adewusi
.J. (1992) every organisation should strive to get to the top by using the
resources at its disposal to achieve organisation goals. To do this,
motivation has to be optimized. Agwu A. (1993) Likaned motivation to an
engine oil that lubricates a revolving wheel, the absence of which makes the
wheel and so the entire motor to stop. He particularly called it is
internal development upon which the enlargement of the whole enterprise hinges.
A very good aspect of the human
resources management is the concept of development of the human person.
According to Peter Drucker (1978), the higher needs of Maslow’s theory of need
refers to the situation when the worker feels highly developed. Another
aspect of development we know has to do with learning, which is a vital aspect
of human resource development. For the worker to acquire learning, he has
to go to school, be engaged in job training, attend seminars as well as
workshop.
Appolos J. (1984)
said “Learning is inevitably continuos”. He stated that if one was tired
of learning, he is dead. Therefore a Learner’s perspective of human
resource development has to embrace the fact that efforts geared towards
realizing full objectivity must simultaneously aim at training the employee for
efficiently. It is here we understand that human resource management is a
conscientious step towards achieving objectivity by any enterprise. It
must be planned for organised, directed and controlled. The ability to
learn however differs from person to person. That is why any teaching
process has to be patient with the learning process. Also according to
Philip Duke (1983), human resource management focuses on recruitment and
selection, promotion and transfer, on-the-job training as well as personnel
records. Each of these requires tactical handling and cells for
commensurate planning and adequate controlling.
1.2
STATEMENT OF THE PROBLEM
Management of human resources in the
business sector is not different from other areas. In any area of an
organisation, labour is needed and it must be motivated to work. Really,
the practice of human resource management is not smooth in any
organisation. In the business environment human resources stands out as
the most important of other resources like material and machine. These
human resources in an organization comprise of the managers, at different
levels, the supervisors cleaners, messengers, secretaries, clerical officers,
etc.
Sporadic strike
actions embarked upon by staffs of Phinomar Nig. Ltd Enugu, is a pointer to the
inevitable fact that there are serious personnel, problems inherent in the
administration of the business which may be linked to the following:-
-
Poor motivation of workers
-
Lack of defined guidelines for promotion
-
Non-challant attitude towards staff training and development
-
Poor industrial and employee relations
-
Poor fringe benefits of workers
-
Poor health and safety program for workers
-
Poor applicability of the principles of management by objective.
All these and more underlay the real
for an investigation study.
1.3
THE OBJECTIVES OF THE STUDY
The following objectives are
formulated:-
1.3.1
To examine the extent of motivation for workers in Phinomer Nigerian Limited
Enugu.
1.3.2
To evaluate the guidelines for promotion on the sector whether they are
relevant to the present day dispensation.
1.3.3
To examine the nature of staff training and development programmes in Phinomer
Nigerian Limited Enugu.
1.3.4
To evaluate the nature of industrial and employee relations in Phinomer
Nigerian Limited Enugu.
1.3.5
To examine the administration of fringe benefits for workers in Phinomer
Nigerian Limited Enugu.
1.3.6
To analyze the nature of health and safety programmes for workers in the
sector.
1.3.7
To understand how management by objective is carried out by Phinomer Nigerian
Limited Enugu.
1.3.8
To study the frame work of wage differentials in Phinomer Nigerian Limited
Enugu.
1.4
RESEARCH QUESTIONS
1.4.1
What effects have motivation on the performance of workers in Phinomer Nigerian
Limited Enugu?
1.4.2
What guidelines does promotion follow in Phinomer Nigerian Limited Enugu?
1.4.3
To what extent is training and development programmes carried out in Phinomer
Nigerian Limited Enugu.
1.4.4
How are industrial and employee relations carried out in Phinomer Nigerian
Limited Enugu?
1.4.5
How are fringe benefits administered in Phinomer Nigerian Limited Enugu.
1.4.6
How efficient are health and safety programmes for workers in Phinomer Nigerian
Limited Enugu?
1.4.7
How is management by objective carried out in Phinomer Nigerian Limited Enugu?
1.4.8
What impact have wage differentials on the performance of workers in Phinomer
Nigerian Limited Enugu.
1.5
SIGNIFICANCE OF THE STUDY
Human resource management is quite
beneficial to every organisation or enterprise. It enables the workers to
assess his contribution to the establishment in the … of the objectives as
stated by top management. The incidence of strikes as witnessed in our
organisations today are traceable to poor human resource management. The
management of any enterprise looks more on principles for administration.
This study shall so lend credence to them. Besides, government shall
benefit from recommendations as will be stated here, furthermore it will
formulate good personnel policies for its parastals and enterprises alike –
this shall help in halting the problem of incessant strikes by employees of the
institution.
1.6
DEFINITION OF TERMS
Management:-
it
is the process of organizing the resources of enterprise to achieve desired
goals.
Organisational
Objective:- These are the
formally stated goals which are the basis for the existence and maintenance of
an organization.
Human Resource
Management:- This means the
responsibility for making the best use of an organisation’s employees; which is
one of the major function of personnel management.
Human
Resources:- This means all the people who work for
an organisation in any capacity.
Personnel
Administration:- This is the act of procuring and
maintaining the right personnel for an enterprise.
Public
Relations:- A calculated attempt
by management to relate positively with the business in publics.
Synergy:-
This
is the act of using combined efforts to achieve goals.
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