THE IMPACT OF HUMAN RESOURCES DEVELOPMENT ON ORGANIZATIONAL GROWTH (A CASE STUDY OF INDUSTRIAL TRAINING FUND ENUGU AREA OFFICE)
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THE IMPACT OF HUMAN
RESOURCES DEVELOPMENT ON ORGANIZATIONAL
GROWTH
(A CASE STUDY
OF INDUSTRIAL TRAINING
FUND ENUGU AREA
OFFICE)
ABSTRACT
This research work necessitated by the
need to effectively understand the effects of Human Resources Development in
organizational growth. The attainment of organizational goal are very
much dependent on the nature of human resources development and ways to execute
them. This is important because of the individualistic differences of employees
and the cultural framework of the organization under review. Every business
enterprise big or small, public and private attempts to initiate and input
certain human resources development with a view to attaining the set goals and
increase productivity and establish good cooperate image in the eye of the
public. The research looked into the following findings. It is duly established
that some flaws exists in training and development of human resources in ITF
Enugu Area office and the situation would worsen in the near future if
appropriate actions are not taken. There should be an effective training
programme that is good enough in maintaining cordial relationship between the
management and the labour, which will help in achieving the organizational
growth and objectives. That overseas training programmes are not better than
local training programmes.That the employer/employee relationship in ITF needs
more improvement to boost effective training and development of
personnel. In
addition, the following recommendations were made, that ITF should endeavour to
encourage cordial relationship between the management and the labour as a safe
way of achieving organizational growth. To keep peace with the present policy
and training and development of human resources both within and outside it. So
as to live upto the standard for which the institution was established. That
ITF should encourage overseas training programs to be able to keep or cope with
the challenges of time and the dynamic nature of industrial technology.
Finally, in its major policies should be modified for effective attainment of
its set goals.
TABLE OF CONTENTS
CHAPTER ONE:
INTRODUCTION
1.1
Background of the
Study
1.2
Statement of the
Study
1.3
Purpose of the
Study
1.4
Scope of the
Study
1.5
Research
Questions
1.6
Research
Hypothesis
1.7
Significance of the
Study
1.8
Limitations of the
Study
References
CHAPTER TWO:
REVIEW OF RELATED
LITERATURE
2.1
What is Human
Resources
2.2
The Historical Background of Human
Resources Development in
Nigeria
2.3
Human Resources Development and Nigeria
Economy
2.4
Plans for Governmental Policy on Training
and Development of Human
Resources.
2.5
Human Resources Development at
Industrial Training Fund (ITF)
Enugu
References
CHAPTER THREE:
RESEARCH AND METHODOLOGY
3.1
Research
Design
3.2
Area of
Study
3.3
Population of the
Study
3.4
Sample and Sampling Procedure
Technique
3.5
Instrument for Data
Collection
3.6
Validation of the
Instrument
3.7
Reliability of the
Instrument
3.8
Sources of
Data
3.9
Method of Data
Collection
References
CHAPTER FOUR:
DATA PRESENTATION AND
ANALYSIS
4.1
Presentation and Analysis of the
Data
4.2
Testing of Hypothesis
4.3
Summary of
Results
References
CHAPTER FIVE:
DISCUSSIONS, RECOMMENDATIONS AND
CONCLUSIONS
5.1
Discussion of Result
Findings
5.2
Conclusions
5.3
Implications of the Research Findings
5.4
Recommendations
5.5
Suggestions for Further
Research
Reference
Appendices
Bibliography
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Wendel
(1973) described human resources in his books as consisting of all individuals
engaged in any of the organizations activities regardless of their levels.
Human resources from the above simply means, men and women working for an
organization, irrespective of the post they are holding. However, this went
further to emphasis that there was no demarcation for men and women working for
the organization that belong or do not belong to the human resources of the
organization.
Meanwhile, any activity in the organization from the beginning to the end stage
depends on human resources. Therefore, any organization aiming at achieving
some of their goals must ensure not only maintaining constant and adequate
supply of human resources but also ensure that they were adequately motivated.
This is because, the human resources that are motivated will be answering human
resources of the organization without putting in their best.
James (1946) stated that the effective use of people is still the key to
productivity and your assignment is to motivate people to get the best of their
skills and abilities. He affirmed that organization will achieve high
productivity more than ever before by motivating their workers and sending them
for training.
Morevover, Ubeku
(1983) went further to say that although the task of motivating workers is
vested on the management team as a while but said that managers have more roles
to play. He said that managers, can provide the organization a continuous day
to day coaching, appraisal and encouragement – that the employees will need
more than ever before. He was of the opinion that manager have upper hand in
motivating workers. He further stated that the supervisor who works with his
subordinates on this intimate basis can do much to influence his organizations
programme.
Training and
development of human resources have been considered an expandable luxury in
terms of financial constraints. The growth and development of any organization
depends on its human resources, a specific cost of management to develop
individual skills or a means of developing people for promotion to the next
level of organization leadership. While these views carry some validity of
human resources should be regarded in the large context of trends in society
and the need of changing organization.
In the past, not much
importance was attached to the role or human resources development on the
growth and efficiency of organizations. No pride of place was given
man-power planning and development as a save way to enhance skills knowledge
and capacities of personnel in organizations. The importance of investing in
human resources has become much clear in recent years because of mounting
evidence on the extent of which such investment as an engine change. Although,
human resources management is that sub system of an organization which is
directly concerned with planning, controlling the procurement, development,
compensation, integration and maintenance of the human resources component of
the organization. The effectiveness of this sub-system will be judged by the
way policies and practices affect the performance and productivity of individual
workers will be achieved towards the realization of the effectiveness of the
organization.
Today, one of the
major problems confronting management in an organization is the most effective
way of putting the right position. Management should identify and provide for
its human resources to accomplish its task. The concept of organizational
effectiveness is that which organizations as a social system give certain
resources and means fulfils its objectives without a capacitating its means and
resources and without placing undue strain upon its members. The means and
resources referred to have cannot be personal constituents of the organization
on who the achievement of effectiveness in the organization is based through
their increased performance and productivity. The existence of a conducive and
carefully designed human resources management policies and practices appear
inevitable for the attainment of these goals.
Human resources are
the most vital of all the factors input of organization, for without it, all
the other factors have to wait. Due to the immense contributions of man power
programmes, the government of Nigeria has set up many institutions to help in
management education in the country.
The National
man-power board is responsible for the periodic appraisal of requirements for
man power in all occupations and the development of measures for in
service training of employed man-power both in the public and private sectors.
Among these institutions is the industrial training fund (ITF) on which these
research work is carried. Industrial training fund was established to
promote and encourage the acquisition of skills in industry and commercial with
a view of generating a pool of indigenous trained man power sufficient to meet
the needs of the economy.
Others include the
administrative staff college of Nigeria (ASCON) the Nigerian Institute of
Management (NIM) and the Center for Management Development (CMD) it is simply
defined as the potential available organization from the people who work in it.
To fully achieve this
its corporate objectives, an organization must establish it human resources
base adequately in both quantity and quality. The effects of human resources on
the economic and industrial development has been underscored by Paul G. Hoffinan
who said of all the resources required economic development of human resources
appear the most strategic if the countries are to achieve self sustaining
growth.
Furthermore, in
reaction to the felt need for the development of human resources in this country.
The federal
government established the training agencies;
(i)
Industrial Training Fund (ITF) in 1971.
(ii)
The Center for Management Development (CMD) in 1973
(iii)
The Administrative Staff College of Nigeria (ASCON) in 1973.
(iv)
Six Federal Training Centers (FTCS) scattered in different locations
across the country Lagos.
1.2
Statement of the Problem
One
of the major problems confronting management in any organization is the most
effective way of matching people with jobs. This calls for man power planning
programme.
Many organizations fail to progress due to their inability to train and develop
their work force. Lack of adequate skills and knowledge, which are required to
work and attain the major organizational objectives, constitute a cog in the
wheel of achieving them. There has been criticisms from different works of life
both within and outside the country about the inefficient performance of our
parastatals. The personnel officer should understand and identify certain
conditions that will serve as pointers for the need for training.
As noted by Likent (1967) all activities of any enterprise are initiated and
determined by the persons who make up the institution. Plants, offices,
computer, automated equipment and all these that a modern firm uses are
unproductive except for human efforts and direction. The researcher wants to
identify the major problems and proffer a suggestion for the progress of the
entire organization.
1.3
Objectives of the Study
The paramount aim of this research work
as could be seen from the title and with the observed problems in mind is to
ascertain the effects of human resources development on organizational growth.
A case of industrial training fund (ITF) Enugu Area office in essence it seeks
to;
(i)
Identify various human resources development plans and programmes.
(ii)
To identify industrialists and understand the potentials available to
them from the people who work in the organization.
(iii)
Furthermore, this will help to serve the purpose of setting standards for
formulating personnel policies and ways of implementing them regards being hard
to the following.
The cultural
framework of the enterprise and the individualistic differences of the
employees for whom they are meant. With the foregoing, organization will be
able to understand the best optimum population of personnel qualities and mode
of increasing their staff and knowledge to active organizational growth and
effectiveness.
1.5
Research Questions
In
order to elicit information from respondents, the following respondents, the
following research questions were generated.
(i)
What are the employers/employers relationship in attainment of organizational
growth.
(ii)
In which areas of industrial training fund (ITF) training activities do you
think human resources development programme has improved.
(iii)
What are the factors responsible for the poor performance of the business
organization?
(iv)
What are the importance of human resources in a business organization.
1.6
Research Hypothesis
Webster
New International dictionary defines (Hypothesis as a basic for reasoning a
supposition formulated from proved data and presented as a temporary
explanation of occurrence, as in science in order to establish a basis for
further research. Hypothesis may be said to mean a tentative statement made by
a research (subject to tests) with a view to forming basis to study a
phenomenon, researcher situational dentition.
These hypothesis when tested can confirm or refute the extent at which these
advanced statement can be upheld. It can equally place the researcher on the
solid ground of drawing his conclusions and subsequent recommendation.
The purpose of hypothesis therefore is to enable one make inference about
something.
In a continued effort to reach an appreciable equilibrium in the impact of
human resources development on organizational growth, the researcher employed a
selected statistical tools to enable us research a fair conclusion.
In order to determine the effectiveness of the effects of human resources
development. On organizational growth, it is necessary to list the hypothesis
below.
Hypothesis 1
H0:
Human resources development does not affects organization growth.
Hi:
Human resources development affects organizational growth.
Hypothesis 2
H0:
Human resources development is not most important sub-system on organizational
growth.
H2:
Human resources development is the most important sub-system on organizational
growth.
1.6
Significance of the Study
Generally
speaking, the effectiveness of any organization irrespective of its nature, is
measured by one significant and objective criterion, namely the quality of its
product in services is to a large extent a function of the caliber of human
resources or man power component of the organizations production resources.
This research work is significant to both the management (employers) and the
labour (employees). Secondly a close look at the work carried out will
reveal a significant effect of human resources development on the
organizational growth. Moreso, the research work will serve the role of shaping
the organizational policies on human resources (personnel) for the overall attainment
of the set objectives. It is only when the human resources is adequately
qualified for the job to be performed that we can hope that the material
resources in put can be effectively allocated and usefully utilized in the most
optimum manner. If personnel administration is to be successful, management
must give it sincere support in order to sustain organizational growth.
The practical relevance of this study lives in the fact that no organization
can achieve its set objectives without competent employees. Hence the issue of
training and development becomes a central pre-occupation of any organization
out to achieve and sustain efficient operation.
In essence, this study is likely to be of immense value not only to industrial
training fund (ITF) but also to all organizations irrespective of size,
background and activity. Also the result of this study will hopefully
sharpen the ground of the problems besetting human resources development in
organization and leading to a more effective grip of the importance of
well-developed manpower programme.
1.4
Scope of the Study
This
research work was intended to cover the effects of human resources development
on organizational growth with the industrial training fund, Enugu Area office
as a case study. Various attempts were made to covert the historical background
of industrial training fund, the purpose of establishing it, the problems and
prospects thereof. The study includes the functions, sources of fund
objectives, grants, and reimbursement scheme of industrial training fund
inter-alia.
1.8
Definition Of Terms
Training:
The process of learning the skills that you need to do a job.
COG:
A person who is a small part of a large organization.
Recruitment:
To find new people to join a company, an organization.
Strategy:
A plan that is intended to achieve a particular purpose.
Inevitable:
Something that you cannot avoid or prevent.
Integration:
The act or process of contributing two or more things together so that they can
work.
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