THE
IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANISATIONAL PERFORMANCE
(A
CASE STUDY OF DANGOTE GROUP OF COMPANIES NIG PLC)
BY
YOUR
NAME
MATRIC NO:
BEING
A RESEARCH PROJECT SUBMITTED TO
FACULTY
OF MANAGEMENT SCIENCES,
IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR
THE AWARD OF BACHELOR OF SCIENCE (B.SC.) DEGREE IN BUSINESS ADMINISTRATION, …..UNIVERSITY
DATE.......
ABSTRACT
This is an 85 page project that focused
on the Impact of Human Resource Management on Organizational Performance, A Case
Study of Dangote Group of Companies. In today’s complex business environment filled with intense
competition and dynamism in environmental variables, nothing calls for
organizational success than the contributions of organizational human capital.
Of all the organizational resources in terms of men, machine, money and
materials, it is the human element that calls for organizational success. People
are the organizational greatest asset. No matter how vast the organizational
financial resource is, and no matter how sophisticated organizational machines
may be, it is only the human element that can guarantee organizational survival
and profitability. Among the organizational resources, it is only the human
resource that is capable of thinking, initiating new ideas, responding to
instructions and has the ability to respond to changing situations
No wonder organizations all over the
world have realized the vital roles organization’s human play towards corporate
success and have therefore been according it a right place in their
organizations. Until lately the emphasis has shifted from Human Resources to
Human Capital, This is in realization of great roles organization human
resources play in organizations.
Unfortunately, so many firms have not
realized the vital roles organizations resources play towards achieving
corporate objectives. Such organizations are still seeing their people as item
of cost rather than seeing them as valuable assets. Human
Resources Management, despite its associated numerous benefits has its own
problems to contend with as regards the people element. Most organizations, including Dangote Group of Company has
failed to realize the vital roles that their human capital can play towards
organizational success. They failed to implement programmes and strategies that
will attract, retain and motivate their human element to work co-operatively
towards organizational success.
The
focus of the study is to examine the place of human resources management in
organizational survival. The study used
Dangote Group of Companies Nigeria PLC as its case study to determine whether
human resources play a major role in the implementation of business
strategy. Below are some of the
objectives the study will explore: To examine the role of human resources as the
most important resources in any organization; To examine the structure of human
resources management as it applies to Dangote Group of Companies Nigeria Plc
and whether this impacts on workers’ morale; To find out whether Human
Resources Management policies in organizations encourage better organizational
performance; To find out whether non payment of competitive salary impact
negatively on corporate performance; To find out whether inability of an
organization to adequately compensate sacked workers does increase labour
turnover. This project
therefore examines how human resource management can contribute towards
organizational profitability. It also examined the problems and challenges
facing human resource managers in organizations in motivating their employees
to high level of productivity. Some hypotheses that were tested in this study
were:- Well
structured Human Resources Management system does not improve working morale;
Human Resources Management policies in organizations does not encourage better
organizational performance; Non payment of competitive salary does not impact
negatively on corporate performance; Inability of an organization to adequately
compensate sacked workers does not increase labour turnover. The findings of
this study were that Well structured Human Resources Management system improves
working morale;
Human Resources Management policies in organizations encourage
better performance; Non payment of competitive salary impacts
negatively on corporate performance; Inability of an organization to adequately
compensate sacked workers increase labour turnover
CHAPTER ONE
1.0 INTRODUCTION
TO THE STUDY
1.1
BACKGROUND
OF THE STUDY
In today’s complex business environment filled with intense
competition and dynamism in environmental variables, nothing calls for
organizational success than the contributions of organizational human capital.
Of all the organizational resources in terms of men, machine, money and
materials, it is the human element that calls for organizational success. As
Banjoko (1989) rightly captured it, dig deep into any organizational problem,
you must find people. People are central to the organizational existence and
survival. Infact without people, there will be no organization. People are the
organizational greatest asset. No matter how vast the organizational financial
resource is, and no matter how sophisticated organizational machines may be, it
is only the human element that can guarantee organizational survival and
profitability. Among the organizational resources, it is only the human
resource that is capable of thinking, initiating new ideas, responding to
instructions and has the ability to respond to changing situations
No wonder organizations all over the world have realized the
vital roles organization’s human play towards corporate success and have
therefore been according it a right place in their organizations. Until lately
the emphasis has shifted from Human Resources to Human Capital, This is in
realization of great roles organization human resources play in organizations.
Unfortunately, so many firms have not realized the vital
roles organizations resources play towards achieving corporate objectives. Such
organizations are still seeing their people as item of cost rather than seeing
them as valuable assets. Some organizations have failed to give their human
capital their rightful places. Such organizations failed to initiate programmes
that are aimed at getting the best from any investment in their human capital.
Human
resource management is said to be the tool available to managers in achieving
the organizational objectives; managers must strive at harnessing properly the
major factors that are relevant to organizational growth (people, money,
materials and time). However, the most
important is the people element. This
element is also the key to success of any organization. Human resources i.e. the people element is
comprised of employees, supervisors and managers. This orderly grouping is aimed at effectively
utilization of the other element of the organizational resources.
Ogundele
(2003) confirmed this by noting that without effective and productive human
resources, no organizational objective could possible materialize. The major creed in today’s managerial circle
is the people element. The success stories
of those organizations that have gained and sustained competitive advantage are
those that support the people element as the most critical asset.
1.2
STATEMENT
OF THE PROBLEM
Human Resources Management,
despite its associated numerous benefits has its own problems to contend with
as regards the people element. Most organizations, including Dangote
Group of Company has failed to realize the vital roles that their human capital
can play towards organizational success. They failed to implement programmes and
strategies that will attract, retain and motivate their human element to work
co-operatively towards organizational success.
In such organizations, the level of employees’ motivation is
very low; most employees are not given the privilege of achieving their
potentials as human beings. Such organizations always experience high rate of
labour turnover, high job insecurity, tardiness, non-challant work behaviours,
high rate of accident and low productivity.
Dangote Group of Companies Nig Plc, although have attained
high reputation in the society and great organizational success. They achieved
organizational success without investing appropriately on their human capital.
The staff are not well remunerated. The Human Resources Policies of the
organization are such that are discriminatory and that demotivate the
employees. If nothing is done to remedy the situation, the level of success
that the organization has achieved over the years may not last long.
1. Lack
of manpower training and development
2. Lack
of appropriate selection and recruitment processes
3. Lack
of employees motivation scheme
4. Poor
management information system
5. Nonchalant
attitude of employees towards work
1.3
OBJECTIVES
OF THE STUDY
The focus of the study is to examine the
place of human resources management in organizational survival. The study used Dangote Group of Companies
Nigeria PLC as its case study to determine whether human resources play a major
role in the implementation of business strategy. Below are some of the objectives the study
will explore:
1. To
examine the role of human resources as the most important resources in any
organization
2. To
examine the structure of human resources management as it applies to Dangote
Group of Companies Nigeria Plc and whether this impacts on workers’ morale.
3. To
find out whether Human Resources Management policies in organizations encourage
better organizational performance.
4. To
find out whether non payment of competitive salary impact negatively on
corporate performance.
5. To
find out whether inability of an organization to adequately compensate sacked
workers does increase labour turnover.
1.4
SIGNIFICANCE
OF THE STUDY
This is to show how important human resources
management is to all organizations and the merits of performance appraisal,
motivation, manpower planning or focus on human resources planning on
organizational survival. The
aforementioned tools if properly harnessed will bring about increased
performance from employees.
The
importance of this study will enable organizations make policies that are
centered on its employees. The study
will also boost employees’ morale to becoming more dedicated in their jobs
functions which will invariably improve performance. This will be achieved as the study will show
how improved performance impact better on employees.
1.5
RESEARCH
QUESTIONS
The following are the vital questions
identified:
1. “Well
structured Human Resources Management system does not improve working morale”.
Do you agree with this statement?
2. Is
the process of recruitment, selection and placement of personnel in
organization relevant to job satisfaction?
3. “A
human Resources Management policy in organizations does not encourage better
organizational performance”. Do you agree with this statement?
4. Does
non payment of competitive salary impact negatively on corporate performance?
5. Does
inability of an organization to adequately compensate sacked workers not
increase labour turnover?
1.6
RESEARCH
HYPOTHESIS
1.
Ho: Well structured Human Resources
Management system does not improve working morale.
Hi:
Well structured Human Resources Management system improves working morale.
2. Ho:
Human Resources Management policies in organizations does not encourage better
organizational performance
Hi: Human
Resources Management policies in organizations encourage better organizational
performance
3. Ho: Non
payment of competitive salary does not impact negatively on corporate
performance.
Hi: Non
payment of competitive salary does not impact negatively on corporate
performance.
4. Ho:
Inability of an organization to adequately compensate sacked workers does not
increase labour turnover
Hi: Inability
of an organization to adequately compensate sacked workers increases labour
turnover.
1.7
SCOPE
OF STUDY
The study is limited to First Bank of Nigeria
PLC using it as case study in assessing organizations. The study is designed to discuss the
followings:
a) The
policies in the company
b) The
human resources management system practiced
c) The
extent to which employees are satisfied
d) The impact on the bottom line
However,
the overall purpose is to ascertain the extent to which the concept of human
resources management in First Bank of Nigeria PLC has met with the standard and
recommendation in the related literature reviewed.
1.8
DEFINITION OF TERMS
These are terms used such as human resources
and human resources management.
Human
Resources: According to William R. Tracy in his book, defines human resources
as Human or people that are staff and that operate in organizations in contrast
with financial and material resources of an organization.
Human
Resources Management can be said to be an organizational function that deals
with issues related to people such as compensation, hiring, performance
management, organizational development, safety, wellness or workers, benefits,
employee motivation, communication, administration and training.
Robert
and John (1985) define human resources management as a key ingredient affecting
organizational competitiveness and its ability to fulfill its mission. The effectiveness of an organization in
providing a product or service that fits customers’ needs is critical to its survival. That product or service is mounded in part or
entirely by people.
Human
resources management is concerned with the careful selection and placement of
new employee and development and effective utilization of existing one with a
view to attaining potentials that are beneficial to the employees and
translating to the organizational goals and objectives.
Recruitment is the process
of attracting the best qualified individuals to apply for a job.
Selection involves the
series of steps from initial applicant screening to finally hiring.
Socialization involves
orienting new employees to the firms and its work units. Once hiring is completed, socialization is
the final step in the staffing process.
Performance appraisal and
performance management are used both to refer to a process whereby managers and
subordinates share understanding about what is to be accomplished and manager
will naturally be concerned about how best to bring about those
accomplishment.
REFERENCES
1. Bamidele
J. A. (1997) Ideas and Issues of
Management in Public Enterprises”
2.
Banjoko
S.A (2006), Human Resource Management-An Expository
Approach Lagos: Saban Publishers,
Pages 24, 71-92
3. Ikenna
E. N. and Beech N. (1995) Human Resources
Management
Prentice
Hall Europe
4. Hertzberg
F. (1959) Organization Behaviour New
York: Mc Graw Hill Book
Company.
5.
Obisi
C. (2004) Organizational Behaviour Concepts and Application,
Lagos:
Malthouse Press Ltd.
6. Schermerhorn
J. R., Hunt J. G. and Osborn R. M. (1985) Organization
Behaviour
Canada: John Wesley and Son Inc
7. Richard
W. Beatty and Craig Eric Schneier (1981) Personnel
Administration
Addison
Wesley.
8. Rao
T. V. (1991) Reading in Human Resources
Development New Delhi: Hiolan
Primlani
for Oxford and IBH Publishing company PVT. Ltd.
9. Armstrong
M (1992) Human Resources and Personnel
Management
10. John
K. and Andrew (1984) Trade Unions and
Socialist Politics
The
complete part of this project is available for sale
PROJECT PROPERTIES
Project Status
|
Available
|
Number
of Chapters
|
5
|
Number
of Pages
|
84
|
Number
of Words
|
15,751
|
Number
of References
|
10
|
Project
Level
|
B.Sc.
|
Price
|
N10,000
(Non-Negotiable)
|
Abstract,
Sample of Questionnaire are included
|
|
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