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This project is focused on the problem of Human Resources Management in the Ecobank Nigeria Plc, Asaba. The chapter one of this project work focused on the meaning and function of Human Resources Management also the problem which is human being or the personnel on how to deal with them. What leads to Human Resources Management Problem and their Impact to the Organization today. In order to maximize the economic and social well being of workers. This chapter further highlighted the Ecobank Nigeria Plc profile, the statement of problems, the purpose of the study and the hypotheses with significances. In chapter two, we have the review of literature. The management of organization was introduced and briefed, following with some definitions of Human Resources Management by various theorists and schools of thought, also the Impact of Human Resource Management in an Organizational Performance and Federal Laws affecting human resources management and also the problem of personnel management.
1.1Background of the study
Human Resource Management is not new though misunderstood. Every organization set up so long there are people working thereconscious1y or unconsciously deals with Human Resources management and its attendant problems. Human Resources Management is dynamic and the source and failure of any organization depends on the human resources. This is because every other resource material, financial and so forth resolves around and indeed controlled by the human resources. There is no gain-saying that the greatest of all resources at the disposal of any organization is the personnel (Human resources). Considering this, the need for effective and efficient human resource management in any organization cannot be overlooked or ignored. This report seeks therefore to study or investigate human resources management practices in some Nigeria establishments. Human resource management is changing very rapidly. Constant environmental changes mean that human resource managers face constant challenges. Human resource managers must respond by taking advantage of gradual yet profound changes in the nature of the field, current practices, and overall human resource management policies, mission and vision. The amount and rate of change are unprecedented (Idalberto, 2001). Organizations that will not adapt to meet environmental challenges will experience strategic problems (Thathi, 2008). Contemporary human resource managers need to learn to be competent professionals as the challenges posed by the new millennium are very complex, for example, from the industrial age to the information age, work performed in factories by machines is being replaced by work in offices or at computer terminals, and instead of working with things; people increasingly work with ideas and concepts (Idalberto, 2001). Human resource management functions are concerned with the management and development of people in organizations. They are involved in the development and implementation of human resource strategies and policies and some or all of the following people management activities: organization development, human resource planning, talent management, knowledge management, recruitment and selection, learning, health and safety, welfare, human resource administration, fulfillment of statutory requirements, equal opportunity and diversity issues, and any other matters related to the employment relationship (Armstrong, 2008). Further, as indicated by Dessler G. (2003) human resource management is the process of acquiring, training, appraising and compensating employees, and attending to their labour relations, health, safety and fairness concepts. Because of continuous changing socio-economic, technological and political conditions, the human resource managers of the future shall have to face more problems in the management of labor. The human resource managers of today may find themselves obsolete in the future due to changes in environment if they do not update themselves some of the important challenges which might be faced by the managers in the management of people in business and industry
1.2 STATEMENT OF THE PROBLEM
Research problem is an intellectual stimulus calling for an answer in the form of scientific inquiry. From experience over the years, with the role of human resource management in the achievement of organizational goal in Nigeria compared to other organizations of the world. It has been observed that human resource management in Nigeria have not performed well to support the efficiency and growth of the nation. Any management that is keen on training its personnel is usually faced with the problem of cost/benefit analysis. It is very easy to work cost but it is difficult to put value on the asset. It is therefore pertinent to list the problems associated with training human resource in the organization. It has been observed that the problem facing business and increasingly number of workers are being faced with poor condition of service including remuneration. Furthermore, the foreign exchange problem has added a new dimension to the range of problem facing business organization. The overall effect of the problem is that most business organization can no longer afford to offer the employees good remuneration and adequate compensation for their labour. This is a situation that brought about ineffectiveness of human resource in the achievement of organizational goals. Presently, Nigeria economy is experiencing some economic difficulties which have resulted in retirements, retrenchments, lay-offs, mergers and acquisitions and dismissal of employees. Furthermore, prominent among the reasons why organizations perform poorly in most organization in Nigeria is the problem of fund. Thus, this is the reason for the introduction of two schemes and programmes by the federal Government through the CBN which are geared towards improving the accessibility and availability of credit to the companies in order to make them more vibrant. Even the funds cannot manage themselves without the human resource. At this point, the problem this study seeks to address is to find out the impact of HRM and how it has facilitated the growth and achievement of organizational goals.
1.3 OBJECTIVE OF THE STUDY
The objectives of the study are;
1. To ascertain the relationship between problems human resources management and organizational performance
2. To determine the training and development of employees in an organization
3. To ascertain the problems face by human resources management in an organization
4. To ascertain the impact of human resource management in an organization
1.4 RESEARCH HYPOTHESES
For the successful completion of the study, the following research hypotheses were formulated by the researcher;
H0: there is no relationship between problems human resources management and organizational performance
H1: there is no relationship between problems human resources management and organizational performance
H02: there are no problems faces by human resources management in an organization
H2: there are problems faces by human resources management in an organization
1.5 SIGNIFICANCE OF THE STUDY
The study will be important to the management of any organization as it endeavors to manage its human resource function. It will enable the decision makers to come up with better policies and decisions that provide an enabling environment for productivity. It will also be important to management and staff of organization as it will provide insight on some of the challenges being faced by the human resource function and how they can deal with or avoid them. It will help human resource professionals sharpen their focus on challenges that are being experienced globally and locally and thereby provide a rationale for changes that can be adopted within their own institutions to overcome these challenges.
1.6 SCOPE AND LIMITATION OF THE STUDY
The scope of the study covers problem of human resources management and their impact on organizational performance. The researcher encounters some constrain which limited the scope of the study;
a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.
1.7 DEFINITION OF TERMS
PROBLEM: A matter or situation regarded as unwelcome or harmful and needing to be dealt with and overcome.
HUMAN RESOURCE MANAGEMENT: Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, commonly referred to as the HR Department; it is designed to maximize employee performance in service of an employer's strategic objectives
ORGANIZATIONAL PERFORMANCE: Organizational performance refers to how well an organization is doing to reach its vision, mission, and goals. Assessing organizational performance is a vital aspect of strategic management.
1.8 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows
Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study
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