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In the altering competitive environment, human resources are considered as one significant source for competitive advantage. The human resource systems can subsidize to persistent competitive advantage through enabling the expansion of competencies that the organization needs for its development. The findings revealed that the positive statistical relationships were found between the human resource management practices and organizational performance. The fundamental linkage between HRM practices and organizational performance will enable the HR managers to design packages that will bring out better operating results to attain higher organizational performance. When the organizations grip, gadget and evaluate these practices effectively, then ultimately it will culminate at the higher performance in the organization.
1.1 Background of the study
In organizations, human resource management is concerned with the overseeing and controlling the employees so as to develop the organizations’ performance (Osemeke & Monday, 2012). Human resource management covers such practices as human resource planning, recruitment and selection, training and development, compensation management and performance appraisal (Eniola & Elizabeth, 2013). To what extent, these practices influences the performance of the organization is the credence theme of the present study. In any case, various analysts exposed that human resource management practices are accepted to be the basic constituent of organizational procedure (Benjamin & Anthony, 2014). In such manner, the organizations need wise, instructed, skillful, conferred and profoundly energetic employees to build up a way for boosting the organizational performance. Thusly, human resource management generally implies the undertakings looking over employees, counseling with them, instructing them, empowering them through training to shape their tenacity, accomplish their potential endeavors and to encourage the organizational destinations (Fahad, Nadeem & Samsaa, 2015),.
The organizational performance is an indicator which measures how well an association/ firm/ undertaking/ business substance accomplishes their destinations. The organizational performance is concerned with administration quality, administration advancement, worker fascination, representative maintenance, client/worker fulfillment and management /representative relationship (Caliskan & Nemli. 2010). The literature revealed that the human components of the organization are those that are equipped for learning, changing, enhancing and giving the innovative push which if legitimately roused can guarantee the long haul survival of the organization (Danlami, 2012). In such manner, the human resources have been distinguished to be both profitable and a source of advantage. It is additionally examined that the practices utilized by an organization to deal with its human resources can substantially affect numerous organizational results (Eniola & Elizabeth, 2013). At the point when organizations face difficulties, for example, a financial droop, it depends deliberately upon prepared experts who respond rapidly to changes in nature and make techniques for achievement. Human resource management practices are liable of organizational performance in precisely selecting and training, rewards, compensation and incidental advantages, obliged aptitudes to seek after the system viably and the assessment of performance of the employees. Human resource management can be depicted as a key, coordinated and cognizant way to deal with the occupation, development and prosperity of the people working in associations (Benjamin & Anthony, 2014). It has a solid reasonable premise drawn from the behavioral sciences and from key management, human capital and mechanical relations speculations. Human resource management is the approaches, practices and frameworks that impact representatives' conduct, states of mind and performance (Fahad, Nadeem & Samsaa, 2015). Parallel to the understanding those human resources are fundamental for an organization; human resource management capacity is additionally going up in organizational pecking order. Human resource management intends to guarantee that the organization gets and holds the talented, conferred and very much spurred workforce it needs (Robindro & Kassa, 2016).
In the past, worker retention strategies have tended to be planned internally and independently by the companies concerned. Coordination at the global level and an exchange of best practices on innovative retention policies within the industry can help. It is important for young workers of both sexes that companies have gender-differentiated career development plans in place, including mentoring to meet their need for guidance on their career path, advice on day-to-day issues in the workplace and personal development. Coordination and cooperation are also required for skills migration policies. Many workers in the oil and gas industry are employed through specialized services companies, and accidents are more prevalent for contract workers than for regular company employees. Although there are no ILO instruments that specifically address contractors’ and subcontractors’ safety and health at work (or for training in the industry), those concerning occupational safety and health (OSH) in general emphasize the importance of OSH training for all workers. Safety training should focus on supporting preventive action and finding practical solutions. Many accident reports emphasize that training in the oil and gas industry must contribute to improving the safety culture, that safety training needs to be supported and that all workers should be involved. Safety training in the industry includes soft skills such as communication among workers and between employers and contractors; and industry-specific safety requirements such as risk assessment, risk management, chemical safety, emergency preparedness, safety reporting, mitigation, emergency response and evacuation. It is crucial to incorporate respect for tripartite social dialogue in safety training in order to continuously improve the safety culture. To this end, the ILO Guidelines on occupational safety and health management systems (ILO-OSH 2001) is an important instrument
1.2 STATEMENT OF THE PROBLEM
Impact of human resource management practices on organizational performance has been a broadly researched area. Numerous studies, from developed countries to developing countries have shown that human resource practices have significant impact on organizational performance. But unfortunately, very insufficient studies have been conducted in context of oil exploration and Exploitation Company like Total Plc. It is in view of this that the researcher intends to investigate the impact of human resource management activities in Total Nigeria Plc.
1.3 OBJECTIVE OF THE STUDY
The main objective of this study is to ascertain the impact of human resource management activities in Total Nigeria Plc.; but to aid the completion of this study, the researcher intend to achieve the following objective.
i) To ascertain the impact of human resource management activities in the productivity of Total Nigeria Plc.
ii) To evaluate the relationship between human resource management and the corporate social responsibility of the organization
iii) To investigate the role of human resource management in attaining profitability in the organization
iv) To investigate the effect of human resource management activity in the recruitment process of the organizations employee
1.4 RESEARCH QUESTION
For the successful completion of the study, the following research question was formulated by the employee;
i) Does activity of human resource management has any impact on the productivity of the organization?
ii) Is there any relationship between human resource management activities and the organizational corporate social responsibilities?
iii) Does human resource management plays any significant role in the attainment of organizations profitability?
iv) Is there any effect of the human resource management on the recruitment process of Total Nigeria Plc?
1.5 SIGNIFICANCE OF THE STUDY
It is believed that at the completion of the study, the study will be of importance to the management of total Nigeria plc, as the study tend to expose the benefit and impact of the human resource management in an organization. The study will also be of great importance to other oil exploration companies, as the study seek to investigate the relationship between organizational leadership and corporate social responsibilities of the oil exploration companies. The study will also be useful to researchers who intend to embark on research in similar topic, Finally the findings of this study will also be immense benefit to government, academia, scholars, researchers and the general public
1.6 SCOPE AND LIMITATION OF THE STUDY
The scope of this study covers human resource management activities in Total Nigeria Plc. However, in the course of the study, 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) FINANCE: The finance available for the research work does not allow for wider coverage as resources are very limited as the researcher has other academic bills to cover.
1.7 DEFINITION OF TERMS
Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people
Management (or managing) is the administration of an organization, whether it be a business, a not-for-profit organization, or government body. Management includes the activities of setting the strategy of an organization and coordinating the efforts of its employees or volunteers to accomplish its objectives through the application of available resources, such as financial, natural, technological, and human resources. The term "management" may also refer to the people who mana
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