CHAPTER ONE

1.1        BACKGROUND OF THE STUDY

Human Resource Management (HRM or simply HR) is the management of an organization’s workforce or human resources.  It is responsible for the attraction, selection, training and assessment and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labour laws.

In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, human resource will typically also serve as the Company’s Primary liaison with the employee’s representative (usually a labour union).

Human resource is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce.  The function was initially dominated by transactional work such as payroll and benefits administration but due to globalization, company consolidation, technological advancement and further research, human resource now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning and labour relations and diversity and inclusion.

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy.

“Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view, that is, the knowledge the individuals embody and can contribute to an organization.  Likewise other terms sometimes used include “manpower” “talent labour and simply “people”.

The professional discipline and business function that oversees an organization and human resources is called Human Resource Management.  It is the act of getting people together to accomplish desired goals and objectives using available resources effectively and efficiently.

Management comprises planning, organizing, staffing and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal.

Researching encompasses the deployment and manipulation of human resources, financial resources, natural resources and technological resources.

Since organization can be viewed as systems, management can also be defined as human action, including designed, to facilitate the production of useful outcome from a system.  This view opens the opportunity to manage oneself, a pre-requisite to attempting to manage others.

1.2        STATEMENT OF THE PROBLEM

The importance of human resources from and within an organization is said to have increased strategically in the management of an organization.  Due to the dynamic nature of today’s business and public officers, the need for high caliber of human resources that can be relied upon to relieve the managements of the stress in an organization has become more imperative that every management in any organization needs human resources in other to plan and control activities of the business towards organizational goals.  Hence, management of any organization is faced with the responsibilities of making good use of human resource in carrying out those functions.  It is indeed a clear fact that with a good human resource management system in an organization it gives birth to adequate and appropriate in achieving the targeted goal.

In view of the above problems and need for human resource therefore, by the end of the study, it is envisaged that the concept of Human Resource Problem (HRM or simply HR) would be clearly explained and appreciated as a vital tool for every managerial output in an organizational set up.

1.3        PURPOSE OF STUDY

The researcher tried to point out strategic importance of human resource in an organization despite the so called introduction of modern technologies in carrying out various activities in an organization.  Through the research, it is clear that no technology can be functionable without human resource to operate or command such inventions.

1.4        SIGNIFICANCE OF THE STUDY

Every public and business organization requires critical human resource as quickly as possible.  As a result of modern business, offices are re-examining more better ways of doing office work in order to find a better way to carry out various activities for more and higher productivity.  They seek for the most efficient way of generating, controlling, recording, processing, filling, communicating and distributing information.

Therefore, the importance of Human Resource Management and its impact in individuals and the society as a whole cannot be overemphasized.  In this case, the researchers will come up with different ways managers of human resources will function without stress in achieving their various goals.

1.5        RESEARCH QUESTIONS AND HYPOTHESIS

The researcher uses what is currently happening in some of the organization by some managers that lack knowledge about the importance and how human resources can be utilized and managed to achieve targeted goals.

In view of the above problem, the researcher undertook this study in other to achieve the following objectives:

i.             The effects of good human resources to the managers.

ii.            Understanding the structure of an organizational Human Resource Management.

iii.          How management can use human resources to achieve organizational goals.

iv.          How Human Resource Management enhances maximum output in managerial activities.

v.           How modern technology helps managers to make use of human resources on various aspect of their choice.

vi.          The need to adapt to modern Human Resource Management by the Ministry and Extra-Ministerial Departments.

1.6        SCOPE OF STUDY

This research work is intended and designed to highlight the strategic importance of Human Resource to managers in public and business organizations.

But due to some problems faced by the researcher during the cause of the research work such as limited time, insufficient funds and pressure of academic activities has limited the possibilities of making the research work more scholarly.

1.7        DEFINITION OF TERMS

This is the explanation and definition of terminologies as used in this research work:

Ø Personnel:-  People employed in an organization or engaged in an organized undertaking such as military, civil services and business organization.

Ø  Management:- The act of getting people together to accomplish desired goals and objective using available resources efficiently and effectively.

Ø Manager:- A person that have the power and responsibility to make decisions in order to manage an enterprise or organization.

Ø Resources:-  It is a source or supply from which an organization gains profit.  Resources are also  materials or other assets that are transformed to produce benefit and in the process may be consumed or made unavailable.

Ø Human Resources:-  This is the set of individuals who make up the workforce of any organization, business sector or an economy.

Ø HRM or HR:- Human Resource Management, is the management of an organization’s workforce or human resources for the attraction, selection, training, rewarding and assessment of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labour laws.

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