THE IMPACT OF HUMAN RESOURCE IN AN ORGANIZATION (A CASE STUDY OF REVENUE MOBILIZATION, ALLOCATION AND FISCAL COMMISSION, ABUJA)

THE IMPACT OF HUMAN RESOURCE IN AN ORGANIZATION (A CASE STUDY OF REVENUE MOBILIZATION, ALLOCATION AND FISCAL COMMISSION, ABUJA)

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ABSTRACT

Human resource (people) plays a vital role in contributing to the success of any organization. In fact, without human resource development,  an organization is not complete.

Every human resource needs training, skill and development to enable it perform optimally. The essence of this research work is to find out the effect of staff development in an organization with Revenue Mobilization, Allocation and Fiscal Commission, Abuja as a case study.

The major resources that enable an organization to achieve its goals are the people and finance.

Everything that an organization does, in the end depend on people therefore, it becomes important to strategically plan and develop the potentials of the people.

This research also seeks to look into the factors that hinder human resource development such as time insufficient finance, tribal sentiment, insecurity and fear of the unknown.

Consequently, if an organization fails to development its staff, the resultant effect will be, lack of maximum productivity, low self-esteem, inferiority complex, to name but few.

This research work intends to bring light on how human resources development, make impact in no small measure in an organization.


TABLE OF CONTENTS

Title Page    -        -        -        -        -        -        -        -        -        i

Declaration -        -        -        -        -        -        -        -        -        ii

Approval Page     -        -        -        -        -        -        -        -        iii

Dedication  -        -        -        -        -        -        -        -        -        iv

Acknowledgement                   -        -        -        -        -        -        -        v

Abstract      -        -        -        -        -        -        -        -        -        vi

Table of Contents -        -        -        -        -        -        -        -        vii-viii

CHAPTER ONE

1.0     Introduction                                                                            1

1.1     Background of the Study                                                                  2-3

1.2     Statement of the Problem                                                                  3-4

1.3     Objectives of the Study                                                           4

1.4     Significance of the Study                                                         4-5

1.5     Scope of the Study                                                                  5

1.6     Statement of Hypothesis                                                                   5

1.7     Limitations of the Study                                                                   6

1.8     Definition of Terms                                                                 6-7

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.0     Introduction                                                                            8

2.1     Human Resource Development Operative Functions              8-11

2.2     Objectives of Human Resource Development                         11-12

2.3     Types of Training/Development                                              12-15

2.4     Stages in Designing a Systematic Development Programme   15-17

2.5     Management Development                                                      17-18

CHAPTER THREE

RESEARCH METHODOLOGY

3.0     Introduction                                                                            19

3.1     Sources of Data Collection                                                      19-20

3.2     Population                                                                               20

3.3     Sample                                                                                    20

3.4     Research Instruments                                                              20-21

3.5     Questionnaire Design                                                               21

3.6     Questionnaire Distribution and Collection                              21

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.0     Introduction                                                                                      22

4.1     Data Presentation                                                                             22-23

4.2     Section  ‘B’  -  Research Questions (RQ) Analysis                           23-31

4.3     Summary of Responses from Oral Interview                          31-32

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.0     Summary                                                                                 33-38

5.1     Conclusion                                                                               38-39   

5.2     Recommendation                                                                     39-40  

          Bibliography                                                                           41-42

          Appendix ‘A’                                                                          43               Questionnaire                                                                              44-45



CHAPTER ONE

1.0     INTRODUCTION

In order to sustain life, there are some basic needs which have to be satisfied. These are food, clothing, shelter, to name but a few. In the course of human development, progression and interaction with one another, other needs which are satisfied by acquisition and consumption of goods and services come up. Unfortunately, nature does not provide most of these goods and services in the manner required by men, hence, resulting to people coming together to produce their own goods and services. This is the origin of human resources. 

Human resource remains the most crucial of all resources required by any organization in the production of goods and services. Human beings are most dynamic, complex and unpredictable because they possess reasoning qualities and the ability to respond to various stimuli which are considered learnable or acceptable. Human resource has to do with the workforce of an organization. Human resource coordinates all other resources such as capital and material to achieve organizational goal. No organization therefore can exist without human resources since it forms a basis for the transformation of input into output. 

The skills of an organization’s human resource and the quality of its infrastructure are what make such organization unique and uniquely attractive. In other words, high or low quality and quantity of products depend on the quality of the human resource in use. If so, it is therefore necessary to say that every organization should be concerned about the quality of its human resource since its effectiveness and efficiency depend on the workforce; that is to say, no organization is better than its workforce.

1.1             BACKGROUND OF THE STUDY

Nigeria has witnessed several political reforms and changes. Among such changes was the granting of internal autonomy to Regions by Richard’s Constitution of 1946. Subsequently, responsibilities were shared between the Federal and the Regional Governments, hence the need for a mechanism to handle fiscal issues including revenue allocation from which each level of government will be provided with funds to meet expenditure obligation, enhance economic development and minimize inter-government conflicts. 

However, due to inter-governmental fiscal relations, particularly owing to the creation of more states and local government areas, the need for a permanent body to handle fiscal matters came to the front burner. As a result of this, the government promulgated Decree No.49 of 1989 which gave both to National Revenue Mobilization Allocation and Fiscal Commission (NRMAFC) as a body to handle revenue allocation and fiscal matters in Nigeria. However, Decree No. 49 of 1989 was NRMAFC Act amended by Decree No.98 of 1993 (now RMAFC Act Cap R7 LFN 2004). This was re-named Revenue Mobilization Allocation and Fiscal Commission (RMAFC) in the 1999 constitution of the Federal Republic of Nigeria under Section 153(1) as one of the fourteen (14) Federal Executive bodies.     

Its statutory function among other is to monitor the accruals and disbursement of revenue from the Federation Account and review from time to time, the revenue allocation formulae and principles in operation to ensure conformity with changing realities. It also advises the Federal, State and Local Governments on fiscal efficiency and method by which their revenue is to be increased. The Commission, as an independent and autonomous body has the sole right and responsibility to recruit, train and promote its workforce.

The commission is headed by a Chairman and supported by 36 commissioners drawn from each state of the federation and also the Chairman and the Federal Capital Territory make up to thirty eight (38). Presently, the commission has about 884 employees working in the Head Office in Abuja and the Zonal Offices in the six (6) geo-political zones of the federation. For effective and efficient administration, the commission operates seven (7) departments, one of which is the Human Resources Management Department. This is the department that is saddled with the sole responsibility of enhancing and improving the capacity development of the staff. This, it does by inventing and coordinating training programmes in line with the need of the commission. Furthermore, the department monitors and evaluates such training on a continuous basis in order to ensure conformity and relevance to both the officers and the commission.

1.2     STATEMENT OF THE PROBLEM  

The aims of every organization among others are profit maximization, social responsibilities and market control. These cannot be made possible without human resources who are concerned with the act of coordinating all activities of planning, organizing, directing and controlling of an organization using other factors of production. The realization of the importance of human capital to any organization has led to the debate and controversy that human resource should be classified as asset and to be so recorded in the financial statement of an organization. However, many employees have not been doing well because of non-recognition of their need for development.

Employee productivity is a function of ability, will and situational factors. An organization may have able and determined employees with appropriate equipment and managerial support, yet productivity continues to fall below expected standard. It is surprising that inspite of these qualities, productivity is still defective. Also, many employees have been observed to be incapable of performing as expected, frustrated by failure and in most cases have abandoned their work. This in turn has resulted in the high rate of labour turnover.        

In addition, many employees have the feeling that they are not needed and they have to look up to in the organization. It is on the basis of this problem that this research on Human Resource Development is being carried out to determine its impact in an organization.

1.3     OBJECTIVES OF THE STUDY

In any economic activity, it is the human element that commands, directs, organizes and controls all other factors of production. The quality of people appropriate to a particular level and the difficulties of the activity determine how well or poorly, these tasks are accomplished. The objectives of this research project includes to identify the reasons an organization in Nigeria need to be concerned and involved in human resources development and if today, human resources development is accorded a position of priority than before.  

The researcher intends to find out if investments in human resources development would be a key to progress and whether organizations which do not provided for human resources development will find it difficult to progress beyond their present level of economic development.

1.4     SIGNIFICANCE OF THE STUDY   

This study will be of significance as it will serve as a source of information to the readers and researchers on issues relating to human resources development as well as help in identifying the problems faced by some organizations in meeting today’s human resource development challenges. It is expected to show what effect human resource development would have in an organization.

It is also believed that this study will make managements to be abreast of modern demands of human resource development and management. Finally, it will enable other researchers know the extent of work done on this topic and where the next work will commence.

1.5     SCOPE OF THE STUDY

Human Resource is an integral part of an organization that ensures proper implementation of overall policy of the organization. The personnel management functions are categorized into pure management functions and operative functions. The pure management functions include; planning, organizing, directing and controlling while operative functions are concerned with procurement, development, compensation, integration and maintenance. However, for the purpose of this study, only development, which has to do with training and development of all the operative functions would be concentrated upon as it affects an organization like Revenue Mobilization, Allocation and Fiscal Commission. Abuja.  

1.6     STATEMENT OF HYPOTHESIS

This project will analyze human resource development in an organization. The following hypothesis will be tested:

H(i)    Human Resource Development has positive impact in an organization.


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