Impact of human resources management on staff performance and productivity in an organization

Thesis Overview

<p> </p><p><strong>1.1 INTRODUCTION</strong></p><p>Human resource management (HRM) Byers and Rve (1991:6) embrace those<br>actives designs to provide for, and co-ordinate the human resource of an<br>organization.</p><p>This involve apart from the traditional activities of employment,<br>labour relations, compensation and staff benefits also integrate into<br>both the management and strategies planning process of an organization.<br>this human resource department provide three Roles /Maga (1998) the<br>management of an organization workforce, are responsible for the<br>attachment solution, training, assessment and rewarding of an employees,<br>mean while Nigerian Television Authority with the promulgation of<br>decree 24 by the federal military Government in may 1977 the Nigeria n<br>Television Authority (NTA) was born.</p><p>These included western Nigerian Television (WNTV) established in 1959<br>which later became NTA Ibadan, Eastern Nigerian Television (ENTV) 1960<br>later to be known as NTA Enugu and Radio Kaduna Television (RKTV) in<br>1962, which later split to be become NTA by their various regional<br>Government.</p><p>Television Station was later established in the state capitals where none existed.</p><p>By the promulgation of Decree 24, the Authority became the only body<br>empowered to undertake television broadcasting in Nigeria, therefore all<br>the ten existing state television then were incorporated into Nigeria<br>Television Authority (NTA).</p><p>It is pertinent to note that, the exclusive rights to television<br>broadcasting enjoyed by the Authority when it was inaugurated in may<br>1977 by the federal military Government, was removed by the 1979<br>constitution, which gave right to ownership to state government,<br>organization and individuals that the president may authorize to<br>operate television stations.</p><p>This provision in the constitution led to establishment of the<br>National Broadcasting Commission (NBC) in 1992 and resulted subsequently<br>in the issuance of radio, television and cable broadcast licenses to<br>private operations for the first time in the history of broadcasting in<br>Nigeria on 10th June, 1993. The first official director general of NTA<br>was Vincent Maduka, a former engineer. Prior to his appointment Maduda<br>was the general manager of western Nigerian television Ibadan, which was<br>Africa’s first television station. The Nigerian Television Authority<br>has been criticized by performing artists such as Becky Wmeh for<br>pressuring artists to align their expression with government propaganda<br>goals. The Guadian in its editorial of Sunday October 18, 2009 stated<br>“the federal government owned Television network, the Nigerian<br>Television Authority (NTA) is arguably the largest of itstype in Africa,<br>but maximize its potentials”. However, the NTA’s monopoly on the<br>Nigerian airspace was broken in the mid-1990, is with the establishment<br>of privately owned television station and network notable among which is<br>the Africa independent Television.</p><p>Therefore this government owned organization being (NTA), human<br>resources management has a great impact on their performance, to ensure<br>this, more attraction must be paid to how labour is recruited into an<br>organization, their performance motivating factors and some other. Any<br>employee who has performed good or bad in the cause of performing the<br>assigned task must be done effectively so as to make them do their best<br>at work.</p><p>Therefore every Nigerian management should manage their workforce<br>effectively for the achievement of their stand goals and objective. it<br>is therefore important that both the employee workers and management<br>should be well acquainted with an important issue that affect not only<br>workers effectiveness in the place but their life in general.</p><p><strong>1.2 STATEMENT OF PROBLEM</strong></p><p>The following factors limit or affect the performance of staff productivities of the organization.</p><p>Wrong placement of worker, this is putting the wrong person in the<br>wrong place at the wrong time. In a situation where an employee skill<br>and experience are not equal to the task they are to performed they<br>outcome of such employee effort will not yield a successful fruits.</p><ul><li>Lack of clear objective on the part of human resources management, proper staff recruitment</li><li>Lack of managerial planning, organizing, staffing, leading,<br>coordination and controlling performance of the staffs and management</li><li>Staffs not being motivated</li><li>Lack of staffs training, promoting and enlargement</li></ul><p>1.3 <strong>PURPOSE OF THE STUDY</strong></p><ul><li>To identify the problems militating against effectual human<br>resource management on staff performance and productivity in an<br>organization.</li><li>To identify factor for achieving high productivity</li><li>To recommended models for human resources management</li><li>To access the process of human resource management in an organization.</li></ul><p><strong>1.4 SIGNIFICANCE OF THE STUDY</strong></p><p>It will constitute a reference material to students. at all the work<br>will assist the manufacturing sub-sector to determine the best method of<br>motivating the employees in order to get the best performance from them</p><p>This will give room for better selection of employee in manufacturing<br>sub-sector and ensure that ineffective management of labour force leads<br>to low productivity.</p><p><strong>1.5 RESEARCH QUESTION</strong></p><ul><li>Management performance is important to all organization in term of staff productivity</li><li>Does human resources management performance have any effect on employee’s productivity?</li><li>Management make policy that regulates the staff activities</li><li>What are the factors contribute positively to employee’s productivity?</li></ul> <br><p></p>