The impact of human resources management on the productivity of an organization (a case study of champion breweries plc, uyo)

Thesis Overview

<p> </p><div><p><strong>INTRODUCTION</strong></p><p><strong>1.1 &nbsp; &nbsp; Background of the Study</strong></p><p>Human resources management known traditionally as personnel management has been defined by the dictionary of management as “the responsibility for making the best use of an organization employee”. Human resources is a general term for all the employees of an organization or the workers in a society.</p><p><em>According to Luke (2010) postulated that “Human resource management is the planning, organizing, directing and controlling of the procurement, maintenance and separation of human resources to the end that individual, organizational and societal objective are accomplished.</em></p><p>Human resource management usually was a more modern term for what has traditionally been referred to as personnel management.</p><p><em>According to Mark (2011) postulated that human resource management involves all management decisions and practices that directly affect or influence the people who work for the organization.</em></p><p>The resource organizations uses in achieving these objectives are;</p><p>1. &nbsp; &nbsp; Man</p><p>2. &nbsp; &nbsp; Money</p><p>3. &nbsp; &nbsp; Material</p><p>4. &nbsp; &nbsp; Machine</p><p>Man here is used in generic terms, woman inclusive. Each of these resources needs to be carefully and specially services and manage. All these resource are very useful and indispensable and so must be well cared for. It must be mentioned that of all the above resource “MAN” is the most importance because man has the intelligence and the organizational ability to combine the other resources effectively in order to accomplish the organizational goals and objectives. Not minding the kind of machine (Robots) material and money available to an organization, they cannot combine themselves to achieve goals. Man must be there because he has the intelligent, ability, capability, zeal and energy to do the work, operate the machines. Human resource management can also be defined as the management of all the various resources in an organization to enhance the accomplishment of the organizational goals.</p><p><em>According to Isaac (2012) defined human resources management as “the management of people to achieve individual behaviour and performance that will enhance an organization’s effectiveness”.</em></p><p>Human resources management helps in the workforce set their personal goals, shape their behaviour to be in line with the objective of the organization. Management of human effort is the keys to success in any form of productive process Luck (2013).</p><p>The success or failure of any organization is greatly appointed to the labour, while capital, land and also the caliber of personnel working for the organization should have been pre-determined ensuring that there is job relatedness and person job matching. Job relatedness is the founders action of effective human resources management, it require that all employment decision be based on the requirement of the position, that is the criteria used in luring evaluation, production and rewarding workers must be tied directly to the job being performed.</p><p><strong>Reason Job Matching:</strong>&nbsp;Is the process of matching the right person to the right job. Good human resource manager, put people skills, interest and temperaments with the requirements of their job. When people and job are well marched, the organization benefits high performance and employee satisfaction, high retention of effective workers and low absenteeism.</p><p>In order to achieve the objective of profit maximization, human factor is to be managed effectively because it has a great impact on the better performance. To ensure this, more attention must be paid to how labour is recruited into the organization, their performance, motivation factor and some others appraisal and reprimanding of any employee who has performed good or bad in the cause of performing the assigned task must be done effectively so as to make them do their best at work. Therefore, every organization or company should manage their workforce effectively for the achievement of their stand goals and objective.</p><p><strong>1.2 &nbsp; &nbsp; Statement of Problem</strong></p><p>There are problems confronting human resource management in an organization which may hinder the effective achievement of its aims. It is a well known fact that no organization can function efficiently and effectively without adequate number of human resources in both quality and quantity.</p><p>1. &nbsp; &nbsp; <strong>Wrong Placement of Workers:</strong>&nbsp;Employing the right number of people with the right skills and in the right place is a sure way to success for any organizations.</p><p>2. &nbsp; &nbsp; Different organization need different types if people at different time. To maintain continuous supply of the required kind of people for an organization, the human resource management may undertake a study of the present and future requirement of the concern to determine its manpower needs.</p><p>3. &nbsp; &nbsp; Lack of clear objectives on the part of human resources managers. Therefore in the above mentions of the problem I decided to go into research to solve the problems.</p><p><strong>1.3 &nbsp; &nbsp; Purpose of the Study</strong></p><p>1. &nbsp; &nbsp; To identify the problems militating against effectual human resources management on the productivity of a organization. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>2. &nbsp; &nbsp; To identify factors for achieving high productivity.</p><p>3. &nbsp; &nbsp; To recommend models for human resources management. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>4. &nbsp; &nbsp; To access the process of human resources management in an organization.</p><p>5. &nbsp; &nbsp; To give the recommendations on how to solved the problems.</p><p></p></div><h3></h3><br> <br><p></p>