EFFECT OF HUMAN RESOURCES DEVELOPMENT IN ORGANIZATIONAL GROWTH (A CASE STUDY OF NIGERIAN MEDICAL ASSOCIATION UYO)
1.1 Background of the Study
Wendel (1973) described human resources in his books as consisting all individuals engaged in any of the organizations activities regardless of their levels. Human resources from the above simply means men and working for an organization, inspective of the post. They are holding. However, this went further to emphasized that there was no demarcation for men and women working for the organization that belong or do not belong to the human resources of the organization.
Meanwhile, any activity in the organization from the beginning to the end stage depends on human resources therefore any organization aiming at achieving some of their goals must ensure not only maintaining constant and adequate supply of human resources but also ensure that they were adequately motivated. This is because the human resources that are not motivated will be answering human resources of the organization with outputting in their best.
James (1946) stated that the effective use of people is still the key to productivity and you assignment is to motivate people to get best of their skills and abilities. He affirmed that organizations will achieve high productivity more than ever before by motivating their workers and sending them for training.
Moreover, Ubeku (1983) went further to say that although the task of motivating workers is vested on the management team as a whole but said that managers have more roles to play. The author said that managers, can provide the organization a continuous day to day coaching appraisal and encouragement that the employees will need more than ever before. He was of the opinion that manager have upper hand in motivating workers. The author further stated that the supervisor who works with his subordinates on this estimate basis can do much to influence the organizations programme.
Training and development of human resources have been considered and expandable luxury in terms of financial constraints. The growth and development of any organization depends on its human resources, a specific cost of management to develop individual skills or a means of developing people for promotion to the most level of organization leadership. While these views carry some validity of human resources, should be regarded in the larger context of trends in society and the need of changing organization. In the past, not much importance was attached to the role of human resource development on the growth and efficiency of organization. No pride of place was given man-power planning and development as a save way to enhance skills, knowledge and capacities of personnel. In organizations, the importance of investigating in human resources has become much dear in recent years because of maintaining evidence of that as an engine of change. Although, human resource management is that sub system of an organization which is directly concerned with planning controlling the procurement, development, compensation, integration and maintenance of the human resources component of the organization, the effectiveness of this sub-system is judged by the way policies and practices affect the performance and productivity of individual workers towards realization of the effectiveness of an organization.
Today, one of the major problems confronting management in an organization is devising the most effective way of putting its human resources on the right position to accomplishing its task. The existence of a conducive and