EFFECTIVE HUMAN RESOURCES MANAGEMENT AS A KEY TO THE ACCOMPLISHMENT OF ORGANIZATION COALS

EFFECTIVE HUMAN RESOURCES MANAGEMENT AS A KEY TO THE ACCOMPLISHMENT OF ORGANIZATION COALS (A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC, OWERRI PLANT)

ABSTRACT

In any organization human resources are the important assets. Every organization is human oriented, a factor without which the organization id reduced to nothing. Organization have their mission of being in existence and therefore could achieve these mission through the effort of “People” in the organization. Meanwhile, the extent to which human resource are properly managed determines the success of the organization. People are animated and have feelings. So management should manage and encourage them so that they will be committed and dedicated to the organization. It is based on this that study is aimed at finding out the relationship between good human resource management practice and the success of an organization. The study was conducted in Owerri using. Nigerian bottling company plants as a case study. Questionnaires were distributed to the staff of the company which helps the researchers in their analysis. The researchers applied of the data, the study concluded that people are life wire of the organization and the success depends on the quality of employees in the organization.

TABLE OF CONTENTS

Cover page …………………………………………………………………i

Certification ……………………………………………..………………..ii

Dedication …………………………………………………………………iii

Acknowledgement ………………………………………………….……iv

Abstract……………………………………………………………………..v

Table of content ………………………………………………………….vi

CHAPTER ONE

Introduction………………………………………………………………1

1.0    Background of the study……………………………………..1-3

1.1    Statement of problem ………………………………………..4-5

1.2    Objective of the study ……………………………..…………..5

1.3    Research questions………………………………………………6

1.4    Research Hypothesis………………………………………   .6-7

1.5    Significance of the study…………………………………….7-8

1.6    Scope of the study……………………………………………..8-9

1.7    Definition of terms……………………………………………9-11

CHAPTER TWO

2.0    Review of related literature ……………………………………12

2.1    Human resources management defined ……………..12-14

2.2    Acquisition of human resources……………………….14-116

2.2.1 Human resources planning ……………..…………………..17

2.2.2 Recruitment of human resource………………………………18

2.2.3 Orientation/socialization of new employee…………..18-19

2.2.4 Performance apprised of employee………………………….20

2.3    Linkage between effort performance and reward ……21-22

2.4    Motivation of human resources ………………………..22-23

2.5    Human resources forecasting and inventory…………23-29

CHAPTER THREE

3.0    Research methodology …………………………………………30

3.1    Introduction………………………..…………………………….30

3.2    Research design…………………………………………………30

3.3    Source of data ………………………………………………31-32  

3.4    Method of data collection………………………………………32

3.5    Sample size determination ………………………………32-33

3.6    Sampling techniques/procedures………………………33-34

3.7    Validity and reliability of measuring instrument ………..34

3.8    Methods of data/statistical analysis…………………….34-36

CHAPTER FOUR

4.0    Data presentation, analysis and interpretation…………..37

4.1    Analysis of data……………………………………………….37-45

4.3    Hypothesis II…………………………………………………50-54

CHAPTER FIVE

5.0    Summary of findings, Conclusion and recommendation.55

5.1    Summary of findings…………………………………………….55

5.2    Conclusion ………………………………………………………566

5.3    Recommendation……………………………..………………..57

References ………………………………………………….………58-60

Appferences ……………………………………………………………61

Appendix I………………………………………

CHAPTER ONE

INTRODUCTION

1.0   BACKGROUND OF THE STUDY

Human resources management is concerned with people oriented management. Organization do not exist in a vacuum, therefore they must need people acquiring their services, developing their skills, motivating them to high level of performance and ensuring that the key continue to maintain their commitment to the organization. This is a white fact business, education, health, social organization, it is pertinent to note that seeking, getting and keeping good people in the organization to the right position at the right time are indispensable to the success of every organization whether profit or non profit, public or private organization. These organization that are able to acquire, develop, stimulate and keep outstanding workers will be both effective and efficient. Those that are ineffective and efficient face the risk of stagnation or decline.

According to Graham and Bernett (1992:3) human resources management is concerned with the human side of the management of enterprises and employees relation with their firms. Its aim is to ensure that the employees of the company that is, its human resources are used in such a way that the employers obtains the greatest possible benefit from their abilities and the employees obtain both material and psychological reward from the organization. That is to say that there is a symbolic relationship between the employee and the organization. While the employee help the organization achieve it goals, the organization in other hand helps the employee to accomplish their needs and aspiration that made them to join the organization.

Robbins (1982:74) highlights that the survival of an organization requires competent manager and workers coordinating their efforts towards an ultimate end. Organization that are unsuccessful in getting such coordination of managers and workers will ultimately fail. Also for an organization to achieve its goals, it needs inputs as men, money, machines and material (the 4m). These inputs will lie idle if they are not coordinated by men. They could only yield effective result if they are handled in the right proportion by people. Whether or not there will be a good return from a corporate investment if an operating division is largely determined by the quality of the human resources who are assigned to achieve the high rate of return. Therefore people represent one of the most valuable asset of the organization. If an organization is to develop its full potentials, the top managerial, commercial and technical skills must be termed as assets. To examine effective human resources management more critically, Robbins (1982. 74) says that it is a process consisting of four functions.The acquisition, development, motivation and maintenance of human resources.

DOWNLOAD COMPLETE PROJECT MATERIAL

EFFECTIVE HUMAN RESOURCES MANAGEMENT AS A KEY TO THE ACCOMPLISHMENT OF ORGANIZATION COALS (A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC, OWERRI PLANT)