Eduproject.com.ng logo - RESEARCH PROJECT TOPICS AND PROJECT TOPICS ON EDUCATION

PROJECT TOPIC: EVALUATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE IN NIGERIA A RESEARCH STUDY OF NIGERIAN BREWERIES PLC 9TH MILE CORNER ENUGU AND EMENITE LIMITED ENUGU

Project Body:


CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

Organizations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus profitability through growth, technological changes, intellectual capital and the never-ending changes that organizations are undergoing, have led to increased importance of managing human resources. Devanna, Fombrun and Tichy 1981; Wright (1998).

          The impact of human resources management in an organization’s strategic management planning is extremely important in helping firm to find ways to compete effectively in the domestic and foreign market.

          However to improve  the         quality and productivity in organizations most executive employs human resources management such as employees motivation programs, employees training and education, and changing the organization’s culture, including other resources in order to achieve results.

          According to Jack Pitz-enz (2000:7) “people are the only element with the inherent power to generate value”. All other components offer only inert potentials. By their nature, they add nothing, and they cannot add anything until some human beings be it the lowest – level laborers, the most ingenious  professional or the loftiest executive leverage that potential by putting it into action.

          The increasing significant role of human resource management in achieving objectives is evident in the transformation functions. It has evolved from concentration on employee welfare to one of managing people in a way so as to obtain the best and highest productivity possible from the employee, through methods that provide the employees with both intrinsic and extrinsic reward.

          Human Resources Management is the strategies and coherent approach to the management of an organization’s most valued assets; the people working there who individually and collectively contribute to the achievement of the objectives of the business. The term “Human Resources Management” has largely replaced the term “Personnel Management” as a description of the processes involved in managing people in organizations. In simple words, Human Resources Management means employing people, developing their capabilities, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

          According to Lake (1990), Human Resources Management system can be the source of organizational capabilities that allows firms to learn and capitalize on new opportunities. The main characteristics of Human Resources Management approach is that it meets the needs for a strategic approach to Human Resources Management which achieves “fit” between the business and the human resources strategy.

          Human Resources is viewed as a source of competitive advantage in line with the concept of resource – based strategy; it is a comprehensive and coherent approach to the provision of mutually supporting employment policies and practices, and it is adopted through the development of integrated Human Resources policies and practices, Armstrong (2001). Some people believe that there are universal principles, practices and general know-how on which efficient and effective Human Resources Management is based. Adler and Ghader (1990) argued that companies handle Human Resources Management issues as if they were operating exclusively in domestic markets. The early advocates of Human Resources Management believed that organization should move away from the bureaucracy of personnel management to the apparent flexibility and responsiveness of Human Resources Management, Hope Hailey et al (1998). The overall purpose of Human Resources Management is to ensure that the organization is able to achieve its objectives in certain areas like recruitment and development, relationships, valuing employees etc. This practice is no longer new in Nigerian organizations, but the problem is that most organizations are yet to fully apply or implement this.

          The link between Human Resources Management (HRM) and business performance is high on the corporate agenda at present. Both organizations and academics are striving to prove that human resources management has a positive impact on bottom-line productivity. Organizations are focusing on the role of resources in achieving competitive advantage and improving organizational performance. Although human resources practice and organizational performance have widely been studied, their distinctive relationship has received limited empirical scrutiny, especially in multinational companies in developing countries.


Disclaimer: Using this Service/Resources: You are allowed to use the original model papers you will receive in the following ways:
  1. 1. This material content is developed to serve as a GUIDE for students to conduct academic research work
  2. 2. As a source for additional understanding of the subject.
  3. 3. As a source for ideas for your own research work (if properly referenced).
  4. 4. For PROPER paraphrasing (see your university definition of plagiarism and acceptable paraphrase)
  5. 5. Direct citing (if referenced properly)
  6. Thank you so much for your respect to the authors copyright.

Useful Links:

Related Projects