ABSTRACT
This study
examines the impact of human resource management on organizational growth.
Generally, this study was made on the management, staffs and the customers of
Airtel Telecommunication, Asaba metropolis in Oshimili South local government
area of Delta state, Nigeria. Primary was
sources of data collection for this study. Structured questionnaire were used
to elicit data from the respondents. One hundred (100) respondents were selected
for this study but ninety (90) were eventually used. A survey research design
was employed and a simple random sampling technique was adopted. Simple
percentage method and chi square tool was employed as the major analytical
tool. The findings revealed that there is positive relationship between
employee’s developmentand organizational growth. The study therefore
recommended that training and development contribute to the profitability of
the organization.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The management of people within the
organisation has become an increasingly recognized important focus for
researchers and practitioner over the past 20 years. Organisations are becoming
more aware of important role human resource play in the success of their
organisations to achieve financial performance. As a result, organisations are
becoming more employee-centric by focusing on enhancing employees’ engagement
and organisational commitment
It is important for organisation to
adopt human resources management (HRM) system that optimizes workforce as it
enables organisation to achieve competitive advantage in today’s global market
economy that provides wider access to technology, finance and other resources.
Pfeffer (1994) stated that firms have increasingly recognized the potential for
their peopleto be a source of competitive advantage. Creating competitive
advantage through people requires careful attention to the practices that best
leverage these assets. According to Nishii, (2008) scholars generally agree
that appropriately designed, Human resources management practices can enhance organizational
growth. Related theories suggesting and supporting assumption holds that the
practices of Human Resources Management influences employees attitudes and
behaviours.
Human Resource Management is an
invisible asset in an organisation. It creates value when embedded in the
operational system that enhances organisational performance and ability to deal
with turbulent environment. Effective HRM assists in developing human resources
into high quality and efficient workforce thus enabling the organisation to
obtain a competitive advantage through their people. In contrast, inefficient
workforce can increase labour cost and decrease organisation productivity.
However, in order to remain competitive, grow and diversify, an organisation
must ensure that its employees are qualified, placed in appropriate position,
properly trained, managed effectively and committed to the firm’s success. The
goal of HRM is to maximize employees contribution in order to achieve optimal
productivity and effectiveness while simultaneously attaining individual
objective (such as having a challenging job) and obtaining recognition) and
societal objectives (such as legal compliance and demonstrating social
responsibility).
Human resource dimensions or
practices (training, recruitment, reward system performance appraisal etc) have
considerable impact on the performance of organizations and these contribute to
the affirmative link between human resource management and organizational
growth (Osman, 2012).
Training is a flexible way to
develop an employee as it consists of both formal and informal ways to enhance
the effectiveness and efficiency of employees (Ellstrom, 2011). Job security
increases employees’ honesty, keeps employees committed to the organization and
provides security to valuable information as well (Raji and Jackson, 2011).
Reward system is imposed on organization to evaluate reward and organization
reward employees on the basis to get value by elaborating what they have spent
and what they have got (Armstrong, 2011). Employee performance can be evaluated
by the evaluation of task and reward system. Employee performance is one that
is affected by the knowledge transfer that helps employee to develop their understanding
of networking as well as focusing on the organizational growth.
Organizational growth is related to
organizational justice which allows employees to get committed to task assigned
to him or her. HRM dimensions greatly influences the employees attitude which
in turn affects employees’ performance. If HRM system works effectively, then
increase in the organizational growth will be seen (Snape and Redman, 2010).
Competitive advantage is viewed as a source of competitive advantage is a must
for any organization and employees are always viewed as source of competitive
advantage for any organization (Barney, 1991; Pfeffer, 1994). So, human
resource management must be made in such a way that can utilize employees in
the best possible way to increase performance of organizations.
1.2 STATEMENT OF THE PROBLEM
Research problem is an intellectual
stimulus calling for an answer in the form of scientific inquiry.
From experience over the years,
with the role of human resource management in the achievement of organizational
goal in Nigeria compared to other organizations of the world. It has been
observed that human resource management in Nigeria have not performed well to
support the efficiency and growth of the nation.
Any management that is keen on
training its personnel is usually faced with the problem of cost/benefit
analysis. It is very easy to work cost but it is difficult to put value on the
asset. It is therefore pertinent to list the problems associated with training
human resource in the organization.
It has been observed that the
problem facing business and increasingly number of workers are being faced with
poor condition of service including remuneration. Furthermore, the foreign
exchange problem has added a new dimension to the range of problem facing
business organization. The overall effect of the problem is that most business
organization can no longer afford to offer the employees good remuneration and
adequate compensation for their labour. This is a situation that brought about
ineffectiveness of human resource in the achievement of organizational goals.
Presently, Nigeria economy is
experiencing some economic difficulties which have resulted in retirements,
retrenchments, lay-offs, mergers and acquisitions and dismissal of employees.
Furthermore, prominent among the
reasons why organizations perform poorly in most organization in Nigeria is the
problem of fund. Thus, this is the reason for the introduction of two schemes
and programmes by the federal Government through the CBN which are geared
towards improving the accessibility and availability of credit to the companies
in order to make them more vibrant. Even the funds cannot manage themselves
without the human resource.
At this point, the problem this
study seeks to address is to find out the impact of HRM and how it has
facilitated the growth and achievement of organizational goals.
1.3 OBJECTIVES OF THE STUDY
Research objectives are statements
that the research project will attempt to achieve. They provide the guidelines
for establishing research agenda of activities necessary to implement the
research process (Hair et al, 2006; 663).
The main objective of this study is
to find out the impact of Human Resource Management (HRM) on organizational
growth. Aside this, other specific objectives that will be addresses are;
1.
To determine the
relationship between employee’s development and organizational growth.
2.
To examine relationship
between compensation management and organizational growth.
3.
To determine the
relationship between employee’s development and organizational growth.
1.4 RESEARCH QUESTIONS
Research Question is the question
which the researcher set out to answer. It is essentially a hypothesis asked in
the form of a question (Kerlinger 2006).
Given the objectives of the study
above, the following research questions are this formulated to guide the study
1.
What is the the
relationship between employee’s development and organizational growth.
2.
What is the
relationship between compensation management and organizational growth.
3.
What is the
relationship between employee’s development and organizational growth.
1.5 RESEARCH HYPOTHESIS
Research hypothesis is a formal
statement that presents the expected relationship between an independent and
dependent variable (Creswell 2006).
·
H1: There is
positive relationship between employee’s developmentand organizational growth.
·
H2: There is
positive relationship between compensationmanagement and organizational growth.
·
H3: There is
positive relationship between organizationalcitizenship behavior and organizational
growth.
1.6 SCOPE OF THE STUDY
The study is carried out within
Asaba metropolis, Oshimili South Local Government Area of Delta State, Nigeria.
The study focuses on the telecommunication industry in Nigeria generally but
only covers Airtel Nigeria Plc.
The sampling objects used in the
study are employees and customers of Airtel telecommunication industry, Asaba
metropolis. It was presumed that this group of people could provide more
information in response to the questions contained in the questionnaire – The
impact of Human Resource Management on Organizational growth.
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Item Type: Project Material | Size: 42 pages | Chapters: 1-5
Format: MS Word | Delivery: Within 30Mins.
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