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Human resources management exist to help employees and organization reach their numerous goals. In the course of doing this, they face many challenges arising from the demands of the employees, the organizations and the society. And, in a depressed economy like Nigeria, it takes an effective and efficient human resources manager to meet these challenges proactively. The purpose of human resources management is to improve the productive contribution of people in the organization in way that are strategically, ethically and socially responsible. This purpose guides the study and practice of human resources management. In line with the above, this research work investigated low productivity of workers as a basis for investigating the methodology adopted in managing human resources in Emenite Enugu. The study is divided into five chapters. Chapter one is the introductory chapter in which major direction of the work is discussed. Chapter two discussed the review of the related literature. Chapter three discussed the research design and methodology, while chapter four discussed the presentation and analysis of data. Chapter five discussed the findings, recommendations and conclusions based on the analysed data. From the data collected and analysed it was found that the human resources management techniques, methods and process employed by Emenite improved workers performance and productivity of the organization.
The study examines job evaluation as a tool to wage/salary determination in organizations. The study was undertaken in three organizations namely-Nigerian Breweries, Diamond Bank Plc and Power Holding Company of Nigeria, all located within Enugu Metropolis. The objectives of this study are; to identify job evaluation methods used in determining wages/salaries of employees in organizations; to ascertain the objectives of job evaluation to organizations; to identify the limitations of job evaluation in organizations; and to suggest measures that can help in conducting an effective job evaluation programme. The research method employed the use of primary and secondary data. The population of the study was 1150, from which the sample size of 298 was determined using Taro Yamani’s formula. The research instruments used were questionnaire and oral interview. The reliability of the research instrument was tested using Pearson Product Moment Correlation Coefficient; the result gave a reliability index of 0.91 indicating a high degree of consistency. Chi-square and correlation coefficient were the data analysis statistical tools employed. The findings from the study reveals that; ranking, grading, point-rating and factor comparison are job evaluation methods used in determining wages/salaries of employees in organizations; job evaluation ensures that like wages are paid to all qualified employees for the same work; job evaluation is susceptible to human error and subjective judgment; finally, use of expert personnel, employee participation and comprehensive job analysis are measures that can help in conducting a successful job evaluation. The conclusion drawn from the study is that job evaluation is a technique used in determining the value of each job in relation to all other jobs within the organization. Its main aim is to establish a basis for developing rational wage/salary structure of differential rates of pay within an organization. Based on the findings, the researcher recommends that; job evaluation programme should be computerized as to speed up its process and ensure high level of accuracy; all the relevant internal and external factors should be taken into account by various organizations before assigning pay to different jobs; efforts should be made constantly by trade/labour unions to ensure maximum transparency in preparation and implementation of the wage/salary structure reached as a result of job evaluation; finally labour unions should enter into wage/salary negotiations and collective bargaining from time to time to enable workers meet up with the economic and financial challenges in the country.
This project is a review of Leadership Challenges in Public Post-Primary Institutions; A Study of Public Post-Primary Institutions in Enugu State, Nigeria.
The Statement of Problem identified was Poor relationship between principals’ leadership style and teachers’ job performance, Poor access to aids and fund by the principal from the government, Poor work attitude of teachers, Poor moral values and academic performance of the students and Poor parental involvement.
To meet the general objective, the study will focus on the following specific objectives: To determine how poor relationship between principals’ leadership style affects teachers’ job performance in public institutions, how poor access to aids and fund by the principal from the government can lead to leadership challenges in public institutions, how poor work attitude of teachers can affect the leadership in public institutions etc.
The descriptive survey method was used and the research tool was questionnaire. 140 respondents answered the questionnaire. Data analysis using Chi-square formula and presentation was done by the use of tables.
The findings from the study showed mainly that there is significant poor relationships between principals’ leadership style and teachers’ job performance in public institutions. Finally, solutions and recommendations were proffered on how the work attitude of the teachers should be improved to help their productivity by encouraging job satisfaction. The write up is duly summarized.
Competition has become the norm of the day in modern economy. The world has become a global village, with modern technology and sophistication business competition has blossom in our present age. Modern business organization does not only compete with local industries but also foreign industries. While on one hand, it has given room to increase varieties of goods available to consumers and improved quality of the products, on the other hand, strive competition has led to the failure of many business enterprises. Thus, business survival and growth in the midst of competition has become the pivot goal at the management of every organisation. Necessary information we obtained through structured questionnaire administered on the direct clients and advertising agents of the company. A special questionnaire was also designed for Karrington staff. The survey involved 55 clients and staff. The corporate survival and growth strategies of the company and their limiting factors were identified. The result indicates that the growth of the company can be hinged on the quality control and modern technology. This has given the company a competitive edge over its competitors. This had also helped the company to secure customers loyalty over a long period of time.
The world as a unit where several of its parts have to have close contact and interaction with one another and to recognize themselves as sharing a common humanity, took a new turn in the fifteen century with the Spanish, Portuguese and the Dutch Voyages of discovery, a Phenomenon advance in maritime technology. It is the result of that process or phenomenon that has come, generally to be referred to as globalization.
Globalization reflects man’s common humanity, a desire to explore and break barriers and to conquer both territory and forces, and to constrain them.
This research project seeks to determine the effects of globalizations, and this was a study of selected organizations – Nigerian Breweries Plc and ANAMMCO both located at Enugu.
A sample of 139 respondents all randomly selected from the staff and management of Nigerian Breweries Plc. And ANAMMCO. Both primary and secondary were used. At the end of the research study, it was gathered that globalization has made impact on human resource practice, and the aspects it has made such impact includes: the economic, political, social/cultural, and technological aspects, and the countries that stand to greatly benefit.
The study examines the Implementation of Total Quality Management (TQM) in the Telecommunications Industry: Problems and Prospects with a focus on Etisalat and Globacom Limited, Enugu. Some firms aspire to be market leaders without considering their customers as being vital to their success. This has led to the collapse of erstwhile good businesses. Due to this, the necessity of Total Quality Management in organizations was probed. In order to successfully achieve the purpose of this study, the following objectives were set: to determine the strategic management process involved in Total Quality Management implementation; to examine the methods of planning and training attached to Total Quality Management implementation; to ascertain, if there is any form of transformational leadership, teamwork, employee’s involvement and empowerment, customer focus and satisfaction in the course of adopting Total Quality Management technique as a strategic weapon; to determine whether training, retraining and development is a pre-condition for achieving success in implementing Total Quality Management; to find out if employee participation in strategic planning and their commitment to work is necessary for the successful implementation of Total Quality Management; to ascertain if there exists any relationship between Total Quality Management, increase in work performance and customer satisfaction; to identify various problems associated with the implementation of Total Quality Management (TQM); to ascertain the likely prospects accruable from an effective/efficient implementation of Total Quality Management (TQM). A sample size of 190 employees of the organizations was served with questionnaire to generate data. The data elicited were analyzed using tables and simple percentages. The formulated hypothesis was tested with the Chi-Square distribution method. It was found from the hypothesis tested that, Total Quality Management is a strategic tool to gain competitive advantage and teamwork and good communication processes enhance employees performance.
The world as a unit where several of its parts have to have close contact and interaction with one another and to recognize themselves as sharing a common humanity, took a new turn in the fifteen century earth the Portuguese, Spanish and Dutch voyages of discovery, a phenomenon advances in maritime technology. It is the result of that process or phenomenon that has come, generally to be referred to as globalization. Globalization reflects man’s common humanity, a desire to explore and break barriers and to conquer both territory and forces and to constrain them.
This research project seeks to determine the problems and prospects of globalization on human resource management, and this was a study of selected Breweries- NB Plc and Guinness Plc, Lagos.
A sample of 136 respondents all randomly selected from the staff and management of NB Plc, Lagos. Both primarily and secondary data were used.
At the end of the research study, it was gathered that globalization has made impact on human resource management; and the aspects it has made such impact includes: the economic, political, social/cultural, and technological aspects; and the countries that stands to greatly benefit or better put, that has immensely benefited from globalization has both negative and positive dimensions. From the foregoing it can be concluded that globalization is a dual-purpose sword, which implies that it has come to stay and must be properly and adequately addressed. In addressing it therefore, it should be ensured that its fruits extends to all countries of the world; the fears that the growth that globalization brings is inherently destabilizing should be wiped out; the concern within richer countries should be addressed that international competition does not hurt living standard; and the problems complicated by rapid business expansion, notably environmental degradation, disease, migration, crime, unemployment and terrorism should be tackled.
This study focused on the analysis of manpower development among administrative staff of tertiary institutions in Delta State. . The objectives of this study are; To analyse the benefit of on-the-job training and development programmes on administrative staff of tertiary institutions, to find out the benefit of off-the-job training and development programmes on administrative staff of tertiary institutions, to identify the challenges to effective manpower development of administrative staff of tertiary institutions, to determine the measures for effective manpower training and development of administrative staff of tertiary institutions, to determine the extent manpower development has affected job performance of administrative staff of tertiary institutions. Data for this study were obtained from both primary and secondary sources. The study has a population size of 6680, out of which a sample size of 377 was realized using Taro yamane’s statistical formular. Survey research design was adopted. Chi-square distribution table ( ) were used to test the hypotheses. To ensure that the research instruments are valid, a conduct of a pre-test of every question in the questionnaire was carried out. For reliability of the research instruments, a test-re-test method was adopted using the crobach alpha reliability method the result and the result gave reliability coefficient of 0.61, which showed an evidence of internal and external consistency of the instrument. Findings indicate that; on-the-job training increased employees capacity to adopt new technologies and methods; off-the-job training enhanced employees chances of promotion; management inability to send employees for training is a challenge to effective manpower development; establishment of training centres is a measure for effective manpower development; manpower development help increased employees output. Based on the findings, the study recommends that Statutory orientation programmes should be organized for all newly recruited administrative staff; Seminar, workshops and conferences should be organized periodically for administrative staff so as to equip them with the latest work methods and technology, Administrative staff should be encouraged to participate in international conferences, seminars and workshops and contribute articles to international journals by way of financial incentives, sponsorship, reimbursements and grants etc; Merit-based pay salary be introduced for administrative staff who have distinguished themselves in work performance and displayed excellent productivity; Each department/unit should float financial grant/loan for the departmental unit members, this will encourage high performance within the department /unit and healthy competitions between other departments and units;the state government in collaboration with the National Universities Commission, National Council for Colleges of Education and National Board for Technical Education should enhance administrative staff training grants and other needed resources.
Management requires factual information to deal with things like policy formulation, forecasting, planning and decision-making. Decision making by managers must be quick and flexible which implies that both time and cost factors of information must be such that it will attract minimum cost and time that would enhance profit maximization.
The objective of the study is to seek to explain the concept of what has come to be known in modern Management and Information System and its impact on decision making in a competitive and challenging banking environment. The survey research method –using questionnaire was used in eliciting data from the respondents from the selected bank for the study.
A deepening world economic crisis, sustained and a continuous fall in prices and demand for crude oil has left Benue State in particular and Nigeria in general with sure recession and depression. The need for the government to intervene and manage the economy has become very imperative. But the petro – Naira is no more and the need to generate revenue from alternative source is seriously urgent.
However, the purpose of this dissertation is to appraise the impact of privatization on a developing economy, with a focus on Benue Cement Company Plc, Benue State.
The privatization process, therefore, aims at improving the efficiency of such enterprises and encouraging innovation in the ways in which they are implemented. It thus goes hand, with the establishment of an effective regulatory system that protects the consumers and the legitimate core investors – which refers to the economic reform strategy [privatization].
Globalization is the term used to describe the growing worldwide interdependence of people and countries. The process has accelerated dramatically in the past decades largely due to advances in technology.
With the advent of globalization, trade barriers between countries have come down, movement between countries has become easier and world’s major financial market have been integrating. This growing worldwide integration has produced diverse consequences may be beneficial or detrimental.
This work examines the effects globalization has on developing countries. The instrument for data collection was the questionnaire. The analysis and findings highlight the two – fold impact of globalization on developing counties.
Finally, this work recommends implementation of sound policies in order to moderate the adverse effects of globalization while consolidating its benefits.
This study is about the success of strategy implementation. Implementation, the conceptual counterpart of strategy formulation, has been regarded as an extremely challenging area in management practice. Still, strategy implementation has received remarkably less attention in the strategic management literature. The existing implementation frameworks are mostly normative and rather limited.
On the other hand, the strategy as practice research agenda has emerged to study strategy on the micro level, as a social phenomenon. Practice researchers have introduced an activity – based view on strategy that is concerned with the day – to – day activities of organizational life that relate to strategic outcomes. Still, there is a clear need to know more about these strategic activities: what are they like, and how are they related to strategic outcomes.
This study explores the success of strategy implementation in terms of organizational activities, by focusing on two questions: how are the strategy goals realized through organic goal’s adoption? The research questions are addressed empirically.
This research work titled “Globalisation: The Role of Multinational Corporations in Nigeria” was necessitated by the controversy about the role of multinational corporations in Nigeria. Hence, this study will attempt to resolve this controversy by determining their contributions to the economic and technological development of the country.
The research work is divided into five chapters. Chapter one introduces the topic under discussion. Here effort was made at giving a brief but general history of globalization, the activities, operations and roles of MNCs in Nigeria. The problem of the study was stated as well as the objectives. Also in this chapter, the research questions were formulated and terms defined.
Chapter two reviews some literature of relevance to the study. Chapter three discusses research methodology, where the procedure for data collection and analysis were stated.
Our research was exclusively on work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. The major problem of the study is necessitated by the fact that most organization are performing below expectations notwithstanding the amount of motivational tools adopted; and also to highlight on organizational unique corporate culture. The research explored the following objectives among others. One’ concept of motivation and its strategies; two-motivational factors that positively affects organizational performance in Nigeria and tools that facilitates effective motivational planning and implementation. The study used both primary and secondary sources of data. A total number of 92 frequency distribution; percentages and chi-square(x2) were used in testing the hypothesis. The research findings reflects our conviction that organizations and people want results not minding the fact that many organizational motivation strategy may not encourage productivity. This addresses itself to a comprehensive, total approach to productivity problems as affected by poor motivational strategies. It is underlined that motivational factors affecting employee productivity or performance in the banking sector are of broadly the same as those affecting non-bank institutions. We conclude that there is a significant positive relationship between organizational motivation and employee performance, and that organizational motivation influences employee performance as well as affecting management decision significantly. We conclude that there is a significant positive performance, and that organizational motivation and employee performance, and that organizational motivation influences employee performance as well as affecting management decision significantly. We recommend that management executive should realize that people are unique and sometimes irrational and complex and may not be motivated with the same motivational tools.
The study is about performance management and corporate profitability in the manufacturing sector. The objectives of the study are to determine the level of awareness of performance management in the manufacturing firms, to ascertain the approaches use in managing performance in the manufacturing firms, to investigate the performance review mechanism utilized by manufacturing firms, to find out the nature of relationship between performance management practice and the profitability of the manufacturing firms and to identify the problems associated with performance management system in the manufacturing sector. Data for the research were obtained from primary and secondary sources. The study has a population of 6467, out of which a sample size of 376 was realized using Taro Yamen Statistical Formula. Survey research design was adopted. Data collected was presented and discussed descriptively. Five hypotheses were tested using Chi square (X2), Z-test and linear regression statistical tools. Reliability was done using Pearson’s Product Moment Correlation, with coefficient of 0.94 indicating a high degree of consistency. The result of the analysis revealed that the level of awareness of performance management is not significantly low. Manufacturing firms use programme evaluation techniques, balance score card and benchmarking to a large extent in managing performance, appraisal method, management by objective and multi scale rating are performance review mechanism utilized by the manufacturing firms, there is a positive significant impact of performance management on corporate profitability and that lack of awareness, organizational culture and inadequate feedback are the key problem of performance management in the manufacturing companies. The study concludes that performance management improves employees and organizational performance and also corporate profitability but managers of these companies are yet to fully implement performance management in a comprehensive and integrated package. Therefore the researcher recommends that to ensure high productivity, effectiveness, efficiency and growth of an organization, performance management should be adopted in a comprehensive and integrated package.