ABSTRACT
This project presents details analysis of effective human resources management as a key to the accomplishment of organizational goals in Peugeot automobile Nigeria plc (PAN) Kaduna. In chapter one it tend to highest the need for proper human resource management and find solutions to the associated problems in any organization be it private for public sector. Lastly, is the chapter five which brings up the summary of findings, the writer recommended that human resource management should be integrated with business management so that productivity can be enhanced in the organization, state findings and conclusion. I should find out that in human resource management help to retain employees in organization help to reduce, labour turnover in organization. We should conclude that human resource management is the basic responsibility of management is the basic responsibility of management to ensure that organization plan and control the mobility of turnover rate of workers in the organization.
TABLE OF CONTENTS
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of the General Problem
1.3 Objective of the study
1.4 Significance of the study
1.5 Research Question
1.6 Scope of the study
1.7 Limitation of the study
CHAPTER TWO- Literature Review
2.0 Introduction
2.1 Definition of human resources management
2.1.1Differences between human resource management and manpower management
2.2 Significance of human resource management
2.3 Aims of human resource management
2.4 process of human resource management
2.4.1 Resourcing strategy
2.4.2 Scenario Management
2.4.3Estimating future human resource requirement management and business management
2.4.4 Analysis demand and supply forecast
2.5 The relationship between human resource management and business management
2.6 Methods and techniques of human resource management
2.7 Pitfalls to avoid in human resource management
2.8 The impact of human resource management on productivity in business organization
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
3.2 Research Design
3.3 Area of the study
3.4 Population of the study
3.5 Sample size and Sampling techniques
3.6 Instrument for data collection
3.7 Validation of the instrument
3.8 Reliability of the instrument
3.9 methods of data collection
3.10 methods of data analysis –
CHAPTER FOUR: DATA PRESENTATION
4.0 Introduction
4.1 Characteristic of respondent
4.2 Presentations of data and analysis
4.3 Summary of findings
4.4 Discussion of findings
CHAPTER FIVE – Summary Of Findings,
Conclusion Recommendation
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
Appendices
CHAPTER ONE
INTRODUCTION
1.1BACKGROUND OF THE STUDY
One area of an organizational goals is the management of workers in the organization. Business in a market economy depends on certain resources such as the financial resources material resources and human resources. It is through the combination of these resources that the attainment of the goal is achieved. However the most significant and complex component for the attainment of the organizational goals is the human resource.
The concept of human resource according to Udo-Udoaka (1992) refers to the managerial, scientific, engineering, technical, craft and other skills which are developed and employed in creating, designing and developing organization and in managing and operating productive and service enterprise and the economic institution. Human resource is composed of individual working for an organization, employed these days as temporary staff or contracted staff but collectively making up the most important of organizational resources. Therefore, an organization must have the right number and types of employees to who must be managed in such a way that they will be able to achieve their personal and organizational objectives.
Since the early 1980s, the field of human resources management has been in a state of rapid transition. As the world continues to experience profound changes different sets of changes are revolving. Today, most managers are comfortable with the term “Human Resources” but a few still prefer to refer to “people” Employee” or “staff” and to use the term “personal management” Allan Cowling, (1998) argues at one level that terminology ‘may be deemed to be less important, because it is practice that really counts. However, at another level he argues that it does matter because ways of managing people at work have come a long way in the last fifteen years, and a refusal to use the modern term “human resources” can be an indication of a failure to recognize and utilize recent development.
1.2STATEMENT OF THE PROBLEM
The primary purpose of any organization is to accomplish goals objectives and since the degree of accomplishment depends totally on the quality of its members. Therefore, it has to be concerned with the availability and improvement of human resource. To this extent, for an organization to be successful, it should ensure that there is an adequate supply of human skills. Following the growing technological changes and complexity in our industries as well as social factors, it then becomes necessary that organizations should train and develop their personnel to cope with ever increasing job requirement posed by fast technological social changes.
Most organizations lack effective management and utilization of human resources and as a result have been experiencing a decline in productivity and failure in the achievement of their goals and achievement.
This study therefore sought to investigate how effective human resource management has been a tool in organizations success with a view to recommending its adoption in other organizations.
1.3OBJECTIVE OF THE STUDY
Human resources is one of the major resources needed for organisations’ effectiveness and efficiency. The success or failure of the organization depends mainly on the quality of human resources. The objective of this study will therefore include the following.
Ø To identify the problems involved in the delivery of effective human resources management in an organisation.
Ø To ascertain the general effectiveness of human resource management success in the organisation.
Ø To discover the organisational approach to human resources management.
Ø To find out the human resource management practices that lead to organisational success.
Ø To ascertain the importance of human resource management in organisation.
1.4RELEVANCE OF THE STUDY
The human resource management in an organization should not be over emphasized. In this regard, the study will be of immense importance not only to Nigeria Breweries Plc, but also serve as a reference material to other organizations in works sectors of the Nigeria economy.
In addition the study will help direct their focus to the need for the development of their human resources.
In the first place, it will be of great importance to the student of management and related courses, secondly it will be a source of academic information in the area of research, thirdly, it will assist Nigerian Breweries Plc and other organizations in measuring and assessing staffing performance, it will also help organization in identifying how human qualities make for success or failure in a given job and to recognize and access the qualities in candidate for employment.
The solution to the problem of training and development of human resources and other conclusions that would be made will go on to show what can be done to make the Nigerian firm effective in order to achieve organizations goals and objectives.
1.5SCOPE OF THE STUDY
Though there are many organizations in Nigeria, it is impossible to use all these organizations for this study. Therefore, the scope of this study would be limited to Nigeria Breweries Plc.