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A Study On The Factors Militating Against Human Resources Development

| Format: Ms Word | 1-5 Chapters | Table of Content|


Study Level: BTech, BSc, BEng, BA, HND, ND or NCE

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The study was on Effect of Human Resources Development on Organizational Productivity: A study of Enugu North local government area, Enugu State. The study determined the extent at which effective human resources development can enhance productivity in order to reduce poor performance and the effect of human resources human resources development in organization growth. It adopted a survey method which involved the use of primary and secondary sources of data collection.  Taro Yamani statistical formular was used to deduce a sample of 96 from a population of 127. The statistical tools were frequency tables, percentages and chi-square. The study found that employer/ employees relationship in Enugu North local government area needs more improvement to boast effective human resources development of personnel and this calls for further investigation. And that there is employer’s relationship in attainment of human resources in organizational productivity.  The recommendations were that organizations should hire the right people to do the right jobs by motivating, appraising and developing them and human resources development practices should be adopted often to keep the employees up-to-date in their jobs.
1.1    Background of the Study
1.2    Statement of Problem
1.3    Purpose of the Study
1.4    Scope of the Study
1.5    Research Question
1.6    Significance of Study
1.7    Limitation of the Study
1.8    Definition of Terms
2.1    Conceptual Framework
2.2     Theoretical Framework
2.3     Empirical Review
2.4 Summary of Related Literature and Gap
3.1    Research Design
3.2    Area of Study
3.3    Population of Study
3.4    Sample Size Determination
3.5    Instrument of Data Collection
3.6    Validation of Instrument
3.7    Reliability of Instrument
3.8    Method of Data Collection
3.9    Method of Data Analysis
4.1    Presentation and Analysis
4.2    Test of Hypothesis
4.3    Summary of Findings
5.1    Discussion of Results/Findings
5.2    Implication of the Result Findings
5.3    Conclusion
5.4    Suggestion for Further Research
5.5    Recommendation
1.1    Background of the Study
The greatest assets of any organization is it human resources that ensures the achievement of the company’s goal and objective. It is unfortunate that most companies or organization have neglected the development and management of their chief assets which is human resources (Tracey, 2014)
According to Susan (2012), human resource development is the function within an organization that focused on recruitment of management of, and providing direction for the people who Work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment. Effective Human resource development enables employees to contribute effectively and productivity to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012).
Human resource development is administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation and also a functions within an organization that focuses on people Wikipedia, (2012). Human resources are the set of individuals who make up the work force of an organization. Human resource development encompassed activities designed to provide for and co-ordinates, all human element within the organization. This will ensure its stable continuity and achievement. The human personnel element represents one of the company’s largest investments. Human resources is a collection of resources-all the knowledge, talents, skills, abilities, experience, intelligence, training, judgment and wisdom possessed individually and collectively by individuals in a population. These resources are the total capacity of the people that represents a form of wealth which can be directed to accomplish the goals of the nation or state or a portion thereof It is an aggregate economic view of the human being acting within economies, which is an attempt to capture the social, biological, cultural and psychological complexity as they interact in explicit and/or economic transactions. Enyekit, & Teerah (2012) human resources therefore represents individual’s knowledge and skills; it is not owned by the organizations, but it can be rented; it is in the minds of individuals (individual property) and finally, it goes with individual when he leaves the organization.
Inadequacy of Human Resources development has been cited as the reason why most public organization today are facing a chaotic situations as they did not at onset plan their workforce, neither did have any systematic human resource (HR) management programme that put the organizations goals first and the decay in the public organizations is evident as the level of frustration is equally high; and the “marketplace” trend of organization is becoming a reality (Wendel, 2014). The cause of this fortunate development is primarily a lack of human resource planning. If not, what else can explain the sharp increase in Workers strength as soon as any new chief executive emerges. Perhaps the most important resource of an organization is the human resource. The human resources are men and women who are working in an organization. They constitute the active agents who harness and combine other resources towards the accomplishment of organizations goals (Enyekit, 2012).
Consequently organizations must have competent employees who will be able to carry out assigned tasks for the purpose of attaining organizational goals. It has long been recognized that employees’ competence on a job is acquired not only by formal education but also through experience gained in the Work environment and through the acquisition of specific skills and knowledge on the job through training and development. Studies of inter-firm comparisons of productivity and competitiveness reveal that the more skilled the firms’ employees are in meeting the strategic purpose of the firm. The better its performance visa- vis its rivals. Greater attention should therefore be placed on human resources development as a means of obtaining competent employees that will help in achieving greater performance (Okoye and Raymond, 20l3).
The need for proper planning of these people employed otherwise known as “Manpower planning” Ikeanyibe, (2009). It is against this backdrop that the study examines the impact of human resources development on organizational productivity with references to Enugu North local government area.

1.2     Statement of the Problem
Most organization does not have plans for the development of their employees. Once those people are recruited, the companies do not orient them, neither do they train them to enquire other modern skills or improve upon their talents and educational qualification they came in with. In Nigeria both public and private companies contribute to the wrong utilization of available human resources. This is because” graduates are employed in areas where they lack expertise. The management of some organization does not seem to know the importance of human resources development for an organization. Some management believes that if workers have acquired education, there is no need to train again. Provisions of welfare facilities are not given adequate attention in some organization despite many policies being put in place to ensure organizational development and to possibly stamp out unethical practices in the public sector especially.
One of the major problems confronting management in any organization is the most effective way of matching people with jobs. This calls for manpower planning programme. Many organizations fail to progress due to their inability to train and develop their work force. There is lack of adequate skills and knowledge which are required to work and attain the major organizational objectives. There have been criticisms from different works of life both within and outside the country about the inefficient performance of our parastatals. The personnel officer should understand and identify certain conditions that will serve as pointers for the need for training.
The activities of any organization are initiated and determined by the person who makes up the institutions. The researcher wants to identify the major problems and offer suggestions for the progress of the entire organization.

1.3 Objective of the Study
The broad objective of this research work is to examine factors militating against human resources development in an organization with references to Enugu North local government area. The specific objectives of the study include:
1.    To determine the extent at which effective human resources development can enhance productivity in order to reduce poor performance.
2.    To assess the effect of human resources human resources development in organization growth.
3.    To ascertain the level of human resources development programme in organizational survival.
4.    To outline the factors militating effect human resource development in an organization.
1.4 Research Questions
i.    To what extent does effective human resources development enhance productivity in order to reduce poor performance?
ii.    What is the effect of human resources human resources development in organization growth?
iii.    What is the level of human resources development programme in organizational survival?
iv.    What are the factors militating effect human resource development in an organization,

1.6 Significance of the Study
The result of this research Work will help adjust the problems militating against human resources development in an organization and this help to improve the image of the course.
•    This research work is intended to provide a sound background in theory principle and practice for all those whose careers will require knowledge and skill in organizing leading co-ordination and controlling others also it would not be exclusive for those in staff/ personnel duties but also for those holding positions as staff professional and administrations.
•    To organization (management) and individuals: Many people in an organization try to attain a higher level safety or job security in their place of work. And this study when completed should be of immense ‘help to different organization and individuals.
•    It will help to highlight the impact of human resources development on organizational productivity, so that the management will look into the problems with a view to make an improvement on human resource development.
•    This study will help the management of the companies in Nigeria to improve the quality of their staff with particular reference to Enugu North local government area.
•    Academic: The research will also be useful to the teaching and learning of issue affecting strategic management as a complement to other textbooks and journals that treated the impact of human resources development on organizational productivity as a key to management efficiency.
•    The Researcher: This work will enable the researcher understand the relevance of human resources development on organizational productivity.
•    Besides, it will enable the researcher fulfill the necessary requirement for the award of higher national diploma (ND) in Public Administration in Institute of Management and Technology (IMT) Enugu State.
•    To students: It will also be beneficial   prospective students who will need some information contained in this work to guide their own research work which is related to the present study.
1.7 Scope of the Study
This research work is intended to cover the impact of human resource development of an organization with Enugu North local government area
1.8 Limitations of the Study
A study of this nature cannot be carried out without difficulties in the process, one major limitation the researcher foresee in this work are the scarcity of available data and material.
Other limitation of the study includes the following:
•    Cost: Inadequate fund may stunt this work beyond my taste; lack of fund may also affect not only the period of the research but also its quality. To exalt everything about analyzing the subject matter and come out of legacy for the posterity one need to travel far and near.
•    Time: Time is as costly as money, it is even easier facing financial problems than time, and time lost is hardly regained. Financial markets do exist but time existed for time, with the school academic, ‘the period for the research work is too short.
•    Reluctant to Cooperate: The management of organization is too reluctant to disclose the required information and more so when it comes to disclosing the organizational books record. The idea equally affects the quality of facts given in the research some do pith pact to suit the firm.
1.9 Definition of Terms
•    Human resources: This is defined as part of management process concern with the maintenance of human relation and assuring the physical well-being of employee.
•    Training: Training is the systematic development of the skills and attitudes required by an individual to perform adequately a given job.
•    Recruitment: To find new people to join a company, an organization or firm.
•    Strategy: This is a plan that is intended to achieve a particular purpose.
•    Management: This is the coordination of’ human and material resources in an organization.
•    Productivity: Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials; machines etc. into goods and services.

Abiodun, A. (2014) Human Empowerment Leverage Increases the Value of Quality Products, Enugu: Danesh publications

Enyekit, E.O., Amaehule, S., & Teerali, L.E. (2012) Achieving Human resources Development in Nigeria through Vocational Education for Nation Building. International Journal of Research in Management, Economics and Commerce. 2(4): 1-9.

Okoye and Raymond A. (2018) The Effect of Human Resources Development on Organizational Productivity. International Journal of Academic Research in Business and Social Sciences. 3(10):1-10

Ikeanyibe, O. M. (2009) Principles and Practices of Public Personnel Administration: A Nigeria perspective. Onitsha: Perfect Image.

Susan, E. (2012) Personnel Management in Nigeria, Benin City: Ethiopia Publishing Company.

Tracey, J. B., Hinkin, T. R., Tannenbaum, S., & Mathieu, J. E. (2014) The Influence of Individual Characteristics and the Work Environment on Varying Levels of Training Outcomes. Human Resource Development Quarterly, 12(1): 5-23.

Wendel, A. (2014) Human resources development -Perspectives, Context, Functions and Outcomes. New Jersey: Prentice Hall.

Wikipedia (2012) Human Resource Management. Free encyclopedia

Ulrich, D. (1997). Measuring human resource: an overview of practice and a prescription for results. Human Resource Management, 36, 303-320



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