This study examines the impact of human resource management on organizational performance. Generally, this study was made on the management, staffs and the customers of NTA Kano and NBC. Primary and secondary data were sources of data collection for this study. Structured questionnaire were used to elicit data from the respondents. Two hundred (200) respondents were selected for this study. A survey research design was employed and a simple random sampling technique was adopted. Simple percentage method and regression statistical tool was employed as the major analytical tool. The findings revealed that recruitment and selection has a significant relationship on employee’s turnover. Also, the findings led to the conclusion that reward system has a positive effect on job satisfaction and performance appraisal can directly determine employee’s productivity. The study therefore recommended that training and development contribute to the profitability of the organization.
TABLE OF CONTENT
Table of content
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of the study
1.4 Research Hypotheses
1.5 Significance of the study
1.6 Scope and limitation of the study
1.7 Definition of terms
1.8 Organization of the study
2.0 LITERATURE REVIEW
3.0 Research methodology
3.1 sources of data collection
3.3 Population of the study
3.4 Sampling and sampling distribution
3.5 Validation of research instrument
3.6 Method of data analysis
DATA PRESENTATION AND ANALYSIS AND INTERPRETATION
4.2 Data analysis
- Background of the study
Human resource management (HRM) Byers and Rve (1991:6) embrace those actives designs to provide for, and co-ordinate the human resource of an organization. This involve apart from the traditional activities of employment, labour relations, compensation and staff benefits also integrate into both the management and strategies planning process of an organization. this human resource department provide three Roles /Maga (1998) the management of an organization workforce, are responsible for the attachment solution, training, assessment and rewarding of an employees, mean while Nigerian Television Authority with the promulgation of decree 24 by the federal military Government in may 1977 the Nigeria n Television Authority (NTA) was born. These included western Nigerian Television (WNTV) established in 1959 which later became NTA Ibadan, Eastern Nigerian Television (ENTV) 1960 later to be known as NTA Enugu and Radio Kaduna Television (RKTV) in 1962, which later split to be become NTA by their various regional Government.
Television Station was later established in the state capitals where none existed. By the promulgation of Decree 24, the Authority became the only body empowered to undertake television broadcasting in Nigeria, therefore all the ten existing state television then were incorporated into Nigeria Television Authority (NTA). It is pertinent to note that, the exclusive rights to television broadcasting enjoyed by the Authority when it was inaugurated in may 1977 by the federal military Government, was removed by the 1979 constitution, which gave right to ownership to state government, organization and individuals that the president may authorize to operate television stations.
This provision in the constitution led to establishment of the National Broadcasting Commission (NBC) in 1992 and resulted subsequently in the issuance of radio, television and cable broadcast licenses to private operations for the first time in the history of broadcasting in Nigeria on 10th June, 1993. The first official director general of NTA was Vincent Maduka, a former engineer. Prior to his appointment Maduda was the general manager of western Nigerian television Ibadan, which was Africa’s first television station. The Nigerian Television Authority has been criticized by performing artists such as Becky Wmeh for pressuring artists to align their expression with government propaganda goals. The Guadian in its editorial of Sunday October 18, 2009 stated “the federal government owned Television network, the Nigerian Television Authority (NTA) is arguably the largest of itstype in Africa, but maximize its potentials”. However, the NTA’s monopoly on the Nigerian airspace was broken in the mid-1990, is with the establishment of privately owned television station and network notable among which is the Africa independent Television.
Therefore this government owned organization being (NTA), human resources management has a great impact on their performance, to ensure this, more attraction must be paid to how labour is recruited into an organization, their performance motivating factors and some other. Any employee who has performed good or bad in the cause of performing the assigned task must be done effectively so as to make them do their best at work.
Therefore every Nigerian management should manage their workforce effectively for the achievement of their stand goals and objective. it is therefore important that both the employee workers and management should be well acquainted with an important issue that affect not only workers effectiveness in the place but their life in general.
1.2 STATEMENT OF PROBLEM
The following factors limit or affect the performance of staff productivities of the organization.
Wrong placement of worker, this is putting the wrong person in the wrong place at the wrong time. In a situation where an employee skill and experience are not equal to the task they are to performed they outcome of such employee effort will not yield a successful fruits.
- Lack of clear objective on the part of human resources management, proper staff recruitment
- Lack of managerial planning, organizing, staffing, leading, coordination and controlling performance of the staffs and management
- Staffs not being motivated
- Lack of staffs training, promoting and enlargement
1.3 PURPOSE OF THE STUDY
- To identify the problems militating against effectual human resource management on staff performance and productivity in an organization.
- To identify factor for achieving high productivity
- To recommended models for human resources management
- To access the process of human resource management in an organization.
1.4 SIGNIFICANCE OF THE STUDY
It will constitute a reference material to students. at all the work will assist the manufacturing sub-sector to determine the best method of motivating the employees in order to get the best performance from them
This will give room for better selection of employee in manufacturing sub-sector and ensure that ineffective management of labour force leads to low productivity.
1.5 RESEARCH QUESTION
- Management performance is important to all organization in term of staff productivity
- Does human resources management performance have any effect on employee’s productivity?
- Management make policy that regulates the staff activities
- What are the factors contribute positively to employee’s productivity?
1.6 RESEARCH HYPOTHESES
The following research hypotheses were formulated by the researcher to aid the completion of the study;
H0: human resource management does not have any impact on staff performance
H1: human resource management does have an impact on staff performance
H0: there is no significant relationship between human resource management and staff performance
H0: there is a significant relationship between human resource management and staff performance
1.7 SCOPE AND LIMITATION OF THE STUDY
The scope of the study covers the impact of human resource management on staff performance and productivity in an organization; but in the cause of the study, there are some factors that limited the scope of the study;
Staff Reluctance: In most cases the staffs of NTA often feels reluctance over providing required information required by the researcher. This result in finding information where the structured questionnaires could not point out.
Researcher’s Commitment: The researcher, being of full time student spent most of her time on other academic activities such as test, class work, assignment, examination etc which takes average focus from this study.
Inadequate Materials: Scarcity of material is also another hindrance. The researcher finds it difficult to long hands in several required material which could contribute immensely to the success of this research work.
1.8 DEFINITION OF TERMS
Human resource: Human resources are the people who make up the workforce of an organization, business sector, or economy. “Human capital” is sometimes used synonymously with “human resources”, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth).
Effectiveness: Effectiveness is the capability of producing a desired result or the ability to produce desired output. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression.
1.9 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research question, significance or the study, research methodology, definition of terms and historical background of the study. Chapter two highlight the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study.