IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN PROMOTING EMPLOYEES PERFORMANCE 

IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN PROMOTING EMPLOYEES PERFORMANCE 

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TITLE PAGE                                                                  

Certification

Dedication

Acknowledgement

Table of Content

List of Tables

ABSTRACT

CHAPTER ONE: INTRODUCTION

1.1     Background of the study

1.2     Statement of the problem

1.3     Objective of the study

1.4     Research question

1.5     Significance of the study

1.6     Scope of the study

1.7 Limitation of the study

1.8 Definition of terms

CHAPTER TWO: REVIEW OF LITERATURE

2.1     Conceptual framework’

2.2     Theoretical Framework

CHAPTER THREE: RESEARCH METHODOLOGY

3.1     Research Design

3.2     Population of the study

3.3     Sample size determination

3.4     Sample size selection technique and procedure

3.5 Research Instrument and Administration

3.6     Method of data collection

3.7     Method of data analysis

3.8     Validity and Reliability of the study

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1     Data Presentation

4.2     Answering Research Questions

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1     Summary

5.2     Conclusion

5.3     Recommendation

References

Appendix

ABSTRACT

The study was focused on the importance of human resources management in employee performance and productivity using Dataplus Interactive Limitedin Abuja as case study. The study employed survey research design. with the use of purposive sampling method, thirty(30) respondent who are staffs of Dataplus Interactive Limited were selected. Questionnaire was issued, retrieved and validated for the study. Data was presented and analyzed using frequency and table, which provided answers to the research questions. Findings from the study reveals that HRM units in organizations are typically responsible for a number of activities. Which include recruitment of employees, training and development performance appraisal and rewarding. The study therefore recommends that management should endeavor to link pay to performance. This type of compensation structure is known to ensure fairness, eliminate conflicts and tension and propel employees to higher performance.

CHAPTER ONE

INTRODUCTION

1.1      Background of the study

Human Resource Management is an indispensable function for the both the private and public sector organizations. The process deals with several operational objectives such as recruitment, providing proper training to the employee, selection of the employee, assessment of the employee, motivating and maintaining a proper relationship with the employee and maintaining welfare and health for the employees in the organization through laws created by the concerned state and country. The human resource management is a process through which the organization utilizes their limited skilled workforce. The main intention is to make effective utilization of the existing human resource for the organization. Apart from this, human resource management works in the diverse area like conducting of jobs, planning the employee’s needs and recruitment, determination of wages and salaries, resolving the disputes and creating better working and safety environment for the employees (Bowen & Ostroff, 2004). The organization uses their human resource management for the proper utilization of their resources. Furthermore, the department plays an important role in the overall development of the employees for encouraging personal and career growth. Alternatively, it helps in improving professional skills and knowledge of the employees. Human resource management provides quality work life for the employees.

In the early, 20th century HRM is a product of the human relation to movement, when researcher began documenting ways of creating business value through the strategic management of workplace. This was initially dominated by transactional work, such as payroll and benefit administration but due to globalization, company consolidation, technological advancement and further research, HRM now focuses on strategic initiative like mergers and acquisitions, talent management, succession planning, industrial and labour relations, diversity and inclusion. Therefore, the significance of the Human resource management with respect to the organizational performance is evident. Large number of organizations has established their human resource management department and they understand its need in today’s world of business (Cooke, 2005).Thus The overall aim of Human resources management is to establish a high employee performance culture in which individuals and teams take responsibility for the continuous improvement of the business processes and for their own skills and contributions within a framework provided by effective leadership.

1.2      Statement of problem

In the recent times, the organizational are not only focusing on employees for the work related aspects but also focuses on the holistic well-being of an employee. It is the fact that, if the employees life can’t be compartmentalized and the disturbance in the life of the employee will disturb the professional life. Hence, the human resource management works for the overall development of the employee by reducing their stress and creating a healthy atmosphere in the workplace.

However over the years, it has been noticed that many organizations have not been able to get the best out of their employee’s as a result of ineffective human resources management some of the factors affecting effective HRM in most organizations are inadequate funding and poor administration of human resources, lack of adequate and viable policies on employee issues, poor implementation of Human Resources plans, policies and procedure. Thus it is against these backdrops that the study is set to examine Importance of Human Resources management in promoting employees performance.

1.3       Objective of the study

The main objective of this study is to examine Importance of Human Resources management in promoting employees performance. Specifically it seeks

1. To examine role of Human Resources Management in an organization.
2. To examine the importance HRM in organization.
3. To determine if HRM promotes employees performance.

1.4     Research questions

The research is guided by the following questions:

1. What are the role of HRM in an Organization
2. What are the importance of HRM in enhancing organizational performance
3. Can HRM create an impact on the overall productivity of an organization
4. In what ways does HRM promotes employee performance

1.5     Significance of the study

The study will be relevance to manager and stakeholders of organization.This research work will offer a better understanding on the relevance of human resources management on employee’s performance with overall organization productivity. The study will enlighten CEOs’ and Managing Directors of organizations on the need to establish a viable HRM department so as to get the best out of their employees. The study will contribute to the general body of knowledge and serve as a reference material to other researchers in this field.

1.6     Scope of the study

The scope of this study borders on the Importance of Human Resources management in promoting employees performance. The study is however, delimited to Dataplus Interactive, FCT Abuja.

1.7     Limitation of the study

The following factors poses to be a limitation during the course of this research

Financial constraint– Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time constraint– The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.

1.8     Definition of terms

Human Resource Management: Human resource management is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives.

Employee Performance: Employee performance is defined as how an employee fulfills their job duties and executes their required tasks. It refers to the effectiveness, quality, and efficiency of their output. Performance also contributes to our assessment of how valuable an employee is to the organization.