THE RELEVANCE OF HUMAN RESOURCE IN TODAY’S BUSINESS ENVIRONMENT

THE RELEVANCE OF HUMAN RESOURCE IN TODAY’S BUSINESS ENVIRONMENT

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CHAPTER ONE

1.0   INTRODUCTION 

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

 

 

CHAPETR TWO

2.0   LITERATURE REVIEW

 

CHAPETR THREE

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

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS AND INTERPRETATION

4.1 Introductions

4.2 Data analysis

CHAPTER FIVE

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation

Appendix

 

 

 Abstract

This study is on the relevance of human resource in today’s business environment. The total population for the study is 200 staff management of Zonal System Association Business Management Limited, Kaduna state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made human resource managers, marketing officers, procurement officers and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies

 

 

 

 

 

 

 

 CHAPTER ONE

INTRODUCTION

• Background of the study

Central to the growth of any organization be it private or public, manufacturing or non-manufacturing firms, it is the effective acquisition, utilization and maintenance of the organization’s human resources. Human resources management therefore is a very critical path to the survival of any organization. Human resources management (HRM) is the strategic management of the employees who individually and collectively contribute to the achievement of the strategic objectives of the organization. It is that part of the process of management that is concerned with the management of human relationship and ensuring the physical well being of the employees so that in turn, the employees will be more dedicated to their work which will in turn increased productivity, hence leading to increased corporate performance. Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, human resource management functions as the link between the organization and the employees. Consequently, the need to develop and implement human resource management and programs that are workable, motivating and result oriented has become more imperative in order to arrest worker’s apathy, declining motivation and poor work attitude that are presently the order of the day in most of our business organizations. No matter how efficient and sophisticated your tools, equipments and machines are and no matter how vast your financial resources maybe, somebody who is the human element will have to put them to use. It is a well known fact that an adequate supply of physical and financial resources does not alone ensure the economic development of any organization. Rather it is the entrepreneurial spirit and executive initiative which can utilize these resources profitably for the organization. This is true because human beings are the center and yardstick of everything. In this work, the researcher will explain the various techniques of developing and sustaining human resources in an organization. Modern human resources management as we know it today is of recent origin. It has emerged from a relatively obscure and insignificant position in the early decades of this century to a position of relevance and significance within the purview or scope of management not only in Nigeria but in the world over. In the pre-independent Nigeria for example, activities like production and marketing were the primary concern of management. The management of human resources was generally treated as part of general management of personnel or human resources was generally treated as part of general management or administration and was usually fully entrusted to more important and pressing issues. For many years, the concern of management was for neither technical values not human values nor the welfare of the employees. Workers were considered little more than machines and were considered less worthy of attention because the machines were more expensive to replace. No slight thought was given to the welfare or the development of a human organization.  The development and practice of personnel management as a profession in Nigeria has been substantially influenced by host of factors that were worldwide in nature. These include the advent of Europeans, scientific management movement, development within universities and the rise of organized labour unions and professional bodies. Human resource management covers a wide variety of activities. The basic ones include:

1. Staffing recruitment, selection and placement
2. Training and development: Determining training needs, selection of people for training course
3. Wages and salaries administration.
4. Employee welfare
5. Performance appraisal
6. Labour relations

If the human resource which is a very vital factor of production in any organization is not well taken care of, all the functions above will be ineffectively carried out. The most effective human resource management that leads to profit in an organization’s efficiency requires senior management support, not only with fund but also with psychological support. Once this is done, it will lead to co-operation between staff and management which will in turn lead to better service and high productivity in the organization.

• STATEMENT OF THE PROBLEM

Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, human resource management functions as the link between the organization and the employees. Consequently, the need to develop and implement human resource management and programs that are workable, motivating and result oriented has become more imperative in order to arrest worker’s apathy, declining motivation and poor work attitude that are presently the order of the day in most of our business organizations. On this background the researcher wants to investigate the relevance of human resource in today’s business environment

• OBJECTIVE OF THE STUDY

The objectives of the study are;

1. To ascertain the relationship between human resources and business environment
2. To ascertain the strategy used by human resource in an organization
3. To ascertain the relationship between human resource and employee’s productivity
4. To ascertain the impact of human resource in business environment
   • RESEARCH HYPOTHESES

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

H₀:  there is no relationship between human resources and business environment

H₁:  there is relationship between human resources and business environment

H₀²: there is no relationship between human resource and employee’s productivity

 H₂: there is relationship between human resource and employee’s productivity

• SIGNIFICANCE OF THE STUDY

This study will give clear insight on the relevance of human resource in today’s business environment. The study will be beneficial to students, business organizations and general public. It will also serve as a reference to other researchers that will embark on this topic

• SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the relevance of human resource in today’s business environment. The researcher encounters some constrain which limited the scope of the study;

1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
3. c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.

 1.7 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 effect (i.e., the knowledge the individuals embody and economic growth).

BUSINESS ENVIRONMENT: Business Environment Defined. Business environment is the sum total of all external and internal factors that influence a business. You should keep in mind that external factors and internal factors can influence each other and work together to affect a business

1.8 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), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights 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

 

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