TABLE OF CONTENTS

COVER                                                                                            PAGE

TITLE PAGE:      –        –        –        –        –        –        –        –        –        I

ABSTRACT:       –        –        –        –        –        –        –        –        –        II

CERTIFICATION:        –        –        –        –        –        –        –        –        III

DEDICATION:    –        –        –        –        –        –        –        –        –       IV

ACKNOWLEDGMENT:        –        –        –        –        –        –        –        –       V

TABLE OF CONTENTS:       –        –        –        –        –        –        –       VI

LIST OF TABLES:        –        –        –        –        –        –        –        –       VII

CHAPTER ONE

INTRODUCTION:        –        –        –        –        –        –        –        –        1

1.1     BACKGROUND OF THE STUDY: –        –        –        –       –        1

1.2     STATEMENT OF THE PROBLEM:         –        –        –        –       –        6

1.3     OBJECTIVE OF THE STUDY:       –        –        –        –        –       8

1.4     RESEARCH QUESTIONS:    –        –        –        –        –        –        9

1.5     SIGNIFICANT OF THE STUDY:    –        –        –        –        –        9

1.6     SCOPE F THE STUDY:         –        –        –        –        –        –       –        10

1.7     LIMITATIONS OF THE STUDY:   –        –        –        –        –       11

1.8     DEFINITION OF TERMS:     –        –        –        –        –        –       12

REFERENCES:   –        –        –        –        –        –        –        –        –        14

CHAPTER TWO

LITERATURE REVIEW:       –        –        –        –        –        –        –        15

2.1     DEFINITION OF HUMAN RESOURCE:

AND ORGANIZATION DEVELOPMENT:        –        –        –       –        18

2.2     ROLE OF HUMAN RESOUCE AND

ORGANIZATIONAL DEVELOPMENT:  –        –        –        –        19

2.3     TYPES OF HUMAN RESOURCES          –        –        –        –        –       20

2.4     CHARACTERISTICS OF HUMAN RESOURCE

TRAINING AND DEVELOPMENT:         –        –        –        –       –        22

2.5     OBSTACLES IN THE WAY OF HUMAN RESOURCES

IN ORGANIZATIONAL DEVELOPMENT:       –        –        –        23

2.6     SOLUTION TO THE OBSTACLE IN THE WAY

OF HUMAN RESOURCES IN ORGANIZATIONAL

DEVELOPMENT:         –        –        –        –        –        –          –      –        25

REFERENCES:   –        –        –        –        –        –        –        –        28

CHAPTER THREE

RESEARCH METHODOLOGY:     –        –        –        –        –        –        29

3.1     RESEARCH DESIGN:  –        –        –        –        –        –        –        29

3.2     SAMPLING DESIGN:            –        –        –        –        –        –       30

3.3     POPULATION:    –        –        –        –        –        –        –        –        30

3.4     SAMPLE SIZE:    –        –        –        –        –        –        –        –        31

3.5     METHOD OF DATA COLLECTION:       –        –        –        –        32

REFERENCE:     –        –        –        –        –        –        –        –        –        33

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS:      –        –        –        –        34

4.1     DATA COLLECTION AND PRESENTATION: –        –        –       34

4.2     DATA ANALYSIS:       –        –        –        –        –        –        –        35

4.3     DISCUSSION OF THE FINDING:  –        –        –        –        –        45

REFERENCES:   –        –        –        –        –        –        –        –        –        46

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATIONS:        –        –        47

5.1     SUMMARY:        –        –        –        –        –        –        –        –        47

5.2     CONCLUSION:   –        –        –        –        –        –        –        –        48

5.3     RECOMMENDATIONS:        –        –        –        –        –        –        49

REFERENCES:   –        –        –        –        –        –        –        –        –        51

BIBLIOGRAPHIC:        –        –        –        –        –        –        –        –        52

APPENDIX I:      –        –        –        –        –        –        –        –        –        53

APPENDIX II:     –        –        –        –        –        –        –        –        –        54

CHAPTER ONE INTRODUCTION 1.9     BACKGROUND OF THE STUDY

All organization have people, they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives and thrives because at the capabilities and performance are necessary regardless of whether the organization refers to them as Human Resources Management.

Human Resources Development or Human Resources, or has no formal name for those activities all. Those activities are the responsibility of all people in the organization. Thus, members of organizations, regardless of size or resources.

The building up and efficiency of an organization whether private or public, depends to a large extent upon how effectively human resources are initialized, for an organization to attain it desired objective. It must seek and obtain the willing co-operation of the people who work with employees and must, therefore, develop programmes and policies that will enable it to obtain the best results from the employees. With employees and must, therefore, develop programmes and policies that will enable it to obtain the best results from the employees.

Each employee comes to work as an individual with personal aspirations, biases and preferences. Each is concerned about this role, risks and involvement in the organization. Each has a particular need for attention, recognition and understanding. To motivate employees to put in their best efforts to ensure that organization goals are met, their personal needs have to be understand and attended to. Efficient human resources management ensure these systematic steps are use to recruit, train, develop and commit employees and show them the ladder by which they can attain their desired goals. Failure to do this can lead to loss of productivity, lateness, high turnover rate of employees, excessive complaints, and increased accident rate and labour management  problems.

Human resources management is the organizational function that managing people and the work place culture and environment effective human resources management enable employees to contribute effectively and productively to the overall company direction and the accomplishment of the organizations goals and objective.

The quality of welfare and training given to the organizational personnel has significant impact on their operational efficiency and behavioural integrity.  therefore, human resources management should give serious attention to the provision of appropriate and adequate welfare and training of their employees.

The insight on human resources management under-funding and lack of rigorous performance assessment for promotion and discipline. Broadly, human resources management consists of the following interrelated process and activities;

1. Determining required quantity, quality and composition of personnel.
2. Recruiting new employees
3. Training new and serving employees
4. Deploying or assigning personnel to tasks
5. Remunerating and motivation of staff
6. Disciplining erring personnel
7. Determining or negotiating and managing retirement processes and benefits.

The overall aim of human resources management is to ensure that an organization realizes it goals or objective with optional effectiveness and efficiency through proper mobilization of human resources. In the Nigeria organization, these chains of decisions and activities are disconnected. As a result, training does not translate to appropriate employees’ deployment and organizational effectiveness recruitment and training in Nigerian organization should ensure that man power flow is managed so that there is the right mix of staff that can function with optional efficiency. The welfare of the employees in Nigeria organization has no received the required attention from the government and the public. welfare provision is a prerequisite to the performance of organization staffs, the human resources management should develop appropriate training programmes and welfare benefits for employees to enhance their job satisfaction and morale as well as organization efficiency in Nigeria organization.

Human resources management has ever been conceptualize by both social and industrial scientists to be one of the way of achieving organizational development. Human resources management (HRM) is defined as the location employing and full utilization of human resources for organizational goals and employees satisfaction. In order words, it involves how to find and maintain employees and encourage them to work efficiently and effectively. Explicitly, human resources management requires a high level of understanding and skill several influences at work make it clear that there is no human specialist who can identify a given situation comprehensively and give a full answer to how to manage the groups involved. The complexity of human in the employment situation also posed a serious problem the tasks of human resources management.

According to Stoner and Freeman (1992), human resources management is that management function that deals with recruitment, selection, placement, training and development of organization members Glueck (1978) sees human resources management as the process of locating, selecting, recruiting training and development of employees for higher productivity. An organization is operating with several resources (inputs), among them is the human which is seen as the most important, but complicated input for an organization. In any case no human effort is unimportant, changes or development is in every organization. Many employees are promoted or leave the organization for better positions elsewhere, ineffective ones are demoted or even fired, therefore human resources are needed from time for organizational development to take place. It is necessary to established efficient human resources to optional and effective utilization of their talents so as to operate efficiently for the attainment of organizational objectives.

Effective human resources management policy and practice can make a significant and measurable positive contribution to organizational performance.

1.10   STATEMENT OF THE PROBLEM

For any enterprise to grow, it must be properly organized. In this research work the statement of human resources management is to critically analyzed how human resources are manage in an organization. One of the most significant developments in the field of organization in recent time is the increasing important given to human resources. More and more attention is being paid to motivation aspects of human personality. This new awakening of humanism and humanization all over the world has in fact enlarged the scope of applying principles of human resources management in organization. The development of people, their competencies, and the process development of the total organization are the main concerns of human resource management is proper planning and management of human resources within extension organization is essential to increase the capabilities, motivation and overall effectiveness of extension. This statement emphases the problem of identifying the differences between human resource management and personnel management. The following differences between human resources management and personnel management can be identified.

1. Personnel management is a classical traditional function of organizational management that is more oriented on administration and routine activities connected with personnel issue (including everything related to employment law, employee insurance, pay roll, etc), but human resource management is more a developing onsgoing managerial function, which is oriented on improving human relation processes in organization and deals with such broad concepts as personnel planning and selection, career development, training, performance evaluation, and so on. Taking into account the above human resources management can be considered more anticipative, dynamic and strategically developing part of organizational management, however, personnel management is more individualized and static function that is able to react on possible demands or response on possible problems in business organization when the arise. Based on the individual organization’s view of human resource management and misconceptions held by many managers in the state. This research study is attempting to analytically review an assessment of human resources management practice in Nigeria organizations.

1.11   OBJECTIVE OF THE STUDY

The main objective of this work determine;

1. To ensure standard practice in human resource management mater throughout the organization.
2. To increase staff morale.
3. To ascertain that such delicate employment functions involving recruitment, selection interview are handled by a specialist.
4. Providing more and better welfare facilities.
5. To offer management to the benefit of the advice of an expert, especially when it come to formulating personnel policies.
6. To provide a more systematic and organized training scheme.
7. Clarify the concept of human resources management and discuss it need for organizational development.
8. Offer practiced solutions, which will be useful for mangers and also serves as input for the practice evaluation and control of human resources management policy.

This objectives will be achieved by asking a cursory look at:

1. The principles and practices in organization.
2. The theory and behaviours in an organization
3. The concept and nature of people and organizations.
4. State principle of relationship between staff morale and job performance.

    1.12   RESEARCH QUESTIONS

To consciously draw up a valid and accepted conclusion from this study, research questions are as follows;

1. Has human resources management enhance attainment of organization goal.
2. Does top management understand where human resources will lead the organization to at the end of the process.
3. To what extent has human resources practice, encourage productivity in the organization
4. How does employees performance be encourage
5. does human resources management create an emotional maturity within the workforce.

1.13   SIGNIFICANT OF THE STUDY

The importance of this work will be appreciated by the contributions it makes to the growth and development of enterprises and society in the following ways;

1. It provides more knowledge for the development of management theory.
2. To ascertain the expected contribution and present capability of each members of the work force.
3. It will provide the bases on which organization development is undertaken to yield greater efficiency and turnover.
4. Intending managers, students and potential researchers will use the study as input for further research work in were in the area.

1.14   SCOPE F THE STUDY

The scope of human resources management is vest because it encompasses virtually every aspect of the employee’s relationship with an organization. Common elements in the scope of human resource management include the employee wages selection and hiring of employees activities related to employee health and employee safety. All these activities are related to employee’s motivation and development, employee health and employee safety. All these activities are related to the smooth running of an organization and geared toward increasing employee efficiency, productivity and company profits.

Human resource management identity when there is shortage manpower in an organization. The human resource department identifies those departments within the organization that need more staff such a need many arise due to factors like retirement of pervious workers firing of workers, or voluntary quitting by employees. Another scope of human resource management is to conduct interviews and other necessary steps toward filling the vacancies. This may include placing adverts in newspaper and selecting a time, date and venue for interview within the scope, human resource arrange for the training and orientation of new employees.

This department is also responsible for keeping up with the ongoing development of old employees, which may include arranging seminars and periodic refresher the health and welfare of their employee by providing the necessary resources toward achieving these aims.

1.15   LIMITATIONS OF THE STUDY

There is leap to the problems in the cause of carrying out any research; the ability of the researcher to estimate at the problems will go a long way to improve the quality of the work. The major limitations of the study is the short time frame couple with the fight academic time table which prevented a very comprehensive study of this research problem.

1.16   DEFINITION OF TERMS

For a better understanding of what the write up intends to dwell upon being an assessment of human resources management practice in Nigeria organization. It is imperative to define some basic terms associated with the study.

Management: Management is difficult to define, in fact, no definition of management has been universally accepted management in all business and organizational activities is the act of getting people together to accomplish desired goals and objective using available resources efficiently.

According to Rue Byars, management is a process or form of work that involved the guidance or direction of a group of people toward organizational goals or objective.

According to James Stoner, he defined a management as the process of planning, leading, and controlling the effort of organizational goal related devices. The use of the word “process” indicate that things are done in a systematic way.

Mary Parket Folett she sees management as “the art of getting thing done through people” this definition calls attention to the fact that managers achieve their goals by arranging for others to perform whatever task may be necessary not by performing the tasks themselves.