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 In recent years, there has been growing awareness among organizations, of the need to effectively manage their human resources, which is a critical factor in the success or otherwise of any business. In Nigeria, both the public and private sectors have embarked on programmes aimed at enhancing their human resource management system for improved performance. However, the country (Nig.) being a developing economy, much work is needed in the area of human resource recruitment, deployment, reward and compensation management. Human resources management itself on a generic level comes with all kinds of challenges - especially in Nigeria. In human resources management, what we are doing really is making sure that we have the right number, calibre and quality of people (the workforce) who together can help the organisation to achieve its set goals. When we say people, we’re looking at them right from how they are brought into the organisation which is what we call attraction, recruitment and selection, to how they are managed while they are in the organisation, how the organisation up-skill them, how they are given the right level of competency, so that they can be useful to the organisation; to how they are plugged into the various holes, i.e. the vacancies that occur; putting the right people in the right positions at the right time so that you (HR management) are always right on time in order that you can deliver the set objectives. A look at that broad spectrum shows that HR comes with a whole lot of challenges, especially in our country because right from the point of recruitment, attraction or selection, the main challenge is how to attract the right people. One may say how can we have a problem like this when we have more than a hundred public and private universities, polytechnics, technical colleges? There is a difference between quantity and quality, so for us, the challenge is getting the right quality of people. We have had interviews over and over again where people who have been through the university appeared before you and you start wondering if they have been to secondary school. And if you are a company that will not compromise on a standard, the fact that you appeared at interviews is not automatic employment. In most private companies recruitment and selection is very fool-proof; it is watertight, you can’t influence it, no matter how big or highly-placed you are either within the company or outside it. So, people will go through those decision gates based on set criteria, and therefore, if an organisation have a thousand or more people coming and such people still don’t meet the requirements, they won’t be taken. So, that is a major challenge. As the world approaches the next millennium, organisations are in dire need of dynamic and resourceful managers who are capable of formulating management strategies to be firmly placed ahead of competitors. This requires an appreciation and in-dept knowledge of the principles and concepts of management and the ability to act proactively to the changing business environment (Oladimeji, 1999:7). Human resource management deals with the management of people working together to produce goods and/or services for the entire society (Nwachukwu, 2000:2). Armstrong (2001:4) defined Human Resource Management as a “strategic and coherent approach to the management of an organisations’ most valued assets; the people working there who individually and collectively contribute to the achievement of its objectives”. Any organisation that will stand the test of time in this highly competitive economic environment must of necessity adopt a realistic human resource system, planning and utilization that could motivate as well as carry along the entire work-force in the efforts towards attaining organisational goals and objectives. It takes the effective management of human resource to enhance the survival of an organisation. Perhaps, it may interest one to hear/know that as important as human resource is to an organisation, it is the most difficult to manage. Unlike other resources, (material, money and time), human beings have the faculty for reasoning and the ability to respond to, or resist the various stimuli that may be considered intolerable. Nevertheless, human resource is considered most important of all other resources needed by an organisation because human beings make things happen either efficiently or inefficiently. With human beings, problems that may be posed by other factors of production can be overcome to achieve the desired results. Apart from being users of other resources, in ways that will yield the best result, human resources are themselves the most dynamic, complex and unpredictable. Therefore, it is not an overstatement to conclude that the survival of an organization is largely enhanced or guaranteed by the ability of effective human resource management to attract, train, retain and motivate employees.

Project detailsContents
Number of Pages98 pages
Chapter one Introduction
Chapter two Literature review
Chapter three  methodology
Chapter  four  Data analysis
Chapter  five Summary,discussion & recommendations
Chapter summary1 to 5 chapters
Available documentPDF and MS-word format


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