THE IMPACT OF HUMAN RESOURCES MANAGEMENT ON EMPLOYEES’ PRODUCTIVITY IN NIGERIA BREWERIES PLC


Content

ABSTRACT

This study examined the impact of human resources management on employees’ productivity in Nigeria Breweries Plc Ibadan. It also highlights and assess the human resource management in business organization Primary data was utilized for the study. The work method relying on the instruments of questionnaire was used in collecting primary data from one hundred respondents, using random sampling procedures. The data was analyzed, using descriptive statistics such as; tabulations percentages and frequency distribution.

 

The study showed motivated staffs in Nigeria Breweries Plc, Ibadan are often present at work and more productive than unmotivated staffs. The study concluded, among others that the effort of the management on the implementation of the human resources has a positive effect on the sales volume and profit level respectively.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE OF CONTENT

 

CHAPTER ONE:  INTRODUCTION

1.1     Background of the Study

1.2     Statement of Research Problem

1.3     Objective of the Study

1.4     Research Questions

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

2.0     Literature Review

2.1     Historical Background

2.2     The Importance of Human Resources

2.3     Developing Human Resources

2.4     Attracting people through Human Resources

2.5     Motivating People through Human Resources

2.6     Holding People through Human Resources

2.7     Importance of Training and Development

2.8     The needs of training and Development

2.9     Effect of Human Resources on the Outputs of Employees

2.10   Effect of Human Resources on the Part of the Employer

 

CHAPTER THREE:  RESEARCH METHODOLOGY

3.0     Research Methodology

3.1     Research Design

3.2     Population of the Study

3.3     Sampling Designs and Procedure

3.4     Validity of the Instrument

3.5     Data Collection

3.6     Data Administration

 

CHAPTER FOUR:  PRESENTATION OF DATA AND DISCUSSION OF FINDINGS

4.0     Data Presentation and Analysis

4.1     Testing of Hypothesis

4.2     Discussion of Findings

 

CHAPTER FIVE:  SUMMARY/CONCLUSION AND RECOMMENDATIONS

5.0     Finding Summary, Conclusion and Recommendation

5.1     Summary of Findings

5.2     Conclusion

5.3     Recommendations

          Bibliography

          Questionnaire

 


 CHAPTER ONE

 

INTRODUCTION

 

1.1    Backgrounds to the Study

The management of  human resources is an increasingly important concern in large organization. Over the years, several business organizations have packed up basically because of the failure of the management team or designated personnel to properly harness their human resources potentials. Perhaps, the singular reason for this negative development in many business organizations is the quest and unbalanced agitation for mad profit and sudden business expansion. Capital which has been defined to mean both money and all other structures-machines and physical structures needed for the successful management of any business organization cannot in any way be compared to the undeniable importance of human resource management. Any business built on a weak human resources management would only need a short time before it folds up.  Human resource management is an indispensable factor in any business organization survival equation.

 

Some of the major issues relating to the management of human resources in any business organization range from issues such as the availability of needed talented and skilled personnel, other support staff for business growth, the quality of managerial talent and the control of tremendous costs now associated with managing a large high-talent work force. In developing and utilizing human resources, recognizing and carrying out each step in employment can make important contributions toward meaningful teamwork

in a business organization.

Indeed, modern personnel management has evolved from a number of significant and inter-related developments dating from the beginning of the industrial revolution which started in Europe in the 18th Century. An exhaustive history would trace such matters as the evolution of working association from ancient times and the vast changes in educational opportunity in recent years. Their impact in the total labour force, development in managerial education, the evolution of the corporations and other social, economic and political development of the 20th Century and before cannot be over- emphasized.

 

Premised on this, the human resources require a great and careful management in order to get the desired results through the efforts of the people who constitute the personnel of a business organization. In actual fact, human resource management is neither a solo-job nor a purely technical one. It is a partnership between representatives of line and staff officials, working with union leaders to stimulate and develop employees in pursuit of organizational goals. According to Steiner, (1964) Human capabilities are resources to be managed in their own right; however, they also control or at least influence the other factors of production. Thus, the success an executive enjoys in the management of human capabilities may be expected to have a multiplier impact on the overall effectiveness of the enterprises.

 

It is generally acknowledged that the most note-worth accomplishment of human resources in any organization is nothing more than the fact t people are the common element in every organization. They create the objectives, make innovations and execute the policies and realize all the accomplishments for which organizations are praised. Management realizes that its important assets are not simply financial resources but having the people on hand at the right time and in the right place to make things go. Now, the attention being given to human resources represents a broadening of the dimensions of the personnel function and the involvement of operating managers in personnel matters. In the same vein, even managers are none the less required to make value judgment about human resources every time they hire, train, sign, develop, transfer and replace personnel. It is worthy to realize that the better success of any organization rest on the human resources.

 

At this juncture, it is important to point out that the role of human resources can be viewed from two levels namely: the societal level i.e. micro level and the organizational level i.e. macro level. To this end, human beings represent an investment which must be developed. It is against this general background that this research attempts an assessment of human resource management in business organizations with particular reference to the Nigerian Breweries Plc, Ibadan.

 

1.2    Statement of the Research Problem

Quite often, many ambitious business owners ha e underplayed the place of human resource management to the growth and survival of their businesses. This uncritical view is often anchored on the hasty conclusion that given the present bad state of the country's economy and with the quest for survival many job seekers won't be under the perpetual mercy of business owners (employers) with little or no possibility of wage/remuneration bargain or negotiation. In this type of employment equation, the employers are usually concerned on how to maximally use the employees to rake in huge profits without developing the latter's potentials.  Another school of thought is of the opinion that human resource management is indispensable in the overall growth and development of business organizations. In this aspect, the employers are more concerned with long term business gains and so would do everything possible to invest hugely in the proper management of their human resource. A synergy of this two seemingly conflicting school of thought is what this work seek to achieve. While in the first instance, some business owners often find it necessary to engage in human resource management, it is believed that a proper orientation on the importance of hum resource management can go a long way in changing business owners' orientation.

 


The import of the above is hinged on that fact human resources management is a very significant factor that affects future business organization profits and growth.

 

1.3    Research Questions

Attempts will be made to answer the following research questions which will also guide the direction of the study:

 

1.       Is there any need for human resources in an organization?

2.       Do resources have any effect on the performance of staff in Nigerian Breweries Plc.?

3.       What are the importance of staff training and development in an organization?


4.       Do attracting, motivating and holding of people have any impact on an organization?

5.       What are the likely problems facing the organization In respect to human resources?

 

1.4    Objectives of the Study

The aim of the study is to highlight and appraise the r le of human resources in a business organization through the management of Nigeria Breweries Plc. Ibadan. The specific objectives of the study are to;

1.       Examine the impact of human resource management on employees' productivity.

2.       Determine the need for proper human resources management and evaluate the impact of human resources management on the part f the employer of Nigeria Breweries Plc., lbadan.

3.       Investigate the training needs in organizations with emphasis on the Nigerian Breweries Plc., Ibadan.

4.       Offer possible solutions to the problems facing the organization in respect to human resources management.

 

1.5    Significance of the Study

This study is important because its result will contribute to knowledge on how central proper human resource management can significant y contribute to the growth and expansion of any business Organization. This work  benefit not only the Nigerian Breweries Plc., but also the Nigerian business society as a whole.

 

The findings will be useful to upcoming business organizations on how to properly and advantageously, harness their enhance management scheme towards achieving maxim gains and profits.

 

1.6    Scope of the Study

The Nigerian Breweries Plc has five branches widely spread across the country exceeding the company's headquarters which is situated in Abebe Road, Iganmu, Lagos. Due to impossibility of covering and focusing on all the branches and for the purpose of a thorough and detailed research, this study has been limited t the study of the Nigerian Breweries Plc., Ibadan.

 

1.7    Limitation of the Study

This is a very important topic to management and organization as a whole and in the course of the research study, some inevitable and unavoidable reasons emerged as potential constraints in carrying out the research as desired. Such factors are limited time and financial hindrances which did not permit a larger scope and more comprehensive research work which thus making it difficult to constantly visit the case study organization for additional information. Also, the bureaucratic nature of the organization chosen for the study constituted a limitation because of the organization being a multi­national institution with a lot of bureaucratic settings.

 

1.8    Definition of Terms

It is important, at this juncture to define and give contextual meanings of some of the major terms used in this study. The following terms used in the course of the study are hereby explained below:

 

Human Resources: According to Akindele, (2000) human resources are the people who are ready, willing and able to contribute to organizational goals and objectives. Human resource issues are studied solely by staff personnel, who present their findings to management or to the business planning staff as inputs to strategic or operational planning.

 

Personnel Management: Ash, (1914) defines personnel management as the recruitment, selection, development, utilization of and accommodation of human resources by organization. There are three basic purposes of personnel management namely: Labour efficiency, formulation of good personnel policies and maintenance of industrial peace.

 

Training: In the words of McCormick, (1979) training is a process or procedure through which the skill, talent and knowledge of an employee is enhanced and increased. A successful training programme must contribute to the growth and development of the competence and efficiency of employees.

 

Development: This is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

 

Planning: This is a managerial activity which involves deciding the goals and objectives of the establishment or organization and make preparation for how to get there i.e. how to meet or achieve the goals and objectives of the organization. There are strategic, operational or tactical planning.

 

Recruitment: According to Jackson and Rottstein (1993), this is a process of searching for prospective employees and stimulating and encouraging them to apply. In recruitment, two major characters are involved namely: the recruiting and the recruited. During recruitment, organizations have to make chokes on who to take in their organization otherwise called the recruited.

Selection: Nwagbo (2004) maintains that selection is to ere off the most appropriate applicants, turn them into candidates and persuade them that it is in their interests to join the organization even times of high unemployment.

 

Placement: This is the action of placing an applicant for a job. It is one of the most critical aspects of personnel function.

 

Motivation: Young (2002) says that motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button, to get a desired reaction.  There are two kinds of motivation: positive negative motivation.

 


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