Full Project – EVALUATION OF THE CHALLENGES IN HUMAN RESOURCES MANAGEMENT

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CHAPTER ONE

INTRODUCTION

1.1      Background of Study

Human resources management according to Dressier (1973 – 125) can be defined as “procedure, activities or action directed towards fining the solution to the manpower problems of the organization”. That is action which are placement recruitment selection and wages and salaries administration,. Industrial relations and joint consultation, employee welfare, training and development, motivation, employee appraisal and assessment and effective utilization of human resources of an organization.

Human resource management is fraught with difficulties in today’s fast-paced commercial world. Competing for and keeping the best people is a constant struggle. Companies have a hard time attracting and retaining top talent in today’s increasingly competitive job market for qualified professionals.

Likewise, it can be difficult to create an environment where everyone feels welcome and valued. Human resource managers have a greater responsibility as their firms grow increasingly multicultural and multinational. This may be done by the implementation of policies that welcome all, the encouragement of a diverse applicant pool, and the provision of cultural competency instruction.

Human resource managers also have to deal with the difficulty of keeping up with changing technology landscapes. Human resources procedures are becoming computerised as a result of the proliferation of automation and AI. To efficiently manage HR systems and procedures, HR professionals must acquire new knowledge and keep up with technological developments.

According to Ubeku (1975:98) the major importance of the subject matter is the fact that is a basic function of management. Unless it is effectively carried out by all members of line management. Technical  efficiency will be inadequate to achieve organizational success. Problem of human resource should not be though of as something separate from technical problem. Also human effort differs form other factors of production.  This is due to the fact that the employee has his own objectives which must be integrated and reconciled with those of management or the organization in carrying out human resources management practices both individuals and group relations are taken into account.

In addition, maintaining staff interest and enthusiasm is a constant problem for human resource managers. It’s important for productivity and staff retention to keep workers enthusiastic and interested in their work. Managers of human resources must deploy tactics like performance evaluation and reward programmes as well as training and advancement opportunities to maintain employee engagement.

1.2 Statement of the Problem

Human resource managers have a major obstacle in maintaining legal compliance with employee protections. Compliance with labour rules, such as minimum wage, working hours, and anti-discrimination statutes, requires human resource managers to keep abreast of the ever-evolving legal environment.

HRM in the modern corporate world is fraught with difficulties. Attracting and maintaining top talent, managing diversity and inclusion, keeping up with technology changes, keeping employees engaged and motivated, and adhering to labour rules are all difficulties that businesses face today. Human resource managers must be proactive, flexible, and strategic in order to overcome these problems.

It is pertinent to note that adequate emphasis have not been laid by parastatals in terms of promoting a favourable ground for human resources managers. Business organization also exists to render some useful services to humanity. Regrettably the achievement of these objective is either blocked or delayed because of blatant mismanagement and poor harnessing of the organizations personnel resource.

1. Poor communication flow between the management and the workers.
2. Undue punishment to some staff at the lower level in the hierarchical structure.
3. Lack of improvement in recruitment of workers into key positions in various offices of the company.
4. Poor motivation to workers and unavailability of incentives.
5. Low level of manpower for the job.
6. Irregular of half hazard promotions to some worker
7. Unnecessary harassment to workers especially the junior ones. Based on these things, the researcher sort ways reversing them.

1.3 Objectives of the study

Generally, this study seek to examine Evaluation of the Challenges in human resources management. Specific objectives are stated below.

1. Ascertain the effectiveness of human resources management in state government owned Parastatals.
2. Find out the challenges of human resources management in state government owned Parastatals.
3. Identify possible ways of improving human resources management in state government owned Parastatals.

1.4. Research Questions

1. What is the level of the effectiveness of human resources management in state government owned Parastatals?
2. What are the challenges of human resources management in state government owned Parastatals?
3. What are the possible ways of improving human resources management in state government owned Parastatals?

1.5  Research Hypotheses

Ho: Human resources management practices in state government owned Parastatals is ineffective.

Ha: Human resources management practices in state government owned Parastatals is very effective.

1.6    Significance of the Study

The significance of this study, no doubt, would be a source of succor and relaxation to the staff of state government owned parastatals whose appraisal, promotions, inadequate recruitment, placement practices and communication barrier affected most. The administrative bottle necks in the recruitment practices and staff discipline and other allied activities of the like language barriers, government interference, would be reviewed by the appropriate authority. Empirically, the study of this would enhance the policy formulation and implementation in the state government owned parastatal. This study would be of immense help to policy makers and organizational administrator as it will reveal to them, the qualitative human resource recruitment practice of organizational administration. The study would unveil immeasurably, the activities of the politicians and government interference through the officers at the helm of affairs especially in recruitment of staff thereby reducing the level of corruption in the entire system. The findings and recommendations of this study would add to the existing literature of globalization in the area of human resource recruitment. Such additional literature will enrich the researcher’s knowledge with regard to exploring ways to improve the operational effectiveness and the service delivery.

1.7 Scope of the Study

The scope of this study boarders on Evaluation of the Challenges in human resources management. Hence, the study will be delimited to Abia State Ministry of Environment.

1.8 Limitation Of The Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.9 Definitions Of Terms

Human Resources: These refer to composition of teachers who conduct instructional activities with students, be the board of government employed or teaching service commission employed. This is with regard to their academic qualifications, adequacy, experience, and staff development.

Civil Service: Is a collective term for a sector of government composed mainly of career bureaucrats hired on professional merit rather than appointed or elected, whose institutional tenure typically survives transitions of political leadership.

1.10 Organizations of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the  review of literature with emphasis on conceptual framework, theoretical framework,  and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study,  sample size determination,  sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.

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Full Project – EVALUATION OF THE CHALLENGES IN HUMAN RESOURCES MANAGEMENT