AN ASSESSMENT OF HUMAN RESOURCES MANAGEMENT STRATEGIES OF EMENITE LIMITED ENUGU

ABSTRACT

Human   resources   management   exist   to   help   employees   and organization reach their numerous goals. In the course of doing this, they face many challenges arising from the demands of the employees, the organizations and the society. And, in a depressed economy like Nigeria, it takes an effective and efficient human resources manager to meet these challenges proactively. The purpose of human resources management is to improve the productive contribution of people in the organization in way that are strategically, ethically and socially responsible. This purpose guides the study and practice of human resources  management.  In  line  with  the  above,  this  research work investigated low productivity of workers as a basis for investigating the methodology adopted in managing human resources in Emenite Enugu. The study is divided into five chapters. Chapter one is the introductory chapter in which major direction of the work is discussed. Chapter two discussed the review of the related literature. Chapter three discussed the research design and methodology, while chapter four discussed the presentation and analysis of data. Chapter five discussed the findings, recommendations and conclusions based on the analysed data. From the data collected and analysed it was found that the human resources management techniques, methods and process employed by Emenite improved workers performance and productivity of the organization.

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

The term human resource management has come to the fore in recent years. There is a growing awareness by management and personnel specialist that the organization is an organic entity and that its parts are so inter dependent that a change cannot be introduced in one place without affecting the entire organization.

The importance of human resource of any organization whether public or private has long been identified. Human beings are resource to any organization, just like inventories or cash in bank. They are the most important asset in an organization. Organizational objectives such as profit maximization, market share, social responsibilities, cannot be fulfilled without human beings who co-ordinate the activities of the organization using other factors of production. The realization of the value of human capital to any organization has led to a proposal by

experts  that  people  should  be  classified  as  “assets”  and  to  be  so recorded in accounting records.

Investment in human capital is a worthy and necessary expenditure if an organization is to discharge its legal, statutory and social responsibilities to the owners, government, the public and society at large.

Where yesterday’s personnel administrators used to be mainly for keeping employees and managers from each other’s throats, today’s human resource managers bring together employees and employers as a partnership in profitable operation and global competitiveness.

Human resource management involves all management decision and practices, which directly affect or influence the people who work for the organization. It brings about improvement in the quality of work

life, productivity, job satisfaction, training and development for change.

Human resource management is a modern term for what has traditionally been referred to as, personnel administration or personnel management. Some authors view human resource management as being

somewhat different from traditional personnel management. They see personnel management as much narrower and more clerically oriented than human resource management. For the purpose of this study, we will use the term, human resource management.

Human resource management brings about improvement in the quality of work life, productivity, job satisfaction, training and development and readiness for change.

Human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically, and socially responsible.

Human   resources   management   embraces   those   activities designed to provide for and co-ordinate the human resources of an organization. It involves management decisions and practices that directly affect or influence the people who work in the organization (Ugbaja, 2002: 78). It emphasizes the individual employee as against collective relation between management and labour.

According to Metcalf (2003: 1), Human resources management involves management relying less on hierarchy and command but becoming more participative and open.  The  aim is  to  promote co- operative relations between management and employees and to avoid controversies associated with traditional industrial relations.

Human resources management requires a package of measures including employee involvement, relating pay to  performance, care with selection and training and fair treatment of employees.

According to Nwatu (2000: 49), organizations operating human resources management policies devote resources to staff recruitment, selection, training and development as well as social welfare and security schemes. They are particularly keen to employ individuals who can operate flexibly and adopt to different tasks as opposed to keeping rigidly to defined job demarcations. They must also be able to adapt to rapidly changing work arrangement.

Some  of  the  Human  resources  challenges  that  face  most organization are in recruitment, performance management, training and development, motivation and compensation management. Recruitment has become an important element in human resource management. Human resources determine every organization’s success.

Human resources have become an indispensable factor of production  system.  Thus,  every  firm  uses  its  human  resources  to achieve its goal. However, not all types of human resources are needed by  all  organizations.  In  1950s  automation  (robotic  Engineering) targeted at displacing workers with machine, Imaga (1996:288) became possible task. Rather than eliminating human labour, its consequence was improved labour quality (job skill and job satisfaction).

This is accomplished by training high-level manpower to operate and  manipulate robot/machines. An  insight  into  Japanese  industrial revolution reveal that  her  greatest resource is  either  land which is relatively too small nor capital which lack a formidable base,  but it

was her  human resource which is almost 100% literate and skilled as a result of training and development.

According to  Lioyd  L.  Byars and  Leslie W.  Rue  (1991:6-7) Human resource functions are concerned with variety of activities that significantly influence all areas of organization and include the following:

1.  Ensuring that the organization fulfills all of its equal employment opportunity and other government obligations.

2.  Conducting job analyses to establish the specific requirements of individuals jobs within an organization.

3.  Forecasting   the   personnel   requirement   necessary   for   the organization to achieve its objectives.

4.  Developing and implementing a plan to meet these requirements.

5.  Recruiting the personnel required by the organization to achieve its objectives.

6.  Selecting and  hiring personnel to  fill specific jobs  within an organization.

7.  Orienting and training employees.

8.  Designing  and  implementing  management  and  organizational development programs.

9.  Designing systems for appraising the performance of individual employees.

10. Assisting employees in developing career plans.

11.  Designing  and  implementing  compensation  system  for  all employees.

12. Serving  as  an  intermediary between an  organization and  its

Union(s).

13.  Designing discipline and grievance handling systems.

Organizations employ human resources management strategies to ensure total organizational /employee well-being and high productivity. Though human resources management strategies has been used by various organizations, much has not been accomplished by these organizations due to one reason or the other, e.g individual action etc. It’s against this background that the researcher wants to delve into

an assessment of human resources management strategies of Emenite ltd, Emene.

1.2     HISTORICAL BACKGROUND OF EMENITE LTD.

EMENE

The foundation stone of the company was on 3rd  October 1961 by late Dr. Hon M.I. Okpara, the Premier of the then Eastern Nigeria. It was incorporated on the 6th  of October 1961 with registration NO RC

2712.

Emenite limited, a member of the Belgian Etex Group started operation in 1963 under the name ‘Turners Asbestos Cement Company Nigeria limited’.

The company was owned by Turners and Newall Ltd (a Manchester, UK based company) 80% and the government of Eastern Nigeria 20%.

The reasons for the company at its location at Emene Enugu are due to proximity

   to the cement factory at Nkalagu

   to the airport

   to railway line

   to a river (Ekulu river)

Production started 1963 with the company manufacturing asbestos,  cement  pipes,  roofing  and  ceiling  product.  During  the Nigerian civil war (1965-1968), with the absence of the British management, Nigerians managed the company under the supervision of Mr. I. A. Onyeani.

As a result of the indigenization decree of 1973, the shareholding of the company changed to Turners and Newall ltd. 60% and Government of Eastern Nigeria 40%. The name of the company then changed to Turners Building products (Emene) Limited and the company headquarters moved from Tinubu square Lagos, to No 7 old Abakaliki road, Emene, Enugu.

Due to dwindling fortunes of the company, in March 24, 1988, Turners and Newall limited, divested its interest in the company and transferred 51% of its shareholding to Eteroutremer societe Anonyme

of    Belgium (now  Etex  group S.A  Belgium), the  ultimate  holding company /technical partners, while Anambra, Enugu, Imo, Abia and Ebonyi states share the remaining 40%. As a result of the new shareholding arrangement, the company changed its name to Emenite limited.

Due to lack of government patronage and the poor economic situation in the country, the manufacture of pipe and the first sheet machine  line  were  discounted  with,  in  1986.  Subsequently,  the company could not continue with the three shift system of production and was forced to run on two shifts for three days in the past two to three years. However, in March 1998, when the prospects of the company started improving, three shifts production on five days a week was resumed.

Meanwhile, there have been constant machine upgrading, and computerization has been fully integrated in all aspects of the company’s processes.

Emenite  limited  since  inspection in  1961 as  Turners  Nigeria limited has been a key player in the building construction industry in Nigeria.  Their  ceiling  product which  constitute 79%  of  their  sales volume control about 24% of the Nigeria total ceiling markets, while the roofing product constitute the remaining 21% of the sales volume and about 4% of the Nigeria roofing market.

The company’s range of product include. (a)     Roofing products:

   big seven corrugated sheets (Grey, Red and Green colour)

   standard corrugated sheets

   ultimate corrugated sheets

   villatile sheets

   duratile concrete

   long span (Amiantus) sheets. (b)     Ceiling products

   Emceil flat sheet

   Duraceil decorative ceiling

   Emlux decorative ceiling

   Qualitile decorative ceiling

(c)     Garden items

Flower pots of various designs and dimensions.

These  products  are  made  from  fibre  and  cement  and  have  the following properties/benefits for consumers

   Universal application

   Non combustible

   Strong and long lasting

   Good insulation

   Rot and Rust free

   Unique

   Wide range and accessories

   Cost effectiveness

   Completely weather proof

   Available in different colours

The company are now marketing a new product “the Duratile concrete tile” which was launched into the market on the 28th  day of November 2001 in Enugu, in the first instance, and other areas later.

The company products are sold through a wide range of distribution network located in such a place that they will be close to project site.

Iso Certification:

Emenite limited, won Iso 9002 in 2002 (international standard organization or international organization for standardization) award and the company were the first to obtain such international standard East of the Niger. This means that the company product could be sold in any market both locally and internationally. This is international standard for quality systems with more than 100 countries with the central secretariat Geneva Switzerland.

MANAGEMENT STRUCTURE OF EMENITE LTD EMENE

Emenite limited Emene has board of directors headed by a chairman. They appoint the Managing Director. He heads four other departmental heads, and these include:

a.  Finance manager b.  Technical director

c.  Commercial manager d.  Personnel manager

These’s also what is called managing Director’s secretariat which include audit section, quality control and supplies. They report directly to the managing director (MD).

Emenite limited, has four departments and each is headed by a department manager.

FINANCE DEPARTMENT

Headed by a finance manager. Here, they four (4) sub-sections

   Data processing

   Treasury

   Accounts

   Imports

Data Processing

They receive all accounting documents in the company, cash voucher, unaccepted expense returns, daily banks statement, payment voucher, bank charges, local and foreign supplies, pay roll and stock items.

Treasury

They   receive   money   from   customer,   prepare   daily   cash statement, give money to staff, escort money with police to the banks when money received is up to a million.

Accounts

They prepare cheques for supplies, pay cheques, keep petty cash, compute the fixed assets of the company in a computer, handle insurance, company tax, VAT, energy control, inventory control, bank reconciliation, reconciliation of staff account and supplies, documentation    of  bills,  prepare  budgets,  monthly  financial  report

which is  sent to  Brussels head office, and  year end accounts with external auditors.

Imports

They order raw material from EASA, place formal order request for foreign exchange from banks, processing of supplies documents, reconciliation of account with EASA. They also handle clearing and transportation to the company, prepare letter of credit.

TECHNICAL DIRECTOR

This department is headed by technical managers. They are two(2) sub-sections

   Production department

   Engineering department

Production Department

This  is  headed  by  a  production  manager.  All  production  is carried out by this department. After producting the goods, the commercial department will now stock them for the customers purchase.

Engineering Department

This department is headed by engineering manager. They handle all the installations, repairs and maintenance of machines. They are to make sure that all the machines are in order before production of goods.

COMMERCIAL DEPARTMENT

This department is headed by commercial manager, followed by technical sales manager. Here, they have sales representative who are incharge of  the  sales  of  their  products. They also  have  marketing, customer services and technical services.

The  marketing  division  is  divided  into  four  (4)  territories, namely, south East, East central one(1) East central two(II) and North central, each is headed by a sales manager. They report to the technical sales manager who report to the commercial manager. They handle loading of sheets stocking of finished goods.

PERSONNEL DEPARTMENT

This  department  is  headed  by  personnel  manager,  who  is followed by human resources officer. They also have administration, security, occupational health and human resources.

This   department   handle   all   personnel   matters   such   as recruitment, promotion, transfer, confirmation of appointment, termination of appointment, dismissal of staff, staff discipline, deployment , up-grading of staff, casual workers who are  on daily paid basis, security etc.

They also handle the personnel canteen services, clinic, wages and salary and staff welfare generally.

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