IMPACT OF STAFF ORIENTATION ON HUMAN RESOURCESDEVELOPMENT IN UNIVERSITY OF NIGERIA, ENUGU CAMPUS

ABSTRACT

The essence of this research: Impact of Staff Orientation on Human Resources Development is to actually find out the effect of use of office materials/equipment on employees’ productivity; to ascertain the effect  of maintenance of official code of conduct and institutional growth and to critically examine the relationship that exists between communication and employee workplace attitude.  This study had a population of 478 senior non- academic staff drawn from University of Nigeria, Enugu Campus. The sample size of 218 was drawn using Yamane Taro’s formula.   Instrument used for data collection was primarily questionnaire.  The total numbers of 218 copies of the questionnaires were distributed while 198 copies were collected. Descriptive research design was adopted for the study.   Three hypotheses were  tested  using  Chi-square (X2).    The  result  of  findings  indicates  that effective use of materials/equipment contributes to employees’ productivity; that maintenance of official code of conduct enhances the institutional growth and that, there is a positive relationship that exists between effective communication and employees’ workplace attitude.   The study thereby concludes that staff orientation no doubt, serves as a strong strategic tool on human resources development and should be taken up to a greater height for the nation’s advantage. The study then recommends that, organizations/institution understudy should endeavour to source for seasoned resource persons with a wealth of knowledge in relevant fields of individual employees.  Also, there is the need for every organization/institution to ensure that staff orientation is being effectively implemented at least once in a year in order to groom and develop the staff to adapt to the ever-changing environment of globalization and technology.  More importantly, there should be provision of adequate facilities such as technological equipment that facilitates learning and development for quicker understanding and implementation.

CHAPTER ONE

INTRODUCTION

1.1      BACKGROUND OF THE STUDY

The world is  changing everyday, academically, technologically and otherwise.  In fact, the entire human life and every sector are being affected. Meanwhile, that clarion call for change is a signal that demands a serious staff orientation to human mode of operation so that our nation can move forward.

Staff orientation, is quite crucial for a nation’s survival and growth especially in the face of challenging and highly competitive global world like ours.    Many  employees  are  found  to  be  performing  below  expectations because of lack of requisite skills and failure on the part of organizations/institutions and  management to  identify and  adequately take care of the inadequacies on time.  Staff orientation should as a matter of fact be given top priority in every institution as well as organisation’s schedule of activities if this nation’s problems are to be well addressed.

Staff orientation, therefore, is a systematic effort to improve the effectiveness of staff by critically improving on their performance efficiency and other norms and practices with a view to reforming them to be responsive to organizational, individual and societal interests, (Humblin, 1977).   It is a program that facilitates the learning process of the staff of the organization in order to contribute meaningfully to the achievement of a set objective, (Heinz and Weihrick, 2001).

Also, staff orientation is more or less any process that aims at inculcating into the  employees  the  desired  behavour  or  attitude  to  accomplish  certain

objectives in order to add value to the society.  The need for staff orientation exists where there is a lag between employees’ actual performance and desired performance.   Staff orientation needs also arise where employees’ skills become out of tune with the existing technology and what the society needs which obviously calls for skill updating.  Drucker (1974:7) puts it differently “what exists is getting old.”  That is why human resources management being individually  oriented,  treats  each  employee  as  an  individual  and  offers services and programmes  or (orientation) to meet the individual’s needs in terms of rebranding him (Ivancevich and Glueck, 1983:7).  This provides the redundant employee an opportunity to acquiring technique, skill or knowledge which is essentially to regaining competence (Boethinger, 1974) and building a healthy self-confidence which is based on developed and tasted powers of thought and action, not on nervous compulsion to do anything except think. Meanwhile, management has a responsibility to improve or at least, maintain the wealth producing capacity of the economic resources entrusted to it (Drucker, 1979:19).   Perhaps, every human being has its own strength and weakness.  This demands that every institution or organization is expected to understand this in their employees so as to improve their wealth producing capacity.

1.2      STATEMENT OF PROBLEM

The nation in general and society in particular is crying as a result of poor performance of employees in their various places of work which has largely contributed to lower productivity,  undesirable employee’s workplace attitude, high rate of labour turnover and dwindling state of nation’s economy. This in no small measure has been dragging this country backward.

1.3      OBJECTIVES OF THE STUDY

The  general  objective  of  this  study  is  to  actually find  out  if  staff orientation has any impact on human resources development and how organizations/institutions  can  benefit  from  the  program  if   it  is  being effectively implemented.

The following are the main objectives of the study.

1.          To  find  out  the  effect  of  use  of  office  materials/equipment  on employees’ productivity.

2.          To ascertain the effect of maintenance of official code of conduct and institutional growth.

3.          To    critically    examine    the    relationship    that    exists    between communication and employees’ workplace attitude.

1.4      RESEARCH QUESTIONS

The relevant research questions that are in accordance with this study can be enumerated as follows:

1.         To  what  extent  does  effective  use  of  office  materials/equipment contributes to employees’ productivity?

2.         How  does  maintenance  of  official  code  of  conduct  enhances  the institutional growth?

3.        What  relationship  exists  between  communication  and  employees’

workplace attitude?

1.5      RESEARCH HYPOTHESES

To carefully ensure that data collection is limited to the scope being covered in this study, the following hypotheses were formulated.

Ho:     Null hypothesis

Hi:      Alternative hypothesis

Hypothesis 1

Ho1:    Effective  use  of  office  materials/equipment  does  not  contribute  to employees’ productivity.

Hi1:     Effective use of office materials/equipment contributes to employees’

productivity.

Hypothesis 2

Ho2:    Maintenance  of  official  code  of  conduct  does  not  enhance  the institutional growth.

Hi2:     Maintenance  of  official  code  of  conduct  enhances  the  institutional growth.

Hypothesis 3

Ho3:    There   is   no   positive   relationship  that   exists   between   effective communication and employees’ workplace attitude.

Hi3:     There   is   a   positive   relationship   that   exists   between   effective communication and employees’ workplace attitude.

1.6      SIGNIFICANCE OF THE STUDY

This study will be of immense benefit to institution/senior non- academic staff of the institution under study as well as other organizations. The program, of course, will help to increase the core competencies of the human resources thereby making them to have competitive edge over other institutions in order achieve the institutional growth.

1.7      SCOPE OF THE STUDY

The  geographical  coverage  of  this  study  is  University  of  Nigeria, Enugu Campus, and the project has a time limit of two years.  Meanwhile, it is limited to senior non-academic staff of the institution understudy.  The study covers the conceptual, theoretical and empirical studies of staff orientation on human resources development, its objectives and impacts in higher institutions and organizations.

1.8      LIMITATIONS OF THE STUDY

This research cannot said to be exhaustive since it is subject to certain limitations.   Like any other useful endeavour, this study encountered some challenges that are not far from time, money and administrative bureaucracy.

In the issue of time constraint, it is borne out of the fact that, the researcher had to cope with the demands of her job while carrying out this research. Perhaps, this problem was being overcome through permission from office.  Most frustrating, administrative bureaucracy posed a serious problem in gathering some relevant information from staff of the institution under study.  But this challenge was conquered through co-operation and patience with staff.

1.9      CONTEXTUAL DEFINITION OF TERMS Development:

It encompasses all those job and organisation’s related activities as well

as other extra-curricular activities undertaken to expose employees to comfortably and conveniently perform additional duties and assume challenging positions in the organizational hierarchy.

Human Resources:

These are group of workforce that the organization identifies and work with purposely to achieve the established objectives of the organization.

Staff Orientation: It is the process of familiarizing employees with their environment so that they would master and accept the values, norms and beliefs held by others in the same institution or organization.

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