ABSTRACT
Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. This research attempts to address the challenges of human resource management in Nigeria. A case study of Emenite Nigeria Limited. The primary objective of the study are; To identify the challenges of human resource. The survey research method was adopted for the study. Thus a sample of
135 staff of Emenite Nigeria Limited was selected for the study. Data were collected from primary and secondary sources. The main instrument for data collection is the questionnaire. Data were presented in tables as frequency distribution. In the analysis the technique of percentage and frequency were applied. At the end of the exercise, the research findings revealed that manufacturing companies have human resource management policy. The human resource management comprises of recruitment of employees, selection, training and development, retirement and termination of employees, the challenges of human resource manufacturing firms include inadequate compensation, ineffective management employee relations, and inadequate provision for staff training and development. The manager recommendations of the study are; the management should ensure that no influence should prejudice employment practice. The company should ensure adequate compensation of workers by paying satisfactory wages and salaries and giving them adequate fringe benefits and should be reviewed regularly in line with inflammation trends.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Human Resource Management has assumed a vital strategic role in recent years as organizations attempt to compete through people. It is an essential part of every mangers responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that human resource function is performed efficiently Erica, (2006). “People are our most valuable assets” is a cliché which no member of any senior management team would disagree with. Yet the reality for many organizations in Nigeria is that their people remain: Undervalued, under trained, poorly motivated and consequently, perform well below their two capabilities.
The rate of change facing organizations in Nigeria has never been greater and organizations must absorb and manage change at a must faster rate than in the past. In order to implement a successful business strategy to face this
challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy, Harold (2003).
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Susan M. Heathfield (2001). O’ Donnelly (1998:13) describes human resource management as the process of acquiring, retaining, developing, terminating and most importantly, properly using of human resource in the organization.
In Nigeria many industries are faced with the challenges of evolving strategies for increasing productivity, turnover and profitability in a bid to survive. Until now, most co-operate organizations had mistakenly focused on keeping abreast with changes in technologies and capital at the expense of labour (Onodogu, 2000:168).
Since incorporation of Emenite Nigeria Ltd Enugu in
1961, the company has gained a wealth of experience through meeting the requirements of the construction industry in
promoting the development of Nigeria through the manufacture of high and marketing of its fiber cement rooting and ceiling products and supply of high quality goods and services. The company has 606 employees.
Human resource department in Emenite Nigeria Ltd deals with management of people within the organization. First of all, the department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their position and ensuring that they perform to expectation. Human resource in Emenite Ltd sets today to day goals for the organization. They are responsible for organization of people in the entire company and plans for future ventures and objectives involving people in the company by conducting written and oral interviews, for suitable candidates. This task will involve assessment of abilities, skills through practical involvement of applicants in there various fields of study. Most of the time they do not publish there vacancies, it is done internally. They are also responsible for motivating employees. This they do through rewards especially for those who have done well. They evaluate performance of employees and those
who have exceeds expectations are compensated for their actions like end of year bonuses, awards, salary increments etc. They plan adequately for all the organization’s future engagements that will involve people. The organization ensures that all the employees under its wing are just enough to increase value to the organization. The department ensure that staff members are not too many because if they exceed this amount, then the organization stands to lose and ensure that staff members are not too few either, so that workers will have a clear direction of which they are working towards.
1.2 STATEMENT OF PROBLEM
(i) Problem of recruitment and selection policies arising from top management involvement.
(ii) The challenges evolving from strategies for increasing productivity, turnover and profitability.
(iii) Problem of ineffective compensation policy resulting in inadequate motivation and low productivity
(iv) They do not have any form of social security programmers for retired workers and therefore the fear of
uncertain future after retirement affects the psyche of present workers.
1.3 OBJECTIVES OF THE STUDY
(i) To find out the challenges of recruitment and selection in Emenite Nigeria Ltd.
(ii) To examine the challenges evolving from strategies for increasing productivity turnover and profitability in the organization.
(iii) To find out the limitations of compensation packages for human resource in the organization.
(iv) To find out if there is adequate social security programmed for retired workers.
1.4 RESEARCH QUESTIONS
(i) How do the organization recruit there workforce?
(ii) What are the challenges evolving from strategies for increasing productivity, turnover and profitability in the organization?
(iii) How does the organization compensate workers towards attaining organization goals and objectives?
(iv) To what extent are social security programmes adequate for retired workers?
1.5 SIGNIFICANCE OF THE STUDY
i. To identify how human resource management problems will be tackled in the organization.
ii. To expose ways in which management of an organization can formulate and implement effective programmes in an organization.
iii. The human resource department is placed with the responsibility of ensuring that its plans adequately for all the organizations future engagements that will involve people and planning to ensures that all the employees under its wing are just enough to increase value to the organization.
1.6 SCOPE OF THE STUDY
The scope of the study centres on the challenges of human resources management in manufacturing company in Emenite Nigeria Limited.
The work is expected to examine the challenges of human resource management with a view to offering suggestions to the challenges of human resource management in Emenite Limited, Enugu.
1.7 LIMITATIONS OF STUDY
1. Inadequate finance at the disposed of the researcher at the time of the study, made it difficult for her to cover more firms, hence the restruction of the study is only Emenite Nigeria Limited.
2. The refusal of some staff of Emenite Nigeria Limited to complete the questionnaires or to be interviewed on the subject matter for fear of official reprisal limited.
This material content is developed to serve as a GUIDE for students to conduct academic research
THE CHALLENGES OF HUMAN RESOURCE MANAGEMENT A CASE STUDY OF EMENITE NIGERIA LIMITED
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