Impact of human resources management on staff performance and productivity in an organization

Project Abstract

Human resources management (HRM) plays a crucial role in shaping the performance and productivity of staff within an organization. This study aims to investigate the impact of HRM practices on staff performance and productivity in organizations. The research will focus on exploring various HRM strategies and their influence on employee behavior, motivation, skills development, and overall job satisfaction. The study will employ a mixed-method approach, combining both quantitative and qualitative research methods to gather and analyze data. The quantitative aspect will involve surveys and questionnaires to collect data on HRM practices implemented within organizations and staff performance indicators. On the other hand, qualitative methods such as interviews and focus group discussions will provide deeper insights into the perceptions and experiences of employees regarding HRM practices and their impact on performance and productivity. Key HRM practices to be examined include recruitment and selection processes, training and development programs, performance appraisal systems, compensation and benefits structures, and employee relations initiatives. By studying these HRM practices, the research aims to identify the most effective strategies that positively influence staff performance and productivity. The research findings are expected to contribute to the existing body of knowledge on HRM and its impact on employee outcomes. The results will provide valuable insights for organizations looking to enhance their HRM practices to improve staff performance and productivity. Additionally, the study aims to offer practical recommendations for HR professionals and organizational leaders to optimize their HRM strategies for better employee engagement and performance. Overall, this research seeks to highlight the critical link between HRM practices and staff performance and productivity in organizations. By understanding how HRM practices influence employee behavior and attitudes, organizations can tailor their strategies to create a positive work environment that fosters high performance and productivity. Ultimately, the findings of this study aim to guide organizational decision-making in implementing effective HRM practices that lead to improved staff performance and overall organizational success.

Project Overview

<p> </p><p><strong>1.1 INTRODUCTION</strong></p><p>Human resource management (HRM) Byers and Rve (1991:6) embrace those<br>actives designs to provide for, and co-ordinate the human resource of an<br>organization.</p><p>This involve apart from the traditional activities of employment,<br>labour relations, compensation and staff benefits also integrate into<br>both the management and strategies planning process of an organization.<br>this human resource department provide three Roles /Maga (1998) the<br>management of an organization workforce, are responsible for the<br>attachment solution, training, assessment and rewarding of an employees,<br>mean while Nigerian Television Authority with the promulgation of<br>decree 24 by the federal military Government in may 1977 the Nigeria n<br>Television Authority (NTA) was born.</p><p>These included western Nigerian Television (WNTV) established in 1959<br>which later became NTA Ibadan, Eastern Nigerian Television (ENTV) 1960<br>later to be known as NTA Enugu and Radio Kaduna Television (RKTV) in<br>1962, which later split to be become NTA by their various regional<br>Government.</p><p>Television Station was later established in the state capitals where none existed.</p><p>By the promulgation of Decree 24, the Authority became the only body<br>empowered to undertake television broadcasting in Nigeria, therefore all<br>the ten existing state television then were incorporated into Nigeria<br>Television Authority (NTA).</p><p>It is pertinent to note that, the exclusive rights to television<br>broadcasting enjoyed by the Authority when it was inaugurated in may<br>1977 by the federal military Government, was removed by the 1979<br>constitution, which gave right to ownership to state government,<br>organization and individuals that the president may authorize to<br>operate television stations.</p><p>This provision in the constitution led to establishment of the<br>National Broadcasting Commission (NBC) in 1992 and resulted subsequently<br>in the issuance of radio, television and cable broadcast licenses to<br>private operations for the first time in the history of broadcasting in<br>Nigeria on 10th June, 1993. The first official director general of NTA<br>was Vincent Maduka, a former engineer. Prior to his appointment Maduda<br>was the general manager of western Nigerian television Ibadan, which was<br>Africa’s first television station. The Nigerian Television Authority<br>has been criticized by performing artists such as Becky Wmeh for<br>pressuring artists to align their expression with government propaganda<br>goals. The Guadian in its editorial of Sunday October 18, 2009 stated<br>“the federal government owned Television network, the Nigerian<br>Television Authority (NTA) is arguably the largest of itstype in Africa,<br>but maximize its potentials”. However, the NTA’s monopoly on the<br>Nigerian airspace was broken in the mid-1990, is with the establishment<br>of privately owned television station and network notable among which is<br>the Africa independent Television.</p><p>Therefore this government owned organization being (NTA), human<br>resources management has a great impact on their performance, to ensure<br>this, more attraction must be paid to how labour is recruited into an<br>organization, their performance motivating factors and some other. Any<br>employee who has performed good or bad in the cause of performing the<br>assigned task must be done effectively so as to make them do their best<br>at work.</p><p>Therefore every Nigerian management should manage their workforce<br>effectively for the achievement of their stand goals and objective. it<br>is therefore important that both the employee workers and management<br>should be well acquainted with an important issue that affect not only<br>workers effectiveness in the place but their life in general.</p><p><strong>1.2 STATEMENT OF PROBLEM</strong></p><p>The following factors limit or affect the performance of staff productivities of the organization.</p><p>Wrong placement of worker, this is putting the wrong person in the<br>wrong place at the wrong time. In a situation where an employee skill<br>and experience are not equal to the task they are to performed they<br>outcome of such employee effort will not yield a successful fruits.</p><ul><li>Lack of clear objective on the part of human resources management, proper staff recruitment</li><li>Lack of managerial planning, organizing, staffing, leading,<br>coordination and controlling performance of the staffs and management</li><li>Staffs not being motivated</li><li>Lack of staffs training, promoting and enlargement</li></ul><p>1.3 <strong>PURPOSE OF THE STUDY</strong></p><ul><li>To identify the problems militating against effectual human<br>resource management on staff performance and productivity in an<br>organization.</li><li>To identify factor for achieving high productivity</li><li>To recommended models for human resources management</li><li>To access the process of human resource management in an organization.</li></ul><p><strong>1.4 SIGNIFICANCE OF THE STUDY</strong></p><p>It will constitute a reference material to students. at all the work<br>will assist the manufacturing sub-sector to determine the best method of<br>motivating the employees in order to get the best performance from them</p><p>This will give room for better selection of employee in manufacturing<br>sub-sector and ensure that ineffective management of labour force leads<br>to low productivity.</p><p><strong>1.5 RESEARCH QUESTION</strong></p><ul><li>Management performance is important to all organization in term of staff productivity</li><li>Does human resources management performance have any effect on employee’s productivity?</li><li>Management make policy that regulates the staff activities</li><li>What are the factors contribute positively to employee’s productivity?</li></ul> <br><p></p>