– An Appraisal of Human Resources Management and Staff Performance –
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ABSTRACT
Human resources usually referred to as the staff or human resources of an organization play an important role in the success of an organization. This calls for the need to know the influence of human resources management and staff performance in Ido Local Government Ibadan, Oyo State.
The research work undertook a survey on an appraisal of human resources management and staff performance in Ido Local Government Ibadan, Oyo State and found that although, there exist some of the human resources management and staff performance, but these programmes are not adequate.
The research methodology and source of data were through primary and secondary method while the presentation, analysis of data and tests of hypotheses were done using percentage and F-Test method. In conclusion, the study observed that funding of human resources management and staff performance are adequate.
Thus, it is recommended that there should be regular research on developments in the local government environment that require training and upgrading of employees.
Thus will enable the right training and development programmes to be designed and implemented so as to keep the employees abreast with the developments.
TABLE OF CONTENTS
Title Page i
Declaration ii
Certification iii
Dedication iv
Acknowledgements v
Abstract vi
Table of Contents vii
CHAPTER ONE: INTRODUCTION
1.1 Background to the study 1
1.2 Statement of the problem 2
1.3 Research question 2
1.4 Objectives of the study 3
1.5 Research hypotheses 4
1.6 Significance of the study 5
1.7 Scope of the study 5
1.8 Limitations of the study 6
1.9 Definitions of operational terms 6
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 8
2.1 Conceptual Framework of Local Government 8
2.2 Human Resources System 9
2.3 Purpose of Human Resources Management 10
2.3.1 Organizational Effectiveness 10
2.3.2 Essence of the Manpower Planning and Development 10
2.4 Prerequisites for Effective Human Resources 11
2.5 Developing Human Resources Strategy 12
2.6 Human Resource Training and Development 13
2.7 Levels of Personnel Training and Development 17
2.7.1 Supervising Level of Staff training 17
2.7.2 Operative Level of Staff Training 17
2.7.3 Professional Level of Staff Training 18
2.8 Human Resources Development 18
2.9 Relevance of Human Resources Development 21
2.10 Development and Training 22
2.11 Differences between Training and Development 23
2.12 Factors that Trigger Training and Development 23
2.13 Types of Training and Human Resources Development Programmes 24
2.14 Purpose and Relevance of Staff Development and Training Programs 26
2.15 Methods of Training 27
2.15.1 On-The-Job Training Method 27
2.15.2 Information Presentation Method 27
2.15.3 Professional Training Method 28
2.16 Benefits of Training and Development Programme 28
2.17 Problems in Organizing Training and Development Programmes 29
2.18 Training and Development Evaluation 30
CHAPTER THREE: METHODOLOGY
3.0 Introduction 31
3.1 Research Design 31
3.2 The study Population/Sampling Size 31
3.3 Research Instrument 32
3.4 Validity and Reliability 32
3.5 Method of Data Analysis 32
CHAPTER FOUR: DATA ANALYSIS, FINDINGS AND DISCUSSION
4.0 Introduction 33
4.1 Data Interpretation 33
4.2 Test of Hypothesis 47
4.3 Discussion of Findings 50
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of findings 53
5.2 Conclusion 54
5.3 Recommendations 54
5.4 Proposal for further studies 55
Bibliography 56
Appendix 58
INTRODUCTION
The human resources of a nation comprise man and women, young and old who engage in the production of goods and services. The fact remains that human resources are greatest and the most precious assets of the nation.
This point was vividly captured by Habison (2000) who asserted that human resources are passive factors of production.
Indeed, human beings are the active agents who accumulated capital: explore natural resources, build social, economic and political organizations and carry forward national development.
Again, the indices of measuring national growth and development of a nation hinge on the conditions of the human resources which a nation possesses (Ndiomu, 2002).
According to him, Human resources therefore constitute the ultimate interactions of people with national resources that constitute the development process.
This is also correlated by (Derek Stockley, 2002) where he claimed that human resource is the most valued asset in organization and a parrot upon which managing the human side of the enterprise using coherent and strategic approaches for the purpose of attaining organizational goals and results.
In business world, manager of resources confirmed that Human resources management do determine outcome of production in an organization.
Similarly, this also explain that there is a mutual relationship between an organization outcomes and man resources that supply physical labour, technical, and professional skills which are genuine to effective and efficient planning and implementation of development policies, progress, projects and daily activities
BIBLIOGRAPHY
Adamolekun, L. and Roeland I. (1979), The New Local Government System in Nigeria System in Nigeria: Problems and Prospect for implementation. Heinman Educational Books Nig. Ltd.
Adedeji, S.O. and Bamidele R.O. (2003). Economic Impact of Tertiary Education on Human Capital Development in Nigeria in.: Human Resource Development in Africa. Selected Papers for 2002 Annual Conference, Nigerian Economic Society, Ibadan, 499-522.
Adeyanju (2012) Manpower Planning and Development in Public section. A case study of FRCN (Unpublished Project).
Akpavie (2005) African Journals Vol. 10 No 1 Pg 5
Armstrong M., (2008), Understanding Training Human Resources Management Practic- 8 th Edition Kogan page funded, London Pg 543.
Becker, G. (1996). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education. Chicago, University of Chicago Press. ISBN 978-0-226-04120- 9. Check date values in: date= (help) (UCP).
Chibuzor Tochi Onyeina (2005): The Impact of Training and Development in a Public Sector Management in Nigeria. A study of Imo State University, Abakaliki Study Centre. Unpublished Thesis.
Durai (2004) Human Resources Management; Pearson Education, India Pg 200:203.
Fayol, H. (2005) Rethinking the Identity of Public Administration, New York, Mcgraw – Hill.
Harbison, F.H. (1973). Human Resources as the Wealth of Nations. New York: Oxford University Press.
Human Capital Management (HCM) research papers, Softscape Whitepapers. OECD Insights: Human Capital – a primer.
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