HUMAN RESOURCES MANAGEMENT AND ITS EFFECT ON PRODUCTIVITY IN A MANUFACTURING INDUSTRY (a case study of flour mill Nig. Plc Ilorin)


HUMAN RESOURCES MANAGEMENT AND ITS EFFECT ON PRODUCTIVITY IN A MANUFACTURING INDUSTRY (a case study of flour mill Nig. Plc Ilorin)   

ABSTRACT

The purpose of carrying out this project work is to examine Human Resource management and its effect an productivity in a manufacturing industry. ( A case study of flour mill Nig. Plc Ilorin)  with a view to investigate how such effort have impact on the moral and job satisfaction. In the organization of the employees sub objectives. The productivity crises in Nigeria is real. The researcher therefore find it necessary to identify and analyze there variables. In order to provide grounds tailgating against these crises.

Chapter one concerned with introduction, statement of research problem, objectives of the study, significance of the study, scope and limitation of the study.

Chapter two deals with main objective of the study include the cause of bias, recruitment drive and poor remuneration of staff.

Chapter three deals with the historical background, it also elaborated on the research design to develop a mental image to the way which data will be gathered and analyzed sampling procedure and sample size.

Chapter four concerned with data presentation and interpretation, presentation of data. According to research question and hypothesis finally discussion of research finding.

Chapter five contain of summary of findings, conclusion recommendation of the project work and bibliography.

TABLE OF CONTENTS

TITLE PAGE PAGES

CERTIFICATION I

DEDICATION II

ACKNOWLEDGEMENTS III

PROPOSAL IV

TABLE OF CONTENTS V

CHAPTER ONE

1.1 INTRODUCTION 1

1.2 STATEMENT OF RESEARCH PROBLEM 3 

1.3 OBJECTIVE OF THE STUDY 3

1.4 SIGNIFICANCE OF THE STUDY 4 

1.5 SCOPE OF THE STUDY 5

1.6 LIMITATION OF THE STUDY 5

CHAPTER TWO

2.1 LITERATURE REVIEW 6

2.2 INTRODUCTION 6

2.3 HUMAN RESOURCE PERSPECTIVE 7

2.4 HUMAN RESOURCE PLANNING 8

2.5 RATIONALE FOR RESOURCES PLANNING 10

2.6 TRAINING AND STAFF DEVELOPMENT 24

2.7 MOTIVATION THEORY 25

2.8 MOTIVATION THROUGH WAGES AND SALARY 

STRUCTURE27

2.9 CONTEMPORARY APPROACH TO MOTIVATION 30 

2.10 LINKERS SYSTEM FOR MANAGEMENT 32

2.11 STRIKE AS AN INSTRUMENT FOR BARGAIN 34

2.12 STRIKE AND COLLECTIVE BARGAINING 34

2.13 STRIKE AND LOCKERS 35

CHAPTER THREE

RESEARCH METHODOLOGY 

3.1 INTRODUCTION 37

3.2 HISTORICAL BACKGROUND OF FLOUR MILLS OF 

NIGERIA PLC37

3.3 RESEARCH DESIGN 38

3.4 METHOD OF DATA COLLECTION 39  

3.5 SAMPLING PROCEDURE AND SAMPLE SIZE 40

3.6 METHOD OF DATA ANALYSIS 40

CHAPTER FOUR

4.1 INTRODUCTION 41

4.2 DATA PRESENTATION AND INTERPRETATION 41

4.3 PRESENTATION AND ANALYSIS OF DATA ACCORDING TO RESEARCH QUESTION AND HYPOTHESIS 56 

4.4 DISCUSSION OF RESEARCH FINDINGS 61

CHAPTER FIVE 

SUMMARY CONCLUSION AND RECOMMENDATION    

5.1 SUMMARY 64

5.2 CONCLUSION 65

5.3 RECOMMENDATION 65 

BIBLIOGRAPHY    

CHAPTER ONE

1.1 INTRODUCTION

Background information of the study introduction.

Human resources management refers to a set of people oriented functions or activities that involves the effective acquisition, use and maintenance of the human resources within an organization.

This definition highlights the facts that human resources management in any organization must focus on the people, their needs, expectation values and legal rights within the work organization and the use of appropriate human resources management strategies that would ensure the satisfaction and accomplishment of individual as well as corporate goals.

In other words putting the human energy to productive use is what human resources management is all about. There are lots of problem of personnel management that have attracted the attention of human recourses specialist and policy maker in recent years.

It well be naïve of us if we pretend that there is no productivity crises in our country. It would even be more dangerous to think that it constitutes no serious threat to her national economy, the productivity crises in Nigeria is real since the early 80’s there has been a downward trend in productivity with the advent of structural adjustment programme, the capacity utilization of our industrial organization has shrunk to an all time low level. In some quarters the reason has been attributed to declining motivation to work, poor work attitude and work ethic and in their quarters the reason lies in government or employers insensitivity to worker’s concern and the consultant deteriorating standards of living.

Evidence, depicting dissatisfied disinvited workers abound in our society. Morale is low, work is over regulated and workers are over burdened with terrifying economic and society problems like rapid price increase, mounting. Job insecurity, alienation, rapidly, declining quality of work life in public and private sectors, the nature of work life has become humdrum, boring and underinsuring and there remains a growing emptiness in the work life experience of many Nigeria. In any manufacturing sector, the aim is to achieve this, wage/salaries of the employee is very low, this become a problem in the production efficiency.

In addition, human resources management in manufacturing industries is a very challenging task because it deals with a lot of variables that one dependent upon each other. These variables will surely increase as the manufacturing sectors grows complex. Also, it is difficult to trace the side effect of the changes within a particular area of management responsibility.

1.2 STATEMENT OF RESEARCH PROBLEM 

Poor remuneration of staff skilled labour, unskilled labour which often strain the relationship between the management and workers, Bias recruitment driven the favourition in section or replacement of staff, which does not encounrage efficiency in productivity, lack of adequate communication also, lack of adequate facilities of external communication to acquire further experience. Non chalcant  attitude to adequate educational background as initial educational employment requirement, lack of recognition to specialized skill interims of engagement and placement of staffs.

Inadequate in service training facilities. Lack of motivation of staff as a means of employment and recognition of duties of facilities.

1.3 OBJECTIVES OF THE STUDY

i. This study investigate the problems of poor remuneration of both skilled and unskilled labour and find it’s lasting solution to the strain relationship that often exist between the manager and other workers in aim establishment.

ii. This study evaluates the reasons for inadequate communication flow between management and staff of the organization.

iii. This  causes of bias recruitment drive and favourition selection and placement of staff shall duly be investigated.

iv. The study find out the stale and reason for unadevacy in service training facilities in most organization.

v. This study considers the inability of most employer to motivate their ability and input.

1.4 SIGNIFICANCE OF THE STUDY 

This is to enlighten the hands of the management personnel managers or human resources management, production managers, marketing managers e.t.c for better remuneration package to boost employee’s morals, increase production and high performance to attain organizational objective. There exist parallel gap between the employer and employee such as.

a. The study identifies poor welfare package of both skilled and unskilled labour.

b. Inadequate and in consistence condition of employment i.e recruitment, selection and placement of workers 

c. Gap in communication between management and employment.

d. The study prefer solution to the importance of education attainment before it is use for employment induce. 

e. Inadequate in services training and facility in productivity.

1.5 SCOPE OF THE STUDY 

The scope of the study is the determination of the effect of human resources management on efficiency and productivity in a manufacturing company. This study dwell on the roles of human resources modern day organization. The time of coverage is between (2001-2007).

1.6 LIMITATION OF THE STUDY

On the constrained to rely on the data and information supplied by the flour mills of Nigeria plc, which is the focus of this study which may contain a lot of lapses, it is equally envisaged that a lot of information considered salient, vital and confidential to management may be with geld, this may affect the accuracy of the result.

Respondents temperament and emotion may effect their intended choice of questionnaire, which many adversely affect objectivity.

Lastly, time and money dial not permit the study to cover all the area of human resources management and to carryout extensive survey inspite of all the above limitations, efforts were geared to get a realistic result based on the available data, hence the result of the investigation is still valid.

CHAPTER FIVE

5.1 SUMMARY 

In chapter one of this research work, the researcher made brief of introduction of what the research work will focus on using the flour mills of Nigeria Plc as a case study the chapter also dwell on the statement of problems, purpose and significant of the study as well as the scope of the study.

The researcher carried out the review of all related literature on the subject matter in chapter two, the chapter three deal with the method by which the researcher collected and analyzed the data for answering research questions and testing the relevant hypothesis. The data collected were presented and analyzed in chapter four and answers were provided for relevant research question and hypothesis were provided for relevant research significant level. After a critical study, it is quite evident that Human Resources have a great impact on any manufacturing company whose aim is to increase production growth and profitability. The study reveals that to increase induction. Level, human resources must be effectively management this entails close and proper monitoring control, and maintenance of various personnel organization and employee’s relation.

5.2 RECOMMENDATION 

In view of the present economics political situation on the country, it is quite necessary that the managers of human resource should pay attention to the Human Resources. Management policies in their companies which should be in line with what is expected of them by the labour organization. This becomes necessary to avoid failure which is dangerous to the growth of the company, this issued of for play should be exercised on the award of excellence to dedicating and hardworking employees. This becomes in order to employ the right caliber and quality of manpower needed for improved production efficiency. Appropriate. Sanctions should be placed on erring workers. These sanction should be very effective, so that other workers should take caution and behave according to expectation. The management should establish medium of communication with its employees so that a harmonious relationship between management and employees can be enhanced efforts should be made at discouraging illusions circumstances among workers.

5.3 CONCLUSION

There is a perfect relationship between human resources and the production level of manufacturing companies. No company can operate it self without adequate and qualified manpower network. The personnel must be efficiency managed. The efficiency depend on a perfect maintenance and monitoring of all the actors which constitute human resources policies in the company, such as recruitment and selection, training career development, safety and healthy relation with trade union and staff association pay and benefits (pension, salary and gratuity).

In-efficiency, poor management and lack necessary motivation however results in low productivity, poor profit margin and non harmonious relationship between management and personnel. The method by which the researcher collected and analyzed the data for answering research question.

The management must maintain a perfect mix of the human resources policies formulated for the company and should ensure close supervision of those policies at any point in time. It is also observed that the deviation or lack of expected motivation standard in the management of human resources result in strikes and lockout which yield low productivity and poor human relation between the employers and employees. Also the desire of the employees to quite or make changes is depending upon political, social factors acquisition of higher skills or attainment of higher educational standards. The effect of mobility rate of human resources in manufacturing companies leads to low productivity, poor profit margin and low level of efficiency. It has also been observed that most personnel experience have lot of disillusionment in their working environment. Before employment or at earlier stage of employment most workers believe that the path to success is hand working. By the time they have worked very hard and for a very long time and having seen nothing they now believe that their own effort has nothing to do with success. They simply believe that other Nigerians who have made it successfully, did not get it by hard work, so why work hard instead of looking for cheaper easier way to make it to the top.

It has also been observed that sanction to erring personnel has not been very effective neither do the award of excellence given to those meriting it. This is because of the God-fatherism syndrome eminent in the society.  

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HUMAN RESOURCES MANAGEMENT AND ITS EFFECT ON PRODUCTIVITY IN A MANUFACTURING INDUSTRY (a case study of flour mill Nig. Plc Ilorin)



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