THE IMPACT OF HUMAN RESOURCES DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE (A STUDY OF INDUSTRIAL TRAINING FUND, ENUGU OFFICE) ABSTRACT The study was on “Effect of Human Resources Development on Organizational Performance: A study of Industrial training Fund Office, Enugu” The study determined the extent at which effective human resources development can enhance performance in order to reduce poor performance and the impact of human resources training and development in organization growth. It adopted a survey method which involved the use of primary and secondary sources of data collection. Taro Yamani statistical formular was used to deduce a sample of 49 from a population of 550. The statistical tools were frequency tables, percentages and chi-square. The study found that employer/ employees relationship in Industrial training Fund Office, Enugu needs more improvement to boast effective training and development of personnel and this calls for further investigation. And that there is employer’s relationship in attainment of human resources in organizational performance. The recommendations were that organizations should hire the right people to do the right jobs by motivating, appraising and there should be need for collecting information about job applicants, inter viewing the applicants for final selection. This helps in proper selections of candidate’s aptitude test of the employees the outside and inside sources of recruitment should be all together sources in order to help in the achievement of high performance. TABLE OF CONTENTS CHAPTER ONE: INTRODUCTION Background of the Study Statement of the Problem Objectives of the Study Research Questions Significance of the Study Scope of the Study Limitations of the Study Definition of Terms References CHAPTER TWO: REVIEW OF RELATED LITERATURE Conceptual Framework Concept of Human Resources/Capital Theoretical Framework Empirical studies Summary of Literature Review References CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY Research Design Area of the Study Sampling Technique Sample Technique Sample Size Distribution and Return of Questionnaire Method of Data Collection Method of Data Analysis References CHAPTER FOUR DATA PRESENTATION, ANALYSIS, AND INTERPRETATION Data Presentation and Analysis Discussion of Findings CHAPTER FIVE SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATIONS Summary of Findings Implications of the Study Recommendations Conclusion Suggestion for Further Studies Bibliography Appendix CHAPTER ONE INTRODUCTION Background of the Study The greatest assets of any organization is it human resources that ensures the achievement of the company’s goal and objective. It is unfortunate that most companies or organization have neglected the development and management of their chief assets which is human resources (Tracey, 2013). According to Susan (2012) human resource management is the function within an organization that focused on recruitment of management of and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment. Effective Human resource management enables employees to contribute effectively and performance to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012). Human resource management is administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation and also a functions within an organization that focuses on people Wikipedia, (2012). Human resources are the set of individuals who make up the work force of an organization. Human resource management encompassed activities designed to provide for and co-ordinates, all human element within the organization. This will ensure its stable continuity and achievement. The human personnel element represents one of the company’s largest investments. Human capital is a collection of resources-all the knowledge, talents, skills, abilities, experience, intelligence, training, judgment and wisdom possessed individually and collectively by individuals in a population. These resources are the total capacity of the people that represents a form of wealth which can be directed to accomplish the goals of the nation or state or a portion thereof It is an aggregate economic view of the human being acting within economies, which is an attempt to capture the social, biological, cultural and psychological complexity as they interact in explicit and/or economic transactions. Enyekit, & Teerah (2012) human capital therefore represents individual's knowledge and skills; it is not owned by the organizations, but it can be rented; it is in the minds of individuals (individual property) and finally, it goes with individual when he leaves the organization. Inadequacy of Human Resources Planning has been cited as the reason why most public organization today are facing a chaotic situations as they did not at onset plan their workforce, neither did have any systematic human resource (HR) management programme that put the organizations goals first and the decay in the public organizations is evident as the level of frustration is equally high; and the “marketplace” trend of organization is becoming a reality (Wendel, 2013). The cause of this fortunate development is primarily a lack of human resource planning. If not, what else can explain the sharp increase in Workers strength as soon as any new chief executive emerges. Perhaps the most important resource of an organization is the human resource. The human resources are men and women who are working in an organization. They constitute the active agents who harness and combine other resources towards the accomplishment of organizations goals (Enyekit, 2012). Consequently organizations must have competent employees who will be able to carry out assigned tasks for the ptupose of attaining organizational goals. It has long been recognized that employees’ competence on a job is acquired not only by formal education but also through experience gained in the Work environment and through the acquisition of specific skills and knowledge on the job through training and development. Studies of inter-firm comparisons of performance and competitiveness reveal that the more skilled the firms’ employees are in meeting the strategic purpose of the firm. The better its performance visa- vis its rivals. Greater attention should therefore be placed on training and development as a means of obtaining competent employees that will help in achieving greater performance (Okoye and Raymond, 20l3). One of the critical variables in the performance function of organizations is manpower training and development. This happens to be the vehicle through which the knowledge, skill, and attitudes requisite for the running of organizations are passed on to the people who make the organizations to be. The realization of this fact have made organizations, especially those interested in attaining and maintaining excellent performance , to pay close attention to training and development. Failure to do so can, and indeed does, spell doom for any organization. On the average, therefore, effectively performing organizations plan and invest optimally in training and development (Tracey, Hinkin, Tannenbaum & Mathieu, 2013). The growth and development of any organization depends on its human resources, a specific cost of management to develop individual skills or a means of developing people for promotion of the next level of organization leadership. In the past, not much importance was attached to the role or human resourced development on the growth and efficiency of organizations. No pride of place was given manpower planning and development as a save way to enhance skills and knowledge and capabilities of personnel in organizations (Wendel, 2013). The importance of investing in human resources has become much clear in recent years because of mounting evidence on the extent of which such investment as an engine change. Although, human resources management is that sub system of an organization which is directly concerned with planning, controlling the procurement, development, compensation, integration and maintenance of the human resources component of the organization. The effectiveness of this sub-system will be judged by the way policies and practices affect the performance of individual workers will be achieved towards the realization of the effectiveness of the organization (Ulrich, 1997). Today, one of the major problems controlling management in an organization is the most effective Way of putting the right position. Management should identify and provide for its human resources to accomplish its task. The concept of organizational effectiveness is that which organizations as a social system give certain resource and means fulfils its objective without a capacitating it’s means and resources without placing undue strain upon its members (Abiodun, 2013). The existence of a conducive and carefully designed human resources management policies and practices appear inevitable for the attainment of these goals. Human resources are the most vital of all the factors input of organizations, for without it all the factors have to wait. Due to the immense contributions of manpower programmes, the government of Nigeria has set up many institutions to help in management education in the country. The national manpower board is responsible for the periodic appraisal of requirements for manpower in all occupations and the development of measures in services training of employed manpower both in the public and private sectors (Ikeanyibe, 2009) Consequently, organization must prioritize the development of the human element to maximize talents, skills and ability which will automatically reflects on the company’s profit. It pre-supposes that we do need people in order to firm a business which that no business can exist entirely without people. Even a computer auto-mental machine factory has to employ some people, though a conventional plant with similar capacity/_might require more people. There arises The need for proper planning of these people employed otherwise known as “Manpower planning” Ikeanyibe, (2009). It is against this backdrop that the study examines the impact of human capital development on organizational performance with references to Industrial training Fund, Enugu 1.1 Statement of the Problem Most organization does not have plans for the development of their employees. Once those people are recruited, the companies do not orient them, neither do they are in them to enquire other modern skills or improve upon their talents and educational qualification they came in with. In Nigeria both public and private companies contribute to the wrong utilization of available human resources. This is because" graduates are employed in areas where they lack expertise. The management of some organization does not seem to know the importance of training and develop nent on workers’ performance Some management believes that if workers have acquired education, there is no need to train again. Provisions of welfare facilities are not given adequate attention in some organization despite many policies being put in place to ensure workers performance and efficiency and to possibly stamp out unethical practices in the public sector especially, however, satisfaction and workers performance could only be achieved in few establishments. One of the major problems confronting management in any organization is the most effective way of matching people with jobs. This calls for manpower planning programme. Many organizations fail to progress due to their inability to train and develop their work force. There is lack of adequate skills and knowledge which are required to work and attain the major organizational objectives. There have been criticisms from different works of life both within and outside the country about the inefficient performance of our parastatals. The personnel officer should understand and identify certain conditions that will serve as pointers for the need for training. The activities of any organization are initiated and determined by the person who makes up the institutions. The researcher wants to identify the major problems and offer suggestions for the progress of the entire organization. 1.3 Objective of the Study ` The broad objective of this research work is to examine impact of human capital development on organizational performance with references to Industrial training Fund, Enugu . The specific objectives of the study include: 1. To determine the extent at which effective human resources development can enhance performance in order to reduce poor performance 2. To assess the effect of human resources training and development in organization growth. 3. To ascertain the level of human resources development programme in organizational survival. 4. To examine the importance of human resources in a business expansion. 1.4 Research Questions The following research question were drafted from the above objectives: i. To what extent does effective human resources development enhance performance in order to reduce poor performance? ii. What is the effect of human resources training and development in organization growth? iii. What is the level of human resources development programme in organizational survival? iv. What is the importance of human resources in a business expansion?’ 1.5 Significance of the Study The result of this research Work will help adjust the problems militating against human resources development in an organization and this help to improve the image of the course. This research work is intended to provide a sound background in theory principle and practice for all those Whose careers will require knowledge and skill in organizing leading co-ordination and controlling others also it would not be exclusive for those in staff/ personnel duties but also for those holding positions as staff professional and administrations. To organization (management) and individuals: Many people in an organization try to attain a higher level safety or job security in their place of work. And this study when completed should be of immense ‘help to different organization and individuals. It will help to highlight the impact of human capital development on organizational performance , so that the management will look into the problems with a view to make an improvement on human resource development. This study will help the management of the companies in Nigeria to improve the quality of their staff with particular reference to Industrial training Fund, Enugu Academic: The research will also be useful to the teaching and learning of issue affecting strategic management as a complement to other textbooks and journals that treated the impact of human capital development on organizational performance as a key to management efficiency. The Researcher: This work will enable the researcher understand the relevance of human capital development on organizational performance Besides, it will enable the researcher fulfill the necessary requirement for the award of national diploma (ND) in Public Administration and Management in Institute of Management and Technology (IMT) Enugu State. To students: It will also be beneficial prospective students who will need some information contained in this work to guide their own research work which is related to the present study. 1.6 Scope of the Study This research work is intended to cover the impact of human resource development on organization productivities with Industrial training Fund, Enugu as a case study. 1.7 Limitations of the Study A study of this nature cannot be carried out without difficulties in the process, one major limitation the researcher foresee in this work are the scarcity of available data and material. Other limitation of the study includes the following: • Cost: Inadequate fund may stunt this work beyond my taste; lack of fund may also affect not only the period of the research but also its quality. To exalt everything about analyzing the subject matter and come out of legacy for the posterity one need to travel far and near. • Time: Time is as costly as money, it is even easier facing financial problems than time, and time lost is hardly regained. Financial markets do exist but time existed for time, with the school academic, ‘the period for the research work is too short. • Reluctant to Cooperate: The management of organization is too reluctant to disclose the required information and more so when it comes to disclosing the organizational books record. The idea equally affects the quality of facts given in the research some do pith pact to suit the firm. 1.8 Contextual Definition of Terms • Training: The process of learning the skills that you need to do a job. • Recruitment: To find new people to join a company or particular purpose. • Strategy: A plan that is intended to achieve a particular purpose. • Inevitable: Something that you cannot avoid or prevent. • Integration: The act or process of contributing two or more things together so that they can Work. • Human resources: This is defined as part of management process concern with the maintenance of human relation and assuring the physical well-being of employee so that they can give maximum contribution to efficient Working. It is purely a thing of interest, really it is a par. • Worker: A Worker is an employee who Works for a member of the working class. • Training: Training is the systematic development of the skills and attitudes required by an individual to perform adequately a given job. • Recruitment: To find new people to join a company, an organization or firm. • Strategy: This is a plan that is intended to achieve a particular purpose. REFERENCES Abiodun, A. (2013) Human Empowerment Leverage Increases the Value of Quality Products, Enugu: Danesh publications
Enyekit, E.O., Amaehule, S., & Teerali, L.E. (2012) Achieving Human Capital Development in Nigeria through Vocational Education for Nation Building. International Journal of Research in Management, Economics and Commerce. 2(4): 1-9.
Okoye and Raymond A. (2019 ). The Effect of Human Resources Development on Organizational Performance International Journal of Academic Research in Business and Social Sciences. 3(10):1-10 Ikeanyibe, O. M. (2009) Principles and Practices of Public Personnel Administration: A Nigeria perspective. Onitsha: Perfect Image.
Susan, E. (2012) Personnel Management in Nigeria, Benin City: Ethiopia Publishing Company.
Tracey, J. B., Hinkin, T. R., Tannenbaum, S., & Mathieu, J. E. (2013) The Influence of Individual Characteristics and the Work Environment on Varying Levels of Training Outcomes. Human Resource Development Quarterly, 12(1): 5-23.
Wendel, A. (2013) Human Resources Management-Perspectives, Context, Functions and Outcomes. New Jersey: Prentice Hall. Wikipedia (2012) Human Resource Management. Free encyclopedia
Ulrich, D. (1997). Measuring human resource: an overview of practice and a prescription for results. Human Resource Management, 36, 303-320.
THE IMPACT OF HUMAN RESOURCES DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE (A STUDY OF INDUSTRIAL TRAINING FUND, ENUGU OFFICE)
THE IMPACT OF HUMAN RESOURCES DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE (A STUDY OF INDUSTRIAL TRAINING FUND, ENUGU OFFICE) ABSTRACT The study was on “Effect of Human Resources Development on Organizational Performance: A study of Industrial training Fund Office, Enugu” The study determined the extent at which effective human resources... Continue Reading
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ABSTRACT This project undertakes a comparative study of assessing the contribution of industrial training fund n manpower development of Nigeria with references to ITF Emene. The researcher made use of a very developed questionnaire and distributed it by himself. The population for the study consists of staff draw from vital department of ITF... Continue Reading