HUMAN RESOURCE PRACTICES IN SMALL AND MEDIUM SCALE ENTERPRISES

  • Chapters:5
  • Pages:131
  • Methodology:Ordinary Least Square
  • Reference:YES
  • Format:Microsoft Word
(Business Administration and Management)
HUMAN RESOURCE PRACTICES IN SMALL AND MEDIUM SCALE ENTERPRISES
TABLE OF CONTENT

CHAPTER ONE:  INTRODUCTION
Background Of The Study  -    -    
1.2 Statement Of The Research Problem  -    -    -    -    -
1.3 Objectives Of The Research -    -    -    -
1.4 Research Hypothesis  -    -    -    -    -
1.5 Scope Of The Study  -    -    -    -    -
1.6 Significance Of The Study  -    -    -    -
1.7 Limitations Of The Study  -    
2.1 Introduction -
2.2 Literature Review -    -
2.2.1Human Resource Management  -    -    -
2.2.2 The Nigerian Context  -    -    -    
2.2.3 Features of SMEs -    -    -    
2.2.4 Forms of SMEs -    -    -    -
2.2.5Need for Human Resource Management Practice  -    -
2.2.6Impact of Human Resource Management upon SMEs  -
CHAPTER THREE:  RESEARCH METHODOLOGY
3.1 Introduction  -    -    -    -    -    
3.2 Research Design  -    -    -    -    -    
3.3 The Population And Sampling  -    -    -
3.4 Operationalization Of Variables  -    -    
3.5 The Research Instrument  -    -    -    -    -
3.6 Sources Of Data -    -    -    -    -    --
3.8 Problems In The Research Process -    -    -
3.7 Data Analysis Method  -    -    -    
CHAPTER FOUR: DATA ANALYSIS AND PRESENTATION
4.1 Introduction  -    -    -    -    
4.2 Data Analysis And Interpretation  -    -    
4.2.1 Descriptive Statistics of Sample  -    -    -    -    
4.2.2 Employee Performance/Reward -    -
4.2.3 Employing Training  -    -    -    -    -    --
4.2.4 Job Evaluation  -    -    -    -    -
4.2.5 Testing Hypotheses  -    -    -    -    -
4.3 Discussion Of Findings  -    -    
CHAPTER FIVE :SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction  -    -    -    -    -    
5.2 Summary Of Findings -    -    -    -    
5.3 Conclusion     --    -    -    
5.4 Recommendations -    -    -    -
5.4.1 Policy Recommendations -    -    -
5.5 Further Studies -    -    -    -    -    
BIBLIOGRAPHY    -    -    -    
APPENDIX I-    -    -    -    -
LIST OF TABLES
Table 4.1: -    -    -    -    -    --
Table 4.2: -    -    -    -    -
Table 4.3  -    -    -    -    -    --    -
Table 4.4:  -    -    -    
Table 4.5:    -    -    -    -
Table 4.6: -    -    -    
ABSTRACT
    This research work deals with Human Resource Practice in Small and Medium scale Enterprises.  Small and medium sized businesses have been received relatively little research attention in almost all countries though they are more numerous than large business, employ more employees, weathered the current world-wide economic recession generally better than businesses, created more new jobs during this time than large businesses, and are increasingly hiring employees that lost jobs in large businesses or became frustrated with working in large businesses. Human resource management (HRM) practices have been found to be an important factor in the success of large businesses and researchers have increasingly begun to examine the role played by HRM practices in small and medium scale businesses. The study examines human resources management practices in small and medium scale enterprises in Benin City. One objective of this study is to begin to address this gap in understanding of factors contributing to organizational effectiveness in this country.
CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND OF THE STUDY
In some years back, there has been less research undertaken on factors contributing to the success of small- and medium-sized enterprises (SMEs) than to large organizations (Katz, Aldrich, Welbourne& Williams, 2000). This is ironic since there are significantly more SMEs than large organizations, SMEs employ more people than do large organizations, SMEs exist in every country, SMEs have weathered the current worldwide economic recession better than large organizations, and some SMEs eventually become large organizations (Cooper & Burke, 2011). More employees have moved to SMEs with the downsizing of large organizations due to business decline, and the frustration many people feel, particularly women, with their careers in large organizations (Burke, 2011). SMEs account for at least 95% of all businesses in the US and Canada (Heneman, Tansky& Camp, 2000; Williamson et al, 2002) SMEs create 66% of new jobs and produced 39% of the Gross National Product (GNP) in the US. The economic performance of a country’s economy is closely linked to the SME sector (Hamilton & Dana, 2003), and SMEs rely heavily on their employees and on their human resource management (HRM) practices for their success (Brand &Bax, 2002, Way, 2002).
There is emerging evidence that use of HRM practices can contribute to the effectiveness of SMEs (see Cooper & Burke, 2011; Castogiovanni, 2011; Collins, 2001; Rauch, 2001). These HRM practices can contribute to improvements in employee attraction and selection, motivation, development, and retention, with these improvements then reflected in higher levels of SME performance.
1.2    STATEMENT OF THE RESEARCH PROBLEM
    This study is meant to show the relationship between an effective human resources practices and SMEs. It is meant to show how SMEs can achieve productivity through an effective training process.
1.3    OBJECTIVES OF THE RESEARCH
The aim of the study is to examine human resource practices in SMEs. The specific objectives are under listed:
The study is to examine employee performance/reward in SMEs.
To examine the employee training in SMEs.
To examine joy evaluation in SMEs.
1.4    RESEARCH HYPOTHESIS
    The study has the following main hypotheses (expressed in null form).
There is a significant relationship between employee performance/reward and employee training.
There is a significant relationship between employee performance/reward and job evaluation.
There is a significant relationship between employee training and job evaluation.
1.5    SCOPE OF THE STUDY
    The study will be limited to finding out the various means of human resource practices in SMEs in Benin City. It will also uncover some of the problems associated with human resource practices through human resource management, appropriate recommendations will be made where necessary. A number of 51 questionnaires will be used.
1.6    SIGNIFICANCE OF THE STUDY
    The study attempts to unveil the factors responsible for human resource practice in SMEs with a view of coming up with a set of recommendation that will assist the authority in attaining some degree of effective training for employees in the SMEs.
    The study will help government to intensify awareness campaign in order to train and expose small business owner on the need to engage in best human resource practices.
    The study seeks to contribute to the activities of human resource practices in the incidence of effective training of employees.
1.7    LIMITATIONS OF THE STUDY
    The researcher however acknowledges the limitation imbedded in the use of questionnaires. The researcher acknowledges the use of 51 questionnaires responses as sample size to draw conclusion and generalization from Ugbowo, Benin City, Edo State, Nigeria.
    Other factors envisage to limit the study are those experienced in the course of administering the researcher instrument. These include:
Time and the cost of the administration of the questionnaire.
The assumption for the study that all the respondents will honestly and accurately answer the questionnaire.
Insufficient fund to carry out the research in detail, most especially this period of economic recession and hardship in Nigeria.

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Project Details

Department Business Administration and Management
Project ID BAM0724
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 131 Pages
Methodology Ordinary Least Square
Reference YES
Format Microsoft Word

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    Project Details

    Department Business Administration and Management
    Project ID BAM0724
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 131 Pages
    Methodology Ordinary Least Square
    Reference YES
    Format Microsoft Word

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