A STUDY ON THE FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT
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FIRST PART
INTRODUCTION
1.1 Background of the Research
The objective of human resource management policy is to ensure the development of efficient and effective human resource management. Armstrong (2009) emphasizes human resource management as the process of enhancing people’s knowledge, skills, and capabilities. The process of human resource management, according to Vance and Paik (2006), unlocks the door to modernity. Human resources are the organization’s vital organs. Despite the use of technology in contemporary business management, human resources remain the most important and adaptable resource of the corporation. The strategic value of human resource management derives from the fact that, unlike other resources used in the course of production (land, capital, technology, etc.), which are passive, human resources are endowed with discretionary decision-making power, which gives them a competitive advantage over other resources. The difficulties of development are to enhance the quality of life, with economists arguing that a nation’s human resources, not its physical capital or natural resources, define the kind and rate of its economic and social growth. Only man, not gold, can make a nation big and powerful. According to the late Princeton University professor Frederick Harrison, humans are the active actors who acquire money, exploit natural resources, construct social, economic, and political organizations, and drive country growth. GeeGrad (1995) argued that man, not money, are the fundamental cause of all problems. Funds are only valuable when utilized by trained, knowledgeable, and devoted individuals.
The fact that our societies are now organized around knowledge creation, having moved from an industrial growth mode, facilitates the emergence of globalization. Human resource management is difficult and complicated due to the fact that employees rarely adopt or accept the organization’s goals voluntarily. As individuals, employees have needs, aspirations, motivations, desires, and interests that impact their behavior at work; nevertheless, these objectives frequently conflict with the enterprise’s business goals. Human Resources Management and planning are useful tools for continuously aligning the demands of employees with the goals and objectives of the firm in order to reconcile these competing interests.
The nature and function of Human Resource Management at the organizational level vary by country, location, and organization type. Human resource management’s major objective is to ensure that an organization’s human resources are utilized and managed properly. Human Resource practitioners are tasked with establishing and implementing policies and programs that enhance human capacities and improve the overall effectiveness of the organization. Poor human relations at work, disregard of staff welfare programs, and a lack of motivation are some of the variables that lead to industrial strikes and decreased productivity, according to empirical studies. Therefore, contemporary entrepreneurs have realized the significance and function of human resource management practitioners in the development of these important resources.
1.2 Description of the Problem
This research was meant to investigate the obstacles to human resource development. Numerous organizations have a high number of human resource recruitment-related issues that impede the system’s overall operation. Burton (2003) and Kane (2001) have recognized obstacles to human resource recruiting as impediments. Top management has a low priority and provides a short-term perspective on what the true difficulties in human resource management and the profession are. Ineffective workforce planning, the inability of some employees to communicate effectively, political interference in the recruitment process, favoritism in appraisal and promotion, a lack of seriousness regarding issues of discipline, and noncompliance with human resource recruitment principles are the major obstacles to effective human resource development in organizations today.
1.3 Objective of the Research
This study’s primary objective is to investigate the obstacles to successful human resource management in Nigeria. Specifically, the study aims to:
Determine the advantages and significance of good HR development in an organization.
2. Examine the issues faced by the HR development and the underlying causes
Determine whether the impact of these challenges on the organization’s performance is significant.
4. gives a remedy for those obstacles
1.4 Investigative Question
Determine the advantages and significance of good HR development in an organization.
2. Examine the issues faced by the HR department and the underlying causes
Determine whether the impact of these challenges on the organization’s performance is significant.
4. gives a remedy for those obstacles
1.5 Importance of the Research
This study on the obstacles to effective HR development is of major relevance to the Nigerian economy as a whole. Without a doubt, the relevance of this study would be a source of solace and relief for various businesses whose performance is affected by appraisal, promotions, inadequate recruitment, placement methods, and communication barriers. This study would empirically improve the creation and implementation of company policies. This study will show the qualitative human resource recruitment practice of organizational administration, which will be of great assistance to policymakers and organizational administrators. The study would reveal immeasurably the activities of politicians and government meddling through the officers at the head of affairs, particularly in recruitment of staff, thereby reducing the overall amount of corruption. This study’s findings and recommendations would contribute to the existing literature on globalization and human resource recruiting. This extra literature will expand the researcher’s understanding of methods for enhancing operational effectiveness and service delivery.
1.6 Scope of the Research
This study on the obstacles to effective HR growth in Nigeria will examine the personnel and HR department at Dufil food, the manufacturer of Indomie instant noodles in Ado-Odo Otta, Ogun state.
1.7 Limitations of the Research
Throughout the course of studies, financing the general research effort will be a struggle. However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly thought that despite this limitation, its impact on this research report will be modest, allowing the study to achieve its purpose and significance.
1.8 Explanation of Terms
A condition, fact, or influence that contributes to a result is referred to as a factor.
Militating: (of a fact or circumstance) serve as a decisive or powerful element in preventing.
HR: Human Resources (the personnel department of an organization).
Development: a specified state of growth or advancement
A STUDY ON THE FACTORS MILITATING AGAINST HUMAN RESOURCES DEVELOPMENT
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