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This study addressed the issue of human management's impact on organizational performance. (a case study of the flour mill Dangote) The population consists of 200 employees from the Dangote flour factory in Lagos, Nigeria. The researcher utilized questionnaires as the data gathering instrument. Using a descriptive survey research design, this study was conducted. The study utilized 133 respondents who were human resource managers, accountants, production managers, and marketers. The acquired data were tabulated and evaluated using straightforward percentages and frequencies.




1.1 Background of the study

Over the past two decades, experts and practitioners have increasingly acknowledged the importance of focusing on the management of people inside an organization. Organizations are becoming increasingly cognizant of the crucial role human resources play in achieving financial performance. As a result, organizations are emphasizing employee engagement and organizational commitment to become more employee-centric.

Organizations must employ a human resource management (HRM) system that optimizes their staff in order to gain a competitive advantage in the current global market economy, which provides more access to technology, financing, and other resources. According to Pfeffer (1994), businesses have increasingly realized the competitive advantage potential of their employees. Developing a competitive advantage through people necessitates paying close attention to the strategies that optimize the utilization of these assets. According to Nishii (2008), most academics concur that Human resource management strategies that are effectively implemented can improve organizational performance. Related ideas propose and support the assumption that Human Resource Management strategies affect employee attitudes and behaviors.

Human Resource Management is an organization's invisible asset. It creates value when included into an operational system that improves an organization's performance and resiliency in a volatile environment. Effective HRM contributes to the development of human resources into a high-quality and efficient workforce, allowing the organization to achieve a competitive edge through its people. Inefficient staff, on the other hand, can raise labor costs and lower organization output. To remain competitive, grow, and diversify, a company must ensure that its personnel are qualified, positioned in the appropriate positions, appropriately trained, successfully managed, and committed to the company's success. The purpose of human resource management is to optimize employees' contributions to achieve optimal productivity and effectiveness while simultaneously achieving individual and societal goals (such as having a demanding job and receiving acknowledgment) (such as legal compliance and demonstrating social responsibility).

These contribute to the positive relationship between human resource management and organizational performance (Osman, 2012).

Training is a versatile method of employee development since it includes both formal and informal methods for enhancing the effectiveness and efficiency of employees (Ellstrom, 2011). Job security promotes employees' honesty, maintains their commitment to the firm, and safeguards critical information (Raji and Jackson, 2011). Reward system is imposed on the business to evaluate reward, and the corporation rewards employees on the basis of obtaining value by detailing what they spent and what they received (Armstrong, 2011). The evaluation of task and reward system can be used to gauge employee performance. Employee performance is affected by the knowledge transfer that aids in the development of the employee's understanding of networking and organizational performance.

Organizational performance is correlated with organizational justice, which encourages employee dedication to assigned tasks. The HRM characteristics have a significant impact on employee attitude, which in turn impacts employee performance. If the HRM system is effective, then the organizational performance will grow (Snape and Redman, 2010). Employees are always considered as a source of competitive advantage for any firm. Competitive advantage is a must for any organization (Barney, 1991; Pfeffer, 1994). Therefore, human resource management must be designed to maximize the performance of firms through maximizing personnel utilization.



A research problem is an intellectual challenge requiring a response in the form of scientific investigation.

Comparing the role of human resource management in achieving organizational goals in Nigeria with those of other international organizations, based on years of experience. It has been observed that Nigeria's human resource management has failed to promote the nation's productivity and growth.

Cost-benefit is typically a challenge for any management that is interested in educating its workforce. It is simple to calculate costs, but complex to assign a value to an item. Therefore, it is necessary to identify the issues related with the organization's human resource training.

It has been observed that the difficulty facing businesses and an expanding number of employees is poor service conditions and compensation. In addition, the foreign exchange issue has given a new dimension to the corporate organization's problems. As a result of the situation, the majority of businesses can no longer afford to pay their employees a fair wage and suitable recompense for their labor. This circumstance contributed to the inefficiency of human resources in achieving organizational objectives.

The Nigerian economy is now undergoing economic challenges that have led to retirements, retrenchments, layoffs, mergers and acquisitions, and employee terminations.

Moreover, the problem of funding is significant among the reasons why most organizations in Nigeria operate badly. For this reason, the federal government, through the Central Bank of Nigeria, has introduced two plans and programs aimed at increasing the accessibility and availability of credit to businesses in order to make them more robust. Even finances cannot self-manage without human resource management.

This study's current objective is to determine the influence of HRM and how it has contributed to the growth and achievement of organizational objectives.

The purpose of the study

The study's aims are as follows:

To determine the connection between human resource management challenges and organizational performance
To determine the training and development of an organization's staff.
Determine the issues confronting human resource management at Dangote wheat mill
Determine the effect of human resource management at the Dangote grain mill

Theoretical theories

The researcher formulated the following research hypotheses for the successful completion of the study:

There is no association between human resource management difficulties and organizational performance

There is a correlation between human resource management challenges and organizational performance

Human resources management at Dangote grain factory confronts no issues, according to

H2: the management of human resources at Dangote grain mill encounters challenges

Importance of the research

The study will be essential for the management of any firm attempting to manage the human resource function. It will enable decision-makers to develop better policies and decisions that foster a productive environment. It will also be significant to the organization's management and staff, as it will provide insight into the issues experienced by the human resource function and how to avoid them. It will assist human resource professionals in sharpening their attention on global and local difficulties and provide a rationale for changes that may be implemented within their own institutions to solve these challenges.

Limitations and scope of the study

The study examines the problem of human resource management and its effect on organizational performance. The researcher faces a constraint that restricts the study's scope;

a) AVAILABILITY OF RESEARCH MATERIAL: The researcher has insufficient research material, consequently limiting the scope of the investigation.
b) TIME: The time allotted for the study does not allow for a broader scope because the researcher must mix it with other academic activities and examinations.


A matter or circumstance considered as undesirable or detrimental that must be addressed and conquered.

Human resource management (HRM or HR) is the strategic approach to the successful management of organization personnel so that they help the firm acquire a competitive edge; it aims to maximize employee performance in service of an employer's strategic goals.

ORGANIZATIONAL PERFORMANCE: Organizational performance is the degree to which an organization is achieving its vision, mission, and objectives. Evaluation of organizational performance is an essential component of strategic management.


This study project is divided into five chapters for simple comprehension:

The introduction comprises the (overview, of the study), historical context, description of the problem, aims of the investigation, research hypotheses, relevance of the study, scope and limitations of the study, definition of words, and historical context of the study. The second chapter focuses on the theoretical framework upon which the investigation is based, therefore the literature review. The third chapter discusses the study's research strategy and methodology. Chapter four focuses on data collection, analysis, and findings presentation. The study's summary, conclusion, and suggestions are presented in Chapter 5.





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