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The Project File Details

  • Name: THE ROLE OF HUMAN RESOURCES IN DEVELOPING ORGANISATIONAL CULTURE
  • Type: PDF and MS Word (DOC)
  • Size: [59.9 KB]
  • Length: [66] Pages

 

ABSTRACT

The success of any organisation or enterprise depends largely on the effectiveness of the human resources under its control. Therefore the role of human resource in developing organisational culture as well as manpower training and development in our organization can never be over-emphasised. Therefore this research work based on the above concepts also evaluates how to develop means for improving effectiveness in human resource management.

A review of related literature was made in the research   to know the opinion of different authors concerning human resources management

This study was carried out through the use of survey research method which involved the collection of data mainly by the use of questionnaires.The questionnaire which was developed from the research questions was designed to reveal needed information regarding the subject matter.

It was complemented with interviews and with the aid of simple random sampling.

The analysis of data showed that the role of human resources in the development of organisational culture cannot be over emphasised.

 

 

TABLE OF CONTENTS

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of contents

 

CHAPTER ONE

1.1            Statement of the problem

1.2            Objective of the study

1.3            Significance of the study

1.4            Limitation of the study

1.5            Research questions

1.6            Definition of terms

1.7            Reference

 

CHAPTER TWO

REVIEW OF RELATED LITERATURE

  • School of thought within the subject area

2.2 Role of human resources in an organization

2.3 Training and development

2.4 Human resources requirement of publicAdministration

2.5 Different method of studying the subject matter

References

CHAPETR THREE

METHODOLOGY

  • Research design
  • Source of data
  • Population and simple of study
  • Method of data collection
  • Instruments
  • Method of data analysis
  • References

 

CHAPTER FOUR

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

 

CHAPTER FIVE

Summary and conclusion

Recommendation

Appendixes

Letter and questionnaire

Bibliography

 

 

 

CHAPTER ONE

INTRODUCTION

The growth of any organization depends upon the development and utilization of people in it.  The efficiency of an organization whether private or public depend to a large extent on how effectively its human resource are utilized.  For any organization to attain its desired objectives it must seek and obtain the willing co-operation of the people it works with.

Management must work, employ and therefore should develop programmes and policies that will enable them to obtain the best results from their employees.

Organizations are being forced to operate in an increasingly competitive environment and this places emphasis on the role of management in making the most effective use of human resource in order to meet their objectives.

In the search for organizational effectiveness there is an increasing rage of specialized skills to help line managers whether in business, public administration or other organizations.  In struggling to achieve objectives of the organization there are a number of “tools” which can help the managers in an organisation in the execution of work and activities which have to be undertaken in forecasting and planning, organizing, decision making and control.Many of these tools will help to solve the problems affecting human resource development which arises due to complexities in modern business.

Going in the definitive perspective, Human resources management has been defined several ways.  It is the field of study that encircles all the activities that are performed from the identification of human resources for employment, to the full utilization of people employed and planning for workers retirement.The human resources management function which involved recruitment, selection, hiring/developing participation,communication, motivation and remuneration of employees to ensure their welfare and maximum cooperation.

 

1.1     STATEMENT OF THE PROBLEM

The problem of this study is to investigate the role of human resource management in developing organisational culture.

Human resources management in any business organization has some problems, which proceed from either internal or    external factors.

Some of the prevailing socioeconomic problems of the county such as constant labour unrest using unemployment, high rate of crimes, poor standard of living and even inflation may create difficulty of human resources in developing organisationalculture.

 

  • OBJECTIVES OF THE STUDY

The purpose of this study is to determine the role of human resource development so as to enhance better employer and employee relationship.

This research work become important due to its foreseen importance to the research world as future researchers,students and institutions working on related topics would find it helpful.

 

1.3 SIGNIFICANCE OF THE STUDY

The result of this research work will help improve on the concept of role of human resources in developing organisational culture.This research report will provide stable employment guides desirable for working conditions and human resource relationship in organisations.

This research work is also intended to provide a sound background in theory and practice for all those whose careers will require knowledge and skill in organizing, leading, co-ordination and controlling of personnel management and administration in an organisation.

  • RESEARCH QUESTIONS

The research questions for this study are:

  1. Can efficient and effective system of human resource development reduce the problems faced by workers inorganizations?
  2. Can sources and method of recruitment and selection of prospective employees be responsible for inadequate personnel in most organization?
  3. Do management stylesdetermine the organizational climate?
  4. Can absence of modern human resource management strategies decrease employee productivity?
    • DEFINITION OF TERMS
  5. Human resources management:Human resources management is the totality of the human element involved in production and other activities geared towards achieving the goals of an organization. It includes the special skill and strength of work force.
  6. DEVELOPMENT

Development in general refers to an increase in the standard of a particular sphere of life.  Human resources development can be therefore be said to be the increase in the productivity potential of the work force of an organization for goal maximization and cost minimization

  1. TRAINING

Give teaching and practice to somebody or something in order to bring a desired standard of behavior efficiency or physical condition.

  1. MOTIVATION FACTOR

It is term used to qualify the satisfaction, which an employee derives from the job he does such as status, promotions etc.

  1. PRODUCTIVITY

A measurement of the efficiency of production a ration of output to input

  1. MANPOWER

All employees in an organization from the chief executive officer down to the cleaner. This is also referred to as personnel, staffs or employees

  • SCOPE AND LIMITATION OF THE STUDY

The scope of this research work is purely to determine the role of human resource management in developing organisational culture with reference to ————————– local government area. In the course of the work, human resource in an organisation may be referred to as personnel, staff and employee.

There are always some difficulties involved in producing a work especially of this nature.

The researcher had some problems during the production and distribution of the questionnaires as a result of poor transportation means within the city.

Also during the collection of data and interviews some of the employee and their officer failed to release correct information needed for the proper analysis.

Most of the respondentsconsulted demanded some payment for their answers.

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