THE IMPERATIVE AND CONSEQUENCES OF HUMAN RESOURCE MANAGEMENT IN AN ORGANIZATION

A CASE STUDY OF GBOKO LOCAL GOVERNMENT COUNCIL IN BENUE STATE

ABSTRACT

The topic of this research is the imperative and consequences of human resource management in an organization. It case study of Gboko local Government council.

The objective of this research is as follows:

1.To ascertain if there is inadequate incentive package.

2.To verify if there is inadequate training and development.

3.To find out it there is no proper supervision of personnel.

4.To know if the condition of services and management polices are unsatisfied.

5.And lastly, to know if there is no proper records keeping

In the course of finding out the imperative and consequences of human measure management in an organization, the researcher has adopted two types of data to obtain unique and actual information namely primary and secondary data, two method of investigation are use by the researcher which includes questionnaire method and observational method.

The population use in this researcher embraces 1560 people as the total number of members of the cooperative in the study areas. Sample random sampling was employed as the sampling techniques where the researcher picks out 1000 desired number from the study area; also the researcher uses Tabular method in tabulating her data. It is analyzed and interpreted using simple percentage.

The researcher has found that thee management have the following as problems which hinders the smooth running of an organization.

1.Inadequate incentive hinders production to be carried out effectively.

2.Supervision of staff is not properly conducted.

3.Inadequate training and development of staff.

4. The condition of services is not satisfied.

5.Records are not properly kept.

The development of any organization lies on the shoulders of the lenders in terms of managerial skills to pilot the affairs of the organization. This is not far from the case of human resource management in an organization. Therefore the good managers in running the organization are highly needed.

CHAPTER ONE

1.0Introduction

The existences of profitable and not profitable establishments are lured to create and maintain a conducive environment for the performance of organizational activities and for the individuals working together towards the accompliment of common objectives.

Therefore, it is important for mangers of the organizations to know how to stimulate employees to perform effectively at work.

Human resource management has largely replaced the term personnel management as a description of the process involved in managing people in organization.

By definition human resource management is defined as a strategic and coherent approach to the management of an organizations most valued assets the people working there who individually and collectively contribute to the achievement of its objectives.

Personnel Management has been used to describe that function of management deals with the recruitment, employment, training, redeployment, safety and departure of employees, for over 50 years or so.

Up to 1990s, personnel management in practice was about handling relationship which employees and their representative as about mediating individual employment relationship.

At last, the decade of the twentieth century has sought to change the emphasis of personnel management to be more concerned with primary business goal.

Work environment has change today from the confrontational mixture of mid century employee relationship dures to collaborative approaches based on small work place learning is paramount and the need for centralized procedures less relevant If the same times, the external environment for all the private sector has become much more competitive. Not only are customers and their requirements important, but so too are the actions of competitors it is this now environmental issues that human resources management has become so relevant, since its studies.

1.1Background of the Study

Gboko Local Government Area Council was established in the year 1970, with the rural people or to the grassroots which is the only means that can pave way for development of the rural areas.

Up till now, human resource management suffers leadership instability because of unqualified staff, inadequate incentive package, no proper supervision of personnel, no training and development as well as improper records keeping in the office.

There are seven departments in Gboko Local Government Council, this departments include:

1.Revenue Department

2.Health Department

3.Education Department

4.Finance Department

5.Works Department

6.Agriculture Department

7.Personnel Department