The Impact Of Human Resources Management And Organization Performance In The Public Sector ( a case study of the Security And Exchange Commission
BACKGROUND OF THE STUDY
Management for and managing human resources are emerging as an increasingly important determinant of organizational efficiency. As organizations evolve, the complexity of the environments they operate on requires much dependence on the people that make up the organizations. A very TO PLACE AN ORDER FOR THE COMPLETE PROJECT MATERIAL, pay N3, 000 to: BANK NAME: FIRST BANK ACCOUNT NAME: OKEKE CHARLES OBINNA ACCOUNT NUMBER: 3108050531 After payment, text the name of the project, email address and your
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After payment, text the name of the project, email address and your names to 08064502337important aspect of managing effectively the staffing process is human resources management and organization performance. Human resource management and organization performance could be defined as a strategy for the acquisition, utilization, improvement and retention of enterprise human resources. People represent the most flexible resource available to the managers in organization the Securities and Exchange Commission. The purpose of human resources management and organization performance in public sector is to provide for the continuous and proper staffing of the organization. Deploying people in right numbers with the right skills and in the right place is fundamental to success in organization.
Human resources management and organization performance includes an analysis of the levels of skills in the organization, an analysis of current and expected vacancies due to retirement discharges, transfers, promotion, sick leaves, leaves of absence, training, or an analysis of current and expected expansions or curtailment in the departments. Plans are then made for internal shifts or cutbacks in human resources, for training and development of present employees, for advertising openings, or for recruiting and hiring of new people with the appropriate qualification or for all these approaches (Wendel: 1970: 198).
Human resources management and organization performance must have been applied in a general sense ever since human beings have collaborated in working groups to undertake tasks. The idea itself is therefore not new as the modern versions of human resources management develop from studies carried out soon after the Second World War in subject related to labour wastage and turnovers and from operational research, which was initially concerned with the application for scientific and mathematical principles to solving the operational problems of military and industrial organizations. It became clear therefore that the human resource component of these problems could not be ignored.
Arising from these, the requirements of any organization have to be managed, just as we budget for the amount of money to be spent. One fundamental principle of management today is that, no organization can grow or perform creditably well unless the human resources are well managed.
Many organizations today without a well managed human resource faced the danger of looking for staff indiscriminately, an indication of bad human resource management. In the light of this, human resource can be seen as an asset that enables organizations to distinguish itself in terms of performance from other organisation and most viable and reliable developmental resource. As such, human resources management and performance will ensure optimum utilization of both human and materials resources, leading to efficient and effective performance. Given this fact, the onus then lies on the Securities and Exchange Commission (SEC) to plan and managed human resource if her goal of regulating transactions in the capital market is to be achieved. The extent to which she is able to play her supervisory roles lies in the right quality and right quantity staff working the organization.
Statement of the Problem
Managing resource of an enterprise is a key responsibility of every manager and as such its importance has never been in question. Much effort has been devoted to optimizing financial and capital resources even though, arguably, the most important single resource is people. Paradoxically, the least predictable asset has not attracted the same level of concern and attention.
Suffice is to say that, the basic remedies to the several problems central to management and or organizations lies in ensuring effective human resource management and organization performance. Therefore, it is important for every organization to make conscious efforts aimed at ensuring that sufficient numbers of the appropriate caliber of people are available to the organization in pursuit of its objectives. Many organizations today are focusing on serious human resources Management and Organization performance with a view to raising and view to raising and sustaining effective human resource.
Human resources management is an expression of effective management aimed at reducing risk and uncertainty in the most important area of all, the effective employment of people in a long term basis. This notwithstanding experiences in many organizations reveals lack of effective human resource management and organization performance. This ranged from poor human resource managing methods and objectives to lack of human resource managing units and specialists. The negative effect of this phenomenon is evident in employee redundancy, low productivity or performance, low morale, high labour turnover, etc.
Many organizations in Nigeria adopt unsystematic of methods of managing their human resources. The changes brought about by economy, technolo and social factors compel organizations of all kinds to study the costs and benefits of human aspects of labour much more seriously and carefully than ever before. Based on the significance of human resources managing it is necessary to look at its impact on organizational like the Securities and Exchange Commission (SEC), Abuja.
Human resource managing having a relationship with organization performance. In view of this problem, it is pertinent to ask the following questions:
- Is the Security and Exchange Commission (SEC) as an employer of labour ready to evolve effective human resource managing and organization performance
- Are the present human resource management organization performance programmes in SEC, Abuja, good enough?
- Is there any relationship between human resources management and organizational performance? The answer to these questions and other related issues formed the subject of this research.
Purpose of the Study
The purpose of this research endeavour is to determine.
- Whether or not the Securities and Exchange Commission SEC) has an operational human resources plan
- How human resource management and organization assist SEC in achieving its goals.
- The effect of human resources management is developing organizational performance and growth.
- To establish a link between human resource management and organizational performance.
- To offer useful suggestions on how to improve the human resource management and organization strategies in SEC of need be
The theoretical framework adopted in this research work is the system theory. A system approach is central to the analysis of the parts and it is related to the whole. A system is made up of pendent parts, which interacts with one another in a reciprocal basis in a given environment. The major undermining of the approach is the input output analysis. A system receives inputs from the environment and converts them within the political system into output-policies, provision of goods and services etc.
According to Bozeman (1979:308) a system is a set of interacting components acting independently and sharing a common boundary separating the set of components from its environments. He opined that s system might be considered as an open system in as much as it interacts with its environment. These interactions with the environment he termed outputs. To him, a system that does not interest with it environment is a closed system.
Ikelegbe (1996: 137) argued that a whole which functions as whole by virtue of the interdependent of its parts, is called a system and the method which aims at discovering how this is brought about in the widest variety of systems has been general system theory. To him, a system is an autonomous unit of complex elements, which interact and is capable of adapting itself, and each set of element is interdependent.
In a similar vein, Cole (1996:70) maintained that if a unit or component within a system suffered a setback, the whole system will be affected and productivity and efficiency hindered.
The traditional conception of management involves a research for simple cause and effect relationships. In practice, it is rare to find such simple casualty. Human behaviour in organization results from complex interaction among a number personnel processes, including supervision, remuneration, career paths, performance appraisal and others. The challenge is to identify the relationship among these various processes. In a related development, a system approach is an abstract way of looking at a part of reality for the purpose of analysis, which has been prominent in information science, economies and sociology in which the concept originated. So, the model is important to public administration, because it is a force for the organization planning and evaluation. In this vein, the Manpower Service Commission (1990:20), stressed that a system approach to manpower planning is the process of identifying inputs, outputs, components, and systems and then seeking to identify the contribution that manpower can make to Improve the organization by enhancing the contribution of the human components (people) as opposed to machinery and operational procedures, it is also observed that cistern approach is next applied to the human resource design and finally to the interaction between human resource and the operation to produce a feed back.
Strauss and Sayles (1980:368) argued that a system approach to human resource management I and organizational performance reflects a growing awareness that the organization’s parts are so independent that a change cannot be introduced in one place without affecting the entire system.
Human resource management and organizational performance requires management to look at organizational policies and assess their total impacts on human utilization. The decisions made by individual departments ramify throughout the organization. The relevance of this approach to this study is that it provides the basis for understanding and determining whether the variable of human resource management and organizational performance is effectively working in the organizations especially, SEC, to produce the desired result or output as performance measurement.
Significance of the Study
There are also specific purposes in crucial areas of management, which human resource management and organization performance serves. This study will give planners and decision-makers insight into:
- Balancing cost between the utilization of material and human resources (work force). This involves comparing the costs of these two resources in different combination and selecting the optimum.
- Determining recruitment needs: an essential’ Pre-requisite to the process of recruitment is to avoid problems of unexpected shortages, wastage, and blockages in the promotion flows and needless redundancies.
- Determining training needs which is fundamental to managing and training and organization performance as a requirement for assessing not only the quantity but also the quality of staff In terms of skills required by the organization
- Management development: a succession of trained and experienced managers is essential to the effectiveness of the organization and this depends on accurate information in all management positions.
- Industrial relations – the business plan of necessity make assumptions about productivity and the human resource implications of merger, acquisition and divestment decisions have an impact on the organization s industrial relations strategies.
Specifically, this research endeavour will serve as a reference point for future researchers on this topic.
The research endeavour seek to generate data that will give management and policy makers a better understanding on how to improve the human resource elements in their organization.
The recommendations or information contained therein will enable the management of SEC and other related organization in their drive towards improving and developing their human resources. Thus human resource management and organization performance is not just a game of numbers. Even though labour statistics are an important element in it, it is also concerned with the quality of personnel and with their development throughout the organizations.
At its simplest, human resource management and organization performance is concerned with identifying the organization’s demand for human resource and devising means to ensure that a sufficient supply of labour is available to meet that demand. The concept of human resource management and organization performance is dominated by:
- The supply of people in the labour market.
- The state of demand for the organization’s goods and service
- The time scale involved.
In practice however, human resources managing and organization performance is concerned with the demands for and supply of labour and problem arising from the process of reconciling their factors. Any system has to be based on analysis of demand and supply, and the plans and decisions that follow this analysis.
Statement of Hypothesis
The following hypothesis
Hi: Human resource management is associated with organization performance
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