1.1 BACKGROUND OF THE STUDY
The human resource in a private institution such as Uyo City Polytechnic represents the personnel that are essential for the smooth running of the outfit. Human beings are central resource in every organization. It is the human resource that drives all the other organization resource. Without employees, the organization cannot achieve anything.
Human beings are one of the most valuable resources in any organization. Employees utilize their skills and experiences to revolutionize the organization and bring about positive and huge rewards. The effectiveness and competitiveness of the education industry (Uyo City Polytechnic) outfit is determined not only by technology and other resource but to a great extent is determined by an effective human resources. Undoubtedly, organizations need good and quality manpower to thrive and education outfit, especially, require intelligent, highly skilled and dynamic individuals the quality and caliber or personnel will determine the education output and success.
Human resource management (HRM) is the strategic and coherent approach to the management of an organization most valued assets “employees” who individually and collectively contribute to the achievement of the objectives of the organization. Hence, human resource management is concerned with management is based on the efficient utilization of employees in achieving two main goals within an organization.
The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objective of the organization. The second goal is to ensure that the employees are satisfied with both the working environment and the compensation and benefits that they receive (Tatum, 2008).
The human resource perspective does not consider human beings as just business resource, but in views workers as willing to contribute to the organizations productivity. It also avers that the main obstacles to their endeavours are lack of knowledge, insufficient training and failure to processes.
Human resource management is a more innovative perspective to workplace management compared to the traditional approach called Personnel management. It is much broader in scope than personnel management tasks, while seeking to create and develop teams of workers for the benefits of the organization (Madison, 2008). Good human resource management gives the private institution Uyo City Polytechnic outfit the following in return.
+High productivity through highly motivated staff.
+ Maximized satisfaction of both staff and students.
+ Carries out regular staff appraisals that serve as an instrument to find out the problems and apply appropriate remedy.
+ Institutes clear, specific and timely communication.
+ Improves productivity and enhanced reputation that will meet high customer satisfaction and become a leader in education industry.
Human resource management practices include determining human resource needs (HR Planning), attracting potential employees (recruitment), choosing employees (selection), fitting employees into the organizational system (induction and orientation) teaching employees how to perform their jobs and preparing them for the future (training and development) evaluating their performance (performance appraisal) and creating a positive work environment (employee relations).
1.2 STATEMENT OF THE PROBLEM
Human resource management is based on the efficient utilization of employees in achieving two main goals within an organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives of the organization. The second goal is to ensure that the employees are satisfied with both the working environment and the compensation and benefits that they receive.
A casual observation of Uyo City Polytechnic reveals that majority of workers are ignorant of the practices of human resource management which includes human resource planning, recruitment, selection and placement, training and development; compensation (salary and wages), performance appraisal and employees relations, employees discipline, employee motivation in order to perform their responsibilities efficiently.
This problem explains the existing poor performance of workers in such areas like servicing public relations and policy making. In Uyo City Polytechnic for instance, an unhealthy situation exist despite an attempt made by the management to provide a conducive environment for its employees. It is disheartening to learn of the alarming cases of absenteeism, victimization, god fatherism, nepotism, wrongful termination of appointment, dismissal, suspension just to mention but a few. The study investigates causes and effect of these problems.
1.3 OBJECTIVES OF THE STUDY
The objectives of the study are;
1. Examine the impacts of human resource management on employees in Uyo City Polytechnic, Uyo.
2. Determine the benefits of human resource management on both employees and students in Uyo City Polytechnic, Uyo.
3. Assess the performance appraisal of employees in response to human resource management in Uyo City Polytechnic, Uyo.
4. Identify the impacts of human resource management on employees after evaluation in Uyo City Polytechnic, Uyo.
5. To recommend ways of human resource management in Uyo City Polytechnic, Uyo.
1.4 RESEARCH QUESTIONS/HYPOTHESES
The following research questions/hypotheses were formulated;
1. What are the impacts of human resource management on employees in Uyo City Polytechnic, Uyo?
2. What are the benefit of human resource management on both employees and students in Uyo City Polytechnic, Uyo?
3. Does human resource management properly appraised the performance of employees in Uyo City Polytechnic, Uyo?
4. What are the factors militating against human resource management on employees after evaluation in Uyo City Polytechnic, Uyo?
5. How can human resource can be managed in Uyo City Polytechnic, Uyo?
H0: There are no significant impacts of human resource management on employees in Uyo City Polytechnic, Uyo.
H1: There are significant impacts of human resource management on employees in Uyo City Polytechnic, Uyo.
H0: There are no benefits of human resource management on both employees and students in Uyo city Polytechnic, Uyo.
H1: There are benefits of human resource management on both employees and students in Uyo city Polytechnic, Uyo.
H0: Human Resource management does not appraise the performance of employees in Uyo City Polytechnic.
H1: Human Resource management do appraise the performance of employees in Uyo City Polytechnic.
1.5 SIGNIFICANCE OF THE STUDY
Despite the high level of education which the workers or employees have attained, it is obvious that human resource management practices; planning, recruitment, selection, induction and orientation, training and development, performance appraisal, employees motivation are needed to acquire certain skills initiatives that are required to perform particular jobs. Hence, this research study is significance it would highlight the possible effects of human resource management on the operational efficiency of workers.
The dynamic nature of the world’s technological environment with host of innovations has made human resource management practices essential. Thus, this study reveals the desirability and methods of this programme maintained by the Uyo City Polytechnic to ensure efficient operation. This study is also significant sense its findings and recommendations resulting from it will be beneficial to the institution’s success in general.
Finally, this research study is significant since the material will serve as a source of references to other researchers, who may want to carry out further research on this topic or its related areas.
1.6 SCOPE/LIMITATION OF THE STUDY
The scope concerned in researching this project is the impact of human resource management. It staff and few of its customers since it is about human resource management the study seek to identify, the methods used by human resources management in managing its product as well as determining the extent of which techniques has been used.
LIMITATION OF THE STUDY
Several factors impeded the smooth research of this study even though it was accomplished. The hostility of the employees of Uyo City Polytechnic to the researcher. The timely intervention by the management on the research topic compelled compliance most of the employees refusal to divulge information was based on their insufficient knowledge of the topic under discourse cultural factors, ignorance of religious belief coupled with natural disaster which the researcher did not envisage before embarking on the study.
The researcher reliance on the response of the respondents with little efforts at establishing the validity and reliability of such responses through all part. These shortly comings may bring questions which may be too late to answers in the study. The selected employees that filled the questionnaire gave incorrect information. Most of the questionnaires were not returned resulting to additional cost of production. Slow responses by the respondents which could be attributed to lack of interest.