THE ROLE OF HUMAN CAPITAL MANAGEMENT IN ORGANIZATION EFFICIENCY IN PEUGEOT AUTOMOBILE OF NIGERIA KADUNA (PAN)

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ABSTRACT
The study extammed the role of human capital management in organization efficiency in Peugeot automobile of Nigeria Kaduna. The research objective were to examme the nature of recruitment and selection adopted by the organization in Peugeot automobile of Nigeria Kaduna, to know the extent to which human capital management is important and to also identify the problems the organization encounter in managing their human capital and there causes.

To provide solution to the study. A survey research design was adopted for the study. Questionnaire and documentary sources were used for data collection. The statistic mean score was used to analyze data obtained from the field with a total population of 215 employees and 80 sample size was used.

The findings of the study reveal that encouraging team work and cooperation is an essential means of effective human capital management leads to workers high and enhances efficient performance. In conclusion, the research recommended that the management should ensure that there is an established human capital management to serve as a guide for the recruitment exercise of the organization in order to improve workers productivity.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

For an organization to effectively and efficiently achieve its organization objectives there must be human capital management, reporting, measurement and drawing conclusion about the significance of the outcomes of measurement as a guide to future action. Human capital management focuses the attention of an organization leadership team on the strategies it should adopt. It identifies these aspects of people management that demonstrably have the greatest bearing on business performance.

It clarifies the return that can be obtained in terms of increased profitability, productivity and overall effectiveness arising from the development deployment and engagement of the people the organization needs to active its goals HCM points the way to achieving human capital advantage by highlighting where and how investments in people generate the highest returns.

It ensures that HRM policies include knowledge management, resourcing, talent management, performance, and reward and recognition processes, which will bring organizational efficiency. This research project intends to practically study how human capital management impacts on organizational efficiency

1.2 STATEMENT OF PROBLEM

Human capital management (HCM) has been described as “a strategic approach to people management that focuses on the issues that are critical to an organizational success” in teams of competences, knowledge and personality.

(Armstrong 2007) Apparently human capital management has been experiencing many problems ranging from poor designing and implementation of human capital strategy, ineffective human capital measurement, inadequate human capital reporting system, huge investment of money on physical management than human capital management and ineffective human management technique.

This research project intends to look at how small and medium scale industries have been grappling with these and other problems with particular reference to their efficiency. For lack of time and resources, the research will focus one Peugeot, Automobile of Nigeria Kaduna.

1.3 OBJECTIVE OF THE STUDY

i. To examine the nature of recumbent and selection adopted by the organization.
ii. To know the extent at which human capital management is important in Peugeot Automobile of Nigeria Kaduna (PAN).
iii. To identify the problems the organization encounter in management their human capital and there causes capital.

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EFFECT OF MANPOWER PLANNING ON ORGANISATION PERFORMANCE IN NIGERIA BOTTLING COMPANY PLC KADUNA

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ABSTRACT

CHAPTER ONE

1. BACKGROUND OF THE STUDY

The place and value of manpower planning as a resource for organizational productivity and success cannot be overemphasized, we are concerned business resources, the organization of physical and financial resources cannot take place until manpower are organized, and the effectiveness of the organizational scheme depend on the manner in which manpower are utilized. Every thing on power is a sense, therefore we do not organize physical ad financial resources we organized people who in turn are responsible for the utilization of resources. That concept of manpower, planning must be applied to all resources or face the probability that their resources will not be maximized.

Indeed individual firms or organization cannot do without manpower, our knowledge of elementary economics inform us that labour (i.e. power) is the human effort, mental or physical exerted in the production of goods and services it is one of the very important factor of production; other are land, capital and entrepreneur (equally an aspect of manpower). The realization of objective by organizations, private or public greatly depend on the skill, caliber, competence and experience of it work force. The point of emphasis here is that the success or failure of organisation is not unconnected with the manpower it recruits, maintain and develop in the course of its operational life.

Interesting, of all the tasks of management, managing the human component in an organization is the central and most important task, because all management depend on how it is done this reveal the obvious fact that all the activities carried out, performed or engaged in by an organization as well as the nation are initiated, determined, planned, implemented and evaluated by the manpower. It is the realization of the important of manpower to national development and attainment of set organizational objective, that necessitated its planning and control.

MANPOWER PLANNING

• in 1980 defined manpower planning as a process which aim to ensure the efficient use of people. He further commented that manpower planning is concerned with making sure that the right number of workers are in the right place at the right time, possessing appropriate range of skill and expertise. Another group of scholars Torrighton et al gave their definition of manpower planning when they noted that the emphasis (of manpower planning) is on ensuring that the organization has the right number of people with the right skill in the right place at the right time.

In every organization manpower planning activities can be visibly identified at three levels. These are policy level, planning level and operating level.

Policy Level: The various skill to be recruited and the method to be adopted for such recruitment exercise are formulated at this level other decision and activities include recommending method for generating storms and retrieving manpower information (i.e. manpower information system), formulating and developing a frame work for internal transfers, promotions, discipline and termination of employee and appointments and sourcing and allocating the required financial resources to execute manpower programmes  and activities.

Planning level:  This level involve activities like establishing recruitment system of the organization. Setting the standard criteria for selection of candidates fitting in place administrative procedure for provision of central information; and establishing systems for dealing with issues like internal transfer, promotions, discipline and termination of appointments.

Operating level: This level is actually responsible for implementation of issue decided at the policy level through the use of systems framework and settings established at the planning level. It includes interviewing both applicants for employment and existing employee, administering and conducting test of skill and aptitudes designing and placing advertisement for available job  vacancies; establishing relationships with external sources of manpower supply’ and compiling human resources planning date.

Meanwhile a number of factorsserves as a constraints to the validity of manpower plan in an organization, these include:

Planning period: Time span to a certain extend affects manpower planning, the longer the period covered the higher the tendency for variance to exist between forecast and actual situation and vice –versa Kemembering that the aim of most manpower plans is to avoid minimist uncertainty of demand and supply of human resources, which is affected by changes occurring within the general and specific environment of organization.

Unpredictable nature of human asset: The human assets change like weather, hence passing a serious challenge to the prease study. Measurement or investigation (Krelter, 1999 p. 48) since human beings cannot be reduced to laboratory test and they constitute a key success factor, planning targets and aches, as a matter of necessity have to be adjusted and reviewed continuously as the occasion demands.

Uncertainty in General business environment: The realities of changes, which occur frequently in both the external and internal environment of business organization reveal the general nature of planning which is uncertainty (Kreithner, Ibid, p. 162). Meaning that manpower planning is a continues never-ending process demand reviews, adjustments, and readjustment of goal

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EFFECT OF PERFORMANCE APPRAISAL IN IMPROVING PRODUCTIVITY

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CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

In any evaluation of the condition necessary for the growth and survival of an organization, the role of performance appraisal is a strategic factor. It is believed that both the individual and the organization need to know how well actual performance is contributing to the accomplishment of the job plans, the staffing plan, and ultimately the overall strategic plan of the organization. In addition, the individual employee requires feedback relative to his or her own goals development, as well as that relative to management’s expectations.

Performance appraisal is a formal and systematic assessment of an employee to determine the degree to which the employee is performing his/her job effectively. It is usually made in a prescribed manner of specific intervals such as quarterly, bi-annually or even annually. Each employee at one time or the other wants his immediate boss or more still his employer to assess his on-the-job performance, and where necessary give him guidelines or advice for improving his efficiency.

An effective performance review system serves these general purposes. In other words, as Nwachukwu (1985) puts it, “the essence of performance appraisal is to give information for the promotion, demotion, transfer, pay increase, training and development and discharge of an employee”.

Secondly, it provides employees with constructive on how they are performing in their jobs as viewed by their managers, thus leading to increased productivity.

Therefore, in any organization, manpower remains the most prominent and the most valuable assets among other factors of production. It is this reason performance appraisal is given recognition as a tool to improve organizational activities.

1.2     STATEMENT OF THE PROBLEM

Since the study seeks to examine performance appraisal as management tool for increased productivity in Union Bank Nig Plc. It therefore attempts to identify various employee appraising techniques, some common appraisal problems and how proper performance appraisal can enhance increased productivity in Union Bank Nig Plc.

1.3     OBJECTIVES OF THE STUDY

The purpose of writing this project is to investigate into how performance appraisal can enhance increased productivity in Union Bank Nig Plc. The study will among other things try:

1. To find out the various performance appraisal techniques used.
2. To examine the implications of performance and productivity.

To provide bases for reward employees in relations to their

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EFFECT OF PROPER RECORDS MANAGEMENT ON WORKERS’ PRODUCTIVITY

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ABSTRACT

The topic on this project is Effect of Proper Record Management on Workers’ productivity. The case of safe keeping of records is vital to an organization, usually depends on the types of record document used. It was revealed that electronic filing was taken over manual filing system is outdated, on the other hand, most organization use micro filming as a means of record preservation. Effective management of records improves organizations efficiency and productivity as well as reduces organization’s operating cost.

 

The objectives of this extended essay therefore is to verify whether organization actually have full and adequate knowledge on record keeping. Having extensively visualized what the researcher is all about. It is the researcher’s belief that the study will be of immense benefits to office professional and records management or any organization especially dealing with record.

 

 

 

CHAPTER ONE

1.0     Introduction        –         –         –         –         –         –         –

1.1     Objectives of the Essay         –         –         –         –         –

1.2     Significance of the Essay      –         –         –         –         –

1.3     Delimitation and Limitations of the Essay     –         –

CHAPTER TWO

         Literature Review

2.0     Introduction        –         –         –         –         –         –         –

2.1     The Concept of Record Management      –         –         –

2.2     Importance of Effective Records Management         –

2.3     Types of Electronic Filing System Available   –         –

2.4     Managing Records in an Electronic Office       –         –

2.5     Manual Filing and Methods –         –         –         –

2.6     Effective Management Records     –         –         –         –

2.7     Summary of Literature         –         –         –         –         –

CHAPTER THREE

Summary, Conclusion and Recommendations

3.0     Introduction        –         –         –         –         –         –         –

3.1     Summary   –         –         –         –         –         –         –         –

3.2     Conclusion –         –         –         –         –         –         –         –

3.3     Recommendations       –         –         –         –         –         –

References –         –         –         –         –         –         –         –

 

CHAPTER ONE

1.0     Introduction

Public and Private organizations needs information to function properly and adequate record management needs to be maintained for proper decision making. Tedesco and Robert (2006) defined record management as the application of scientific control for creating, processing, filling, maintaining, protecting and disposing of an organization’s records so that they can be found when needed within the shortest period of time and at the lowest cost.

Record management originates from the early men who wrote on stores and walls in cases for the purpose of future references. This information was written in form of drawing and writing of languages on walls. As time went on, slates were discovered and information was written and stored on them.

Subsequently, there came the use of papers which made the keeping and transfer of information easier, from here, files were being created to guarantee the easy classification of papers. In the early 20^th century, filing equipment such as boxes, cabinets, bookshelves, trolleys, filing trays, racks and many others kept coming up. These were all invented at different times as long as they were seen to be relevant for the classification of different kinds of information.

A revolutionary turn came up which brought about micro filming machines which are used to film documents in order to reduce the bulk of papers and files present in the cabinet and to save space. With the help of dynamism in 1981, IBM introduced its personal computers (PC) for use in homes, offices and schools. Prior to that time, there had been several Microsoft Disk Operating System (MS-DOS), compactable personal computers that run on Disk Operating System (DOS). One of the numerous uses of computers is to store information in order to allow for easy retrieval of them.

An office being a place where information is being processed in the course of realizing set goals in a general environment where record management can be found, given that, of the presence of information there will be no record management.

This is supported in Denver’s (2002) definition which defines the term office as a channel by which information flows in, out of and around the organization. The presence of information calls for the need for record management.

Every organization large or small deals with information, this calls for the need of record management especially large organizations which need various means of record management for proper storage of documents.

Esogua (2000) defines record management as a system that tracks the life cycle of each record. This means knowing when a record is created, what function it serves, how long it is considered useful the office that created it, what the parameters are for maintaining it and for how long, and what legal authority enables it eventually to be destroyed and when, if at all.

Presently, the modern office has the responsibility of managing different forms of records such as the agreements, letters, invoice and many other varieties of documents involved in the running of an organization. Proper management of these documents is needed for the smooth running of the organization.

It has been observed that these days that organization are busy enjoying the storage of their documents in the hard disks but are neglecting the proper filing and keeping documents such as receipts, agreements and many other signed documents which needs to be given proper attention. Although this system of filing (manual) is difficult that notwithstanding, proper equipment needs to be made available for proper documentation of signed documents as such storing and retrieval will be made easy, since such records determine the position and direction of an organization in the future. In order to ensure for good management of records, it should be ensured that no record is wrongly documented.

 

1.1     Objectives of the Essay

The objectives of the essay are seen below:

1. To compare manual filing with electronic filing system

To investigate the need for

 

 

 

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EFFECT OF STRESS ON EMPLOYEES PRODUCTIVITY IN THE SERVICE INDUSTRY

 

 

 

CHAPTER ONE

1. INTRODUCTION

Trying to match limited global resources against an ever increasing world population appears to be the crux of the matter. The  spill out from this seemingly intractable problem has been the world wide rural urban drift that has invariably led to overcrowded and heavily populated cities with basic infrastructures and other social amenities being stretched almost to breaking point.

Rising un-employment, high cost of living, high crime rate and the ever-widening gap between the rich and the poor are also spill-outs from the complex problem earlier mentioned. The disenchantment and disillusionment arising from the foregoing stressful conditions (especially among the poor) has been on the increase over the years (Brown, 1980).

Reliable scientific research efforts on stress and other related issues started to emerge around the middle of the 20^th century (Luthan, 1989). The earliest scientists to conduct extensive research into the physiological, psychological (Luthan, 1989). The general adaptation syndrome (GAS) model development by Hans selys many years ago is still very relevant to present day research efforts on stress (narayanan et al, 1999).

Here in Nigeria, quite a number of empirical research studies and clinical experiments have been carried out on the incidence of stress at different levels and under different circumstances (Oloko 1977) Ovurie 1979; Obugbile 1982, Ebie 1983 and Akinnusi 1993. these studies have shown consistent high level of stress among Nigieran workers. Such stress in conjunction with other socio-political and economic factors has contributed to the declining performance and productivity of the Nigerian factors responsible for such stress were properly identified and evaluated. Attempting to address some of the basic issues relating to stress as it affects employees productivity in the service industry is my concern in this project.

 

 

1.1     BACKGROUND OF THE STUDY

According to Sely (1976) it is widely accepted that the development of stress reaction or symptoms is a functions of factors operating in the internal environment. The nature of the interaction between these variables will determine the prevalence, cause and consequences of stress relation.

There  is stress associated with individual, group, organization and extra-organisational actors. On the individual factors, stress can be associated with personal characteristics and life career stages. On the group factors, these include lack of group cohesiveness, lack of social support, inter-personal and inter-group conflict. Thus the effectiveness of employees in any service industry is influenced by the nature of relations among groups. The organizational factor related to conflicting policies, ill-defined responsibilities and authorities, poor physical working condition.

While the extra-organisational factors are associated with societal and technological changes, family situations, poor residential conditions etc. stress may have be neticial as well as adverse effects in the long run. The organism in individuals grows in adaptive capacity through its encounter with stress and faced with blend safe environment. Thus, we can see in every phase of the development of life, from infancy through adolescence, from the struggle to learn to work to earn one’s living, we can attest to the fact that stress is involved in the development of all personal growth. Therefore, since stress has so much on the past of human life, we need to be able to adapt to it if we are to continue to function.

However, despite the draw back of stress, it is not altogether bad for individual employees or their overall organizational performance. Infact, it is generally recognized that at least low level of stress can enhance job performance. This low level of stress required is referred to as “eu-stress” (a Greek word meaning good) Selye (1976). There is therefore the need to understand the term “stress” through the knowledge of the subjects and the practical application of appropriate strategies as to how to either cope without manage stress. This forms the basis for this current study, as it will give the research the opportunity of sampling opinion of different personalities working with Shukura Hotel, Sokoto.

 

 

1.2     STATEMENT OF THE PROBLEM

Stress as a concept has attracted a lot of attraction frommany diverse disciplines such as psychiatry, clinical and social psychology, sociology, organizational behaviours, cultural anthropology,medicine et cetera. This is not surprising because the causes and consequences of stress are multi-faceted and wide-ranging.

 

 

 

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