TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
PROJECT 2
Prison administration and crime prevention in Nigeria with its scope limited to Nigerian Prison Service, Agodi Gate Ibadan
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Finding
5.2 Recommendation
5.3 Conclusion
References
Questionnaire
PROJECT 3
An appraisal of the impact of employee discipline on organizational performance (The Polytechnic Ibadan)
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
Project 4
an appraisal of the impact of employee discipline on organizational performance, specifically; the interest of the study will be restricted on the Polytechnic Ibadan,
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
Project 5
The significance of human resource management as a tool for organizational development in Nigeria (A case study of Federal College of Education, Oyo State)
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
CHAPTER ONE
1.1. Introduction
All organizations are set to achieve certain aims and objectives at the minimum cost. For any organization to do so, it must aim, at adequate development and optimum utilization of its human resources. This is because of all resources available to any organization such as time, money, material and human, the human resource is the most important. It is the human resource that coordinates and uses all other resources Thus, it is very essential and indispensable that the human resources are effectively managed to obtain the best from them (Oyedele, 1998). Human resource management (HRM or simply HR) therefore is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives. HRM is primarily concerned with how people are managed within organizations, focusing on policies and systems. (Oyedele, 1998).
HRM departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws. (Oyedele, 1998). Human resources Management motivates employees by providing financial incentives. These incentives increase the willingness and efficiency of the employees. This results in boosting productivity and efficiency of the organizations. It provides the workers with good working environment and conditions.
In human resource management, HRM strategies - human resource planning, recruitment and selection, performance management, reward management, human resource development, labour relations– are translated into policies and actions which are to be implemented by HR specialist and generalist supporting the line managers, who now have HR responsibilities in addition to their functional work of finance, engineering, etc. This fact therefore mandates the existence of human resource management (HRM). This is the management activity taken by organization to recruit, retain and motivate their employees. In other words Human Resource Management is the bundle of policies, programmes and plans which organizations adopt with the objective of making full use of the people they employ. These include everything from recruitment and selection techniques (which initiate the relationship between firm and employee), to the mass of rules that determine how people are treated as current employees, and all the way to policies on separation
1.2. Statement of Problem
Many organizations in the public sector have over the years been criticized of poor performance; however, studies have shown that one of the major reasons for the poor performance of these organizations over the years is personnel problem. It has been widely acknowledge that human resource management in the most public organization in which the federal college of education is inclusive is not totally effective which has negatively affected the performance of the government institutions
Some of the factors affecting effective Human Resources Management in most organizations are inadequate funding and poor administration of the human resources, unqualified personnel, lack of adequate and viable polices on employee issues, poor implementation of Human Resource Plans, Policies and procedures. Some institutions lack adequate knowledge of personnel management practices, undue interference in personnel matters by the government which can lead to ineffective human resource in an organization institution
1.3. Objectives of The Study
The aim of this research is ti ascertain the extent to which human resources management serve as a tool for organizational effectiveness in the federal college of Education, Oyo. The specific objectives are to;
Analyse the justification for human resource management in an organization
Examine the impact of human resources management in an organization
Highlight the strategies used by the human resource management in actualizing optimal performance in an organization
Identify the challenges militating against human resource management efficiency
1.4 Significance of The Study
The need to improve the human resource management in public organizations is the main reasons that necessitate this research. This research work will offer a better understanding of the significance of human resource management as a tool for organizational effectiveness in federal college of Education, Oyo, the various factors militating against effective human resources management in the institution will be identified and possible solutions will be suggested.
Therefore, it is believed that this research study will be useful to management of public organization most especially federal college of education, Oyo, the general readers and future researchers who may be interested in this kind of research work.
1.5 Scope of The Study
This research work will focus on the significance of human resource management as a tool for organizational development in federal college of Education, Oyo. Therefore, the investigation of the study will centre on Federal College of Education, Oyo being the case study of the research study
1.6 Statement of Hypotheses
Ho: There is no justification for human resources management in enhancing organization effectiveness
Hi: There is justification for human resources management in enhancing organization effectiveness
Ho: Effective human resource Management has no significant impact on organization effectiveness and development
Ho: Effective human resource Management has significant impact on organization effectiveness and development
Ho: Ineffective human resource management is not one of the major causes of poor performance of the local government in Nigeria
Hi: Ineffective human resource management is one of the major causes of poor performance of the local government in Nigeria
1.7. Limitation to the Study
The researcher encountered certain problems in the course of conducting the research work some which is finance constraint; very good and successful research work requires sufficient funds as it will involves several activities and processes. However this research may face the problem of financial as a result of the little financial resources available to the researcher, also time constraint because the institution has specified the time for the conduct which collides with other academic activities. However, the researcher looked for other alternative means in achieving the purpose of the study
1.8. Definition of Operational Terms
Human Resource
Human resource otherwise refers to employee, workers, personnel or labour is the body of men and women who are employed to accomplish a particular task or render a particular service in an organization. Mostly, they contributed to the accomplishment of organization objectives and being (Armstrong, 2005)
Management
Management can be simply defined as the effective utilization of human and material resources towards the accomplishment of organization pre-determined objectives (Taylor, 2001)
Human Resource Management
Human resources management (HRM) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws (Armstrong, 2005)
Organization
Organization can be defined as a group of people working together to accomplish a particular goals or objectives. It involves the arrangement of department, sections and unit working relatedly to ensure accomplishment of the predetermined objectives (Daniels, 2007)
Development
Development implies improvement or advancement in the state of being of a things person or a state. Development implies the positive improvement in the performance and productivity of an organization(Naomi, 2005)
1.9. Historical Background of Federal College Of Education, Oyo
The Federal College of Education (Special), Oyo, took off initially as the Federal Advanced Teachers College for Special Education {FATC (SE)}, in May 1977, with academic activities taking off on 5th October, 1977. This was the culmination of years of planning dating back to October 1974, when the then Head of State declared the Government’s intention to establish a National Centre for Special Education Studies. At its inception in 1977, the College was officially affiliated / attached to the University of Ibadan , by the Federal Ministry of Education (FME) for growing, supervision and monitoring. All the earlier programmes of the College were conjointly developed and produced by the University Of Ibadan Institute Of Education and the Department of Special Education; the Nigerian Educational Research Council (NERC) as the NERDC was then called; the Federal Ministry of Education (FME) Special Education Department; and the College itself after many workshops and retreats.
All teaching and learning activities including lecturing by staff, examinations (question setting and marking), teaching practice and other practicums were supervised and monitored by the University of Ibadan through the Institute of Education and the Department of Special Education. In the end, the certificate awarded was that of the University of Ibadan. This arrangement continued until 1993/94 session, when the College, considering Decree 4 of 1986, as amended by Decree 6 of 1993, which granted autonomy to all Federal Colleges of Education, had to demerge and started awarding the official National Commission for Colleges of Education (NCCE), certificates.
The Vision of the Federal College of Education (Special), Oyo, is to train and produce a crop of professionally qualified teachers and technically skilled Para-professionals and supportive staff for special needs education at the basic, secondary and other levels of the education system. Additionally the College is to conduct researches into the peculiar learning needs of learners with disabilities, the gifted and talented, and other learners with other forms of special educational needs in the Nigerian society and communicate such information for the improvement of their education and welfare, in particular, and the education industry in Nigeria, in general.
The Mission Statements of-the Federal College of Education (Special), Oyo are as follows:
To produce highly professional/ competent and committed teachers of special needs education for the basic and other levels of education.
To produce personnel with high level technical and technological know-how that would enable them to operate, maintain and repair specialized equipment and materials used in special education
To produce a body of professionals ingrained with the right attitudes, values and interests compatible with the educational and socio-economic environment of persons with special needs.
To create an environment for research and to carry out research into the peculiar needs of persons with disabilities, the gifted and talented, and other persons with other forms of special educational needs/ conditions in the Nigeria Society
To encourage and carry out the training and re- training of serving specialist and regular classroom teachers through workshops and in-service studies so as to upgrade their skills in providing special needs education.
It is our thinking that these statements of vision and mission should not be limited to low and middle level operations only, a lot more can be done, hence the request for the Affiliation with the University of Ibadan to run degree programmes.
CHAPTER TWO
LITERATURE RERVIEW
2.1. HUMAN RESOURCES
Adamolekun (2009) explained that human resources otherwise referred as employee, manpower, workforce or personnel are the body of men and women who are employed to render required service or perform a particular task or duties as specified by the employer, management or appointing body. The human resources are organization most valued assets because the success or otherwise of any organization depends on the performance of the human resources. In the view of Adebayo (2007), employees are the workers who collectively and individually bring the objectives of an organization to reality through the performance of assigned duties and responsibilities, hence, employee are basically employed and paid wages or salaries for the job done or services rendered
According to Williams (2002), Human Resource refers to the individuals or personnel or workforce within an organization responsible for performing the tasks given to them for the purpose of achievement of goals and objectives of the organization which is possible only through proper recruitment and selection, providing proper orientation an induction, training, skill developments, proper assessment of employees (performance appraisal), providing appropriate compensation and benefits, maintaining proper labour relations and ultimately maintaining safety, welfare and health concern of employees, which is process
William (2002) explained that ‘Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital” is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management , overseeing various aspects of employment , such as compliance with labour law and employment standards, administration of employee benefits , and some aspects of recruitment and dismissal .
2.2. THE CONCEPT OF HUMAN RESOURCES MANAGEMENT
Akpan (2002) explained that ‘Human Resources Management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).’’
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. (Akpan, 2002)
Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws. (Smith, 2005)
According to Smith (2005), other important features of Human Resource Management designed to increase employee commitment and motivation towards organizational goals while meeting the personnel needs of employees include the following: greater employee participation in work organization and management, and the strengthening of therole of line managers through approaches such as quality circles; increased internal public relations through corporate videos; joint consultation committees, with membership open to all employees regardless of union membership; employee share-ownership schemes; and performance appraisals to determine training, development and performance feedback. Individualized pay: determined by performance, competencies and market factors, rather than cost of living or collectively negotiated increases; and single status employment conditions and benefits removing the distinction between ‘manual’ and ‘staff’ employees (Anthony, Perrewe and Kacmar, 1996).
