1.1 BACKGROUND OF THE STUDY
Human resource management in public sector refers to the management of personnel and positions for the purpose of attaining government goals. Its development is intimately linked to the social process. As the direct upholder of government functions, the way of human resource management of public sector without deviation influences the performance of government functions and the understanding of people's happiness.
HR Planning is also explained as an overall and vital process which includes the recognition of both present and future human resource needs and also the possible issues in order for the department to constantly attain its organisational intent. It is also the two-way operational link between high level strategy and action-orientated implementation that can be consistently observed and assessed. For this reason, HR Planning aims to make sure that an organisation has the right people at the right place at the right time, all the time”.
While evaluating the financial, administrative and operational feasibility of any distinct strategy, policy proposal, project or program, managers must ‘manage down’, taking into consideration the operational capacity of their organisation or work unit to implement current and new initiatives. Resource management is a vital fascet of operational management. Resources are inputs to a system fashioned to put strategic plans into practice at the operational level and produce outputs and outcomes. Resource classifications consist human, natural, capital and information resources. This research is exclusively about human resource management (HRM). Strategic HRM (SHRM) involves integrating HRM with entrepreneurship results; captivating, evolving and holding on to the required numbers and skills; developing shared understanding, performance accountability, budget acknowledgement and constant learning; and shaping the working environment. As well as long-term, high-level strategic activities, HRM works at an operational level through such functions as recruitment and selection, induction, training and development, retention, performance management, occupational health and safety, industrial relations and diversity.
The aim of this research is to examine the implementation of a more strategic method to Human Resource Management (HRM) in the public sector. Gratton explained strategic HR as integrating the overall aims of the business with HR policy and practice. In this context, for the public sector, the major aim is to start and nurture a more efficient and effective service. Sustaining Progress (2003, p.96), the current national partnership agreement, states that a major determinant of national well-being, competitiveness and social inclusion will be the further development of a public service which:
· is quality, performance and results driven
· achieves value for money
· is focused on the needs of its customers
· is accountable
· responds flexibly and rapidly to change
· promotes equal opportunities’.
Attaining these goals needs a performance oriented public sector, with a highly skilled, committed and driven workforce. Developing a more strategic approach to HR can to a great extent smoothen this process. HRM represents a central element of the public sector modernisation agenda. Since the launch of the Strategic Management Initiative (SMI) in the mid-1990s, a policy framework in relation to HR reform has been developed, with objectives and commitments detailed in successive social partnership agreements. Nonetheless, moving from policy to implementation at individual department level has proven a challenging and slow process. This research study will examine effective strategies for human resource management in the public sector (a case study of transmission company of Nigeria, Uyo). Additionally, and considering the examples of good practice, the study will provide departments with guidance regarding the development of a strategic approach to HRM.
1.2 PROBLEM OF THE STUDY
HRM in public and private sectors organizations has encountered enough problems as a result of political, economic, social and technological changes that is now a burden to HRM departments to carrying out their duties. Some of the basic known HRM challenges encountered by the public sector are financial limitations, inability to recruit and retain a skilled workforce, lack of ongoing training, poor pay and working environment, lack of employee voice and consultation, lack of top management support, and poor employee work ethic and attitude.
Hence, investing in HR development has become one of the HR department's most significant roles in order to cope with changes in the business environment. HRM is paramount to government institutions as they are seen as the most significant components that provide services to a wider sector of the society. This, in turn, relies on the efficacy of the HRM in singling out proficiencies, skills, training and development needs of the needed employees in providing the needed services. On this premise, the modern management trends together with organizational excellence are in accordance with the growing interest in HRM practices, which stands for an all-round HR strategy of an organization. Hence, there is a need for an HRM strategy to plan, train and develop the staff and obtain the vital skills based on the adoption of organizational excellence comprising: excellence of leadership, excellence of subordinates, organizational structure, and cultural excellence. On this note, the study will examine effective strategies for human resource management in the public sector (a case study of transmission company of Nigeria, Uyo).
1.3 OBJECTIVES OF THE STSUDY
The study aims to examine effective strategies for human resource management in the public sector (a case study of transmission company of Nigeria, Uyo). Following objectives include;
- to provide guidance and a holistic approach to HR Planning in the Public Service.
- to create an integrated strategic approach to HR Planning that will facilitate the development and implementation of strategies, tools, and interventions to achieve departmental strategic objectives and the Government Programme of Action.
- The study will detail strategic human resource management and its correlation to strategy.
- List the functions of HRM
- Outline steps in workforce planning
- Analyse issues around ageing, retention and the skills shortage
- Describe some criticisms of SHRM.
- examine perceptions of employees towards HRM practices in transmission company of Nigeria, Uyo.
- If there is statistically significant impact of the dimensions of human resources management practices on public sector organizations.
1.4 RESEARCH QUESTIONS
- What are the guidance and holistic approach to HR Planning in the Public Service?
- What are the integrated strategic approach to HR Planning that will facilitate the development and implementation of strategies, tools, and interventions to achieve departmental strategic objectives and the Government Programme of Action?
- What are the strategic human resource management and its correlation to strategy?
- What are the functions of HRM?
- What are the issues around ageing, retention and the skills shortage?
- What are the perceptions of employees towards HRM practices in transmission company of Nigeria, Uyo?
- Is there a statistically significant impact of the dimensions of human resources management practices on public sector organizations?
1.5 RESEARCH HYPOTHESIS
H01: there a statistically significant impact of the dimensions of human resources management practices on public sector organizations.
1.6 SIGNIFICANCE OF THE STUDY
This study will assist departments in understanding their roles and responsibilities with regard to the development and implementation of their HR Plans. It will further assist departments in terms of understanding the linkage between departmental strategic objectives and human resource planning.
The study will provide departments with guidance regarding the development of a strategic approach to HRM. The study will also be of great help to researchers who wants to further research on the topic.
1.7 SCOPE OF THE STUDY
The study centers on effective strategies for human resource management in the public sector (a case study of transmission company of Nigeria, Uyo).
Human resource management is an integral part of every organization. We shall have samples from staff of transmission company of Nigeria, Uyo. The simple random sampling system will be used to evaluate the samples. Methods of data collection shall include interviews, questionnaire administration, and the direct observation of effective strategies for human resource management in the public sector.