INTRODUCTION
In today’s dynamic environment achieving high level of operational performance have became the main concern of management. However, the realization of this to a great extent depends on the quality of an organization workforce, “the Human side of enterprise as their orientation come to be know, influenced various research efforts that contributed to this growth of human resources development. From the humble beginning, the management of people have growth and gradually people have come to be identified as the most important asset in very organization, thus the success of any organization is generally said to be a function of good people” (Udeze 2000).
Likert (1967) underscored the importance of human resources, when stated that “All the activities of any enterprise are initiated by the persons who make up that institution, offices, computers, automated equipment an everything else that a modern firm uses are unproductive except for human effort being the central and most important task because everything else depends on it”.
Iyanda (1995) stated that “management of human resources is the most undoubting of all managements responsibilities and the most popular subject of re search and experiment. He further stated that the reason for the interest is for the fact that human resources is the most important resource, having unlimited capacity for creativity, resource fullness and productivity. The ability to access and activate these potentials holds exciting promise for organizations and humanity interms of higher productivity profit”.
It has so far been seen that there is no perfect substitute for human resources in today’s organization management it defined as the art of getting things done through people. Human resources cannot be discussed without clarifying on the meaning of organization.
Flippo and Musinger (1978) looked at organization as “a socio technical device, which enable the accomplished by a single individual” whether it is a simple or large organization like Kaduna refinery and petrochemical corporation, one important feature is common to all and which is the fact that the all require human direction in the form of management.
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEMS
1.4 OBJECTIVES OF THE STUDY
1.5 SIGNIFICANCE OF THE STUDY
1.6 RESEARCH QUESTION
1.7 SCOPE OF THE STUDY
1.8 LIMITATIONS OF THE STUDY
1.9 DEFINITION OF TERMS
CHAPTER TWO
LITERATURE REVIEW
2.0 INTRODUCTION
2.1 CONCEPT O HUMAN RESOURCE
2.2 EMERGENCE AND ORIGIN OF HUMAN RESOURCE MANAGEMENT
2.3 HUMAN RESOURCE MANAGEMENT OBJECTIVE
2.4 POLICIES OF HUMAN RESOURCE MAANGEMENT
2.5 IMPORTANCE OF HUMAN RESOURCES
2.6 DEVELOPMENT OF HUMAN RESOURCE IN NIGERIA
2.7 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
2.8 EFFECTIVENESS OF HUMAN RESOURCES IN ENHANCING PRODUCTIVITY THROUGH GOOD RECRUITMENT, SELECTION AND PLACEMENT.
2.9 CREATING A PRODUCTIVE WORK ENVIRONMENT
2.10 HUMAN RESOURCES MANAGEMENT ON PRODUCTION
2.11 HUMAN RESOURCE PLANNING
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION
3.2 RESEARCH DESIGN
3.3 AREA OF THE STUDY
3.4 POPULATION OF THE STUDY
3.5 SAMPLE SIZE AND SAMPLING TECHNIQUES
3.6 INSTRUMENT FOR DATA COLLECTION
3.7 VALIDATION OF INSTRUMENT
3.8 RELIABILITY OF THE INSTRUMENT
3.9 METHOD OF DATA COLLECTION
3.10 METHOD OF DATA ANALYSIS
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 INTRODUCTION
4.2 DATA ANALYSIS
4.4 SUMMARY OF FINDINGS
4.5 DISCUSSION OF FINDINGS
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY
5.2 CONCLUSION
5.3 RECOMMENDATIONS
BIBLIOGRAPHY
APPENDIX I
APPENDIX II
