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
1.0BACKGROUND OF THE STUDY
1.2STATEMENT OF THE PROBLEMS
1.4OBJECTIVES OF THE STUDY
1.5SIGNIFICANCE OF THE STUDY
1.6RESEARCH QUESTION
1.7SCOPE OF THE STUDY
1.8LIMITATIONS OF THE STUDY
1.9DEFINITION OF TERMS
CHAPTER TWO
LITERATURE REVIEW
2.0INTRODUCTION
2.1CONCEPT O HUMAN RESOURCE
2.2EMERGENCE AND ORIGIN OF HUMAN RESOURCE MANAGEMENT
2.3HUMAN RESOURCE MANAGEMENT OBJECTIVE
2.4POLICIES OF HUMAN RESOURCE MAANGEMENT
2.5IMPORTANCE OF HUMAN RESOURCES
2.6DEVELOPMENT OF HUMAN RESOURCE IN NIGERIA
2.7FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
2.8EFFECTIVENESS OF HUMAN RESOURCES IN ENHANCING PRODUCTIVITY THROUGH GOOD RECRUITMENT, SELECTION AND PLACEMENT.
2.9CREATING A PRODUCTIVE WORK ENVIRONMENT
2.10HUMAN RESOURCES MANAGEMENT ON PRODUCTION
2.11HUMAN RESOURCE PLANNING
CHAPTER THREE
RESEARCH METHODOLOGY
3.1INTRODUCTION
3.2RESEARCH DESIGN
3.3AREA OF THE STUDY
3.4POPULATION OF THE STUDY
3.5SAMPLE SIZE AND SAMPLING TECHNIQUES
3.6INSTRUMENT FOR DATA COLLECTION
3.7VALIDATION OF INSTRUMENT
3.8RELIABILITY OF THE INSTRUMENT
3.9METHOD OF DATA COLLECTION
3.10METHOD OF DATA ANALYSIS
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1INTRODUCTION
4.2DATA ANALYSIS
4.4SUMMARY OF FINDINGS
4.5DISCUSSION OF FINDINGS
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1SUMMARY
5.2CONCLUSION
5.3RECOMMENDATIONS
BIBLIOGRAPHY
APPENDIX I
APPENDIX II
