HUMAN RESOURCES EVALUATION AND ORGANIZATIONAL DEVELOPMENT

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HUMAN RESOURCES EVALUATION AND ORGANIZATIONAL DEVELOPMENT

(A case study of National Institute for Policy and Strategic Studies (NIPSS), Kuru, Jos.)

ABSTRACT

This project tends to focus on the Human Resources Evaluation and Organizational Development. They perform a lot of duties to help in facilitating the efficiencies of the organization. Chapter one of this research begins with the introduction of the subject matter and a brief history of the organization in question, statement of the problem, objectives of the study, significance of the study and definition of terms of reference. Chapter two of the research deals on the review of literature on the subject matter. Chapter three of the research includes the introduction, sources of data collection, population, sample size, research instrument, questionnaire distribution and collection. Chapter four presents all the data and information collected from the Human Resources Evaluation and Organizational Development based on the research of the respondents, it is presented, analysed and interpreted in a tabular form. Chapter five of this project spelt out the summary of findings draws conclusion and gives recommendation appropriate to the set of objectives of which the research is aimed.

CHAPTER ONE

1. INTRODUCTION

The essence of this study is to aim at the highlighting ways in which human resources of an organisation can be better managed effectively to achieve organisation goals, both in the public and private sectors IN Nigeria. Generally, it is always easy to identify problems in any field endeavour.

1.1     BACKGROUND OF THE STUDY

The field of human resources evaluation is one in which problems do accrue because of changes within outside the organisation, with the nature of the organisation, expectation of the workforce posed tremendous challenges. If we want to improve our public organisations today, we have to do away with old ways of doing things because such old ways have not taken us anywhere instead of improving, we are decreasing items of development which requires that employees be treated as important resources to be invested to be used productively and from whom return should be monitored wisely.

To improve in our organisation today, we need to provide motivated incentives for our human resources and the motivating incentives are:    

1. Monitory incentive: This is also important to human resources, this is introducing in every organisation as a motivation terms. This will boost the worker’s moral and will certainly increase productivity. It develops and maintain quality workforce, which makes employment in an organisation personally and socially desirable, to provide the organisation with. Well, trained and motivated workforce. It helps the organisation to achieve its best objective to ensure efficient management of organisational resources. 

This research work will look at the king of personal and other relation between the management body (i.e. superior and subordinate relationship) in terms of effective communication.

And above all the research effective work will see how these human resources are being managed for organisational development.

1.2     STATEMENT OF THE PROBLEMS

There are some of the problems of human resources.

1. The problems of mismanagement. Human resources are being mismanaged in our organisations today, less attention is giving to them for example they are not well paid in times of monetary incentives and so this will make the employee to feel less interested to performing their function or duties well.
2. Less health care: They don’t provide health facilities for the employee i.e. taking them to the clinic for check-up and providing clean water to drink and for washing of hands after working.
3. Training and Development: Managers don’t train and develop their employee for effective productivity and organisational development. This part has been neglected by managers and this has affect productivity of such organisation.
4. Lack of Effective Communication: There is a poor effective communication channel between the superior and the subordinate (i.e. managers and employees). For example, if the managers want to improve, the employee about their new policy and programme, it fails that in the information of all on the way due to lack of effective communication relations, free flow of communication between the superior and the subordinate.
5. Lack of promotion and security in an organizations

1.3     OBJECTIVES OF THE STUDY

          The following are the objectives of the study:

1. To highlight some of the problems affecting human resources evaluation.
2. To find out whether resources influence organizational development.
3. To examine management and staff relationship and how it helps improve workers production in the organization
4. Also to determine the general behaviour of people towards their functions and responsibility in organizational management on organizational productivity development.

1.4.    SCOPE OF THE STUDY

This research work will focus on human resources evaluation and organizational development. Emphasis will be on the National Institute for Policy and Strategy Studies (NIPSS) Kuru, Jos South Local Government of Plateau State.

1.5     SIGNIFICANCE OF THE STUDY

Given the magnitude of this research work, the work will be of help to management of the organization in terms of policy formulation on which relates in human resources evaluation.

1. The Policy Makes: It serves as a guide or useful instrument for policy formulation.
2. The Student: It helps the student of higher institution as reference point or guide for academic pursuit.
3. And lastly, it helps researchers as a useful guide to reference point in their literature.

1.6     RESEARCH QUESTIONS OF THE STUDY

In this study, the researcher attempts to ask the following question:

1. How will effective human resources evaluation result in an organization development?
2. What is the impact of human resource evaluation in organization?
3. To what extent have human resources management contribute to organization development?
4. How do organization management contribute to human resources?

1.7     METHODOLOGY

Primary and Secondary method of data collection shall be used in this study of collect data. The primary shall involve interview and the use of questionnaire method, while the secondary technique shall involve the review literature related to the topic of my study.

1.8     LIMITATION OF THE STUDY

The human resources evaluation and organizational development is two sides to be contained in the study and every sensitive topic in nature which affects everybody in the system. Therefore, limitation is part and parcel of my research work.

There are obstacles, which often hinder the successful completion of any research work.  Below are some of the factors that hindered the comprehensiveness of this work.

Lack of enough time for the study, insufficient funds to go about the study, difficult in obtaining necessary data from those concerned, fear of getting unreliable information from the director of personnel management that have direct connection with the executive chairman whom the director of personnel managers is the personnel manager of human resources.

Therefore, the researcher wishes to utilize the limited time and resource available to see that a good result is attained and find lasting solution on human resources evaluation at organizational development for ensuring productivity in public organization.

1.9     DEFINITION OF TERMS

Human resources: This can be defined or seen as an employee, staff or manpower of any organization. Another definition by French:

Wender: he defined human resources as the recruitment, selection, maintenance development, utilisation and accommodation of human resources in an organization.

Organization: It is an entity or establishment run by individuals or government. It can also be a formal institution or any establishment whether government or private in nature.

Development: Can be defined as improvement or increase on what you already or bring something out of nothing. It can also mean change, transformation or movement from A to B that is point B IS better point A.

Human Resources Evaluation: Can be seen as a process through which employee, workforce, or staff is organized to achieve organizational goals and objectives.

Organizational development: Can be defined as a way of improving, moving forward or transformation of government or private enterprise.

1.11   BRIEF HISTORICAL BACKGROUND OF THE CASE STUDY

The National institute for policy and strategies studies (NIPSS) Kuru, was established in 1978 and legally established by promulgated decree No 20 of 1978. The institution was established to provide a forum. For initiator and executors of policy from all sections or the economy and also promote harmony, communication, understanding operation among the participating or the participants.

The institute is located in a beautiful environment by a lake in Kuru near Jos, the plateau state capital, which is accessible by air, rail, and good network of road from all parts of the federation. The institution serves high level parts.

The affections, research and dialogue were academic of excellence seasonal policy indicators and executors and citizen of matured explained and wisdom drawn from different sectors and national life in Nigeria, met, reflect and exchange of ideas on the great issues of the society, particularly as they related to Nigerian an African in the context of a constant changing world to achieve these objectives.

It also has staff that work as employees and the participant as the students.

REFERENCES

Fajana S. (2001); Human Resources Management

Fredrick H. (1999); The Motivation to Work (New York)

Lecture note on Human Resources Management by M.Y. Kigbu, Department of Public Administration Nasarawa State Polytechnic Lafia Campus

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