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Effect Ofthe Human Resources Management Strategy On Organization Performance
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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF STUDY
Strategy
was first used in England in (1956) derive from the Greek word
strategies which derives from two word; stratus (Army) and Agein
(Ancient Greek for leading). Strategies referred to a military commander
during the age of Athenian Democracy.
A strategy is a long term plan
of action designed to achieve a particular goal. Strategy is also
basically concerned with the long term direction and scope of an
organization; it is also crucially concerned with how the organization
positions itself with regards to the environment and to the competitors
in particular. It’s concerned with establishing competitive advantage,
ideally sustainable overtime, not by technical maneuvering, but by
taking an overall long term perspective.
Strategy management is the
ongoing process of specifying the organization objective, developing
plan to achieve these objective and allocating resources to implement
the policies and plan to achieve the organizations objective.
Human
resource management refers to a set of people oriented functions or
activities that involve the effective acquisition, use and the
maintenance of human resources within an organization.
However,
strategic human resource management (SHRM) is a strategic approach to
manage human resources of an organization compared with the traditional
human resource management. Practices strategic human resource management
is considered a relatively "new concept" despite its continuous
development over the past two decades. Although there is still no
consensus on an exact definition of based and broad agreement reached on
its basic function which involves designing and implementing a set of
internally consistent policies and practices that ensure that the human
capital of a firm contributes to the achievement of its business
objectives. Faulkner and Johnson (1992).
Human resources management
is concerned with the effective use of an organization’s human
resources, it deals with people at work and their relationship within
the working environment.
The human resource approach further deal
with the employers entire working life in the company, and not just
their contractual relationship with it. It is also involved with value
and aims not only to obtain employee’s consent to work, but their
commitment to management goals.
1.2 STATEMENTS OF PROBLEM
Although,
it is known that firms can gain sustainable competitive advantage
through the strategic management of human resources, however, it remains
unclear about the conditions under which a firm employs strategic human
resource management so as to enhanced performance in the organization.
More so, inspire of providing an initial explanation on the antecedent
of human resources at the process by which these have impact on the
organization is yet to be clear.
In addition, possible interactions
among these factors that may have impact on the performance of a firm
will be examined. Most organizations do not have an effective human
resources management practices and the design of a human resource system
compatible with the firm strategy, which is imperative for successful
implementation of business strategies. Also, most firm do not practice
strategies human resources, do not respond to the external environment
through a better employment of human resources, and since the strategy
of firms is a reflection of its response to the competitive external
changes, a human capital pool with a broad way of skills that are
compatible with the corporate strategy is a catalyst for fulfilling the
strategic goals through promoting behavoural utility among employees.
However, the studies become pertinent to fill the gaps, mentioned and in
order the mechanism to enhance organizational performance.
1.3 AIM AND OBJECTIVES OF THE STUDY
The main objectives of this study are to determine or investigate the impact of strategic human resources on Nestle Plc.
The objectives of this research work will include the following:
i.
To investigate the impact of strategic human resource management on
organizational performance in Nigeria private sector such as Nestle Plc.
ii. To examine the types of strategy that is adopted in Nestle Plc.
iii. To assess the rationale behind strategic human resource management practices in Nestle Plc.
iv. To identify the problems and make possible suggestions of human resource strategic practices in the organization.
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ABSRACT - [ Total Page(s): 1 ]Human resources management is concerned with the effective use of an organisation’s human resources. It deals with people at work and their relationship within the working environment. This study, the effect of human resource management strategy on organisation performance (a case study of Nestle Nigeria Plc). The purpose of this study is to set out the impact of a human resource management strategy on the individual performance, organisation commitment and job satisfaction level of human ... Continue reading---
