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Human Resource Management And Organizational Performance Of Consulting Firms In The Nigerian Construction Industry
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CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND TO STUDY
The Nigerian
Construction industry is deemed to operate by diversified workforce,
hence managing human resource issue deems to be a challenging task.
However, as the role of Human factors in the process of business and
productive activities, Human Resource Management is the key factor which
has the immediate impact to the organizational structure, especially in
the Construction Industry, so Human Resources are the most valuable
source of Capital, (Phan, 2012)
According to Wikipedia (2001), HRM is
a function in organizations designed to maximize employee performance
in service of their employer’s strategic objectives. HRM is primarily
concerned with how people are managed within organizations, focusing on
policies and systems. HRM departments and units in organizations are
typically responsible for a number of activities, including employee
recruitment, training and development, performance appraisal, and
rewarding (e.g., managing pay and benefit systems). HRM is also
concerned with industrial relations, that is, the balancing of
organizational practices with regulations arising from collective
bargaining and governmental laws. HRM is the process of managing people
in a company/firm as well as managing the existing interpersonal
relationships. These two processes are key in the success and growth of a
business. Human resource management is the management process of an
organization's workforce, or human resources. It is responsible for the
attraction, selection, training, assessment, and rewarding of employees,
while also overseeing organizational leadership and culture and
ensuring compliance with employment and labour laws (Anthony and Kothai,
2014)
HRM is a product of the human relations movement of the early
20th century, when researchers began documenting ways of creating
business value through the strategic management of the workforce,
(Wikipedia 2004). HRM is concerned with managing people within the
employer-employee relationship. Specifically, it involves the
performance of people in achieving the organization's objectives and the
satisfaction of personal employee needs. HRM can be a major contributor
to the success of the enterprise. HRM has been regarded in various
industries as one of the most critical elements of business success. The
successful implementation ofHRM functions are elements for improving
personal, team and organizational performance, Dainty, Belout and
Gauvreau, (2004). A number of authors state that the basic functions of
HRM include planning, job design devising position descriptions,
employee selection/recruitment, employee training, performance appraisal
systems, reward systems, employee relationships and employee's health
and safety according to Druker, Maloney, Bratton Gold, Koch, Loosemore
and Ramlall (2003). HRM substantially influences the output of business,
for example, on quality, technology, competitive strategy and
development. Furthermore,HRM should include practices, which provide
training and development opportunities for all employees to improve
individual skills and flexibility of roles (Mullins, 1999).
Human
resource management has a significant influence in the QS firms.
Although construction technologies and management techniques have
advanced rapidly, project managers still need to pay more attention to
people management. Human resources still account for the majority of
costs in most construction projects (Loosemore et al., 2003).
International construction projects normally require a longer time span
and more parties are involved (Chan and Tse, 2003). HR issues have
positive and adverse implications for construction industries in all
countries (Ofori, 2003). HRM is also a significant aspect of the whole
planning and project management process in construction projects, in
particular international construction projects that involve foreign
firms as collaborators or competitors (Bon and Crosthwaite, 2000;
Mawhinney, 2001).
The complex international construction climate,
caused by increased global price competitiveness, development of
technologies, changing industry and employment legislation, and changing
workforce composition has prompted project managers to utilise their
employees more effectively to gain competitive advantage and project
success. In recent years there has been a widespread realisation that
improvement ofHRM performance is a critical element to achieving
improvement in efficiency, productivity and cost effectiveness in the
construction industry. Howes and Tah (2003) describe how the situational
model of HRM, the staff performance model of HRM and the
socio-technical model of HRM are being implemented in the construction
industry.
In view of this research, the aim of looking at the
relationship between HRM and performance of contractors’ organisation in
the Nigerian construction industry is based on the review of the
research questions. This will aid us to know level at which HRM
practices has improved the performance level of the contractors’
organisation in the Nigerian construction industry as well as its
contribution to the Economy.
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ABSRACT - [ Total Page(s): 1 ]This research work aims at assessing the impact of human resources management of organizational performance of quantity surveying firms in Nigeria. In order to achieve this aim, the study aims at assessing the level of human resource management practice among quantity surveying firms, determining the relationship between human resource management practice and organizational performance of quantity surveying firms and identify which of the human resource management practice mostly influence organ ... Continue reading---
