TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
PROJECT 2
Prison administration and crime
prevention in Nigeria with its scope limited to Nigerian Prison Service,
Agodi Gate Ibadan
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Finding
5.2 Recommendation
5.3 Conclusion
References
Questionnaire
PROJECT 3
An appraisal of the impact of employee discipline on organizational performance (The Polytechnic Ibadan)
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
Project 4
an appraisal of the impact of employee
discipline on organizational performance, specifically; the interest of
the study will be restricted on the Polytechnic Ibadan,
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
Project 5
The significance of human resource
management as a tool for organizational development in Nigeria (A case
study of Federal College of Education, Oyo State)
TABLE OF CONTENTS
Pages
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Tables of contents v-vii
CHAPTER ONE
1.1 Introduction
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Scope of the Study
1.6 Statement of Hypotheses
1.7 Limitation of the Study
1.8 Definitions of Operational Terms
1.9 Historical Background of Case Study
CHAPTER TWO
Literature Review
CHAPTER THREE
3.1 Research Methodology
3.2 Study Population
3.3 Sample Study
3.4 Statistical Tool Applied in Data Analysis
CHAPTER FOUR
4.0 Data analysis
4.1 Data Presentation
4.2 Testing of hypotheses
CHAPTER FIVE
5.0 Summary of Findings, Recommendation and Conclusion
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Reference
Questionnaire
CHAPTER ONE
1.1. Introduction
All organizations are set to achieve
certain aims and objectives at the minimum cost. For any organization
to do so, it must aim, at adequate development and optimum utilization
of its human resources. This is because of all resources available to
any organization such as time, money, material and human, the human
resource is the most important. It is the human resource that
coordinates and uses all other resources Thus, it is very essential and
indispensable that the human resources are effectively managed to obtain
the best from them (Oyedele, 1998). Human resource management (HRM or
simply HR) therefore 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. (Oyedele, 1998).
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). HR is
also concerned with industrial relations, that is, the balancing of
organizational practices with regulations arising from collective
bargaining and governmental laws. (Oyedele, 1998). Human resources
Management motivates employees by providing financial incentives. These
incentives increase the willingness and efficiency of the employees.
This results in boosting productivity and efficiency of the
organizations. It provides the workers with good working environment and
conditions.
In human resource management, HRM
strategies - human resource planning, recruitment and selection,
performance management, reward management, human resource development,
labour relations– are translated into policies and actions which are to
be implemented by HR specialist and generalist supporting the line
managers, who now have HR responsibilities in addition to their
functional work of finance, engineering, etc. This fact therefore
mandates the existence of human resource management (HRM). This is the
management activity taken by organization to recruit, retain and
motivate their employees. In other words Human Resource Management is
the bundle of policies, programmes and plans which organizations adopt
with the objective of making full use of the people they employ. These
include everything from recruitment and selection techniques (which
initiate the relationship between firm and employee), to the mass of
rules that determine how people are treated as current employees, and
all the way to policies on separation
1.2. Statement of Problem
Many organizations in the public sector
have over the years been criticized of poor performance; however,
studies have shown that one of the major reasons for the poor
performance of these organizations over the years is personnel problem.
It has been widely acknowledge that human resource management in the
most public organization in which the federal college of education is
inclusive is not totally effective which has negatively affected the
performance of the government institutions
Some of the factors affecting effective
Human Resources Management in most organizations are inadequate funding
and poor administration of the human resources, unqualified personnel,
lack of adequate and viable polices on employee issues, poor
implementation of Human Resource Plans, Policies and procedures. Some
institutions lack adequate knowledge of personnel management practices,
undue interference in personnel matters by the government which can lead
to ineffective human resource in an organization institution
1.3. Objectives of The Study
The aim of this research is ti ascertain
the extent to which human resources management serve as a tool for
organizational effectiveness in the federal college of Education, Oyo.
The specific objectives are to;
Analyse the justification for human resource management in an organization
Examine the impact of human resources management in an organization
Highlight the strategies used by the human resource management in actualizing optimal performance in an organization
Identify the challenges militating against human resource management efficiency
1.4 Significance of The Study
The need to improve the human resource
management in public organizations is the main reasons that necessitate
this research. This research work will offer a better understanding of
the significance of human resource management as a tool for
organizational effectiveness in federal college of Education, Oyo, the
various factors militating against effective human resources management
in the institution will be identified and possible solutions will be
suggested.
Therefore, it is believed
that this research study will be useful to management of public
organization most especially federal college of education, Oyo, the
general readers and future researchers who may be interested in this
kind of research work.
1.5 Scope of The Study
This
research work will focus on the significance of human resource
management as a tool for organizational development in federal college
of Education, Oyo. Therefore, the investigation of the study will centre
on Federal College of Education, Oyo being the case study of the
research study
1.6 Statement of Hypotheses
Ho: There is no justification for human resources management in enhancing organization effectiveness
Hi: There is justification for human resources management in enhancing organization effectiveness
Ho: Effective human resource Management has no significant impact on organization effectiveness and development
Ho: Effective human resource Management has significant impact on organization effectiveness and development
Ho: Ineffective human resource
management is not one of the major causes of poor performance of the
local government in Nigeria
Hi: Ineffective human resource
management is one of the major causes of poor performance of the local
government in Nigeria
1.7. Limitation to the Study
The researcher encountered certain
problems in the course of conducting the research work some which is
finance constraint; very good and successful research work requires
sufficient funds as it will involves several activities and processes.
However this research may face the problem of financial as a result of
the little financial resources available to the researcher, also time
constraint because the institution has specified the time for the
conduct which collides with other academic activities. However, the
researcher looked for other alternative means in achieving the purpose
of the study
1.8. Definition of Operational Terms
Human Resource
Human resource otherwise refers to
employee, workers, personnel or labour is the body of men and women who
are employed to accomplish a particular task or render a particular
service in an organization. Mostly, they contributed to the
accomplishment of organization objectives and being (Armstrong, 2005)
Management
Management can be simply defined as the
effective utilization of human and material resources towards the
accomplishment of organization pre-determined objectives (Taylor, 2001)
Human Resource Management
Human resources management (HRM) is the
management 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
(Armstrong, 2005)
Organization
Organization can be defined as a group
of people working together to accomplish a particular goals or
objectives. It involves the arrangement of department, sections and unit
working relatedly to ensure accomplishment of the predetermined
objectives (Daniels, 2007)
Development
Development implies improvement or
advancement in the state of being of a things person or a state.
Development implies the positive improvement in the performance and
productivity of an organization(Naomi, 2005)
1.9. Historical Background of Federal College Of Education, Oyo
The Federal College of Education
(Special), Oyo, took off initially as the Federal Advanced Teachers
College for Special Education {FATC (SE)}, in May 1977, with academic
activities taking off on 5th October, 1977. This was the culmination of
years of planning dating back to October 1974, when the then Head of
State declared the Government’s intention to establish a National Centre
for Special Education Studies. At its inception in 1977, the College
was officially affiliated / attached to the University of Ibadan , by
the Federal Ministry of Education (FME) for growing, supervision and
monitoring. All the earlier programmes of the College were conjointly
developed and produced by the University Of Ibadan Institute Of
Education and the Department of Special Education; the Nigerian
Educational Research Council (NERC) as the NERDC was then called; the
Federal Ministry of Education (FME) Special Education Department; and
the College itself after many workshops and retreats.
All teaching and learning activities
including lecturing by staff, examinations (question setting and
marking), teaching practice and other practicums were supervised and
monitored by the University of Ibadan through the Institute of Education
and the Department of Special Education. In the end, the certificate
awarded was that of the University of Ibadan. This arrangement continued
until 1993/94 session, when the College, considering Decree 4 of 1986,
as amended by Decree 6 of 1993, which granted autonomy to all Federal
Colleges of Education, had to demerge and started awarding the official
National Commission for Colleges of Education (NCCE), certificates.
The Vision of the Federal College of
Education (Special), Oyo, is to train and produce a crop of
professionally qualified teachers and technically skilled
Para-professionals and supportive staff for special needs education at
the basic, secondary and other levels of the education system.
Additionally the College is to conduct researches into the peculiar
learning needs of learners with disabilities, the gifted and talented,
and other learners with other forms of special educational needs in the
Nigerian society and communicate such information for the improvement of
their education and welfare, in particular, and the education industry
in Nigeria, in general.
The Mission Statements of-the Federal College of Education (Special), Oyo are as follows:
To produce highly professional/
competent and committed teachers of special needs education for the
basic and other levels of education.
To produce personnel with high level
technical and technological know-how that would enable them to operate,
maintain and repair specialized equipment and materials used in special
education
To produce a body of professionals
ingrained with the right attitudes, values and interests compatible with
the educational and socio-economic environment of persons with special
needs.
To create an environment for research
and to carry out research into the peculiar needs of persons with
disabilities, the gifted and talented, and other persons with other
forms of special educational needs/ conditions in the Nigeria Society
To encourage and carry out the training
and re- training of serving specialist and regular classroom teachers
through workshops and in-service studies so as to upgrade their skills
in providing special needs education.
It is our thinking that these statements
of vision and mission should not be limited to low and middle level
operations only, a lot more can be done, hence the request for the
Affiliation with the University of Ibadan to run degree programmes.
CHAPTER TWO
LITERATURE RERVIEW
2.1. HUMAN RESOURCES
Adamolekun (2009) explained that human
resources otherwise referred as employee, manpower, workforce or
personnel are the body of men and women who are employed to render
required service or perform a particular task or duties as specified by
the employer, management or appointing body. The human resources are
organization most valued assets because the success or otherwise of any
organization depends on the performance of the human resources. In the
view of Adebayo (2007), employees are the workers who collectively and
individually bring the objectives of an organization to reality through
the performance of assigned duties and responsibilities, hence,
employee are basically employed and paid wages or salaries for the job
done or services rendered
According to Williams (2002), Human
Resource refers to the individuals or personnel or workforce within an
organization responsible for performing the tasks given to them for the
purpose of achievement of goals and objectives of the organization which
is possible only through proper recruitment and selection, providing
proper orientation an induction, training, skill developments, proper
assessment of employees (performance appraisal), providing appropriate
compensation and benefits, maintaining proper labour relations and
ultimately maintaining safety, welfare and health concern of employees,
which is process
William (2002) explained that ‘Human
resources are the people who make up the workforce of an organization,
business sector, or economy. "Human capital” is sometimes used
synonymously with "human resources", although human capital typically
refers to a more narrow view (i.e., the knowledge the individuals embody
and economic growth). Likewise, other terms sometimes used include
"manpower", "talent", "labour", "personnel", or simply "people". A human
resources department (HR department) of a company performs human
resource management , overseeing various aspects of employment , such
as compliance with labour law and employment standards, administration
of employee benefits , and some aspects of recruitment and dismissal .
2.2. THE CONCEPT OF HUMAN RESOURCES MANAGEMENT
Akpan (2002) explained that ‘Human
Resources Management (HRM or simply HR) is the management 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 labor laws. In circumstances
where employees desire and are legally authorized to hold a collective
bargaining agreement, HR will typically also serve as the company's
primary liaison with the employees' representatives (usually a labor
union).’’
HR 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. The function was initially dominated by transactional work
such as payroll and benefits administration, but due to globalization,
company consolidation, technological advancement, and further research,
HR now focuses on strategic initiatives like mergers and acquisitions,
talent management, succession planning, industrial and labor relations,
and diversity and inclusion. (Akpan, 2002)
Human resource management (HRM, or
simply HR) is a function in organizations designed to maximize employee
performance in service of their employer’s strategic objectives. HR is
primarily concerned with how people are managed within organizations,
focusing on policies and systems. HR 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). HR is
also concerned with industrial relations, that is, the balancing of
organizational practices with regulations arising from collective
bargaining and governmental laws. (Smith, 2005)
According to Smith (2005), other
important features of Human Resource Management designed to increase
employee commitment and motivation towards organizational goals while
meeting the personnel needs of employees include the following: greater
employee participation in work organization and management, and the
strengthening of therole of line managers through approaches such as
quality circles; increased internal public relations through corporate
videos; joint consultation committees, with membership open to all
employees regardless of union membership; employee share-ownership
schemes; and performance appraisals to determine training, development
and performance feedback. Individualized pay: determined by performance,
competencies and market factors, rather than cost of living or
collectively negotiated increases; and single status employment
conditions and benefits removing the distinction between ‘manual’ and
‘staff’ employees (Anthony, Perrewe and Kacmar, 1996).