EVALUATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE IN NIGERIA


EVALUATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE IN NIGERIA  

ABSTRACT

This research work is on “Evaluation of the impact of Human Resource Management on organizational performance in Nigeria”. A research study of Nigerian Breweries Plc, 9th mile corner Enugu and Emenite Ltd Enugu. The prime objective is to critically identify the impact of Human Resource Management on organizational performance. Organization as an open system cannot operate in isolation, they must align with their human resources and the environment to be successful, hence the reason for this work. The first chapter of the research work highlighted on the background of the study backed with the research  problem, objectives of the study, research questions, formulation of hypotheses, significance of the study, scope of the study, limitation of the study and definition of  relevant terms. The second chapter delved into the relevant secondary data acquisition by authorities (authors) needed in solving the problems of this study to avoid disparities. The third chapter of this research paper looked at the research design and methodology at the research design and methodology used in approaching and solving our problem of study backed with the data collection instrument used, the population size was also determined. Chapter four of this research work took us to the area of data presentation and analysis which involve the use of tables to illustrate findings from the distributed questionnaires. Consequently, hypotheses were tested and the findings were related. The last chapter is summary of findings, conclusion, and recommendations. The major findings of the study are: The human resource practices within the organization has a direct link with the level of productivity, the relationship that exist between the management and employee also contribute to the level of performance, adequate motivation of employees would  lead to an increase in the level of productivity. The work concludes that human resource management is necessary for all employers and employees of an organization because it has an adverse effect on the level of performance. On the basis of this finding it was recommended that the management organization should pay attention to its human resources and ensure that quality human resource practices, good communication system and adequate motivational polices are put in place within the organization in order to ensure improved performance as a source of competitive advantage or edge over other competitors and to ensure employees’ loyalty to the organization.   

TABLE OF CONTENT

TITLE PAGE - - - - - - i

CERTIFICATION - - - - - - - ii

DEDICATION - - - - - - - - iii

ACKNOWLEDGEMENT - - - - - - iv

ABSTRACT - - - - - - - vii

TABLE OF CONTENT - - - - - - - viii

CHAPTER ONE

1.1 BACKGROUND OF THE STUDY - - - - 1

1.2 STATEMENT OF THE PROBLEM - - - - 4

1.3 OBJECTIVES OF THE STUDY - - - - 6

1.4 RESEARCH QUESTIONS - - - - - 7

1.5 FORMULATION OF HYPOTHESIS - - - - 8

1.6 SIGNIFICANCE OF THE STUDY - - - - 9

1.7 SCOPE OF THE STUDY - - - - 11

1.8 LIMITATION OF THE STUDY - - - - 11

1.9 DEFINITION OF TERMS: - - - - - 12

1.10 BRIEF OVERVIEW OF NIGERIAN BREWERIES PLC - 14

1.11 BRIEF OVERVIEW OF EMENITE LIMITED ENUGU - 19

CHAPTER TWO

2.0 REVIEW OF RELATED LITERATURE - - - 25

2.1 MEANING OF HUMAN RESOURCES - - - 25

2.2 THE MEANING OF MANAGEMENT - - - 26

2.3 DEFINITIONS AND MEANING OF HUMAN 

RESOURCES MANAGEMENT - - - - 29

2.4 THE EVOLUTION OF HUMAN RESOURCES 

MANAGEMENT - - - - - - - 34

 2.5 HUMAN RESOURCES AND PERSONNEL

 MANAGEMENT - - - - - - 37

2.6 CONCEPT AND VERSIONS OF HUMAN

  RESOURCES MANAGEMENT- - - - - 43

2.7 VERSIONS OF HUMAN RESOURCE MANAGEMENT 45

2.8 NATURE OF HUMAN RESOURCE MANAGEMENT - 48

2.9 THE SCOPE OF HUMAN RESOURCE 

MANAGEMENT (HRM) - - - - - 48

2.10 THE OBJECTIVES OF HUMAN RESOURCE 

MANAGEMENT - - - - - - - 49

2.11 THE FUNCTIONS OF HUMAN RESOURCE 

MANAGEMENT - - - - - - 51

2.12 WHO PERFORMS THE HUMAN RESOURCE

FUNCTIONS - - - - - - - 59

2.13 MODELS OF HUMAN RESOURCE MANAGEMENT - 59

2.14 THE HUMAN RESOURCE DEPARTMENT - - 65

2.15 CHALLENGES OF HUMAN RESOURCE 

MANAGEMENT - - - - - - 67

2.16 FACTORS AFFECTING HUMAN

RESOURCES MANAGEMENT PRACTICES - - 69

2.17 BENEFITS OF HUMAN RESOURCE 

MANAGEMENT PRACTICES - - - - 77

2.18 HUMAN RESOURCE MANAGEMENT IN NIGERIA - 82

2.19 HUMAN RESOURCES MANAGEMENT 

PRACTICES IN ORGANIZATIONS - - - - 86

2.20 THE CONTRIBUTION OF HUMAN RESOURCE 

MANAGEMENT TO ORGANIZATIONAL PERFORMANCE -92

2.21 THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL 

PERFORMANCE - - - - - - -    - 98

CHAPTER THREE

3.0 RESEARCH METHODOLOGY - - - - 114

3.1 RESEARCH DESIGN - - - - - - 114

3.2 AREA OF STUDY - - - - - - 114

3.3 SOURCES OF DATA - - - - - - 114

3.4 PRIMARY SOURCES OF DATA - - - - 114

3.5 SECONDARY SOURCES OF DATA: - - - 115

3.6 POPULATION OF THE STUDY - - - - 115

3.7 SAMPLE SIZE DETERMINATION AND 

SAMPLING TECHNIQUES - - - - - 116

3.8 PROCEDURES FOR DATA COLLECTION - - 117

3.9 VALIDITY AND RELIABILITY OF THE RESEARCH INSTRUMENT - - - - - - - 118

3.10 METHODS OF DATA ANALYSIS - - - - 118

CHAPTER FOUR

4.0 DATA PRESENTATION, ANALYSIS AND 

INTERPRETATION - - - - - - 120

4.1 TESTING OF HYPOTHESIS - - - - - 127

CHAPTER FIVE

5.0 SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS - - - - - - 133

5.1 SUMMARY OF FINDINGS - - - - - 133

5.2 CONCLUSION - - - - - - - 135

5.3 RECOMMENDATIONS - - - - - - 136

BIBLIOGRAPHY - - - - - - - 138

APPENDIX -------149

CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

Organizations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus profitability through growth, technological changes, intellectual capital and the never-ending changes that organizations are undergoing, have led to increased importance of managing human resources. Devanna, Fombrun and Tichy 1981; Wright (1998).

The impact of human resources management in an organization’s strategic management planning is extremely important in helping firm to find ways to compete effectively in the domestic and foreign market. 

However to improve  thequality and productivity in organizations most executive employs human resources management such as employees motivation programs, employees training and education, and changing the organization’s culture, including other resources in order to achieve results. 

According to Jack Pitz-enz (2000:7) “people are the only element with the inherent power to generate value”. All other components offer only inert potentials. By their nature, they add nothing, and they cannot add anything until some human beings be it the lowest – level laborers, the most ingenious  professional or the loftiest executive leverage that potential by putting it into action.

The increasing significant role of human resource management in achieving objectives is evident in the transformation functions. It has evolved from concentration on employee welfare to one of managing people in a way so as to obtain the best and highest productivity possible from the employee, through methods that provide the employees with both intrinsic and extrinsic reward.

Human Resources Management is the strategies and coherent approach to the management of an organization’s most valued assets; the people working there who individually and collectively contribute to the achievement of the objectives of the business. The term “Human Resources Management” has largely replaced the term “Personnel Management” as a description of the processes involved in managing people in organizations. In simple words, Human Resources Management means employing people, developing their capabilities, utilizing, maintaining and compensating their services in tune with the job and organizational requirements. 

According to Lake (1990), Human Resources Management system can be the source of organizational capabilities that allows firms to learn and capitalize on new opportunities. The main characteristics of Human Resources Management approach is that it meets the needs for a strategic approach to Human Resources Management which achieves “fit” between the business and the human resources strategy.

Human Resources is viewed as a source of competitive advantage in line with the concept of resource – based strategy; it is a comprehensive and coherent approach to the provision of mutually supporting employment policies and practices, and it is adopted through the development of integrated Human Resources policies and practices, Armstrong (2001). Some people believe that there are universal principles, practices and general know-how on which efficient and effective Human Resources Management is based. Adler and Ghader (1990) argued that companies handle Human Resources Management issues as if they were operating exclusively in domestic markets. The early advocates of Human Resources Management believed that organization should move away from the bureaucracy of personnel management to the apparent flexibility and responsiveness of Human Resources Management, Hope Hailey et al (1998). The overall purpose of Human Resources Management is to ensure that the organization is able to achieve its objectives in certain areas like recruitment and development, relationships, valuing employees etc. This practice is no longer new in Nigerian organizations, but the problem is that most organizations are yet to fully apply or implement this.

The link between Human Resources Management (HRM) and business performance is high on the corporate agenda at present. Both organizations and academics are striving to prove that human resources management has a positive impact on bottom-line productivity. Organizations are focusing on the role of resources in achieving competitive advantage and improving organizational performance. Although human resources practice and organizational performance have widely been studied, their distinctive relationship has received limited empirical scrutiny, especially in multinational companies in developing countries. 

It is against this background that this study seeks to evaluate critically the impact of Human Resources Management on organizational performance in Nigeria, using Nigerian Breweries Plc 9th Mile Corner Enugu, and Emenite Ltd Enugu as a research case study. 

1.2 STATEMENT OF THE PROBLEM 

Most organizations in recent times now face challenges of human resources management with the result that their human resources is ineffectively and inefficiently managed.

This inadequacy in human resource management could be attributed but not limited to the following problems; 

(1) Organizations specifically, face the problem of poor human resource planning, which is reflected by poor recruitment, selection and placement policies. This has resulted in lower productivity levels of complaints from customers with subsequently lower revenues, higher cost, higher staff turnover, poor industrial relations. Consequently, the uncompetitive position of the organizational goals and objective. 

(2) There is a problem of ineffective staff training and development programmes consequently leading to idleness of member, loose of creativity, poor self concept among employees, low competency among employees and generally low employee productivity.

(3) The motivation and compensation policies are very low and ineffective sometimes in organizations consequently leading to lack of commitment and motivation among employees, lack of interest, low expectation among employees. 

(4) Management/employee relationship is often not palatable because of poor communication system and leadership style resulting in lower satisfaction, low morale, disloyalty, emotional immaturity, high resistant behaviour and antagonistic attitude among employees which has a negative effect on the general performance of the firm. 

(5) There are assured social security plans for employees consequently leading to low level of trust and confidence, feeling of insecurity, low quality of life, workers inefficiency and low level of trust and confidence among workers. Generally resulting to low productivity.

These entire problems however, compelled the researcher to investigate the phenomenon. 

1.3 OBJECTIVES OF THE STUDY 

The prime objective of this study is to evaluate the impact of Human Resource Management on organizational performance in Nigeria using Nigerian Breweries Plc and Emenite Ltd as case study. Apart from the primary objectives, other specific objectives are enumerated as follows: 

(1) To determine the relationship between human resources management and improved organizational performance. 

(2) To analyze how management and employees relationship contribute to improved organizations performance. 

(3) To critically examine how the human resource management practices within the organization contribute to employee motivation.

(4) To evaluate the extent to which Human Resources Management is being practiced in Nigerian organization. 

(5) To identify why Human Resources Management practices thrive well in some organizations and do not in others. 

(6) To identify the constraints and challenges affecting Human Resources Management practices in organizations. 

(7) To identify the effects/benefits associated with the practice of Human Resources Management. 

1.4 RESEARCH QUESTIONS 

The following research questions will be addressed in this study: 

(i) To what extent is Human Resources Management practiced in your organization.

(ii) What are the challenges affecting Human Resources Management practices in your organization? 

(iii) What benefits are inherent in practicing Human Resources Management in your organization?

(iv) Is there a link between human resources management and improved organization performance? 

(v) Do management and employee relationship contribute to improved organizations productivity?

(vi) In what way has the human resources management practices motivated the employees? 

1.5 FORMULATION OF HYPOTHESIS 

Hypothesis serve as a powerful beacon that light the path for research work, it is necessary whenever causes and effect relationship are to be discovered, thus formulating hypothesis as frame work for this study becomes imperative. Below are the hypothesis: 

(1) Hypothesis I 

Ho: The practice of Human Resources management is not fully applied in Nigeria Breweries Plc, and Emenite Ltd. 

H1: The practice of Human Resources management is fully applied in Nigeria Breweries Plc, and Emenite Ltd.

(2) Hypothesis II

Ho:There are no benefits in practicing Human Resources management in organizations. 

H1: There are benefits in practicing Human Resources Management in organizations.

(3) Hypothesis III

Ho: There are no challenges affecting Human resources management in organization. 

H1: There are challenges affecting Human Resources Management in organizations.  

1.6 SIGNIFICANCE OF THE STUDY 

The significance of the study cannot be overemphasized. This study is relevant to all classes of people especially the following under listed people:

The organization or firm 

The Academic Body

Human Resources Managers

Government

Researchers 

The study will critically examine the impact of human resources management on organizations performance. Thus, it will enable human resources managers who are primarily concerned with the recruitment and development of the human resources capital within the organization to always formulate and implement effective policies and practices with respect to recruitment and selection of employees, training and development compensation and employee/management relations. 

The data generated from the study will be sufficient to expand further fields of knowledge and also to serve as a source of information and data to other researchers who wish to carryout a study in related topic. The study will also help the management and staff of organizations to adopt the most effective Human Resources Management practices in their organization.

With regards to the industry, the research will show the proper benefits of Human Resources Management practices and as well help members of staff and management of Human Resources Management, practices which will in turn improve the organizations productivity and industry at large.

Finally, the findings and recommendations offered by this research work will be of great value to the practicing and potential managers. 

1.7 SCOPE OF THE STUDY 

The scope of the study shall be at Enugu. The area of the study is Nigerian Breweries Plc 9th Mile Corner Enugu and Emenite Ltd Enugu. The target audience includes the following:

(a) Management staffs,

(b) Senior Officers, and

(c) Personnel officers. 

The study covers the impact of human resource management in improving organizations performance. That is a study of the human resource management practices which includes, human resources planning, recruitment, selection training, placement, motivation and compensation policies, employees and management relation, and performance appraisal. Data shall be collected from the employees of the organization to enable the researcher draw acceptable conclusion on the various questions raised in this research. 

1.8 LIMITATION OF THE STUDY

In the courses of this study, there were some limitations encountered which includes 

(i) Time: Due to the fact of other competing academic exercises there was no enough time to carryout the research in a wider coverage. 

(ii) Finance: The study could not be extended to more than two firms because of the inability of the researcher to finance an extensive study that would involve other firms. 

(iii) Attitudes of respondents: It wasn’t actually easy for the researcher to get the employees to co-operate during the questioning and interview. Some of the respondents were reluctant to volunteer the information for the study. 

1.9 DEFINITION OF TERMS:

(1) Human Resources: This could mean or be seen as all the knowledge, skills, education and the capacities of all the people in a society. It is also seen as the strategic and coherent approach to the management of an organization’s most valued assets – the people working there. 

(2) Management: Management in all business and organizational activities is the act of getting people together to accomplish desired goals and objectives efficiently and effectively. It is a process of doing something through people and with people. Better still, it could mean a process by which organization inputs (material, human and financial resources) are managed efficiently and effectively. It is equally a process of planning, organizing, and directing the achievement of organizational goals and objective. 

(3) Human Resources management: According to Donnelly et al (1992), human resource management is the process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using the human resources in an organization. 

(4) Human Resources Planning: Human resource planning has been defined as the process through which organizational goals, as put forth in the mission statements and business plans, are translated into human resource objectives concerning staff levels and flow rates and from these into an integrated set of personnel policies and programmes. It seeks to ensure that the organization is having the right kind of staffs. 

(5) Organization: Organization is defined according to Griffin (1984: 4-5), as the combination of people, or individual efforts working together in pursuit of certain common purposes called organizational goal. It is a group of persons or individuals that come together for the purpose of actualizing an objective. 

(6) Organizational performance:        Organizational performance comprises the actual output or results of an organization as measured against its intended outputs. It simply means how well a company is doing.  

1.10 BRIEF OVERVIEW OF NIGERIAN BREWERIES PLC 

THE SCOPE OF OPERATIONS OF NIGERIA BREWERIES PLC  

Nigerian Breweries Plc, the pioneer and largest brewing company in Nigeria, with the mission “to be the leading beverage company in Nigeria, marketing high quality brands to deliver superior customer satisfaction in an environmentally friendly way” and the visions “to the be a world class company” was incorporated in 1946. In June 1949, the company recorded a landmark when the first bottle of STAR lager beer rolled off its Lagos Brewery bottling lines. This first brewery in Lagos has undergone several optimization processes and as at today boasts of the most modern brew house in the country.

In 1957, the company commissioned its second brewery in Aba.  Kaduna Brewery was commissioned in 1963 while Ibadan Brewery came on stream in 1982.  In 1993, the company acquired its fifth brewery in Enugu. In October 2003, a sixth brewery, sited at Ameke, in Enugu State was commissioned and christened Ama Brewery.  Ama Brewery is today, the biggest and most modern brewery in Nigeria.

Operations in the Old Enugu Brewery were however discontinued in 2004, while the company acquired a malting Plant in Aba in 2008. 

In October 2011, Nigerian Breweries acquired majority equity interests in Sona Systems Associates Business Management Limited, (Sona Systems) and Life Breweries Limited from Heineken N.V. This followed Heineken’s acquisition of controlling interests in five breweries in Nigeria from Sona Group in January 2011.

Sona Systems’ two breweries in Ota and Kaduna, and Life Breweries in Onitsha have now become part of Nigerian Breweries Plc, together with the three brands: Goldberg lager, Malta Gold and Life Continental lager.

Thus, from the humble beginning in 1946, the Nigerian Breweries now has eight operational breweries from which its high quality products are distributed to all parts of Nigeria, in addition to the ultra modern malting plant in Aba and Kaduna.

THE BRAND PORTFOLIO OF NIGERIAN BREWERIES PLC  

Nigerian Breweries Plc has a rich portfolio of high quality brands: Star Lager Beer, the first in its portfolio, was launched in 1949; this was followed by Gulder lager beer in 1970; Maltina, the nourishing malt drink, was introduced in 1976, followed by Legend Extra Stout in 1992.Amstel Malta was launched in 1994 while Heineken lager Beer was relaunched into the Nigerian market in 1998.Maltina Sip-it, packaged in Tetrapaks was launched in 2005, while Fayrouz was launched in 2006. In 2007, the company introduced Star, Heineken and Amstel Malta in Cans. In 2011, the company sold a total of 29 Stock Keeping Units (SKU’s) including Gulder Can, Legend Can, Heineken Magnum, Maltina Can, Fayrouz Cans, Fayrouz P.E.T, Climax Energy drink as well as Goldberg lager, Malta Gold and Life Continental lager which became part of the family in October 2011.

THE EXPORT OPERATIONS OF NIGERIAN BREWERIES PLC  

Nigerian Breweries Plc has an increasing export business that dates back to 1986. The Company currently exports to the United Kingdom, European Union and the West African sub-region.

ANCILLARY INDUSTRIES OF NIGERIAN BREWERIES PLC

As a major brewing concern, the company encourages the establishment of ancillary businesses. Many of these organizations and individuals depend largely on the company for their means of livelihood. These include manufacturers of bottles, crown corks, labels, cartons, plastic crates and such service providers as hotels/clubs, Distributors, Transporters, Event Managers, Advertising and Marketing Communication Agencies etc.

THE SOCIAL RESPONSIBILITY OF NIGERIAN BREWERIES PLC 

Nigerian Breweries Plc is a socially responsible corporate organization with a good track record of corporate social initiatives in identified and strategic areas. The Company’s Corporate Social Responsibility is driven by a vision to always “Win with Nigeria”. Over the years, Nigerian Breweries Plc has been very active in supporting our national development aspirations in line with our commitment to “Winning with Nigeria”.

We have continued to identify and respond to major challenges confronting our nation through our huge corporate social investments especially in the areas of education, the environment, water, youth empowerment, talent development and sports, amongst others.

The company in 1994 established an Education Trust Fund with a take-off grant of N100 million to take more active part in the funding of educational and research activities in institutions of higher learning, all in an effort to provide and encourage  academic excellence in Nigeria. This is in addition to its secondary and university scholarship programmes for children of its employees.

Nigerian Breweries Plc is the foremost sponsor of sports in the country with sponsorship covering football, athletics, tennis, cycling, chess, golf, squash, dart, Sailing and Ayo, among others. The aim is to develop Nigerian sportsmen and women to participate in national and international sports, and boost the sports profile of the country.

The company is also involved in the development of leadership, musical and movie talents, through various programmes. Some of these activities are captured in the company’s Social and Environmental Report. 

THE TRACK RECORD OF NIGERIAN BREWERIES PLC

Nigerian Breweries Plc has won several awards as a mark of its good performance in various spheres. The company has won the prestigious Nigerian Stock Exchange President’s Merit award for several years. For three consecutive years (2001, 2002 and 2003) Nigerian Breweries Plc won the Nigerian Stock Exchange Quoted Company of the year award. It has also won the Nigerian Industrial Standard (NIS) awards for its various products.

Also for four years (1999, 2000, 2004 and 2005), the company won Gold in the keenly contested Africa Beer Award organized by Heineken for its operating companies in Africa and the Middle East.  In 2002, Nigerian Breweries Plc won the Heineken Business Challenge Award (also known as the Heineken World Cup), a major competition organized for all Heineken operating companies in the world.

In 2003, the company was declared Excise Trader of the year, an award given by the Nigerian Customs Service for a company’s contribution to government treasury. In 2010, Nigerian Breweries won the prestigious Pearl award for Sectoral Leadership in the Brewery sector. In the same year, Star, Nigeria’s favourite lager and Maltina, the nation’s No 1 malt drink, were awarded prizes for their innovative Television Commercials at the Lagos Advertising Ideas Festival organized by the Association of Advertising Agencies of Nigeria, AAAN.

These are in addition to several awards from philanthropic organizations, clubs, institutions and government agencies.

Nigerian Breweries Plc has its respect for individuals, the society and the environment. It has a culture of high performance to deliver outstanding values to our stakeholders. Nigerian Breweries Plc has passion for quality not just for their products but also in everything they do. Finally they bring enjoyment to people through their high quality products, communications and sponsorship activities. 

1.11 BRIEF OVERVIEW OF EMENITE LIMITED ENUGU 

The Beginning since it's incorporation in 1961, the company has gained a wealth of experience  through meeting the requirements of the construction industry in promoting the development of Nigeria through the manufacture of high and marketing it's fiber cement roofing and ceiling products and the supply of high quality goods and services.         

The foundation stone of the company was laid on 3rd October 1961 by late Hon. Dr. M. I. Okpara, the Premier of the then Eastern Nigeria and... Historic details with the assistance of its European partners, the Belgian Etex Group, the company is well able to meet the  requirements of the demanding market through a continuing programme of technical improvements, strict quality  controls and emphasis on customer satisfaction.

THE  MISSION OF EMENITE LIMITED ENUGU

"To be the leader in the manufacture and sale of high quality building products with zero waste management culture and to sustain the business in a profitable manner with the knowledge that Emenite will stand by you while continually improving the creativity motivation and safety of all our employees."

EMENITE LIMITED EHS POLICY

Emenite Limited is renowned for her high level of safety awareness and implementation amongst its staff, management and stakeholders. The management continually pursues a safe, healthy, accident-free and pollution-free environment for the entire staff and the public. It is in continuation of these efforts, that a well articulated set of safety rules, health hazards precautions and prevention were put together in a 

General Information, Rules & Regulation on Health, Safety & Environment in Emenite Limited. In a large company like ours, successful and accident-free operations can only be achieved by working within a framework of carefully formulated rules and regulations. It may be of interest to know that Emenite Limited replaced asbestos with Poly Vinyl 

Alcohol (PVA) Fibre in the year 2000 to make her products asbestos free.

Every staff is given a safety induction on commencement of duties in Emenite Limited.

EMENITE LIMITED POLICY      

It is the policy of Emenite Limited to provide high quality products and services that will always meet or exceed our customer’s expectations at the most competitive terms both in the local and international markets.        

THIS IS OUR RESOLUTION TOWARDS NIS ISO 9001:2000 (QMS) STANDARD

OUR CORE VALUES ARE:

Customer Satisfaction Employee Commitment and Wellbeing

Quality and Environmental Friendliness

From it's premises at Emene on the outskirts of the Coal City, Enugu, the capital city of Enugu State, situated in the South Eastern part of  Nigeria, Emenite Limited controls the manufacture and marketing of it's fibre cement ceiling, roofing and Modular house products. Since it's incorporation in 1961, the company has gained a wealth of experience through meeting the requirements of the construction industry in promoting the development of Nigeria through the manufacture and marketing it's fibre cement roofing and ceiling products and is poised to help in the future through the supply of high quality gods and services. With the assistance of it's European partners, the Belgian Etex Group, the Company is well able to meet the requirements of the demanding market  through a continuing program of technical improvements, strict quality controls, and emphasis on customer satisfaction.

REFERENCES

Armstrong M. (2001) Human Resources Management practices, catalog publication 8th Edition 

Bear, M. (1984), “Management Human Resources Assets” New York: Watson free press. 

Bohlander, A., Snell, S and Sherman, A. (2001), Managing Human Resources. New York, South – Western College.

Derek T. and Laura Hall (1998), Human Resources Management in Nigeria: The key component Enugu: Mekan and Publications. 

Devanna, M.A., Fombrum, E.J. and Tichy, N.M. (1984) A framework for strategic human resource management. In fombrum C.J. et al., strategic Human Resource Management, Chi Chester: John Wiley. 

Fasuji, D. (2000) Human Resource Development, policy and strategies Herald mon. Sep. 26

Flippo (1971), personnel Management New York: Mc GrawHill Company Limited.

Gratton (2000), Strategic Human Resource Management, New York:  Oxford University 

Guest D.E. Michie, J. Conway, N. and Sheenan, M. (2003:291 – 314), Human Resource Management and Corporate performance UK British Journal of Industrial Relations

Jack Pitz-enz (2000), The Role of Human Capital: Measuring Economic value of Employee performance, American man. 

Michie, J. and Oughton, C. (2003), HRM Employee share ownership and corporate performance: Research and practice in Human Resource Management. 

Schuler, R.S. and Macmillan I.C. (1984), Gaining competitive Advantage through Human Resource Management practice. 

.

EVALUATION OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE IN NIGERIA



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