THE EVALUATION OF THE CHALLENGES AND PROSPECTS OF HUMAN CAPITAL MANAGEMENT IN HOME FRESH YOGHOURT LTD KADUNA
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THE EVALUATION OF THE
CHALLENGES AND PROSPECTS OF HUMAN CAPITAL MANAGEMENT IN HOME FRESH YOGHOURT LTD
KADUNA
TABLE OF CONTENTS
Title page - -
- - -
- - -
- i
Declaration
- - -
- - -
- - ii
Approval Page - -
- - -
- - iii
Dedication - -
- - -
- - -
- iv
Acknowledgment -
- - -
- - -
- v
Abstract
- - -
- - -
- - vii
Table of Contents -
- - -
- - -
- viii
CHAPTER ONE
1.1
Background to the Study -
- - -
- - 1
1.2
Statement of the Problem
- - -
- - -
2
1.3
Objectives of the Study - -
- - -
- 4
1.4
Significance of the Study
- - -
- - -
5
1.5 Research
Question - -
- -
- - -
5
1.6 Scope of
the Study - -
- - -
- - 6
1.7
Definition of terms - -
- - -
- - 6
CHAPTER TWO: LITERATURE REVIEW
2.0
Introduction - -
- - -
- - -
9
2.1 Concepts of
Human Capital Management- - - -
9
2.2 Human capital
management in Nigeria - -
- 13
2.3 Importance of
human capital development - - -
15
2.4 Functions of
human capital management - -
- 16
2.5 The role of human capital management -
- -
17
2.6 Types of small
scale enterprises - -
- - 20
2.7 Significance of
small and medium enterprises - -
22
2.8 Problems of
small scale enterprise - -
- 23
2.9 The
application/importance of human resource management
to small scale enterprise - -
- - -
- 25
2.10 External factors
affecting human capital management- -
27
2.11 Personnel/human
management department- - -
- 30
CHAPTER THREE
3.1
Introduction - -
- - -
- - -
32
3.2 Research
design - -
- - -
- - 32
3.3 Area or the
study - - -
- - -
- 33
3.4 Population of
the study - - -
- - -
33
3.5 Sample and
sampling technique - -
- - -
33
3.6 Instrument for
data collection - - -
- - 33
3.7 Validation of
instrument - -
- - -
- 33
3.8 Reliability of
the instrument - -
- - -
34
3.9 Method of data
collection - -
- - -
34
3.10 Method of data
analysis - - -
- - -
34
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0
Introduction
- - -
- - -
- 36
4.1 Characteristics
of Respondent - - -
- - -
36
4.2 Data
presentation and Analysis - -
- - -
39
4.3 Data
Analysis - -
- - -
- - 40
4.4 Summary of
Findings - -
- - -
40
4.5 Discussion of
findings - -
- - -
- 41
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary -
- - -
- - -
- 43
5.2 Conclusion
- - -
- - -
- - 44
5.3
Recommendations - -
- - -
- - 44
5.4 Limitation of
the study - -
- - -
- 45
Bibliography
- - -
- - -
48
Appendix - -
- - -
- - -
50
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Managing human resource in an organization is both complex
and challenging, the human element is considered as most crucial in the
attainment of any organization objectives. Thus considerable attention should
be given to human resources management bearing in mind that the quality of
personnel in any organization is a means to an end, therefore, it will be right
to say that man is the most valuable asset in an organization, though difficult
to obtain, develop, motivate and retain amongst an organization assets.
Human resource management, like financial management and
material are concerned with the utilization of resource to help achieve
organization objectives, it does so by ensuring that the required human resources
is available when needed and sued efficiently. Human being are very complex and
because of their complexity, organization have tried to see that they are
managed adequately over the last decade.. Human resource management have played
a very great role in development and improvement of business enterprises at all
level which include small scale, medium and large scale enterprises it has
helped over the year in shaping or building the workability of organization
resources which include labour (man power) machine utilization and effective
use of funds.
However, most small scale enterprises faces lots of
challenges in the time past, problems such as lack of proper record keeping,
mismanagement of funds, lack of time management and many more but with the
application or introduction of human resources management all these problems
have been eradicated this is as a result of proper training and development,
research, good recruitment process or recruitment of capable worker etc.
therefore, the role of human capital on small scale enterprises can be over
emphasis in our societies today.
1.2
STATEMENT OF THE PROBLEM
Small and medium enterprises (SMEs) in Nigeria have not
performed creditably well and hence have not played the expected vital and vibrant
role in the economic growth and development of Nigeria. This situation has been
of great concern to the government, citizens. Operators, practitioners and the
organized private sector group. Every year the government at FederalState and
even local levels through budgetary allocations policies and pronouncements
have shown interest in the sectors, and made attempts to energize it. This is
not to talk of the various
grants both from within and outside the country as well as
institutional supports created to help it grow. Despite these efforts geared
towards making this sub-sector vibrant, the performances has fallen short of
expectation. It is on record that most small and medium scale enterprises in
Nigeria die before their third birthday (Owoseni, 2010). This seems to be the
case with the Home Fresh Yoghourt in Kaduna, as other yoghourts, which when
newly introduced are ubiquitous in the city, but gradually become obscure
before the third year of existence.
In great and developed economies, SME’s account for as high
as 64% of industrial employment, but in the case of Nigeria it has been
estimated to be below 31%. This level of contribution is rather disturbing
considering the high degree of unemployment rate in Nigeria as well as the
poverty level. In a normal circumstance, it is expected that a smooth
transition would occur from small and medium scale enterprises, where employees
would be in thousands. This is what is expected of the Home Fresh Yoghourt.
However, despite its years of existence, it has not gone beyond the small scale
enterprise with which it started. It is not quoted on the stock market neither
is it listed among the vibrant SMEs in Nigeria.
As mentioned by Onugu (2005). One of the vital factors that
could be responsible for the disable performance of SMEs in Nigeria is lack of
adequate human resources management could the low level performance of Home
Fresh Yoghourt be due to poor human resource management. This is what this
project set out to ascertain.
1.3
OBJECTIVES OF THE STUDY
The main objective of this study is to find out if there is
adequate human resource management in small and medium scale enterprises (SMEs)
typified by Home Fresh Yoghourt Kaduna and how applicable it is in the
organization including the challenges
faced. Specifically the study seek to?
i. To
find out how human capital management treat their employee (Home Fresh Yoghurt)
ii. To
find out their development and management of individual in line with their key
responsibility areas not only make them an indispensible resources in the future.
iii. To
find out if the employers of Home Fresh Yoghurt well train for effective and
efficient of work
iv. To
find out if their employees are important resources that play an instrumental
role in productivity of their organisation (Home Fresh Yoghurt
It hoped that the research work will also serve as a tool for
managing human resources in small and medium scale enterprise. At the
individual level this study will in simple term broaden the knowledge of
individuals especially students of management studies in areas of human capital
management on the organizational level and society at stage. This research work
will present the importance of human capital management as a vital lubricant to
the challenges or problems faced by small and medium scale enterprises.
1.4
SIGNIFICANT OF THE STUDY
This research work acts as a valuable reference on the
challenges and prospects of human capital management it will also be very
important to organization, employers labour students and any other person
interested in expending the research work.
1.5 RESEARCH
QUESTIONS
1. What are the
challenges faced by Human capital management regarding the organisation (Home Fresh Yoghurt)
2 In what way the
human capital management treat their employers in Home Fresh Yoghurt?
3 What are the key
responsibility areas of human capital in developing small scale middle
enterprises?
4 Are the employees
of Home Fresh Yoghurt well train?
1.6 SCOPE OF THE
STUDY
The research study intend to examine how home fresh yoghurt
manages human capital. The scope of this research is intend to cover a period
of (2006 – 2012). In evaluation of the challenges and prospects of human capital
management of Home Fresh Yoghurt Ltd Kaduna.
1.7 DEFINATION OF
TERMS
i.
(SMSE) – Small and Medium Scale Enterprises.
ii.
(NDE) – National Directorate for Employment.
iii.
(VERFUND) – National Economic Reconstruction Fund.
iv. (BOI)
– Bank of Industry.
v.
Human Capital Management – Is the process of acquiring training
Managing, retaining employees for them to contribute effectively.
vi.
Compensation: Is something such as money given or received as payment or
reparation as for a service or loss.
vii. Reward
System: Is the act of compensating employees for improving in performance.
viii.
Motivation: Achieving what you
want in life.
ix. Prospect:
Something that you expect or know is going to happen in the future or
the thought of this.
x.
Challenges: Something that needs
a lot of skill, energy and determination to deal with or achieve.
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