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THE ASSESSMENT OF HUMAN RESOURCE DEVELOPMENT IN
ENHANCING ORGANIZATIONAL PRODUCTIVITY
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
In today’s dynamic environment achieving high level
of operational performance have became the main concern of management. However,
the realization of this to a great extent depends on the quality of an
organization workforce, “the Human side of enterprise as their orientation come
to be know, influenced various research efforts that contributed to this growth
of human resources development. From the humble beginning, the management of
people have growth and gradually people have come to be identified as the most
important asset in very organization, thus the success of any organization is
generally said to be a function of good people” (Udeze 2000).
Likert (1967) underscored the importance of human
resources, when stated that “All the activities of any enterprise are initiated
by the persons who make up that institution, offices, computers, automated
equipment an everything else that a modern
firm uses are unproductive except for human effort being the central and
most important task because everything else depends on it”.
Iyanda (1995) stated that “management of human
resources is the most undoubting of all managements responsibilities and the
most popular subject of re search and experiment. He further stated that the
reason for the interest is for the fact
that human resources is the most important resource, having unlimited capacity
for creativity, resource fullness and productivity. The ability to access and
activate these potentials holds exciting promise for organizations and humanity
interms of higher productivity profit”.
It has so far been seen that there is no perfect
substitute for human resources in today’s organization management it defined as
the art of getting things done through people. Human resources cannot be
discussed without clarifying on the meaning of organization.
Flippo and Musinger (1978) looked at organization as
“a socio technical device, which enable the accomplished by a single individual” whether it is a simple or large
organization like Kaduna refinery and petrochemical corporation, one important
feature is common to all and which is the fact that the all require human
direction in the form of management.
Management of human resources in an organization in
collaboration with other resources makes a business run effectively and enables
maximum productivity. Neglecting them is equivalent to experiencing failure in
an organization; in other words people are seen to be the key element in the
organization.
Thus, human resources holds the key to the survival
of any organization with emphasis to KRPC.
HISTORICAL BACKGROUND OF THE STUDY
The Kaduna the 3rd
November 1988 . It is the third refinery in the country, established
to cope with the growing demand for petroleum products especially in the
Northern part of the country. The refinery was designed to process both
Nigerian and imported crude oil into fuel section of the refinery was
successfully debottle-necked from 50,000 BPSD to 60,000 BPSD bringing the total
refined instaled capacity to 110,000 BPSD. In March 1988, the 30,000 MT per
annum, linear Alkaline benzene (LAB) petroleum plant as commissioned. The
petrochemical plant being a down stream plant of the refinery derives its entire
raw materials including utility supplies from the refinery in an attempt at
commercialization of NNPC in the same year (1988), it became the necessary to
merge the two plants (refinery and the petrochemical plants) to firm a single
subsidiary company of the NNPC known as the Kaduna refinery and petrochemical
company limited (KRPC) as it is to day.
It occupies area equipment approximately 1.87cm
square made up of two main divisions namely, operations and services, each
headed by executive Directors who report to the managing director. However,
there are departments that report directly to the managing director and are
regarded as the Managing Directors division. Managers heading the departments
report to their executive directors.
The refinery primary products the following
petroleum product:
i. PMS
– I
ii. LPG
– Liquid petroleum gas
iii. DPK
– Kerosene
iv. AGO – Diesel
v. BASE Oils
vi. LAB – Linear Alkaline benzene products for
manufacturing of liquid detergents and pharmaceuticals.
This company was designed with the objectives of
optimizing the capacities of existing plants, reduce the operating cost of the
plants, develop new products from existing plants and facilities for use in
down stream industries and external services to their refineries in West Africa .
1.2 STATEMENT
OF THE PROBLEMS
An organization like Kaduna
The neglect of human resources has resulted in the
low morale of employee and also in the problem of low productivity and increase
in organization conflict.
In the past, human resources were not given due attention they deserve by the management:
they were treated with les importance when compared with other resources in the
organization. Resource like material, financial and natural resources which
when coordinated by the human resources will achieve objectives of the
organization.
1.4 OBJECTIVES OF THE STUDY
A researcher can not embark on a work without reasons to do so.
This study is therefore aimed at analyzing the
effectiveness of human resource in achieving organization productivity.
1.
To highlight the
positive effects of human resource utilization.
2.
To ascertain the
difficulties associated with managing human resources in Kaduna Refinery and
petrochemical company.
3.
To investigate
the relationship between human resource development and productivity level in
the organization.
1.5 SIGNIFICANCE
OF THE STUDY
This stud provide valuable reference to human
resource development, it is also very important to employers, employees and the
organization to consider improving their human resource development policies in
order to serve as a too for enhancing productivity level. It is also meant to
help broaden the knowledge of individuals, especially students of management
studies department in the area of human resource development (HRD)
On the organizational level and society at large, it
will present the importance of human resource development as a vital lubricant
to organizations wheel of effectiveness thereby enhancing employees
productivity.
It will also add to the existing literature to other
persons interested in expanding the study in this area of organization
management.
1.6 RESEARCH QUESTION
From the objective of the study above, the following
question would guide the researcher on obtaining data’s. Which will be
presented and analyzed in chapter four.
i. Why did human resources play a vital
role in enhancing productivity in Kaduna Refinery Petrochemical Company?
ii. Why
the management of Kaduna
iii. How efficient and effective of human
resource in enhancing productivity in Kaduna
1.7 SCOPE OF THE STUDY
This study focuses on the understanding the role
that human resource plays in enhancing productivity in the organization with
emphasis on Kaduna Refinery Petrochemical Company (KRPC). The study is
circumscribed around human resources and how its effective management can boost
employee’s productivity positively.
1.8 LIMITATIONS
OF THE STUDY
For a research of this nature below are limitation
that lead to the researcher not being able to cover all aspects of the study:
1. Resistance on the part of employees to
supply adequate information for the study.
2. Another issue is that of financial
constraint with the present economic situation in the country the research
could not afford the face to and from
the organization to get more information on weekly basis due to inadequate
funds.
1.9 DEFINITION
OF TERMS
Management: Process of planning, organizing, directing, staffing
and controlling the activities of an enterprise to achieve certain objectives.
Organization: Any structural systems or corporation to get work
done.
Productivity: efficiency in industrial product; unit of output
per worker or machine.
Resources: refers to people, materials, equipment and
information.
Policies: A general plan of action that relates to good
attainment.
Development: Attempt to use new knowledge in the production of
useful products.
Training: process that involves the acquisition of skills,
concepts, rules or attitude in other to improve present and future performance.
Selection: A process of choosing the best candidate for a
job.
Recruiting: A process of sourcing out potential candidates to
apply for existing jobs.
Utilization: Refers to the process of exploiting the best
skills and knowledge from available human resources in an organization.
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