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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN PROMOTING INDUSTRIAL HARMONY
CHAPTER ONE
INTROUDUCTION
1.1 Background to the Study
Human resource function becomes
recognized as a central business concern sequel to its ability to integrate
employee welfare and organizational objective and effective communication into
strategic management. Human resource management seeks to eliminate the
meditation role and adopts a generally unitarist perspective. It emphasizes
strategy and planning rather than problem-solving and medication, so hat
employee cooperation is delivered by programmes of corporate culture,
remuneration, packaging, team building and management development for core
employees, while peripheral employees are kept at arms length.
Human resource polices and practice
are influenced by strategy and structure and by external factors such as trade
unions, labour market situation and legal system. In reality most firms do not
have such a well thought out sequential model in their human resource practices
hence the role of human resource management in promoting industrial harmony in
most organizations becomes vague. It is against this background that the
researcher sees the subject matter: the role of human resource management in
promoting industrial harmony in Nigeria Bottling Company Plc Kaduna, worthy
being studied.
1.2 Statement of the problem
Productivity in most organisation have
comparatively taken a nose dive sequel
to frequent industrial conflict. As such many organisation has resorted to
different means of resolving such conflict in the past but to know avail sequel
to frequent agitation by worker for improved working condition and other
workers interest and right. Hence optimal productivity has been hampared
because of frequent industrial conflict as such many organisations has resorted
to different means of resolving such because of it’s intended negative
consequences such as down toll, which will affect sales, production decline,
patronage and profit margin.
1.3 Objectives of the study
The central objective of the study is
to examine the role of human resource management in promoting industrial
harmony in Nigeria Bottling Company Plc Kaduna.
The specific objective are as
follows::
i. to evaluate the function of
human resource in promoting industrial harmony in Nigeria Bottling Company
Kaduna.
ii. To examine the relationship
that exist between management and employees of Nigeria Bottling Company Plc
Kaduna.
iii. To identify how human
resource management in Nigeria Bottling Company Plc Kaduna influence key
decision and polices as it affect employees and their union.
iv. To examine the constraint
militating against human resource management from achieving industrial harmony
in Nigeria Bottling Company Plc Kaduna.
1.4 Research Question
i. What are
the functions of human resource
in promoting industrial harmony in Nigeria Bottling Company Kaduna?
ii. What is the relationship that exist
between management and employees of Nigeria Bottling Company Kaduna?
iii. How does human resource management in Nigeria Bottling
Company Kaduna influence key decisions and polices as it affect employees and
their union.
iv. What are the constraint militating against
human resource management from achieving industrial harmony in Nigeria Bottling
Company Kaduna
1.5 Significance of the study
The study will be beneficial to corporate
organisation espeically NBC as they utilize the finding in policy formulation
regarding conflict management in their organisation. The study will add to
existing knowledge on conflict resolution and would be a useful reference
materials to individuals, students as well as scholars who may wish to
undertake a similar research.
Most importantly, the study will go a
long way in putting unnecessary unrest in the corporate and will enhance
productivity, peaceful co-existence between management and employee which will
have positive impact on sales, profit, motivation and maximum enhancement of
labour hours.
1.6 Scope of the study
The examine the role of human
resource management in promoting industrial harmony in NBC. The study will
equally identify the causes of conflict in achieving industrial harmony in
Nigeria Bottling Company Kaduna and
would profer solution to such problems. The study will cover a period from
2007-2011.
1.7 Limitation of the Study
The study is limited to bias in
respondent opinion about the subject matter as well as the use of a single
study area and the uncertainly about the generalization of finding sequel to
the use of a single research design as well as instrument. For the fact that
only Nigeria Bottling Company Plc Kaduna
was used as the sole area of study it is no certain if the same result
would be obtained in other organization.
Respondent bias and nonchallant
attitude also constitute a greater limitation to this research. For the fact
that questionnaire constitute the only instrument use to collect data and
survey research design the sole design
used for the study. It is not certain if the same result will be used if other
type of design as well as instrument
were used. All these factor constitute a greater limitation to the
research.
1.8 Definition of Terms
Human Resource: Also known as labour, is one of the key resources (man, capital,
information, machine) used to effectively harness and transform organizational
activities into goods and services.
Management:
The co-ordination of human and material and other resources toward objective
accomplishment. It is a process of planning, organizing and controlling
activities of the sub-systems and relates them to the environment. It also
refers to those individuals or groups who are responsible for promoting the
goals of employers and their organizations.
Industrial Harmony: It is the ideal state of peace wherein workers engaged in production of
goods and services feel content, thereby are propelled to give the best of
their talents and talent potentials for the development and progress of the
organization.
Industrial Relations: It is the interdisciplinary field of study that concentrates on
individual workers, groups of workers and their unions and associations,
employers and their organizations and environment in which these parties
interact.
Collective Bargaining: It is machinery for setting conflict issues between employers
(management representative) and employees (union). It examines and resolves
differences between both parties in terms of benefits.
Productivity:
It is the measure of the achievement of
an enterprise when compared to its purpose, goals and objectives within a
specified period of time. In economics, it is defined as a measure of the
relationship between the output and the input in the production process.
Union: An
employee organization that has the main goal of representing members in
employee-management bargaining over job related issues.
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