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Department of Human Resource Management | Final Year Research Project Topics | Download Free Projects

  • 1. EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE

    » INTRODUCTION There is no doubt that organizations worldwide are striving for success and outcompeting those in the same industry. In order to do so, organizations have to obtain and utilize her human resources effectively. Organizations need to be aware of face more realistically towards keeping their human resources up todate. In so doing, managers need to pay special attention to all the core fu...Continue Reading »

    65 pages |  88 engagements | 

  • 2. THE IMPACT OF ORGANIZATIONAL CULTURE ON EFFECTIVE EMPLOYEES’ PERFORMANCE TOWAR...

    » CHAPTER ONEINTRODUCTION1.1   BACKGROUND TO THE STUDYOrganizational culture refers to a system of shared assumptions, values, and beliefs that show people what is appropriate and inappropriate behavior. These values have a strong influence on employee behavior as well as organizational performance. In fact, the term organizational culture was made popular in the 1980s when Peters and Waterman’s...Continue Reading »

    65 pages |  80 engagements | 

  • 3. THE IMPACT OF INTERNAL CONTROL SYSTEM ON THE EFFECTIVE MANAGEMENT IN GOVERNMENT ...

    » CHAPTER ONE 1.0     INTRODUCTION 1.1     BACKGROUND OF THE STUDY Traditionally, most of our constitution and institutions arrangement has been the management and accounting of public funds. As a result of this, various rules, regulations and instructions are instituted to guide public officers in the proper conduct of the finance entrusted in their care. The constitution generally sets ou...Continue Reading »

    65 pages |  74 engagements | 

  • 4. IMPACT OF MANAGEMENT BY OBJECTIVE ON ORGANIZATIONAL PERFORMANCE

    » ABSTRACT The research progress a detail analysis of the concept of management by objective and portrays its impacts an organization performance. It elucidates the structure of management by objective through the systematic and organized approach that allows management to focus on achievable goals and attain best possible results from available resources.  It provides detail analysis of organizati...Continue Reading »

    65 pages |  86 engagements | 

  • 5. THE EFFECTS OF EMPLOYEE BENEFITS ON THE PERFORMANCE OF EMPLOYEES

    » CHAPTER ONEINTRODUCTION  Maintaining healthy employee relations in an organization is a pre requisite for organizational success. One way of maintaining good and healthy employee relations in an organization is by attaching lucrative benefits to every job and task carried out by every employee in that organization. Employee benefits which are the various non wage compensations provided to employe...Continue Reading »

    65 pages |  121 engagements | 

  • 6. MANAGEMENT OF EMPLOYEE GRIEVANCES

    » BACKGROUND OF THE STUDY  There are three basic things to manage in life and they are human resources, non human resources and time. Organization effectiveness is being defined as the extent to which an organization as a social system give certain resources and means, fulfills its objectives without placing under straight (grievance) upon its members. The most important element of an organization ...Continue Reading »

    65 pages |  111 engagements | 

  • 7. EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE

    » CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, ...Continue Reading »

    65 pages |  104 engagements | 

  • 8. CASUALIZATION AND EMPLOYEE COMMITMENT IN ETISALAT NIGERIA

    » CHAPTER ONE INTRODUCTION 1.1     BACKGROUND TO THE STUDY This study is examining the relationship between casualization and employee commitment in Etisalat Nigeria. Allen and Meyer (1996) defined employee commitment as “a psychological status of an employee towards the organization that makes it less likely that the employee will voluntarily leave the organization” Lower levels of employee...Continue Reading »

    65 pages |  185 engagements | 

  • 9. INVESTIGATION INTO CORPORATE SOCIAL RESPONSIBILITY STRATEGIES FOR OIL AND GAS CO...

    » CHAPTER 1: INTRODUCTION   1.1Research Background   The Niger Delta has fallen short in its economic and social development despite the presence of many oil and gas firms operating in the region tapping the oil and gas resources of the Niger Delta (Ibaba, 2008).  One of the key questions that has been raised is how the oil and gas companies can contribute to the development of the Niger Delta. ...Continue Reading »

    65 pages |  191 engagements | 

  • 10. THE IMPACT OF DIGITAL DEVICES ON WORK-LIFE BALANCE, JOB STRESS AND JOB SATISFACT...

    » CHAPTER 1: INTRODUCTION 1.1 Background of the Research In recent times, various reforms in the banking sector of Nigeria, has made the banking occupation to be more demanding (Olimugiwa, 2015). Various reforms aimed at strengthening the banking sector necessitate the merging of banks, while weaker ones were acquired. One of such reforms initiated by the Central Bank of Nigeria is the bank recapita...Continue Reading »

    65 pages |  111 engagements | 

  • 11. INVESTIGATING LEADERSHIP STYLE BEHAVIOURAL AND MANAGERIAL COMPETENCY OF SUCCESSF...

    » CHAPTER ONE INTRODUCTION 1.1      Background of the study No organization has ever existed without leadership. An individual need not be the senior officer or commander to be a leader. For any organization to function with some degree of efficiency and effectiveness, having a leader at its head is vital. Leadership is known to be a serious component of successful organizations. Irrespective ...Continue Reading »

    65 pages |  121 engagements | 

  • 12. IMPACT OF STRATEGIC PLANNING AND MANAGEMENT ON CORPORATE PERFORMANCE

    » CHAPTER ONE INTRODUCTION   Background of the Study Armmd 1999, empirical researchers began to examine the performance and consequences of formal strategic planning (Thune and House, 1999; Ansoff et al., 2000; Herold, 2001) and over 40 planningperformance studies have appeared since that time. However, in recent years this line of research has slowed to a trickle and with good reason: Previous stu...Continue Reading »

    65 pages |  124 engagements | 

  • 13. A COMPARATIVE STUDY OF NON FINANCIAL INCENTIVE AND EMPLOYEE JOB SATISFACTION

    » CHAPTER ONE INTRODUCTION 1.1       BACKGROUND Adequate worker remuneration has been found over the years to be one of the ways by which an organization can increase employee job satisfaction and invariably increase the organization’s productivity (Muogbo, 2013). Over the years especially with the present global economic trend, most employers of labour have realized that for their organizat...Continue Reading »

    65 pages |  106 engagements | 

  • 14. AN EVALUATION OF MOTIVATIONAL POLICIES IN ENHANCING EMPLOYEE PERFORMANCE IN THE ...

    » CHAPTER 1 1.1 BACKGROUND OF THE STUDY Hornby (2010) defined an employee as “a person who is paid to work for somebody” (p.480). The International Labour Organization elaborate this definition by stating that employees are people who work for a public or private employer and receive remuneration in wages, salary, commission, tips, piece rate, or pay in kind. It is important to know that an emp...Continue Reading »

    65 pages |  89 engagements | 

  • 15. EXAMINING THE CAPACITY OF HUMAN RESOURCES DEPARTMENT TO DRIVE ORGANIZATIONAL CHA...

    » CHAPTER ONE INTRODUCTION 1.1   BACKGROUND TO THE STUDY All over the world, every organizationusually have resources at their disposal which they deploy to realizing their goals andobjectives. These resources are: Capital, Land, Labor (Human) and Technology. Humansare an organization's greatest assets; humans and the potential they possess drive anorganization change (Jahn, 2007). Today's organiz...Continue Reading »

    65 pages |  82 engagements | 

  • 16. THE EFFECT OF DISPUTE MANAGEMENT AND CULTURAL DIVERSITY ON EMPLOYEE PERFORMANCE

    » CHAPTER ONEINTRODUCTION1.1   BACKGROUND TO THE STUDYFadipe (2000) sees dispute as a form of disagreement in an establishment between two individuals or groups who have cause to interact formally or informally. Similarly, Miller and King (2005), see it as basically a disagreement between two or more individuals or groups over compatible goals. Dispute therefore is a process of incompatible behavi...Continue Reading »

    65 pages |  79 engagements | 

  • 17. THE IMPACT OF ORGANIZATIONAL CULTURE ON EFFECTIVE EMPLOYEES PERFORMANCE TOWARDS ...

    » CHAPTER ONE INTRODUCTION 1.1   BACKGROUND TO THE STUDY Organizational culture refers to a system of shared assumptions, values, and beliefs that show people what is appropriate and inappropriate behavior. These values have a strong influence on employee behavior as well as organizational performance. In fact, the term organizational culture was made popular in the 1980s when Peters and Waterman...Continue Reading »

    65 pages |  -1 engagements | 

  • 18. EFFECTIVENESS OF INNOVATION CUSTOMER SERVICE AS AN AID TO INCREASING CUSTOMER SA...

    » CHAPTER TWO 2.0 REVIEW OF RELATED LITERATURE 2.1 COCEPTUAL FRAMEWORK 2.1.1 CONCEPT OF SERVICE AND SERVICE INNOVATION Traditionally services are described as elements which cannot be touched; intangible. Due to their intangible character a service cannot be viewed as an object and in that sence are not reproducible. A service is viewed as an activity or process and no transfer of ownership takes pl...Continue Reading »

    65 pages |  78 engagements | 

  • 19. ORGANIZATIONAL ETHICS AND CORPORATE SOCIAL RESPONSIBILITY

    » CHAPTER ONE INTRODUCTION Background to the Study The role of organizational ethics in the performance of corporate social responsibility in our nation can never be under estimated. This is simply because corporate social responsibilityispracticedbecausecustomersaswell as governmentstodayaredemandingmoreethical behaviorsfrom organizations.However, understanding the landscape of organizational ethic...Continue Reading »

    65 pages |  64 engagements | 

  • 20. AN APPRAISAL OF THE NATURE AND FRAME WORK FOR MANAGEMENT OF ORGANISATIONAL CONFL...

    » ABSTRACT The study provides an appraisal of    the nature and framework for the management of organizational conflict. It proffers a structural study of the nature of organizational conflict and its effectelucidates the nature and framework for the management of organizational conflict. The study provides an appraisal of the process of conflict management and resolution as fundamental for peace...Continue Reading »

    65 pages |  63 engagements | 


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